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Employee Engagement has really come to the forefront of HR in the last few years and is continuing to grow in importance and clarity. The reasons that more and more companies are choosing to bring in Employee Engagement Specialists either on contracts or as permanent members of the team are clear, it pays to have an engaged workforce.
I want to keep things succinct in this blog and put as simply as possible, the reason having an engaged workforce pays is because engaged employees are happy employees. Not only are happy employees more productive, but they are less likely to move on.
Engaged employees are more productive because people like to work towards a common goal
it is well researched that employees work better within purpose driven organisations. Productivity also improves when employees stay with the same organisations, partly due to how people develop into their role and partly due to far less disruption and a reduction in recruitment and onboarding costs.
A lack of employee engagement within an organisation has an effect on the amount of recruitment that a specific company would have to do. But if you’re not a huge name or brand a lack of employee engagement can really make it hard to attract the calibre of candidates that you are looking for.
According to Dan Pontefract employee engagement is ‘purpose + culture’ and if you haven’t got a clear employee engagement framework in place these things are very hard to fake.
I have noticed that recently the highest calibre of candidates that I work with care far more about the culture and the purpose of their next workplace than they had in the past.
Almost all candidates that I talk to will have a range for what they are looking for as a salary and the most common reason that candidates would accept a role towards the lower end of that range is the company culture. This culture takes time to build and isn’t achieved simply by adding a pool table to the break room. However, it is extremely important and should not be underestimated as a pull factor for an organisation and often requires a dedicated specialist, working to create a company-wide framework.
Generally not having a clear employee engagement strategy has a huge impact on the recruitment function of an organisation. Not only does it make recruitment and onboarding costs higher through sheer numbers, but it really hampers an organisations ability to successfully attract and keep the most suitable candidates for any given role.
See below and have a go at our Employee Engagement chart. Have you got your stuff together?
Blog written by: Kieran Roche, HR Recruitment Consultant at Williams Kent Ltd
6th February 2018
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