ASSOCIATE ENGAGEMENT ROAD MAP #2 FIRST 30 DAYS #1 PRE-ASSIGNMENT
Day 1 arrival check-in Day 2 touchpoint Day 14 touchpoint Day 30 Pulse survey
Local job market sentiment survey Initial post-application outreach within 24 hours Repeat post-application contact until engagement Post-interview satisfaction survey
#3 ON ASSIGNMENT Day 60 Pulse survey Day 90 Pulse survey Site-specific survey Work anniversary texts Birthday & holiday notes Newsletters
#4 POST-ASSIGNMENT Post-conversion touchpoint Exit interview Newsletters
PRE-ASSIGNMENT The best candidates are off the market quickly, so we place high priority on the pre-placement experience. · Attract workers. Our sentiment survey measures job seeker feelings about local wages, commutes, desired job attributes, and more so we know where and how to best attract workers. · Engage immediately. We attempt to contact applicants within 24 hours of application submittal to ensure the highest chance of interview and placement, and three or more contact attempts are made over the next five days. · Create positive brand experience. A post-interview survey solicits feedback on our customer service and helps us continually improve outreach and placement processes so we draw workers in and keep them around.
0-30 DAYS Our data show that more than one-third of turnover happens in the first 80 hours on assignment, and, by day 30, up to one-third of associates report the need for additional support—most often due to confusion and frustration. · Reduce confusion. Day 1 and 2 touchpoints solve for common issues during the first hours on assignment: parking information, uniforms, clock-in challenges, etc. · Identify frustrations. Day 30 touchpoint acts as an early intervention mechanism to identify job dissatisfaction and prevent frustration.
Surveys delivered by:
ON ASSIGNMENT: DAY 31 AND BEYOND A recent Gallup poll shows only 3 out of 10 U.S. workers are engaged. Recognition impacts employee engagement, and engagement impacts work performance and productivity. · Engage repeatedly. Our surveys identify opportunities to increase employee engagement and retention; associate feedback is used to create improvement action plans that Elwood branches and client companies can implement together, ultimately improving the ongoing employment experience. · Recognize regularly. Employee satisfaction increases when associates feel they receive recognition—and we aim to mark events that are important personally and professionally.
POST-ASSIGNMENT We use associate departures as another opportunity to create brand advocates and consultants because external research shows a strong employer brand leads to 50% more qualified applicants. · Turn former associates into advocates. Post-conversion touchpoints congratulate and thank associates, reminding them that we care about their contributions. And our newsletters keep them up to date with Elwood news and keep us top of mind when it comes to referrals. · Turn former associates into consultants. Exit interviews provide honest feedback to make continuous improvements and provide data to analyze turnover reasons.