Should You Use Redeployment as Part of the Recruitment Strategy?

pexels-mikhail-nilov-7989032
Photo by Mikhail Nilov from Pexels

When you need to fill a new position, your first step may be to promote it outside. What if there was an alternative? Companies may use redeployment to use their current talent, which means you might discover the ideal candidate much closer to home!

Of course, this move will almost certainly need some on-the-job training. Providing possibilities for growth, on the other hand, may actually enhance social mobility. Bonus!

Continue reading to see how incorporating this into your recruitment approach may help your company and your workers.

What exactly is it?

Redeployment is the process of shifting an employee from one section of the organization to another. This position might be very different from the original: it could have whole new duties or even be situated in a different place.

It is a typical tactic used by businesses instead of laying off staff. They may also utilize it as part of a work rotation plan, which allows employees to transition between tasks to acquire various abilities.

When will it be useful?

If a corporation is facing redundancy, it must first explore redeployment possibilities. After all, if redeployment is a possibility but is not provided, an employee may be able to file an unjust dismissal claim.

Rather than making someone redundant, a business may find the appropriate work elsewhere inside the firm. If the employee accepts the redeployment offer, they can begin their new job immediately, saving employers money on redundancy payouts.

The Benefits of Redeployment

The primary benefit of redeployment for an individual facing redundancy is obvious: it saves job loss. This is especially significant for employees who have been with the firm for a long time or do not want to re-enter a competitive employment market.

It enables firms to retain talent. “Companies that shed staff loses the time invested in educating them as well as their networks of contacts and expertise about how to get work done,” writes Harvard Business Review. Redeployment permits them to use their prior experience in a new role.

Businesses may need to reorganize to stay up with the changing business landscape. Relocating people between departments might be a simple method to modernize. Roles that are no longer necessary can be replaced with new roles for the same employees. This allows the company to develop new, creative ideas.

The expense of redundancy payouts is substantial. An effective redeployment program may save money while also saving employees’ employment. This can also help to avoid a public relations disaster. Because layoffs never seem good, seeking redeployment instead might boost a company’s reputation.

Potential problems or disadvantages

One disadvantage of redeployment is that retraining employees might be costly. It all depends on how significant the shift in their employment function is. If you require your staff to demonstrate completely new talents, be prepared to assist their learning process.

Another issue you may encounter is staff resistance. No matter how fantastic you believe the opportunity is, there will always be those who prefer to remain in their current job. Communication is essential for overcoming this obstacle. Operations are likely to deteriorate as workers adjust to their increased duties. Employers must be realistic about this: there will surely be a time of adjustment as redeployed team members acquire confidence and become accustomed to their new surroundings.

Although redeployment offers numerous advantages, particularly when contrasted to redundancy, which should always be used as a last resort, it is not always possible. Its performance is heavily reliant on the skill set of the personnel in question and the company’s business requirements.

Strategies for redeployment

Try the following if you want to implement redeployment into your company model:

Your workforce’s abilities should be evaluated regularly. Maintain an up-to-date skill bank to which you may resort when new changes occur.

Think about how skills may be transmitted. Perhaps someone in customer service has the communication abilities to succeed in marketing?

Encourage internal networking. Employees will be less nervous about migrating between teams if they develop ties with their colleagues in other departments.

Be mindful of your employees’ redeployment options. Any company considering redeployment must be aware of and reduce possible legal concerns.

Highlight the good. You may entice reluctant redeployment candidates by providing incentives such as free training or a higher compensation to make the transition.