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How the Employee Experience Impacts Your Competitive Edge

10/26/18, 8:39 AM

It is important for organizations to think about the experience they’re offering at every point in the employee life cycle. If most of HR’s time and energy are spent on the recruiting and on-boarding process, with relatively little time spent on engagement and retention strategies, what kind of experience are you really offering to current employees? And if you set experience expectations at the beginning of their employment life cycle, you must live up to those expectations both 90 days and one year down the road.

There is no single thing you can do to set your organization apart and make employees choose to work for you. Employees want you to have a well-rounded strategy that demonstrates you understand their needs and wants throughout that life cycle.


Are you providing your candidates with a modern application experience that makes applying for jobs easy and accessible?

66% of job seekers will wait less than 2 weeks


Without transparency about their status, potential employees will quickly gravitate to another opportunity.

72% of job seekers have shared their thoughts


Applicants visit sites like to see if an organization is a good fit for them based on what prospective, current, and past employees have to say.


What is the on-boarding experience on the first day of a new job? After 30, 60, 90 days? Are you using pre-boarding?

40% or more employee turnover happens


Bridging the gap between the candidate experience and the employee experience through your on-boarding efforts can help reduce high turnover rates.


Do your managers have the information they need at their fingertips to manage the day-to-day and more informed business decisions?

58% use gut feeling or experience to make decisions



Are your payroll processes set up to produce the perfect paycheck accurately, on time, every time?

49% of employees say they will leave a company with payroll errors


Making sure hours worked, pay rate, exemptions, tax deductions, and benefit deductions are current contributes to the employee experience.



Are managers able to have ongoing performance conversations with employees? Do you have succession plans in place?

Management style is motivation


The manager-employee relationship is key to talent retention — ensuring your managers have the tools they need to develop relationships with their employees that ultimately drive engagement and performance.

To learn more about how your business can keep your competitive edge when it comes to recruiting and keeping top talent, download our eBook today:

Competitive Edge eBook





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