What Can Your Company Do Differently?

There tends to be a specific order to recruitment. First, a job opens up, either because someone is leaving the company or there is a specific need that a new employee can address.

Then, there is some advertising. Some companies advertise on job boards, others advertise on their website, others advertise on LinkedIn, but no matter what you do, chances are you’re posting the job somewhere.

Then you collect applicants, followed by some review, an interview, and then the hire.

Every company goes through some variation of this process, and while some parts may change (for example, you may invite someone you met at a conference to a job interview rather than advertise), the basics are the same.

So for the company that has struggled to find employees that are truly difference members, you may be wondering: If everyone uses roughly the same recruitment process, how can you find better employees than your competitors?

How to Hire Better People

If your company recruits the same way as every other company, it’s unlikely that you’re going to find better people. That means that it’s up to you to see where you can improve and what you can change to make your recruitment process better. Luckily, there are many different opportunities out there, including:

  • Self-Selection – Add a requirement to your applications (extra work that helps you learn more about the applicant) to weed out those unwilling to put in extra work.
  • Employer Branding – If you brand yourself as a great employer, you’ll be more likely to attract better talent, including passive talent.
  • Measure Objectively – Find ways to measure how valuable specific questions are, specific strategies are, and more so that you can cut anything that isn’t helping you hire.
  • Use Dedicated Recruiters – It is a lot harder to manage recruitment when it is performed by those with other roles. Use in-house recruiters or recruitment companies with that expertise.
  • Plan Your Interviews – Much like measuring, you should know in advance what you’re looking for. It’s hard to find the ideal employee if you don’t know how to find them. Having a plan helps.
  • Train – Sometimes the problem isn’t who you hire. It’s what happens after. Have a strong onboarding/training program that ensures you get the most from each employee.
  • Write Better Job Ads – There are better ways to write job ads (and where you advertise them). Write in a way that appeals to the people you want, where they are.
  • Be Proactive – When you can’t find the applicants you want, go out there and try to find them on your own. Be active. Find ways to get noticed by the people you want to notice you.

There are always opportunities to improve your recruitment process, even if it seems like yours is the same as everyone else’s. Every opportunity to improve means that you’ll be more likely to find quality employees in the future.

Why Employee Satisfaction is Especially Important for Entry Level Employees

Employee satisfaction is quickly becoming the secret to better recruitment. Finding the right talent is critical. But every person you hire has a range of possible outcomes. The more satisfied your employee is in the workplace, the more you will likely bring out the best out of their productivity levels. The less satisfied, the worse they are likely to be.

Employee satisfaction is important for those at all stages of the company. Even CEOs need to have some degree of satisfaction in order to remain productive. But the need for better satisfaction may be especially important for entry level employees.

Preventing a High Turnover – Improving Productivity

Turnover rates among young employees and entry-level employees are at all-time high. More and more people are finding jobs and quitting them right away when they find they’re not happy with the work.

As your business recruits, you should strongly consider the steps you take to improve employee satisfaction, especially among these new employees or those that are taking in entry level jobs. Consider the situation the employee is in:

  • New Employee – Some entry level workers have never worked before, or have minimal work experience. It takes a considerable investment of time and energy to learn how to adapt to the new working environment. If they are not satisfied with their job, their chances of wanting to put in that energy are low.
  • Little Pay – Entry level jobs, by definition, offer less in the way of pay and benefits than the jobs they will receive as they move up the ladder. There is an obvious justification for this lower pay: they have less experience, which means they’ll probably bring less revenue. But it also means that you, as a company, are offering less to keep them around and interested. Pay is a big motivator for reducing turnover. The less a worker relies on your for pay, and the more they feel like they can replace your pay easily, the more likely they will leave if they are unsatisfied.
  • The Factors of Satisfaction – If you look at what causes poor satisfaction in entry level workers, you’ll often find that they are issues that also affect productivity. For example, one of the leading causes of poor satisfaction is a lack of training/onboarding. This indicates that if you are not actively looking to create engaged, satisfied entry level employees, there may be other factors at play affecting their productivity as well.

In addition, your goal when you hire any entry level employee is to help them move up in the company, build word of mouth marketing, speak highly of you to other workers, and more. If they’re not satisfied early on, their chances of growing within your company are very low.

Prioritise Satisfaction at All Levels

Employee satisfaction is not just for employee longevity. It should be considered a part of recruitment, especially for entry level employee forming their first opinion of your company. If you want your new hires to succeed, and you want to attract more employees in the future, prioritise employee satisfaction.

How Do You Hire for Employee Satisfaction?

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.