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Exit Interviews

By SpringLaw | 3 Minutes Read August 8, 2018

When key employees leave

The departure of a key employee can create uncertainty and destabilize the rest of the office, let alone impact the value of the company if the key employee is particularly high profile. Employers should have a plan in place to provide the right messaging to employees.

Article by SpringLaw / Employee Relations, Payroll / employment law, Exit Interviews, key employees, non-competition agreements, non-solicitation agreements, reasonable notice, termination

By Occasional Contributors | 4 Minutes Read March 31, 2014

In defense of exit interviews: Why it still deserves to be a part of your plan?

Like Clint Eastwood’s character in Unforgiven, you may say to them,“Deserve's got nothing' to do with it”, as a parting remark. But can you fathom the mental state of ‘exiting’ employees, when they’re moving out of their cabins, handing over the keys, returning office equipments, putting their desk's contents in a cardboard box, amidst uttering grateful and humble so longs?

Article by Occasional Contributors / Employee Relations, Employment Standards / employment conditions, employment law, exit interview, exit interview forms, Exit Interviews, exiting employees, feedback session, Making peace with a miffed employee, parting remark, policies and culture, questionnaires, retirement, sacking, SHRM, staff scheduling software, terminations, Truce building, voluntary exit, whitepaper

By PeopleInsight Workforce Analytics | 3 Minutes Read September 24, 2013

Move from traditional recruitment metrics to talent acquisition analytics to drive results business executives care about

Talent Acquisition is no stranger to data and metrics and the most progressive of leaders in this space are taking advantage of the wave of workforce analytics to get results – for their organizations and for themselves. While the past was focused on using analytics primarily to monitor the efficiency of the recruitment process, Talent Acquisition is now involving itself in measuring the effectiveness of its efforts. Connecting the activities of Talent Acquisition to business outcomes is something every Talent Acquisition leader should be working towards.

Article by PeopleInsight Workforce Analytics / Employee Relations / Applicant Tracking Systems, Business, business outcomes, data and metrics, executives, Exit Interviews, HR departments, HR metrics, HRIS, Human Resources Information System, interpretation of the data, interpretation of the data or insight into trends, leadership, measuring effectiveness, performance, quality of hire, recruitment process, Talent acquisition, talent acquisition analytics, traditional recruitment metrics, trends, turnover, workforce analytics

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