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Is it time to restructure?

by
Hunter Ooaksson
Introduction

As we celebrate a decade in the world of recruiting, it's a momentous occasion to reflect on the journey we've undertaken, the challenges we've conquered, and the insights we've gained. The recruiting landscape has evolved dramatically over the past 10 years, shaped by technological advancements, shifting job market dynamics, and changing candidate expectations. In this article, we delve into the key lessons we've learned from our decade-long experience in the industry.

Relationships Are Paramount

More than ever, we've realized that successful recruitment is built on strong relationships. Our interactions with both candidates and clients have taught us that trust, communication, and understanding form the foundation of enduring partnerships. The human touch is irreplaceable in an era dominated by digital platforms.

Adaptability Is Non-Negotiable

The pace of change in the recruitment landscape has been relentless. From AI-powered applicant tracking systems to remote interviewing tools, our ability to adapt quickly has been crucial. Flexibility in embracing new technologies has allowed us to remain competitive and serve our clients better.

Cultural Fit > Skills Alone

Skills are important, but cultural fit cannot be underestimated. Over the years, we've learned that a candidate who aligns with a company's values and culture is more likely to thrive and contribute positively. Striking the right balance between skills and cultural compatibility is an art that we continue to refine.

Restructuring a team becomes necessary when there are significant changes in the organization's goals, priorities, or external factors that require a realignment of resources and responsibilities. Here are some situations that may indicate the need to restructure your team.

Changes in Organizational Strategy

If the organization's strategy shifts, such as entering new markets, adopting new technologies, or focusing on different products or services, a team restructuring may be required to ensure the right skills and expertise are in place to support the new direction.

Mergers or Downsizing

During a merger or acquisition, it is common to restructure teams to integrate different functions and align them with the new organizational structure. This can involve merging or consolidating teams, redistributing roles and responsibilities, and optimizing workflows.

Downsizing or Cost-Cutting Measures‍

When faced with financial challenges or a need to streamline operations, organizations may need to restructure teams to reduce costs. This could involve downsizing or redistributing roles to achieve greater efficiency and productivity with fewer resources.

Expansion or Scaling Up

‍If the organization is experiencing rapid growth or entering new markets, restructuring teams may be necessary to accommodate the increased workload. This could include hiring new team members, creating specialized departments, or adjusting reporting structures to ensure scalability.

Skills or Talent Gaps

Identifying gaps in skills and expertise within the team is a common trigger for restructuring. This could involve redistributing roles, creating new positions, or providing training and development opportunities to bridge the gaps and ensure the team is equipped for future challenges.

Improved Collaboration and Communication

If the existing team structure hampers effective collaboration and communication, a restructuring can help create cross-functional teams, foster better information flow, and encourage collaboration among team members.

Remember that restructuring can be a challenging process, so it's essential to approach it with empathy, clear communication, and a focus on supporting the team members through the changes. It might be worth taking advice and a few consultancy hours from a professional.

if you've come this far, what are you waiting for?

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if you've come this far, what you’re waiting for?

get in touch

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