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Employees, Engagement

Graduate Recruitment- Headaches & Hangovers

It’s open season in the world of applying for graduate schemes. In the background, Brexit negotiations and threats of a 2020 “brain drain” tinge the graduate recruitment market with nerves and uncertainty. Still, for now, the same huge demand remains for opportunities across the country. The same demand, the same competition, but also the same headaches persist for the recruiting teams. If anything, they’re showing signs of growing.

21st Century Graduates

800 graduate positions were left unfilled in 2016, with graduates turning down or reneging offers that left a quarter of the UK’s leading employers with less intake than planned. The generations now reaching the employment market are faced with more choice and information than ever before, and many fiercely value the ethics and culture behind a brand just as much as what their starting salary could look like.

Graduate recruiters need to find ways to create emotional engagement to carry candidates through the early stages of joining and beyond. There are 101 reasons that could put graduates off moving forward with an opportunity. Old fashioned selection processes, myths around the profiles being hired, London is the only place that offers a competitive future….

Organisations can set themselves apart from the competition, not just by offering flexible hours or appealing holiday cover, but through effectively connecting with and preparing their candidates.

Budgets, budgets, budgets

Constraints on resources and budgets within HR and recruiting departments overall dictate that teams need to get creative and stay relevant to their target audience, without simply buying their attention or forcing them to a one-off seminar. Most recruiters now rely on social media more than traditional advertising but are also developing more direct partnerships with universities. But what if you’re not one of the widely recognised brands? How can you successfully reach the graduate population, and stand out with your approach?

The average cost per hire for a graduate is estimated to be £3,383. This comprises of £1,722 on attraction & marketing and £1,661 on selection & assessment. Fewer companies are planning on increasing their budgets around recruitment for the foreseeable future, which means it’s going to become more important to reach and attract the right candidates who could even develop beyond graduate level within the company.

Honeymoon vs Hangover

The numbers of students who see their first role as a stepping stone towards other opportunities is on the rise. 60% of students say they would expect to be in their first job for less than 3 years. So how to make them stay?

A large proportion of graduates feel they are underemployed and underappreciated in their roles which could be a factor in the rising trend. Is there a way to set and manage their expectations accordingly from the start, and demonstrate what it is really like to work in your company with minimum surprises? 69% of employees are more likely to stay in their company for at least 3 years after a great onboarding experience. It is essential to remember that first impressions count, creating a memorable and innovative approach to onboarding could be the key to unlocking a long-lasting employee experience.

For best ongoing success, it’s crucial all employees- graduate or senior- have a clear understanding of their role and what is expected of them, feel confident in their ability to perform and contribute, as well as feel trusted, connected and valued within their organisation. There are ways to deliver these needs and objectives, without subjecting new joiners to PowerPoints or uninspiring email attachments. It’s true what they say, you get what you give, so why not offer an experience that fills your young and impressionable employees with enthusiasm about the environment they’ve just joined?

13/03/2018/by Bill Paris
https://www.motivait.net/wp-content/uploads/2018/02/jonathan-daniels-402033-unsplash.jpg 4016 6016 Bill Paris https://www.motivait.net/wp-content/uploads/2022/10/motivait-logo-web-300x113-1.png Bill Paris2018-03-13 11:51:252018-03-13 11:53:25Graduate Recruitment- Headaches & Hangovers
Employees, Engagement

Employee Engagement Infographic

Read more
18/01/2018/by Ana Lourenço
https://www.motivait.net/wp-content/uploads/2018/01/infographic-employee-engagement-8.jpg 1025 1200 Ana Lourenço https://www.motivait.net/wp-content/uploads/2022/10/motivait-logo-web-300x113-1.png Ana Lourenço2018-01-18 10:19:072021-08-31 10:27:41Employee Engagement Infographic
Employees, Engagement, Gamification

The Importance of Being Onboarded

Onboarding is nothing new. If you have worked at any medium or large company you are likely to have been through it, but it was probably called induction. For many, it is a few days of icebreakers and PowerPoint slides explaining the company in more detail, various important departments and other information needed to get going.

If you are a gamer, you would know this better as the tutorial level at the beginning of the game.

In both cases, the end goal is the same, get a new person being productive as efficiently and effectively as possible.

The big difference is the delivery mechanisms used.

First Impressions Count

An employee’s first look at the “real” company happens during onboarding. This is the first exposure to other people they are likely to be working with, to the true corporate culture and to some of the more practical aspects of their new day to day life. It is also the company’s first opportunity to make them feel at home and like a valued new member of the team. Sure, they will know something about the company, they would have had interviews, done research, possibly gone through assessment centres, but this is different. It is a time where a company can ask itself the question “What do we want our employees to think of us?” If you want them to think of you as a company driven by a culture of “death by PowerPoint”, it might be best to stop reading now.

Onboarding does not stop in the first few days after the induction, though many may feel this way. A study for the Academy of Management journal found that the first 90 days of a person’s new job were essential for creating social connections and bonds to the company. If they felt supported during this time, then they felt more positive towards the company.

