Last year I wrote about how exit interviews are a retention tool. It is a way of gathering information on why employees are leaving (once the employee has resigned), and thus, help you improve on your leadership, culture, and so on.
We are naturally troubled when an employee hands in his/her resignation letter. This action subconsciously triggers many concerns.
The demand for workplace flexibility are the result of the ever-changing demographics, environment and society we are living in.
We very often read on ways to gauge whether prospective candidates are being honest with us. Employers may be reluctant to tell candidates the entire truth about the job. This is particularly true in today’s constant struggle to attract, select and recruit people.
It has become the norm to visit and search the internet when we want to find out about someone. Generally, Facebook is the first place one would visit, closely followed by LinkedIn, Twitter and Instagram.
Recruiting is a topic of particular interest today. Let us put this in a bigger picture: Malta has an unemployment rate of four per cent, leading to a tight labour market, and the nature of work is changing.
Our understanding of community management has been restricted to managing our relations with our customers on our social media platforms.
The shortage of accountants in Malta is no secret. Over the past years, the country had to recruit over one hundred foreign accountants in order to meet the market demand.
Think of each and every job applicant your organisation has had over the years and consider how you handled each and every one of them. Did you ensure that the job applicant’s first impression of the company was positive? Was the experience of those who were not employed positive too?
The perception of exit interviews is that they are a great opportunity for employees who left the company to dish and complain about their ex-employer. It is the time for the employee to give one-way feedback about their work experience.
