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5 Ways to Engage the Entire Employee Lifecycle

5 Ways To Engage The Entire Employee Lifecycle

48% of business leaders rank employee engagement as an important priority for their organization. Yet, HR still struggles to find ways to improve it. Now, leading HR professionals are starting to examine the employee engagement problem through the lens of the employee lifecycle. We’ve discovered that addressing the engagement problem at the employee stage, is starting too late. Creating high functioning workforces begins with optimizing engagement across the entire employee lifecycle. Get started with the 5 strategies in this article.  


Engage Employees:

Everyone thinks about engaging job seekers, prospects, candidates, and new hires. But, where most HR organizations fail is by forgetting to focus on improving employee engagement. The
2017 State of the American Workplace report discovered that 51% of US employees are unengaged at work.

(Even more shocking was that 17% of employees are actively disengaged.  Learn how to identify disengaged employees)

An effective way to engage employees, especially in non-white collar positions where they may not always have access to a computer, is by using text message. Text message communication does not require employees to use up their data plans, and best of all you don’t need to require that they download another app on their phones. To engage employees try sending updates, tasks, and other messages through text message.

Engage New Hires:  

A new hire is candidate who has accepted an offer at your firm. New hires and employees are considered opted into receiving text messages, phone calls, and emails from your company. You can communicate with a new hire through any of these channels.

Once a new hire has completed all of their onboarding, training, benefits paperwork, and compliance paperwork they are considered an employee. You should continue to communicate with new hires through text messages, phone calls, and emails even after they become employees.


Engage Candidates:


A candidate is someone who has applied into your ATS and opted into receiving text, phone, and email communications from your company. Once this happens, you can use any medium you’d like to engage with this person. Contrary to popular belief, someone’s “candidacy” does not expire.

Someone can have applied into your ATS years ago and still be a candidate. Someone could already have a job that they are very happy in and still be a candidate. Candidates only stop being candidates when they indicate that they’d no longer like to receive communications from your firm by unsubscribing.

The message here is don’t “unsubscribe” a candidate yourself. Send text, email and phone communications to all candidates in your ATS lists. Even if a candidate is happy at their current job they may have professionals in their network who they can refer to your open position. Creating opportunities for your candidates’ networks generates good will toward your employer brand.  


Engage Prospects:

A prospect is someone who you’ve created a two way engagement with that hasn’t yet entered your ATS. You could have created this engagement through advertising, a job fair booth, networking events, or your online channels like social media, your careers pages, or job ads. You may have some of a prospect’s contact information, but they haven’t yet entered your ATS and officially opted into receiving communications from your firm.

When communicating with prospects always use 1 to 1 communication methods. Send them personalized text messages, use email sparingly, and call only when absolutely necessary. Your objective when communicating with prospects is to get them to subscribe to communications and enter your ATS as a candidate. One great way to do that is to send them recruiting short codes for relevant positions they are interested in so they can text in to apply.


Engage Job Seekers:

A job seeker is a mysterious figure, someone who is unknown to you. Job seekers are visiting your careers pages, seeing or even clicking on your job ads, and consuming your employer branding content.

The difference between a job seeker and a prospect is that you haven’t yet created a two way engagement with a job seeker. Good ways to create this initial engagement are through text message recruiting short codes, and recruiting live chat plug-ins for your careers pages and job advertisements.

Your focus for a job seeker should be to create a two way engagement and turn them into a prospect. Seek to offer information and make your recruiters more accessible to job seekers. Host Twitter chats and put yourself out there on social media.

Engage the Entire Employee Life-Cycle with TextRecruit:

TextRecruit’s candidate and employee engagement platform has the right set of tools to help you communicate better at every stage of the employee life cycle. Get an in-depth demo of our AI, live chat tool, text messaging tools, and recruiting short-codes.  

Get 9 Ways to Improve Candidate Engagement

Download eBook  

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