Which of the following best describes your approach to talent acquisition?
We take a ‘post and pray’ approach when advertising a vacancy.
Relevant channels like job boards and social media help us target the right candidates
We explore active and passive candidate pools, but we do not consistently employ market insights and benchmarking data.
We use market insights and benchmarking data to target top talent in active and passive pools and gain a competitive edge in attracting them.
JOB OFFER
You’ve decided to make a job offer. Do you:
Offer the same package you offered the last person who took the role (or maybe a bit less if you can get away with it).
Take a guess at what you think competitors might be offering.
Look at salary benchmarking data to know your offer is competitive.
Put together a comprehensive, individualized offer including benchmarked salary, plus other benefits that give you a competitive edge such as workplace flexibility.
ONBOARDING
A new employee joins the company. How does their welcome go? [Check all that apply]
Show them their desk, full of forms and training manuals to get started.
Arrange a meeting with their manager for the first day, and other relevant staff in the first few weeks.
Have a formal introduction, including health & safety instructions and employment information.
Their IT equipment is set up ahead of their arrival, so they’re ready to hit the ground running.
TIME MANAGEMENT
Our employees are mostly:
Salaried
Hourly
TIME MANAGEMENT
When it comes to flexible working, our policy is:
We expect you to work your contracted hours (with the occasional longer day when business needs require it).
You can leave early if you’ve got a legitimate reason (e.g. doctor’s appointment), but you’ll have to make up the time tomorrow.
We’re comfortable flexing work hours if/as needed, as long as the work is still getting done.
We’re keen to embrace flexibility, and looking into services like remote working and flexitime to help our employees with their work-life balance.
TIME MANAGEMENT
We manage time and attendance with:
A manual system, e.g. physical punch-cards.
Reporting to an authorized official on arrival and before leaving to verify the hours worked.
An electronic system to record time in and time out.
Formal time and labor management system which cross-references hours worked with policies such as agreed overtime limits.
EMPLOYEE EXPERIENCE
We believe in creating a workplace where people feel engaged and supported, and invest both time and money to achieve this
Strongly disagree
Disagree
Neutral
Agree
Strongly agree
PERFORMANCE
Which answer best describes a performance review at your organization?
Employees meet with their manager as and when there’s an issue that needs addressing.
Employees meet with their manager as and when there’s an issue that needs addressing.
Managers review team members’ performance on an annual basis, using feedback from the employee’s peers too.
Managers have frequent performance conversations with team members, incorporating peer feedback and following up with tools and training to help develop the individual’s strengths.
OPPORTUNITIES FOR IMPROVEMENT
Our top talent pain points are (choose your top three):