From Loss to Gain: Navigating the Hiring Decision After an Employee Resigns
Losing an employee can be tough, but it's also a chance to re-evaluate your team and make positive changes.
Losing an employee can be a challenging experience for any business. It's not just about finding someone new to fill the position; it's also about maintaining the momentum and productivity of your team. But what if there is a way to turn this loss into a win? With the right strategies and mindset, you can transform an employee's departure into an opportunity to improve your team's overall performance.
When an employee decides to leave your practice, it can feel like you're starting from scratch. Even if you're given adequate notice, planning for what comes next can still be a challenge. If it comes as a shock, once this has passed, it is important to take the time to plan your next steps carefully. Rather than rushing into anything, invest some time in figuring out how to address the problem and fill the position effectively. By investing time in planning now, you can save yourself hours of work in the long run and ensure the continued success of your practice.
In 2022, 9.5% of employed people in Australia reported changing employers or businesses in the 12 months up to February 2022 (ABS, 2022). That was just over 1.3 million people moving on to another job. While we may want our employees to stay with us for the long haul, job mobility is a reality that we have to accept. It's important to make the most of the situation and find ways to adapt to this regular occurrence.
Time to Plan
While the recruitment process involves several vital steps, planning can be considered one of the most crucial (if not the most important). During the planning phase, assessing whether you need to fill the same position or whether it presents an opportunity to create a new role is essential. It may be the perfect chance to streamline roles and tasks that have become outdated or inefficient. By evaluating the tasks and roles within your practice, you may be able to create a new position that works better for your team and helps reduce inefficiencies and costs, ultimately leading to improved profitability.
When considering the possibility of creating a new position, give careful thought to how this new role will fit within the structure and operations of your practice. Take the time to visualise and describe the responsibilities and requirements of the position. Here are some questions to help you get started:
What are the essential tasks and roles for this new position? What would be nice to have but is not essential?
Can these tasks and roles be addressed through other means, such as outsourcing, streamlining existing positions, or expanding other positions?
How will the new position function with existing roles? What level of authority and responsibility will this position have, and how will it impact other tasks?
Is the new position financially feasible for your practice?
What are the required hours, location, and necessary skills for this new position?
To define the new position and its role in your practice, use the answers to the questions above as a starting point. If you're still unsure about your vision, create a daily or weekly schedule of the tasks and roles that the new hire could perform, and evaluate whether the workload is feasible within the allotted time. If you find that your expectations aren't realistic, revise the list of required tasks and roles, and redefine the position based on the updated requirements. By taking a methodical approach, you can ensure that the new position is well-defined and realistic and will be a valuable addition to your practice.
Ready to conquer the challenge of planning for a new position?
Our New Position Planning checklist will help you confidently navigate the process of introducing a new role in your practice.
Whether you have created a brand-new role or are seeking to fill an existing one (assuming you are happy with the current status quo and no tweaks are required), the search for the best candidate begins. Start by exploring internal possibilities; you might be pleasantly surprised by a hidden gem among your employees who could be an ideal match for the role (just be prepared to find a replacement if you move them elsewhere). If internal options do not pan out, it's time to focus your efforts on your recruitment drive.
But before you do, don't forget to check out our Revolutionise Your Recruitment: 5 Tips for Smarter Hiring article to ensure you're on the right track.
Need some assistance with your practice? Contact us today and discover the transformative ways we can assist you!
References:
Australian Bureau of Statistics. 2012. Participation, Job Search and Mobility, Australia, February 2012. [ONLINE] Available at: https://www.abs.gov.au/statistics/labour/employment-and-unemployment/participation-job-search-and-mobility-australia/latest-release
The information provided on this website is general in nature only and is not guaranteed for accuracy and legality. This information does not represent professional advice and is not intended to provide specific guidance for your particular circumstances. This information should not be relied on as the basis for any decision to take action or not take action on any matter which it covers. Please obtain professional advice where appropriate before making any such decision.
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