The business world is considered to be full of incomprehensible concepts that describe essentially simple phenomena. Although this thesis cannot be accepted in general, it works well in the case of de-recruitment.
Recruitment employees is nothing more than dismissal. However, the term is not just a euphemism for sacking. It serves to emphasise a number of aspects that cannot be discussed when someone simply gets an overnight dismissal:
- serves to preserve the dignity of the employee;
- it is a deliberate step, not a quick decision;
- it is a multi-stage process, not a sudden breakdown.
This is how it looks from the employer's side. Anna Krasnowa from the University of Lodz, investigating the perception of the process in her work derecruitment in the Łódzkie Voivodeship, she noted, however, that employees perceive it rather negatively. They tend to associate the process with difficulties, farewells and job cuts.
Recruitment direct is dismissal, sending the employee into retirement or leaving by agreement of the parties. Indirect is felt less personally by workers, although the effect may be the same. Here, the forced departure is determined by a change in the structure in the company, changes in the forms of employment used or a reduction in production. In that case, layoffs may not have no relation to factors directly related to the employee, such as his age or the results he achieves at work.
Recruitment of employees - what should you remember?
When it comes to golden rules of dismissal, the most important thing is the personal dismissal of the employee. Second, the process should go ahead without emotion. It should be noted here that a person who suddenly loses ground under his feet has the right to regret or bitterness, but the same cannot be said about the boss who says goodbye to him. Therefore, it is important to maintain professionalism and empathy throughout the process, even if the employee gets on his nerves for a moment.
In order to prevent crises, it is worth planning communication strategy with employees remaining in the company. Sometimes the dismissal of an employee involves hiring someone else to replace him or creating new structures. It is then very easy for the atmosphere to deteriorate among the employees, who already guess that they are going to be dismissed, but are not yet sure... In such a situation, it would be good to think about using covert recruitment, i.e. where the HR agency discreetly looks for new people and says goodbye to the company's former employees. The overt part, on the other hand derecruitment should be carried out fairly quickly - dragging out decisions leads to unnecessary nervousness and anxiety in the team.
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Impact of recruitment on the image of the employer
Anyone who has to fire someone for the first time beats their thoughts for a long time. It is not only an unpleasant task. It can also have a negative impact on the employer's image. However, it's important to remember that every company has thousands of redundancies - it's a part of running a business that you can't escape from. The impact of derecruitment employees on the employer's image does not have to be negative. Here, however, a distinction must be made between employer branding and internal communication with the team.
If you are proactively conducting employer branding in your company, even your actions related to personnel changes among employees can be perceived positively. Focus on the benefits the company will reap after the changes. Perhaps you're opting for a more dynamic, diverse working environment, or you're just letting go of old and unproven solutions. Skilfully communicating this in press releases or company materials can further enhance your appeal in the eyes of employees.
In turn, in your internal communications, it is worth highlighting what the pluses are from the team's point of view. Perhaps by making one person redundant you can make savings and maintain continuity in production, thus keeping the remaining jobs. Sincerely highlighting such aspects derecruitment will allow the remaining employees in the company to empathise with your situation and may further strengthen their ties with the company.
The importance of derecruitment in human resources management
Recruitment is the process of downsizing an organisation in order to optimise its human resources. It may be driven by the need to reduce the costs of the business or to reduce the scale of its operations. It is important that this process is carried out ethically and with respect for the dignity of employees.
Implications of derecruitment for organisations and employees
Process derecruitment of staff has consequences for both those made redundant and those remaining in the company. Improperly conducted retirement can lead to a decline in morale, reduced work performance and damage to the company's image as an employer. It is therefore crucial that the process is transparent and conducted with empathy.
Loss of confidence in the employee as a reason for dismissal
Loss of confidence in the employee may constitute just cause for termination of employment. Examples of situations leading to a loss of confidence are:
- Breach of employee obligations: e.g. inadequate performance of assigned tasks.
- Actions inconsistent with company policy: e.g. use of employer's property for private purposes.
- Lack of commitment to work: e.g. frequent errors or insufficient knowledge.
In such cases, the employer has the right to decide to release employee, but this must be supported by concrete and objective reasons.
The role of employer branding in the derecruitment process
Properly conducted retirement is crucial to the employer's image. Cooperation with employer branding agency can help to plan and implement a communication strategy that minimises the negative effects of redundancies. This allows the company to maintain a positive image in the eyes of both current and potential employees.
Dismiss personally or with help?
In the 2009 movie "In the Clouds", George Clooney plays the role of a manager who comes to companies only to lay off employees. This ungrateful job allows the process to be carried out in a way that is unemotional and more comfortable for the employer. By the way - as in the movie - you can do it too outplacement. It consists in offering the employee opportunities outside the structure of the company. This is how it happens that retirement from drama it quickly turns into a new, fascinating possibility. Outplacement may be limited to talking about career prospects, but in some companies it also includes practical support, coaching or help in contacts with a potential employer.
In Poland, it is also possible to get help with this process. It is worth opting for if retirement involves a lot of employees and you would not be able to give them enough attention and support on your own. In smaller companies this tends to be done personally. A lot also depends on whether the employee has been with you for a long time or has worked for a few months.
Are there any pluses?
I don't think anyone likes a conversation where you have to fire an employee. If you can talk about any benefits of such an awkward situation, consider collecting feedback about yourself as an employer on this occasion. This will come in handy for you in the future, and the employee who is leaving doesn't have much left to lose and can speak frankly. It is worth doing this especially if in derecruitment You are assisted by an external manager who does not take the opinions collected personally. He or she can interview employees leaving the company or conduct a survey and use the results to improve your image. If we can help you with this, take a look at our offer and let us know what you need.
Summary
Recruitment is an intrinsic part of human resource management that requires an appropriate approach and planning. Conducted in an ethical and respectful manner towards employees, it can reduce negative impacts on the organisation. It is also crucial to take into account aspects related to employer brandingso that the redundancy process does not have a negative impact on the company's perception in the labour market.