Recruiting employees can be an extensive process, so it's a necessary concern to ensure that the candidate pool is as strong as possible. There are two factors that you may sometimes overlook in the rush of recruiting, but both can help boost the long-term quality of any and all hires being made.
According to Office Broker, drawing in the best possible candidates doesn't just mean presenting them with an interesting job description and benefits. It's also important to consider both the location and makeup of your office. One reason is that office location can put limitations on the employees who will be able to regularly come into work. In many situations, public transportation may not be at its best, and that can limit applicants to only car owners. This doesn't mean it's immediately necessary to look into moving offices, but it will highlight the specific types of employees most likely to apply for your openings.
It's also important to consider the floor plan and design of the office as well. Different employees may respond well if they're in relatively closed-off cubicles or part of a wider floor plan. Ensuring the right "fit" can be easier if you examine these factors and consider what they say about the company. From there, it should be fairly simple to adjust the approach to better improve the hiring pool.
In some of these situations, it might be a good idea to attempt to connect with employees by changing office culture, perhaps by adding new features to the office, sponsoring team-building exercises or adding things for workers to relax with. Doing this won't just increase employee happiness and collaboration, but it can also help draw a more active applicant base. However, this approach only works with specific types of companies. It's more reasonable for a tech firm or a startup to add these tools than a Fortune 500 company with a consistent and serious brand.
Business Excellence added that a second and often prominent factor that can have a huge effect on overall recruiting strategies comes from employee engagement on the job. Keeping workers happy and interested in their work over time is critical in the recruiting world, as happy workers will be more likely to spread the word about their companies. They'll also likely recommend their companies to friends, giving recruiting officials plenty of opportunities to start internal recruitment approaches.
In addition to the usual benefits that employee engagement can provide in the average business - one survey by Gallup cited by the news source found that work floor accidents in manufacturing drop by 62 percent - they will also have effects on recruiting long-term.
In effect, improving happiness leads to longer periods of employee retention as well, which directly benefits recruitment efforts. If employees are more likely to stick with their companies in the first place, that automatically drags down the cost of future recruiting efforts, as there will be less necessary effort to fill future roles.
Most companies that experience high levels of turnover report that their employees are often not happy with the company itself. They may have issues with colleagues, culture, management or atmosphere, but the end result is all the same - they're four times more likely to leave their jobs than happy workers. Engaged employees, meanwhile, are 87 percent less likely to leave an organization than disengaged ones might, the news source added. These statistics make it clear that happiness can be a major factor influencing recruiting efforts.