The employee lifecycle model usually consists of seven stages, starting with attraction and ending with retirement or termination. Although this might vary depending on your specific business, the following is generally recognised as the standard for an employee lifecycle model:

1. attraction

The employee experience begins well before an employee’s first day on the job. Typically, the initial contact is made through job postings, referrals or social media posts. The primary objective is to captivate their interest and make a positive first impression.

To succeed at this stage, it’s essential to write an engaging job posting that includes the following elements:

accurate description: Your job posting should offer an accurate depiction of the role and what it’s like to work for the company.
inclusive language: Job postings should be free of any discriminatory or exclusive language. For example, be sure to use gender-neutral terms in all job postings.
multi-channel strategies: A multi-channel approach to talent attraction can expand the reach of your job posting and significantly increase your talent pool.

How your organisation positions itself during the attraction stage has a direct impact on your hiring outcome. This makes building a strong employer brand essential. Your brand should infuse elements of your company’s main mission and goals, resonating deeply with today’s workers.

2. application

Once you’ve caught the attention of prospective candidates, the next step is to convince them to apply for your open positions. There are several steps to this phase of the employee journey, including:

application: The formal document or online form that individuals submit to express their interest in a job or position
candidate screening: This step involves reviewing resumes and evaluating job applicants to determine their suitability for a particular position.
skills assessment tests: The bespoke evaluations you can use to gauge an individual's ability to do a particular task
Interview: The structured conversation between the employer and the applicant, aimed at determining whether the candidate possesses the necessary skills, qualifications and fit for the role.
background and reference checks: A background check is a thorough investigation into a candidate's history, which may include verifying their identity, checking for any criminal records or reviewing their employment and education history. On the other hand, reference checks involve contacting the candidate's previous employers, colleagues, and other professional contacts to gather feedback on their performance, work ethic, and interpersonal skills
decision and job offer: In this stage, a candidate has been chosen and an employment offer is extended.

3. onboarding

The onboarding stage runs from the time a candidate accepts the job offer until the candidate fully assimilates into their role. New hires are typically excited to begin their new job. This is your chance to build on this excitement by introducing the employee to your company values and mission.

Unfortunately, 88% of employees believe their employers did a poor job with the onboarding process. This indicates a missed opportunity for many employers. To avoid this issue, it’s crucial to implement a well-designed onboarding process that allows ample time for new hires to assimilate into the company culture and their respective roles. Nex to this, a successful onboarding process should incorporate these building blocks:

connection: providing guidance about interpersonal relationships and information networks that can enable career success
culture: fostering a sense of community by educating them about the organisation’s values, beliefs, goals, mission and behaviours
clarification: taking the time to make sure employees understand their new jobs and related expectations
compliance: ensuring new employees understand basic legal and policy-related rules and regulations

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