Category: Employee Surveys

Perhaps you do not notice that companies request their employees to do several surveys each year. The true idea behind these surveys is to study their staff from a variety of angles in order to assist HR management. And perhaps you are not aware that there are more types of employee surveys than we thought. Since companies often mix up these types in one survey to make it a one-stop analysis, you hardly tell the types apart. Together, let’s learn some of the most common types of staff surveys and the use case of each in this article. 

The Overview of Employee Surveys

By definition, a survey is a method of collecting data from a sample group in order to estimate the characteristics of a larger population. In business, surveys are used extensively to gather information about customers, employees, and even the general public. Employee surveys specifically can be used to collect data about employee satisfaction, engagement, motivation, opinions on company policies and procedures, and more. Depending on the context and purposes, a survey is tailored accordingly to target the right respondents and acquire the most accurate insights from them. 

As its name implies, a staff survey is a type that is specifically designed to gauge data regarding employee satisfaction, morale, motivation, engagement, etc., to ultimately serve the human resource management of an organization. Surveys of this kind usually take the form of questionnaires that employees need to answer truthfully and anonymously. The answers will then be gathered and analyzed to give employers an understanding of how their employees think and feel about different aspects of their work. In some cases, employees may also be asked to provide comments or suggestions on how they think the company can improve its policies, procedures, etc. Employee surveys are generally conducted periodically, either annually or every few years, in order to track any changes in employee opinions over time.

By running one or several of these surveys, you make your employees feel that they are being heard and their opinions are valued. This will help a company tighten its bond with its top performers. Also, the insightful data you gain from internal surveys like these will guide your business decisions to success. The key point is to select the right type for the right purpose and situation.

Different Types of Employee Surveys

The employee survey is an umbrella term, which means it covers a wide range of sub-types categorized by the specific purposes they aim to achieve. Surprisingly, there are more types of staff surveys than you can imagine. How about outlining some of the most popular ones?

Employee Satisfaction Surveys

As its name suggests, a satisfaction survey is cultivated to collect insights on how happy an employee is about his or her current position and every other thing regarding the company, ranging from compensation, benefits, company culture, workload, and more. This type of employee survey is conducted to help the HR department to track the level of employee satisfaction, thereby identifying any areas for improvement and making adjustments in a timely manner. By analyzing this metric, employers make necessary adjustments in company policies, enhance work conditions, and offer flexible benefits, eventually coming up with the proper methods to retain their employees. Hence, employee satisfaction surveys are essential for any organization to understand its personnel. 

Employee Opinion Surveys

In this type of survey, the conductors aim to gather the personal opinions of employees on various aspects of a specific topic or event. An employee opinion survey is usually conducted when there are changes in company policy or procedures so that employees can give their two cents on the situation. For instance, your company might be considering a change in the way work is assigned, and you want to know how your employees feel about it. In another case, the management might want to hear suggestions from employees on how they think the company can improve its current methods. No matter what the purpose may be, an employee opinion survey allows businesses to seek feedback from their employees and factor it into their decision-making processes.

Employee Performance Surveys

The ultimate goal of performance surveys is to measure one’s job performance and offer proper rewards and recognitions, usually handled by the line manager or direct supervisor. In this survey type, both the quantitative and qualitative data in terms of productivity, work quality, attention, contribution, etc., are collected. Employers conduct performance surveys periodically and annually to assess how their staff is performing so that they give constructive feedback and praise, as well as encourage them to keep up good work or improve where possible. Furthermore, this type of survey also allows employers to compare the performance of different employees to pick out potential candidates for promotion.

Onboarding Surveys

This is a crucial part that should be included in any onboarding procedure. An onboarding survey is created to gather feedback from new hires on the company’s first-day process, somehow like a review. In particular, these types of surveys provide the HR team access to the experience of new employees on their very first days at work. Based on the answers from respondents, HR professionals can measure how the current employee onboarding process is performing and identify what they can do better next time. A typical onboarding survey contains questions about the clarity of the onboarding process, the quality of information and training received, and how welcomed the new employee felt by his or her colleagues. This type of survey should be included in the employee onboarding checklist to make sure you get real-time insights from new hires and enhance your process accordingly. 

Employee Engagement Surveys 

An engagement survey is designed to assess employee morale and motivation at work. This type of survey usually contains questions to delve into how employees feel about their workplace, how they work in their roles and toward the company’s goals, and how aligned they are with the company’s values and culture. The answers to these questions give employers an understanding of how engaged their employees are with their work and the company as a whole. By analyzing this data, businesses can make necessary changes to improve employee engagement, such as providing more opportunities for career growth, offering flexible work arrangements, and improving communication between employees and management. Normally, engagement surveys should be conducted frequently and in the form of pulse surveys.  The type of employee survey will be defined and varied by the goals it aims to serve. Therefore, besides these, there are many more types of employee surveys, such as attitude surveys, organization culture surveys, professional development surveys, experience surveys, manager feedback surveys, 360 surveys, etc. Whatever types of employee surveys to take, employers have to sit down with their HR team to decide which one to use and work out how to create an engaging one. And guess what? A one-stop survey creator – bravoSURVEYS – will help you navigate the process with ease. This software tool enables users to tailor an eye-catching and engaging staff survey with little effort. Give bravoSURVEYS a try and create “bravo surveys” as you like!

Businesses that would like to build a solid reputation in the labor market, buying them more opportunities to not only acquire top talent but also retain their top performers, have to pay attention to two fundamental factors in the recruitment process: Employee experience (EX) and candidate experience. Employee experience (EX) has a great impact on any organization, directly influencing multiple aspects of business and operation, such as productivity, employee engagement, turnover rates, etc. If EX can make or break your business from the inside, candidate experience can also do so from the outside. Simply put, if a company is not able to deliver a positive experience to their job applicants, they will hardly be able to win them over, regardless of how good their employment offer may be. With this in mind, it is essential for businesses to focus on creating a positive candidate experience and also to constantly strive to improve it. And an efficient survey is the most optimal way to study candidate satisfaction and get genuine insights at a fraction of the cost. 

