It’s a relationship fraught with angst, frustration and grief, far too often, when in reality it needs to come down to active collaboration: Hiring Managers and Recruitment Agencies need to heed some important points for managing the relationship between them, before working together to achieve their goal. Net Recruit can’t stress this enough – when it comes to a successful recruitment partnership, effective communication is everything.
Take Your Time at the Start
The nature of the beast is often such that the Hiring Manager didn’t get to pick and choose when they had to take up the gauntlet of recruitment once more. To them recruitment is an evil that interferes with the real business of getting on with their job. The result is that it’s all too easy for them to contact a Recruitment Agency flying by the seat of their pants, desperate to pass the buck as quickly as possible.
Unfortunately, there are far too many Recruitment Agents out there willing to take the task, get a signature on the dotted line, and run with it. This is instead of using their skills to guide the Hiring Manager in to an understanding that they need to put in a little time and effort at this stage, in order to pay dividends (in terms of both time and money) in the long run.
The first contact between Hiring Manager and Recruitment Agent needs time. For the Hiring Manager they need to understand that whilst this isn’t the most desirable element of their job, it is an important one, and they must approach it as the essential task it is. For the Recruitment Agent they need to use this first round of communication as a chance to set expectations, and truly get to know and understand the needs and requirements. This is the time to dedicate to drafting an organised, specific, brief.
Speak One Another’s Language
Recruiters live and breathe recruitment. It’s all too easy to get lost in the jargon of the industry without taking the time to understand the language of the industry you’re recruiting for. The onus is on the Recruitment Agency here: get to know and understand the industry you are recruiting for as if it is your own. Then remove your Recruiter’s Jargon, and communicate on the same page. If it’s a seismic oil-exploration industry that is used to boats – and therefore calls it’s office-based teams ‘Crews’ – you do the same. If they are a theme park who call all their staff ‘Cast Members’ – you do the same. Remember as a Recruiter, you know your industry inside out, and the Hiring Manager knows theirs. But this is largely a one-way street, and the role of the Recruitment Agent to get on board with the right lingo.
Foster Trust in all Communications
On both sides, Recruitment Agents and Hiring Managers need to say what they mean and mean what they say. Stick to your word. If you say you’ll get back to the other side on Monday morning, you get back to them on Monday morning. Don’t make false promises that you can’t keep. For the Recruitment Agent this means don’t be unrealistic about the candidates you’ve got coming in, and for Hiring Managers this means not simply saying what the Recruitment Agent wants to hear to get them off your back. Remember, this is a collaboration, you’re both on the same side.
Hiring Managers – Be an Active Participant
Don’t simply sit back and wait for the best to come to you. Whilst your Recruitment Agent is employed to fill your vacancy, they can’t do it in the dark. If you want the best then you are going to have to be proactive in this partnership, and not simply reactive and always caught on the back foot. Say when is a good time to dedicate to the task, and then make yourself available. Importantly, for key elements of the process that rely on you, don’t become a bottleneck and your own worst enemy.
For some worthwhile data on how the communication and relationship between the Recruitment Agent and the Hiring Manager effects the overall outcome of the process, check out this study by the iCIMS Hire Expectations Institute. They analysed 400,000 jobs and surveyed 375 hiring managers and 600 recruiters to see where bottlenecks typically arise. They found that the average CV spends the longest time of all, 37% in total, sat with the Hiring Manager, longer than the interview stage even. Don’t be the bottleneck – this process is to benefit you.
Never Stop Communicating
The more open and frequent the communications, the more you collaborate together and understand each other. They needn’t be long communications, but regular time touching base and getting an understanding of where the other one is, is time well spent. This way you’re not wasting time trying to get up to speed each time you get in touch.
This approach is absolutely essential when it comes to feedback – on both sides. This facilitates a continuous improvement loop. If the Hiring Manager takes the time to explain the reasons a candidate wasn’t suitable, then the Recruitment Agent knows not to submit a similar candidate again. If the Recruitment Agent feeds back to the Hiring Manager that several good candidates are being put off by the Hiring Manager’s low salary offers, then this is valuable information for moving forward. This continual de-briefing process moves you along the recruitment channel towards your overall goal.
