As competition for the best talent heats up in most industries, it’s important for recruiters and hiring managers to consider how they come across to job seekers. Starting with a great job posting all the way through to a job offer, smart recruiters and hiring managers try to put the best foot forward and create a positive experience for job candidates.
When an employee chooses to leave your company for another opportunity, it’s understandable that you may have mixed feelings. That said, letting them serve out their last two weeks and leave without acknowledgement or a fond farewell is unpleasant, and it can be a costly mistake. In such a competitive recruiting environment, it’s never a good idea to burn bridges— even with departing employees.
When your best employees leave, they don’t just take their skills and training with them; they also take the knowledge and contacts they’ve gained on the job. This can pose a threat to your business goals, especially if their new role involves competing or negotiating with your company.
For employers of highly-skilled talent, the urge to keep trade secrets from walking out the door— and into competitors’ offices— is understandable. That’s why some companies choose to institute non-compete clauses (NCCs) as a condition of employment.
