Quality recruitment does not end at the new hire. Onboarding – your ability to train the employee and help them integrate with your company – plays a huge role. So does employee engagement, where new hires that feel like they are really a part of the company are more likely to put work into helping it succeed.
Employee satisfaction is another factor that plays a role in your recruitment. When you hire someone, it’s important to prioritise their satisfaction in order to improve their productivity.
But employee satisfaction is unique, in that, if you know what you are looking for, you can actually make an effort to hire employees FOR employee satisfaction – bringing those on board that are more likely to bring satisfaction into the office.
Tips for Employee Satisfaction Recruitment
If you want to hire people that are more likely to be satisfied employees, consider the following tips and strategies:
- Know the Job – One of the first mistakes you can make when it comes to hiring for satisfaction is hiring the wrong person. If you hire someone that is simply not right for the position, you can virtually guarantee that they will be unsatisfied in the job. Try to figure out who your ideal employee is – the one that will not only do the best work, but will also genuinely want to do that work. Find that employee, and satisfaction at the job is much more of a guarantee.
- Find Your Fit – Every company has a culture. Understanding that culture can help you figure out who to hire. If you’re a more relaxed workplace that does a lot of charity work, you’ll want to find someone that fits that role. If you’re a quiet place where people tend to keep to themselves, you may want to find someone that fits there as well.
- Do Your Research – You always want to do whatever you can to avoid bias, and unfortunately, it is not uncommon to have biases you don’t even realise. But at the same time, the person that applied to the job likely has social media accounts, an online footprint, and more. It is in your best interests to consider looking at what you can see about the applicant and checking if you think they’ll be a good fit. Just be careful not to avoid hiring someone because of any biases.
- The Value of Personality – Personality matters. Given two equally skilled candidates, the one that seems to have more positive, happy qualities is probably the one that is going to feel better working at your company (assuming your culture supports these qualities). At a minimum, try to ask some personality/character questions at the job interview to learn more about their mindset, and don’t be afraid to contact references, people that know the candidate, etc.
- Write a Description That Speaks to Them – Similar to knowing the job is writing the description. Speak to the type of workplace you are. Be descriptive about what makes unique and interesting, and try to be honest about your best strengths. If you speak to the right people, you’ll attract the right people.
Employee satisfaction is generally something that takes place in the workplace. But with the right recruitment process, you can find someone that is more likely to be someone that scores high in employee satisfaction once hired. Since that same satisfaction plays a strong role in productivity and retention, it is in your best interests to look at your current recruitment process, and see if there are ways to identify the candidates that are the most likely to be satisfied.