People management: understanding employee life cycle.

We are immersed in a job market that is advancing way faster than what the world is requiring in terms of academic development. As organizations, we are forced to respond to this agility, by offering our candidates de right position. We are also facing other variables that make this scenario just a bit more complex, tables turned, and that’s mainly because candidates are now selecting where to work. This trend has been in the market for a while, but lately, it took a lot of protagonism.

The importance of people management: understanding the life cycle of employees within an organisation. Axazure

Today, the candidates define the hiring conditions, not only the salary but including remote work, part-time, inclusion, and diverse culture.

Under these circumstances, we are forced to re-evaluate how we deliver end-to-end employer branding including all steps.
The well-known research consultant company Korn Ferry presented the results of an investigation linked to the new challenges in the talent economy, affirming that 95% of the workers are considering changing jobs and even more are planning to leave the company gradually as a return to office becomes a reality.

Four key roles

Employee experience is defined as the exchange that the employee has with the elements, physical and intangible, that are provided for the development of job activities. It also includes exchange with colleagues, departments, IT systems and even processes. In any organization there are four roles that are considered fundamental to generate this exchange and that determine in one way or another the future of teams and individuals. Collaboration must be a mandatory value that accompanies this construction of culture and experience.

Human Resources Managers: their challenges are geared towards optimizing talent and resources, as well as segmentation in their approach to the teams that make up the company.

Talent Acquisition Managers: due to the permanent demand for specialized profiles, they find themselves in situations where their capacity is limited. They have difficulties in identifying and attracting candidates with agility. If this situation is sustained, it can lead to an inadequate candidate experience.

their main difficulties in collaborating with HR areas are siloed work and tools, and a reactive rather than proactive attitude to the talent experience.

CIOs: dfrom a technical point of view, the most complex issue is the management of integrations between existing platforms, which generally do not talk natively with each other. A challenge shared by this cross-company profile is related to data security and governance

Culture eats strategy for breakfast… also technology and operations.

Both the needs and the reality of the market have changed greatly over the years, making it necessary to readapt organizations and corporate strategies to access specialized talent.

Yesterday	route	Tomorrow
Manual work with high operative load Concrete and static communication Limited recruitment sources and conservative values	Strategy	Focus on the ability to find profiles that combine different elements through automated tools and tailored to the organization. Personalized and multimedia experience Divergent sources of candidates.
One-dimensional tools rigid tools that reinforce a heterogeneous culture Fixed view of talent	Tecnología	Multimedia and omnichannel content Platforms focusing on Diversity and Inclusion Dynamic view of talent
PTalent practices underpinned by previous experience Information distributed in silos, with difficulty of cross-referencing data Focus on HR tactics	Operations/span>	Evidence-based metrics and decision-making Focus on the entire employee lifecycle. HR tactics combined with marketing and customer success, designing a good employer brand image.

The culture of HR has migrated from a transactional to a strategic perspective. For many years the focus has been on the linear candidate perspective. This way of working conceptualized the candidate as a fixed continuum, starting with identification, going through stages such as selection, recruitment, and onboarding and finally moving to offboarding. If we focus on the strategy, on where we are today, it is correct to say that progress has been more than favorable. Understanding the candidate and potential collaborator as a dynamic and multidimensional individual, who undergoes several processes simultaneously. This methodology helps to attract and retain people, always placing them at the center of the processes as the most important asset.

Candidates’ life cycle

It is important to consider the impact of the candidate’s experience during the different phases of the recruitment process. If the person is hired, it is precisely this experience that will have an impact on the person’s perception of the organization, its values, and its processes. Some organizations underestimate this impact and focus on the moment the person is hired. From Axazure, taking into account the need to have partners that accompany the market and business challenges, we have generated a strategic alliance with iCIMS, who are inspired to offer transformation driven by professionals who need to move their business forward. iCIMS has established itself as a leader in the attraction and management of talent through alternative elements, offering complete and comprehensive solutions that put the candidate at the center, and greatly facilitate the work of the Human Resources department.
Starting from the different stages of the process as challenges to be solved, it is possible to think of various solutions and platforms that will accompany better corporate development.

Attraction: enhancing the candidate experience

Behind what looks like a simple ATS (Applicant Tracking System), iCIMS is a powerful platform that supports the processes of attracting, recruiting and retaining talent.

+ Develop a career site
+ Create employer branding
+ Extract analytics
+ Manage candidates
+ Provide an easy candidate experience
+ Incorporate video tools

Promoting Diversity and Inclusion

Building a diverse workplace can be a complex challenge to solve if you do not have the tools to carry it forward and sustain it. iCIMS Talent Cloud has several functionalities that support the creation of more diverse and inclusive culture, such as the possibility to select within the selection process the verification of equitable experiences through the reduction of biases. This means that at the start of a selection process it is possible to predefine that no personal identifiers are displayed, focusing the search solely on qualifications and skills profile.

Video as a boost to employer branding/span>

How do you permeate your culture and values with the outside world? Most organizations do this through corporate multimedia, in a very careful selection of the elements they want to share with the outside world. There is an imminent need to show candidates and prospects the essence of the organization, therefore it is urgent to find alternatives to reach them. iCIMS proposes an interesting alternative where the collaborators themselves create brief, concise, and direct content that is shared through the career site. This initiative brings culture and communication together in a very solid and executive way, in easily digestible content, humanizing the employer brand image.

At Axazure we have created a strategic alliance that prioritizes the needs of our clients, perfectly complementing our Dynamics 365 Human Resources offering.

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