Don’t Miss An Opportunity To Build Your Brand With Job Applicants

We’ve all been there… submitting a resume for that perfect job, and then waiting for a response… and waiting. We send a second follow-up inquiry, or make a call, but we never hear back. Stop for a moment and think about what kind of impression this left on you about that business. Would you apply again for a different position? Would you give them your business? For most people, the answers to both questions are “probably not”. So why do companies operate this way? Is it so hard to shoot out an email response that says, “Hey, thanks so much for applying, but we’ve gone with another candidate.”?

No, it’s not hard, it just takes a little time, and often in the fast pace at which the hiring process moves, communication with rejected candidates isn’t seen as a priority. I hope that this article will make managers think twice about the value of this communication, though.

Waiting for callFrom the candidate’s perspective, nothing is worse than being stuck in the limbo of waiting for the phone to ring. Invariably, they would rather hear that they have not been selected than to keep wondering. This phase, particularly if it is extended, can leave a candidate with a sour taste in their mouth regarding the position, the hiring manager, and the company. The impression that the company leaves applicants with may range from disorganized, to uncaring and apathetic toward applicants. People want to work for, and patronize, companies that value them as individuals.

So how can companies stand out in their hiring process and convert applicants into brand loyalists? It boils down to communication and organization. The hiring process should be mapped out before it is begun, and at each decision point, there should be communication with all applicants, whether they are selected to move forward in the process or not. This communication should convey:

  • Respect & appreciation for the time that the applicant took to apply for the position
  • Timeline for the next decision point, and when to expect the next communication
  • Invitation for the applicant to engage with the company on social media, and even if not accepted for this position, to apply again for future openings

These communications can be in the form of a “canned” email that is sent to all applicants (personalize the name!) in the early stages, but once the applicant pool is narrowed to less than ten, a personal email is in order. Less than five? Make the phone call.

Companies who pay close attention to their communication with applicants have a much easier time attracting top candidates, and capitalize on the opportunity to convert rejected applicants into advocates for their brand.


How Can Managers Increase Employee Engagement?

A recent Gallup poll placed employee engagement in US companies at about 30%. That’s right, less than a third of employees throughout the country feel engaged in their jobs. So how did we get here? What’s missing? These are questions that employers all over the country are asking themselves, and it turns out that the answers aren’t that complicated.

Employee Engagement

People want to be appreciated, they want to feel like their voice is heard by management, and they want to know that their work matters. Below are some tips for increasing the level of employee engagement in your enterprise:

    • Communication – This means honest, bi-directional, frequent exchange of ideas and information. Talk to people, and listen to their answers. Get to know them. Ask for feedback, ask for their ideas, and pay attention to the responses. This fosters a climate of trust and respect, which creates loyalty.
    • Passion – Passion is contagious and inspiring. Passionate leaders are more engaged in their businesses, and tend to lead from the trenches, which inspires others to follow.
    • Integrity – Remember that actions speak louder than words. If you want to instill these values in your corporate culture, you have to live them every day, as do your other managers.
    • Respect – Don’t waste employees’ time and then wonder why they’re not getting their jobs done. Keep meetings running on schedule, simplify organizational structures, and eliminate needless red tape. Respect employees’ knowledge and expertise, and trust them to ask for help if they need it.
    • Recognition – Ranging from a simple “thank you” to cash bonuses and promotions, merit-based recognition is a valuable tool. When companies are struggling, recognition often ceases, as large financial incentives are no longer possible. Don’t be afraid to get creative when the budget is tight, though. A gift certificate for a lavish dinner out or a weekend away may not take the place of a quarterly bonus, but it will leave the employee with the certainty that their efforts are valued and appreciated. Likewise, regular public recognition for excellence will keep employees engaged and motivated, and costs the employer nothing.
    • Transparency – Make sure employees understand the results of their contributions to the company, and that they have a clear path to advancement. When both manager and employee agree on how the employee’s performance will be objectively measured, the employee is much more likely to excel. They know what is expected, and what is required to make advancements in their career. Conduct performance reviews on a regular schedule, and reward employees who achieve their goals.
    • Accountability – Hold yourself, your managers, and your employees to high standards. Take action when an employee is not performing, and figure out why. Nothing is more de-motivating to the rest of the team than feeling that they’re carrying the weight of co-workers who aren’t doing their job.
For more information on measuring employee engagement, I would encourage you to read Ryan Fuller’s article in Harvard Business Review, A Primer on Measuring Employee Engagement.


Curious about how Hireix helps companies hire and retain engaged employees? Email Amy Bloom for more information on the Accurate Hiring System™

How Much is Employee Turnover Costing Your Company?

This is something that employers are temptedCounting Costs to ignore, but understanding the true costs of employee turnover may be a critical component when ensuring your business is running efficiently. There are many methods by which employers calculate this cost, including an estimated percentage of the employee’s salary, but when the numbers are really added up, the figure may be surprising. In this post, we will discuss different measures that should be calculated by employers in order to understand the actual financial impact of employee turnover in their organization. Following are a list of considerations that employers should examine when calculating the cost of turnover:

  • Time and money spent on hiring the employee’s replacement
    • Are you paying a recruiter?
    • Cost of posting to job boards
    • Time and salary spent by employees who are managing the hiring, training, and on-boarding process
  • Time and salary of co-workers and/or managers filling in to complete the critical portions of the former employee’s work, or the cost of the work not being done
  • Lost productivity
    • What portions of their own job are being neglected, when employees are covering for the lost co-worker?
    • Are you paying employees overtime so that everything gets done?
    • What portions of the former employee’s job are being overlooked?
    • While they’re training a new employee, co-workers and/or supervisors may not be doing their own work as efficiently
  • Severance pay or unused vacation pay that is paid out to the departing employee
  • Period in which the former employee was disengaged
    • Whether the employee left voluntarily or was terminated for cause, there was likely a period of time in which they weren’t motivated to work at full productivity
  • Customers or vendors who follow the employee to their new position
    • While this doesn’t happen in every case, it is a common occurrence, and is the reason that employers insist on a “no-poaching” component in employment contracts. However, the customer is the ultimate judge, and if they had a good relationship with the employee and wish to follow them, it is hard to prevent.
  • Morale and productivity of co-workers
    • Whether an employee leaves or is terminated, it causes a disruption in the workplace. It is important to manage this disruption in such a way that the impact to the business is minimal.
  • Promotional Considerations
    • In some cases, a departing employee may have been the public face of the company, and if the departure is not managed well, it may tarnish the company’s image.
    • Costs incurred to announce the new employee should be included in this analysis.
  • Loss of organizational knowledge
    • When a key technical employee or a person who has been managing a critical role in the company leaves, there are invariably portions of knowledge that are not passed on to co-workers or their replacement.
All of these considerations should be addressed when calculating the cost of employee turnover, and are the reason that companies turn to recruiters to help in the hiring process. Hiring can be tricky, and companies can’t afford to get it wrong. While it is true that employees on an executive team, or highly skilled individual contributors may have a greater impact on the organization upon their departure, the loss of a well-liked assistant may have a great emotional impact as well, and this measure will not be accounted for in a calculation based on percentage of salary alone.


For more information on how Hireix can help you get hiring right the first time, contact Amy Bloom, Vice President, Hireix.