3 reasons why offboarding is so important in recruiting

executive recruitment services

In recruiting, there are numerous aspects and possibilities that have to be considered today in order to fill vacancies promptly. However, many companies leave offboarding as a recruiting channel. Why shouldn’t this happen to you? We will tell you why offboarding is so important in recruiting!

3 Reasons for Offboarding in Recruiting

You must know the situation: No matter if you have been an employee for a long time or only for a short time: Employees leave your company for various reasons. Offboarding describes the process design of an employee leaving your company. This includes various tasks, such as the return of work materials, parties on strike, farewell talks or the writing of certificates.

As a executive recruiter, you focus on finding and hiring new employees. It sounds paradoxical to deal with the departure of new employees in this context. However, there are various reasons for taking care of this area as well! These 3 reasons show you why offboarding is important for your recruiting!

  1. Employer branding: For example, through online evaluations (e.g. kununu), former employees can report on their experiences with your company. Offboarding in particular can have a decisive influence on the perception of your (former) employees. Since potential employees, candidates and interested parties inquire about you on such evaluation portals as kununu, it is worth staying in positive contact with your employees and thus positively influence your employer branding. For example, even a small farewell gift can bring appreciation to the employee and leave a positive impression at the end.
  2. Recommendations: Happy former employees can make recommendations for your company, e.g. to friends, acquaintances and colleagues. Especially through opportunities such as alumni clubs or recommendation programs, you can reach even more potential candidates. Therefore, you should inform the employee about such possibilities during offboarding and, for example, point out possible benefits in case of a successful recommendation.
  3. Returnees: Who knows your company and its departments better than people who have already worked there? If you reveal to the leaving employees that you are open to their return and would even be happy about it, open the way for them to come together again in the future. Of course, you should only take this step if you would really like to see the employee back in your company. If you decide to do so, you can, for example, keep in touch via a talent pool and inform the person about future vacancies and news from your company.

Published by Dave John

Decade of work experience in leadership consulting with strong focus on talent acquisition & assessment across different industries and geographies.

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