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
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
Tips for Onboarding New Employees
The Employee Experience in 2025
