How to Become an “Employer of Choice”

Making choices is a fundamental part of the human experience. Every day, people make countless choices—some as spur-of-the-moment actions, but many only after research and deliberation. The proliferation of Yelp, Amazon reviews, and similar ways for people to share information about products and services is a clear indication of how much people value the ability to gather data before making a commitment.

Shopping and dining out aren’t the only areas in which people like to make informed choices. They do their research when choosing their jobs, too. That’s why top ratings on Glassdoor, positive assessments from Great Place to Work, and high rankings on “best place to work” lists are highly sought after by employers in all areas and industries.

When a company is recognized as an “employer of choice,” that means it has a work environment and a work culture that attract and retain top talent. Its employees are generally happier and more committed than those at other organizations. Employee happiness isn’t a “touchy-feely” issue but something that can have a significant impact on a company’s bottom line. For example, many studies have proven a direct link between happiness and productivity. As one group of researchers explained, “Human happiness has large and positive causal effects on productivity. . . . Positive emotions appear to invigorate human beings, while negative emotions have the opposite effect.”

With that increased happiness comes increased engagement. Happy workers are inclined to be more interested and more invested in the work they do and the company for which they do it. But engagement has effects beyond the workplace walls, too: by some counts it can yield “up to 30% greater customer satisfaction levels.” When clients are happy, they are more likely to choose to spend more money on a company’s products or services (and possibly become repeat customers) and share their positive experiences with others. In short, happy employees plus happy customers equals profit and growth for the organization.

From both an HR standpoint and a sales standpoint, it’s clearly in a company’s best interest to do everything it can to earn the title “employer of choice.” Some of the steps to take in that direction are obvious, such as offering competitive salaries, growth opportunities, and perks that create a strong company culture. But a company is only as good as its employees—which means that when it comes to building a strong workforce, benefits and perks need to be combined with top talent to maximize their effectiveness.

There is a bit of a feedback loop here: quality employees contribute to making a company an employer of choice, and a reputation as an employer of choice helps a company bring in (and keep) quality employees. In other words, whether an organization is an employer of choice depends equally on the type of company it is and the type of people it brings in. Unfortunately, resumes, screening calls, reference checks, and onsite interviews usually focus on a candidate’s skills and qualifications. The result is an incomplete picture.

Enter pre-hire testing and applicant behavioral assessments. One key step toward becoming an employer of choice—not just one that is chosen by top talent but one that also chooses top talent—is to implement and conduct industry validated pre-hire behavioral screening and candidate assessments. Industry proven solutions like those offered from Insight Worldwide shed light on how a candidate is likely to perform as an employee, and with this valuable information, a company can dramatically improve its identification of top candidates; it’s quality of communication and engagement during interviews; and its selection and future development of high performing employees. Contact Insight today to find out how pre-hire testing can help your organization more reliably make better hiring choices and transform itself into an employer of choice—and consequently strengthen its market position.

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