Introduction 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 organization, its existing operations, systems and processes at each stage of the life-cycle. You can audit your organization 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 organization.
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 organization.
This tool is designed to help you survey how your employees feel about the employee attraction programs currently being used in your organization.
All you need to do is to circulate the Employee Attraction Audit questionnaire to all employees or to specific groups of employees in your organization and request them to provide their opinions about the organization’s employee attraction efforts by completing and returning the questionnaire.
Once you have got all the responses from your employees, you can then analyze 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 organization.
Attracting Talent To attract the best people to join your organization, you first need to ensure that you attract the best people to apply for job vacancies advertised by your organization. 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 organization and offer the job to the candidate who will most likely do extremely well for your organization.
You need to ensure that your organization’s employee attraction programs are effective and that your organization projects a good image, as the reputation of an organization plays a great part in attracting people to your organization. Your organization’s attraction strategies and programs must also be in line with your organization’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 organization. Attracting the most talented people to join an organization requires well thought out plans of action, and effective attraction programs implemented in the organization.
The success with which an organization attracts the most talented people will influence its ability to operate with maximum effectiveness.
The following are sample statements to ask your employees:
The organization projects a good and reliable image in the market.
The organization is an '”employer of choice' in the labor market.
The organization has a reputable for employing only competent people.
The organization has up-to-date job descriptions for vacancies prior to recruiting new employees.
The organization uses candidate assessment tools to assess candidates.
The organization 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 organization 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 organization.