Employee Engagement is Not a Marketing Problem

Employee engagement is the result of active, people-oriented leadership. It’s not a marketing problem. It starts with work culture, and more specifically, how leaders treat the people within their oremployeeengagementganization. The former CEO of GE, Jack Welch, sums up the importance of employee engagement pretty simply:

“It goes without saying that no company, small or large, can win over the long run without energized employees who believe in the mission and understand how to achieve it.”

Last year, the Deloitte Global Human Capital Trends research showed that 78% of business leaders rate retention and employee engagement as urgent or important. The topic is here to stay. More and more organizations are learning the benefits reaped from making the conscious effort to invest in culture.

Other than having happier employees and more talented applicants, it really pays to have a rich company culture. In fact, companies with happy employees outperform their competition by 20%, and have a boosted productivity rate of 12%.

The thing that’s different about creating company culture is that there isn’t a blueprint to success. In fact, 80% of companies don’t intentionally craft their company culture. But it’s actually becoming a huge part of traditional business strategies.

Here’s where to start: Candidate engagement.

Think about it, candidate engagement comes before employee engagement. If a poor connection is made between a candidate and an organization, why would they even want to become an employee? The candidate experience is how employers make an impression on them. Fail there, and talent is going to walk the other way.


HarQen, a technology software company, is transforming the recruitment process through “high touch” and “high tech” strategies – such as connecting recruiters and talent through digital interviewing. As of January 2015, HarQen has engaged more than a million candidates using their recruitment tools. And as a Millennial, I can say that this type of technology is a step in the right direction. Maybe “people tech” will change the fact that most recruiters don’t have the time to respond to every candidate. We can hope, or we can emphasize the importance of a quality, respectful connection between recruiters and candidates. It would make the experience better for everyone. In a high-tech world, ignoring high-touch with candidates and employees comes with a high-cost.

The Good Jobs is excited to host an upcoming webinar with David Sarnowski, Customer Experience Manager at HarQen. Join us for The “Best Touch” Experience for Recruiters and Job Seekers on Tuesday, February 17th, 2015 at 11am PST / 1pm CST / 2pm EST!

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