Many companies are happy to refer former employees who were excellent at their job. You probably have a long list of nothing but good things to say about those employees.
A company’s most important capital is its human resource. Highly skilled employees are what drives a company to success. It is therefore essential to retain these high-performing employees.
In May 2019, the U.S. House of Representatives passed H.R. 5, also known as the “Equality Act.” The Equality Act aims to prohibit discrimination on the basis of sex, gender, identity, and sexual orientation, and for other purposes.
Expectations—organizations and employees have them. The expectations of both sides align when companies have specific job descriptions for the various positions that make up the organization.
Most companies place high importance on hiring the best employees. They don’t hesitate to invest on recruitment processes, so that they get only the best in a vast pool of talents. However, even advanced recruiting software or efficient hiring process can’t ensure that employees will stay for the long haul.
Even for seasoned talent professionals and managers, exit interviews are always a bit stressful. However, sometimes they can be truly awful when an employee looses their cool and vents about everything that went wrong.
Ah, exit interviews. A nerve-wracking experience for an employee who’s leaving your company. A potentially uncomfortable survey for a boss or manager who might feel they have better things to do during their workday.