Acacia Learning 3C004 Task 1 – Standards operation guide


1.1 Assess each stage of the employee lifecycle and your current role within it.
1.2 Explain the stages and different methods within the recruitment process and when it’s appropriate to use them.
1.3 Explain different ways in which you can prepare information for specified roles.
1.4 Assess different material and methods used to attract talented individuals for a range of roles.


Task One- Standard Operations Guide for Technow Recruitment

AC 1.1

As evidenced in CIPD (2018), there are a total of six stages of the employment lifecycle. The stages are illustrated in figure 1;

Figure 1: Employment Lifecycle Stages

Attraction–  This is identified as the most critical stage for an organisation growth strategy. Itam et al. (2020) identified this as establishing an employer brand which include projecting an organisation image as a great place to work in the minds of employees and core stakeholders in external market. In my outsourced role as a people practice professional, the best practice would include raising brand awareness. This is by providing the partners with an opportunity of attending seminars and conferences, contributing to sponsorship in the technology sector. Also, part of my role would entail establishing a great culture which would lead to the current employees informing others on the great place of work within the organisation.

Recruitment– According to CIPD (2021) the most appropriate recruitment strategy would entail providing an optimal candidate experience, supporting collaborative resourcing anchored on elaborate criteria and process. Part of this include offering meaningful data applied in improving hiring results over time. For my outsourcing role in Technow organisation, the best practice would include asking for referrals from existing team. This is relevant owing to the technical nature of the positions to be filled in the organisation. Also, various recruitment platforms would be exploited to guarantee diversity in the process of recruitment.

Onboarding– This stage is executed after recruiting the top talent which is a critical phase of getting new recruits aligned to the organisation business environment and performance requirements of the new job. The rationale of this is informed by CIPD (2020) that note that lack of an effective onboarding would have effects on the organisation turnover levels, absenteeism and employer brand. As an outsourcing role in Technow organisation, the best practice would be coming up with a job descrption.  As noted in CIPD (2020a) this would include details on the potential candidates details of job requirements including the responsibilities and objectives of the role. From this, Technow partners would need to outline entire expectations elaborately with regular follow-ups being done at all times.

Development– This include providing relevant capacity development opportunities for the team in an organisation. This is for appropriate skills development for offering an appropriate future career path in the organisation. In the current situation in Technow organisation, in my outsourcing role, external learning would be best reccomended. This would entail taking active role in conferences and seminars yielding immense benefits for skills development. Also, the team members could be encouraged in being their individual development. This is while rewarding the employees who learn in their own time.

Retention– At this stage, the organisation energy is kept for maintaining the top employees and to ensure happiness and sufficiently challenged in their roles within the team. As noted in CIPD (2021) the employee retention evidence the scope of employer retaining their employees and measured as a proportion of the employees with a particular length of service (one year or more) done as a percentage of the entire work functions. Here, my outsourcing function in the organisation would to ensure appropriateness of their culture. This is in terms of relationships among the team members, recruiting right people, appropriate communication and feedback (Sprigg’s continuous or 360 degree feedback tool).

Separation– Despite of this stage being the last in the employment lifecycle, it is relevant to treat it with great relevance being an onboarding process and strategic in regard to the extent in which it is implemented. In my outsourcing role, I would encourage the partners to always understand reason of resignation, approaching it with positivity and reminder to the team to maintain their forward looking.

AC 1.2

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