You're not doing enough to keep your employees interested!

Keeping employees engaged has become a difficult task for all industry leaders. The formula for engagement changed dramatically as the pandemic shifted priorities and workers regained agency. According to a Gallup poll, 85% of employees are not properly engaged. It's a huge shock because 85%? is a significant number, but it's also not surprising because, in the midst of the current economic crisis, it's difficult to find a moment to breathe, let alone be fully absorbed in daily tasks.

That is why it is our responsibility as leaders and managers to make every effort possible to keep talent engaged, focused, and flourishing, especially if we want to get the most out of them and earn their loyalty.

Here are a few things that can be focused on to engage employees in the workplace

• Communication: Ensure that candidates are kept informed throughout the recruitment process. Keep them updated on the status of their application and provide timely feedback.
• Transparency: Be clear and honest about the job requirements, the selection process, and the timeline. This will help candidates make informed decisions and reduce frustration and disappointment.
• Streamlined Process: Make sure that the recruitment process is efficient, straightforward, and user-friendly. Automate repetitive tasks such as scheduling interviews, sending reminders, and sending follow-up emails.
• Empathy: Treat candidates with respect and empathy. Show appreciation for their time and effort, and be considerate of their needs.
• Diversity & Inclusion: Encourage a diverse pool of applicants by promoting an inclusive and welcoming culture. Ensure that your recruitment process is fair and unbiased.
• Technology: Use technology to enhance the candidate experience. For example, use online assessments, video interviews, and virtual onboarding to make the process more convenient for candidates.
• Feedback: Provide constructive feedback to candidates, even if they are not selected for the role. This will help them improve their skills and increase their chances of success in future job searches.
• Culture Fit: Assess the cultural fit of candidates, not just their skills and experience. A good cultural fit can improve employee satisfaction and reduce turnover.
• Employee Referrals: Encourage current employees to refer talents. Employee referrals can lead to a better candidate experience and increase the chances of finding a good fit for the role.

This is how TurboHire's employee engagement makes a difference.

According to the “The Power of Moments” theory that has inspired TurboHire to take a fresh look at employee engagement. We believe that in order to keep employees engaged, "peak moments" must be utilized to the fullest extent possible. It's all about creating memorable experiences and disseminating them throughout the company culture, the workday, or wherever there is an opportunity. These positive moments have a direct impact on how employees feel valued, appreciated, and proud.

While staying true to work deadlines, we have created a few moments that we would like to share with you?

The Camping :?

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The weekends:

We party after working all week and completing our responsibilities on time because we think that working hard and having fun should go hand in hand.

Final Thoughts

Finding ways to? celebrate achievements, and create an experience can increase engagement. And investing in this way of thinking has never been more important. Engagement is no longer a phrase to be taken lightly in the changing workplace. It is a basic indicator of the state of your company and its staff.