Estimated reading time: 3 minutes
Unfortunately, corporations are frequently faced with emergencies. For instance, straight away, where I live (Florida), it’s hurricane season. Firms may additionally be faced with workplace accidents or incidents of violence. They may even be faced with a viral video media crisis like two married executives being caught embracing on a jumbotron during a music concert.
My point being, emergencies occur. And once they do, corporations must have emergency protocols in place to cope with them. Certainly one of the primary things people often take into consideration is the physical property. Are people secure? Is the property (aka furniture, fixtures, and equipment) secure? This also needs to include data files. Does the organization have access to their financial, human resources, sales, etc. systems and data?
One other area that corporations must take into consideration is employees and the workplace. Firms must have a plan in place to notify employees in the event that they shouldn’t come into the office due to an emergency. Employees also needs to know when it’s secure to return. If a corporation believes that the media might contact employees, it might be helpful to let employees know what (if anything) they will say on the corporate’s behalf. And if executives must attend media training, this also needs to occur.
Within the case of violence, injuries, or a death, human resources must have a listing of resources to supply grief counseling and EAP (worker assistance program) services. HR also must have a listing of reminders for themselves. While we’re often those coordinating the activities, we’re still coping with the identical emotions of the situation, and we’d like to handle ourselves.
This isn’t a comprehensive list of things that ought to be included in the corporate emergency plan. Nevertheless it’s a start and a reminder to review the corporate plan frequently. Ensure that it’s up so far. And if it doesn’t include recruiting, it should.
Whatever the kind of emergency, when an emergency happens, it’s possible that there will probably be candidates who’re within the means of leaving their current job to come back start working at your organization. They may need to know what’s occurring. Do they still have a job? Will orientation and onboarding happen as scheduled? Someone must contact candidates and allow them to know what’s occurring. Especially if it means rescinding a job offer or postponing a start date.
I learned concerning the importance of including recruiting within the emergency plan a few years ago, once I worked for the airline. We experienced a crash. All of the people on the plane (including the crew) didn’t survive. Not only was the corporate coping with the federal government investigation, the passengers’ families, and the crew’s families, but additionally they needed to let dozens of people that had accepted job offers know they weren’t going to start out straight away. All of those are priorities and ought to be handled with the best respect.
I do know talking about emergencies, disasters, etc. isn’t how we would like to spend our time. Nevertheless it’s absolutely obligatory. And the perfect time to have these discussions is before the corporate is faced with an emergency. During an emergency, there’s a lot occurring that it could potentially wander away in moment. So, consider today’s article a reminder to frequently review the corporate emergency plan and to ensure it covers every thing including recruiting.
Image captured by Sharlyn Lauby while exploring the streets of Tampa, FL
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