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We have moved to Wordpress! Posted by Jason Links to this post The Recruiting Front Lines has evolved. At the beginning of the year, I changed jobs within my company, moving away from Outreach and Education, and into my new role as Director of Business Development. While I remain closely involved with our field activity, I am now more focused on strategic partnerships, social media, and the world of internet recruitment resources. As I have made this change, the focus of my blog content has also changed. Recently, I began to feel that many of the ideas I had for blog posts would not fit within the framework of The Recruiting Front Lines. This was a cause of some frustration, as I felt that I was either misrepresenting my content with the title of my blog, or that I was stifling my writing because I felt it didn't fit. To rectify this situation, I have created a new blog home, now on WordPress. I am still ironing out the wrinkles, but feel that it is far enough along that I can move all my past content, and begin posting all new content, at the new address. I would like to formally welcome everyone to come check out my new home at jasonblais.com. I can't wait to hear what you think! Best Regards, and Thank you for your time and attention over the past 18 months. Jason

Apr 9, 2009

RFL: Building Your Bench from Unused Parts

(Continued from an article posted on April 8, 2009. Click here to see Part 1.)

Through careful and thoughtful analysis of the skills that are required to carry out your business functions, and the ancillary or unused skills present in your workforce, you can begin to build engagement while operating more efficiently.

During staffing reductions, either by layoffs or attrition, there is often a work gap left behind by the departed employees. That is, when a company lays off one person, it is common that some portion of the work that person performed must still be completed. Customarily, this work is picked up by the remaining employees (see scenario below), adding a sense of increased burden to the insecurity they are already feeling.
Consider this theoretical scenario, and please share your thoughts on how common, or uncommon, this practice is within your company.

10 people can do 100% of the work for a department.
  • On average, each person is responsible for 10% of the work.
Staff is reduced by 20%, while production is rolled back by only 10%.

80% of the original staff must now complete 90% of the original work.
  • Each person is now responsible for 11.25% of the work- a 12.5% increase.
Normally, there is no bump in pay provided to the remaining workforce.


There is an alternative to this process, however, which can have a splendidly opposite- increasing our employee engagement and sense of security. It's what we call the Auxiliary Workforce Plan (AWP).

Essentially, the AWP provides the roadmap to identify, develop, and utilize untapped skills and talents present within our current workforce. Through this mechanism, we can provide interdepartmental and cross-functional opportunities to our employees, which lead to stronger engagement, and better overall understanding of our business. For the employees, it manifests as professional development, resume building, and increased variety in their day-to-day job activities. This is truly a win/win practice that will provide the greatest benefits when the economy is at its worst.








To be Contnued...

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