Category Archives: Pages

2021 Recruiting Trends Shaped by the Pandemic

Last year was tough on recruiters. The pandemic and its repercussions devastated some talent acquisition teams, heaped new demands on others, and proved to be a historic change agent as virtually recruiting and onboarding a remote workforce became the norm for many.

2020’s adversities will certainly inform talent acquisition trends in 2021. More companies will adopt virtual recruiting technologies; shift talent attraction efforts to remote candidates; consider internal talent pools; and focus on diversity, equity and inclusion. The best recruiters will take the opportunity to add new skills, adapt as needed and show their value to the organization.

Over 1,500 talent acquisition professionals from 28 countries identified these trends in a survey conducted by LinkedIn and supplemented by data generated by more than 760 million members on the professional networking site.

Daniel Chait, CEO of New York City-based Greenhouse, one of the fastest-growing recruiting software providers, envisions the talent acquisition function playing a major role in what he calls the “great rehiring.”

“When COVID is mitigated and life can start returning to normal, businesses will need to quickly gear back up,” Chait said. “If things go well, it’s possible that more people will re-enter the workforce in 2021 than in any single year on record.”

Virtual Hiring Is Here to Stay

In the same way that a hybrid workforce of onsite and remote employees will become more normalized, a hiring process that combines virtual and in-person processes will become increasingly standard due to the associated cost and time savings, according to 70 percent of respondents to the LinkedIn survey.Virtual recruitment is the new face of hiring, thanks to Covid-19 -  Education Today News

“Job interviews will largely continue to be conducted virtually,” said Candace Nicolls, SHRM-SCP, senior vice president of people and workplace at Snagajob, a Glen Allen, Va.-based online staffing platform that specializes in matching candidates to hourly wage jobs. “Even for businesses resuming in-person operations, I expect that virtual and automated interviews will instead replace many in-person touchpoints, helping to accelerate timelines while also providing a critical layer of safety as we continue to observe social distancing rules.”

Ryan Healy, president and co-founder of Brazen, a virtual hiring event platform, said virtual recruiting in 2020 helped organizations streamline recruiting processes, improve diversity hiring and hire better talent by reaching across geographic barriers.

“These gains mean virtual recruiting has earned its place in the ongoing talent acquisition strategies of nearly every industry across the country, and employers will continue to use virtual recruiting alongside more-traditional in-person recruiting and interviewing once it’s safe to meet with candidates face to face again,” he said.

But Addison Group CEO Thomas Moran contends that the future workplace will be less remote than many are forecasting. “As the COVID-19 vaccine takes hold, people will welcome a return to the office to be with their colleagues,” he said. “While the pandemic may have taught us just how resilient we can be working remotely for an extended period via Zoom conference calls, it is not sustainable. Humans are a social species and ultimately need that direct, in-person contact and connection with one another.”

Companies Will Emphasize Internal Hiring

Internal mobility is up 20 percent since the onset of COVID-19, according to LinkedIn data.

In addition, 50 percent of respondents expect their recruiting budget to decrease this year while 66 percent anticipate their learning and development (L&D) budget to increase or stay the same. Some experts believe that employers will build their workforce through internal mobility programs tied to reskilling initiatives or engage contingent talent instead of hiring externally. Others predict that companies will continue to move from static jobs toward project-based, cross-functional work dictated by changing business needs.

Increased engagement, lower costs and a shorter hiring process are a few of the benefits of the shift to internal mobility, but the biggest benefit may be improved retention, said Mark Lobosco, vice president of talent solutions at LinkedIn. “Our data show that employees stay 41 percent longer at companies that hire internally compared to those that don’t,” he said. “As companies continue to experience the benefits of internal mobility, we’ll begin to see it shift from an ad hoc solution to an essential corporate strategy. This will lead to HR and L&D partnering closer than ever before to better understand existing skill sets, address skill gaps in their organization and build more robust internal mobility programs.”

