Whatever the reason for an employee’s resignation may be, taking the proper actions after the resignation has been received is vitally important. Not only can taking the proper actions help protect your company from future potential legal action but also can make the separation process much less painful for the company and the leaving employee. Here are five important tasks that should be at the top of your list.

1)   Get it in writing. It’s really important that you have a verifiable reference that includes the date notice is given and how far in advance the notice is delivered. This can help avoid any disputes over contractual issues regarding notice and length of contract or terms of resignation.

2)   Grab a copy of their original contract. You particularly want to look up information regarding notice, severance pay packages, and any other information that can help your company make sure the right moves are made at this critical time. You should also check to see if there is a non-compete agreement or clause in the contract that would prevent the employee from working for a competing firm or company. Remind the employee if that is the case and thoroughly explain the provisions of this agreement.

3)   Plan an exit interview. This is an important part of the process and it needs to be done as quickly as possible. This isn’t about gathering all company property. This is about finding out where the employee stands on any projects that he or she is working on. It’s about sharing knowledge on cases or projects that are unique to this employee with other company employees so that knowledge isn’t lost once the employee leaves. Get a written update on the status of all projects the employee is involved in and his or her role in these projects as well. This will make it easier for the next person to step in and get things rolling again.

4)   Decide how the news will be delivered. It’s often best to make a company-wide announcement rather than allowing rumors to fly. Rumors can become fast problems for the company if there is discontentment at worst and many distracted employees for a few days while the news spreads at best. Either way, it’s often to tackle the issue head on. Also, be cordial when saying your own goodbyes. It’s much better for everyone involved if leaving can be seen as a positive experience.

5)   Calculate what the final payment should be. This is one instance where you must be accurate in your calculations. Check the numbers and then double check them. Make sure you take into account any and all outstanding overtime, vacation pay, severance packages, etc.

It’s never easy losing employees but if you handle the situation properly you can avoid turning a difficult time into something that will leave everyone involved with a sour taste in their mouths. Get support for your replacement personnel needs when someone resigns from Accent Hiring Group.

Job openings today are few and far between. In a market where there is considerably greater supply than demand, employers are willing to consider new and creative means to narrow down the field of candidates to find people who are best suited for the job at hand. When you’re dealing with a wide range of candidates from across the country, phone interviews may seem like the most expedient choice. But, are they the best choice to help you narrow down your long list of candidates?

Here are a few of the pros and cons you’ll want to keep in mind as you explore whether or not phone interviews are a valid method for you to use to narrow down your field of candidates.

Pros of Phone Interviews

Saves time. This can be a huge benefit for employers who are strapped for time and attention because they need new workers to come in and take up the slack. Of course this is almost every employer operating at the moment.

It provides a quick rundown of skills. There are some things that simply do not always come across on a resume or cover letter. A brief interview over the phone can help you determine whether or not a specific candidate is worth further review due to a specialized set of skills or if you should pass because he or she lacks the skills needed to perform the job.

Cons of Phone Interviews

They can be cumbersome. Depending on the number of people you’re interested in talking to, it can become a time consuming process. The odds are that you’re trying to whittle down a fairly large field of seemingly qualified candidates. You know you can’t hire them all and you don’t necessarily have time for a face to face interview with each and every one either. But it can still be difficult to find the time to make all the calls and ask all the necessary questions for a larger group.

It’s difficult for anyone to really stand out. The other problem with conducting large-scale interviews is finding one or more candidates to really make an impression and stand out from the crowd over the phone. There are certain qualities that just do not come across over the phone lines that can make a person an ideal employee, team member, innovator, and/or motivator. There are some things you still need to see to believe or understand.

Phone interviews are not for everyone or even every hiring need. That doesn’t mean they do not serve as a valuable tool in today’s hiring process when used properly. If you’re struggling with a long list of qualified candidates that are scattered across the country there’s no reason not to consider using this valuable tool to help you find the few candidates worth further consideration.

2012 is shaping up to be the real start of the economic recovery – at least as far as the job market seams to be concerned. For the first time in a long time we’re beginning to see a little bit of silver lining the economic storm clouds that have been hanging overhead since 2009. Those who have been out of work for a long time are really feeling the pinch and good news about the economy can’t come a moment too soon at this point.

