Coping with redundancy
Unfortunately an increasing number of managers are having to deal with this difficult situation. It can start as a normal day in the office. You know times are tough but you are getting on with it when the call comes from HR. It's a shock but try not to react emotionally. Accept the information which is given to you and arrange another meeting to sort out details after you have come to terms with what is happening. Then let your emotions out with colleagues, family and friends: don't overburden one person, share the load. It will help you adjust. Start to think about the practical issues. Get down to the Job Centre and find out what benefits you are entitled to. What is your National Insurance position? Approach the second meeting with HR with a list of questions and seek to resolve all details of the severance package. Examine your financial situation and budget for what you will need to live on for a few months. When you feel ready, start thinking about what you want to do in the future. More of the same or is this a chance to change course? Do you need new skills? Should you sign up for training or a qualification? What assistance is available and what are the prospects? Is self employment an option for you? Will people pay you directly for what you can offer? Can you identify businesses where you can bring value and try some direct approaches to them? Lots to think about but as your emotions calm down, this could be a time of real opportunity.
CVs
They are plentiful, all recruiters receive them. But what do we want to see? There's no absolutely right way to present them and you must feel comfortable about the way yours portrays you, but these are the ground rules:
- - a cv is part of the job search process and is usually the first that a reader has heard of you, so it must reflect you, interest them and capture the essence of your employable qualities;
- - it must be to the point, identify your achievements and give the facts;
- - but it should not contain all the detail: its aim is to persuade the reader to meet you;
- - it should be easy to read, so laid out and printed clearly and attractively whether in hard copy or electronic format;
- - it should include essential personal data;
- - the reader will be most interested in what you are doing now so list in reverse chronological order;
- - omission is often interpreted as concealment so avoid gaps.
In most instances, the covering letter is equally important: a number of the same criteria apply but contact us if you'd like some more hints.
Referencing
Psychometric testing, role playing, assessment centres : all useful tools to add to the judgements made at interview, but what about the most traditional verifier of them all: referencing.
Is it worthwhile? Is it even legally safe given recent case history? My opinion: it's imperative but forget the written reference for all but the most perfunctory use. Oral is all.
Get permission from your intended appointee and then talk to previous bosses to confirm the facts but also find out what sort of person he or she is to deal with and manage. Try colleagues, customers and suppliers to get an all round view. Develop a checklist and don't shy off the difficult areas : no-one is going to volunteer information about any drink or drugs problem unless you ask about it. If you are getting a consistent picture then it's probably the genuine one. If things don't add up then you need to investigate the problem you've uncovered.
If you want any help then get in touch. It's a regular part of our recruitment process and has avoided several unwanted surprises.
