Why Employee Engagement Starts During the Hiring Process
In today’s world, employee success is about much more than showing up and working the 9 to 5 grind. HR professionals and executive leaders are well aware that an employee needs to be engaged in the work and have the desire to keep coming back to work.
Employee engagement is vital to any organization that wants to be successful, because having a good, strong company is about much more than just what kind of product or service the company offers. The company also needs people who want to come to work every day, who can work well together, and who get personal satisfaction and value from the work they perform. And having engaged employees doesn’t just mean better work, companies with highly engaged employees saw 22% more profitability and 10% better customer ratings than disengaged employees.
Having employees who are committed to the values and goals of the company means those employees will want to contribute to the growth of that organization. That will increase the chances of the company’s overall success, and also make the employees feel more valued and motivated to address their own personal goals and sense of well-being.
Start During the Hiring Process
Employee engagement should start during the hiring process. That process is the first line of defense against selecting employees that just won’t be a good fit for the company, and won’t be engaged. If you hire employees who fit in properly with your company’s culture, they will feel more engaged in their work, and you’ll have a much better chance of keeping those employees on a long-term basis. In short, hiring the right employees, not just from a skill standpoint but also based on company culture, means your bottom line will directly benefit.
Disengaged employees can be expensive for a business, so it’s important to reduce it as much as possible. In fact disengaged employees is estimated to cost the US between $450 billion to $550 billion per year according to a Gallup poll. While that’s not always easy to reduce turnover, employee engagement is a leading indicator of whether turnover will be a potential problem for that employee. Hiring for your company culture avoids bringing on employees who are least likely to be engaged with their work.
How to Know When It’s Right
Knowing when you’ve found the right employee isn’t based just on what an applicant’s resume says. Skills are important, of course, because employees have to be able to do the job you’re hiring them for. If they aren’t capable of the job or don’t have the proper education, training, or skill set, they aren’t going to be a good fit. The same is true for their values and motivators, though. Employees who want to experiment and move quickly may not work well with a company that is focused on precision and care.
Employees need to believe in what they will be doing, and in the overall goals, plans, and dreams of the company that hires them. Hiring people who just need a job – any job – often doesn’t work out well, even if they’re highly qualified. Asking why the person wants to work for your company, specifically, can really help you determine whether that person would be a good choice, or whether it would be a better option to hire someone who may be more engaged with your company’s overall mission and vision.
Defining your company’s work culture is key when it comes to finding the right candidate. It allows you to ask the right question during the interview process. This, in turn, will highlight whether or not the candidate will be able to thrive in your company’s work culture. When you can quantify you company’s culture, you’ll be able to ask job candidates just the right question, ensuring the best possible fit.
But to be able to hire employees who will be a good cultural fit, you first need to be able to identify and define your company culture. Company culture is generally unspoken, so defining it can be difficult. But defining your culture is essential if you want to find those employees that will fit in at your company. So start by asking yourself a few simple questions:
- What are the values of your company? Do you value speed, creativity, spontaneity, reliability, teamwork, independence? What is most important to the existing employees at your company?
- What is the pace of your company? Do you have a long training period with a lot of supervision and checks? Or do you expect employees to jump right in and learn as they go? How often do you change your processes and policies?
- What are your expectations for employees and what expectations do they have for you?
Once you answer these questions, you’ll have a much better idea of the attributes you need to look for in potential employees. Once the right candidate is hired into your company, it is only a matter of time until he or she begins to thrive. It is important to create success metric for new employees, so that you both know if the employment relationship is likely to continue. One great way to measure employee success is via survey. It may sound cliché, but simply asking your employees how they feel is one of the best ways to gather data.
To learn more about how we can help you define and quantify your company culture, just drop us a line!