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Webinar Recap: 3 Steps to Driving Recruiting with Employee Engagement

Employee referrals delivered more than 30% of all hires and 45% of internal hires. Those referrals directly impact your business: New hires found via referral produce 25% more profit than hires sourced through other channels.
So, how do you build a strong referral recruitment machine? Fostering a healthy company culture and high employee engagement is a good place to begin.

To show you how, CultureIQ strategist Mila Singh connected with Teamable’s Director of Marketing Daniil Karp and Lyft’s Diversity Recruiting PM Lead Adrianna De Battista for an hour-long webinar. They shared a three-step process that involves:

  1. Measuring culture and engagement
  2. Turning to programs that improve employee engagement
  3. Leveraging engaged employees to drive recruiting

Watch the webinar here to learn how to track, develop, and leverage employee engagement to recruit top talent. Or, read a recap of the discussion below.

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Step 1: Measure Culture and Engagement

To measure culture and engagement, Mila said, you must first understand what each is. Here are CultureIQ’s quick definitions of each:

What is culture?

Company culture is how and why things get done at your organization. It consists of the behaviors, beliefs, and attitudes that dictate those actions.

What is employee engagement?

Employee engagement reflects how employees feel about your organization and how committed they are to it. Engaged employees are happier, more productive, and more likely to recommend your company to others.

Mila shared CultureIQ’s recommended approach to measuring culture and engagement, which starts by measuring your Employee Net Promoter Score (eNPS).

eNPS measures how likely employees are to recommend your company as a place to work. It does so by asking a simple question: On a scale of 1-10, how likely are you to recommend this company as a place to work? The results give you a high-level snapshot of how happy employees are and how likely they are to refer others to your company.


Step 2: Take Action to Improve Your Culture

For this part of the webinar, Mila first outlined CultureIQ’s best practices for improving culture and engagement.

  1. Measure eNPS alongside other questions about your culture
  2. Use your survey data to identify what’s working and what’s not
  3. Focus! Choose one or two areas for improvement to get started with
  4. Secure leadership buy in. Ideally, you’ll also appoint a culture champion from your leadership team at this stage
  5. Launch your initiatives. They should all tie clearly back to your company’s values and culture
  6. Measure progress with more surveys
  7. Share progress. Always make sure you tie updates back to the ‘why’ — why you’re dedicated to improving culture and engagement

From there, Adrianna dove into a successful Lyft initiative to improve culture and engagement: Employee Resource Groups (ERGs).

Lyft’s ERGs provide underrepresented employees with the support systems that help them excel. Specifically, Lyft’s ERGs:

  • Represent group interests and ensure employees’ voices are heard within the organization.
  • Support employee growth by providing a safe space to explore opportunities and give feedback.
  • Connect each ERG with executive sponsorship, so employees have access to the resources, training, and buy-in they need to be successful.

These ERGs gave each Lyft employee a voice, a connection to their company culture, and the chance to make an impact on their organization — engaging them in the process.


Step 3: Leverage Employee Engagement to Drive Referrals

The impact of Lyft’s ERGs has been so positive, that their roles within the company have expanded. Now, ERGs also partner with recruiting to help attract diverse talent smartly and thoughtfully. Lyft was able to turn to its employees for referrals because employees were so engaged and satisfied with their culture.

Adrianna shared three tips on to leverage your engaged ERG groups — or any engaged employees, really — and drive recruiting.

Be Inclusive, Above All Else

Encourage recruiting to partner with any and all employee groups that want to help. Hold trainings, ask questions, hold open dialogues. An inclusive culture creates results.

Hold Recruiting Events. Fun Ones.

Lyft’s recruiting events are positive and casual. They’re a place for employees and candidates to hang out, share ideas, and get to know one another.

Don’t Make Recruiting Feel Like Extra Work

ERGs shouldn’t feel like a burden or extra work. If they do, people won’t participate! Lyft partnered with ERGs for referrals, but leaned on the recruiting teams to execute and executive sponsors to secure the resources.


Ready to watch the webinar on tracking, developing, and leveraging employee engagement to recruit top talent? Watch here.

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