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Manager’s guide to offboarding – the complete kit
An employee resignation can be a stressful time - but getting it right is essential to maintaining team performance.This kit takes you through the leaving process step by step, ensuring you cover all of the vital actions, gather valuable information from the departing team member, and keep morale high while minimizing disruption."If handled incorrectly, someone leaving can result in a missed opportunity - all that information just walks out the door."This kit will help you toMinimize disruption and keep morale high with a stress-free offboarding processFuture-proof your team from resignations with actionable feedback from the leaving employeeRecruit, reallocate, or restructure? Find the best way to deal with your vacancyThe kit containsAn expert guide featuring a step-by-step offboarding plan, failsafe handover process, information on effective exit interviews, and how to fill the team skills gap assessment.Time-saving tools and resources include an offboarding checklist, a nine-box succession planning grid, announcement email templates, and an exit interview template.
Top 9 second round interview questions to ask candidates
Once you have finished the initial round of interviews, you should have narrowed down the pool of candidates to a select few. Conducting a second interview will allow for a more comprehensive evaluation of each candidate and aid in making the final decision regarding their suitability for the position.Effective interviewingWhen it comes to hiring someone to work remotely or on a hybrid basis, there are two types of interviews you can conduct.The first one could be more formal and done remotely, while the second one could be either more demanding or more casual and done in person.This approach allows you to get a better understanding of the interviewee in two different settings. For instance, you could conduct a phone interview first and then another one in person. It's important to remember that interviews are a two-way communication process. You are not just looking for the right candidate; you are also trying to sell the role to them.Therefore, it should be treated as an informative conversation, rather than an opportunity to impress the interviewee. You need to represent yourself, your team, and your company in the best possible way.Keep in mind that every candidate could be a potential customer, client, or advocate for your business, and they will remember how you treat them.Common second interview questions to ask candidatesJust as in your first round of interviews, asking the right questions in the second round is vital to understanding if a candidate is suitable for the role.“Although there are never a fixed set of questions to ask in the second interview, here are our selection of questions for employers to ask which will hopefully allow you to understand a candidate more fully before making a decision on who to hire.”What are your long-term career aspirations?Asking candidates about their long-term career aspirations can provide valuable insight into their potential fit within your company.A direct reference to your business suggests a desire to stay and contribute to its success. Additionally, this question can reveal aspects of their personality, such as honesty and passion.Understanding their priorities can help you make informed hiring decisions.Do you have any questions about the business or the role since your first interview?It's always a good idea to ask your candidate if they have any questions about the business or the role since their first interview. This gives them the opportunity to ask any questions they may not have thought of during the initial interview.It also shows how much effort they have put into preparing for this interview. If there were any gaps in their knowledge, they can be filled now. However, if they don't ask any questions, it could indicate a lack of interest or engagement.Keep in mind that some candidates may be nervous, so be sure to create a comfortable and supportive environment.How has your job search been going so far?Inquiring about this during a second interview can provide valuable information about your potential competitors and the obstacles you may encounter if they are selected as the top candidate.You may learn about other positions they have applied for and their current status in the hiring process. If they have recently attended multiple interviews, you may need to wait for their response or come up with a counteroffer to remain competitive.It is important to ask everyone the same questions during the interview to avoid any discrimination or bias.What skills do you think are required for this role?This allows you to gauge their understanding of the position and their ability to think critically. Additionally, it provides an opportunity for them to highlight the skills they possess and how they align with the requirements of the role.By doing so, you can gain insight into their expectations, interpretation of the job description, and ensure they have a clear understanding of the responsibilities involved. If there are any misconceptions, you can clarify them, promoting transparency and reducing the likelihood of future misunderstandings.Ultimately, this approach can lead to improved retention rates as candidates have a thorough understanding of the position before accepting an offer.What are the reasons you might not be suitable for this role?Giving candidates the opportunity to reflect on what they might need to improve on allows them to think about challenges and solutions – how they would overcome any professional issues they may face in the role.The positivity or negativity in their answer will give you an idea of their own motivation for success.If their answer mentions them improving and being able to be trained, you may have a more valuable candidate than you think. Someone with a growth mindset has much more potential to grow and learn than someone with a fixed mindset who only believes that if they can’t do something now, they never will be able to.What changes would you suggest at this company?This question allows them to consider potential challenges and how they could overcome them. Their response can also give you insight into their motivation for success.If they mention a willingness to improve and be trained, it could indicate a valuable candidate with a growth mindset. Such individuals have more potential to learn and develop than those with a fixed mindset who believe they cannot improve in certain areas.What is the lowest salary you hope to earn from this role?The answer to this can give insight into the candidate's salary expectations and provide an opportunity to negotiate if necessary. Additionally, the candidate may have done research and determined that the salary being offered is lower than the market rate.If the candidate's worth matches their expectations, you may have the opportunity to increase your offer accordingly.How would you describe your ideal work environment?This can give you valuable insights into their work style and personality. If they describe an environment that is similar to yours, then they are more likely to be a good cultural fit for your company.Hiring someone who is not a cultural fit can lead to dissatisfaction and increase the chances of them leaving.On the other hand, if a candidate describes a work environment that is very different from yours, they may not be a good match for your company and could end up being unhappy and leaving later.How soon would you be ready to start this role?It's a common question, but an important one since bringing on new employees can be a logistical challenge. It can also be a way to compare candidates based on their availability and professionalism in conducting themselves during the hiring process.If a candidate mentions leaving their current job without giving notice, this could be a red flag for your business as well.Ultimately, asking good questions is crucial to finding the best fit for your business. After meeting with a candidate for a second time, you should have a better understanding of their skills and abilities, and whether they would be a good addition to your team.
