Boost your TA methods and optimize your Employee Engagement 

Welcome to episode 27 of The Tea on Recruiting, our bi-weekly video series for recruiters! Hereby we want to share with you the video as well as its transcript. Have fun watching and reading!

Transcript

Hi there! Today’s all about improvement – first, we’ll discuss how you can boost your Talent Acquisition methods, and then about how you can optimize your Employee Engagement thanks to weekly pulse surveys.

Welcome back to the Tea on Recruiting, where we share insightful and thought-provoking content that can help you shape your recruiting career! Here’s today’s first piece of content!

How To Improve Your Talent Acquisition Methods

We want you to be at the top of your game – so we read Atta Tarki’s “How to improve your talent acquisition methods”, published by Forbes. The CEO of ECA recommends these moves:
  • Setting credible goals (or you’ll end up being disillusioned). You need clear metrics of success, not anecdotal data.
  • Avoiding moonshots; your goals should be ambitious but never out of reach.
  • Prioritizing: strategy is the art of deciding what not to do! For instance, you can’t aim for a shorter time to hire and want more superstars.
  • CEOs should get feedback from HR leaders to understand if their KPIs are synergistic.
And now, are you ready for our second article?

The Power of the Weekly Pulse Survey

Remember our previous episode? We mentioned how using a pulse survey could help you avoid burnout. We’ve been using pulse surveys for 3 years now, and a while back our CEO had written a piece about it! Let’s get into it and share our pointers from “On The Power of The Weekly Pulse Survey”:
  • Weekly Pulse Surveys consist of 3-5 questions that help the managers get the temperature on matters like job roles, work environment, communication, employee satisfaction, and more.
  • These surveys must be anonymous to make your employees feel free to express themselves.
  • Are you a smaller, dynamic organization? Send it out weekly. Otherwise, send it monthly. Alternatively, you could split your workforce into four batches and address one a week. The respondents would fill in your survey once a month, but you’ll get part of the feedback on a weekly basis.
If you send forms often, the managers can address potential issues with tailored initiatives before the situation takes a dramatic turn. Also, the employees feel like their managers care.
  • Send it at the exact same time
  • Make it easy to fill in
  • If your people had a bad week, ask them to provide a comment
  • Bundle the comments in clusters weekly, communicating the insights you gained to the team, and then craft tailored responses, checking your talent’s reaction in the following cycle.
We hope this inspires you! Now onto the…

CandE Crash

The more barbaric your treatment of candidates, the more demonic their Glassdoor reviews on your company page.

Shoutout to a company we won’t name.

“1 hour recruiter call, 1 hour technical screening, then 4 hour onsite over a span of 3 weeks.

The interview process was average. They asked typical coding puzzle questions using coderpad and architecture questions on google docs. It seemed like a team that I would enjoy working with. 

It seemed like I passed the interview, but they became unresponsive for days. The job probably went to someone else who also has an open offer from before I started the interview?! I was then referred to another team who was looking for a similar talent, but the interviewer for that team gave me an unscheduled call at 7A.M?! That’s where it all ended. Nothing made sense.

Their recruiters have things to figure out. I’m pretty irritated about how much of my time they wasted.”

Didn’t they teach you – You should never talk to someone who hasn’t had their caffeine yet?

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Thank you for watching The Tea on Recruiting. See you soon, and take care!