Artificial Intelligence platforms examine data that measures mostly employee experience in the workplace rather than financial factors.
“Culture has become super important,” says Vanessa Hall, managing partner of Performant Scout, LLC, BB #:300377 Phoenix, AZ.
“It’s been a buyer’s market, or at least it was pre-Covid, so candidates had the pick of the litter. They would consistently get calls from recruiters like us, referrals from LinkedIn, and other potential opportunities to consider.”
In this context, culture and experience are often the deciding factor. Employee experience is something younger employees in particular seek.
“It’s different today for young generations transitioning into the workforce,” Hall says, noting younger applicants often seek out companies with state-of-the-art facilities or those investing in renovations (especially sustainably-themed improvements).
“These things matter to younger employees especially,” she says. “The next generation coming in is more focused on what the experience will be like day-in and day-out.”
“It has evolved quite a bit in the last 10 years,” acknowledges Nathan Stornetta, director of client relations and executive recruiter at Produce Careers, Inc., BB #:164340 with locations in Arroyo Grande, CA, and Carmel, IN.
Research backs up the importance of employee experience.
The Employee Experience Index report, from the IBM Smarter Workforce Institute and Workhuman Research Institute, found employees who feel they belong, have a purpose, enjoy a sense of achievement, and feel happy and vigorous on the job are not only more likely to perform at higher levels, but are less likely to quit.
The survey found that 95 percent of employees with a positive experience are likely to show discretionary effort, versus 55 percent who are not happy. In addition, 44 percent of employees who rank their employee experience poorly want to leave their organizations, versus 21 percent of employees who have a positive experience.
This is a multi-part feature adapted from a story in the September/October issue of Produce Blueprints magazine.
Artificial Intelligence platforms examine data that measures mostly employee experience in the workplace rather than financial factors.
“Culture has become super important,” says Vanessa Hall, managing partner of Performant Scout, LLC, BB #:300377 Phoenix, AZ.
“It’s been a buyer’s market, or at least it was pre-Covid, so candidates had the pick of the litter. They would consistently get calls from recruiters like us, referrals from LinkedIn, and other potential opportunities to consider.”
In this context, culture and experience are often the deciding factor. Employee experience is something younger employees in particular seek.
“It’s different today for young generations transitioning into the workforce,” Hall says, noting younger applicants often seek out companies with state-of-the-art facilities or those investing in renovations (especially sustainably-themed improvements).
“These things matter to younger employees especially,” she says. “The next generation coming in is more focused on what the experience will be like day-in and day-out.”
“It has evolved quite a bit in the last 10 years,” acknowledges Nathan Stornetta, director of client relations and executive recruiter at Produce Careers, Inc., BB #:164340 with locations in Arroyo Grande, CA, and Carmel, IN.
Research backs up the importance of employee experience.
The Employee Experience Index report, from the IBM Smarter Workforce Institute and Workhuman Research Institute, found employees who feel they belong, have a purpose, enjoy a sense of achievement, and feel happy and vigorous on the job are not only more likely to perform at higher levels, but are less likely to quit.
The survey found that 95 percent of employees with a positive experience are likely to show discretionary effort, versus 55 percent who are not happy. In addition, 44 percent of employees who rank their employee experience poorly want to leave their organizations, versus 21 percent of employees who have a positive experience.
This is a multi-part feature adapted from a story in the September/October issue of Produce Blueprints magazine.