Finally, work on consistency in your communication. For each side to be able to trust the other, and for both sides to move seamlessly through the recruitment process, there must be consistency. It’s no good if one week the Hiring Manager is firing off emails to the Recruitment Agent a dozen times a day, and then the next is not contactable. This doesn’t facilitate trust and a productive recruitment environment.
Consider using some Recruiting Tools, such as the customisable ones from The Recruitment Toolbox , to facilitate a consistent approach to your recruitment.
With these tips incorporated into the relationship, you’ll be well on the way to improving communication between Hiring Managers and Recruitment Agencies in pursuit of your goal: fast, efficient, cost-effective recruitment.
The Christmas break is an important time for recruiters to review how they’ve done in the past year and to look forward to that all-important future. With employment levels rising and competition for jobs becoming slightly less drastic, standing out from the crowd is going to be the name of the game in 2016 with recruiters working hard to incorporate new technology, find the high performing candidates and deliver the top notch service that many businesses are looking for. To help you stay ahead of your competition, we’ve compiled a list of what we think will be the top recruitment trends in 2016.
If recruiters are going to find the right top performers for their clients in 2016 there is going to have to be a good deal of soul searching and measuring of outcomes. That’s going not only going to involve monitoring recruitment processes but how accepted candidates perform on the job and whether they succeed, fail or move quickly onto somewhere else. Weak hires that only benefit a company for a short while are going to impact on recruitment agencies particularly now that the market is becoming more buoyant. This may well involve working closely with the hiring managers of particular customers and ensuring that bad practice is eschewed for good that produces positive outcomes.
There’s no doubt that in 2016 recruiters are going to drill down deeper into how, where, when and why they choose their best candidates.
A More Scientific Approach
There has been a much bigger push by companies to be more diverse in their employment selection over the last couple of years which has led to some opting for CVs that have no evidence of sex, age, race or gender and for interviews that are carried out, for example, by telephone or even with the panel of judges keeping the backs to the candidates. Recruitment firms are also embracing this kind of procedure which is intended to get rid of any unconscious bias on the part of the interview or selection panel.
2016 will see more initiatives such as this as mainstream employers try to follow the tech industry and force a more diverse employment profile.
Being More Innovative
Finding the people who can innovate in the workplace is going to be a key concern for many businesses. It’s no longer simply desirable to hire a steady Eddie who can come in and get the day’s work done, many posts now rely on a significant amount of project management and thought creation that can help drive the company forward. Innovators are likely to be more demanding too, wanting tweaks to the job description and package before they agree to go and work for someone. That’s something recruiters will have to learn to cope with better.
Selling Clients Better
Finding the top talent around, at the right time for businesses who need it, has always been a big issue with recruitment agencies. 2016 could well be the time for many to go back to basics and ensure that the sales and recruitment skills of their own staff are up to the mark. With more jobs out there and plenty of well qualified candidates, it’s going to come down to who finds the right people more often for the right jobs. That means selling those potential opportunities much better.
Videos That Sell
While attracting high value candidates is going to be the name of the game this year, there are plenty of opportunities for recruiters to set out their potential offers in more dramatic and eye catching ways. One solution may well be the greater use of videos in recruitment, from slick, professionally produced adverts through to staff YouTube channels that show the day to day working of a company. We are more likely to click on a video upload than to click on a link nowadays and with smartphones practically a staple of modern life, top potential candidates can be reached in much more efficient and more interesting ways.
Adding Pep to Job Descriptions
Standardised and largely boring job descriptions may have to go out of the window if you are going to attract the best candidates and taking a fresh look at how you word things is likely to be important. They’re still going to need to be accurate, as misleading ads will generally lead to disappointment and a quick, unwanted turnover, but the crux of the matter is that recruiters need to engage and bring the benefits of each job out much better than in 2016.
Companies Must be Mobile
Everyone, let’s face it, is going mobile. If a top performer is working without the use of a smartphone, then something has to be seriously wrong. The number of job seekers who use mobile devices to enable their search for the ideal position is increasing, up to almost 50% at the moment. The vital thing here is that the phone is always with them and if you want to have the best opportunity for engaging and bringing them on board, your systems need to be ultra-mobile friendly. This may well be a case of investing more money in IT infrastructure over the coming year but the expenditure will be well worth it.
