Over the last couple of years, the internet has permeated the work space a lot. If potential job seekers want to find out more about the company, all they have to do is sit behind a computer and then key in the name of the company that they want to find out. That is why, in a bid to attract quality human resource to them, most companies have invested a lot in online branding. Those that fall behind in this regard, don’t attract the caliber of people they want on their side.
However, this trend in transparency hasn’t always been with the employer. The onus of proving themselves fell on potential job seekers. A background check was necessary in order to ascertain the veracity of the facts that people were presenting about themselves. However, the tables have turned and the company is expected just to be open about their workplace environment.
If what is presented about the company doesn’t conform to the reality on the ground, disillusionment takes root. The staff isn’t enthused about working in that particular environment. It is therefore expected that the company will be candid about how life is while one is working there and thus use various media to communicate this.
This article explores the various media employed to communicate the quality of the company’s workplace environment and various indicators of employment transparency.
Social media validation
Today, social media has permeated every sphere of working life. Nowadays, if one wants to share their experiences while working for a certain company, they will use their social media accounts to do this.
With social media, everything gains traction very quickly. While there is no time to check facts, sometimes rumor mills thrive; chances of people maligning the company for no apparent reason can be there and they will be taken as the gospel truth.
That is why it is vital for a company to embrace social media use to articulate the facts as they are and address any misconceptions that people might have regarding working in a given place.
Also, a company should be aware of its standing in the various review sites that are out there. Everyone is out there is a critic and their sentiments hold weight; some might be true and some might not. To a prospective employee, they won’t know the difference.
Expectations beforehand and based on the advertising
When deciphering the effective of their sales pitch, most companies don’t have an effective baseline to gauge their effectiveness. If you want to know the perception that people have regarding your company, surveys are a great way to get what the perceptions are.
It is HR’s responsibility to come up with the surveys and present them to prospective employees. While it is hard to base and classify precise impressions, close ended questions will provide you with a clear baseline from which to gauge your company’s perception to the public.
One of the many ways that people get to know of open positions in a company is by former employees. More often than not, prospective employees will want to know all they can about the ins and outs of the company_ who better to tell them than a past employee, right?
However, there are some instances where employees might feel disgruntled and unhappy at the workplace.
It is therefore very important that one gets a gauge of what the sentiment of the employees is like. This information is very use in challenging and changing negative perceptions that people might have regarding working in a certain place.
Indicators of employee transparency.
1. Employee Engagement Reports (EER)
In a nutshell, these reports cover the overall perception that employees have regarding their work place. If companies are to attract top talent to their side, they need to provide a realistic overview of what the life at the office is like.
2. Work-Life Benefits (WLB)
Benefits are one of the many ways that employers use to attract top talent. These employers will publish the number so that they can give their prospective employees something to think about when it comes to these benefits. The key to making this particular report is to be as detailed as possible about the various benefits offered by the company.
3. Volunteering and Social Investments (VSI)
Companies over the last few decades have found it important to give back to society that often gives them a lot. Hence, the concept of Corporate Social Responsibility (CSR) is adapted the world over. The trend is such companies with great CSR projects have a wide following.
4. Career Mobility and Development (CMD)
People often look at the prospects of moving up the ladder in a company before they decide to join the fray. They will look the number of people who have risen up the ranks of the company v the number of outsiders.