CyberCoders’ Post

Perceived value. Yes, the market does dictate price. However, at some point, you get what you pay for. With the amount of layoffs we've seen over the past year+, many companies are not willing to pay or only willing to pay very little for recruiting support. They believe they can do it themselves and are probably looking to still cut costs where they can. I then ask..... ⏱ Where will you find the time to sift through the insane amount of applications you'll receive? And how many of those resumes will be a true fit? 💸 How much money will you lose when your time-to-fill exceeds 60 days, 90 days, 120 days? Your company may have gone through a layoff itself. You may only be able to hire 1 person for your team and not the 5 that you actually need. That ONE person is going to need to be killer. I'd venture to say you have been performing the job of 2-3 people since the layoff. So how will you find the time to find the right person? Now I ask, What is your perceived value of what I do? #qualityoverquantity #recruiting #startuprecruiting #recruitingpartner #timetofill #hiring #femalefounders

Have you ever used the “It’s not you, it’s me” messaging when breaking up with someone? I have. (Almost always true 🤫) You know who should be using this message? Employers doing sweeping layoffs. BECAUSE IT’S TRUE. You know who erred, miscalculated, or straight-up effed up if a company is laying off dozens, hundreds, or thousands of people? Not the people being laid-off. It’s the people doing the layoffs that set the strategy, that made the bets, that approved runaway spending, and that are attempting a Hail Mary cost-cutting to get their annual bonuses. I’ve said it before, and I’ll keep saying it until every person who has been laid-off takes it to heart. IT’S NOT YOUR FAULT. Ditch the shame and blame so you can move forward. It’s freeing, I promise you. And if you’re a leader in the uncomfortable position of deciding on or communicating a layoff: be accountable and responsible. Unfortunately, I’ve been on the other side of the table 4x in deciding who to layoff and 6x in communicating a layoff that I had no say in. Each time it sucked, but I always knew that it was worse for the person being laid-off. I understand that HR can have scripted talking points and processes you must follow. But please be as humane and empathetic as you can and don’t make it about you. In case HR doesn’t tell you, these phrases, “It wasn’t my decision,”, “This is so hard for me,” or “I’m not getting my bonus either,” should NOT cross your lips when communicating a layoff. If you want to make it about you, then “It’s not you, it’s me,” is more appropriate. Read more in the blog for my lessons learned from the 12-months following a layoff: https://lnkd.in/gkPMeV6T

Whether you've been laid off or are concerned layoffs might be coming your way, we've got you covered. These proactive steps will help you bounce back and rock your job search! #ThursdayTips #ExpressPros

What is new Silent #Layoff? A "silent layoff" refers to a situation where a company reduces its workforce without formally announcing layoffs. -This can involve tactics such as not replacing employees who leave, cutting hours or pay, not giving promotion and hike, reassigning duties to other employees, or creating a work environment that encourages voluntary departures. -The goal is often to downsize the workforce without the negative publicity and morale issues associated with traditional layoffs. This term has gained traction as companies navigate economic uncertainties and look for ways to manage costs discreetly.

What is new Silent #Layoff? A "silent layoff" refers to a situation where a company reduces its workforce without formally announcing layoffs. -This can involve tactics such as not replacing employees who leave, cutting hours or pay, reassigning duties to other employees, or creating a work environment that encourages voluntary departures. -The goal is often to downsize the workforce without the negative publicity and morale issues associated with traditional layoffs. This term has gained traction as companies navigate economic uncertainties and look for ways to manage costs discreetly. What is your thought?

Companies are conducting layoffs left and right. Yet many don't know how to prepare them. Here's what you should be doing to ensure you're ready for when/if a layoff happens: 1) Have an "Accomplishments List" An accomplishments list will have the projects you worked on, who you collaborated with, and what impact they had on the company. Doing this will help you identify where you made the biggest impact, which can be spoken about in your resume, LinkedIn profile, networking conversations, and in interviews. 2) Always Update Your Resume Update your resume every 1-2 months even when you're not looking for a role; this will ensure if something happens to your role, you can get on the ground running without missing a step because you have to think about what to add on your resume. 3) Network, Network, and Network Some More My rule of thumb is to reach out to at least 5 people per week who are 1) in similar positions as you at different companies and 2) people who are in same industry but a few levels above you. This will ensure you have professionals you can reach out to if something happens! 4) Create a LinkedIn Post If you feel like a layoff is looming, get ready to create a LinkedIn post. Here's the structure I recommend to thousands which have helped them land offers in <90 days after a layoff. What happened / how you're feeling? - Talk about optimism for what's next / what you're looking for in next role Tag people thanking them for their help 5) Know Your Self-Worth Know this - if you've been laid off, it's not your fault. However, it's how we reach to these circumstances that make us better, always.

A recent article from Bloomberg stated that a staggering 58% of Fortune 100 companies announced layoffs in 2023. The article suggests these companies see downsizing as beneficial and necessary, meanwhile employees and HR leaders are feeling the negative effects. What are your thoughts on these widespread layoffs? #Fortune100 #Layoffs #HRManagement #HumanResources #OutOfWork

The corporate sector has seen a lot of layoffs lately; these events are frequently the result of both internal and external causes. We must remember that in a dynamic job market, no one is indispensable. And, regardless of your skill level, if you are part of the layoff plan, you are out on the street. Here is my piece on The Business Standard. #layoff #careertips #jobs #goal

Laying off thousands of people and claiming "not meeting expectations" is utterly absurd. Layoffs are primarily business decisions. Nothing more, nothing less. On the other hand, it also makes their leadership appear incompetent. How can they hire thousands of people through rigorous interview processes (the best of the best) and label them all as "underperformers"? Sure, there may be a few underperformers in the group, but calling the entire layoff group underperformers is unbelievable. The next time you consider joining a company, examine their history and see how they treated employees during layoff periods. #employees #layoffs #corporate

The concept of "silent layoffs" may seem like a prudent strategy for companies aiming to reduce their workforce discreetly, without the negative publicity and morale issues associated with traditional layoffs. However, this approach raises concerns and potential drawbacks. While not replacing employees who leave, cutting hours or pay, reassigning duties, or creating an environment that encourages voluntary departures might initially appear to be a more subtle way to downsize, it's a temporary solution that can backfire in the long run. Eventually, employees will start to notice that vacancies are not being filled, and workloads are increasing without additional compensation or support. This realization can lead to a significant decline in morale, as the remaining employees feel overworked, undervalued, and uncertain about the company's future. Furthermore, the lack of transparency and open communication surrounding this strategy can breed distrust and resentment among the workforce. Talented individuals, sensing the company's ulterior motives, may choose to leave proactively, accelerating the loss of valuable human capital. Instead of resorting to silent layoffs, companies should consider more transparent and ethical approaches to workforce management. Clear communication, fair treatment of employees, and a genuine commitment to retaining top talent are essential for maintaining a productive and engaged workforce, even during challenging economic times.