You have heard the term “employee lifecycle,” but do you know what it actually means? Perhaps you have been wondering if it’s just another one of those passing fads.
The employee lifecycle is essentially the entire journey a member of staff takes with your business, from the first time they hear about you right through to their experience of your company once they have left and everything between.
Employer Brand Awareness
Sometimes referred to as “attraction,” this is all about what you look like as an employer to the outside world. It’s all about how you portray yourself to future employees.
This could be communicated via your website and social media, for example, and will include your company’s ethics, staff rewards, working environment, and anything else that shows your business off to be a great place to work.
The golden rule here is to remain honest. There’s no point saying your offer modern workspaces if you haven’t had an update in the last ten years, as this will create a negative response from current and former employees.
The recruitment process is not just about asking a candidate what they can do for you but also about what the company offers its employees.
The job advert should be transparent about what you are looking for and what you are offering, and the application shouldn’t be overly complicated either.
Keeping it simple, honest, and informative will give potential employees a good impression of the professionalism and personality of the company.
Often called “onboading”, this is when you have found the right person for the job and elates to how you treat them in those first few days and weeks.
Before they actually join the team, it’s important to keep in contact and make sure they have all the information they need.
It also covers how you help them to settle in on their first day and first few weeks.
Offer support and a point of contact for any questions or issues they might have – consider using a buddy system so they have a colleague they can turn to for help.
This is all about retaining staff. You aren’t going to hang on to every employee until they retire, but you can improve staff retention.
Everything from offering regular training and one-to-one appraisals to the technology you provide your team, employee perks, and work environment contribute to how much a person wants to remain in your employment.
There are HR software solutions available that can simplify and automate many of the processes which affect your employees’ experience and can also encourage engagement, ensure payroll and rewards don’t get missed, and drive positive change within the business.
You may have heard this called “offboarding” or “separation,” and it’s referring to when an employee decides to leave.
Treat them well at this stage, and it will increase your chances of them speaking positively about your company in the future. Offer an exit interview and remember to thank them for their work.
Remember also to stay in touch with employees after you have parted ways – a positive exchange via social media, for example, demonstrates to potential recruits what a great employer you could be for them too.