Development


Gallup,


the research company, estimates that


organisations with high employee engagement have 45% lower staff turnover than their competitors, as well as 37% lower absenteeism and 21% higher productivity .


Are You Missing the Point?


TheJobCrowd collects over one million data points from UK graduate employees every year in the UK’s largest graduate employee survey. The company uses the data to provide graduate development managers with the insights to see where their programmes can be improved and exactly how they can improve them, through the Graduate Employee Benchmark. Here, Keren Mitchell, Managing Director, TheJobCrowd explains why he believes data is the key to great graduate development…


“W


hat gets measured gets managed,” said management theorist,


Peter Drucker, and this is as true of graduate development as elsewhere. For well over a decade there has been a host of data available on students’ perceptions of employers (from the likes of High Fliers, Trendence and Universum for example), and recruiters have analysed this and applied it to their talent acquisition campaigns. Yet there has been very little information on what graduates think of their employers, data which could be used to get the most from that talent once employed.


Gallup, the research company, estimates that organisations with high employee engagement have 45% lower staff turnover than their competitors, as well as 37% lower absenteeism and 21%


26 Graduate Recruiter | www.agr.org.uk


higher productivity . Such findings mean that applying the same data focus to the development side of the graduate market could yield incredible results for the main metrics of any graduate offering. Additionally, companies with engaged employees perform better in top workplace rankings, like The Top Companies For Graduates To Work For, making them more desirable destinations for top talent.


While it is true that large companies have long spent into six figure sums for ‘deep dive’ employee surveys by big consulting firms like Mercer and Towers Watson, the cost is prohibitive for most organisations and certainly could not be justified on a graduate-only basis. Using large-scale data, however means that gaining the same insights can now be achieved for significantly less outlay.


Companies who want to use data to improve the engagement of their graduate employee populations should consider the following:


1. Collect the data in the first place 2. Make sure it is graduate specific and graduate relevant


3. Benchmark the data against your sector and the graduate market to gain the context that will allow you to see the true issues


4. Use the data to identify the best practice worth copying.


Incredibly, some companies do none of these things, but most organisations at least attempt to collect some data on workplace satisfaction, through internal, company- wide employee engagement surveys. But there are two big problems with using this approach as a sole data-source.


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