Employers should never assume that paying higher compensation for talent will guarantee an employee long-term loyalty. If your company has recruited somebody because it was the highest bidder, it should come as no surprise when the same employee leaves in the future, having received a more lucrative compensation offer from elsewhere.
For this reason, many employers view remuneration as being just one area of an overall rewards package.
It is important to periodically audit an organisation, its existing operations, systems and processes at each stage of the life-cycle. You can audit your organisation by using a series of simple tools making up relevant questions to ask your employees how they feel about certain aspects of your current ways of doing things.
Analyzing and generating a report from employees’ answers will provide you with a better understanding of the issues that will impact upon efficiency and effectiveness of your organisation.
The findings will give you a basis to prioritize issues to be solved and identifying solutions to improve areas where improvements are needed.
Employee Attraction Audit The Employee Attraction Audit tool is a questionnaire consisting of multiple choice questions relating to issues surrounding attracting new employees to your organisation.
This tool is designed to help you survey how your employees feel about the employee attraction programs currently being used in your organisation.
All you need to do is to circulate the Employee Attraction Audit questionnaire to all employees or to specific groups of employees in your organisation and request them to provide their opinions about the organisation’s employee attraction efforts by completing and returning the questionnaire.
Once you have got all the responses from your employees, you can then analyse the responses to see which employee attraction areas you are doing well and which areas need improvements. With the findings you can then identify solutions to increase higher efficiency in attracting the best people to join your organisation.
Attracting Talent To attract the best people to join your organisation, you first need to ensure that you attract the best people to apply for job vacancies advertised by your organisation. You then need to systematically select the candidates that have the experience, qualification, personality and characteristics to do the job well.
Throughout the hiring process you have to identify those candidates that are able to fit into your organisation and offer the job to the candidate who will most likely do extremely well for your organisation.
You need to ensure that your organisation’s employee attraction programs are effective and that your organisation projects a good image, as the reputation of an organisation plays a great part in attracting people to your organisation. Your organisation’s attraction strategies and programs must also be in line with your organisation’s HR and business goals and objectives.
Employee Attraction Audit Survey Employee Attraction Audit is a survey questionnaire relating to issues surrounding attraction of talented people to an organisation. Attracting the most talented people to join an organisation requires well thought out plans of action, and effective attraction programs implemented in the organisation.
The success with which an organisation attracts the most talented people will influence its ability to operate with maximum effectiveness.
The following are sample statements to ask your employees:
The organisation projects a good and reliable image in the market.
The organisation is an '”employer of choice' in the labor market.
The organisation has a reputable for employing only competent people.
The organisation has up-to-date job descriptions for vacancies prior to recruiting new employees.
The organisation uses candidate assessment tools to assess candidates.
The organisation has a workplace diversity policy to help enhance its attraction and recruitment efforts.
Once you have received the completed questionnaires back from your employees, you can then calculate the responses.
For each statement, calculate the total number of responses classified under the following 5 categories:
“Neither Agree Nor Disagree”,
Once you have the total number of responses by each category of responses, you can then work out the percentage of response by the category as follows:
Percentage of employees responding to the category of “Agree Strongly” to describe each “Statement”
= Total Number of Responses Selecting “Agree Strongly” Overall Total Number of Responses to this Statement
Then similarly do the same for all the remaining 4 categories of responses.
The percentages will give you indications of which areas in your organisation are doing well to attract new employees and which areas need improvements.
The next step is to study the comments made by employees and the issues surrounding those “Statements” where improvements are needed and identify solutions and create new strategies to ensure that your overall employee attraction programs and efforts will become more effective for your organisation.