Candidate Experience Survey, What Is It?

A candidate survey or candidate experience survey is defined as a research study that is undertaken with the purpose of measuring how satisfied or dissatisfied job applicants are with the experience they had during the interview process. Anonymous feedback on such a survey can help businesses understand what aspects of their recruiting process entail improvements in order to make it more favorable for candidates.

Additionally, a candidate experience survey can also be used as a tool for employer brand. If the hiring team is able to deliver a great experience to its job seekers, it is more likely that word will spread and the business will be perceived in a positive light, which can attract more high-quality candidates in the future.

Why Include Candidate Experience Surveys in the Hiring Process?

Measuring candidate experience is the key to efficient recruitment and later employee engagement and satisfaction. Businesses, especially the large ones, may think they get the best hiring process in place, but the fact is human resources management is an ever-changing landscape. Without constant refinement, you will soon be left behind in the competition of the “war for talent.” Even worse, poor recruitment experience may result in more damage to your business sales and revenue.

How come? The case study of Virgin Media – a household brand – taught us a lesson the hard way. Each year, Virgen Media fails approximately 150,000 candidates, and 18% of them are the company’s existing customers. There is nothing to say if the company did not lose millions of pounds when a number of its customers, also the rejected candidates, turned back and canceled contracts with the company in 2015. Sincere to say, a bad hiring process not only harms a company’s reputation in the eyes of its candidates but also repels customers.

Identify and Correct Pain Points within the Candidate Journey

60% of job seekers are likely to abandon the recruitment process halfway when they find it too time-consuming and more complex than necessary. This is an alert for all hiring managers to technically assess their current procedures as well as their recruitment best practices. By surveying candidates, you are able to identify the areas of improvement so that you can make the necessary changes to reduce the dropout rate and increase candidate satisfaction right from the application process to the whole selection process. In other words, candidate surveys give you the basics to refine your recruitment funnel after each interview. 

Boost Employer Brand

More than 80% of applicants would be willing to share their good candidate experience with their networks and peers. 82% of job seekers take employer brand and reputation into account, and 70.5% conduct their research into a company before submitting applications. Last but not least, 88% of candidates do not hesitate to re-apply for a company if they have a positive experience the first time.

This means a good candidate experience will reflect well on your company’s employer brand. On the flip side, poor recruitment experience may jeopardize it. Through candidate feedback, the hiring manager and team understand which key touch points make applicants have a positive perception of your company and which ones make them doubt their decision to work for you. This is the key to a successful Employer Value Proposition (EVP), greatly adding value to a strong employer brand. Keep in mind that a reputable employer brand can buy you advantages to attract top talent but also retain your top performers as well. 

Attract More Referrals 

Employee referral programs are one of the most effective recruiting strategies as they help you approach more potential talent who may not be actively seeking a new job. Candidates who have had great e experience during the recruitment process are more likely to refer someone they know to apply for an open position at your company, and so do your current employees. Survey results can help you identify the factors that turn candidates into promoters so that you can replicate those throughout your recruitment process. 

Optimize Time-to-Hire 

A positive candidate experience will result in lower time-to-hire as it will reduce the number of dropouts and increase the number of referrals. By using survey results to improve your recruitment process, you will be able to make it more efficient and save time on sourcing and screening qualified candidates. Additionally, you will also be able to make better hiring decisions as you will have an in-depth understanding of the skills and qualities your ideal candidate should possess compared to the entailments of the job description.

ROI on Your Recruitment Budget 

Conducting an experience survey for candidates can help you assess the return on investment (ROI) of your recruitment budget. By understanding which parts of your recruitment process work well and which ones need improvement, you can spend your resources on the areas that will give you the biggest ROI. For example, if you find out that most of your dropouts happen during the interview stage, you can invest in training your interviewers to help them deliver a better experience to candidates.

Reduce Turnover Rates

What’s the connection between candidates’ experience and the turnover rates here? Well, it all starts with the hiring process. If your recruitment funnel is not up to par, you will end up hiring the wrong people for the job, which will lead to a high turnover rate. On the other hand, if you’re able to deliver a great experience to candidates and hire the right people for the job, they are more likely to stay with your company for a longer period of time. By conducting regular candidate surveys, you can track any changes in turnover rates and identify the key areas that need improvement.

It’s Free

Why candidate surveys? Why not? Conducting a candidate survey is a win-win situation for both employers and job seekers. You can learn about the true feelings of your candidates and optimize how you are recruiting, and it is completely free of charge. Currently, there are a lot of online tools that enable users to create surveys easily for free. Google Forms is the most commonly used if you ask.

bravoSURVEYS – The Easiest Way to Craft a Great Candidate Experience Survey

Exceeding your expectations for a survey tool, bravoSURVEYS is a one-stop software for survey creation and customization. bravoSURVEYS does more than only craft a basic survey with questions and answers. It simplifies the features to the fullest to ensure users can build their customized surveys effortlessly. Also, beautiful designs and clear UI/UX make surveys easier for both surveyors and respondents.

Another advantage of bravoSURVEYS over other tools is the speed. This tool can help you build surveys in a flash and get results analyzed in minutes, collecting actionable data and high-quality information. More than only candidate experience, bravoSURVEYS facilitates surveying in any kind of field (education, healthcare, e-commerce, etc.) and serves any purpose, ranging from customer satisfaction, HR communication, and market research to marketing activities and more. All you need to do is to come up with a list of insightful candidate experience survey questions and get started. A little tip for a winning candidate survey is to combine open-ended questions and closed questions wisely to encourage respondents to speak their honest opinions. If you want “bravo surveys,” use bravoSURVEYS!