David Green, executive consultant on people analytics and director at Insight222, a London-based consulting firm, suggested that “skills are the new currency” in the workplace, and companies like IBM, Novartis and Unilever are building cultures where skills are of central importance. “To achieve this, they have brought siloed HR programs such as learning, career and internal mobility together with skills and technology that enables personalization to create a thriving marketplace for talent,” he said. “With the pandemic increasing the focus even more on internal mobility, the rise of the talent marketplace will gain pace in 2021.”

Tim Sackett, SHRM-SCP, president of HRU Technical Resources, an engineering and design staffing firm based in Lansing, Mich., agreed that building internal talent will ultimately be better in the long run, but acquiring new talent through external hiring or contingent staffing is the best bet for a volatile short-term outlook.

“2021 is not the time to decide to build talent, at least not in the first two quarters,” he said. “Most organizations have already started renting talent, and we see contingent labor as a percent of the workforce rising as organizations determine how the economy will come back. In 2021, organizations want to make sure that the organization can sustain itself in the long term before adding permanent headcount. The focus on hiring more contingent is a better strategy over the next 12-18 months, to ensure they will have much more flexibility and the ability to move quickly to move their headcount up and down based on immediate business needs.”

Recruiters Will Play a Bigger Role in DE&I

Diversity, equity and inclusion (DE&I) will be a continuing focus area for recruiters, especially because more candidates will make job choices based on their assessment of a company’s visible DE&I commitment, according to experts.

“Companies recognize that they are being scrutinized more than ever by stakeholders and are committing to aggressive diversity targets,” said Dan Schawbel, a bestselling author and managing partner at Workplace Intelligence, a New York City-based HR research and advisory firm. “This year, 70 percent of job seekers said they want to work for a company that demonstrates a commitment to diversity and inclusion.”

Nearly half (47 percent) of talent professionals told LinkedIn that hiring managers are not held accountable for interviewing a diverse slate of candidates. Some experts believe that more recruiters will work to remove arbitrary entry barriers like educational requirements from job qualifications, advocate more for a diverse pipeline of candidates and hold hiring managers accountable for moving those candidates through the hiring process.

“Diversity is a business-critical imperative and one that recruiting can lead,” Lobosco said. “Not only is it imperative that recruiters deliver a diverse pipeline of candidates, but they must also play an important advisory role for the hiring managers they support. This could be through restructuring hiring processes to reduce bias, building diverse interview panels and mandating data-driven reporting against diversity goals.”

Cheryl Roubian, vice president of people at Greenhouse, said more companies are looking for tools to help them root out bias in the hiring process and build systems that promote and develop employees equitably. “This is far from being a new idea, but the confluence of increased awareness, the availability of talent and geographic flexibility will continue to amplify the importance of investing in the right tools to build more diverse teams.”    

Recruiters Will Expand Skill Sets

The No. 1 skill for recruiters to embrace in 2021 is adaptability, according to LinkedIn’s survey.

“This isn’t surprising, given the challenges we faced last year,” Lobosco said. “Recruiters are rapidly adding skills like bringing clarity to talent data, reshaping employer branding and fine-tuning the virtual hiring process.”

Notably, the fastest-growing pivot for recruiters during the pandemic was personal development.

“We saw recruiters massively increase their appetite for learning as soon as COVID-19 hit last March, more than doubling their normal learning consumption in the following months,” said Johnny Campbell, CEO of Dublin-based SocialTalent, a learning platform for recruiters. “Hot topics included talent advisory training, virtual interviewing, being productive while working remotely, virtual onboarding and internal mobility. Learning how to be better talent advisors is always a popular topic for recruiters, but many more sought it out for the first time as their hiring managers frantically reached out to them with a massive demand for information about the evolving labor market.”

Colleen Garrett, SHRM-CP, was a recruiter at a retirement community in Fort Myers, Fla., where hiring slowed down considerably as the coronavirus spread. She said she looked at the downtime as an opportunity to “think outside the box.”  

“It was a time to take a step back, audit processes, figure out what had been working in the past, what hadn’t been working and how the future was going to change,” said Garrett, currently a recruiter at health care staffing provider Clipboard Health.

