How Your Hiring Process Translates to Employee Engagement


You may think of employee engagement as a priority that starts once an employee is hired. However, the process of engaging an employee can start as early as your first interview with them. Here’s what you should know about your hiring process and the effects it has on employee engagement.

Employee engagement Opens a new window is a crucial factor that can lead to better productivity and profits for companies. However, many human resources don’t think about how the hiring process could positively or negatively affect employee engagement. Here are several things to keep in mind:

It Can Help Set Expectations

In your role as a human resource professional, a substantial part of the job is to see whether candidates meet your expectations. But, you should also use any pre-hire interactions to thoroughly explain the details of the company and specific roles. Doing that could increase the chances that a newly hired person stays at the company for the long-term.

A 2018 study from JobviteOpens a new window found that 30% of candidates left within 90 days of starting their roles. Moreover, 43% said they did so because the day-to-day duties didn’t match their expectations. If a new employee consistently feels disgruntled and thinks “This wasn’t part of the job description!” when asked to do their tasks, they won’t be adequately engaged.

Then, you’ll likely see poor performance from them when they’re with the company, and there’s a good chance that they won’t remain with the company for very long.

Adequate Onboarding Helps New Hires Succeed

Onboarding is usually the final step of a hiring process, but it’s a good idea to bring up onboarding when you talk to candidates. Doing so could give them the impression that you care about getting them set up for success. It’s even better if you specify that managers are directly involved in onboarding new team members.

Research from GallupOpens a new window revealed most employees don’t feel their companies did a good job of moving them through the onboarding process. But, the findings showed that when managers took part in onboarding, employees were 3.4 times more likely to view the process as successful.

Moreover, new hires who had exceptional onboarding processesOpens a new window are 2.3 times more likely to say the job is as good or better than expected. That means that devoting an adequate amount of attention to onboarding could build trust in new hires by making them feel like the actual experiences within the workplace mirror how they imagined they’d be.

When that happens, they’ll likely feel more energized and inspired about working as hard as they can during every shift.

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Pre-Hire Assessments Can Frustrate Candidates

It’s increasingly common for human resources professionals to utilize pre-hire assessments to narrow down the field. But, research from ThriveMap shows that if you take that route, it’s crucial to make those tests as relevant as possible and not overly time-consuming. More specifically, the statistics showed that 47% of respondents disliked the assessments because they took too long. Then 37% were not sure why they were taking them.

If people get fed up before you hire them, those bad feelings could transfer to the work environment and make people feel disgruntled in their positions. Before you ask a candidate to take a pre-hire test, ensure that the things it measures directly relate to the role the person hopes to get. Also, try to accurately represent the time commitment the test requires so that candidates can plan accordingly.

A Bad Interview Process Changes Minds

By the time candidates get to the point where you ask them to come for interviews, they’ve likely built a strong impression of your company. However, a 2015 study from LinkedInOpens a new window found that 83% of candidates change their minds about a company or role they once liked after having negative interview experiences.

Similarly, to how receiving a poorly written rejection letter could permanently shift opinions, an interview that’s memorable for all the wrong reasons could taint how a person sees your company. Then, even if you hire them, they could keep thinking about that interview and feel less eager to perform at their best while working for your company.

A Lack of Corporate Culture Alignment Makes People Pass On Their Dream Jobs

In today’s highly connected world, it’s easy for job candidates to research and see whether the corporate culture at a given company aligns with their values. A study from recruitment firm Robert Half found that 35% of those polled would decline their dream job offers if they discovered a mismatch between the corporate culture and their ideals.

With that in mind, you should invest time and effort towards creating a positive and appealing corporate culture. Doing that should increase the likelihood that candidates accept offers, plus boost the chances of retention and excellent engagement levels once you bring them on board.

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Candidates Appreciate Praise During the Pre-Employment Process

One of the most straightforward things you can do to improve candidates’ perspectives is to recognize their accomplishments, research shows. Glassdoor released 2017 findings saying that 81% of active job seekers from the millennial generation considered praise during the hiring process as important or very important. And, not getting it could be a turnoff for them.

It’s also necessary to look beyond that study and realize that imposter syndrome — a belief that causes people to doubt achievements and fear getting exposed as frauds — could negatively impact the performance of new hires and cause reduced productivity. If you start drawing attention to milestones before giving a job offer, you could increase the chances that a person feels well-equipped for the work and able to fully engage with it.