The Do’s and Don’ts of the Employee Lifecycle

The Do’s and Don’ts of the Employee Lifecycle

Finding and keeping great employees isn’t as simple as it sounds. From the moment a job is posted to when an employee leaves the company—whether through resignation or termination—each stage of the employee lifecycle comes with challenges and opportunities. A well-managed employee lifecycle ensures a productive and engaged workforce, while mistakes along the way can lead to high turnover and legal complications.

To help businesses navigate this process, we’ve created the top six do’s and don’ts of the employee lifecycle to set you up for success.  We’ll focus on each one over the next few weeks.   

#1 – The Job Posting

Your job posting is the first impression potential candidates have of your company. Make it count!

DO: Describe your ideal candidate and highlight the perks of working at your organization. A well-crafted job post attracts the right people. Once written, share it widely on job boards and social media.

DON’T: Use vague or discriminatory language or combine multiple roles into one confusing post. Ensure your job description complies with human rights standards.

A compelling job post sets the stage for attracting top talent. Take the time to get it right!

Additional Resources: 

How to Ask About Employee Eligibility in Canada

New Record Keeping Requirements for Job Postings

Tips for Writing a Job Description

#2 –  Interviewing Your Prospective Employee

Interviews are a two-way street – candidates assess you just as much as you assess them.

DO: Be punctual and make the candidate feel comfortable. Offer water, explain the interview format, and ask consistent questions. Provide an opportunity for them to ask their own and clarify the next steps.

DON’T: Arrive late, be distracted, or ask any illegal interview questions. If unsure about what’s allowed, consult a professional before conducting interviews.

A well-structured interview process builds trust and increases the chances of hiring the right fit.

Additional Resources: 

New Rules for Employee Classification

Interview Questions to Avoid

Best Practices for Interviewing Candidates

#3 – Offering the Job and Employee Agreements

Congratulations! You’ve found the right person—now it’s time to formalize the offer.

DO: Always put the agreement in writing. A formal contract outlines expectations and protects both employer and employee before work begins.

DON’T: Rely on verbal agreements. While a candidate may accept an offer over the phone, it’s not legally binding. A signed contract ensures clarity and accountability.

Having a clear employee agreement helps avoid misunderstandings and potential disputes.

Additional Resources

Why Employee Contracts are Important

The Importance of Employee Background Checks

Know the Difference Between an Employee and an Independent Contractor

Key Difference Between Employee and Independent Contractor Agreements

#4 –  The First 90 Days of Employment

The first few months set the tone for long-term success.

DO: Create a structured onboarding plan. The first day is crucial—assign a buddy to help them settle in and ensure training is well-organized.

DON’T: Leave them to “sink or swim.” Employees need guidance and support. Also, remember that termination within the probation period still requires proper documentation.

A strong onboarding experience improves retention and helps employees hit the ground running.

Additional Resources

Orientation vs Onboarding

Tips for Onboarding New Employees

The Employee Experience in 2025

#5 – Checking-In 

Did you know 31% of employees quit within their first six months? Regular check-ins can prevent this.

✅ DO: Schedule frequent check-ins to discuss their experience and address any concerns. Make it an open, ongoing conversation.

❌ DON’T: Assume that training alone is enough. The first few weeks can be overwhelming, so create a space for employees to ask questions and voice concerns.

Regular feedback and support go a long way in keeping employees engaged and motivated.

Additional Resources

How to Increase or Maintain Employee Retention 

Consider an MBTI Workshop for your Employees 

Mandatory Workplace Compliance Training

Strategies for Creating a Positive Workplace

#6 – Departures – Resignation or Termination

How you handle an employee’s exit impacts your company’s reputation.

DO: Plan the departure professionally. Set up a private location for the conversation, have all necessary paperwork ready, and approach the situation with respect.

DON’T: Terminate an employee on a Thursday or Friday, on a special occasion, or without preparation. Expect emotions to be high and remain professional throughout the process.

Departures, whether voluntary or involuntary, should be handled with care and dignity.

Additional Resources: 

Understanding Different Departure Types

Importance of Termination Letters

Purpose of an Exit Interview

Key Considerations When Terminating an Employee

Questions to Ask During an Exit Interview

Each stage of the employee lifecycle plays a vital role in your company’s success. From attracting the right talent to ensuring smooth transitions, paying attention to the do’s and don’ts can help you build a more stable and engaged workforce.

If you need support with hiring, onboarding, or any stage of the employee lifecycle, we’re here to help! Reach out today for expert HR guidance.

The ThryvX Team

Your Partner in All Employee Matters

With over 15 years experience working for organizations from across North America, we are versatile and take pride in helping our clients create strong, cohesive and well-functioning teams to increase the productivity and success of their organization.

Proudly located in Durham Region, we look forward to helping you realize your HR and organizational goals.

We minimize your financial risks and create the foundation to grow your business.

Providing services for Start- Ups, Franchisees, Small Business, Mid-Sized Business up to international Corporations.

 Contact ThryvX Today to see how we can help your organization Thryve

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