HR trends: Separating

HR trends: Separating by Career Angels

HR trends: Separating by Career Angels

About the series: CV-19 has accelerated many trends, including (or especially!) those related to HR and recruitment. Companies that want to hire valuable candidates – who don’t quit after 3 months – have to make sure they keep up with the newest trends. What’s even more important: the need to implement new strategies in the right way.

Trends that are introduced too fast and/or by the wrong department will backfire by e.g. generating additional costs, negative employer branding, losing valuable candidates, longer recruitment processes, low(er) candidate experience, etc.

To help companies avoid these mistakes, we put together a summary of the most important trends along an employee’s life cycle – with their accompanying threats and – where possible – adding relatively simple quick wins – everything backed by stats and real cases.

This week, we are sharing one trend and threat related to Phase #5 out of 5: Separating.

Trend #1: Virtual offboarding

In the last four articles in the series “HR trends”, we described trends and threats related to attracting and retaining employees in the company. Regardless of whether you’re an HR professional or an employee, you know how vital it is to recruit, manage and onboard people virtually in the right way.

But laying employees off is just as important. How you treat them at the end of the cooperation leaves a trace for the future and vastly influences your employer branding.

As (almost) all activities were moved online, so was the offboarding. As data says, 84% of candidates experienced “negative offboarding”.

What are the potential threats?

Incompetent dismissal of unprepared employees, e.g. via group Zoom, which leads to negative employer branding and a smaller pool of candidates in future recruitment processes.


→ Sorry, no quick wins. Select and offer outplacement services to your employees. Train your own HR department.

Tip: check our offer of outplacement for companies! Last year, we even crowdfunded outplacement services for those who needed it the most!

Here are the other articles from the series:

If you’d like to discuss how we could potentially support your organization, feel free to get in touch by email with