Recruitment Solutions and Advice
Jul 27, 2021 |
The candidate must have a seamless experience. It starts from the beginning, from the interview phase to the onboarding process, companies know it, and they simplify their recruitment process accordingly.
HR is the person responsible for improving and maintaining the employee experience in an organization. They know that recruiting takes a lot of time and effort for a company, candidate's undergoes a thorough process and become an employee. The HR role is to create an excellent employee experience for employers.
Companies with engaged employees make 2.5 more revenue than companies with low engagement levels. The article presents how HR can improve the employee experience of the company.
Employee engagement gets successfully implemented when an employee exceeds the expectations to complete their work and helps the company grow. The positive attitude of one employee will inspire the other employees to give their best for the company. HR can contribute to creating a winning team. Here is one of the strategies helping HR with employee engagement:
Try to share feedback with employees
Every employee needs to hear that they are doing their job. They want to know if there is an area where they can improve their performance that needs improvement. Giving regular feedback to employees helps in higher productivity and makes them secure in their jobs.
According to various surveys, regular employee feedback improves the retention rate. Companies that present regular employee feedback experienced lower turnover rates.
There is a reason why businesses named among the best places to work have been so successful. And that reason is the company's positive corporate culture, which encourages employees to do their best work.
A positive culture fosters greater loyalty, which aids in the retention of top talent and recruitment efforts. Developing a strong company culture does not have to be demanding or expensive. Learn this simple lesson from Google, the world's largest search engine.
Google created an internal tool to help its employees (dubbed "Googlers") recognise one another.
gThanks is an apt name for it, by hitting "kudos" on gThanks. Anyone can tag a team member and publish it to a feed. It allows employees to appreciate and acknowledge the contributions of their colleagues instead of speaking privately or sending an email.
Analytics isn't just for processes. It gets used to uncover employee engagement, which is an indicator of employee satisfaction at work. Use analytics to track vital metrics like email responsiveness, employee-average hours worked, and top performers.
It will provide you with data-driven insights into the inner workings of your company, allowing you to make informed decisions to improve employee satisfaction and retention. Identifying opportunities and pitfalls require a systematic approach to detecting patterns and uncovering trends.
When HR professionals want to give every employee a rich experience, they develop a comprehensive employee experience strategy. It's a strategy that starts when a prospect submits an application and ends when the employee leaves. The key to creating a positive employee experience is to hire passionate people who fit the company's culture.
Publishing your company's backstory and mission statement is one way to find and hire the right employees for your company. Everybody enjoys a good story, and potential employees seek out companies that share their values.
Showing up at events that reflect your company's mission is another way to recruit employees who will be a good fit for your company.
Another great way to prevent employee burnout and keep employees motivated is to encourage them to develop their skills and take on new challenges. It's better to include work that is mentally stimulating and aligned with the employee's career goals.
A negative experience will result from a lack of development progression and monotonous work. HR can play a role in assisting employees, broadening their horizons, and elevating employee experience via career development initiatives.
Inconsistencies between your internal and external messages are one of the most common causes of mistrust.
Always keep in mind that your employees have access to both, and it's easy to spot when there's a disconnect. Employee satisfaction suffers as a result of this.
Now, while your external communications efforts may be booming, it's time to close the gap by ensuring consistency in your communications.
Furthermore, you have to share your external messaging with your employees. So, they can gain a better understanding of the company as a whole. Therefore, your internal and external communications must be in sync.
The majority of employees will leave your company at some point. It's critical to end on a positive note, whether it's voluntary or involuntary. Make the experience as positive as possible, in line with the image your company wants to project in the marketplace, and establish a pipeline for returning or boomerang employees who might want to return.
Exit interviews are a great way to thank employees for their hard work while also gathering valuable information about how the employee experience gets improved to make it more enjoyable for others.
Simple acts of goodwill, such as letters of reference, recommendations, or farewell parties, can remind employees of their experiences and show that you care about their professional development.
HR should be present to keep an eye on the pulse of the employee experience and respond when it matters. But there can be certain times when your HR team needs help. Here you need better employee engagement services, hiring professionals to make the whole process seamless. As a result, you'll be able to attract, retain, and retain more talent in your pipeline.
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