Let’s face it-- the restrictions placed on society and businesses in light of COVID-19 have significantly disrupted “business as usual”-- the state of the working world right now is anything but usual. For many that’s meant losing jobs or being furloughed, for others it’s meant months of remote work and feeling disconnected from colleagues and company culture. Under these new circumstances of uncertainty, transition, and employees and employers being physically out of sight, what does establishing trust look like within an organization, and how can it be achieved?
According to Knowledge at Wharton, “Although most leaders will agree with the idea that lack of trust is one of the biggest threats to business, most companies do not consider building trust as a strategy that warrants significant investments.”
Trust, while difficult to measure, is essential to the functioning of organizations because of its indirect effects-- when trust is in place, people will act in certain ways and it is those behaviors that eventually lead to outcomes that drive performance. Trustworthy work climates promote open communication and willingness to help and test new ideas. With time, this will bring about “outcomes that make companies more creative, innovative, cooperative, and fast moving, which are all factors that drive performance in direct ways.” (Knowledge at Wharton).
So how can you, in this new digital & remote era, establish trust with your employees and candidates? Perhaps this question is better asked by thinking about how you might lose candidate and employee trust when you are unable to meet face-to-face. Behaviors such as not providing feedback to job applicants in real time or ever after they’ve submitted their applications, delivering highly impersonal communications, and not providing valuable resources to rejected candidates are all contributing factors to distrust and poor employer branding. Luckily, pymetrics targets each of these crucial areas of the application and post-application process to help your team optimize trust with incoming candidates and internal job-seekers within your company. Continue reading more below:
1. Real-time feedback
The term “resume black hole” resonates with most job seekers today, and refers to the abyss into which applications tend to fall, seemingly never to be seen again. Up to 50% of job seekers never hear back upon submitting their application. This may erode your employer brand over time as more and more candidates take to the internet to share their frustrations and disappointment with the application process. Furthermore, keep in mind that your candidates are likely also your consumers-- the impression candidates get from interacting with your company translates directly into their impression of and trust in your brand.
Feedback can take many forms, large and small, but regardless it is an essential feature of the recruiting process and can be facilitated and scaled by technological tools available today.
While providing feedback to every single candidate after a resume submission or interview is not always realistic, there are tools such as pymetrics that can automate feedback in a highly personalized way. The pymetrics Profile is a report that tells candidates about their attributes upon completing our games. The goal of the report is to provide the user with an overview of what was learned about them through our assessment, as well as actionable and work-place applicable insights. A key differentiator of this report is that it provides a unique, supportive, & informative experience for users, and the report is a key engagement point for them, as they are used to rarely hearing back. It takes no additional time for recruiting teams to provide such feedback as it’s built into the user experience of pymetrics, and has received overwhelmingly positive praise from candidates across the globe.
With Guidance, candidates can view their best-fit roles within your organization before even applying. They are matched to one or many proprietary models we build as a benchmark based on top performers in each role, and in one single portal they can view our recommendations and apply. Recruiters also benefit as they are then more likely to spend time reviewing applicants who are pre-qualified as a good fit. This process also helps to maximize your candidate pool yield, as we can assess candidates for all roles at your company, so you can avoid flat out rejecting candidates that may be a fit elsewhere in your organization. Perhaps above all, Guidance enables you to treat your candidates like your customers —because they are. Show your candidates that you care about their professional success and want to support their job search journey.
No matter how you slice it, getting rejected stings. And putting hours of preparation into an application or studying for an interview, all just to receive news that you haven’t made the cut is made all the more painstaking when you haven’t even had the chance to meet in person. Redirection turns a closed door into a new opportunity by re-matching rejected candidates to better-fit roles within your company or within the broader pymetrics Marketplace. Maximize yield on sourcing investments by helping candidates find better-fit roles within your organization, while experiencing the halo effect of helping them to discover a new, better-fit role elsewhere.
After all, the right role is out there for every candidate, it just might not be what they initially thought.
1. Real-time feedback and insights
pymetrics Workforce Insights answers key talent management questions, gives you insights to future-proof your workforce, and is engaging for employees-- and can be set up within 24 hours. Workforce Insights leverages the data collected when employees play pymetrics’ behavioral science-based games. These games assess employees’ cognitive, social, and emotional attributes. Simply have your team play the games, and you can immediately begin to reveal insights you’ve never been able to before. In addition to providing you with insights into your workforce DNA, your employees get a personalized trait report that helps them understand their unique traits, similar to what your external job seekers receive as well. They can use this information to have a discussion with their manager and/or peers about their work style, challenges, opportunities, and ultimately help them think about their future career path.
2. Internal career pathing
COVID-19 has resulted in staggering unemployment statistics worldwide. Companies have felt the need more than ever to overhaul their people strategy and internal mobility structures. According to Deloitte,“the fastest-growing organizations… are twice as likely to have excellent talent mobility programs than organizations that are not growing at all.” It’s also the right thing to do, because why lay off employees if they could be re-skilled and retained in the business in other roles? At pymetrics, we know that employers don’t have the right data to make Internal Mobility decisions. HRIS systems often host skills information on employees that is far out of date with the fast-paced change in employees’ jobs, and the data is often siloed across behemoth people management systems, making it difficult to access and ultimately make the most strategic workforce decisions. That’s why Mobility Insights collect data about employees that is evergreen, based on years of neuroscience research to help companies understand their employees’ true potential. Not only does this data stand the test of time, but it is also more predictive than stated job experience.
There are also options to allow employees to self-direct their next move: Once employees play through pymetrics, they can explore the internal Talent Marketplace to see where their best-fit roles are within your organization. In this way you can help address one of the key reasons that employees leave companies: lack of career growth.
To learn more about the trusted job seeker experience pymetrics has to offer and read what real job seekers have to say about it firsthand, be sure to visit our Candidates page here.