The early bird catches the worm and nowhere is this more obvious than in the recruiting business. The top performers are hot property and if you want to get them then you have to work fast, close them down and convince them of your credentials before anyone else moves in. You may think that you are offering a candidate the best deal on the market but they are not going to wait for ever. Sometimes they are not even willing to wait a week. Top performers tend to make quick decisions and if you are delaying for any reason then it can hamper your chances of sealing the deal.
This year many recruitment agencies will be looking to speed up their processes. While this may prove difficult with a number of larger companies who have their own processes to go through, recruiters will need to impress on the need to fast track when it comes to the top candidates.
Faster working, more mobile friendly approaches, better measurement and a selection approach that meets diversity issues are all in the frame for this new year. While you may be thinking that you will get round to some of these changes in the near future, your competitors could be implementing the strategies that work right this minute.
As it is often perceived, the recruitment process doesn’t always have to be bland and regimented. In all areas of life, a well-designed poster can vastly improve the effectiveness of it’s intended purpose. This also applies to the hiring process and a well-designed candidate attraction poster can be the difference when appealing to the next company superstar.
We’ve searched high and low and collated some stunning examples of recruitment poster design below:
With parties to attend and extra shopping to taken care of, you can be forgiven for being busy during the next few weeks. However, if you’re responsible for looking after staff morale this festive season, it’s important not to neglect them and their feelings. Failing to do so can impact office morale and productivity, so try these easy to implement tips to boost office spirits this Christmas.
Throw a Christmas party
Everybody loves to boogie right? So to do your staff! Award their efforts this year with a party, allowing them to let their hair down and blow off some steam. A recent survey concluded that 1 in 6 companies use Christmas parties as a way of increasing morale within their company. Just be sure to film the guy who makes a clown of himself for even more laughs in the new year.
Decorate the office
It’s no secret that well-designed office spaces can increase employee morale and productivity. If your office space isn’t up to scratch aesthetically, now’s a great time to do something about it(even if it’s just temporary). Your staff will be walking around town on a daily basis, being subjected to the constant visual stimuli of decorated street lights, shop windows and makeshift Christmas trees, only to turn up to an office which unless you’ve seen to it will be dull and downright depressing in comparison.
So dig out the tinsel, buy a tree, burn some cinnamon candles and make things a little bit brighter for your employees. Even if the changes are subtle, it will help to boost morale and take thoughts of that 200 page report that needs to be done for Monday.
Play some Christmas classics in the office
“Without music, life would be a mistake” – Friedrich Nietzsche
Music and the mind go hand in hand and there’s a lot of science to back this up. You may have the next Britains Got Talent winner sat within your realms and you didn’t know about it! That said, bring out the CD player this festive season, get the office geek to burn a compilation disc(all legit of course) full of the cheesiest Christmas classics around and pump it out amongst the office. People will soon start tapping their foot, throwing a few fist pumps out there. Even if they’re not to everyone’s taste, it will certainly get them chatting as they get on their high horses to slate the downfalls of the song.
Here are some of the tracks which we have on repeat in the Net-Recruit office during the festive period:
Consider bringing payday forward
December brings an unavoidable increase in social activities. Trips to the local Christmas Markets, unplanned Mulled Wine Nights and trips to the pub which wouldn’t normally occur. All of these things can tighten the Christmas purse strings even further. If it’ financially feasible, take a look at bringing the monthly pay day forward a week, allowing your staff to purchase some last minute stocking fillers or perhaps have that tipple with an old friend which they may not have been able to do otherwise.
Organise a Secret Santa
Who doesn’t love gifts? More so, who doesn’t love a surprise? A secret Santa allows people to get creative and buy for somebody who they wouldn’t normally consider. It will also get your staff chatting around the kettle, as they try and discover what interests a colleagues, who they perhaps might not normally speak to in such detail. Winner! Be sure to set a limit so that your employees don’t have to spend the earth, check out these top Secret Santa Gift Ideas for under £10.
So there you have it, 5 easy to implement ways of boosting morale within your company this Christmas. By sending your team off for the Christmas break in a high spirits, they are more than likely to come back fired up and ready to tackle the New Year head on.
Everyone claims to listen to others; indeed, many people make such a statement and truly believe it. But how often are the complaints you hear about one person from another about their perceived inability to listen? Or, it may simply be an attitude problem. Equally, a lack of skills may be a cause; it’s amazing that we spend so much time teaching kids to speak, yet never to listen!