She spent time rethinking talent strategy, learning how to integrate new talent acquisition tools to workflows, developing training manuals, and learning about topics like social recruiting and how SEO factors into job posts.

She recommends that recruiters in 2021 spend time developing skills in virtual interviewing, onboarding new hires, understanding talent metrics, and showing empathy and compassion.

“Naturally, recruiters are people-centric,” Garrett said. “But 2020 wasn’t just hard because of the pandemic, but also because of the economic fallout and all the people who are jobless or displaced in their career. It is our duty to go the extra mile, to understand their struggle and what their needs are.”

Nguồn: Roy Maurer

Được thành lập từ năm 2011 bởi ông Hoàng Văn Nam, Headhunt Việt Nam đến nay đang ở vị trí hàng đầu trong lĩnh vực tư vấn nhân sự đại diện cho ngành Dầu khí, FMCG và Sản xuất tại Việt Nam. Headhunt Việt Nam phục vụ hơn 500 khách hàng doanh nghiệp, bao gồm các công ty đa quốc gia lớn cũng như các công ty hoạt động tại Việt Nam, Đông Nam Á và hơn 1 triệu người tìm việc. 

Đội ngũ của chúng tôi đa dạng các thành viên ở nhiều lĩnh vực, đề cao một môi trường làm việc cởi mở và chia sẻ kinh nghiệm lẫn nhau để mang lại trải nghiệm tốt nhất cho khách hàng.

Nếu bạn cần một dịch vụ tư vấn nhân sự chuyên nghiệp, hoặc đơn giản bạn muốn tìm cho mình một công việc hấp dẫn, đừng ngần ngại liên hệ cho chúng tôi tại info@headhuntvietnam.com

4 BEST WAYS TO FIND JOB DURING COVID-19 PANDEMIC

Restaurants closed, coffee shops shut down and all entertainment activities are stopped, the world economy is suffering depression because of COVID-19 pandemic spread out by Coronavirus. People afraid to go outside lead to a significant decrease in consumption demand which directly effects the supply chain and forced many companies to cut off their workforce. This issue may leave many looking to file for unemployment insurance benefits to tide them over until the outbreak is over and work resumes.

      Moreover, increasing the unemployment rate means more competition. As a job seeker during the COVID-19 pandemic, what should you do to improve your recruit chance and looking for further opportunities? This article will give you some pieces of advice on how and where to find a suitable job during these difficult times.

I. Use Apps

One of the best apps I recommend for you is LinkedIn. LinkedIn is the world’s largest professional network with 300 million members in over 200 countries and territories around the globe. When you join LinkedIn, you get access to people, jobs, news, updates, and insights that help you be great at what you do.

We Recommend LinkedIn as a way to tap into your network. The majority of roles aren’t advertised and so connecting and staying in touch with people you know is valuable. LinkedIn is also increasingly a place where employers advertise roles and conduct local labour market/talent searches.

II. Optimize your social network

Most people think of social media as nothing more than social. Facebook, Twitter, and other platforms are just places to keep up with friends and discuss news. But social media is starting to serve a much different purpose now. According to Jobvite’s Job Seeker Nation study, 48% of people used social media to search for their most recent job. If you want to start benefiting from your social network for your job search, here are six ways to do it:

  1. Let people know you’re looking

Social media is first and foremost a platform to have your voice heard. Use it as an opportunity to let people know you’re looking for a job. This simple gesture can go a long way for your job search. Letting people know you’re available might help you learn about job opportunities before they’re advertised.

2. Use Facebook Lists

Facebook lists are a way to build your social network beyond just your family and friends. You can add professional contacts without worrying about them seeing personal things you post.

3. Join industry conversations on Twitter

Twitter, in particular, is a great platform to start building a network of influencers in your industry. Find and follow people who work in your area so you can join in conversations and make yourself known.

4. Look professional in search

Have you ever Googled your name before? You might not like what comes up. “If your online footprint is a problem for your job search, then a LinkedIn profile will be the solution,” said social media agency CEO, Giovanbattista Cimmino. Associate your name with other social accounts as well so they rank in search.

