Most organisations invest much time and money in developing great onboarding processes for new talent. However, just as important is the offboarding process for talent that is leaving employment for whatever reason. Offboarding is generally referred to as the formal separation between a talent and their employer which may be through resignation, termination or retirement. Whilst the reasons for each type of talent departure may vary it is essential to have a well-documented procedure in place that can be easily implemented when this happens. A good process can also help protect the employer’s brand because when talent leaves, they can become either an advocate or an antagonist of the company they are leaving.
Talent Feedback.
Termination by an employer does not necessarily need talent feedback but it may be useful to understand their side of any process that they have been through and consider if the current procedures are fair. Retirements also do not need any specific feedback however, if someone is leaving through their own volition it is essential to understand why they have chosen to depart. Is the talent leaving for a competitive employer where they will get increased benefits, a higher salary or better promotion prospects? Perhaps they have a view regarding their current workload, management style, hours worked or other possible internal conflicts that have led to their resignation.
Legal Compliance and Tax.
There are usually legal requirements for employers to provide formal notification of employment termination to any official government tax or revenue departments, this ensures that the individual leaving will have an up-to-date record of pay and tax from their employment. Additional documents that may be either a legal requirement or company policy could be the provision of employment references or in the case of gardening leave or departure to a competitor the requirement for a signed NDA (Non-Disclosure Agreement).
The Offboarding Process.
Having a well-defined offboarding procedure will make the process easier to manage and be faster for all parties involved. Key to this offboarding process is ensuring that there is sufficient knowledge transfer prior to departure. This may include documentation regarding critical projects they have been working on that will enable another employee to pick up the project without too much effort. This knowledge transfer needs to be signed off and approved by the manager responsible for the employee that is leaving. Using an Applicant Tracking System (ATS) to document the offboarding procedures can help make the process faster and more efficient. An ATS system also helps keep accurate records for former employees and the data can be used to analyse reasons for leaving or for any potential re-hires.
One such company who are game changing the face of recruitment by providing a robust process to deliver more efficient recruitment without bias is Hire Digital. A start-up recruitment company with a global presence that has invested heavily in Artificial Intelligence (AI) to manage the digital tech recruitment process. Their ATS software platforms give digital talent recruiters a strict criterion for posting job adverts and descriptions and their AI works in such a way that it generates a much smaller more targeted candidate list by using up to 40,000 attributes. They key to this is efficiency, recruiters spend less time generating job advertisements and trawling through hundreds of CV’s to get their shortlist, Hire Digital tech can rapidly access up to 1bn talent globally.
Hire Digital is an AI technology with a human touch that is completely revolutionising the recruitment and selection process. It’s two times faster, 50 % cheaper and ten times more accurate than traditional hiring tech. To find out more speak to Robin Brohl at Hire Digital he is a real person and would love to engage with you and help you streamline your recruitment processes.