You might be wondering whether this recruitment blog post is aimed at those being interviewed or the people conducting such interviews. The answer is both. Let’s look first at some of the barriers to effective listening.
What gets in the way of serious listening?
There are two keys areas here: environment and attitude. The first should be dealt with quite easily. When effective online recruitment processes deliver candidates for a face-to-face interview, it should be held in a private place – sight and sound – with no interruptions. Sight is included here because a location where the outside can be seen, and can be seen into, easily distracts as much as any noise factors.
Moving on to attitude, the question could easily be: ‘Where do we begin?’ From the interviewer who doesn’t really want to be undertaking the role, to the individual who is simply seeking answers that confirm their beliefs, feelings or even prejudices, it’s an extremely large ball-park! For the interviewee, often nerves play a part, or an eagerness to be heard making what they consider to be the ‘right’ noises.
Each party to a recruitment interview should have a positive attitude to it, they should appreciate exactly what they want to achieve from it. A joint intent, if you like, is to achieve ‘matching’ – where a candidate for a position fits the bill, and that person sees the organisation as one they are keen to work for. Such an intent places clear responsibilities on both sets of shoulders.
Let’s sweat the small stuff
So far, we have focused on the bigger interview picture, its objectives and processes. Yet, as it progresses, interview listening is equally about recognising the smaller signals that are offered. It’s also worth remembering here that you should listen with your eyes just as much as your ears. Matching the attitude and behaviour to the actual words allows signals to be identified and acted upon.
Using these skills, you can start to identify ‘sort of’ answers – ones that obviously don’t tell the full picture. Here are some examples of phrases that highlight this: ‘I don’t usually…’ ‘Most times I would…’ ‘Well, it’s not normal for us to…’ and even ‘Well, I prefer to…’ If you were a police officer interviewing a suspect, these answers would be the dodgy alibi that needs to be fully checked! In interview situations, this doesn’t mean that people are being obtuse or deliberately misleading; it simply means that there is more of a story still to be told about this area or subject.
A complete post about listening skills in recruitment interview situations could probably be of Old Testament length. This one should help you to set an effective environment to enable listening, and also to be that little bit more aware of what is said – and may not be.
Don’t tell anyone that we told you, but recruitment is pretty scary. And we aren’t talking about your candidates’ sweaty palms before an interview. Whether it’s the responsibility of HR, in-house recruitment teams or your partner agency, the whole process is challenging from start to finish. Because it is important to get it right.
And, when it goes wrong, it can go spectacularly wrong.
We have been looking at the biggest factors that can send your recruitment campaign spiralling out of control, and how you can manage them. Because, when it comes to getting it right, we know how to keep those recruitment demons at bay…
1. Too few candidates.
Here’s one that’s bound to get your heart racing. Is it me? Is it us? Was it something I said?
You put your job ad out with all the confidence in the world but nobody is ‘swiping right’ on your company. Gutted. Here’s where your arsenal of online recruitment tools come in. One of the biggest factors in recruiting the wrong person is that there simply wasn’t enough choice in the first place. So, cast your net wide but still set your campaign out in a targeted way from the start. Use our Campaign Builder to make sure you are communicating the right message to the right person at the right time. And then you can feel safe in the knowledge that your decision is an informed one, and not about picking the best of a bad bunch. That kind of relationship is never going to last.
2. Too many cooks.
Having everyone involved in every stage of the recruitment process may feel like the right way to go about things. And it would be, if everyone could agree about everyone they met. But too many subjective opinions too early on can confuse matters and send your tightly planned campaign way off track. Our advice? Ask yourself some precise questions and stick to them: who really counts in this process and at what stage? As specialists in the online recruitment process we can guide you through the entire process, vetting and filtering candidates as we go, so your team can work on a far more productive ‘need to know’ basis, saving everyone a lot of potential arguments. For us, it starts with getting under the skin of your existing company structure, so we ask the important questions first, saving you time and money in the long run.
3. References? What references?
The best of the best recruiters do not see references as a final ‘sign off’, they uncover and use information they get from referees to inform their decision. Too often recruitment processes play ‘tick box’ with this most useful and informative part of the process. That’s why we spend time investigating references and, crucially, asking the right questions. Because, if anyone knows, it’s the previous employers. And it’s not just about finding out whether your candidate was forthcoming on the brew round (although, obviously, that’s going to be part of it…)
4. Say what you want…
It might be crystal clear to you, but is that job description really worded correctly for the type of people you want to attract? Whether it is a new or existing role, taking the time to get all the information down in a structured and thought out way could be the difference between your dream candidate picking up the phone, or not. And, trust us, there’s a skill to it. Start by being as open as possible. The recruitment process should not be the test, leave that to the interview. Lay it all on the line and be transparent. The right candidates will thank you for it.
