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3 ways to handle an unexpected departure

If you have a sudden departure on staff what is the impact on remaining employees? As they must “pick up the slack” and take up the extra work their own productivity is disrupted which can actually increase costs, while added pressure, workload, and stress can drain employee morale. The longer the disruption, the more your company is negatively impacted.


On average, it takes 4.6 weeks to fill an entry-level role.  So what should you do to ensure you don’t have an empty seek for a month?



  1. Hire a temp
    Sure they won’t be perfect or know all the ins and outs of your company, but they can help pick up the slack. Having a good temp to ensure day-to-day operations continue to run smoothly will buy you time to find someone perfect to be permanent.
  2. Use a recruiter
    Trained professionals who specialise in finding the right talent will be able to help you find the exact skills you need from a larger pool of candidates. They will save your time by narrowing it down to the best applicants for you to interview.  Focus on the business and help your team cover the empty seat so you aren’t out two people instead of one while you’re stuck in your office sorting through resumes.
  3. Move quickly
    If you have found someone who is great for the role, waiting to long to make them an offer could leave you empty handed. Strong candidates will have other opportunities and often will take the one that moves the quickest.  A complex and lengthy interview and offer process could communicate to the candidate that they will need to jump through hoops to meet objectives within your company, where another opportunity may present as seamless and streamlined displaying efficiency.

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