What Makes Good Onboarding Experiences

Baek and Bramwell of Cornell University conducted research into how you measure the effectiveness of onboarding. They concluded that one of the best measures of an effective onboarding experience was time to proficiency. They defined this as the time it took a new hire to reach full productivity within the context of their role.

For this to happen, a new employee needs to have a structured onboarding experience, with specifically defined outcomes, and an experience that is hopefully engaging to them. At the end of their onboarding employees need to have achieved four clear objectives for the best chance of ongoing success (Bauer et al):

  1. Role Clarity; employees understand their role, expectations with it, how to perform in order to achieve expected results
  2. Self-efficacy; employees feel confident in their ability to perform and contribute
  3. Social integration – employees feel connected, valued & trusted
  4. Knowledge of organisational culture; employees understanding and adjusting to company politics, social norms such as language, goals, values and history.

How We Approach Onboarding

Some are also of the firm belief that onboarding into a new company can (or should) actually start from the day a new employee signs on the dotted line. The time before they step foot on company property is ripe for helping them start to understand some of the basics about their new employer. Much of what would traditionally be done in a conference room over a few days, can be achieved online during the weeks they are waiting to start the new role.

Games and gamification are already being utilised in the attraction phases of recruitment, with games being created to simulate everything from a day in the life of a new employee to testing an employee’s soft skills.

Following that trend into the employment phase of an employee’s journey, we can make use of gamification to create unique and engaging experiences that keep them informed and interested up to and during their first few months of employment.

Creating these kinds of experiences takes time and expertise, balancing the needs and culture of the company with needs of the new employee.

We consider these weeks and months as a quest, creating a structure around what they need to learn and understand early on. Each stage or level of the quest represents new knowledge and experiences that will help them to learn. Focusing on intrinsic motivation, we choose mechanics that support the player’s with social connectedness, education and goals to focus on, all in an environment that promotes exploration and discovery at their own pace. To this we this we add mini-games and interactive learning materials all tied together with interesting narratives and storylines. This gives the players reasons to want to continue rather than just knowing they have to continue.

Good onboarding can lead to higher rates of retention in companies, some statistics quoting as much as 69% higher retention after 3 years for companies with great programmes. It gives employees the opportunity to feel at home and become productive faster. Don’t waste this key opportunity to create a more engaged workforce by relying on traditional or even default methods, simply because “That’s how it’s always been done”.

05/12/2017/by Lara Jones
https://www.motivait.net/wp-content/uploads/2017/12/pexels-sora-shimazaki-5673502.jpg 3089 6000 Lara Jones https://www.motivait.net/wp-content/uploads/2022/10/motivait-logo-web-300x113-1.png Lara Jones2017-12-05 16:25:592021-05-06 12:50:27The Importance of Being Onboarded
Employees, Gamification, MOTIVAIT

The Mystery of Millennials

Motivait The Mystery of Millennials

Early in my career I was working for a college as a learning technologist. This meant that I would help teachers design learning materials to put on to the learning management system. It was great fun and gave me the opportunity to work closely with the teachers and the students. We were a further education institution, focusing mostly on students aged between 16 and 18. It was fascinating to see the dynamic between them and the teachers on a day to day basis. Read more

23/05/2017/by Lara Jones
https://www.motivait.net/wp-content/uploads/2017/05/Motivait-The-Mystery-of-Millennials.jpg 2665 3997 Lara Jones https://www.motivait.net/wp-content/uploads/2022/10/motivait-logo-web-300x113-1.png Lara Jones2017-05-23 14:11:432021-08-30 14:11:19The Mystery of Millennials
Employees, Engagement

Invest in engagement with the next annual budget

WhatsApp is on fire! Pings from friends, colleagues and family are popping up incessantly, looking for a chance to spend time together over the Christmas season. It’s time for “Happy Holidays!”, best wishes, a reawakening of certain feelings and the moment for reconciliations. Time to play the lottery -let’s see if fortune finally smiles on us!- time for filling up the fridge more than we should and pile on those Christmas kilos in the blink of an eye, those ones that take us the rest of the year to lose. Read more

07/12/2016/by Cristina Hernández-Palacián
https://www.motivait.net/wp-content/uploads/2016/12/whatsapp_is_on_fire.jpg 1661 2426 Cristina Hernández-Palacián https://www.motivait.net/wp-content/uploads/2022/10/motivait-logo-web-300x113-1.png Cristina Hernández-Palacián2016-12-07 10:17:212017-11-10 12:54:31Invest in engagement with the next annual budget
Employees, Engagement, Gamification, Motivation

Beyond Points, Badges and Leaderboards

Business processes are fundamentally boring right?

Crunching through that Excel spreadsheet, entering data into the CRM system, logging invoices and purchases into the accounting system. Things that have to be done – usually by humans – that can prove difficult to keep people engaged and motivated in. These processes are almost always designed with efficiency in mind Read more

06/10/2016/by Manuel Alvarez
https://www.motivait.net/wp-content/uploads/2016/10/pbl.jpg 3125 5472 Manuel Alvarez https://www.motivait.net/wp-content/uploads/2022/10/motivait-logo-web-300x113-1.png Manuel Alvarez2016-10-06 15:40:432016-10-20 17:44:07Beyond Points, Badges and Leaderboards
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