It’s no exaggeration to say that human resources are the backbone that can make or break a business or organization. The HR department takes care of everything related to “Humans” in a company, from hiring the right talents to training newbies, retaining people, and ensuring employee engagement.

No matter your company’s size, there are many things HR staff need to manage at a time. One of the most essential duties comes to reporting. You need to collect and analyze recruitment, engagement, and hiring data to have a big picture of your human capital.

However, manually creating HR charts, graphs, and diagrams using spreadsheets tires HR staff. There would be no problem with one or two reports. But imagine you have numerous types of reports to do, it’d be a nightmare.

Fortunately, you have the bravoINSIGHTS software at hand! The tool frees HR officers from manual work by combining data and exporting powerful HR reports without any hassle.

In this article, we’ll center on how to use bravoINSIGHTS, to generate HR reports. Before that, it’s of indispensable necessity for you to go through the definition of HR reporting, its importance, and the types of reports.

What Are HR Reporting and Why It Is Important?

As the name indicates, HR reporting refers to the process of tracking and presenting key statistics, insights, and metrics related to human resources. This practice allows companies to analyze critical data about the business, employees, and the workforce to improve working performance as well as recruiting procedures.

Several reasons can motivate you to create HR reports. You’re able to spot trends, identify strengths and weaknesses, and develop action plans to enhance operation and productivity.

Reports help quickly visualize how the team is doing and point out where the problems come from too. For example, by studying the recruiting information, HR Managers can pinpoint which stages are having problems, for example, job posting, interviewing, or CV screening. Then they can quickly find solutions for these issues.

HR reports also give you a helping hand in evaluating employee and labor market trends so you can improve the decision-making processes.

5 Significant HR Reports Generated by bravoINSIGHTS

There are a plethora of reports that bravoINSIGHTS enables you to create. The most vital ones are Employee Information (or Diversity), Recruitment, Turnover and Retention, Engagement, and Attendance and Absenteeism reports.

Employee Information (Diversity) Report

Employee Information, also known as Diversity, turns out to be the most common but fundamental type of HR report that bravoINSIGHTS can offer. It consists of employees’ basic personal information such as demographics, revenue, gender, interests, preference, and many other things.

A team can’t contain people of similar characteristics or coming from the same hometown only. This critical data draw a big picture of employee diversity in your company. Based on that report, you can balance the variety among teams to build a strong company culture.

It’s possible for you to gather employees’ interests and preferences via the bravoGROWTH app and export them to reports. HR and employers can explore their people’s true motivation and drive to develop the right career path for them.

Recruitment Report

Recruitment reports give HRs a central view of all the information involved in the recruiting process, for instance, the hiring results, the average time to hire, or the costs per hire. You can base on that to quickly understand what it’s going on with the hiring process, figure out the challenges the department is facing, and propose solutions to optimize the recruiting strategies.

One interesting thing is that the information to generate this kind of report is available in our barvoTALENT app. We keep track of every step in the recruitment activity, from open positions and numbers of applications to candidate information.

Turnover and Retention Report

US Bureau of Labor Statistics reported more than 57% of the US labor turnover in 2020. It’s proved that 40% of Gen Zers would walk away from their jobs within two years.

Turnover and retention rates spell out the stability of your organization. Not only do they reduce costs, but these figures also build trust in the newbies. Plus, each turnover case costs your business about 30% of that position’s annual salary. You have to pay for hiring new people and the fee for training them.

Employee engagement should always be the priority for retaining people and reducing turnover. Our bravoSURVEYS tool makes it easy for you to design customized surveys and gather information about employee satisfaction. You’re enabled to collect different types of information via surveys, from the number of people who have left their positions, their reasons, the costs associated, and how to retain them.

You can later on export these surveys to reports via our bravoINSIGHTS. The tool will analyze the info to spot internal issues and predict employee turnover patterns. This dramatically helps improve satisfaction and retention rates.

Engagement Report

Employee engagement is a concept that attempts to strengthen the relationship and connection between your organization and the employees. As we mentioned before, the higher levels of engagement, the better the retention rate, resulting in more loyal customers.

bravoSURVEYS does wonders for collecting insights into company culture along with what you can do engage team members via strategic Human Resource surveys. This information will be presented in clear and concise reports generated by bravoINSIGHTS with just a few clicks.

Attendance and Absenteeism Report

Attendance influences employee productivity directly. That’s why HR must record and keep track of employees’ absenteeism to avoid lawsuits and ensure a happy workforce.

Attendance and absenteeism reports allow you to manage absence along with overtime hours with ease. You’re able to visualize the employee duty, such as who is present or absent, their working days, check-in/out time, breaks/meal times, and overtime hours. This ensures each employee will be paid accurately.

On top of that, proper attendance tracking helps forecast the average cost of each absence which you can count as sick pay or even a loss in productivity.

Create Standard HR Reports with bravoINSIGHTS

HR reports are taken on increased importance to determine your organization’s challenges and keep the company more organized and productive. With the help of bravoINSIGHTS software, you can explore the company’s data’s potential and make critical decisions on hiring, engaging, and retaining talents in the future.

bravoINSIGHTS is preferred for its easy-to-use features to create reports and transform the way HR operates in your company. The tool frees HR managers from manually collecting data using spreadsheets so that you can export data within seconds.

There are different data visualization our bravoINSIGHTS can create, depending on the report you plan to generate and the input data, ranging from columns to bars, pie, areas, percentages, and more. What’re you waiting for? Let bravoINSIGHTS automate your HR reports now!

