3 tips for improving the employee experience

A massive 92% of employers experienced a shortage of key skills in 2023, and this shortage shows no signs of slowing as we enter 2024. As competition for talent continues, organisations must fulfil staff expectations and provide a positive employee experience. But what exactly is the ‘employee experience’ and how can it be improved? 

The ’employee experience’ refers to the way in which an individual perceives the interactions they have with their organisation; from the initial communication a jobseeker receives to their final day and exit interview. 

There are countless touchpoints that organisations must consider when evaluating and enhancing their current employee experience, which may leave some wondering where to start. Using our 50-plus years of experience in the world of work, we’ve pulled together three top tips for improving the employee experience in your organisation:

     1. Streamline and speed up your hiring process
     2. Promote your organisational purpose and sustainability credentials
     3. Implement your employee value proposition (EVP) across your entire organisation

1. Streamline and speed up your hiring process

Did you know that you could lose out on top talent right from the outset, at the first stage of the employee experience – the job application process? Nearly two-thirds (64%) of professionals have been put off from continuing with a job application after receiving a poor first impression of an organisation, with an overly lengthy process being the top reason for this. Our salary guide data suggests that this is more likely to happen in the private sector, compared to the public sector.

To keep jobseekers feeling positive and engaged throughout the application process, streamline each stage. Conduct an audit of your entire candidate journey, from the online application to any post-interview communications sent by the hiring manager, then you’ll be able to identify where you might be falling short. Consider how the process could be streamlined: perhaps by reducing the number of times you interview each candidate or combining certain stages together.

You could ask candidates for feedback on their experience applying for a job with you. As well as showing these jobseekers that you value their opinion, their responses may shine a light on elements of the candidate journey that you haven’t previously considered.

2. Promote your organisational purpose and sustainability credentials

Professionals are looking for more than just a competitive salary and benefits package when searching for a new job; a supportive team culture, job security and tailored flexible working policies are some of the top considerations for jobseekers. An organisation’s purpose is important to 86% of professionals when they’re searching for a new job, while sustainability credentials are a key consideration for 74% of jobseekers.

Some examples of how organisations can showcase their ‘purpose’ include enabling employees to volunteer during working hours with no loss of pay, partnering with charities and having clear goals for meeting environmental, social and governance (ESG) targets.

If your organisation is already implementing initiatives that align with your purpose and sustainability strategy, then make sure you communicate these to both internal and external audiences via your company website, social media pages, job adverts and internal communication channels. As well as being a strong talent attraction tool, demonstrating commitment to your organisation’s purpose can help your current staff to feel more fulfilled in their work, a key contributor to employee retention. 

3. Implement your employee value proposition (EVP) across your entire organisation

Your organisation’s employee value proposition (EVP) is the unique value you offer employees in return for their skills, experience and commitment to the company. An EVP typically includes the salary, benefits, career development opportunities, work-life balance and other rewards associated with a role, and it can also incorporate an organisation’s values, mission and social purpose. Unfortunately, over a third (38%) of employees don’t believe their organisation’s EVP aligns with their own experiences of working there, according to our salary guide.

Authenticity is key when it comes to communicating your EVP to jobseekers, otherwise your employee retention rate could see a hit. A staggering 45% of employees have decided to leave a job because it didn’t match the expectations they formed during the application and interview process, and 12% have left multiple jobs for this reason. Our latest research shows that employees in supply chain, construction and property and sustainability roles are more likely to quit for this reason.

Crafting an authentic EVP and ensuring it’s thoroughly embraced across your entire organisation will not only align current employees to your mission but make it likely that they’ll advocate for you as brand ambassadors, leading to improvements in both employee retention rates and talent acquisition.

To find out more about how to improve the employee experience at your organisation, access our latest Salary & Recruiting Trends guide today.