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Home » HRM and Recession » Recession and Recruitment » Recruitment Freeze

Recruitment Freeze

The recruitment freeze is a common solution in the beginning of the recession. The organization is usually completely unprepared for the depth of the recession and the recruitment freeze is a quite usual solution.

The recruitment freeze sounds as a good solution for the organization, but it brings a lot of the issues. The complete recruitment freeze can be a big danger for the smooth operation of the organization and the exceptions are needed. When the expectations start to occur, they spread widely and the recruitment works the same way as before, just on the basis of many exceptions.

The recruitment freeze has to be done smartly just from the beginning. When the decision is about stopping all the recruitment activities, it can never work. The HRM Function has to be asked for the proposal or it has to offer the proposal. The business functions have to have the chance to keep their FTEs stable to deliver the business to the organization.

The recruitment freeze has to be focused and managed smartly. The majority of managers have to feel comfortably and they need to trust to the HRM Function, the rules will be strictly applied to all the requests. The recruitment freeze is about the trust to the top management and the HRM Function, that they will be able to manage the expectations and the requests from the managers will be evaluated fairly.

The recruitment freeze is a chance to make the organization slimmer, when the top management and the HRM Function make a good decision. The recruitment freeze is not about hard cost savings; it just makes the managers to look for the new job hires internally.