Got a Vacant Position? Here’s What to Do

High worker turnover rates can ruin the daily productivity of a business. Moreover, the loss of an important supervisor or employees can significantly complicate matters in the workplace.

To counteract any adverse impacts on productivity, many supervisors try to locate an appropriate replacement when a worker leaves their job. However, based on the job in question, a lasting replacement may not be the best solution.

Review the job

While the permanent departure of a worker is never ideal, it makes a great chance to reassess the role and, if necessary, to change the job description to something that is more precise moving forward. Many employees take on auxiliary or secondary obligations in addition to those that were originally connected to the job description, while other workers actually had less responsibility than what the job description said.

Because of this, you ought to take this time to think about the actual obligations of the position under consideration and update the job description as necessary.

Review the employee’s contribution

An employee’s departure is a fantastic time to look back on his or her time with your business and to think about the significance of the role they held. If the job is utterly crucial to your company’s day-to-day operations, then it’s crucial to move vigilantly and rapidly to fill that responsibility once achievable.

If, conversely, the role is minor in nature, you might not need a quick replacement. In this instance, you are free to invest some time in reviewing various options and, if necessary, begin the search for a replacement. However, there is an alternative to finding a full-time replacement, particularly with regards to lesser roles.

Distribute responsibilities of the vacated employee

Once you’ve dispersed the actual obligations connected with the newly-opened role, it’s time to determine if the position warrants keeping. You may discover, after changing the job description and thinking about the vacated worker’s duties, you can split the obligations of the vacant job among your remaining employees. This is a tidy solution for businesses that maintain a high amount of permanent workers in addition to those who see regular breaks in production. However, if the workforce has already been stretched too thin, this could actually do more damage than good.

Make an internal promotion

Based upon the exact job involved, you might want to promote an employee into the role. This is a good way to demonstrate dedication to your current workforce, and it may even give the worker an opportunity to develop new abilities for use down the road.

Start the search

If you decide you do have to employ a replacement to fill the newly open role, you’ll want to start the search as soon as possible. Equipped with the updated job description, you can now start advertising the position on the big internet job boards and even around town.

At LTI, we know how to help employers fill an open position quickly. If you need to fill a recently-vacated role with a temporary or full-time worker as soon as possible, please contact us today.