Part One – Introduction to the Life Cycle and Hiring
The employee life cycle is a concept in human resources management that identifies stages in employees’ careers to help guide their management and optimize associated processes. We are going to focus on four main phases: Hiring, Training, Operations and Retention.
As we’ve mentioned in our previous blog posts, replacing employees can be time-consuming, costly, and demoralizing. How can you reduce turnover before it even begins? And why is it important to do so?
Competition for talent is fierce. According to the Society for Human Resource Management (SHRM), 68% of HR professionals across industries report challenging recruiting conditions in the current talent market, and 84% of HR professionals report seeing applied skills shortages in job applicants over the last 12 months.
With a difficult recruiting climate, it’s more important than ever to concentrate on hiring the right people from the beginning, and reducing turnover along the way.
How can you find the right people to add to your team? Consider this: your employees are also your clients. You count on them daily to be engaged and energetic. You wouldn’t force your customers through a complicated, time-consuming process, and the same applies to incoming candidates. Start with the application process. Make it simple and straightforward. Respond to all applicants, even if you are not planning to interview them. Managing their experience is important; keep people informed, listen to their feedback and use it to improve this stage of the employee life cycle.
Once you’ve decided on candidates to interview, practice behavior-based interviewing. It can tell you a lot about a potential candidate. For example, ask the candidate to give an example of a moment they were involved in a work-related conflict, and how they handled it. This tells you how they go about solving difficult situations and how well they handle situations on their own.
Another way to help ensure a strong hire is to involve others in the interview process. If possible, step out of the room for ten minutes and let two or three other employees spend time with the candidate, and then get their feedback. Getting input from others not only gives you different perspectives on the candidate, but it also helps your current employees feel involved and engaged in the process. This is often regarded as one of the best parts of the interview process here at CRS – by both our new employees and our current employees.
It’s important to invest the time and energy at the beginning of the process to ensure that your potential hire not only has the skill set for the position, but fits in with the company culture and mission. By making sure your potential hire has both the skills and the cultural fit, you have a better chance of them being successful within your organization. Combined Resource Solutions helps organizations create hiring processes that work. Click here to learn more about how we can help.
Look for Part Two of our blog series to find out more about how to train and engage the talent you’ve worked so hard to find.