Both surveys and questionnaires are commonly used as support tools for research in various areas, and they serve the common goal, which is to eventually gather data from a target group of people. “So, are they the same thing?” Good question! But actually, they are not. Since surveys and questionnaires are often wrongly interchangeable, we will provide you with an overview of each and show you how they differ in this article. Let’s get to know how they are defined first.  

What Is a Questionnaire?  

A questionnaire is a research instrument featuring a series of questions and other prompts to collect information and insights from individual respondents. Normally, questionnaires can be used to collect both quantitative and qualitative data, although they are more commonly associated with qualitative research.  

Questionnaires can be separated into two types: Structured and unstructured. The structured questionnaires aim to narrow down the answers by asking closed-ended questions, while the unstructured ones are more flexible and enable respondents to put more thought into their answers. It is up to the specific purpose of conducting questionnaires to decide which type to choose and which methods to carry out research, such as via mail, online, or in person. A questionnaire is often an integral part of a survey.  

What Is a Survey?  

A survey refers to a combination of different data collection methods and processes used to gather and analyze data from a predefined group of respondents. Like questionnaires, surveys can be done to gather both quantitative and qualitative data, but a survey is more into quantitative purpose. Usually, a survey is administered by the researchers instead of self-administering as in questionnaires.   

The ultimate goal of surveys is to get to know the target respondents in terms of their opinions, perceptions, and behaviors toward specific topics or interests and leverage the information and insights to serve the purpose of statistical analysis and forecasting. Surveys can be conducted through different modes such as written questionnaires, telephone interviews, face-to-face interviews, or online forms. 

The Key Difference Between Questionnaires & Surveys – A Detailed Comparison  

In order not to confuse you further with the likenesses between a survey and a questionnaire, we will not repeat the similarities. Instead, we outline their primary differences in a side-by-side comparison:  

• Above all, they are different in nature. When a questionnaire is a research instrument for collecting data from individuals, a survey is a research method for data collection and analysis that encompasses an instrument such as the questionnaire.   
• A survey always includes a questionnaire, but not vice versa.  
• One more thing making them easier to distinguish is that questionnaires are more concentrated on qualitative research while surveys are on the contrary.  
• The time frame for doing a questionnaire is far shorter than a survey.   
• There is also a clear difference in cost. Since a questionnaire is simpler and easier to conduct, it is more cost-efficient. On the other hand, a survey requires more time and more complicated processes and methods, so it is more costly.  

• Surveys aim at higher purposes than questionnaires, so they are more flexible in the questions answers in order to gather more comprehensive answers for further analysis and forecast. Although questionnaires can feature both open-ended and closed-ended questions, too, they are more into the closed ones. This narrows the outcomes of a questionnaire and makes it less flexible for further exploitation.  

And those are all things that make a survey different from a questionnaire. Through this comparison, we expect that you will be able to tell them apart and use them flexibly and wisely in your research.

When to Use Surveys & Questionnaires  

Certainly, surveys and questionnaires are different in multiple aspects, and so are their use cases. There will be no fixed use cases for them, but you can decide when to use each based on the ideas behind the research you are about to conduct.   

Even though surveys are more comprehensive, a stand-alone questionnaire proves to be a logical option in some cases. In general, questionnaires should be used when you strive to gather data in terms of personal opinions, perceptions, or attitudes from individuals for specific purposes, such as:  

• Get customer feedback on your products or services.  
• Test how customers react to a new product or service.  
• Gather opinions about current affairs or social issues.  
• Screen job applicants.  
• Collect data for academic research.  

• Etc.  

Meanwhile, surveys are more suitable for those who are striving to conduct complete research on something and require information and insights from target groups of people to analyze and make inferences. Let’s look at some examples of situations using surveys:  

• Need to compile data on the opinions, behaviors, and perceptions of a large number of people.  
• Gather insights to forecast the upcoming trends.  
• Measure customer satisfaction at a higher level.  

• Evaluate the success of a marketing campaign.  
• Conduct exit talks.  
• Measure brand awareness.  
• Etc. 

What Do Surveys & Questionnaires Mean for HR Management Strategy?  

In the area of HR management, surveys and questionnaires play a vital role. They are necessary tools utilized for a great variety of purposes ranging from screening job applicants, assessing employee engagement, employee experience, and satisfaction, measuring the performance of training courses, onboarding procedures, and many other things. After studying the responses from employees through surveys or questionnaires, employers will have enough statistics and insights to assess their current HR strategies to decide where to maintain, where to improve, and where to make changes.   

No matter if you are going to conduct a stand-alone questionnaire or a survey, bravoSURVEYS can empower you to the fullest. This is one of the four core features of bravoSUITE that enables you to quickly and easily craft an engaging, customized survey to gather influential data that drives the growth and sustainability of your organization. Now that you know the differences between surveys and questionnaires and also have the right tool to create one with ease. Let’s give it a try now.   

 

Employers are constantly looking for new and innovative ways to improve their businesses. One way that some companies are doing this is by using employee personality testing. While some have strong faith in the positive effects employee personality tests can bring, some others remain unsure. Therefore, this blog post will discuss what employers need to know about employee personality testing, including its definition and some critical reasons why businesses should implement employee personality tests in their organizations.

What is an Employment Personality Test?

Employee personality testing is a process of assessing the personality characteristics of employees. This can be done through interviews, questionnaires, or other methods, more specifically called employee personality tests (EPT).

Also known as employment personality tests, EPT typically consists of a number of short multiple-choice questions which are used to analyze your personality. Employee personality tests use a psychological approach to measure and predict how suitable you are for different types of careers. They look at your behavioral style and offer insight into the types of careers that may suit you best, based on how others perceive your behavior. You can take employee assessments online or at a workstation.