5. Add your social profiles to your resume or website

Whether you have a personal website or just a physical resume, you should include links to your social profiles as part of your contact information. Having an active social presence can make you look appealing to potential employers in a lot of ways.

6. Follow the hashtags

Some businesses regularly advertise their job openings on Twitter. You don’t want to miss out on these opportunities. Luckily, it’s really easy to search for and follow popular job opening hashtags that employers use to find applicants. Here are a few popular ones:

     #JobSearch     #JobHunt     #NowHiring     #Hiring     #Resume     #JobOpening

     #TweetMyJobs

III. Spent more time with your resume

How long have you been updating your profile? Before you start looking for jobs and completing online job applications, you’ll need an updated version of your resume ready to upload. You may also need a cover letter to apply for some jobs.

Make sure your resume includes your current contact information and work history. Save your resume as yournameresume.doc, rather than with a generic file name like “resume.” This way, the hiring manager will connect you with the resume when they review it. Here’s how​ to name your resume and cover letter.

Have a basic cover letter ready that you can customize for each job you apply to. You should always include a cover letter when applying for a job unless the job listing specifically says not to. Some sites let you upload an existing resume from Microsoft Word on your computer with the click of a button. Sometimes you will be asked to convert the document to a PDF or other kind of file. On other sites, you may need to copy and paste your resume into an online profile or use a resume builder that is incorporated into the job application system.

IV. Find your career coach

A career coach provides advice on anything and everything related to your career, an in-house recruiter acquires talent for their organization, and an agency recruiter, which is also known as a headhunter, helps a multitude of companies find talent. So, when someone asks if you’re working with recruiters plural, it’s safe to say they’re referring to headhunters.

The best way to obtain an employer is to help them find you first. Working with a headhunter comes with a number of potential benefits. Most importantly, it provides a clear path to the hiring manager’s inbox. In addition, this person can give insight into what the company’s looking for, tips for a successful interview, and even advice on salary negotiation (though career coaches can do this, too). Most receive a commission, so the more money they get you, the more they’ll receive in turn.

If you are recently in Vietnam, you may find one of the best local headhunt agency is HeadhuntVietnam. With more than 10 years of professional experience in the mid-to-high-end personnel market as a senior and exclusive partner of many big brands both internal and international (Coca-Cola, 3M, Lazada, Masan Consumer …), Headhunt Vietnam would be the best coach for your career during this pandemic time.

EMPLOYER DURING COVID-19 PANDEMIC

I. Background

The rapid spread of the virus that causes COVID-19 has sparked alarm worldwide. On 12 March 2020, the World Health Organization (WHO) has declared this rapidly spreading coronavirus outbreak a pandemic, and many countries are grappling with a rise in confirmed cases.

According to an initial assessment of the impact of COVID-19 on the global world of work by International World Labor (ILO), almost 25 million jobs could be lost worldwide as a result of COVID-19. Along with it is a series of consequences that lead to loss and recession for the global economy. Following these macro issues, the world economy witnessed a serious decline in various fields from consumer services to productions, especially for HR market. Dr Kouvelis of Washington University estimated that the impact of more than 300 billion dollars on the world’s supply chain can last up to two years after the COVID-19 pandemic happened.

II. An increase of unemployment rate

There are many reasons, depending on the specific of the demographic, political situation, and economic health of each country, the explanation is not the same. However, there are three main reasons that every enterprise are facing at the moment which leads to a shortage in the HR market:

1. The panic:

By the time this article was written (21 March 2020), the number of COVID-19 infections had reached 234,073 cases with 9,840 confirmed cases of death and has been spread over 177 countries around the world (WHO).

People are afraid to go to public area, clients afraid to meet consultants, consumers afraid to go shopping. Around the world, the wave of unethical acts such as racism, especially with Asian has risen as fast as the cases number of COVID-19. The anti-Asian wave or any racism acts is more dangerous than the pandemic for it destroys our humanity, connectivity and harmony with each other.

