#interview preparations

As per the Boston Consulting Group study, companies with diverse management teams had an average revenue boost of 19% over those with less diversity. Diversity is important for fostering a more welcoming workplace and may boost productivity and employee engagement. This may be achieved through selecting and elevating applicants from a wider range of backgrounds, offering managers and staff training, and making internal improvements to create a comfortable workplace climate. Any workforce diversity program must include the recruitment of a diverse candidate pool. You must make sure that your recruiting process and interview procedure are inclusive and equitable if you want to expand the diversity of your employment pool. According to the latest survey by the Society for Human Resource Management (SHRM), 57% of recruiters claim that their talent acquisition tactics are created to draw in applicants from a variety of backgrounds.

References:

​https://ideal.com/workplace-diversity/​

​https://www.pymetrics.ai/pygest/5-actionable-steps-increase-diversity-hiring 

​https://vervoe.com/hiring-diverse-candidates/​

​https://www.forbes.com/sites/laurencebradford/2018/01/24/5-things-companies-can-do-to-attract-diverse-talent/?sh=7b82b3976f1a 

​https://www.thomas.co/resources/type/hr-blog/what-interview-bias-and-how-avoid-it 

​https://recruitee.com/articles/recruitment-strategies 

​http://loxo.co/blog/improve-diversity-recruiting-in-5-actionable-steps/​

President Joe Biden has proposed to make two years of community college free for everyone. Earlier this year, he announced that the America Jobs Plan would include $12 billion to help improve community college access and infrastructure, including $109 billion for the American Families Plan.

Increased productivity, work happiness, greater sales, and better revenue are all results of high employee engagement. When your staff members are actively involved in their work, they are happier and more willing to go above and beyond to further the objectives of your business.

Now the question is, are you making every effort to engage your staff members and bring out the best in them?

The most recent data shown below should spur you on to increase your attention to employee engagement and point you in the correct direction. Let's start now.

1. Workplace engagement is low among 85% of employees.

Only 15% of employees, according to Gallup's State of the Global Workplace, are engaged at work. This indicates that the majority of workers worldwide either have a bad opinion of their place of employment or merely put up the bare minimum effort necessary to get by each day, with little to no emotional commitment.

The study also finds striking regional variations; 33 % of American workers are engaged at work, which is nearly twice the global average. Conversely, only 10% of workers in Western Europe are actively involved in their jobs. The problem is particularly concerning in the U.K., where the percentage of engaged workers is as low as 8% and has been steadily declining over the past few years.

2. Every year, companies spend $450-500 billion on employee engagement. 

A U.S. study on workplace engagement found that disengaged workers cost businesses between $450 billion and $550 billion annually. Disengaged employees are less accountable for their attitudes, actions, and motivation, which lowers total productivity.

According to the survey, businesses should prioritize fostering personal agency and should make use of tools to track and sustain employee engagement. It's crucial to link employees' jobs to company goals, recognize their contributions, and promote teamwork.

3. Career Advancement Opportunities Satisfy Only 29% of Employees.

Only 29% of employees are "extremely satisfied" with the present career growth options available to them in the company they work for, according to SHRM's 2017 Employee Job Satisfaction and Engagement Report.

To ensure that employees feel they can grow in their careers without leaving the firm, employers should pay particular attention to the fact that 41% of people believe this to be a very important aspect of job satisfaction.

The SHRM study found that while just 30% of workers were satisfied with their existing circumstances, 30% of employees said professional development options for learning and personal improvement, in general, were highly significant.

4. The most important aspect of an employee's job is recognition, according to 37% of employees.

When asked what would be the most crucial thing a manager or business could do to support an employee's performance, 37% of respondents named recognition as the most crucial form of assistance.

Other approaches are far behind 12% want more freedom, and inspiration, 7% more money, 6%  more training, and 4% desire a promotion. This indicates that more than a third of the workforce needs to be acknowledged first and foremost.

According to a survey on rewards and recognition, 10% of respondents would like to receive acknowledgment publicly in front of their peers, while 9% would prefer recognition quietly in writing. Of those polled, 43% preferred receiving recognition privately in a one-on-one setting with a manager.

