Does Engagement Belong to HR Departments or Business Managers?
In the fast-paced world of London recruitment, particularly within the EA, PA, and administration sectors, the debate over who should own employee engagement—HR departments or business managers—remains a hot topic. We’ve all heard it’s a candidate-driven market right now, but for ‘first jobbers’ like me, the important distinctions between candidate attraction and employee engagement are still being heavily disguised.
After graduating from university this summer, I set out looking for a position in recruitment, and I was fortunate enough to receive several offers. During my interviews, I focused on what I presumed were the key factors: the industry, the size of the company, and of course, the salary. It’s great to look at a benefits package and see all the ways a company plans to keep you happy; it’s undeniably enticing. These are the attributes that initially attract candidates to become employees, but what engages employees once they are there? As a newcomer to the corporate world, I’ve quickly realized that well-being and benefits packages must consistently evolve to stay in line with trends, current market conditions, and people’s needs.
In the context of London recruitment, particularly for roles like EA, PA, and administrative positions, it's essential to encourage candidates and employees alike to ask about the strategies and initiatives a company offers to maintain engagement. These strategies uphold the values and cultures that initially attracted us to the role.
With hybrid working becoming the norm, companies can no longer rely on inconsistent onboarding processes and ad-hoc ‘team days’ as the standard for employee engagement. Especially as nearly a third of workers claim they would quit their job without another one lined up, it’s clear that engagement is crucial in retaining talent in today’s recruitment landscape.
Facts and Figures
A recent study found that 69 per cent of Gen Z candidates (those born after 1996) are more likely to apply for a role where diversity, equality, and inclusion (DE&I) are emphasised by a company. This emphasis is often what sparks initial interest in a role, particularly in the competitive London recruitment market for PA and EA positions. For a generation accustomed to instant communication, new policies and consistent communication on how a company is adapting to new challenges are just as critical.
An investment in training and performance reviews for managers on policies and initiatives is a good start to ensure everyone is on the same page, even if they are not physically in the office. This approach is particularly relevant in recruitment firms and administrative roles, where keeping teams aligned and engaged is key to success.
The Role of HR and Business Managers in Engagement
In an article by Korn Ferry, the topic of employee engagement was discussed in detail. If employee engagement is indeed a driver for success, then thanks to hybrid working, it is now more important than ever to focus on culture and wellbeing initiatives to drive engagement. The article suggested that “engagement does not belong to HR,” which got me thinking of the chicken and the egg idiom.
HR departments must create policies and initiatives and offer training on their DE&I procedures to guarantee employee engagement. Employers and employees must buy into those initiatives to enable change. But what comes first? Without the demand for such change, HR sees no true gain from introducing these initiatives, but without the initiatives, there will be no set path for company-wide change.
My interpretation of this is nuanced. Business managers, especially in the London recruitment scene, must understand the genuine wants of the changing working population. They need to be dedicated to investing both time and money in a People Function that will continuously adapt policies and procedures to mirror market trends, particularly for those in EA, PA, and administrative roles.
For more insights into the recruitment industry, particularly for EA, PA, and administration roles in London, please visit C&C’s website here.
To reach out to us for:
EA/PA, HR and Business Support recruitment –philippa@candcsearch.co.uk
Or for our keynotes, training, workshops, and group coaching –lucy@candcsearch.co.uk
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