Layoff Aversion Questions for Business

Author(s): Jeff Ryan

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This document is a tool designed to help you ask the right questions when you are meeting with a business following announcement of a layoff.

These questions are intended to help you try to prevent or minimize the layoff or provide other solutions to the business that may help you build a relationship over the long-term. The document includes some questions that you may want to ask, as well as space for you to jot down the answers you get, as well as additional space for you to start to identify potential solutions to any of the needs expressed by the business.

This document is posted in Word format so that it may be customized to your specific needs.

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Content Type: Resource | Grantee Product
Target Populations: Non-Target Population Specific

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2/27/2018 7:49 PM by Curtis Wray

I noticed that you did not include resume writing and interviewing techniques workshops as a frontend rapid reemployment strategy in layoff aversion. The workshops are valuable, viable, and fundamental if we are trying to get those impacted by a layoff reemployed prior to or shortly after the layoff. Attending the workshops will ensure that the impacted employees are equipped with the most up-to-date information and nuances when they start to conduct their job search and subsequently have an interview. Also, as a recommendation, I would not use the term job fair. Instead, I would use hiring event or the phrase - industry specific job fair with the intent of when impacted employees attend, they do so with a very high expectation of acquiring employment. You can see my comments in my blog "The Triangle of Engagement for Success, September 21, 2017. The following is an excerpt." A best practice created by partner engagement in the SEVA region was the term hiring event, which is a voluntary strategy adapted by the SEVA Rapid Response as part of a comprehensive Rapid Reemployment strategy in April 2011. Hiring events are different from job fairs, because they are consistent with the mindset and psyche of dislocated workers. Only those businesses/employers with an expressed need and opening to fill job requirements can attend these events. By way of example, when in a job loss transition, dislocated workers cannot afford to waste time and gas and drive twenty miles across town to a job or career fair to shake hands, hand out resumes, collect, exchange business cards, and collect memorabilia, but have no chance or opportunity to get a job, because those businesses/employers have no openings. So, it works well as a frontend strategy in rapid reemployment, a subset strategy of layoff aversion."



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Posted: 2/10/2018 8:47 PM
Posted By: Angela Dayton
Posted In: Business Engagement Collaborative
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