What are your companies' practices around RIFs and timing of exiting employees?
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We are looking to create a queue-based interview system. Currently, we have coordinators whose tasks include coordinating and scheduling interviews. Each recruiter is tagged to a specific coordinator, which creates a lot of dependency. To eliminate this, we are considering introducing a queue system. We would also like to understand industry practices across different organizations. Any leads or ideas?
Cost of RPA products26%
Lack of developers who can code RPA applications43%
Amount of customization needed to automate business processes25%
Lack of RPA code maintenance resources4%
Benefits (healthcare, paid time off, etc.)7%
Hours flexibility22%
Location flexibility18%
Salary/income24%
Work-life balance13%
Workplace culture13%
No formal policy - simple approach is as follows:-
Don’t deliver layoff news through email.
Don’t be vague and misleading about layoffs
Don’t approach layoffs without a clear communication plan
Don’t delay layoff communication.
Prioritize personal communication during layoffs.
Use compassionate language during layoffs.
Tell the whole story about the company’s layoffs
Create a plan for communicating the layoffs.
Address your remaining employees about the layoffs