Comments - Use past employees to find your next hires! - RecruitingBlogs2024-03-29T08:50:53Zhttps://recruitingblogs.com/profiles/comment/feed?attachedTo=502551%3ABlogPost%3A1311776&xn_auth=noHi Valentino - I appreciate t…tag:recruitingblogs.com,2011-08-04:502551:Comment:13134282011-08-04T12:42:40.461ZChris Brablchttps://recruitingblogs.com/profile/ChrisBrablc695
<p>Hi Valentino - I appreciate the frank comments.</p>
<p> </p>
<p>I agree that the outboarding process will not be in good taste in asking for referrals during layoffs. I worked for a company that experienced several rounds of layoffs and it was much like you stated. Many of the employees being laid off were understandably mad and angry at the organization. At these times, pushing this type of recruiting initiative would probably as you said "get you punched in the face." The fact is it's…</p>
<p>Hi Valentino - I appreciate the frank comments.</p>
<p> </p>
<p>I agree that the outboarding process will not be in good taste in asking for referrals during layoffs. I worked for a company that experienced several rounds of layoffs and it was much like you stated. Many of the employees being laid off were understandably mad and angry at the organization. At these times, pushing this type of recruiting initiative would probably as you said "get you punched in the face." The fact is it's not a pleasant experience and is hard to do and maintain goodwill as an organization.</p>
<p> </p>
<p>Your stance that these programs should be focused on "happy campers" or employees that are moving on to another company themselves is a good point and definitely the point of the article. These are the candidates that should be at the heart of your Talent Network.</p> Chris,
I BEG TO DIFFER...
Wh…tag:recruitingblogs.com,2011-08-04:502551:Comment:13130392011-08-04T08:05:37.105ZValentino Martinezhttps://recruitingblogs.com/profile/ValentinoMartinez
<p>Chris,</p>
<p>I BEG TO DIFFER...</p>
<br></br>
<p>While this is a good idea and does and would work with former employees who left an employer on good terms--the problem is, that would be a rather low percentage of former employees. I'd guess its at or below 5% and most of those would be retirees...and some of those would now give a thumbs down due to companies messing with their pension, benefits, etc. </p>
<p>In my experience--having worked in several industries; and having interfaced with…</p>
<p>Chris,</p>
<p>I BEG TO DIFFER...</p>
<br/>
<p>While this is a good idea and does and would work with former employees who left an employer on good terms--the problem is, that would be a rather low percentage of former employees. I'd guess its at or below 5% and most of those would be retirees...and some of those would now give a thumbs down due to companies messing with their pension, benefits, etc. </p>
<p>In my experience--having worked in several industries; and having interfaced with many thousands of professionals over the past 40 years--my sense is that the majority of employees who leave companies, ESPECIALLY in the past twenty year, have not left willingly or on good terms. Layoffs are the prime reason for this outcome.</p>
<p>So your mention of a having a friendly "outboarding process" does not minimize the fact that if you're being "outboarded" it's not by choice. And Chris, if you have limited exposure to the experience of interfacing with employees who have been laid-off; out-placed; excessed; let go; or were "outboarded", particularly in the past couple of years--I would tread lightly on the concept of asking them to refer someone to a job opening, or even apply themselves. Why? Well, in the middle of explaining your good idea of leveraging ex-employees for the purposes stated--it's a good way to get punched in the neck because some laid-off employees would really be trying to take your head off with such an offer to "stay in-touch". </p>
<p>Frankly, many are stunned that they were let go, in the first place. And, secondly, their animosity is stoked by the conclusion that there were many others who should have been out-boarded and not them. Could you imagine one of those retained employees calling on a former colleague—when the feeling is it should have been them that got the boot? </p>
<p>The experience of being “outboarded” is traumatizing. And it lasts a lifetime. I've given presentations to out-placed executives, and line staff, at DBM and Right Management counseling sessions, and found many still seething months after their departure. In those session they’re allowed to vent…and do they ever.</p>
<p>So if you can track former happy campers, you have a shot at leveraging them to refer others, and even to say nice things about their former employer. But tread lightly with the outboarded.</p>