Finding talent is one thing. Keeping talent? That is a completely different story. In a job market where every hire counts, the employee journey makes the difference. How do you let new employees dive straight into your corporate culture and stay? The answer: five phases that together form the backbone of your internal communication.
(Internal) communication is not a one-off effort. It is a constant factor that makes or breaks your employee journey. It’s not just about convincing recruitment campaigns, but about a consistent story that draws applicants and employees into your vision and values.
In a time when the war for talent forces companies to stay sharp, it is crucial not to just bring everyone on board. Hire slow, fire fast sounds contradictory, but it works.
By selecting more strictly in the first phase, you attract the right people. People who truly fit within your company and share your values. The result? Less turnover, stronger teams, and an organization that remains resilient.
Even before the first contact with your new colleague occurs, the employee journey has already begun. From that moment on, communication is crucial to reducing your turnover. Below are the 5 key communication phases. From job hunting to deboarding.
1. Job hunt
Recruitment isn’t just about filling vacancies quickly; it’s about your employer branding. Show who you are, what your vision is, and why candidates should choose you. With campaigns that emphasize your values, you attract employees who truly match your company. Do they match in terms of DNA? Then let them discover your vacancies so they can apply.
2. Application
During the application process, the focus is on connection. What do you expect from a candidate? And what can they expect from you? A transparent process is key. This is your chance to clarify your organization’s values and show why working for you is a logical step.
Do you have a good presentation to introduce your company to your future colleague? Forget the boring history or the factual matters. Present the values, the culture, and the DNA of the organization. And share what you expect from new colleagues in terms of personality.
3. Contract
The contract moment is more than just paperwork. It is an opportunity to celebrate the collaboration. Go for a personal approach and make this moment memorable. This not only strengthens trust, it also gives your new employee a boost for what’s to come.
Don’t turn your salary proposal into an A4 sheet of pure numbers. Also share what your organization invests in in other areas, such as wellbeing.
4. First day
Successful onboarding starts even before the first working day. Preboarding means strengthening the connection with sneak peeks of the workplace and personal messages on a community platform. On the first day, a warm welcome is essential: this is us, this is what we stand for, and you belong here.
This is crucial. Because at this moment, the enthusiasm of your (future) colleague is so great that they are the best ambassador. And they are especially curious to learn a lot. This is the ideal moment to clarify the culture and values alongside project-related matters.
5. Last day
A good farewell is at least as important as a good start. Exit interviews offer a wealth of insights and leave the door ajar for a comeback. With a respectful departure, former employees remain ambassadors for your brand, even when they move on elsewhere. This is also the perfect opportunity to get unfiltered feedback about your organization. Feedback you can use to move forward.
A well-thought-out employee journey is not an optional extra; it is a strategic must. By selecting sharply in the initial phase, maintaining consistent communication, and investing in personal experiences, your employees will go for a long-term commitment.
Ready to take your employee journey to the next level? Let’s connect.