About the purpose, employment personality tests are, as the name suggests, designed to assess your personality and then provide information on suitable careers that match your personality. The idea is that someone who scores well in a particular area would therefore be well suited to a job where their traits were required. For example, an “extroverted” person might be suited to a sales position because they are likely to enjoy the social interaction coming with it. The tests do not look at skills or experience but focus purely on personality type.

Why Shouldn’t Employers Underate Employee Personality Testing?

Personality tests provide several benefits for businesses when it comes to hiring and managing employees. These tests provide accurate and reliable information about whether a job candidate is the best fit for the position and possible career paths within an organization. With this in mind, here are some of the specific benefits that employee personality testing can provide:

Help Match Job Demands with Candidate Capabilities

Personality assessments provide information about a candidate’s preferred skills, abilities, and interests, as well as their potential career paths. This allows employers to learn which job demands will match the capabilities of a given candidate. When used correctly, this can reduce turnover and increase employee satisfaction and effectiveness because employees are able to work in a position that best utilizes their skills and interests. By reducing turnover, organizations can boost productivity and save money otherwise spent on employee training.

Help New Employees Get Up to the Speed Faster

Personality assessments can help new hires get up to speed faster because they will understand more clearly how they fit into the organizational culture and what they can do to be more effective on the job. These assessments can help employees learn about what their strengths and weaknesses lie and how they prefer to interact with others so that they can better understand how to perform in the organization.

Reduce Turnover

Turnover is expensive for any organization, but personality assessments can help reduce turnover rates. When employees feel better matched to their job duties and have a better understanding of how they can be most effective, it’s easier for them to adapt to the organization’s culture and become more productive on the job. This increases employee satisfaction and reduces turnover rates because employees are more likely to stay with an organization when they understand what they need to do to be successful.

Help Manage Conflicts

Personality assessments can help employers manage conflict because employees can better understand their coworkers and what triggers disharmony in the work environment. For example, an employee may have a high need for achievement, but a coworker may have a low demand for achievement – creating tension between the two employees that can reduce productivity if left unresolved. With personality assessments, employers can learn about these types of issues and help employees find ways to work together better to be more productive overall.

Boost Productivity

Employees are able to do their best work when they are in positions that match their skills, abilities, interests, and values. When these elements are well-matched, employees feel more motivated to do their jobs and are able to work with greater focus because they enjoy the work they’re doing. This leads to increased productivity, increased engagement, increased job satisfaction, and lower turnover rates.

Provides Valuable Feedback for Performance Reviews

Employee personality testing can provide valuable feedback for performance reviews by giving employers insights into how employees are likely to function in different types of job situations. This can make performance reviews more accurate and reliable because employers will have concrete information about what behaviors are most effective in which cases. The information gained from personality assessments can help employees be more successful on the job, making them more satisfied with their work and less likely to leave.

Create a Harmonious Workplace

Personality tests can create a more harmonious workplace by allowing employers to better understand how employees are likely to behave in different situations and work best with others based on their individual personalities. This enhances the employer-employee relationship, which makes employees happier and more satisfied with their jobs, and also increases productivity and improves organizational culture.

Foster Diversity Awareness and Cultural Competence

Organizations that use employee personality tests can foster diversity awareness and cultural competence because it allows employers to better understand how different cultures interact with one another. This leads to greater understanding between employees of different cultural backgrounds, which makes the work environment more harmonious and productive.

Identify the Underlying Causes of Performance Issues

Personality tests can identify the underlying causes of performance issues, which allows employers to take action in real-time when employees are struggling because they don’t fit well with their job or team members. This increases organizational effectiveness by making it easier for managers to recognize problems that can impact the organization and provide support before issues become serious or costly.

Increase Insight into Employee Strengths and Weaknesses

Employee strengths and weaknesses are often challenging to discern when managers rely on feedback they’ve received from other employees because it can be biased, vague, or misleading. Personality assessments give employers more accurate information by evaluating employees based on reliable measures that are not influenced or affected by other group members. This increases managers’ understanding of their employees, which leads to better hiring decisions, greater success rates in performance management, and improved team management overall.

Top 7 Optimal Employee Personality Testing Methods Employers Must Know

Are we clear and persuasive enough about the vital role of an employee personality test in business management? If yes, then you should consider seeking the most appropriate option of employee personality test for your business based on your needs. Currently, there are plenty of personality tests used for HR management with various features and different levels of quality. Here, we filter some of the most common ones for you to consider:

bravoGROWTH

This is one of the four core features bravoSUITE provides. bravoGROWTH is a personal reflection testing tool that enables both employers and employees to explore the true potential, motivation, and drive of a candidate. This employee personality test is developed based on RIASEC and MBTI testing methods. In addition, the test is built with advanced matching software by bravoSUITE. With this testing tool, employers can precisely assess their employees to explore true strengths and assign them to suitable positions. Moreover, it is such a big help for the HR department to evaluate the potential candidates and make better hiring decisions. On the other hand, bravoGROWTH’s personality tests are also beneficial for employees in self-reflection and career direction. 

The Caliper Profile

The Caliper Profile is a well-known personality test, which is used by almost all employers across the globe. It consists of a set of tests that are specially designed to measure your intelligence and personality traits. These intelligence and personality traits decide how smart you are as an individual, along with how you behave with other people. The test also measures your ability to handle stress.

Predictive Index (PI) Behavioural Assessment

The Predictive Index (PI) Behavioural Assessment is basically a test that measures and predicts your emotional intelligence and your potential to perform in the work environment. It also gives insights into how you would handle working with others, what are your personality traits apart from just being intelligent, how well do you handle stress at the workplace, etc.

