How Hiring Choices Impact Employee Engagement
How Hiring Choices Impact Employee Engagement

How Hiring Choices Impact Employee Engagement

Hiring choices are usually based on a resume, an interview, and what we think of the person after this brief exposure. Often it is an intangible ‘chemistry’ that mostly influences our choice. But who we like as a person doesn’t necessarily translate into an engaged employee.

In practice, “employee engagement” has many different meanings depending on who you are and what you want to achieve. A common belief is that employees who are more in tune with their job, their employer and their fellow workers will naturally achieve more for themselves and the company. But then there are many high achievers who are self-absorbed, don’t care about their colleagues and just see the company as a means to an end. The ideal solution is usually somewhere in between with a mix of experiences and personalities, each matched to the demands of their different roles.

So how do you know what characteristics are best suited to each role? Whilst you can make some assumptions based on the nature of the position, it pays to look closely at those who have been successful in the role, and also at those who failed. This can add the finer details that will make all the difference in your hiring process.

The traits to look for when hiring.

  1. Experience
    Do document the obvious links between a suitable and successful history and the needs of the job but look further to see if your A-Players share other common factors such as:

    • having worked at a certain company that excels in training their staff
    • having worked on certain projects that enhance their skills
    • having a certain career progression that has built up the skills
    • attendance at a particular school/college/university whose graduates excel
    • perhaps military training is a success factor in the role
    • are there associations or affiliations that provide their success network?
  2. Attitudes and temperament
    Just having the right experience doesn’t ensure success. People can still fail because of personal and environmental factors. Here are a few thoughts to start on:

    • does the A-Player need to be outgoing or restrained?
    • is the ability to delegate important?
    • is customer service part of the role?
    • do you need a creative person?
    • or one who will challenge the status-quo?
    • perhaps someone who is a team player?
    • or someone who can work alone?
    • will they need to be competitive and/or aggressive to survive?
    • or does the role best suit a cooperative, caring nature?
  3. Education
    For some roles, people will need to have certain qualifications but the main benefits of education are broadening the outlook, developing critical thinking, and professional discipline. The course content and academic results are less important. There is no guarantee that a straight-A student will become an A-Player in your workforce. Items 1 & 2 above are far more important indicators of future success.

Hiring choices simplified

If you collect all this detail, you will have the criteria to make excellent choices. However, if you just survey candidates you will have a mass of data that will just bog you down and frustrate all your effort, therefore…

  • You will need a way to analyse and assess applications quickly and easily.
  • You will also need a way to analyse and assess your A-Players to produce the benchmarks for each role.

Fortunately, RecruitPack will do all this for you – assess your A-Players – create benchmarks – assess applicants – and highlight those worth interviewing. Yes, you still have to interview, but at least the people you get in front of are all A-Player potential. Contact us for a free demonstration or call us on 1800 640 041.