Do employee Survey’s actually work?

A popular trend that is being followed these days is that more and more corporates are going in for employee surveys as a way to gather information about employee satisfaction. The aim is to find out whether any changes or improvements are required in the work place and to prevent losing out on talented employees to other different organisations due to similar or other reasons, or so it seems.

Therefore let’s find out whether employee surveys actually work. In order to check if that is the case let’s have a look at the statistics ( of such surveys by finding out the various reasons for an employee’s limited participation…employee Survey's

Common myths or notions

It is a common myth that most of these surveys end up gathering dust in a Manager’s office. Well 1 in 4 employees think that managers look at these surveys, simply as a check box list. Another common notion that is circulated is that such surveys are pointless and 29% of employees thought them to be pointless and a waste of time.

Employee Views

Here’s what the employee views were for the unfavourable participation. The response rate despite all the costs and efforts involved is found to be 30%. 20% of surveys that take 7 to 8 minutes to complete are abandoned or go unnoticed with no replies due to limited participation, on the part of the employees.

Preferable Response rate

A +/- 70% of response rate is preferable anything above that means the data may not be authentic. It might not have followed a prescribe set of rules and a figure below +/- 70% means that your research wasn’t deep enough.

The concerns raised go to deaf ears

20% of employees mentioned that their boss never bothered to follow up with them about the concerns raised. 4 out of 5 employees think that their manager will not take any action towards the views expressed about the company. Are all clear examples of the concerns raised going to deaf ears, need I say more.

Management facts

Most often than not the surveys almost always went unnoticed and was conducted just for formality sake. Here’s the results of similar surveys that were conducted 27% of managers never even reviewed the survey results at all and the 52% that took out time to review them; paid no heed to the concerns raised or took no action whatsoever.

Senior Management so out of touch

Moreover 48% of the senior management reported that the surveys were highly valuable which was contradictory to 45% of employees reporting that the surveys had little value. Another aspect that came to the fore with senior management was that they found the assessment to be very accurate. On the other hand 48% of employees felt that the survey had the exact opposite results. The contradiction in the stats is a clear indicator of how out of touch the Senior Management is.

Based on the information provided so far I think it is safe to say that, employee surveys aren’t doing as great as expected. So let’s find out some tips on how to improve and generate good responses from employees…

  • Keep the surveys brief as far as possible
  • Ensure that there is the anonymity of the respondents
  • Explain in brief what will be done with the results
  • Show that the Managers are all on board and proactive about the surveys
  • Explain the benefits of the results to the employees
  • Make sure there is transparency about the results
  • Be very careful about the incentives

Well there you have it all the information you require to conduct effective employee surveys and that too in one place. How great is that? How about implementing them when creating employee surveys? So what are your tips or views about employee surveys? Do tell we’d really like to hear you’re prospective about Employee Surveys.


Ways to Build an Online Presence

You’ve heard this once, you’ve heard this a thousand times but are you wondering why, well that’s not the first, I’ve heard of. Most individuals share this same thought, isn’t that a relief. You’re not the only one. Besides you can never have enough of information that will come handy.
In an age when internet is used in almost every aspect of life, it’s only natural that recruiting too will be done via social networking sites. If you are of the opinion that you have a better chance of getting employed with the traditional method then you are mistaken. Although it is effective it isn’t as effective as social media.
Therefore here are some “Ways to Build an Online Presence” that will help you achieve results faster. So let’s begin with the basics and then explore other ways in the process. In view of this, one question comes to the fore… any guesses, yet?

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A Career’s Tab has been added to Facebook’s Page – By

Many brands have realised the potential of Facebook and are leveraging on the viral marketing power that Facebook has to offer. As a result most employers and recruiters are switching over to social media to catch those hard to get candidates that almost everyone in the recruiting industry is seeking out. Same goes for job portals like whose objective is to seek out these perfect candidates for the job, as a way to assist employers in their hiring process and it has to its credit; of being India’s number one job site.

In order to assist recruiters like them and to simplify the sourcing process they’ve come up with a concept that might prove to be a solution to most problems faced by professionals like them therefore, “A Career’s Tab has been added to Facebook’s Page – by” but if you wish to get a clearer idea, it is essential that you have a clear understanding of the various aspects that come into play for it to be a success. So let’s find out more about these aspects…


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Best Practices on how candidates should approach Head-hunters?

A common practice within the recruiting field is that of headhunting. It’s not a popular technique for various reasons but is an effective one. If you’re wondering whether you can get in touch with them or if you are of the opinion that they aren’t approachable then you’re mistaken.  And if you are wondering how to approach head – hunters then you are on the right track.

For those of you, who aren’t familiar with this form of sourcing candidates, let me introduce the same.  These individuals usually get in touch with potential candidates via visiting them at their current work place or meeting at their favourite restaurant and also via making cold calls. I know this doesn’t sound professional but you’d be surprised with the success that they have had so far. Therefore, here are some, “Best Practices on how Candidates should approach Head – hunters?

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How to use Blogs for Recruiting?

Recruiters haven’t used Blogs as extensively as Social media like ‘LinkedIn, Twitter and Facebook for scouting talented individuals. This is because they are either not aware or sure of its effectiveness as a tool for recruiting, even though Blogging has been around for quite a while. So let’s address its effectiveness through this discussion.
In order to get the maximum use out of blogs and to ensure its effectiveness, it is important for Sourcers to understand the various benefits that Blogs offer.blogSearch Engine Optimization (SEO)
I’m sure that we are all aware of this concept as it isn’t a new concept, especially for Bloggers. Put simply it ensures that the Blog comes on the first page when a Google search is conducted and ranks in the top first few links. For blogs SEO is a must.  I can’t stress on this point enough.

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