Myers-Briggs Type Indicator (MBTI)

The Myers-Briggs Type Indicator (MBTI) is a test that assesses your psychological preferences and is based on the work of Carl Jung. It basically gives insights into how you perceive and think and how you look at the world around you. This helps an employer understand how work would need to be approached for certain individuals and what kind of culture they would need to adopt in order to motivate them.

DISC Assessment

The DISC Assessment is a test that measures your behavior, what motivates you to act the way you do and how you deal with other people. It gives employers insights into which situations would motivate certain individuals and how they will react to them; for example, if an employee tends to be highly motivated by status or money, this test would make it clear to the employer what they can do to motivate that person.

Situational Judgment Test (SJT)

Unlike other tests, which are more focused on measuring your potential, the Situational Judgment Test (SJT) is all about measuring you as a whole. It tells an employer how good you are at making decisions based on certain situations that they set up for you. By asking questions related to day-to-day work life, it depicts what kind of a decision-maker you are and how good you would be at the job.

The SHL Occupational Personality Questionnaire

The SHL Occupational Personality Questionnaire is designed to measure your behavior and how you would be in the workplace. It tries to find out what motivates certain individuals, what kind of environments they prefer working in, etc. It also tells an employer about specific personality traits for different jobs; for example, it tests traits like creativity, leadership qualities, etc. to determine whether an individual would be a good fit for the job or not.

Conclusion

In a nutshell, an employee personality test is a questionnaire designed to reveal information on the mood and attitude of a person in a certain situation. It does this by assessing your thinking style, behavioral traits, emotional intelligence, and/or personal preferences. A good test will be able to accurately measure these factors so that employers can make well-informed decisions when it comes to hiring and promoting employees. With the information covered in this article, we expect that you can understand the role of employee personality testing within your organization and come up with the right choice for your workplace.

1. Short and Concrete

How many surveys do you run into in A SINGLE DAY? A lot. So people will not have time for long, boring, distracting surveys. Make your questions short and concrete – meaning – stop beating around the bush! You do not need to ask how their day is going nor if they are having a good time, do not waste your questions. Only ask if necessary, and keep it short and straight to the point.

2. Use Active Voice

Which means, stop with the passive voice unless necessary! If your questions are confusing, you get inaccurate answers, so start asking your questions in a CLEAR way. “Did you receive the right order?” sounds much better than “Was the right order delivered to you?”, so keep it that way.

3. One Question at a Time

“Do you think your salary is good enough and will you get married if you get a raise and how many babies will you have?” Big no no. To have a clear question, it is vital to have only ONE main point. Split your question into questions if you have more than one main idea needing to be answered. It makes the options for your answer less vague and the information collected much more solid.

4. Don’t Try to Lead your Respondents

Use neutral questions. You want their honest opinions, and that means choosing the right questions for non-biased answers. “Do you think Global Warming should be neglected?” and “Should we concentrate all our attention to Global Warming instead of every other issue going on?” will get very different responses.

5. Use Scaling for more Accurate Answers

Have you ever tried a dish that is not amazing, but is not bad nor plain either? Exactly. Not every thing is simply good or bad, or average. Scale your options well to get the most accurate results from your respondents. We offer many different scaling options, so why not use them to their utmost potential?

6. Yes/No Questions limit your result potential

Yes/No questions might be convenient and fast, but they lack depth. Do you like our service? Maybe it is not horrible, but it is not the most amazing service either? You are cutting your respondents’ choices short with these questions, and you will get rather shallow results with not much space to improve. Try out our amazing options for question types and collect richer and more in depth data.

7. Logical Structure

“Do you like Blue?” “How many Grapes do you think should be able to fit in one Bowl?” – have a logical order for your questions! In a way, your respondents should be able to expect the next question, and there should be a smooth flow to your questionnaire. This also helps keeping you on track with the questions as well as keeping your respondents’ focus. If they stop for a second out of confusion, you risk losing their precious attention span.

8. Consider your Audience

Who is your target audience? Is your language appropriate? Are they interested in certain topics? How to keep their focus? What would they gain by providing you their answers? These questions hold a significant role in creating the perfect survey, and should never be ignored. If you speak their language, they will speak yours.

9. Make Sure it’s Mobile Friendly

Let’s keep up with the technology. People spend hours on their phones per day, and you should make sure that your survey is Mobile-Friendly. By not paying attention to the Mobile platform, you are losing out on a huge amount of important and valuable data and information. Fortunately for you, our Mobile Preview can take care of this!

10. Do a Test Drive before Going Live

Get people including yourself to try the survey before sending it out. Small mistakes can be made unintentionally, and testing your own survey helps making sure that it is foolproof and appealing to your target audience. Over-prepared is always better than under-prepared for success.

• Is there a reason why different organisations compete so severely to be rated best employer by the people working for them?
• Is Employer Branding important? Why?
• What makes a candidate apply for a position at a particular company and not another?
• How an employee decides to refer a friend for a job at the company they are currently working or used to be working?

The answer of all of these questions is very simple – the quality of the Employee Experience at a certain organisation. The better it is, the more successful the Employer Branding becomes, which in simple terms means the employer’s reputation and image become flawless. A highly rated company attracts more bright talent, which in turn increases efficiency and ultimately leads to business growth.

bravoSURVEYS is the tool to help you understand the quality of your Employee Experience and guide you through the creation and establishment of successful strategies of employee engagement, retention and efficiency.

