Like everything in life, the employee lifecycle has a beginning, middle, and an end. Each phase directly influences the next, from Recruitment to Onboarding, through Development and finally Departure.
Effectively managing the employee lifecycle is no easy task for any organization. However, those that are better prepared for each stage can maximize their efforts to acquire, develop, and retain the best talent available.
Having a Strategic Recruitment Process
Simplify the way you attract your applicants by utilizing Recruitment Management Software to recruit top talent with seamless integration to job boards. This way, new job posts are automatically routed to your internal careers site and external boards such as Monster, Indeed, and more.
Assemble a strong team for the interview process. Remember, you are interviewing the applicant, but they are also developing their own first impressions of your organization. In an interview with the Harvard Business Review, author and professor of management at San Francisco State University, John Sullivan, stated, “If your organization’s interview process turns candidates off, they will roll their eyes and find other opportunities.” To avoid this, it’s important to:
- Organization is key. Make sure your team has their questions ready prior to the interview so that the applicant views this process as “organized.”
- Set the atmosphere. During the interview, attempt to reduce the stress of your applicant by being friendly and explaining how the interview will be conducted.
- Sell the role, honestly. Be sure to ask behavioral and situational questions, but make sure to sell the role itself and explain what is to be expected.
Providing Seamless Employee Onboarding
The employee onboarding process can be nerve-wracking for everyone involved. There’s usually a lot of paperwork, training, and introductions involved in the new hire’s first few days. To make this a swift process, be sure to:
- Have proper documentation. Online document management can ensure that all of the necessary employee documents and credentials are accounted for as well as save time and other resources. Consider New Hire Onboarding Software to automate the new hire process and reduce administrative tasks.
- New hire, meet values. Team, meet new hire. Communicate your company’s culture and core values to help your new hire have a better connection to your organization. Make sure to introduce them to the rest of the staff. Engaging new hires with a smooth introduction from the beginning can improve the employee experience and deter early turnover.
- Take time to train. Communicate to your new employee their specific job tasks and goals. Check back with them once they are settled to make sure they have everything they need to succeed in their role.
Investing in Development
According to the Huffington Post, “Turnover is highest in the first 90 days, which is often due to a lack of motivation and assimilation.” Throughout the entire development stage, it is vital for retention that an organization keeps newer employees engaged and motivated. To do so, make the following a priority:
- Give them the tools to succeed. Offer newer employees additional training that will benefit their role and professional development opportunities.
- Assess their work regularly. It’s been said that the Annual Performance review is dead. During regular performance appraisals and check-ins, recognize what your employees are doing right rather than just focusing on the negatives.
- Reward them. For those that are producing quality results, offer incentives or acknowledge their achievements publicly to the entire organization.
Preparation for all types of Departure
All things must come to an end. Whether an employee is leaving your organization for retirement, returning to receive higher education, leaving for a competitor, or is terminated, it is important to be prepared for it all. Focus on the following to enable a seamless departure:
- Expect the unexpected. Prepare to have available staff on hand with enough workload capacity to take on additional responsibilities if you have to unexpectedly fill a position.
- Ask for honest feedback. Use this part of the employee lifecycle as an opportunity for you to gain some good feedback or possibly some tough love about your organization.
The show must go on. This is the moment where you make conscious decisions that will affect the next employee’s lifecycle if you decide to replace that person.