Carrying all these trepidations along with some authority’s policy of social distancing requirements has pushed many individuals to work at home or just simply quit their job to wait until the pandemic passed.

2. Industry specification:

      Over the world, many schools, institutes and universities (UK, America, etc.) has been closed because of COVID-19. This issue caused huge damage to countries which education export played an important role in economic. For example, Australia education export industry which distributed over $20.7 AUD (68.4% of total on-shore earnings in 2017) may suffer the loss of $2.8 AUD (over 10%) because of the restriction on Asian students, especially from mainland China. This has led to the loss in teaching hours and many job loss for employees who work for businesses which rely on schools operation such as canteen.

       Moreover, following government policies in some countries, the “social distancing requirements” has shut down many entertainment businesses which need to gather many people such as movie theatre, bars, social clubs, etc. This has pushed consumer services commerce to the biggest depression around the world which causes over 120,000 entertainment industry jobs have been lost due to the impact of the coronavirus pandemic (Variety, 2020).

       3. Enterprises:

Beside objective reasons, the business itself is also one of the reasons causing a significant decline in the recruitment market. Faced with a serious global problem such as the COVID-19 pandemic, which never happened before, businesses are often puzzled on how to handle and respond to the rapid and complex changing of the situation. Furthermore, accompanied by false information from unofficial media sources which lead to confusion and frustrating even with senior managers and leaders. These issues leading to wrong decision making in policies and real-time reaction.  Which directly cause nervous for workers and infective in dealing with the circumstance.

III. What are solutions for brands?

The world is changing day by day, and only people who can adapt will survive. But where there is light, there must be shadow, where there is shadow there must be light. This COVID-19 pandemic will change the world economy order one and forever. Many developing countries can escape economic dependence from abroad by self-sufficient in production, medical and service. While developed countries can have chances to concentrate their financial resources to expand and develop domestic economy fields such as technology, infrastructure, customer service.

Based on 3 main reasons lead to the decline in recruitment demand and supply I have mentioned above, there are 3 basic ideas brands around the world can apply to solve this human resource global issue.

1. Change working methods

Change is hard, but it’s necessary for revolution. With the rapid development of technology, the world is smaller than ever. Recently, with significant improvement both in cost and effectivity of Virtual Reality technology and Internet connection, may brands should consider applying visual reality workplace for future office.

The Glimpse Group, an American virtual and augmented reality platform company that brings together entrepreneurs to develop the next generation of advanced simulations is launching its ambitious vision for future office. The Glimpse Group has invested in many projects. But above all else, its leaders say, it’s working toward a collaborative workplace simulation that could one day replace physical offices and eliminate commutes. This change can help companies retain their current staff, recruit more employees through a new hiring practice (virtual reality interview) and have a more efficient, safer working environment from a distance.

2. Reconstruction working policies

Many companies have applied for the “work from home” policy to prevent the spread of COVID-19 pandemic. Meetings turn into online; tasks are given through ERP (Enterprise Resource Planning) or team management apps such as Monday, Teamwork or Zoom for education. These acts would immediately limit contacting face to face but still guarantee work efficiency and help prevent the spread of COVID-19.

In some business which forced to work face to face, companies can divide working time into shifts, apply digital thermometer test kit at the office. Moreover, this also an appropriate time for the internal marketing team to media staffs on company brand identity along with governmental health announcements, and public health protection process. The best marketing method is through word of mouth. When an enterprise has gained the trust and loyalty of employees, the mechanisms of recruiting or replacing personnel will be easily done through the workforce of the company itself.

3. Using third party agency

One of the most effective and cost-saving ways to find candidates during this pandemic is to use a third-party agency such as headhunter. With various relationships, professional staffs and plenty data system which been collected and accumulated for long times, headhunt agency would be the best choice for brands during this pandemic.

The concept of headhunting is no longer fresh on the market. However, to choose a competent and professional headhunt agency is what business should carefully consider before determining to contract in a long-term cooperation.

