How to extend your employee life cycle by understanding these 6 steps
When you hear the term “life cycle”, human resources probably isn’t the first thing that comes to mind, but you won’t need a biology textbook for this lesson. Did you know that your talent pool has a life cycle, too?
Learn what the employee life cycle is and how you can apply it to your organization’s talent Pool.
Employee Life Cycle
This cycle represents an employee’s tenure with an organization, from start to finish, with six
major stages: Attraction, Recruitment, Onboarding, Development, Retention, and Separation.
The first three stages of this life cycle are primarily centered around new talent, and are
functions most commonly associated with traditional human resources; the last three are
functions that might be overseen by someone in a supervisory role with direct reports, in partnership with HR.
Let’s take a closer look at each stage of the Employee Life Cycle below.
Far from the days of placing a Help Wanted ad in the local newspaper, talent attraction today
can include a variety of modern and traditional methods. If you’re looking to attract talent, ask
yourself how best to engage your target audience. Don’t forget to leverage cost-effective options
like referrals from existing employees and engaging your social media audience!
Once you’ve started attracting candidates for a new opportunity with your organization, you
need to sell them. What’s in it for them? How are you different from your competitors? This is a
test of how well you know your candidates and how effectively you can persuade them to join
You may want to breathe a sigh of relief once a candidate has accepted an offer of employment
and shows up on their first day, but the hard work isn’t over yet. If you want your new hires to
stay and reach or exceed performance expectations, you need to outline those expectations
and performance incentives during the onboarding process. Once your new hire is on their own,
make sure to follow up with them periodically to ensure they feel confident in their ability to
achieve goals and solicit their feedback on knowledge gaps so you can share this information
with future new hires.
Congratulations, your new hire is a superstar! Now what? Have a conversation with your
employee about career paths within your organization and offer suggestions for advancing their
career. Consider partnering them with an experienced colleague who can serve as a peer
mentor and help them to navigate your organization’s culture while they get comfortable.
This is the stage where most organizations find significant room for improvement. After your
employee has mastered their current role, it’s up to you to keep them engaged so they don’t
leave for a new outside opportunity. The culture at your organization can be heavily influenced
by retention strategy, so keep in mind long-term goals when making changes here. Ask your
seasoned employees why they keep coming back, and listen to their feedback.
Whether voluntary or involuntary, all organizations have employees who leave. Some reasons
are common and predictable, such as retirement or termination for poor performance, whereas
others can leave you feeling blindsided. Do you conduct exit interviews, or look for common
reasons why your employees are leaving? Don’t underestimate the value of examining this
critical stage of your Employee Life Cycle.
Extending Your Employee Life Cycle
Now that we’ve reviewed the six major stages of the Employee Life Cycle, you may be
wondering how you can apply this knowledge to your organization.Start by mapping out your
current talent management strategy; make note of where most of your resources are being
directed and whether you’re seeing ROI in those areas. Next, seek input from leadership on
how to align these functions with long-term organizational goals.
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For additional strategic guidance in maximizing your Employee Life Cycle, let RAI Resources
and our team of personnel experts lead the way. At RAI Resources, we offer HR consulting
services for organizations big and small, and we can help you to identify key areas of
opportunity for improvement of your Employee Life Cycle.