Whitridge Associates’ Post

5 people I know were blindsided layoffs in the last two weeks. But they shouldn't have been blindsided. Why? Because everyone is at risk. NO matter who you are. There is little security in any job, even working for yourself. The truth is, it's human nature to think "Oh it won't be me." even when you see people around you being laid off. I worked at a company that laid off people like clockwork 3+ times a year. Yet I never updated my resume I never updated my LinkedIn profile I never networked, reached out, stayed relevant, took courses, made new contacts I just watched the chaos around me like I was an outsider looking in. Until it was my turn, and I was laid off after 15 years. I was lost, especially at the beginning of Covid. I should have been prepared, and been networking all that time, even if I wasn't actively looking for a new job. The same when I was laid off last year. The company wasn't doing well. People came and went. They tried everything. I was given a big promotion a year earlier, but I knew my time was coming. I will never be blind-sided by a layoff again. I will be mad, angry, sad, scared when it happens again (I say when, not If) but not caught off guard. There are a million excuses about why you haven't updated your profile or resume, or why you're not networking. But the excuses should stop now. For me and for you. I don't want you to be that person who has no idea what to do now. Work hard. Be loyal to your company. Give them your very best every day. I do. But be loyal to YOU too. Be a good human. #layoffs #opentowork #jobsearch #resume #jobcoach

As a recruiter, I often prefer to hear that someone got laid off from a past company instead of leaving. Involuntarily leaving a company (as long as they weren’t fired) demonstrates loyalty. They didn’t want to leave, they had to. A lot of the people I talk to who got laid off were very high performing and got let go having nothing to do with their contribution to the company. A lot of them would also love to still be working there. If a company gets to a point of doing layoffs, there are obviously internal challenges. I respect a person who hung in there with a company going through challenges and was loyal enough to stay until the company had to let them go. To me, staying at a struggling company until you get laid off demonstrates grit, resilience, and the ability to handle change. **disclaimer that this is mass layoffs, not specific layoffs due to poor performance** #loyalty #layoffs #recruiter

I'm thrilled to have contributed to this insightful Fast Company article discussing the best ways to announce a layoff on LinkedIn. Handling layoffs with transparency, empathy, and professionalism is crucial in navigating this challenging experience. Thanks to Gwen Moran for the opportunity to share my perspective on this critical topic. I hope this article offers valuable guidance to those facing a layoff or supporting someone going through one. If you're pondering how to share news of a layoff on LinkedIn or other platforms, this article is a must-read! #LayoffSupport #CareerTransitions #ProfessionalGrowth #HumanFirstLeadership https://lnkd.in/eXej2rHW

Experiencing a layoff doesn't signify you're lacking in performance. Some of the finest people I've worked with have faced layoffs. If you're navigating the aftermath of a layoff for the first time, or even the second or third, remember this essential truth - it was just your role that was phased out, not you as an individual. Avoid self-doubt and instead channel your energy towards propelling forward and seeking your next venture. A new chapter awaits, and it's going to be brilliant! 👏💪 #linkedin #talentacquisition #hiring #employment #layoffs #career

#JobMarket #Layoffs #CareerJourney #HiringChallenges Hey everyone! 🌟 Can we take a moment to discuss the growing number of candidates who've been affected by layoffs? It’s really disheartening to chat with so many folks who have been searching for months—some even over a year—for new opportunities. Here are a few painful realities I’ve noticed: The "Gap" Dilemma: Many hiring managers are quick to dismiss applicants because they see a gap in their resumes. But let’s be real: economic uncertainty and layoffs have put a lot of talented people in this position. The Stronger Candidate Myth: Even if candidates manage to get an interview, sometimes they end up being overlooked in favor of others who don’t have gaps in their employment. This can be disheartening for those who deserve a shot! Unfair Judgments: Some hiring managers seem to lack empathy towards those who took a break to recharge or care for family during tough times. This mindset can lead to great talent being ... How Can Laid-Off Candidates Overcome Hiring Manager Biases? Answers:  https://lnkd.in/gSZrnKAB Let's Connect!

Recently, I've had the opportunity to interview several candidates who have been affected by layoffs. More often than not, they try to justify that they weren’t bad performers, but they were laid off. Out of curiosity, I asked why they felt the need to justify themselves further. They shared that sometimes they feel judged by questions from recruiters or hiring managers about why they were selected for the layoff. Whether it's a case of self-doubt or insensitivity from the hiring team, it's important for us to set the record straight. Having been involved in delivering retrenchment and also having been at the receiving end of retrenchment, I can confidently say that, in most cases, performance is never a consideration. I've seen top performers, and even someone who just joined a week ago, be part of the layoff list. Layoffs are often the result of larger strategic decisions that have little to do with individual performance. As recruiters and hiring managers, we need to approach these conversations with empathy and understanding. It's crucial to create a safe space for candidates to share their experiences without feeling judged or inadequate. To all candidates affected by layoffs: your worth is not defined by these circumstances. And to my fellow recruiters and hiring managers: let's ensure we handle these situations with the sensitivity and respect they deserve. #TA #Talentacquisition #layoffs #Candidateexperience #empathyinrecruiting #empathy

