How Bryq assesses Engagement in candidates
Employee engagement refers to the level of commitment, passion, enthusiasm, dedication, and loyalty that employees demonstrate towards their job roles and the organization they work for. It goes beyond mere job satisfaction, reflecting a deep emotional connection and investment in the success of the company.
📣 The degree of employee engagement is a key factor when measuring overall job satisfaction.
According to research, engaged employees are individuals who not only find contentment in their roles but also actively contribute to the overall goals of the organization. The positive correlation between high employee engagement and improved productivity, enhanced job performance, reduced turnover rates, and overall positive organizational results is well-established.
📌 Recognizing the importance of work engagement, it's essential to grasp that the contributing factors are shaped also by external influences (work environment, psychological safety, recognition and rewards, workload, and work-life balance). Meanwhile, individual differences play a pivotal role in sculpting perceptions of engagement. This highlights the intricate interaction between internal and external elements in this construct.
What makes a highly Engaged individual?
Research suggests that employees who possess elevated dispositional happiness, excel in influencing others, are driven by an intrinsic desire for achievement, and may experience some fluctuations in emotion, tend to exhibit heightened levels of engagement in their workplace environment. These characteristics are posited to serve as personal assets for employees, facilitating their engagement experiences.
What does the Employee Engagement Indicator look like?
The Engagement Indicator will be presented on your account as you see in the image below and you will be able to assess whether a candidate exhibits the Engagement scores needed for success.
Indicative Roles: Numerous contemporary job roles and professions are commonly linked to elevated levels of engagement, driven by the intrinsic nature of the work and the drive individuals possess for these specific roles.
Remember that there is no need for the candidates to undertake any additional assessment for you to have access to the Engagement Indicator.
Click here for instructions on how to add Indicators to your assessments.
Employee Engagement Interview Questions:
A few interview questions that will be helpful for you during your interview.
Describe a time you coped well with work pressure. What steps have you followed?
Can you share an example of a challenging goal you set for yourself in your current or previous role?
How do you approach setting and prioritizing goals in your work?
We all find ourselves in stressful situations at work when keeping a positive attitude is most useful. Tell me about such a time and how did it turn out?
Can you provide an example of a skill you actively worked on improving, and how it positively impacted your confidence?
Tell me about a time in your current or previous work where you were intensely motivated?
References
Barreiro, C. A., & Treglown, L. (2020). What makes an engaged employee? A facet-level approach to trait emotional intelligence as a predictor of employee engagement. Personality and Individual Differences, 159, 109892.
Motyka, B. (2018). Employee engagement and performance: a systematic literature review. International Journal of Management and Economics, 54(3), 227-244.
Smith, M., & Bititci, U. S. (2017). Interplay between performance measurement and management, employee engagement and performance. International Journal of Operations & Production Management, 37(9), 1207-1228.
Truss, C., Shantz, A., Soane, E., Alfes, K., & Delbridge, R. (2013). Employee engagement, organisational performance and individual well-being: exploring the evidence, developing the theory. The international journal of human resource management, 24(14), 2657-2669.
Witasari, J., & Gustomo, A. (2020). Understanding the effect of human capital management practices, psychological capital, and employee engagement to employee performances. The Asian Journal of Technology Management, 13(1), 1-15.