The goal in Stage 1 is to attract the ideal candidate through marketing strategies and plans that are tailored towards the mutual need and interests of the candidate and the company. In this stage, marketing strategies and plans are developed with the appropriate brand management practices, establishing the company as an industry leader, both in their respective sector and in the treatment of their employees. In the Attraction stage, companies want to be sure their organizations are being positively and accurately portrayed to customers and potential new hires. A poor reputation can hinder recruiting top performers when a company looks for new recruits.
Recruitment occurs from the time a company acknowledges an open position to the point of hiring a new employee. Here, companies aim to implement recruiting strategies that result in hiring top talent who are the appropriate fit for the job and the company. Organizations look to recruit candidates who are aligned, passionate and committed to the company culture, vision and mission. In Stage 2, organizations look to clearly define what they are searching for in candidates and ensure they are employing the most effective means to find those candidates.
After deciding on a new employee, key team members should be informed of and prepared for the new hire. Current employees are made aware of the new hire’s potential start dates, qualifications, skills and how the new hire will affect the team and their responsibilities. Team members also assist in preparing for new hire’s success. In the Expectancy stage, company management tries to prepare current employees for the changes arising because of the new hire. Communication with the present team increases the likelihood of an easier transition.
In the Formative Days, team members and management prepare the new employee for success by informing them of company values and norms as well as job expectations, goals and responsibilities. Team members play an integral role in orienting new employees by demonstrating internal best practices in order to serve as a foundation for future development. The goal in the Formative Days is to help familiarize the new hire with any necessary information that will help expedite the transition and lessen individual apprehension.
The company’s responsibility in Stage 5 is to display a commitment toward the employee’s development through training and employee feedback. Management and fellow team members make the effort to enhance new employees’ skills so they can better perform the job and meet the needs of the changing market. In the Development stage, employees are looking to improve their performance and seeking help from others to do so.
After employees have adjusted to the everyday life of a new job and company, they look to develop further as an employee. In the Growth Enablement stage, organizations provide an environment dedicated to optimizing employee growth. This includes ample opportunities for training, promotions, job enlargement, or additional outside education. Companies that fail to offer their employees opportunities beyond their present job tasks risk losing valuable employee productivity or perhaps the employee entirely.
In the seventh stage, companies have developed an increased awareness of their individual employees’ personal and professional needs. At this point, there is an increase in retention rates due to the employee’s actualization that their company has provided. The employees now expect that the company will continue to provide a customized work environment committed to their success as well as the organization’s success.
Separation begins when employees become disengaged with their work, before they even officially resign or give an employer two weeks notice. At separation, employers ensure that all departure practices are reason specific and employee focused. In the last stage, the company tracks information concerning why employees are leaving and what strategies are necessary to reduce turnover. Without careful examination of the reasons for employee departure, companies are likely to make mistakes in the upcoming attracting, recruiting and hiring processes.