3 Ways to Create an Engaged Workplace Through Smart Recruiting

3 Ways to Create an Engaged Workplace Through Smart Recruiting
From Recruiter - August 6, 2017

Gallups State of the American Workplace reportdoesnt paint a pretty picture of employee engagement: Only 33 percent of employees are engaged at work, and a whopping 51 percent are actively looking for new employment. Worse, a significant number of employees are so unhappy at work that theyre willing to sabotage their employers through active disengagement. Given that companies with low levels of engagement earn33 percentless in operating income, employers should take these abysmal engagement numbers seriously.

In an effort to fill employees with a renewed sense of satisfaction, many organizations have undertaken amazing initiatives, including reevaluating performance management processes, implementing real-time feedback,and establishingemployee appreciation programs.

While these initiatives are important, the truth is that some of theresponsibility for engagementfalls on the shoulders of employees. Not every engagement problem is managements fault. Sometimes, its simply a case of the wrong employee in the wrong place at the wrong time.

Talent acquisition can play an essential role in increasing employee engagement by using recruitment tactics to find and hire candidates who have the potential to be highly engaged on the job. Heres how we do it at my company, Red Branch Media:

1. Create a Candidate Experience That Reflects Your Company Culture

As I mentioned above, engagement is a shared responsibility. For example, it is up to the employee to do their best work,communicate challenges with leadership, and choose the appropriate attitude for approaching various situations. However, in order to set that expectation for new employees, you must communicate how your company worksduring the hiring process.

At Red Branch, hiring is a step-by-step process that allows me to add a personal touch to each communication with my candidates. In the first few stages, Im looking at resumes and considering where each individual could potentially fit in at the company. Next, we do phone screenings, and from there, we invite candidates into the office to meet the team. We try to get this all done in 1-3 weeks. If it at any point the candidate doesnt seem to be a fit, we dont hesitate to say so. Leaving a candidate in limbo for fear of giving a little negative feedback hurts the candidates ability to find the right jobnot to mention my ability to sleep at night.

Our fast turnaround time and back-and-forth communication primes candidates to be engaged. When youre quick to schedule interviews and team meetings, candidates have no time to drag their feet. This sets the pace for how things work at our company, too. If candidates cant keep up with the hiring process, chances are they wont be able to keep up if they join the company.

2. Take Time to Understand the Candidates Attitude

Im a firm believer inhiring for attitudeand training for skill. Doing so allows me to hire people who are right for my organization and my processes.

In other words: I find hires that fit my team, my company, and the way I lead. I hire people who have temperaments that can bring some necessary element to my organization. Personality and work ethic are major factors in our hiring decisions.

Employees with the highest engagement levels are usually doing jobs that inspire and intrigue them. At the very least, they are working alongside a team or for a cause they care about. If you want a new hire to be excited from day one and onward, you need to take the time to consider whether they fit the position in all aspects, not just in terms of skill set.

All that being said, finding the right attitude can be difficult. Here are a few tactics to consider:

- Include identifying words in your job descriptions that allow job seekers to self-select and remind hiring managers what a successful hire would be like.


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