In Vietnam, Headhunt Vietnam (HHVN) is one of the top 5 best headhunt agencies on the market. With more than 10 years of professional experience in the mid-to-high-end personnel market as a senior and exclusive partner of many big brands both internal and international (Coca-Cola, 3M, Lazada, Masan Consumer …), Headhunt Vietnam would be the best solution for recruiter during and after COVID-19 pandemic.

In contrast, the crisis of Coronavirus will bring the world economy into a new era. The way we eat, travel, live daily will gradually change as well as working discipline and basic principle of recruitment in business firm. Welcome everybody a new chapter of the world which definitely is going to be great.

When should i quit my job

A PLEASANT QUIT & WHEN SHOULD I QUIT MY JOB? (P.2)

“A Pleasant Quit” & When should I quit my job (PART 1)

PART 2

The next question, When should I quit?

When should someone quit their job? It is very easy to answer in some cases. Just be honest with yourself and have a clear goal of life, you always know when a job is no longer suitable for you. In other cases, It is a hard-answered question. Most people are often dishonest about themselves or have no clear goal.

At first glance, this seems weird. But, just take your eyes around your workplace. I am sure that you will realize, the number of people who really love their work are few. Additional, fewer people have goals. Most of them like to depend on “Fate”

First, this is a consequence of education. It leads to many adults still not knowing what job they love or what their talents are.

Worse, Most people do not take time to ask questions about what they want to do in life. In other words, how they want to live a life. So, they transferred that responsibility to their parents, their relatives, their friends, their boss also.

“Parents wanna me have a stable job”
“My friends love to have a high-end salary”
“Girlfriend wants me to become a manager”
“My boss wants me to learn more”
All of these become the criteria to choose the jobs of many people.

Choosing Criteria

They try to follow those criteria, which will become a nightmare in the future. And then, THEY QUIT.

Many people quit their jobs at the age of over 30, because they realized that they did a job, they did not like. Then, meeting a career crisis when they found the right way to their favorite job. Let’s imagine, you are being an intern at the age of 30.

So, the question “When should I quit my job?” is really an easy question, if you know exactly what you need for yourself. On the other side, it may lead to an incorrect decision.

As someone who sells goods just because the job is easy to be recruited, then he quit because he is scolded by his boss. After that, he goes around the companies and realizes that most of the sales bosses scold the staffs. It is just different in level of scolding.

If you are a seller and can not stand it, do not start selling anything right from the beginning. Many people take years to determine the level of scolding that they can stand.

Of course, as I told you. You choose a job that you do not like. This is the reason why you can quit at any time. It is not closely related to your work environment, your boss, salary, benefits,…

When you do not like something, everything relates to it that will be become a trigger.

When you do not know what you like is, and the employers do not know what you like is.
Yeyyyy! Congratulation! It is a Boom

Boom

If you decide to endure a job that you don’t like or you don’t know if you love it. You must at least identify why you need to endure it. For example, how much money do you need? why do you need that much money? How much money will you make in years?. That’s when you know you should quit.

It is also the moment that employers know you should leave, if they really care about your motivation. But, Let me tell you good news, it is only 3% of employers have the ability to identify motivation through the interview.
I am also wondering, 3% is too much??
The rest of the employers just want (or be forced) to fill the recruitment KPI, so they won’t care about your motivation.

So at the end of this blog, What is the moment you should quit?

From the above sharing, you can easily realize that you should (or need) quit, when:

You don’t have any reasons to endure this job.

Honestly, people do not quit their jobs when they should (or need) to quit. They quit because they want. If you have ever learned to make decisions, you will know that is your mistake in the first step

You do not distinguish what you want and what you really need.

Cre: Cam nang di lam cua cho soi

When should i quit my job

“A PLEASANT QUIT” & WHEN SHOULD I QUIT MY JOB?

After reading the previous blog “8 SIGNS YOU’VE BEEN IN YOUR JOB TOO LONG“, you realized that you are wondering about staying or needing a new job to grow. A lot of questions run around in your head, one of them is:
“WHEN SHOULD I QUIT MY JOB AND HOW TO MAKE A PLEASANT QUIT?”

