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Whilst there is a lot of turbulence in the current employment market – and over half of employees expect to be made redundant it is still a difficult message to deliver. How can you support your managers around delivering redundancy and restructuring news? 
 
 
 
Often the main concerns are not so much around the message itself but more the thought of delivering the news. Whilst the current climate means that most people are clear as to reasons why a company may be considering restructuring or redundancy they can still be emotive conversations that are open to misinterpretation or hostile feelings. 
 
 
What three things can you do to support your managers during this time? 
 
 
 
 
With many employees furloughed, and as the furlough scheme changes are you using this opportunity to right-size your company and consider redundancies? 
 
Rightsizing is a proactive activity and should be a constant part of managing an organisation. By adjusting an organisation like this can make it the most efficient, effective, competitive and profitable that it can be. 
 
20% of companies are planning redundancies this summer despite the furlough scheme and over half of employees are worried about losing their job. 
 
Three key questions to ask before you start assessing your workforce are: 
1. In what way post-pandemic will your customer needs have changed? 
2. What will success for your business look like going forward? 
3. What positives changes from remote/social distancing working can you introduce to the workplace following lockdown? 
 
Next, look at where you are now and what talent do you have within, what areas you may need to upskill or what new skills should you be looking to bring into the organisation. 
 
Look first to your business-critical positions which will help with the long-term success of the business. All the furloughed employees –can you manage without any of them? Identify your high potential employees – these are the ones who embrace and embody the culture of the organisation, can flex and adapt and perform at a high level in their current positions. 
As the old way of working has now gone and we are all trying to embrace the new norm companies are returning to the workplace with risk assessments in place, social distancing to be adhered to and decisions on how to bring staff safely back to work. What challenges will you face on bringing people back from furlough? 
1. Communication 
 
Make sure your communication is clear. Some people who were furloughed from the outset have been off work for 3 months and for them time in the work place has stood. They may expect to return to exactly the same way of working as pre-lockdown and will certainly not understand exactly how the business and your way of working may have changed. Take time to explain what “business as usual” now looks like the changes that have been implemented and why these changes have happened. A clear redefinition of their role responsibilities will also help them to understand “now” as well as focussing on health & safety and any new policies and procedures you may have introduced. 
 
It’s been an interesting few months in the world of recruitment. I wanted to share some of my thoughts and observations of this time – as well as some advice as to what you should be doing as an employer at the moment. 
 
 
When lockdown first happened all of our vacancies disappeared overnight. Clients that we were running active campaigns for as their outsourced recruitment department asked that we hang fire for a while…which we did. We had nothing. 
 
We spent six weeks looking at our marketing activity and posting regularly across social media. We are lucky as we knew that we could weather this storm so was able to look at offering rewrites of job descriptions for free and to train up the Emerald Starfish team for sunnier days. We looked at the new world of working remotely and realised that actually recruitment is mainly a remote activity anyway so we could embrace the processes that we had already got in place. 
 
 
 
 
 
 
 
Job offers are usually made over the phone, candidates are used to receiving the news that they have been successful over the phone and managers are used to doing this not fact to face. However, during lockdown how can you ensure that the job offer is received with as much impact as if you had met the candidate and were building on that initial face to face interaction? 
 
 
Here are our 4 steps to making a job offer remotely 
 
1. Offer quickly 
 
Let the candidates know during the recruitment process when you will let them know and keep to the timelines. It is a big non-verbal clue that you think that they are the best person for the job and you are excited to have them on board if you offer within 24 hours. The message isn’t quite the same a week later! 
If you have new starters joining the company who will be working from home how can you give them a great remote onboarding experience helping them to become engaged quickly with the business culture? 
 
 
 
Effective onboarding results gives 54% better productivity because new hires are able to learn more quickly from existing employees and master their roles at a quicker rate. Great onboarding also reduces staff turnover, which in turn reduces costs. Did you know that most employees within the first week of being with a company have already decided as to how long they plan to stay? 
 
Therefore, onboarding remotely needs to be just as effective as face to face. What can you do to ensure that this happens? 
 
Click below to read our top 6 tips to give your new starters a great experience, increase your retention and ensure their productivity. 
 
 
 
 
It may seem abnormal or unusual at the moment, but video interviewing and remote recruitment will become part of the “normal” recruitment and selection process. At the moment video interviews can seem like a scary prospect for both candidates and the recruiting managers too. 
 
What are the dos and don’ts of video interviewing so you can represent your company and your brand effectively whilst assessing a candidate’s potential whilst using video as a tool? 
 
Here are our 5 top tips to get the most out of candidates on video. 
 
 
 
 
In a recent survey (last week) 78% of all companies who responded said that they are currently doing less hiring than before lockdown or no recruitment activities at all. 
 
Those companies that are still recruiting are focussing on their business-critical roles, and for those that have identified these vacancies within the organisation, they need to get good quickly at remote recruitment. 
 
Is this you?  
 
Click below for our 5 top tips to be successful in remote recruitment. 
 
 
 
Part 2 of 2 blogs looking at rightsizing your organisation and assessing your current talent pool. 
 
 
 
Now is a great time to assess your workforce and look at the talent that you have within your organisation. 
 
As you move forward into the rest of the year you will be clear in terms of what talent you have as well as where you need to upskill, or where there are some competencies you may need to bring into the company. 
 
It is likely that many companies will not look or operate the same when we return to the new normal after Lockdown and the Corona Crisis, but what steps can you go through currently to ensure that you retain your talent and yet shape your business for tomorrow? 
 
Click below to follow our 5 Step plan. 
Rightsizing is a proactive process and should be a constant part of managing an organisation. With many employees furloughed are you making the best use of this opportunity to right-size your company? 
 
To right-size it is important to look at several factors – look at the market needs and trends, technologies, alternative approaches and new ideas. The current crisis that we all find ourselves in has meant that many of us have had to look at these areas anyway. Right-sizing needs to focus on the future and for leaders to look at where their organisation is to be headed post lockdown. Newly clarified or redefined strategic direction often gives leaders new insights about what skills are needed within the organisation to be able to head in this direction. 
 
Most of us aren’t entirely clear where things are headed after this pandemic, but each day certain aspects may become clearer. By making decisions on where things are most probably likely to be headed helps managers make more effective right sizing decisions around hiring new people and the direction for training and retraining current employees equipping them with new skills to prepare them for the future. 
 
Click below for 3 questions to ask yourself before starting right-sizing. 
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