The executive search market seems to have taken a turn upwards and the recent emergency budget is offering benefits for business, including reducing corporation tax and offering NI incentives for new businesses and low earners.
This will, I hope, continue to have a positive effect on recruitment at a range of levels. |
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020 7969 2750
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I’m sure that many of you are aware of the positive effect on profitability that employee engagement can have - but did you know that working on this translates into business benefit right from the first contact point that your new hire has with the search consultant/company recruitment team?
Here’s why and how to speed up the ROI of employee engagement:
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A new hire takes time to get into the job and become competent at it |
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Each month’s salary or interim fee that is paid before they reach conscious competence is a cost to the business |
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In the current economic climate it is essential to be strongly positioned for growth, so the impact of any lag in capability will be felt in your financial results |
It is therefore important to reduce the time that the
person needs to:
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Embrace your values |
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Feel aligned with the organisation’s strategy |
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Be an advocate for your customer service ethos |
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Understand your culture and decision making processes |
They should have a clear insight into how they can add value to the business, and how they are valued by it. That will result in faster employee engagement and a better retention rate of competent people. |
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Here are some recommendations to achieve it:
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Ensure that the person has a very positive experience of your branding during the attraction phase of recruitment |
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Map out all the points of interaction and ensure that the recruitment team creates a good first impression that lives up to your brand |
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Include a values assessment in your selection process |
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Give candidates good feedback from all interviews/assessments, sharing your views on their strengths and weaknesses in the context of the role and your organisation |
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Ensure that they understand your organisational strategy, how they will link to it in the role; |
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Have documentation that outlines culture, values and vision in a digestible format. |
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Try to align the person’s talents with the business objectives as soon as possible and with your preferred candidate reinforce the mutual decision to join forces! |
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But avoid information overload…..an experienced and knowledgeable search consultant can advise you on all of the above |
Ensure that they join you knowing:
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why you recruited them |
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what you believe their strengths to be in the context of the new role and how they will help their development needs |
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how you will support them to bridge the gaps |
You could assign a mentor to help fast-track their development and overall you should understand what motivates them and what will drive their engagement with the company.
This is all a favourite subject of mine, as we try to apply as much of this guidance as possible during each of our assignments. With thanks to SHL for their paper on Onboarding, that gave me some of the structure.
As SHL say: executed with thought and skill (and some SHL assessment materials) this strategy can positively impact on employee engagement, improve retention, decrease new hire time to competence and improve the bottom line.
Best wishes
Janice |
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Please contact us on 01225 812 070 or 020 7969 2750
or email here
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