{"id":1548,"date":"2024-08-01T05:03:24","date_gmt":"2024-08-01T04:03:24","guid":{"rendered":"https:\/\/www.biworldwide.com\/eu\/our-work\/blog\/decision-day-in-the-workplace\/"},"modified":"2025-12-02T10:10:36","modified_gmt":"2025-12-02T10:10:36","slug":"decision-day-in-the-workplace","status":"publish","type":"post","link":"https:\/\/www.biworldwide.com\/eu\/our-work\/blog\/decision-day-in-the-workplace\/","title":{"rendered":"Decision day in the workplace: 10 steps to attracting, recruiting and retaining employees"},"content":{"rendered":"
\n\t
\n\t\t\t\t\t
\n\t\t\t\t
Home<\/a><\/span><\/span><\/div>\t\t\t<\/div>\n\t\t\n\t\t\t\t\t
\n\t\t\t\t\t\t\t\t\t
<\/div>\n\t\t\t\t\t\t\t\t\"\"\t\t\t<\/div>\n\t\t\t\t
\n\t\t\t\t\t\t

\n\t\t\t\tDecision day in the workplace: 10 steps to attracting, recruiting and retaining employees\t\t\t<\/h1>\n\t\t\t\t\t\t\t

\n\t\t\t\t\tAug 22, 2024\t\t\t\t<\/h2>\n\t\t\t\t\t\t\t\t\t\t
\n\t\t\t\t\t\n\n

BI WORLDWIDE has gained insights into the moves organisations can make to secure and retain the right talent when the ‘decision day’ comes. In this guide, we’ll take a closer look at what the decision day is and the strategies you can use to attract, recruit, select and retain the right talent.<\/p>\n\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t<\/div>\n<\/div>\n\n\n\n

\n
\n

Over the last year, BI WORLDWIDE has gained insights into the moves organisations can make to attract, recruit, select and retain the talented employees who help us move our business forward. These moves are designed to set a clear course about enhancing our brand by attracting and retaining employees who can help us grow.

In our approach to employee engagement<\/a>, we refer to this as decision day<\/strong> – the moment in time when your prospective employees ask themselves, \u201cCan I see myself here?\u201d. This question is a critical step in the employee engagement lifecycle<\/a> and the way your employees respond on decision day will have a significant impact on your employee turnover rate and satisfaction rate overall.<\/p>\n\n\n\n

Before we dive into the strategies you can implement to influence an employee’s decision, we will first look how what decision day in the workplace means.<\/p>\n<\/div>\n\n\n\n

\n

What is a decision day in the workplace?<\/h2>\n\n\n\n

‘Decision day’ is a term coined by BI WORLDWIDE to describe the moment when a prospective employee first starts to consider your company as an employer. This pivotal moment can greatly influence their decision to stay or leave your organisation.<\/p>\n\n\n\n

These feelings and questions will stay with employees throughout their time with your organisation. They may wonder if this is where they want to be, questioning if they feel valued and appreciated, and if they are happy.<\/p>\n\n\n\n

\"Infographic<\/figure>\n\n\n\n

As an employer, there are certain strategic steps that you can take to ensure your organisation aligns with their values and meets expectations so they feel suited for the role, influencing their decision to stay with your company.<\/p>\n\n\n\n

Below, we have provided you with ten actionable steps to make sure your recruitment and hiring practices are aligned with and supportive of recent changes in the marketplace and your organisation.<\/p>\n<\/div>\n\n\n\n

\n

1. Realign skills, values and competencies<\/h2>\n\n\n\n

Many jobs that were once essential have now become obsolete due to technological advancements. Similarly, roles within your organisation may evolve which often requires a re-evaluation of the skills, competencies and values that are necessary for your organisation.<\/p>\n\n\n\n

One company we know re-evaluated its sales organisation in response to new product offerings, a different competitive set, and changes in buyer habits and expectations.

Working with the client, we conducted a study analysing feedback about their sales representatives from their customers. Our research indicated a new set of competencies had emerged that predicted sales better than a competency model created several years ago:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

Another client we worked with discovered a significant number of potential employees preferred working fewer hours, opting for a 25-30 hour work week instead of the traditional 40 hours. The results of such analyses may reveal the need to explore different areas of the job market or to better understand what prospective hires value. By adapting role expectations to these preferences, the company was able to expand its applicant pool and enhance its ability to meet customer demands.<\/p>\n\n\n\n

Here’s an example of the development of personas, in this case for a STEM role, that can guide the design of more effective recruitment communications:<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

Insights like these can help an organisation determine the qualities and values they need in prospective employees. These insights can help an organisation develop a business case to align hiring practices with current organisational needs and values.<\/p>\n\n\n\n

To effectively align candidates values and competencies with that of your organisation, you should ask yourself:<\/p>\n\n\n\n