When Does Employee Engagement Actually Begin?

By Natalie Pike,
May 22, 2015

This is a guest blog by Rachel Fullerton from The Good Jobs.

Most people think that employee engagement begins when a new employee shows up for their first day. Some folks go back further and say that employee engagement really begins with ‘candidate engagement’. Ok. So when does candidate engagement begin? With the offer letter? I believe that candidate engagement begins with the first 2-3 seconds that a job seeker sees a job posting, or researches your organization. The question to ask yourself is: Do your job postings and career site create candidate engagement?

 The Good Jobs, a company that leverages culture to help organizations to attract the right candidates, conducted a survey about how job seekers research potential employers. Only 2% of respondents said that they don’t research a company before they applyÉ that means 98% do their homework.

 Why does this matter? In the digital age, we gather information for everything we do and buyÉ We research which movie to watch, where to go to dinner and what airline to help us with our upcoming vacation. Job seekers and employees are craving relevant information to learn more about organizations BEFORE they make the decision to invest their time to apply for a position.

 The trend is only growing.

For example, websites like The Muse and Glassdoor are filled with reviews, personal stories and photos that help job seekers get a better idea of what it’s like to work at thousands of different organizations. Information like this either gets job seekers excited to have the possibility of joining an organization, or raises a number of red flags and causes them to say, ‘next!’.

More importantly, job seekers can decipher whether or not the culture within a company is the right fit for them. The secret about company culture has made it’s way to the media. Culture attracts people. Culture motivates employees to do a good job. But a toxic culture, one that supports closed doors, lack of leadership, and outdated work tactics, turns job seekers away. In the bigger picture, a toxic culture can be the root of business failure.

Recently in Forbes Magazine, Chris Cancialosi talks about how culture can make or break success:

‘Organizations with high-performing cultures actively invest in their employees. They encourage their teams to share their opinions and ideas and compensate them generously for their work…

That’s not just a feel-good sentiment – employees who feel supported are more loyal and more motivated to come to work every day. When you take care of your employees by encouraging the right behaviors, you’ll create a positive domino effect that will ripple all the way to your customers.’

Candidate experience begins before hiring managers even get a chance to extend an offer to someone. Job seekers who do their research are getting warm fuzzy feelings (or not) about your talent brand. Their 2-5 second glance leads to if they will invest more time to further research. If these crucial candidate experience steps are overlooked, chances are good that they won’t make the decision to apply for a position within an organization.

Rachel Fullerton works at The Good Jobs and loves to showcase company cultures that shine. For more information, check out www.thegoodjobs.com.


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About the Author

Natalie is the Marketing Strategist, responsible for knowing the ins and outs of the SMB Industry, educating prospects on hiring best practices and positioning Hireology as a thought leader in the SMB space. She started at Hireology in 2014, writing blogs, planning events and managing the various social media platforms. Prior to working in the “real world,” she attended Purdue University (Boiler Up!) majoring in Broadcast Communications and competing on the Women’s Water Polo Team.

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