As job growth continues to climb, Business Owners must consider how to hire key employees. What would it mean to your business if you were able to identify and hire more people like your best employees? Improved sales? Happier customers? Increased productivity? All of the above?

Employee profiling is a process that moves beyond the resume and assesses less visible indicators for potential success. Experts at TEG will detect these indicators which can be anything such as how well potential employees will interact with co-workers and clients, or the number of projects they will be able to manage simultaneously and effectively. After carefully putting the collected pieces of information together, an accurate picture of an ideal employee can be drawn to be used as a blueprint for hiring success.

Employees are also consumers, and thus should be offered their own, individual “shopping basket” of rewards and benefits. We segment the employees based on their geographic, demographic, psychographic and behavioral factors. Small, manageable number of segments can capture the diversity of groups of employee motivations within a company.

In a tough economy where the concept of all-size-fits-all is no longer working, vacancy of a position by attrition is basically vacancy of a knowledge-base. We are talking of Corporate SitzKrieg, where an employee may walk into the office any morning to place his resignation letter and walk off with the competitor – not just creating a vacancy, but taking some of the most vital knowledge quantum from the company to its competitor.

Employees can be scored for their likelihood of attrition. This information is used in conjunction with the expected lifetime value of the employee, to provide a continuous trade-off framework that can help an employer in deciding what offers to negotiate in a bid to retain the best.

"It is consistently found that organizations and managers get the best from employees when they do five things well: know them, grow them, inspire them, involve them and reward them. When these five principles are at the core of the work experience, there's no doubt that employees consistently give value-adding discretionary effort — and that directly impacts the organization's financial results."

TEG’s talent pool evaluation empowers a company with a capability to observe the employees at work through a new lens. Several matrices are developed to assess an employee’s potential. Attention paid to any unmatched cohort could result in a better utilization, role allocation and in turn, enhanced satisfaction of the workforce.

While satisfied employees are not necessarily loyal or loyal ones always satisfied, it cannot be denied that job satisfaction fuels loyalty. TEG has developed a litmus test to measure employee satisfaction, a score we call EEI (Employee Engagement Index). The drivers for this index can be clubbed as:

• The work itself, including opportunities for development
• Confidence and trust in leadership engagement
• Recognition and rewards
• Organizational communication

Employee satisfaction is the chief driver of productivity, profits, customer satisfaction and retention. With TEG’s expert advice, you can design a customized yardstick to monitor and control the satisfaction of the workforce.