Managing the 7 stages of the employee lifecycle (P1)

Every employee has a unique experience, from when they find your organization, through their tenure, and until they depart. Referred to as the employee lifecycle, the stages that an employee goes through will shape their overall journey and perspective on their time with your company. Working to improve all stages of the employee lifecycle can enhance employee retention and help you make a positive impression on potential employees..

What is the employee lifecycle?

Employee lifecycle is a method of dividing an employee’s time at a company into stages. It extends from the initial introduction to your company and ends when the employee leaves the organization. The number of stages in the employee lifecycle varies by model, but it follows the same typical journey with similar important milestones.

It encompasses the entirety of your relationship with an employee. Your employees will be at different stages in the employee lifecycle at any given time, so understanding the process and knowing how to manage it well can improve the overall relationship you have with your employees.

Why is the employee lifecycle important?

If all employees progress through the employee lifecycle, why should you care about it? By carefully managing each step, you can improve the employee experience, which is closely tied to satisfaction, productivity, and employee retention. Focusing on creating a positive experience at each step helps make your employees happier, which can also encourage them to speak positively about your organization to others. This can help you attract more talent when you have recruiting positions in the future.

Stage 1: Attract

Before an employee can work for you, they must know your company—and your job opportunities—exist. The attraction stage refers to the time when an employee is introduced to your company. This can happen even when you don’t currently have a job opening. Job seekers may hear about your company from a friend who works for you or see a viral post on your social media that piques their interest.

Larger, well-known brands will be much easier in this stage because most people have heard of them and want to work for a renowned brand. Smaller businesses often have to work harder to get noticed and recognize that they are a stable employer who treats employees well. However, you can still create a positive employer brand that makes you attractive to candidates.

How to Improve Stage 1

Improving your talent attraction begins with your company’s reputation. You must make a good first impression to keep the cycle going. When you focus on improving company culture, the work environment, and opportunities, your employees will become brand ambassadors for you. Hearing about the positive aspects of your organization will encourage more people to apply.

You can also enhance brand awareness both directly and online. Strengthening your brand and showcasing the values and unique qualities of your company in your brand messaging can help attract attention to you. Social media is an easily accessible way to connect with the public and attract attention. You can also engage in your community by supporting events and organizations to get your name out there.

Stage 2: Recruitment and Interview

This stage includes the time from application to recruitment. Some models divide this into two steps: recruitment and interview. Job seekers enter this stage when you have a job to recruit for, and they apply.

Your role in the recruitment lifecycle stage is to promote your job positions and make them attractive. Having a large pool of candidates allows you to have more options when interviewing. As you enter interviews, you’re not just screening candidates to find the right fit for your needs but also showing candidates why they want to work for your company.

How to Improve Stage 2

Improving the recruitment and interview stage means making the process as smooth and stress-free as possible for interested job seekers. Here are some ways you can make this stage better:

• Job Description: Create a concise, detailed job description providing accurate information about the tasks and requirements of the job. This helps job seekers easily know whether they qualify and adjust their application to your needs.
• Recruitment Methods: Expand recruitment options by trying new methods such as employee referrals, social media posts, and professional organizations.
• Value Proposition: Show what you have to offer job seekers, including competitive salaries and benefits, meaningful work, advancement opportunities, and a positive culture.
• Application Process: Simplify your application process for quick completion. Some candidates may skip applying if you make them complete countless forms and steps just to apply. You can ask top candidates to complete additional screening if they qualify.
• Transparency: Communicate with candidates throughout the process and be transparent about their status. If you ignore them or withhold information, you’re showing them that your company is not good at communicating, which could make them reconsider working for you.
• Screening: Use automated screening methods to quickly narrow down candidates. Have clear criteria before you start screening to review candidates fairly and consistently.
• Interviewing: Establish a consistent interview process. Some organizations start with phone screening interviews with a larger group and then narrow it down to a few in-person interviews. Create structured interview questions to keep everything consistent. Make interviewees feel comfortable to reduce stress and turn it into a positive experience.
• Overall Efficiency: Make the process as efficient as possible so candidates don’t have to wait too long for feedback.

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(To be continued)