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Does the way employees are off-boarded really matter?

Does the way employees are off-boarded really matter? Does it affect your brand image among prospective employees, or your current employees’ willingness to stay and to recommend your company as an employer?

We’d Like Your Point of View

This is the third in a series of short “burst surveys” that Mullin International, a leading Outplacement firm, and Hunt Scanlon Media, a leading provider of strategic HR information, are conducting through the Spring and Summer. Our objective is to understand the influence that exiting employees can have on your brand, how offboarding affects brand image, and what companies can do to turn former employees into brand ambassadors.

In our April survey, we learned that Management’s concerns about offboarding have escalated, and that respondents see offboarded employees’ impressions of companies are affected by not only the way they are treated, but by the presence of severance, outplacement services, and other factors.

Our May survey revealed that companies’ investments in offboarding have been creeping up slowly, and that more surveyed companies are expanding than contracting the use of severance and outplacement services.

Our current survey, which only takes a few minutes, focuses on the impact of off-boarding itself. We would greatly appreciate your participation, and in exchange, we will send you the full report at the end of the summer.

Thank you – The Mullin International/Hunt Scanlon Media Research Team​

Share Your Feedback

Your Role:
 CHRO 
 Leader of a functional HR area 
 HR business partner or generalist 
 Other HR (e.g., specialist, project manager) 
 Other non-HR 
Company Size:
 0-100 employees 
 100-1,000 employees 
 1,001-10,000 employees 
 Over 10,000 employees 
Industry:
 Energy 
 Finance 
 Healthcare 
 Hospitality 
 Insurance 
 Manufacturing 
 Media 
 Pharmaceuticals 
 Technology 
 Telecommunications 
 Other 
Compared to three years ago, is the challenge of finding the right people for key positions in your company:
 Considerably more difficult  
 Slightly more difficult  
 About the same 
 Slightly easier 
 Considerably easier 
What factors do you attribute that to? Please share your comments. (optional)

To what extent do you feel your company’s off-boarding processes affect:
…off-boarded employees’ impressions of your employment brand?
 Not at all  
 Some  
 Moderately  
 To a great extent 
…current employees’ impressions of your employment brand (based on how they see other employees treated during offboarding)?
 Not at all  
 Some  
 Moderately  
 To a great extent 
…current employees’ willingness to recommend your company to prospective employees?
 Not at all  
 Some  
 Moderately  
 To a great extent 
…high performing employees’ willingness to stay with your company?
 Not at all  
 Some  
 Moderately  
 To a great extent 
…highly talented employees’ interest in joining your company (e.g., based on what they read on social media platforms like Glassdoor)?
 Not at all  
 Some  
 Moderately  
 To a great extent 
What impression do you feel your company’s offboarding processes have on your employment brand among…
…off-boarded employees’ impressions of your employment brand?
 Very positive 
 Positive 
  Neither positive nor negative  
 Negative  
 Very negative 
…current employees’ impressions of your employment brand (based on how they see other employees treated during offboarding)?
 Very positive 
 Positive 
  Neither positive nor negative  
 Negative  
 Very negative 
…current employees’ willingness to recommend your company to prospective employees?
 Very positive 
 Positive 
  Neither positive nor negative  
 Negative  
 Very negative 
…high performing employees’ willingness to stay with your company?
 Very positive 
 Positive 
  Neither positive nor negative  
 Negative  
 Very negative 
…highly talented employees’ interest in joining your company (e.g., based on what they read on social media platforms like Glassdoor)?
 Very positive 
 Positive 
  Neither positive nor negative  
 Negative  
 Very negative 
Sign up here to receive details and updates on our findings.


About Mullin International

Mullin International is the global leader in Outplacement and Redeployment solutions. Their commitment to improving the Outplacement experience for impacted employees and delivering measurable results through real-time data for their clients has kept Mullin International at the leading edge of their industry and has helped them become the largest privately owned outplacement firm in the world.

Unlike single solution providers, Mullin International takes a multi-touch approach to Outplacement and Redeployment. They have successfully interwoven their experience, proprietary technology, and the human component into a proven process that results in helping candidates find jobs faster.

Other Polls:
IN WHICH DIRECTION ARE OFF-BOARDING COSTS HEADING?
CAN YOU INFLUENCE EXITING EMPLOYEES TO BOLSTER YOUR EMPLOYMENT BRAND?