5. Past experience vs. future potential
How you analyse applicants based on their experience or what they could bring to your business can feel like a bit of a tightrope. Pay more for the old dog who may be reluctant to learn new tricks or invest in the young pup who hasn’t been tried and tested? This comes down to the person and there can be no hard and fast rules. Just go in with your eyes open and remember, if it feels right, it probably is.
For every job role, every business and every candidate the recruitment process can feel like a minefield. And mistakes can be costly. At Net Recruit our approach is built upon understanding your business and the potential pitfalls from the start. Then we create a campaign that helps you minimise the scary bits to ensure you arrive at the best results. So, stop hiding under the duvet. Let’s beat the recruitment monsters together.
Being a HR Manager can be tough! Based on a recent survey of over 150 people, the infographic below helps to highlight some of the most common concerns keeping Human Resource Managers and Recruiters up at night. We hope that some of the stats may shock you enough to change your ways for the better.
It appears that the issue of a skills shortage in the UK workforce is not going away. Instead it is becoming an increasing concern for business owners and economists, who see a lack of skilled workers as one of the greatest threats to the country’s economic growth.
And not just that, a lack of skills in a workforce can lead to other employees picking up the slack, which creates all sorts of issues around motivation and morale.
Identifying the problem is easy, finding a solution is far more challenging.
So, what can we do about it?
A report by the UK Commision for Employment in Skills in December 2014 made five recommendations for action, putting the onus on employers to lead on skills development, with government support. The report highlighted the need for more quality ‘earning and learning’ routes, like apprenticeships, better management, better job design and increased employee engagement.
“Employers need online recruitment processes to be straightforward, streamlined and suitable for their business needs.”
But when it comes to recruitment it is important to understand what’s working, and what isn’t. Employers need online recruitment processes to be straightforward, streamlined and suitable for their business needs. That means not just aligning with business goals, but also demonstrating an impact on them.
At a time when hiring the right people is more important than ever, one size will not simply fit all.
It is crucial to have a plan from the start of any recruitment campaign, from how, where and when to search for candidates, to screening requirements, interview and offer processes. Without a clearly defined strategy, time-consuming and costly mistakes can be made. And, for small and medium sized businesses, the risk and reward of necessary growth vs. the challenges of recruitment can feel like an uphill struggle. For ambitious SMEs, finding the right people must sit at the top of the priority list and and, against a backdrop of a competitive and unskilled market, this can be a genuine worry for business owners.
The good news? The High Growth Small Business Report (2014) highlighted the value of Britain’s fastest growing smaller businesses, as critical to economic prosperity. Representing just 1% of UK businesses and only 3.4% of the total UK economy, these companies generated 36% of UK economic growth last year and created two in three new jobs (68%) between 2012 and 2013, totaling over 250,000 jobs across the UK.
So, if the power really is in your hands, how do we support the growth of SMEs?
Speaking to employers about the barriers to recruitment led to the development of the Campaign Builder: a simple way for employers to create their campaign and get a transparent upfront quote. Simply pick your requirements from the campaign planner list and we do the rest, removing the hassle and confusion around the process, the very things that can baffle new employers and slow down the search for the right candidate.
A combination of effective recruitment strategies, internal training and investment in ‘earning and learning’ will help to kickstart the skills shortage in the UK. But as employers and agencies, we all need to be on board. Identifying the right candidates against clearly defined job descriptions and supporting the workforce to increase productivity will be crucial. And ensuring that process is as simple and transparent as possible will make all the difference. It is certainly time for employers and agencies to work together to help plug the skills gap and take some joint responsibility for the country’s economic growth.
After all, there is no more important asset for any business, than its people.
There’s no getting around it, meetings are a necessary evil.
At one point or another we are all going to have to sit down around a table with our colleagues and talk shop. But the meeting for meeting’s sake has got to be one of the biggest drains on a business’ productivity. Far from information sharing, decision making, ideas development or planning, all too often meetings can become drawn out and unproductive. Not only is this frustrating, it can cost your business money.
