Employee Life Cycle Stages and Recruitment Methods: Technow Analysis

This report provides an analysis of the employee life cycle and recruitment methods, focusing on the Technow company. It details the six stages of the employee life cycle: attraction, recruitment, on-boarding, development, retention, and separation, highlighting the importance of each stage in fostering employee engagement and success. The report also explores various recruitment methods, including defining job roles, utilizing job descriptions through online postings and social media, employee referrals, and internal/external attraction strategies. Furthermore, it discusses methods for providing and preparing information during the recruitment process, such as job analysis through interviews, observation, and questionnaires. The document concludes by examining different materials and methods for attracting talent both internally, such as internal job postings and manager nominations, and externally, including targeting passive candidates and managing brand image. The analysis emphasizes the need for Technow to implement effective recruitment processes to achieve efficiency in its HRM operations. Desklib offers a platform for students to access this and other solved assignments for study purposes.

Assessment guidance task 1

TABLE OF CONTENTS
INTRODUCTION ..........................................................................................................................3
MAIN BODY...................................................................................................................................3
Six stages of employee life cycle.................................................................................................3
Different methods available in recruitment process....................................................................4
Methods for providing and preparing information during recruitment process..........................5
Different materials and methods for attracting talent both internally and externally..................6
CONCLUSION ...............................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Recruitment is a key role for human resource professionals as it helps the organization for
filling the gaps in the organization which is present in different job profiles. For this report the
given case study is about Technow company which is helpful for the presentation of the
company.
MAIN BODY
Six stages of employee life cycle
Six stages of employee life cycle which is considered to be the design that is important
for encouraging the employee experience which leads to longevity, success and also great
employee engagement. Six stages for employee life cycle are,
Attraction :
This is the stage which helps in making attraction stages one of the most crucial aspect of
the organization. In this stage it important for the employer to create an active and passive talent
which is related to the most crucial aspect of the organization growth and strategy. For this stage
the organization focuses on raising the brand awareness, creating a better culture and also
offering attractive benefits and compensation to the employees.
Recruitment :
It is the second stage in which the employees that are attracted are hired which are
recognized as being talented. This is the type of recruitment plan which offers an optimal
candidate experience, support collaborative hiring centred around the process and meaningful
data (Henningsson and Geschwind, 2022).
On-boarding :
It is the stage in which the employees are hired by the organization and the ones which
are hired are them introduced to the organization culture, environment and operations. This is the
stage in which the organization puts in front the different expectation which the business have
with the employees.
Development ;
After the process of on-boarding the aim of this business is to develop their employees
capabilities with providing the employees with effective training (Resha, 2021).
Retention :

At this stage the business takes part in activities that are helpful for the business to
influence the business of the organization. In this stage the organization focuses on retaining
their employees through motivation.
Separation :
In this stage of the employee life cycle the business has to manage the process of
separation of the employee from their organization. This allows the organization to gather the
feedback their require to understand the reason why the employees leave.
Different methods available in recruitment process
The stages of recruitment process include,
Defining job role :
Defining of job roles is very important as it is what is considered by the employee before
selection of their organization. It is the method which is considered to be applicable for the
business to hire what they consider effective.
Job description :
Job description is the process in which the business is able to explain about the
requirements of the job. The different ways in which the job descriptions are given are, Online job posting – In this way jobs are posted on websites for attracting the candidates
which are eligible. Social Media Platforms – Through this way social media platforms are used as a
sourcing technique which is helpful for hiring the effective candidates. For example-
uploading a job vacancy on LinkedIn is an effective way of attracting the possible
candidates.
 Employee Referrals – This is the way through which the referrals are taken from
employees for hiring individuals.
Internal and external methods of attracting :
Internal method of attracting employees is through providing the employees with
improving the operations of the business internally.
External method of attracting employees in through the development of brand name and also
managing the operations of the business effectively for gaining access to the candidates that are
eligible for the job.
Selection process :

