Say you’re searching an online résumé database and spot the résumé of one of your best employees. Or you get a call from an HR friend at another company who just received a résumé from your star employee.
You know that job hunting is a way of life for many employees. Still, you’re surprised and wonder what to do with the new information.
The answer: Tailor your approach to that employee, the reason he or she is searching and whether you actually want to retain the person.
There are three basic types of employed job hunters:
1. Eternal job-seekers. Some employees are always searching for a better deal; it has little or nothing to do with your organization or .
2. Angry or disconnected employees. They launch searches because they are upset about some perceived slight or have lost interest in their jobs.
3. Ambitious. These are top performers who are good and know it. They are ready for advancement but see it coming slowly at your organization.
How do you approach each type?
First, check the posting date of the online résumé and the date it was last updated.
Don’t mention the unearthed résumé to angry employees whom you don’t want to retain. Check the résumé dates to determine whether the employee posted it shortly after an incident at work.
Talk to the department manager to discuss how things are going with employees in that unit without bringing up that specific résumé. Examine exit interviews of employees in the department for issues that may impact retention.
Get ready to launch a job search to fill the position.
Reveal your discovery to angry employees whom you want to retain, especially if they are top performers. Find out why they want to leave. Ditto for ambitious superstars who aren’t eternal job-seekers.
In both cases, talk with managers to determine what the employees’ issues are and whether the organization can do anything to address them.
Résumé posting dates and update dates, along with a record of job-hopping, give away eternal job-seekers.
Don’t confront these types of employees about their online résumés because it probably won’t do any good. Instead, inform the employee’s manager but stress that it doesn’t mean the person will definitely leave soon. Start the wheels in motion to launch a search for a replacement.
Final tip: Don’t fall for shopworn excuses that busted employees use: “I forgot that my résumé was online.” “It’s always there because I can’t remove it.” “I’m testing the market but have no plans to leave.” Use your judgment, the résumé posting and update information to determine whether an employee is telling the truth.
But be cautious which employees you approach about their posted résumés: Revealing your discovery could embarrass an employee and make the person more determined to leave.
Like what you've read? ...Republish it and share great business tips!
Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...
We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.
The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.
" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/5245/you-find-an-employees-rsum-on-a-job-web-sitenow-what "