Solving the lack of Employee Engagement at the source

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There is a “monster” terrorizing businesses big and small, running through office buildings, eating profits and demoralizing employees and customers alike. This monster is called “employee disengagement,” and it contributes to the downfall of businesses everywhere.

Employee disengagement is exactly what it sounds like: when your employees are apathetic about their job. Employee disengagement can be extremely detrimental to your business. Gallup’s State of the American Workplace Report for 2012 cited that nearly 70 percent of employees were not actively engaged in their work, and cost employers approximately $500 billion in lost work, money and time every year. According to an article by Tolman & Wiker Insurance, disengagement can cost your company money by causing employees to care less about their jobs, which will cause them to hurry through projects instead of seeing them advance in the best way possible. They will also miss work more often, have more safety incidents, and create higher turnover in the company. The high turnover can cause an increase in cost, as it costs money to cover illnesses and train new employees.

It can get even worse. Sometimes employees are not just disengaged, but actively disengaged, meaning they purposely act out when they are unhappy, undermining the productivity of other employees. This can cause many problems, including decreased morale in the office, and a negative effect on customers.

Disengaged employees may also negatively affect your brand. Not only are they more likely to be rude or uncaring to customers, providing a bad customer experience that sheds negative light on the company, but they may also post negative job reviews online that deter future prospective employees.

There is hope on the horizon for businesses. Employee disengagement can be avoided with proper candidate engagement. Candidate engagement is a precursor to employee engagement; after all, an employee is more than just an employee, and a candidate is more than just a candidate. These are real people with real lives outside of work, as well as the ability to retain memories. A candidate will remember how they were treated during the interview process, and this will translate to their attitude about their job if they become employed. If they were made to feel important and cared about as more than just a “cog in the machine,” they will remember that their new boss cares about people. If the entire process was robotic and automated and they felt like they were talking to computers more than people, they may get the impression that their employers do not really care about anything more than filling a position.

These candidates and future employees don’t only affect their own positions; they will also bring praise to the business for future candidates and employees. The Good Jobs, a company that helps organizations find the right candidates, say that a survey suggests only 2 percent of respondents don’t look into a company before applying for it. This means that 98% of candidates have done their research into your company. Some of this research has probably included reading what current and past employees and candidates have to say about their experiences.


So how can you make candidate engagement work for you?


First of all, make sure you are seeking out candidates that will fit in with your organization’s culture. If you are hiring for a niche position, be sure that is stated in your advertising. Also consider hosting a “meetup” in other to gather a group of candidates for information about your company. This can be done through, where you host a group that is focused on a common interest. Another way to bring the candidates to you can include loading your website with informational videos and photos about what working in your office will be like, or telling your business’s story about how it came to be and what you learned along the way.

Once you have candidates in mind to interview, be sure to make the interview about more than just what they can do for you and the company. Ask them about themselves or what got them interested in your company. If you jump right into the job description and qualifications right off the bat, you may come off an intimidating and scare the customer away.  Another way to keep candidates engaged is to create a candidate pool, or a group of eligible candidates, and send them regular newsletters to keep them up to date on what is going on in your company.

Using these tips and keeping in mind that candidates are people with personal lives, too, will allow you to build up your brand and find quality employees who will enjoy working for your company.


Social Recruiting on Facebook?

Facebook Recruitment

With technology and social media being a big part of everyday life for a majority of Americans, it is no surprise that businesses are turning to social media now in order to get their brand out there. Social media sites like Facebook offer a relatively low-cost form of advertising, and the ability for your followers to share your advertisements with friends and family with an easy click of a button.

With all of the advantages of social media, it should come as no surprise that employers are also starting to use this form of communication with the public in order to recruit new members to their staff. So how exactly is social recruiting on Facebook better than other methods? We turned to HireRabbit for some answers.

Facebook helps your company gain more traffic

Not everyone on the internet follows blogs or will know how to find your website, however a large amount of internet users are on Facebook multiple times a day and will be more likely to come across your advertisement there. According to an article on Slideshare, two-thirds of the world’s internet population visits social network sites, and the sector now account for almost ten percent of all internet time. Facebook now leads in this market, as recent data suggests that there are 222 million unique hits on Facebook. Some also believe it is easier to apply for jobs through Facebook than some other channels.

There is a diverse talent pool

Through social media sites like Facebook, your efforts can be taken globally, as people all over the world use Facebook. In fact, only 29.3% of traffic on Facebook is from the US, according to the Slideshare article. You will also find a diverse set of people this way – from students, to people looking for seasonal work, or people that are part of a niche that fits what you are looking for.

Facebook boosts your company’s image to potential recruits

In addition to show that your company can be innovative by following the current trends, i.e. social media, frequently keeping your page up to date and communicating with posters on your page will show that you are a company that is responsive and will interact with your employees as well as your customers.

Facebook increases employee referral activity

Since sharing your advertisement is as easy as pushing a button, employees will more easily be able to get the word out to anyone who happens to be on their friends list. You also have the advantage that people who don’t even work for you will start sharing your posts as well, effectively advertising for you for free. Facebook also assists with this if you have an app for your business; whenever someone installs your app or likes your page, Facebook will tell their friends via their timeline that they liked this app or page, thus suggesting it to other people without you or the friend having to do anything further.

Facebook allows you to attract passive candidates.

Some people are less likely to aggressively go looking for a job, and prefer to let opportunities arise to them. This could be because they are out of ideas where to look, or maybe they aren’t even currently thinking about a different job. However, through Facebook’s ad manager, you can set up targeting to show your ad to a specific audience. Targets can be location, gender, age, or general interests. This may catch the eye of those passive recruits and make them decide to apply. Ad targeting can also ensure that you are getting the employees you want in your company and filtering out employees that wouldn’t be as good of a fit.

Facebook will connect you to college students

College students are one of the highest demographics on Facebook. Advertising here will attract young, fresh minds that are looking for one of their first professional jobs. You can mold these minds and teach them the way your company does things.

Don’t just take our word for it; Forbes released an article outlining a few success stories that large companies have shared about recruiting via social media. For example, UPS, which operates in over 200 countries with around 400 thousand employees, started shifting their recruitment strategies to include social media. This has allowed them to hire more globally. They also created a video that was shared on social media, called “Women in Transportation,” which highlighted women in roles form executive leadership to van drivers. This helped to showcase their diverse employment opportunities.

Sodexo, the world’s 20th largest employer, has been on social media since 2007. Their strategy has been to show what it’s like to work for them. Since advertising on social media, there have been over 15 thousand downloads of their job finding app, and over 107 hires.

Home Depot also uses social media to their advantage. Their strategy is to use social media to follow up on applications, to ensure that they don’t enter the black hole that many seem to find their applications in, where they never hear a response. They are also a very active community, with surveys on their page as well as employees sharing their first day at work or sharing updates on how their local store is performing.

So, if we’ve convinced you that recruiting via Facebook is a good idea, now you are probably wondering how to get started. It’s pretty easy, actually. Here’s how to start:

Create your business page on Facebook and get to work sharing content and gaining a fan base. Invite people that are already interested in your company and post content that they would like to share with other people. Be sure you are posting more than just advertisements; keep your followers interested in your page. Also be sure to set up opportunities for your fans to communicate with you through the page, and respond often to show that you are interested in them. Sharing your experiences in the business and whatever you learned while getting to where you are is also a good way to be not only interesting, but transparent, and will show potential recruits that you are willing to teach what you have learned.