So, if you look at your schedule on a Monday morning and wonder how on earth you’re ever going to get any actual work done, check out our top tips for making your meetings more productive.
1. Set an agenda
Make sure you know exactly what you need to achieve, and that everyone is briefed well in advance. If one person takes responsibility for the agenda, keeps it on track and stops the tangential rambling you are far more likely to realise the meeting objectives. Set a limit for each section, leaving time for questions. And be strict. Skipping an item on the agenda is fine, adding to it is not.
2. Implement the ‘two pizza’ rule.
Amazon CEO Jeff Bezos developed the ‘two pizza’ strategy for successful meetings. If you can’t feed a meeting on two pizzas you have too many people in the room. Unless you have one particularly greedy person, in which case you might need to order dough balls.
3. Abolish the Monday meeting
If the reason for the meeting is little more than ‘it’s Monday!’ the meeting itself makes little sense. The problem with most small businesses is that it is these ‘posting’ meetings that become ingrained into a company’s culture, adding little tangible value. Especially against a backdrop of the post-weekend inflated inbox. Get rid of the meeting. And get on with some work.
4. Stand and deliver
Stand-up meetings tend to be quicker and more productive. Melissa Dahl of New York Magazine recently found that stand-ups can reduce meeting times by 34%. Standing up tends to eliminate distractions, but can also work to empower each speaker. When standing you naturally command more attention and can be more expressive. Also, you just want to sit down. So it’s over quicker. You lazy bunch.
5. Enjoy a change of scene.
Richard Branson likes to hold his meetings in “innovative spaces”. Unless your business has its own version of Necker Island this may not always be possible. But you could leave your desk and head to a local park. See also Nilofer Merchant’s TED talk on walking meetings. As Branson says: “a change of scenery and a bit of fun does wonders for getting people thinking differently and loosening up!” And he’s done alright for himself.
6. Tweet to meet
In ‘Drinking From the Fire Hose’ Christopher Frank, Vice President of American Express, suggests a twitter-hack for defining business objectives. If every person cannot define their meeting objectives in 140 characters then they simply don’t know why they are there. And that should raise some alarm bells.
It is tough to implement any kind of internal or cultural change in a business. But redefining your meeting rules and protocols can have a real impact on productivity and morale. So, consider the next time you are sat around the boardroom whether you need to be there and what you are really going to achieve out of it. And make sure you order that pizza.
Gathering employee feedback (be they past, future or present) can often be a difficult task, but the benefits can be very rewarding to a business and it’s objectives.
Conducting surveys can be a great way to provide employees and human resource specialists with a means to express their opinions, in return you’ll get valuable feedback that will help you make important business decisions toward improving your recruitment campaigns and internal management.
Luckily for you the hard work has already been done for you, as the clever guys at Survey Monkey have created a series of free Human Resource Survey Templates which can be used on a free account or if your require the additional benefits a pro account too.
Here’s a round up of the most useful HR Survey templates:
Job Satisfaction Survey Template
Give employees the chance to rate their work satisfaction in this quick and easy 14-question survey. Topics covered include stress levels, salary, and leadership.
Recruiting Satisfaction Survey Template
Gather one last bit of feedback from recent employees and interviewees about their experience during the recruitment process. A simple 10-question survey which focuses on recruiter responsiveness, professionalism, helpfulness, and friendliness.
Manager Effectiveness Survey Template
Give the chance for employees to evaluate their individual managers in this 17-question survey which focuses on availability, constructive feedback, training, decision-making skills, and much more.
Department Performance Template
Take a look at the departmental structure of the company with this 14-question survey which delves into department professionalism, conflict management, communication, and much more in this 14-question survey.
Employee Exit Template
Discover the reasons beyond an employee departure with this 21-question survey which asks about experiences with leadership, working environment, and team members.
A few things to remember
Utilise Anonymity. If you want to gain the most insight, you’ll want to ensure employees that their feedback is completely safe.
Follow the surveys up. When employees see that their opinions matter, they’ll be more likely to continue providing valuable feedback. Gather your employees together and give them a presentation to show what knowledge has been gained, and what’s being done with the survey results.
Converse in Layman’s Terms. Avoid over using technical language and keep your employee survey questions light and casual otherwise participants may be reluctant to complete them.