The Great Res­ig­na­tion has paved the way for res­ig­na­tion remorse, accord­ing to a num­ber of pub­li­ca­tions. In fact, 72% of the 2,500 U.S. work­ers sur­veyed by The Muse said their new role or com­pa­ny was very dif­fer­ent from what they had been led to believe. For HR lead­ers still deal­ing with a labor short­age or sim­ply try­ing to fill open posi­tions, this news could help.

Ide­al­ly, HR pro­fes­sion­als are track­ing employ­ees and can address issues before the val­ued employ­ee decides to quit. Pre­dic­tive ana­lyt­ics can prove ben­e­fi­cial in these cas­es. How­ev­er, some­times, there’s noth­ing HR can do, until and unless ex-employ­ees real­ize they made a mistake.

Learn about how HR can cap­i­tal­ize on res­ig­na­tion remorse:

Court Departing Talent

Some employ­ees are not a good fit, and it might even be a relief when they give notice. How­ev­er, there are many employ­ees that HR pro­fes­sion­als and hir­ing man­agers wish would stay. Always make a per­son­’s exit a pos­i­tive experience.

To start, express dis­ap­point­ment when a valu­able employ­ee quits. If pos­si­ble, see if there is any way to get him or her to stay. Con­duct an exit inter­view to pin­point the rea­sons the employ­ee decid­ed to quit. Some­times, the answer will be as sim­ple as receiv­ing a high­er salary. Often, there’s not much HR can do about that kind of resignation.

How­ev­er, there are oth­er rea­sons peo­ple leave jobs. Maybe they need more flex­i­bil­i­ty because they are par­ents. Per­haps, they want to a job that gives them more of a sense of pur­pose. HR pro­fes­sion­als have an oppor­tu­ni­ty to share ways they could have accom­mo­dat­ed those needs.

Even if the employ­ees are still going to move on, they will know of the pos­si­bil­i­ties should they ever want to return. Of course, let them know they could always come back to inter­view again should there be open­ings that might be a good fit.

Create an Alumni Network

Speak­ers at the recent Employ­ee Engage­ment and Expe­ri­ence event talked about the employ­er brand. One of the ideas that many com­pa­nies have had is stay­ing engaged with employ­ees who leave the com­pa­ny. Pre­vi­ous­ly, the idea was sim­ply for the employ­ee not to burn a bridge.

How­ev­er, now some employ­ers are reach­ing out and stay­ing con­nect­ed to for­mer employ­ees, who have had pos­i­tive expe­ri­ences. They ask them to spread the word about their time with the orga­ni­za­tion and rec­om­mend job can­di­dates. HR lead­ers can stay con­nect­ed on social media to pro­mote the com­pa­ny and fol­low the achieve­ments of their for­mer employ­ees. Some­times, these groups of alum­ni form organ­i­cal­ly online. It’s just a mat­ter of dis­cov­er­ing them.

Stay in Touch

At top busi­ness schools, peo­ple always talk about prop­er ways to net­work. One of the biggest bits of advice is to con­nect with peo­ple reg­u­lar­ly for the sole pur­pose of check­ing in. In oth­er words, one should not reach out sim­ply for trans­ac­tion­al purposes.

HR pro­fes­sion­als can come up with a sched­ule for drop­ping a note to stel­lar, for­mer employ­ees who could be an ambas­sador. Of course, they should fol­low them on social media, and they can cel­e­brate new achieve­ments. The point is to devel­op a rela­tion­ship, so this ex-employ­ee can either pro­mote the employ­er brand or return to the com­pa­ny at some point.

Actively Recruit Alumni

Not every for­mer employ­ee is going to be a good fit for a come­back. Some will, how­ev­er. They come back to the com­pa­ny with cer­tain ben­e­fits to the employ­er. They know the basics of how the place works. Even if things must have changed while they were gone, they still have some con­tacts and basic insti­tu­tion­al knowl­edge. They will not require as much train­ing. Most impor­tant­ly, they have like­ly picked up new skills in their time away.

As a result, HR pro­fes­sion­als should use this alum­ni net­work to active­ly recruit for posi­tions. Even if the alum­nus is not inter­est­ed, he may be able to con­nect you to oth­ers, who would be a good fit. The bot­tom line is that HR pro­fes­sion­als should stay con­nect­ed to for­mer employ­ees as part of a com­plete and inno­v­a­tive recruit­ing strategy.

By Francesca Di Meglio

Orig­i­nal­ly post­ed on HR Exchange Network