CEO & Founder at THE HR ICU. Providing simple, affordable and time-efficient HR tools for all levels of people leaders in an organization.
When you start your job, do you ever expect that you are going to stay in the same role for your whole career? Perhaps if you were born 60-plus years ago this would be the norm; however, this is really not the case anymore. What does happen, especially in 2023, is that people seek a job where they can learn and grow—somewhere they can feel like they are making a difference.
There is no denying it; there has been a shift in recruitment and retention. Although this shift had begun prior to Covid, it has gained much more attention as many employers still struggle to find employees who are the right fit. The result: Many employers are confused about what to do next or how to adapt.
While we have all seen in the news the number of companies that are cutting 20% or even 30% of their head count in 2023, mass terminations are different from tailored one-on-one terminations.
When an employer has made the decision to let someone go, it is usually in hopes that they will find someone they like better and who is better suited for the role. However, I believe there are a few hiccups with this mindset. Below are a few suggestions I have for employers to consider when recruiting “replacement” employees.
1. Rebound Employee
When you are replacing an employee who has been with a company for many years, you are not just replacing their role, you are changing people’s relationships related to that role. It is very common that it will take time to find the right fit, and sometimes you will need to post and do a search several times before you find the applicant you want.
However, what I think you should consider is hiring a rebound employee, someone you expect to be there for a shorter period of time, such as a temporary worker. A rebound employee serves just like a rebound in a relationship.
When there has been a good amount of tenure with someone who got along well with others, your employees may feel abandoned, just like with any relationship. They will inevitably compare the replacement to the employee who is gone; they will be fearful that the replacement will not be as good as the old employee.
As the employer, you need to be aware that this replacement person has to fulfill people’s social and emotional needs. And when they don’t, it can take that much longer to adjust. So how can a rebound be good? Since change can be emotional and hard for people, rebounds can be useful to help affirm a new beginning.
2. Contract Employee
Similar to a rebound employee, hiring a temporary employee for a predetermined period of time can also be beneficial for your company. The employer gets to fill a position and possibly get experience or training. And your legal obligation is drastically reduced since there is a start date and end date for the contract. If things work out and you like the employee, you could provide them with a permanent job offer.
3. Boomerang Employee
There are many cases where individuals leave an organization on good terms, whether through resignation or official termination, and I think there is no issue with rehiring them, even on a contract basis. There is something to be said for someone who knows the ins and outs of your organization; they can be a big help and sometimes a good ambassador for your brand. They are also usually quite good for morale as people will be happy they get a chance to work with them again, socialize, etc. It’s like inviting an old friend over to your house for a visit.
Whatever you choose as an employer, it is important to consider not just how you affect the new hire but how it impacts everyone around them. Do not underestimate the social connection people have and the importance it has on their work life.
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