While surveys and annual reviews remain the most popular method of gaining employee insight, many organizations have started to diversify their approach to employee engagement through focus groups or social media.
Speaking at October's HR World Tech Conference in Paris, Oliver Luscombe, head of talent acquisition for RMS, spoke of the need — and increased ability — to better understand the talent of today's workforce. Employee engagement starts with the hiring process and it is not just about getting to know your candidate but also about them really understanding your organization.
“There needs to be open and frank conversations so candidates understand your warts as well as your beauty spots” said Luscombe.
However employee engagement shouldn’t stop there. A consistent commitment to employees should be reflected in organizational policy and employees should have the opportunity to be involved in decision-making.
Employee voice remains key but effective employee engagement requires input at all levels. Leadership is important in setting out a strong strategic narrative and vision for the future of the organisation and its employees and this should be regularly communicated. Managers should be equipped with the skills to manage employees and listen, empower and motivate them.
In achieving this type of environment in the workplace, it has been proven that there is a positive correlation between successful employee engagement and productivity, innovation and efficiency. It can also positively impact recruiting and retaining the right people.
Here are three ways employee engagement could help your organization manage and attract talent.
1. Understand your workforce.
Employee engagement allows you to really get to know your workforce — their interests, skills, ideas and ambitions. By building on this knowledge and working on an individual's strengths, you can grow and develop their talents and add skills to your workforce. Increasing opportunities for development within your organization's prevents employees looking for opportunities elsewhere and can reduce your turnover rate. This in turn not only reduces the costs involved in recruitment and training but boosts stability and morale within the organization. While delivering one of the sessions at the conference, Luscombe also stressed the importance of career planning and development to keep your talent emotionally connected to their work and your organization.
This is particularly important in global development where professionals are motivated by an organization’s core mission and its social impact over other factors such as compensation.
2. Create employer ambassadors.
Your employees are advocates for your organization so employee engagement will not only enhance your reputation amongst the existing workforce but potential candidates too. Candidates increasingly want to know about the work environment and whether they will be a good fit with the organization's culture — motivated employees can play an important role in attracting candidates and sharing with them their positive experiences of the organization.
3. Employee referrals.
Engaged employees can also help bring talent to your organization through employee referrals. The average employee will have 150 contacts on social media in addition to a network of contacts developed through partnerships and projects and these contacts could be the candidates you are looking for. Employee referrals are shown to have a higher application-to-hire rate and candidates hired through referrals are also more likely to fit the culture and values of the organization. Businesses, organizations and startups are increasingly investing in employee referrals as a quicker and less expensive method of talent acquisition.
While the integration of technology has improved recruitment in many ways, a focus on people and not just processes, and finding creative ways to connect with your employees will allow your organization to attract and retain talent.
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