[New Employees/Resignation Agency] "This isn't what I was told!" New employees resigning early in April... [HR/Recruitment Work]

Even though the new fiscal year has started and not even a month has passed, resignation agency service companies, which "convey the intention to resign to the company on behalf of the individual," are already receiving a succession of requests from new employees.

I read this news.

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Regarding employees using resignation agencies to quit, I have confirmed that it has finally happened in Sendai as well (it is not a company I am in charge of).

According to what I heard, the resignation agency conveyed in a business-like and unilateral manner, 'Please mail [item] to [address] by [date]. If it is late, we will take appropriate measures.'

It's a mechanical notification, isn't it...

I hear about resignation agencies often in the news, but hearing that they actually exist close by makes me feel that resignation agencies have deeply penetrated even in regional areas.

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It is not limited to new employees, but employees who suddenly stop showing up for work without notice and become completely unreachable, leaving the company no choice but to process their resignationoccur in a certain number at every company.

Employees who are absent without notice often have not conveyed their intention to resign to the company, and in such cases, the company is in a situation where it is difficult to take major actions such as procedures for loss of qualification, which leads to undesirable situations for both the company and the employee, such as social insurance burdens.

When an employee has the intention to resign, the method of conveying that intention is not limited by law, so although it is not a highly recommended method, it is possible to contact them by letter, email, or LINE.

However, with such methods, there is a possibility that the company might respond by saying, 'We have not received or heard of such an intention.'

※ To avoid the argument that it was not received, at the very least, for mailing, a method that allows tracking of the delivery status, such as a Letter Pack, is essential.

Rather than going out of your way to use a method that could lead to such trouble, I recommend that you come to the office if possible, as it is only a matter of going to say something difficult to say just once.

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Since you spend several hours a day together in the narrow space of a company, things that are difficult to convey or hard to bring up gradually accumulate for each employee, and the company side will likely have the feeling that 'that much is expected as an employee.'

However, when such things accumulate to the limit, or when there is too much of a gap in perception between the employee and the company regarding a certain matter, there is a high possibility that it will lead to resignation.

However, when an employee resigns immediately after joining, the company must spend the time and money to recruit someone new all over again.

The loss of labor and money due to employee resignation becomes a cost that cannot be overlooked in company management.

Therefore, in order to reduce such losses, it is necessary to think about the recruitment process, which is the initial point of contact between the employee and the company.

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At the recruitment stage, in order to give job seekers a good impression (or to avoid giving a bad one), companies often exaggerate the good points and downplay the bad points when communicating with job seekers.

However, in the long run, this often does not lead to good results.

In fact, one of the biggest reasons leading to early employee resignation is this "gap between the impression before joining and the reality after joining."

Considering the risks after joining, why not review your recruitment process to see what needs to be re-evaluated or where more detailed information needs to be provided?

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