Employment referencing: best practice tips for employers
A recent survey by Reed Screening found that 78% of employers consider reference checks the most time-consuming part of the recruitment process. Keith Rosser, the Director of Reed Screening, shares advice on how to streamline this process.In today's competitive job market, employers must make informed hiring decisions.Employment referencing allows recruiters to authenticate resumes, assess potential hires' reliability, and ensure an effective recruitment process. Though it may seem mundane, referencing provides deep insights into an applicant's background, work habits, and suitability for a role. However, it's important to consider the legal and ethical implications involved.Understand referencingWhen companies verify an applicant's employment references, they check two things: the dates and positions held and feedback on behaviour and proficiency. While companies are not required by law to do so, many choose to verify basic information. Substantive referencing, which provides more in-depth information on an applicant's behaviour and expertise, is also conducted by some companies.Nevertheless, it is advisable to be aware of both options. Requesting references from candidates can be highly beneficial if the questions asked go beyond merely verifying employment history and job titles. In certain cases, asking open-ended questions of the reference can provide a more profound understanding of the applicant's strengths, weaknesses, work habits, collaboration skills, and overall job performance.This approach enables a more comprehensive grasp of a candidate's personality and skills, leading to a more informed hiring decision. However, a straightforward reference check can suffice and can be done digitally to expedite the recruitment process.A study conducted by Reed Screening examined 100,000 job references and uncovered notable issues in the reference process. These problems include:Quantity - Out of the 100,000 references requested, only 61% were received.Accuracy - Among the received references, 31% displayed inconsistencies when compared to the information provided by the candidate.Relevance - A significant 81% of the received references only contained the employment dates, lacking additional valuable information.Verification - 65% of the referee data provided by the candidate was found to be incorrect.Verify authenticityVerifying a candidate's employment history is crucial to confirm the accuracy of the information provided. If a candidate intentionally conceals information from a potential employer, it can raise concerns about their honesty and integrity. This could result in delays in the hiring process and may require certain stages of recruitment to be restarted, which can be both time-consuming and expensive.To ensure the authenticity of references, it's important to request references from official company email addresses or phone numbers to confirm the identity of the referee. Another option is to use instant referencing, which verifies employment dates and salary details using payroll and open banking data. This can help prevent fraudulent references.In recent years, there has been a rise in recruitment scams and "reference houses" - websites that seem legitimate and offer counterfeit references for a fee. To combat this issue, companies should improve their strategies by conducting IP address verifications of online references, automatically searching for recognized reference houses, and confirming legitimate business addresses.Traditional reference systems that simply streamline the reference process are unlikely to detect systematic fake references that are used to hide information from a candidate's employment history.Make security a prioritySending personal information through email can be risky as there is always a possibility of it being sent to the wrong person or being compromised. Despite implementing protective measures, there is still a chance of fraudulent activities and data leaks when exchanging data through emails and documents.Employers must comply with data protection and privacy regulations such as GDPR and seek permission from applicants before contacting their references and handling their information. Communicating the purpose of reference verification to avoid any confusion is a must-have.Respect confidentiality and be objectiveIt's important to be mindful that former employers may be prohibited from sharing information about a candidate's performance due to privacy agreements. In such cases, it may be necessary to ask the candidate for another professional reference or make a decision without a reference at all.Refraining from making hasty assumptions or forming opinions based solely on reference feedback is crucial. Keep in mind that references may have their own biases or motives. Consider this information as part of your decision-making process, along with other factors such as work history, qualifications, and training.Ask for recent referencesTo obtain an accurate evaluation of a candidate's current skills and work style, it is recommended to request references from their most recent employers.It is important to verify the authenticity of the reference provider to ensure the reliability of the information provided. Additionally, confirming the details of the candidate's employment helps to eliminate any misleading data, reducing the likelihood of errors.Cross-check the informationWhen reference verifications are not in place, fraudsters can easily conceal accurate information. To address this, it is recommended to adopt a thorough evaluation process that includes cross-checking the provided data and closely examining any suspicious inconsistencies or warning signs."Remember to look for inconsistencies and discrepancies, as this can provide valuable insight into a candidate's honesty and integrity."Keith Rosser, Director, Reed ScreeningRemember to thoroughly check for any inconsistencies and contradictions, as these can provide valuable insights into a candidate's honesty and integrity. Even though there is a digital process in place, it is still considered a best practice to verify the information.Develop a reference policyEstablishing a clear policy for verifying references is crucial for ensuring fairness and consistency. The policy should outline the procedures and criteria for conducting checks and should be applied consistently to all applicants, regardless of whether the verification process is manual or digital.Thoroughly reviewing employment history, addressing any gaps in employment, and verifying references provided in resumes is essential. This includes closely examining the dates provided and seeking clarification for any suspicious information. By doing so, we can maintain a safe and secure work environment for everyone.Instant referencingEmployers need to conduct comprehensive employment referencing to ensure they make well-informed hiring decisions. Failing to do so could lead to potential financial or reputational damage. Instant referencing platforms automate the process of gathering and verifying employment references, making it faster and more efficient than traditional methods.These platforms provide trustworthy information directly from a candidate's previous employers, enabling employers to make better hiring choices.To learn more about how our instant referencing technology can accelerate and streamline your hiring process, get in touch with one of our experts.