Employee engagement vs employee experience

The common definition of Employee Engagements speaks about it as a workplace approach, ultimately leading to the optimal conditions in an organisation, in which employees are motivated, committed and happy to give their best for the company’s development and growth.

bravoSURVEYS adds a different, more personalised to each business meaning of that term. Today’s job market is highly competitive on both sides. This means that not only employers are looking for the most skillful and knowledgeable candidates, but also individuals are looking for the best employer. The power of the workforce over your business is just as significant as the one of the customers. Unsatisfied or disengaged employee can decide to walk away at any point, putting your organisation in an undesirable position. This is exactly the reason why it is essential for you as an employer to find out what do your staff value in a job and address it appropriately. bravoSURVEYS can help you realise what do your employees really care about. Most often it is not just the money.

Another way in which our survey software benefits your organisation is by assisting you in finding ways to empower the people who work for you. It is a crucial part of Employee Engagement, because a member of staff who is allowed to participate in the decision-making process to a certain extend or is given confidence about their authority in the company builds a stronger bond with the organisation and its values and goals. bravoSURVEYS provides you with the tools to treat your employees like you do with your customers. Customer satisfaction and employee satisfaction are equally vital segments of the success of your business.

Employee experience – a direct tie to employee engagement

In the recent year many review websites have emerged and become popular, due to the fact they give a platform to employees to voice their opinion about their current or previous workplace and share their experience there with other jobseekers. As much as this is great if you have fantastic employee engagement levels, it can also turn out to be terrible if you have some unhappy members of staff, whose attitudes and feelings you missed to pick up on time. Why risk your business reputation when you can give your employees the opportunity to talk about their needs and wants and likes and dislikes in the workplace? bravoSURVEYS is designed to do exactly that by distributing useful and friendly surveys to workers in a confidential and safe environment, away from the public eyes.

A positive Employee Experience is the very foundation of a high level Employee Engagement. On the other hand, negative employee experience serves as a learning tool for the company management to change certain things and make improvements on the technology, physical environment and space, and the culture of the company itself. An employer who wants to be listed among the best, would strive to provide all favourable conditions to inspire more talented professionals to join.

The power of employee experience

In order to see the outcomes of Employee Experience there are a number of activities and processes that need to be performed on daily basis from different departments in an organisation. For example, the Leadership and Management of the company have to monitor and analyse employee behaviours and actions. In addition, the HR department should adopt workplace practices, which encourage positive co-worker relationships, trust in the organisation, meaningful career progression, recognition and appraisal, empowerment, freedom of expressing one’s voice in the company, and good work-life balance.

When all these are in place, the Employee Experience will be measured by 5 major components:

• Belonging – Does your employee feel part of the team, the department or the organisation?
• Purpose – Does your employee understand why their work matters to the company?
• Achievement – Does your employee feel accomplished when they have completed all of their work within deadline and in good quality?
• Happiness – Is your employee happy to come to work every day?
• Vigour – Does your employee feel excited, energised and full of enthusiasm at their workplace?

Positive answers to these 5 questions will bring higher level of quality work performance, discretionary effort and retention, which are the outcomes of your Employee Experience. Respectively, negative answers will lead to negative outcomes.

How to create a positive employee experience?

Times are changing and so are the priorities and values of the working professionals. More and more employees nowadays are more interested in their purpose in the workplace and how much their contribution is valued, rather than the salary figure. Of course, everyone would like a good remuneration for their time and efforts, but the opportunity for development and growth in a company, as well as an inspiring and motivating manager, who comes across as a coach instead of a dictator, are certainly job aspects that have a lot of weight in the decision of what organisation individuals want to work for. The mindset of workers is now shifting from one set of values to another:

• My salary -> My purpose
• My satisfaction -> My development
• My boss -> My coach
• My annual review -> My ongoing conversations
• My weakness -> My strengths
• My job -> My life

The leaders of an organisation are those who play a critical role into the Employee Experience. They create the jobs, as well as the future opportunities for their staff. An outstanding employer can identify a problem within the way their organisation treats the employees and implement changes to respond to that issue and eventually have a positive Employee Experience as a result.

Employee experience influencers

Surely investment is vital for achieving the desired results. There are 5 areas in the workplace that are major influencers of Employee Experience and every good employer should be paying special attention to all of them.

Corporate learning and development

Several new research reports, including the one done by Gallup, show that the new generation workers, and more specifically, the millennials see available training and development opportunities in the workplace as part of the benefits package.

Employees become more attached to the company when it is evident that the organisation is spending time and resources to provide training to the staff that is in relation to their interest and potential career progression. Making access to such development opportunities easy for everyone increases even more the satisfaction of the working individual and their motivation to do better for the sake of the company’s growth.

Two-way ongoing conversations

It is not only in the interest of the employee to have constant engaging conversations with the leadership about the workplace and scope of the work. In fact, this two-way regular communication benefits the employer a great deal. This way, a manager or a business owner can hear constant and current feedback from the employers and therefore react quickly if there’s an issue that needs to be addressed. It is much more effective than annual performance reviews and brings more positive results in the Employee Experience.

Technology standards

If your employees are generally young people, before the age of 50, they would have high expectations of the technology that’s put in place in the organisation and mainly in and around their desk. Most of these people are tech savvy and used to dealing with digital devices all the time. They would expect the same from the company they are working for.

Investing in the proper and up-to-date technology will not only improve your Employee Experience, but it will also increase the overall productivity. A fantastic way to save time and make optimal use of all the talent in your organisation is by introducing collaboration tools, which teams of employees use on various projects or day-to-day tasks. Cloud-based applications and storage give you a peace of mind that an important file won’t be lost if there’s a technical fault in one or more computers. Not to mention all the time you could free up for your employees by introducing automation for certain processes. They could use that time for development or brainstorming, ultimately leading to innovation in the business.

Culture, vision and employer brand

Employees want to work for organisations that share their personal core values and have a spotless reputation. For this to be achieved, there has to be clear and continuous communication between the main leadership and all staff, and transparency to show that the employer is truly acting on their company values. Employees must feel included in all processes that affect the representation of the organisation’s vision and culture.