Thanks for putting this out Leon Chua. Means a lot also coming from someone from the People/Talent team. Same here, I have been part of planning for retrenchments, have handed out redundancies to two of my teammates who were star performers, and personally have been laid off too more than once, in one case, I got let go, then my boss who laid me off got the axe months after. It is worth amplifying that "[L]ayoffs are often the result of larger strategic decisions that have little to do with individual performance. As recruiters and hiring managers, we need to approach these conversations with empathy and understanding. It's crucial to create a safe space for candidates to share their experiences without feeling judged or inadequate." But, WHY are layoffs not and cannot actually be based on individual performance? Because it wont be fair. We are hired for certain job roles/assignments, and the only fair basis for layoff is the determination that the work output of these jobss are no longer required by the company (think products that are deprecrated, projects that are no longer aligned with company goals, etc..) regardless of how the incumbent in that role was performing. And it cannot be that a star performer from these soon to be redundant roles replaces ok performers in other roles or projects who are then laid off ---> though there is a workaround here, create a new org structure, then do away with existing roles and force everyone to apply to roles in new structure. Point remains, if job is needed (and the BIG IF) and you perform reasonably well, you wont and should not be laid off. How do hiring managers / recruiters further validate? In my experience, what worked for me was getting recommendations / referrals from companies that laid me off, but most importantly from own hiring manager/boss and direct reports, plus peers but first two is most important I would say. If the CEO himself of the laying off company refers you to another C-level, that means a lot for getting the next role. #layoffs #opentowork #hiring #career #growth #jobs

I’ve been through a layoff before. And it was a tough pill to swallow. When I was part of a layoff, my colleagues were genuinely shocked too. I still remember the CEO keeping emphasizing that the problem wasn't my performance but the company's change in direction. At that time, deep down inside, I still felt I was the problem. I didn't really believe in what he said. But since the decision has been made, it's time to move on. And I really thought maybe I wasn't cut to continue working on software development. During this time, I thought of moving on to pursue other things. The truth is, I did try many different paths, but they didn’t work out as I had hoped. Soon, me being hopeful turned into a depressed person. Finding jobs was becoming more challenging during this period, too. It wasn't like it used to be. You need to go the extra mile to be able to get interviews. After numerous rejections and support from the remote working and developers communities, I finally got myself back on track. Hence, I felt a strong need to advocate for myself once again. Not the companies you're working for. Not the communities you're part of. But how you stand up for yourself. To be given another chance to come back again is something that I wouldn't take things for granted anymore. And it’s true—layoffs are rarely about individual performance. They are often the result of broader strategic decisions affecting the entire company. You can't control the companies and the market. But you can always change your narrative by reinventing yourself. As Leon Chua pointed out, “Layoffs are often the result of larger strategic decisions that have little to do with individual performance. I've seen top performers, and even someone who just joined a week ago, be part of the layoff list.” For those of us who have faced layoffs, it’s crucial to remember that our worth is not defined by these circumstances. And for recruiters and hiring managers, approaching these conversations with empathy and understanding can make a world of difference. Let’s create a safe space for candidates to share their experiences without feeling judged or inadequate. If you’ve been in a similar situation, please share your story in the comments. How did you overcome it? Let’s support and help each other through these challenging times.

You know I try not to focus on doom and gloom or scarcity But being proactive about your career is critical You never know when a layoff might happen It doesn’t matter how good you are at your job It’s about saving money and reducing headcount spend Oftentimes your boss has little to no line of sight to layoffs or who might be impacted Trust me, as someone who has been impacted by a lay off twice in my career, you don’t want the first time you think about updating your résumé to be after you’ve been given the shock that your position has been eliminated Now is the perfect time to update your résumé and your LinkedIn to make sure you’re ready just in case ALWAYS be ready Feel free to use the link in the comments to schedule a complementary 15 minute session to see how I might be able to help you #layoffs #resumewriter #jobsearchstrategy #linkedinoptimization

#JobMarket #Layoffs #CareerJourney #HiringChallenges Hey everyone! 🌟 Can we take a moment to discuss the growing number of candidates who've been affected by layoffs? It’s really disheartening to chat with so many folks who have been searching for months—some even over a year—for new opportunities. Here are a few painful realities I’ve noticed: The "Gap" Dilemma: Many hiring managers are quick to dismiss applicants because they see a gap in their resumes. But let’s be real: economic uncertainty and layoffs have put a lot of talented people in this position. The Stronger Candidate Myth: Even if candidates manage to get an interview, sometimes they end up being overlooked in favor of others who don’t have gaps in their employment. This can be disheartening for those who deserve a shot! Unfair Judgments: Some hiring managers seem to lack empathy towards those who took a break to recharge or care for family during tough times. This mindset can lead to great talent being ... How Can Laid-Off Candidates Overcome Hiring Manager Biases? Answers:  https://lnkd.in/gMiAgBZz Let's Connect!