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HR Trends: Separation of Candidates

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HR Trends: Separation of Candidates

About the series: CV-19 accelerated many trends, including (or especially!) related to HR and recruitment. Companies that want to hire high-value candidates – who don’t quit in 3 months – need to make sure they keep up with the latest trends. More importantly, they need to implement new strategies in the right way.

Trends introduced too quickly and/or by the wrong department will have the opposite effect by, for example, generation additional costsnegative employer brandinglosing valuable candidates, longer hiring processes, low (more) experience of the candidate, etc.

To help companies avoid these mistakes, we’ve put together a summary of the most important trends along the employee life cycle – with their accompanying threats and – where possible – the addition of relatively simple quick wins – all reinforced statistics and real cases.

This week we share trends and threats related to PHase #5 of 5: Separation Employees.

Trend #1: Going online

In the last four articles of the “HR-trends” cycle, we talked trends and threats related to the attraction and retention of employees in the company. Whether you’re an HR professional or a freelancer, you know how important it is to recruit, manage and support people online in the right way.

But dismissal of employees just as important. How you treat them at the end of the collaboration leaves a mark on the future and affects you greatly employer branding.

As (almost) all the action moved online, so did boarding. How LinkedIn data for 2021 says 84% ​​of candidates experience “negative landing”.

What are the potential threats?

Incompetent firing untrained employeese.g via a Zoom groupresulting in negative employer branding and reduced candidate pool in future recruitment processes.

The security risks associated with poor shutdown processes are one of the top concerns facing IT teams today. According to the latter Toria Poll 2021:

  • 76% IT leaders agree or strongly agree with this “Employee exclusion is a significant security threat.”
  • IT specialists claim that 67% of hacks are not malicious in nature accidental.
  • 86% of respondents believe that the landscape of security threats has changed due to switch to telecommuting.

Solutions?

→ Prepare and execute thoroughly checklist of employees who have left home:

  • especially for IT security – work closely with your IT department.
  • to hold due exit interview – you want to make sure you a) learn from the feedback and b) retain the ambassador for the long term.

if possible select and offer outplacement services to your employees and/or train your own HR department.

Tip: Check out ours outplacement proposal for companies!

If you would like to discuss how we can potentially support your organisation, please feel free to email us at Zadrozna.Anna@CareerAngels.eu.

Here are other articles in the series:

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