Reports estimate that tech giants have laid off more than 88,000 people. Crunchbase reports that the layoffs started as early as January 2022. Tech layoff trackers like TrueUp and Layoffs.fyi are now readily available for everyone. The short-term repercussions of these changes are already becoming evident, even though the long-term implications are difficult to estimate.
Layoffs and hiring freezes will cause a certain level of anxiety for many. Adjusting to their new reality can be a challenge. They may even feel a lack of the necessary skills to do so. Those who have lost their jobs will feel a sense of imbalance, figuring out ways to move forward.
There is a general sense of global anxiety, as those displaced due to the rapid changes in their job could feel that they are not prepared to cope. These bring a sense of instability, and your negative feelings are valid- but do not fret! Silicon Valley chaos is not recent, and the tech sector has always found solutions to deal with it.
Read More: BIG TECH RECRUITMENT TRENDS AND THE IT JOB MARKET
The changes in the employment landscape regarding layoffs and hiring freezes can seem bleak. Yet these changes provide an opportunity for growth for others. Companies like Hitachi plans to hire 30,000 workers in the next three years amidst the wave of job displacements. Layoffs and hiring freezes in Silicon Valley expand the talent pool available for employment. Their experience in Silicon Valley could be beneficial in improving the systems in your own companies.
AN EXPANDED TALENT POOL MEANS MORE QUALITY AND DIVERSE TALENT FOR YOU
Investopedia reports that hiring new talent can cost around USD 4,000 per talent. Employers who need new and capable skills can see this as an opportunity to have a more diversified talent pool. For those laid off, this could be an opportunity to explore the horizons beyond their previous employers from Silicon Valley. When they are ready, so should you.
Hiring from previously laid-off workers can allow your company access to experienced employees while debunking stigmas on redundancies. Many laid-off employees have been sharing stories of getting laid off amidst the stigma and trauma. Experiences such as getting laid off cause stress and trauma. The trauma can be debilitating as jobs provide financial and social health and well-being.
Giving employment to these applicants can bring a different perspective and resilience. Recently laid-off employees may provide a fresh dynamic to your workplace that you might not find with other applicants. Apart from their work experience, they will more likely show resilience in overcoming the trauma of getting laid off and managing the demands of their new employment.
Minority groups, such as African American workers, are more likely to be laid off first. They are also reportedly the last to be hired. The International Labour Organization reports that diversity in the workplace leads to greater productivity, creativity, talent retention, and recruitment. This also includes overall employee well-being. Companies thrive when they have diversity in their recruitment processes. Laid-off employees from minority groups can provide your company with an even better perspective on resilience.
Read More: WHY A DIVERSE WORKFORCE MAKES YOU AN EMPLOYER OF CHOICE
LESSONS ON RESTRUCTURING FROM SILICON VALLEY AND OTHERS
Downsizing in employees can be for many reasons, such as controlling redundancies, preventing overspending, and dealing with market challenges. These challenges can include the probability of a recession or changes in the consumer landscape. Any business decision will have ethical implications on how control and risk analysis processes are created and implemented.
Layoffs will have ethical implications. Laying off and hiring freezes are business decisions that can affect different aspects and facets of the company. These can include employee engagement, company branding, and future recruitment.
- Employee Engagement and Retention
With many employees fearing job cuts in their own companies, there have been reports of career cushioning. This is when employees quasi-prepare for getting laid off. Practices include:
- Boosting their resumes.
- Expanding their professional social connections.
- Upskilling to be more attractive to new and potential employers.
Layoffs and hiring freezes can affect employee productivity. It can make them finish tasks late or produce lower-quality output.
Ensure employee engagement and retention by informing your employees beforehand of any potential or probable restructuring. Melanie Rosenwasser, Chief People Officer of DropBox, said transparency is vital to your employees. In her interview with Fortune, Rosenwasser emphasized that a say-do ratio helps build employee trust in the company. As many companies face and navigate their fears of varying degrees and causes – such as market changes and the possibility of a recession, employees need to believe in the company and management.
- Company Branding
Social media and digital communication spread the word fast. Company branding may suffer after layoffs and hiring freezes become public knowledge. Studies show that company branding can suffer from restructuring measures. For Nokia, the backlash of laying off workers in their Bochum plant cost them much more than they had anticipated. The bad press and boycott ultimately cost them €800 million in total sales and profits in Germany.
Be gentle and proactive in any downsizing. Internally and externally, follow and honor a humane approach to downsizing. Your employees are the backbone of your business. Look into alternatives for restructuring, such as upskilling, that may benefit the company and employees. After exhausting alternative routes, be transparent and gentle when you cut jobs.
- Future Recruitment
Consider how decisions on layoffs and hiring freezes can affect your recruitment processes. Employees looking for stability and tenure may avoid companies with frequent layoffs and high attrition rates. Employer branding is affected as well.
To prepare for future recruitment processes, you can look into changing other aspects of your employee engagement and candidate reach. Some companies like Nestlé provide internal training and youth outreach programs. Consider consulting with human resource experts and staffing firms to analyze your current processes in hiring quality talent. Years of experience with many companies and clients have equipped human resource consultants and staffing firms to handle restructuring and downsizing activities. You can trust that they have the interest of the company, employees, and attractive candidates in mind in conducting their analysis.
DAVIS IS YOUR RECRUITMENT PARTNER DURING AND BEYOND THE SILICON VALLEY CHAOS
Reach out to us today because we understand the need for capable talents and can connect you with experienced and diverse candidates. With a consultative approach designed to address each client’s staffing needs, Davis provides value-added services and streamlines the recruitment process with your staffing solutions.
We provide professional staffing and recruiting services, contract staffing services, and outsourced talent solutions, including Managed Services Program (MSP), Recruitment Process Outsourcing (RPO), and Human Resource Outsourcing (HRO). We specialize in advanced manufacturing, engineering, technology, and accounting & finance professional staffing and recruiting services.