This is the stage of recruitment for which the candidates which have applied are taken
under consideration for being the perfect fit for the organization. Resume Screening – In method the resume of the candidates are scanned for being
effective in the organization. Screening through calls – This method allows the HR to analyse the candidate on the
basis of the call in which different questions are asked them.
 Video Interviews – It is the method of analysing the candidate in which through video
conferencing they are understood.
Appointment and employment offer :
This is the stage in which the business makes a decision which is regarding the hiring of
the candidates after all the stages have been considered along with the appropriate methods.
After making the decision-making as per the requirement the business utilizes the means of
appointment and employment offer for proceeding.
Methods for providing and preparing information during recruitment process
JOB ANALYSIS
This is the process in which qualifications and requirement of the particular position in
the company prior to the engagement of the recruitment and selection. For the job analysis the
different methods are,
Interview method :
This method consists of different discussion between job analysis and job occupants for
the experts. It is the type of method in which the employees often supplement the information
from supervisors to the employees. For example – Interviewing the employees after their hiring
can help in understanding the job and its recruitment process.
Observation method :
It is the method through which observation is made for including time and motion studies
for micro motion analysis and critical incident method. Example, Observing the interview or
other different activities in the recruitment process can help the organization in understanding the
operations of the organization (Supian and et.al., , 2021).
Questionnaire method :
In this method with the help of a survey which questions are asked selected group of
people in the organization for understanding the key requirements. Example the in this stage the

organization has the focus on how to understand the employees prospectives regarding the job.
This is the key information which is available for the recruitment process.
Different materials and methods for attracting talent both internally and externally
The attraction of the candidates internally is the process in which the employers utilizes
the following methods and materials,
Internal Job Posting :
In this method the employees are attracted by posting a job for the employees within the
organization so that they can apply or refers other people regarding the job opening (Schnapp
and et.al., 2021).
Nomination By Manager :
Managers also have the power of choosing the employee they want to hire in the
organization depending on the type of employee they require.
Knowledge, Skills and Abilities database :
Some times the organization hire individuals on the basis of the skills, knowledge and
abilities of the job profile which they want for the given job description (Recruiting Internally
and Externally, 2021).
Succession planning :
In this process the candidates are attracted with a scope of promotion which can be due to
an existing employee leaving the organization.
The external recruiting of the employees is similar to the marketing function which helps
the business in promoting the employment and opportunities. The different the following
methods and materials are,
Targeting passive candidates :
Active searching on the different recruitment sites for hiring the individuals which are
active for being hired in the organization is a method of passive thinking.
Job Posting Vacancy :
Jobs advertisement are done on social media platforms for attracting the individuals from
different parts of the world for working in the organization (Mergenthaler and et.al., 2021).
Management of brand image :
Management of the brand image is also very important for external hiring of the
organization.

Management of candidate experience :
The experiences of the candidates which approach the organization for being hired also
effects the external recruiting process of the organization.
CONCLUSION
From this project it can be concluded that the Technow needs to hire effectively while
maintaining all the key process of recruitment in order to achieve efficiency in its HRM
operations.

REFERENCES
Books and Journals
Henningsson, M. and Geschwind, L., 2022. Recruitment of academic staff: An institutional
logics perspective. Higher Education Quarterly. 76(1). pp.48-62.
Mergenthaler, J.V., and et.al., 2021. A qualitative analysis of ethical perspectives on recruitment
and consent for human intracranial electrophysiology studies. AJOB neuroscience.
12(1). pp.57-67.
Resha, U.M., 2021. Impact of Recruitment Practices on Employee Retention at Low-Voltage
Panel Board Manufacturing Industry in Sri Lanka. FUTURE OF WORK, p.167.
Schnapp, B.H., and et.al., 2021. Curated collection for clinician educators: Six key papers on
residency recruitment. AEM Education and Training. 5(2). p.e10597.
Supian, K., and et.al., , 2021. Exploring Recruitment Practices and Talent Management Among
SME Manufacturing Workers in Selangor. Selangor Business Review, pp.17-32.
Online
Recruiting Internally and Externally, 2021[Online]. Available through:
<https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/
recruitinginternallyandexternally.aspx>