The Employee Journey is based on the Customer Journey and is intended to represent a “journey” of the employees. It observes how employees perceive their career within the company. Due to the digital transformation and the shortage of skilled workers, the entrepreneurial challenge of finding new and suitable employees has become more difficult.
You can define the contact points with the company, for example the first 100 days or the phase after returning from parental leave. Through this analysis, companies can address problems more quickly and initiate changes.
Feedback from staff is just as important as feedback from managers.
The employee journey can basically be divided into three parts: coming, staying and going. However, because the journey usually begins earlier through social networks and continues beyond termination, two phases can be added.
phases of the employee journey
- information search phase
In this phase, first impressions count. Potential applicants search for information about the company on job portals or on social networks, for example. This is where the potencial applicant makes the decision whether or not they want to apply for the job. Also the applicant finds out on which platforms the company is present.
- In this phase, the invitation to the interview and everything around the interview plays a role
- phase of cooperation
The first day of work is fundamentally important for the applicant’s attitude towards the company. On the first day there is so much to do because everything is new, therefore things like how the employees and the team are introduced are important.
- phase of dismissal or leaving
The termination phase is also important. Will the employee be treated kindly after termination or will he or she be met with resentment? The farewell also has an influence on possible further cooperation.
- phase of influencing third parties
After the employee has left the company, the employee shares his impressions and experiences to third parties. These experiences influence the image of the company and also shape future applications.
measurement of employee branding
- Number of applications
The more applications you get in response to the job advertisement, the more attractive the job is. And the number of unsolicited application can measure the success of the ad.
For example: how many clicks on the “Applicant” button were there and how many of them ultimately sent an application?
If the bounce rate is above 50%, then it could be an indication that the application form did not convince the applicant.
- Retention time
How long did users stay on the careers page? This allows you to filter out how many interested parties there are, because they usually stay longer on the page.
Not only the customer journey and customer satisfaction is important, but also the employees who can positively or negatively influence the company’s image.