Using Wellbeing Data to Drive Talent Acquisition | MyAnova

If you’ve read any of our other blogs, you’re bound to know that we believe the secret sauce to a thriving workplace lies in understanding and enhancing employee wellbeing. So, let's explore how this critical data can not only boost your current team’s happiness but also attract top-notch talent to your organisation.

The Power of Wellbeing Data

Imagine this: you’re looking for a new job and you’re scrolling through endless listings of the same type of job. You come across an absolute gem, the company that not only offers competitive salaries and perks but genuinely seems to care about the wellbeing of its employees.

… This is where wellbeing data comes into play.

Wellbeing data, collected through surveys and feedback tools, provides insights into how employees feel about their work environment, mental health, work-life balance, and overall satisfaction. For job seekers, this data can be invaluable, offering a transparent view of the company's culture and how it prioritises employee wellbeing. When used wisely, this data can transform your talent acquisition strategy from good to great.

How is Wellbeing Data Collected?

Regular Wellbeing Surveys

Conducting regular wellbeing surveys is the cornerstone of collecting meaningful data. These surveys cover various aspects of employee wellbeing, including job satisfaction, stress levels, work-life balance, and engagement. Using a platform like MyAnova makes it easy to create, distribute, and analyse these surveys.

Fun fact: Those experiencing burnout, a cause of poor wellbeing, are 2.6 as likely to be actively seeking a different job. Wouldn’t you rather know if people were close to the edge from your wellbeing surveys BEFORE they jump ship?

Pulse Surveys

In addition to comprehensive wellbeing surveys, pulse surveys are shorter, more frequent surveys that can help you track employee sentiments in real-time, gauging reactions to recent changes or ongoing initiatives. You can use pulse surveys to understand why new employees joined you, as well as monitor exit data related to wellbeing.

Fun fact: 48% of HR leaders say their C-Suite takes employee engagement survey data seriously. The effectiveness of wellbeing and pulse surveys relies on leadership valuing and acting on the real-time data. Without C-Suite engagement, many organisations miss opportunities to improve employee attraction offerings and initiatives.

One-on-One Meetings and Check-ins

Regular one-on-one meetings between managers and employees can provide qualitative data that surveys might miss. These conversations can reveal personal insights and immediate concerns, allowing for timely interventions.

Fun fact: 83% of employees are more attracted to working for an organisation that demonstrates a “progressive company culture”. By having regular touch points between managers and employees, you can better keep your finger on the pulse of what is going on culturally.

Important Metrics to Track

• Mental Health - stress levels, anxiety, and overall mental health can guide initiatives to support employee wellbeing.

• Job Satisfaction – how satisfied are employees are with their roles, what are the areas for improvement to help prevent burnout and turnover?

• Engagement Levels - understand how invested employees are in their work and the company’s goals. High engagement typically correlates with higher productivity and better retention rates.

• Work-Life Balance – track how employees feel about their work-life balance to inform policies on flexible working hours, remote work options, and workload management.

• Career Development – understand employees' perceptions of their career growth opportunities to help improve training programs, mentorship, and promotion pathways.

• Employer Net Promoter Score (eNPS) – is used to gauge employee loyalty and satisfaction within an organisation by asking how likely they are to recommend their workplace to others.

So How Can We Use the Data?

Building an Irresistible Employer Brand

In today’s competitive job market, your employer brand is everything. Candidates want to know that they’re joining a company that values their happiness and growth.

For instance, if your surveys indicate high levels of job satisfaction and a strong sense of community, shout it from the rooftops! Share these insights on your careers page, social media, and job listings. Authentic stories from happy employees, backed by data, can be a game-changer. Prospective candidates will see your commitment to their wellbeing, making your company stand out as a desirable place to work.

Tailoring Your Recruitment Messaging

Wellbeing data allows you to understand what matters most to your employees. Is it flexible working hours, mental health support, career development opportunities, or something else? Use these insights to tailor your recruitment messaging.

For example, if data shows that the work-life balance offering is highly valued, highlight your flexible working policies and initiatives that support a balanced lifestyle. This targeted approach not only attracts candidates who align with your company values but also sets clear expectations, leading to better cultural fit and long-term retention.

Enhancing Candidate Experience

The recruitment process can be stressful, but a focus on wellbeing can make it smoother and more enjoyable for candidates. Use the insights from your wellbeing surveys to create a supportive and empathetic recruitment journey.

Provide clear communication, timely feedback, and a welcoming atmosphere during interviews. Highlight the ways your company supports employee wellbeing right from the get-go. This not only leaves a positive impression but also reassures candidates that they’re making the right choice by considering your organisation.

Data-Driven Decision Making

When it comes to talent acquisition, data is your best friend. Wellbeing data provides concrete evidence of what’s working and what needs improvement in your workplace culture. Use this information to make informed decisions about your recruitment strategies.

For instance, if you notice a trend of employees valuing professional development, invest in training programs and mentorship opportunities. Showcase these initiatives during the hiring process to attract ambitious and growth-oriented candidates.

Continuous Improvement

The journey doesn’t end once you’ve attracted top talent. Continuous monitoring of wellbeing data ensures that your workplace remains a great place to be. Regularly update your surveys, listen to employee feedback, and make necessary adjustments.

By demonstrating a commitment to ongoing improvement, you not only retain your current employees but also build a reputation as an employer who genuinely cares. This reputation spreads, making it easier to attract like-minded individuals who are looking for a workplace that prioritises their wellbeing.

In Conclusion

In the search for talent, companies are missing out by overlooking the immense value of wellbeing data. By tapping into these insights, you can create a workplace that not only attracts the best candidates but also fosters a culture of happiness, productivity, and growth. At MyAnova, we’re passionate about helping you harness the power of wellbeing data to drive your talent acquisition strategy. If you need support in attracting top talent, get in touch now: hello@myanova.com

Or learn more about our award winning workplace wellbeing survey platform on our website🚀