Employee engagement will inevitably decline if employers take them for granted. As an alternative, you could make sure that your staff members feel valued and heard. Employee initiative and taking ownership of one's own work output to improve as a result of recognition, also increases motivation, pride, and self-confidence at work.

According to a recent study, 84% of highly engaged workers received praise for going above and beyond at work the last time, compared to only 25% of actively disengaged workers.

Increased levels of accountability, responsibility, and leadership efforts are more likely to occur in a company that actively recognizes and rewards its people.

5. Boredness is the main reason 1 in 3 professionals leave their jobs.

Of the majority of individuals quitting their positions 33% cite boredom and the need for new challenges, according to a 2018 Korn Ferry Survey.

The second most frequent explanation, given by 24% of respondents, was that the workplace culture didn't align with their own or their values. Only 19% of people cited the desire for a higher wage as their primary reason for leaving, placing it fourth.

One of the most crucial managerial responsibilities is making sure that employees have enough variety and challenges throughout their workdays. Employees lose interest and begin to explore other employment opportunities if they are unable to grow personally and professionally.

6. A good company culture increases revenue by four times.

In a significant long-term study, businesses with the strongest corporate cultures, which supported all-around leadership activities, and which highly valued their staff, clients, and owners had revenue increases of 682%.

Companies lacking a strong corporate culture had just a 166% increase in revenue during the same 11-year evaluation period. This implies that a strong corporate culture generates more than four times the growth in revenue.

An organization that focuses on developing its company culture and increasing employee engagement will reap the rewards of more income, higher productivity, and higher employee engagement. Company culture and employee engagement go hand in hand.

If you want to increase employee retention and profitability, developing corporate culture should be one of your business objectives. 47% of workers who are actively looking for a new job cite the company culture as the primary motivation for wanting to leave.

7. There are 73% of employees who are considering leaving their jobs.

Despite not currently looking for work, 73% of employees said they would consider leaving their jobs for the appropriate offer in a 2021 study.

A chance to work at one's ideal job would make 74% of younger employees accept a wage drop, and 23% of job seekers wouldn't require a pay raise to accept a new position, proving that changing jobs isn't just about money.

Employees must maintain relationships with coworkers and maintain a healthy balance between their personal and professional lives in order to remain employed.

Companies should watch out for a domino effect in their workforce since employees are more likely to hunt for a new job if their coworkers are doing the same.

8. There is a 21% increase in profitability for companies with highly engaged employees.

Employee engagement is more than just subjective, feeling-based evaluations of workers' well-being. Employee engagement should be taken into account when developing a business plan because it has a significant impact on how well a company does.

The firm or work units with the greatest employee engagement scores had levels of profitability that were 21% greater than those in the lowest quartile, according to Gallup's meta-analysis. The productivity of businesses with highly engaged employees was also 17% greater.

In order to maximize employee engagement, successful firms make sure that every employee has access to the greatest information and resources.

We're not there yet, though; according to a recent Interact/Harris Poll, 91% of the employees polled believe that their bosses lack effective communication skills. Furthermore, the Edelman Trust Barometer found that approximately one-third of workers lack faith in their employers. That's quite ominous, don't you think?

Conclusion: 

Increasing employee engagement is the crucial first step to a successful organization. Nothing will stand in the way of you attaining your goals when you cultivate a healthy workplace where employees can develop every day and be appreciated for their work.

These statistics should encourage you to increase your efforts to engage your workers because doing so will enhance the performance of your entire firm. Start putting the methods for employee engagement into practice right away with Shadowing AI, and you'll see a quick increase in the profitability of your business. Reach out to me at [email protected] for more information.

Image reference:

Achieving Cultural Fit in 2022: The Key to Attracting and Retaining Talent.

Companies across industries are now putting more of an emphasis on hiring people who suit the company culture. Because they want to hire people who can work with the organization for a longer period, hiring managers are now stressing it.

The biggest objection that many voices when we discuss hiring for culture fit are utilizing it to make distinctions between people based on their traits. However, there has been a significant transformation in the corporate sphere since the pandemic. In actuality, 71% of firms now give new hires more flexibility.