Continuing our series on employee engagement; we now explore the ways in which you can build your team by attracting and choosing the great candidates. By ensuring you appeal to talented candidates; not only do you build on relevant skills and experiences, you create a workforce that is in tune with your business. Keeping your approach to employee engagement high on your agenda, you stand a greater chance of maintaining your brand’s identity; which in turn will continue to attract the best.

Attracting the right Candidates:

The first step to having an engaged workforce lies within an effective recruitment process. In the book “Good to Great’ (Jim Collins) he states that getting the ‘right people on the bus, in the right seats’ is critical when building a great company. Ensuring that you find the best candidates means that you develop an enthusiastic and happy workforce. So the question is; how do you attract those great employees?

Our HR Consultants understand what talented candidates are looking for in their next career move, and can advise on what you should consider when looking to develop a pool of talented individuals, from within or outside of your organisation. Triple Three Solutions considers the following to be the main focus points to bear in mind.

Brand Identity:

It is crucial to remember how important company branding is in the marketplace. Whether you are multinational or a small business in your local community; how you are viewed impacts on the talent you wish to attract.

If your organisation is large and well known, with a generally good reputation, you can utilise this by making the brand the main selling point. Whereas if you are a smaller business or a lesser known brand, think about how to portray the personality behind your organisation. An honest and genuine representation of your brand identity is more likely to attract the talent that your company seeks.

Websites such as www.Glassdoor.co.uk offer company reviews of employee experience. You can use this to make judgements on how to best approach advertising your brand identity when recruiting new employees.

For example, Google has a generally positive review, meaning that they can rely upon their brand identity to attract new employees.

In contrast, Ryanair currently has some quite negative reviews; which has an adverse effect on promoting new positions within their workplace. Therefore, instead of relying completely on their well-known brand name, Ryanair may have to use other appealing aspects to attract potential clients (e.g. employee perks).

 Assessing Potential:

Once you have attracted your pool of candidates, you have to figure out who the best amongst those applications. When conducting interviews, think about the professionalism of where you hold them and how this affects your brand identity. Are those responsible for recruitment in your business equipped to undertake one of the most (if not the most) important activity within your business. Assessing future employees.

What is your approach? Do you have a casual approach; meet in a cafe for a laid-back chat? Or do you have a formal interview within your workplace? Do you perform a structured competency/behavioural based assessment process? How you assess an individual during the recruitment process reflects on your brand and the quality of candidates you will attract. Whatever approach you use, ensure that your potential candidates feel valued and remember rejected candidates could be your potential customer. Ensure that they leave the process feeling that they have been valued and treated with respect and dignity. Be sure to ask appropriate and necessary questions and to give thorough information on the position and about your organisation as a whole.

Next Steps:

So no you have found the perfect candidate, what next? Make sure you make a formal offer; no one will hand in his or her notice without this (in writing is best). It’s also good practice to issue their Terms and Conditions of employment with their offer letter. As a business owner, you have a legal requirement to provide a contract. This also lets your new employee know all they need to know about their new position; whilst making them feel valued and important within the business.

‘Employee’s right to written details about the employment contract. All employees (regardless of the number of hours they work per week) are entitled to receive a written statement from their employer within two months of starting work. The statement should describe the main terms of the contract of employment.’ www.citizensadvice.org.uk

Evaluating Employee Engagement:

Finally, the first 90 days of any employment relationship is the most critical – normally follows the probationary period.  At Triple Three Solutions Limited we work with our clients to formulate an induction process; to ensure that your new employee (that has probably cost you quite a bit of money in time, effort and possibly recruitment fees) is on-boarded into your organisation in a professional manner.

Even at this early stage in an individual’s employment, it is important that you both understand what is expected.

Officevibe states that ‘When employees don’t fully know what’s expected of them, or those expectations are misaligned, that leads to unnecessary stress and employees will lose morale.’. Ensure that new employees understand what is expected of them both during and after their probation period.

In our previous blog, we discussed the basic structure that our HR Advisors use to assess employee engagement over a longer length of employment. Please refer to this to learn more about the ‘Say, Stay, Strive’ method (from Officevibe).

Stay tuned to our series on employee engagement as our HR Advisor’s share our thoughts on how to keep a happy and productive workforce. In the meantime, if you wish to learn more about what Triple Three Solutions can do for you; please feel free to contact us on 0333 050 3330 or via email at lisa@triplethreesolutions.co.uk.