What has your experience been, either as an employer, an HR professional, a hiring manager, or an employee? Thoughts?
We've probably all been there. A new employee is starting on Monday. Let's greet them with open arms, maybe even take them to lunch. We want to make a good first impression and show them we care. But what about when it's their last day? Do we still want to show them that same kindness or just show them the door? When an employee leaves your organization, no matter the reason, what if your company chose to take the high road? Whether the individual is leaving voluntarily or being asked to leave, what if you were to offer them a list of resources to aid in their job search? One final goodwill gesture, if you will. This could be something prepared in advance and included in their exit interview or with their separation documents. Even if the person was not a great fit for your organization or the role they were in, they are still a person. And who knows...your paths may cross again at some point. Burning bridges is rarely a good idea. Besides, do you really want to see them fail or at least flounder? Hopefully not. Their gifts, talents, and skills...everyone has them, even if you didn't see them...are a match somewhere. This may be the first time...or the first time in a long time...that they have been in the job market and there is a lot they need to know.
Your list could include the following:
• Contact information for local recruiters, staffing agencies, resume writers, and career coaches
• A sample resume and cover letter template
• Any career coaching groups or meetings in your area
• Job-seeking tips
If for no other reason, consider doing this to protect your companies' reputation. How great would it be if you were known as the company who cared? What would that do to boost your recruiting efforts? Let's put the Human back in Human Resources and show a little kindness, not only at the start of the relationship but at the end, because that's when it can be the toughest.