It has now become obvious that employee engagement is acritical for a company's success, given its links to job satisfaction and employee morale. Companies can achieve crucial competitive advantages with highly engaged employees which in turn help organisations achieve their mission, execute strategy and generate important business results.
Thus, it is imperative that you are regularly measuring engagement efforts and analysing feedback to make informed decisions about attracting and retaining top talent. This is where Employee Engagement Surveys can assist you in gathering this information.
Why is Employee Engagement Data Important?
An employee engagement survey can be defined as a questionnaire that measures employees’ dedication, motivation, and enthusiasm for their jobs. Veritably, such surveys collect quantifiable and unquantifiable data on engagement drivers and areas of improvement.
Employee engagement data provides information to organisations that help them make better decisions about benefits they offer employees and employee development programs. Another use of the data is driving the recruitment process.
Modern-day job seekers look for information about the work environment and culture. Therefore, you can use this data to provide them with accurate information on relevant factors.
This blog will help organisational leaders and hiring managers to learn how to drive talent acquisition and foster employee motivation and retention.
Employee Engagement Surveys - What are the key advantages?
#1. Measures the Engagement and Satisfaction of New Employees
An employee engagement survey holds substantial importance when measuring employee engagement and satisfaction. Studies have shown that new hires will likely quit their jobs within the first month of joining if they don't find company culture matching their expectations. Therefore, conducting these surveys in the initial stages of an employee’s career is essential to determine their vision and expectations.
Make your purpose and the list of survey questions attuned to determine the engagement levels of new hires. Consequently, you can use the data to make your recruitment process more meaningful. Also, ensure to ask relevant questions from the employees to check how satisfied or unsatisfied they are and whether they are learning.
#2. Tracks Specific Employee Satisfaction Targets
While an annual or bi-annual employee engagement survey encompasses every aspect of an employee’s life, pulse surveys differ. As a matter of fact, a pulse survey focuses on a specific metric and conducts frequent reviews, which boosts employee engagement.
These surveys are conducted once a month and are short. And the results of pulse surveys allow employers to compare them and track changes. Finally, hiring managers can use these results to improve the onboarding process.
#3. Attracts Top Talent
Nowadays, job seekers using social media to learn about an organisation have become a norm. For that reason, you must feature positive survey results and promote them across your social media handles. Additionally, you can also speak through employee testimonials and showcase the happiness of your people.
Sharing results on social media has credibility because job candidates are likely to believe the current employees of an organisation. Indeed, you can expect more job applications if your employees discuss the organisation’s work culture and growth opportunities in the testimonial videos. Besides, your company can leverage its potential to attract top talent as well as improve employee retention rates by conducting timely surveys and ushering in their roles' longevity.
#4. Assesses the Onboarding Process
How to judge the effectiveness of your onboarding process? It is a known fact that employees tend to quit their new jobs during the initial months, and you can never wholly determine the resignation or quitting reasons. This is probably due to the absence of employee engagement surveys. This is where employee engagement surveys play a critical role.
Conducting employee surveys for new team members assesses the onboarding process effectively. Ascertain the effectiveness of your onboarding process by asking relevant questions from the new hires. To make them feel valued and improve the survey results, you can also seek their feedback on how to improve, for instance, day-to-day activities.
#5. Fosters a Positive Environment
While you likely see the benefits of employee engagement surveys for your organisation, the employees might feel missed out. By this, we mean to indicate the importance of opening the line of communication between the management and employees. When you seek their feedback, their goals start aligning with your organisation’s mission & vision. Moreover, the employees get instilled with a sense of security and believe the organisation is responsive to their ideas.
This leads to improved retention rates, further boosting the organisation’s reputation and, thus, drives the recruitment process.
Tips To Better Use Employee Engagement Data for Talent Acquisition
1. Engage Potential Employees Initially - Make sure you devote time to communicate with the job candidates and focus on the importance of employee engagement and how they perceive it. Once they show interest, introduce the current employee engagement data and tell them how you do it. This will give an idea of how working together will be in the future— to you and the candidate.
2. Be Open & Honest - Prevent your organisation from portraying an image that befools job seekers. Instead, you must present authentic information so the candidates can make an informed decision. In other words, provide what the job seekers want and show them accurate data to attract genuine candidates.
3. Build a Team of Brand Ambassadors - The first thing you must understand is that your organisation is a brand. Hence, you should build a team of employee ambassadors, encourage them to share why they love working with your entity and spread the word. It will surely derive great results from your recruitment process.
Employee engagement surveys can be counted as equivalent to storytelling. How? Well! It narrates your organisation’s story to the world.
The most valuable assets of your organisation are your employees. Therefore, take their opinion seriously and mark the beginning of improvements in employee experience and recruitment.
At CGP, we have a comprehensive line of HR solutions that meet the needs of companies with distributed teams, including talent search, executive search, and contracting. Learn more about how we can help you bring great talents together across Asia.
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