Often when a prospective employee interviews for a position, the interview focuses on the qualifications and skills of the candidate. Are they always on time? Do they have a college degree or relevant work experience? Do they have the right personality that would fit well with the existing team? All of these factors and more are taken into heavy consideration when weighing candidates against each other.
But what about the candidate? What about their satisfaction in their new position? Will this company be the right fit for the aspirations of this individual? Is the management style one that the candidate can work well with?
It seems that so much focus is put on the candidate — and for good reason, it should be said — but there is very little focus put on the satisfaction of incoming employees and whether or not the company seems like the best fit for that person.
Why is this so important? The answer is simple and is something that every company knows to be true: employee satisfaction is an important part of any work environment. Happy, satisfied, engaged employees are able to do a higher quality of work because they aren’t distracted by job dissatisfaction or by conflict with their supervisor.
With this in mind, more companies need to be cognizant of the status of their employees’ satisfaction in their work. And for prospective employees coming in to interview, focusing on what makes that candidate tick, what motivates them, and what will encourage them to do their best work.
In the interview process, how often does the interviewer ask the candidate what it is that motivates them or what makes them a success? This should absolutely be a part of every interview, as while a candidate may be excellent (or, less than ideal) on paper, their personality or work style may not be a great fit for the company. On the flip side, a candidate who works best under certain circumstances or under different management styles may want to suss out the idea of working at this company before accepting a job offer.
Employee satisfaction is a huge part of any business, and cultivating this should be a metric just as with any other aspect of performance. Cultivating a culture in which employees feel motivated and engaged is challenging, especially when different individuals have their own preferences on their work environment. By creating a group of employees that can work well together, a company will automatically set itself up better for ongoing heightened levels of employee satisfaction.
Soliciting feedback is another way for businesses to encourage employees to speak up and to feel that they have a voice. Better yet, having the ability to take that feedback and make tangible changes accordingly will go a long way in increasing levels of employee engagement and satisfaction.
Why is this so important? Because many companies prefer to have their candidates sell them on why they should be hired. While this is important, what about what’s best for the candidate? By trying to find out what makes that candidate tick, the company can help set them up for success right off the bat. This prevents the need for an uphill battle in creating an environment of satisfaction.
Engaged employees do their best work because they feel confident and heard in their work environments. It’s vital that more companies embrace this idea, or else they run the risk of having a lesser talent pool to pull from as candidates abandon their prospects in favor of brands that have an actual investment in the happiness of their employees.
Ronn Torossian is the CEO of 5W Public Relations