The Seven Stages of the Employee Cycle
The employee lifecycle starts with recruitment and concludes with the employees offboarding process. Offboarding occurs due to resignation, termination or retirement.
From recruitment to offboarding there are intermediary stages. In order to better understand the employee experience life-cycle, we have distinguished between seven stages of the employee life cycle. The seven sections corresponding to each of the seven stages of the employee cycle will also answer your question of which of the following of the employee lifecycle phases is considered to be an ongoing activity.
Stage 1: Find Talent
This stage corresponds to talent attraction activities. Your company will be searching for talent, researching candidates and checking resumes and application letters.
While at this stage, networking events or career events can provide good opportunities for seeking talent. Many employees could participate in referral programmes, thus benefiting from the recommendations from friends or family to facilitate access to the recruitment stage.
Stage 2: Recruit Talent
You will send an invitation to the second stage of the employee cycle: recruitment. Companies utilise various methods and activities during the recruitment phase.
An interview is the most classical recruitment activity that most employees have to go through prior to gaining employment in a company. There are various ways to carry the interviews depending on the scope and focus, as well as the overall structure of the recruitment cycle. Obviously, the type of job and the level of seniority will influence the structure and number of phases of recruitment.
For example, a mid-seniority IT professional might first be invited to a non-technical interview conducted by the HR manager / recruiter. The purpose will be to cross check the resume and experience the level of the candidate as well as provide the candidate with information regarding the role and the overall organization. Once this step is successfully completed, the candidate might be invited to participate in a technical test case. Here the goal is ensuring that they possess the required technical skills and knowledge required to do the job.
A successful conclusion to the recruitment stage is signing a new employment contract. The contract will provide key information regarding the start date, the working hours and location, compensation, duties and obligations, etc.
Stage 3: Provide Engaged Pre & Onboarding Experiencies
Once the new employees sign the contract, we will begin the pre & onboarding processes. It is essential to familiarise themselves with the new workplace regardless if it’s a small company or large enterprise. The preboarding process offers them an opportunity to start building a relationship with their new team, line manager and overall organisation.
The onboarding process sets in on their first day on the job and has two main purposes: cultural-social integration and relationship-building as well as provision of all the information and skills necessary for becoming a productive member of the team.
Pre & onboarding processes are there to properly integrate a new hire into a company. When you integrate an employee successfully into a new company, they will be engaged, productive, highly performant and feel satisfied with their job.
We recommend that you visit our blog to learn more about preboarding and onboarding. You can also learn more about the difference between Preboarding vs. Onboarding.
Stage 4: Boost Your Employee Engagement
The talent and skills of employees will be the distinguishing factor. They will explain why an organization’s business, product or service are better than the rest of the competition. Moreover, the longer the employment relationship and the employee lifecycle, the more valuable of an asset you become for your company.
Organizations with engaged employees generate 2.5 times more revenue than organizations with low levels of employee engagement, according to management consulting firm Korn Ferry.
Stage 5: Encourage Their Development and Provide Training
Career development is an essential factor for many employees when they decide whether or not to take or stay in a job. Generally speaking, nobody wants to feel stuck in a job doing the same thing with no prospect of improvement and career advancement.
Development is achievable through participating in training courses and taking advantage of upskilling opportunities. When employees feel like they have room for growth and development, they are more prone to feel engaged with their employer. This means they will also preserve the employment relationship for longer periods of time and your company will reduce the retention rate.
Stage 6: Reduce The Talent Retention
The longer the employee lifecycle, the more valuable an asset they are for their employer. Once we acknowledge that, it becomes clear that efforts for talent retention are never too early. Thus, there is a constant need for actions to boost their motivation. Moreover, the employer has to boost their sense of belonging to the organization as well, in order to retain talent.
Some of the instruments for ensuring talent retention are regular feedback and review sessions. They create a framework for gaining a better overview of their employee journey. Additionally, employees can provide inputs into how the workplace could better accommodate their needs and desires.
Stage 7: Prepare a Good Offboarding
Offboarding starts the moment employees decide to pursue another job opportunity, or employers decide to terminate the employment contract. So regardless if the termination is voluntary or not, offboarding comprises the final activities leading up to employees’ exit from the company.
There will be many administrative activities to ensure the closure of the contract. For example, handover of equipment, final reporting on tasks and progress made in the job and eventual training of the replacement for the role. But offboarding is more than administrative work. When done right, offboarding processes ensure a cordial relationship between themselves and their now former employer. You can visit our blog to learn more about the offboarding process.
Possible Stage: Reboarding
Reboarding can occur under specific circumstances. It is especially customary in cases of leaves of absence. For example, employees could undergo a reboarding process after maternity leave, or a longer sick leave.
We are not treating reboarding as a separate stage, as it is not a mandatory stage in the lifecycle with the employer.