If em­ployee sat­is­fac­tion equals cus­tomer ex­pe­ri­ence, how long is it since you worked out how your em­ploy­ees feel about the brand? If you want to at­tract (and keep) great tal­ent, it’s worth­while mea­sur­ing em­ployee ex­pe­ri­ence. Sarah Daw­son of Real+ ex­plains

Elite Agent - - CONTENTS - Sarah Daw­son

John Knight

We all spend time sur­vey­ing our cus­tomers, in­vest­ing in mar­ket re­search, cap­tur­ing, re­work­ing and analysing data to en­sure we are in line with their needs. The same an­a­lytic ap­proach ap­plies to re­cruit­ment. View­ing our in­dus­try from the ‘out­side in’, how can you at­tract the best tal­ent on the mar­ket and nur­ture prospec­tive stars to en­cour­age loy­alty and high per­for­mance?

As em­ploy­ers, the first step we take when we re­ceive an ap­pli­ca­tion is to google the can­di­date, re­view so­cial me­dia and trawl the in­ter­net look­ing for any in­sight into both the per­sonal and pro­fes­sional in­ner­cir­cle of their life. We ex­pect that the ‘top tal­ent’ end of town will have thought about the im­pact of so­cial me­dia sites and made a con­scious ef­fort to con­sider the im­pres­sion on any po­ten­tial em­ployer.

Just as we take these steps, can­di­dates will also do the same. Mak­ing a de­ci­sion to change ca­reer is a big step, and cul­ture and work­ing en­vi­ron­ments are top of mind. So can­di­dates will re­search you too.

En­sure that your web­site is in line with the im­age you would like to por­tray and that your team’s LinkedIn pro­files are pro­fes­sional. Use In­sta­gram with cul­ture-defin­ing snaps that show the ‘life­style’ you cre­ate for your team. This will all help en­cour­age the can­di­date to pic­ture how their time may look as an em­ployee in their new seat.

Then it’s in­ter­view time. The can­di­date ar­rives ex­cited – al­beit a lit­tle ap­pre­hen­sive – for their in­ter­view, and their first im­pres­sion is… what?

Think about the first im­pres­sion you would like to cre­ate. In a tough can­di­date mar­ket you may have waited weeks for some­one to have passed your de­tailed cri­te­ria to make it to your front door. The first meet­ing, there­fore, is cru­cial for both par­ties.

It’s guar­an­teed the can­di­date will have thought about their ap­pear­ance and how to make a pos­i­tive im­pact. Think of the steps a can­di­date takes and em­u­late them.

1. Make an early con­nec­tion 2. Show­case the work­ing space 3. In­vite col­leagues to in­tro­duce them­selves 4. Share sto­ries and get to know each other 5. Un­cover ex­pe­ri­ence through con­ver­sa­tion 6. Be clear about ex­pec­ta­tions and what suc­cess will look like 7. Pro­mote com­mit­ment to pro­gres­sion

Re­mem­ber, the de­ci­sion to form a ca­reer part­ner­ship is a two-way street. Both em­ployee and em­ployer need to feel the con­nec­tion. So whether you are ap­ply­ing for a role or look­ing for your next ris­ing star, put your best foot for­ward and do what we do well – sell the ex­pe­ri­ence!

Use In­sta­gram with cul­ture­defin­ing snaps that show the ‘life­style’ you cre­ate for your team.

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