So your candidate has accepted your job. You, your candidate and your client are all happy. For a professional recruiter however, this task is not yet complete. While all recruiters are trained to make sure the candidate knows how to resign and is prepared for the various soon to be ex-employer reactions that can jeopardize the deal, most recruiters do not understand the importance of the candidate leaving his/her current employer properly. That goes way beyond 2 weeks notice and handing over work. Proper separation from an employer also includes the understanding of certain legal ramifications which may apply. Employees in various roles gain knowledge of company information which can be considered confidential and proprietary. What they do or don't do with that information can make a big difference between the relationship that is maintained with their previous employer as well as determine if any laws are broken. Few if any recruiters focus on trying to help their candidates maintain good relationships with their previous employer. The recruiter typically views the candidate's ex-employer as a place they have to get far away from and fast, so as to not hurt the current placement. But good relationships with your candidate's ex-employers can bear fruit both for the candidate and the recruiter. Advising your candidate not only how to resign but pro-actively explaining the benefits of maintaining good relationships and doing the right thing as far as treating certain information properly will help spread a lot of goodwill among you, your candidate and the candidate's ex-employer. This goodwill will often blossom onto productivity going forward.