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The second stage of the employee life cycle is the employee recruitment stage. This is the period where you pursue and select the greatest possible talent to join your business.

It comprises all the steps involved in obtaining a new employee. It begins with the initial conversation between stakeholders when it was decided that it was necessary to recruit a new employee. This led to the original job ad. Your website is also vital. It should exhibit what your organisation does, its purpose and employer brand.

Recruitment can transpire due to an existing role becoming vacant, or a completely new position being established. How well you treat potential employees during this journey, even the ones who don’t get the job, will alter their perception of your company forever. Reputation is everything in the professional landscape. Word travels fast. If you mistreat a candidate during a recruitment stage and they inform others of this fact, then your reputation can be damaged quite rapidly through word of mouth.

Many people seeking work namecheck Training & Development as one of things they look for most in their next job. A firm should outline a clear and transparent strategy for staff on how they can advance and progress in their job. While part of an employee’s development is their own self-motivation, an organisation must also provide prospects for development.

Some instances of development prospects include offering professional development classes to the employee, supporting and compensating employees who wish to further their education, or constructing a prospective career path for an employee when they begin working for the company. Not every job will have an established development path. It will depend on the job, industry and employee’s experience.

That said, the employer should always attempt to yield a pathway for career opportunities to their staff, when possible. Inspiring development through projects and assignments will also assist a worker advance in their career and allow them to develop while affording them a sense of fulfilment.

Eventually, employees will elect to leave a company. It is important to reflect with the employee at this phase of their lifecycle. Having an adequate separation process helps you recognise where the company can improve from the employee point of view.

It may bring up key considerations like how you manage employees or some internal procedures that need to be altered. You must attempt to identify why the employee has decided to leave, and use that information to halt other employees from doing the same by rectifying whatever issue is disclosed.

The best way to do this is undoubtedly through exit interviews. Although critically misused worldwide, you can get a head start on competitors by utilising them properly. If the information received in an exit interview is acted upon, it has the tendency to greatly reduce your staff turnover. They are also the most accurate type of feedback you will obtain, as departing employees are more likely to divulge information than current employees. This is mainly due to the fact there is no risk of reprisal towards departing employees.