The experience an employee, candidate, or ex-employee has while working for your company is referred to as the employee life cycle. The phrase refers to human resources (HR) phases, from pre-recruitment to work termination. An employee life cycle is a tool that HR professionals may use to guarantee that team members are consistently engaged and deliver their best work. Employee experience, employee journey is the sum of all that a person encounters throughout the course of their employment.

Allurement

Employee attraction is the initial phase of the employee life cycle. As a result, one of the most essential components of every organisation’s growth plan is the attraction stage. It is the projection of your company’s reputation as a fantastic place to work, both in the eyes of existing employees and essential stakeholders in the external market. This concept is also known as the employer brand.

Offer excellent inducements

Although recognition is a very effective tool, you should pair it with equally alluring rewards. These include obvious ones like pay, health insurance, and retirement benefits and less visible ones like incentives. The employee journey incorporates all pertinent moments and touchpoints during an employee’s stay with a particular organisation. For instance, profit sharing, tuition assistance, and even more freedom concerning when and what employees work on are all excellent strategies to encourage prospects to join your business and to inspire your present personnel.

Promote your brand.

Marketing your employer brand is essential since none of the strategies will be effective if you do not let people outside your company know about them. Building your company’s website and social media presence should be your first step. Many prospective employees will be learning about your business for the first time through this, and a user experience can ruin what could otherwise be a long, fruitful relationship.

Recruitment

Organisations must incorporate values, attractiveness, and the EVP into their recruitment efforts, but when it comes to talent acquisition interventions, much more work needs to be done. Organisations first need to create a standardised and organised recruitment strategy. It entails creating job descriptions and competencies that clearly outline each role’s responsibilities and performance evaluation methods. Employer branding and recruitment ads should reflect the EVP and be values-based.

Development of Employment

Employees anticipate receiving consistent, individualised professional growth. A typical and efficient strategy is to link career development with the organisation’s performance development processes, where goals and capacity are reviewed. Career development must be an ongoing process. Managers might use a personal development plan to complement feedback and goal reviews as part of this process. PDPs can be established at the beginning of the year and should be ‘SMART’ (specific, measurable, attainable, realistic, and time-bound).