PART 1

1. DOES ” A PLEASANT QUIT ” EXIST?

The thing that you call “A Pleasant Quit” does not exist in reality.
“A Pleasant Quit” means “When you quit your job, everyone will regret losing a colleague like you”.

Why does it not exist? Because when you quit your job, there is never happen “Everyone feels regretful!”
No matter how you good at work (even if you are the best person in your company). no matter how you good at your relationship with everyone in the company (even you are a person most favorite company).

When you quit, this is what will happen:
– Some people will regret it.
– Some people will feel normal.
– And some people will feel happy.

You understand, right?

It does not depend on who you are, how you are, or which position you are holding. Even if you are a company owner. When you are a very good person, there will be people who do not like that good (for example people are often taken out to compare with you!). Even when you are the most loved person, there will be second favorite people happy when you leave, because now they are ranked first!

So, “A Pleasant Quit” is something that never exists.

2. WHAT WILL HAPPEN WHEN YOU QUIT?

Let me tell you the truth: The fact that “not leaving a bad rumor about me” when quitting, does not really exist…

I remember the day when I left “a quite big position” in a multinational company. Because I felt that I did not want to and could not contribute more, while the salary and benefits were good. Many people were surprised, they do not even believe in “retiring from work because of not feeling contribution”.
For them, just needing adequate wages and benefits. The less work, the more happiness. So they think it is not the reason for my leaving.

From here starts a rumor “He quit because of some discontent with the leaders”. More worrisome, many people began to make a theory, that I quit because of my Boss. “His boss stomped on the spot, so he could not continue to promote, therefore he was dissatisfied”
Even if I am a person who does not care much about the so-called position, that rumor may still exist, even now

So, the definition of “A Pleasant Quit” means not leaving a bad rumor about you, which also does not exist.

3. WHAT IS REALLY “A PLEASANT QUIT”?

“A Pleasant Quit”. For me, it is leaving your job without having any worries.
For employees to not worry about leaving, there are two things you must definitely accomplish:

Talk frankly with your direct boss about the reason for leaving:

Because their direct boss is the reason, for many people.
– If you see that your boss is not good at his expertise, tell them.
– Your boss is not good at management, tell them.
– Hating your boss for any reason, tell them
Of course, you tell them in a polite and straightforward way, before leaving.

You can hear the explanation, or not. You do not need to believe the explanation if you feel it is not honest enough. But at least, you say your reasons and your boss knows your reasons.

Many people do not do this, because they are afraid. They fear their boss will:
– Have bad speech about them when they accept new jobs.
– Block their way back to the old company once the new place does not go well.
You make decisions based on fear, you will never be able to walk comfortably and calmly.

Take a look at it, if it is just because of your boss’s speech, the company does not hire you, there are only two possibilities:
– Firstly, it is that company is hasty when they don’t hear your story, Is this a worth company?
– Secondly, your ability is too bad to convince an employer, so is it the fault of your boss?
You are still scared. No problem, you can not do it. It just does not think about anything nice. Nothing peace comes from fear.

And please note, there is an only one person you need to talk frankly about the real reason you left, that’s your direct boss. Colleagues with the department, the high-level boss, the HR department, etc that is the place you should choose to provide suitable information.
If you can’t tell the truth to Boss in front of them, don’t think about what else to do behind their backs. Just taking a quickly leaving.

The second thing to do, after having a straightforward discussion with your direct boss is:

Having a reasonable time to hand over the work to the team

“A Pleasant Quit” of course includes handing over what you have done to the company. Pay special attention to legal issues in the process of handover such as documents, equipment, money… The handover must be made in writing with the signatures of both parties, and you should keep a copy or take a picture of the handover minutes to avoid future problems.

More importantly, make sure you do the best as you can to help your substitutes (of course, if the company has recruited a substitute before you quit), and do not share with them about why you quit.

TO BE CONTINUED…

Cre: Cam nang di la cua Cho Soi