Agile workplace

The modern world is extremely fast-paced. Everyone’s life is incredibly busy and this means a good workplace must be agile and flexible to accommodate the needs of its employees. Making your systems accessible at any time, from any device and location, and introducing self-managed learning courses as part of training and development programmes, will make your employees happier and less stress, resulting in them having a positive Employee Experience.

The solution is available

Your Employee Engagement will be highly influenced by the Employee Experience, but the great news is you can be in control of both by using bravoSURVEYS.

Thanks to the powerful features of bravoSURVEYS you can create surveys to find out and analyse the current state of your Employee Experience. The questions will be grouped into the 5 main components we listed above (belonging, purpose, achievement, happiness, vigour) to help you measure your outcomes easily.

Use our software to create outstanding experiences right from the interview to the farewell party. There are automated employee surveys for every work cycle milestone, designed to keep in touch with the moods and feelings of your employees at any stage of their stay in your organisation.

With bravoSURVEYS you can create opportunities for reflection and feedback at every employee milestone. This is the way to encourage meaningful one-on-one conversations with value to both the employee and the employer.

bravoSURVEYS helps you understand the journey. Find out why people want to join your organisation and what are their triggers for leaving. Explore and compare perspectives from different demographics and identify arising issues in need of attention.

Collecting data and analysing it to create effective strategies has never been easier with bravoSURVEYS. You can now find out how your organisation attracts, motivates, develops and retains staff. Your findings can be linked to data of employee performance and retention by departments, and by different time scale, such as from a month to a year.

When your employees are more satisfied, they decide to stay longer at your company and put more efforts to increase productivity and provide better customer service. If you put the same effort for Employee Experience as you do for Customer Experience, your organisation will enjoy a thriving and effective work environment, directly and positively affecting the growth of your business.

There are many ways for customers to interact with your company. Online, face-to-face, over the phone, reading blog posts, print advertisement, billboards, radio advertisements, search engine results – the list could go on forever. With so many avenues to explore, how do you know what’s suitable for your business?

Over the past 10 years, customer engagement has become more complex and sophisticated. This has resulted in new methods of customer engagement… but not without a lot of trial and error.

This is no more evident than the online world. For example, while website banners or pop-ups are considered a nuisance, many people have lightened up to the idea of location-based suggestions via smartphone apps. Understanding the benefits of these customer engagements is important to measuring the success of your own marketing strategy.

But first, what exactly defines customer engagement?

What is customer engagement?

In a broad sense, customer engagement encompasses all the ways a company interacts with their consumers. The primary goal of customer engagement is to start a relationship and develop it through various methods.

Successful customer engagement typically results in some kind of investment on the customer’s behalf, whether that be a sale, responding with an enquiry or sharing a positive company experience with other people.

This kind of relationship can be as direct or indirect as you like. This depends on the habits of your target market and the distribution channels they regularly engage with. Something as simple as leaving a customer review, or talking about your company in a Twitter post may not seem like “traditional” marketing approaches – but if it’s relevant to your customers, then you should be listening to them.

But how do we measure the success of these approaches?

Measuring success of customer engagement

To do this, establish a Customer Engagement Council (or Customer Management team). This typically involves a group of people representing different departments within your company, such as marketing, sales, communications and product management.

Determine your vision for engaging with your customers. What is your primary goal? How can you satisfy your customer needs in some way? What kind of relationship do you want to establish?

To answer these questions, you need to perform market research and learn about your target audience. Whether you do this online or face-to-face is up to you – sometimes a combination of both can yield the most accurate results. You can create an online survey to share with your social media followers, or perhaps survey people in your local area.

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This information will influence a whole range of decisions your business will make. Here are some useful aspects to consider when learning more about your customers:

How to increase customer engagement

By establishing a Customer Engagement Council, each team member can focus on their department and report back with useful ideas and information. When you’ve learnt enough about the kind of distribution channels and interactions your customers prefer, you can start acting upon these ideas.

Familiarise yourself with each kind of customer engagement

Create a map outlining each kind of customer engagement to form a journey. Where will their journey start and where will it take them? This is a great way to find out what your customers find frustrating, and what leads them to positive outcomes. It’s important to keep in mind customer-orientated goals for this exercise. By understanding this first, then you can decide how to turn these into business-orientated goals.

Monitor each form of customer engagement

Whether it be retail stores or face-to-face, call centers, social media presence or promoting your company in publications – collect data from each of these engagement strategies. Find out which approach is increasing sales, customer enquiries or increasing brand awareness.

By relying on a consistent stream of information and metrics, you can accurately measure the success of each one. You can make adjustments to departments that aren’t satisfying the right needs. And you can focus on understanding why other methods are achieving better results.

Establish a plan of action

Once you’ve learned which strategies are working for you; encourage some form of action. Whether you’re trying to increase sales, generate word-of-mouth, increase customer enquiries or spread awareness – it’s important you generate some kind of response from your customers.

One way to encourage a call-to-action is by giving consumers a time limit. For example, promote a sale for a particular product by emphasizing the deadline (‘Sale ends TOMORROW. Don’t miss out before it’s too late!’).

No matter which approach you take, be sure to encourage some kind of action – one that ties in with your customer and business-orientated goals.

Drive consumers to other areas of interest

This means directing your customers to places where other people are – or vice versa. Some examples include: promoting your own content on an affiliate website you’ve partnered with, or encouraging customers to discuss your company on an online review site.

It’s important to remember that your company has to provide a positive experience, or something of value first, before taking this approach. After all, you don’t have control over what is said about your company. So make sure you have something to offer first!