What is a Hiring Freeze?
A hiring freeze is a scenario where a company stops hiring new employees or creating new positions to be filled. It is common when a company experiences financial distress and needs to begin cost-cutting to reduce operational costs.
Hiring freezes are the preferred option by companies to avoid laying off staff members. Other factors that may contribute to a hiring freeze in an organization can be market condition fluctuations or economic instability.
- A hiring freeze is a scenario where a company stops hiring new employees or creating new positions to be filled.
- The following scenarios are the common circumstances that may lead a company to consider hiring freezes: changes in market conditions, global crisis, budget deficit, and arising liquidity concerns.
- Hiring freezes allow companies to minimize or avoid creating or filling non-essential vacancies.
Why Companies Implement Hiring Freezes
Every business is run to ensure financial longevity. In a case where a company experiences notable cash flow problems as a result of unfavorable market conditions or a significant reduction in revenue, the main aim is to preserve finances to keep operations afloat. It is when a company’s management is likely to implement a hiring freeze. The following scenarios are the common circumstances which may lead a company to consider hiring freezes:
1. Changes in market conditions
The shifts in market conditions can have a notable impact on revenue generation and overall profitability. An example of this can be a downturn in the ceiling board industry. All firms directly involved in the manufacturing, distribution, or value-added services in the ceiling board industry, may implement hiring freezes in aims to counter the impacts of the changing market conditions.
2. Global crisis
As seen with the outbreak of the COVID-19 pandemic, businesses all over the world are negatively impacted by major crises. During such times, businesses may choose to hold off on taking on new employees, as they continue to monitor global markets and trends. During this time, employers become more conservative and prudent to ensure they can cater to their current workforce.
3. Budget deficit
If a company notices that the recruitment of new employees may result in a budget deficit for a certain financial period (short or long-term), it is likely to hold off on hiring new employees until such a time where the financial position of the company has improved and allows for an increased allocation towards the budgeted salary amount. This delayed recruitment is a hiring freeze.
4. Emerging liquidity concerns
When the management of a company sees that there’s been a decline in liquid assets, it may hold off on recruitment processes. Through the use of liquidity ratios, an employer can easily detect liquidity shortfalls. Ideally, there should always be sufficient current assets to cater for short-term obligations. To improve liquidity, an employer may choose to allocate funds from the salary budget towards financing current assets. This is normally performed as a last option.
Hiring freezes allow companies to minimize or avoid creating or filling non-essential vacancies. With hiring freezes, an employer will be able to reorganize work teams and integrate staff members to achieve greater productivity in delivering the necessary products and services to the consumers. Even after implementing a hiring freeze, a business’s objective remains to increase its revenue.
Furthermore, it should be noted that the pause on hiring does not mean that recruitment’s been completely stopped. Businesses can still hire employees who are required to respond to customer needs or for specialist roles that are important in the operations of a company.
Such vacancies can be filled more quickly by consultants, part-time, hourly (non-paid), or contract employees, allowing employers to override restrictions caused by the freeze in recruiting for full-time employment. Businesses need to sustain their core operations.
The Effects of a Hiring Freeze
The pause on hiring new employees may lead to an increased workload for existing employees because the work that may have been the responsibility of the new employees is divided among the existing employees.
Similarly, the workload resulting from the lack of replacements for employees who leave must be divided among the existing employees. It can result in a negative impact on employee productivity in the long term or employees being unsatisfied at work, feeling underpaid, and ultimately leaving the company.
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