Here are seven hiring trends you’re going to want to know about in 2012.

1)   Starting salaries for college grads have remained consistent since 2008 and ¾ of employers surveyed have no intentions of raising them in 2012. This isn’t a slight against new grads however. Salaries across the board have remained fairly consistent since 2008 and companies are reluctant to increase them until they are more confident that the recession is officially over.

2)   Companies are looking for more flexible options and reluctant to take on full-time employees who will expect benefits packages and increase operating expenses for the company. This means that there is likely to be an increase in the hiring of consultants, contractors, and other temporary or freelance staff.

3)   Companies that do hire will do so with great reluctance. They are still going to try to get more production from fewer employees whenever possible and resort to hiring new staff as a final option. They are also going to seek new employees who have flexible attitudes about what their roles in the business are going to be.

4)   Wages that do increase are likely to do so over the course of the next six to nine months and not immediately. Companies want to believe things are getting better but they are reluctant to commit to hiring new employees or offering increased hours or wages until they have greater confidence that this isn’t a temporary upswing that’s going to quickly slide downhill again.

5)   Job seekers need to be aware that automation is quickly replacing many of the jobs they were once hired to do. They need to adapt, evolve, and overcome the challenges this presents by learning new skills employers are likely to find. They also need to look for ways to be flexible in a manner that will attract those same employers by developing cross-over skills or willing to roll two job functions into one “umbrella” position.

6)   The biggest growth fields for 2012 are expected to be: health care, retail, transportation, insurance, finance, energy exploration, and scientific research. College grads and people with experience in these fields are poised to experience the greatest degree of career potential in the coming year.

7)   Many employers, a full nine percent as a matter of fact, are switching over to wages that are either solely or partially based on commission. This will be difficult for many new grads as well as those who have been out of work for a long time but it makes sense from a business perspective. We may see more of this throughout 2012 and beyond.

2012 is a year full of promise and hope. If these trends are an indication it may be the start of a long journey back to the way things were done before the “Great Recession”. Find out how Accent Hiring Group can help you manage your recruiting and staffing needs in 2012 and beyond.

As a hiring manager, you understand, all too well, that no one enjoys being rejected for a job. That’s part of the reason it’s so difficult to write a rejection letter to candidates that simply aren’t a good fit for the position you have available. It’s not fun being the bearer of bad news, after all. This leaves many businesses skipping the important step of touching base with job candidates who do not “fit the bill” for whatever reason to let them know they did not receive the job. That practice, or lack thereof, has led to a growing amount of dissatisfaction among job applicants.

Some employers believe that time is a valuable resource and that something as simple as sending out letters letting job candidates know they did not get the job is a waste of that precious resource. However, it doesn’t take that long to write a letter and place it in the outgoing mail pile. The good will and respect this action generates is well worth the investment of time and resources that are spent in the process.

Why is sending rejection letters so important?

It lets the candidates who didn’t get the job know that you respect the time and effort they invested in applying for the job first of all. But, it does more than that. It also boosts the reputation of your business and corporate image.

However, there is an unintended benefit of investing in this practice for your business. While you may view it as a time consuming process on the front end, so is fielding countless calls from candidates who didn’t get the position and are checking on the status of their applications. Sending out one simple email can save their time and yours allowing you both to move on to positions and/or candidates that are better suited for the positions at hand.

What should you say in your rejection letters?

Rejection is something people don’t like receiving. They don’t like being the one delivering it either. There are very few people who sit around practicing kinder gentler ways to deliver the rejecting “blow”. Here are a few points you should keep in mind in order to soften the blow while building good will.

• Break the news gently– Rejection is hard enough to deal with. There’s no reason to be abrupt or overly harsh.
• Tell the truth – Don’t offer to keep them in mind for other positions if you have no intention of doing so.
• Be timely – There’s no need to send one after a certain amount of time has passed. Try to send these letters out in a reasonable amount of time in relation to your decision not to hire the candidate.

While the initial rejection may sting initially, job candidates who didn’t get the position will respect and appreciate the fact that you took the time to send a letter letting them know the position has been filled. This allows them to refocus their attention on other areas of the job search, and find an opportunity with another company they are more suited for.

For more HR and career advice, please come back often to the Accent Hiring Group blog. We welcome your comments and suggestions below!