It's from my research about Talents Poaching:
Which picture of Julie Roberts indicates that she's lying and which one indicates she's being genuine?
Answer: Fake smile on the left, real one on the right.
Real smiles include "smiling with your eyes," indicated by the narrowing of the eyes and, often, crows feet.
Talents poaching hurts both: their current Employers and Unemployed Job Seekers who are effectively deprived from any opportunity to get a job.
There is no need to invent bicycle again: Google Vault (Google eDiscovery Tool) has functionality exporting search results to Excel or similar formats. It's not free: $5/month subscription.
Another Quote - Dick Grote - author of How to Be Good At Performance Appraisals: Simple, Effective, Done Right
"Employee termination must be carefully planned, with the heavy involvement of human resources, if this assistance is available. But the responsibility for how to terminate an employee is the job of the manager and not that of the HR rep.
To begin, waste no time with small talk or anything other than the job at hand. In the movie Jerry Maguire, Jerry’s peer, a sleazy sports agent named Bob Sugar, takes him to lunch with the purpose of firing him. While he’s portrayed in the movie as a slimeball, Sugar does one thing right: he gets right to the point. He leads with a clear statement of the bad news he has to deliver: “I’m here to fire you, Jerry,” he states within a minute of their sitting down.
As HR expert Kris Dunn notes, when you’re delivering bad, life-changing news, clarity is your friend. The confusion related to small talk is your enemy.
Here’s a brief, step-by-step guide to one of leadership’s most unpleasant duties.
1. Say, “Hello, [name]. Come in and sit down. I’ve got some bad news for you.” (Note: Communications experts always advise that it’s important to set the appropriate tone for the meeting. By starting with the statement, “I’ve got some bad news” you have eliminated any confusion.)
2. State the reason for the termination in one short sentence: “As you know, [the reason for the termination.]”
3. Say, “As a result, it is my duty to let you know that your employment with the company has been terminated as of today.” (Note: Use the past tense. Say, “Your employment has been terminated,” not “will be terminated.”)
4. Be specific about what will happen next: pay, benefits, unused vacation time, references, outplacement, and so forth.
5. Close by thanking the person for his contributions to the company. (Note: While it may seem odd to thank someone you’re terminating for poor performance, almost everyone makes some contributions. Ending on a grace note can forestall future problems.)
Employee termination is undoubtedly one of the most disliked requirements of being a manager."
"Out of respect for and fairness to the employee, terminate as early in the workweek and day as possible. In addition, bring tissues and water as well as the phone number for an employee assistance program representative, if available, says Scott Cawood, PhD, president of ModernThink, an employee management consulting firm.
"If you let someone work all day, then they are giving to the company, and other employees will see this as disrespectful that you let them give all day long, or all week long, then fired them at the last possible moment," says Cawood, author of Destination Profit: Creating People-Profit Opportunities in Your Organization. "Fire them early and pay them for the day, but let them leave right after the meeting."
One of my biggest lifetime achievements: U.S. Federal Prize for Arizona Department of Economic Security Child Support Auto-Dialer System (2006-2013).
The spreadsheet below represents my idea of keeping Queries and Search Results together. A little different from Google Search History.
Update 11/26/2015: SQL Server Design for Queries & Found Relevant Documents Tracking.