In the case study below, we explore a best practice approach to selecting from an ‘at risk’ pool based on a job description in the absence of performance and attendance records. When carrying out an interview in a redundancy situation, it is important to ensure that it is fair and objective. One of the most effective methods to use in this situation is a panel led competency-based interview.
We worked with a global distribution company with a $2 billion turnover, whose managers, as a result of their own long-term success, had never needed to develop the skills necessary to handle a redundancy situation. They were undertaking a major restructure of their European division to become more competitive in their sector. When we started working with them:-
When the programme started it also became apparent that there wasn’t an existing recruitment framework that was robust enough to support a European wide project that needed to be consistent and standardised.
Most importantly, the company needed to minimise the risk of unfair dismissal claims and the use of compromise agreements that were very costly. The HR Director used the opportunity to improve the processes throughout the regions by calling in Recrion as a third party to design a robust redundancy interview selection process that was compliant with multiple European employment legislation.
From the candidates’ point of view they felt extremely encouraged to be given a fair opportunity to apply and compete for the new jobs. This sent out very positive signals to the rest of the business and helped to keep the overall levels of motivation far higher than anticipated during this difficult process.
“I was extremely impressed with Recrion’s design and management of the whole recruitment selection process during our restructure. Communication across the company was excellent & speed of response the best I have seen in a recruitment process within our company.” Director, ACCO UK