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The document titled 'Internal Memo / Announcement' is an important communication within the company that announces a hiring freeze. The purpose of this memo is to inform the HR staff, managers, departments, and specific employees about the decision made by the management to halt any new staff hiring without special permission. The memo provides details about the cancellation of headcount for current vacancies and the non-replacement of staff who have left until further notice.
The memo starts with a clear subject line, 'Hiring Freeze,' followed by the sender's information, including their first name, last name, job title, and department. The date of the memo is also mentioned to ensure accurate record-keeping.
The content of the memo explains the reason behind the hiring freeze, which is the cost-cutting measures taken by the company. It acknowledges that this decision may cause hardships in some departments but emphasizes the importance of sharing the workload to avoid redundancies in the future.
The memo also mentions that exceptional cases where the hiring restriction would lead to a significant loss in revenue or increase in risks for the company will be considered. However, such cases should be rare.
In conclusion, this memo serves as a formal announcement of the hiring freeze and provides the necessary information to the recipients. It highlights the importance of cost-cutting measures and encourages collaboration to improve the company's performance and lift the hiring restriction as soon as possible.
To effectively use the 'Internal Memo / Announcement' document, follow the steps below:
1. Read the memo carefully to understand the purpose and details of the hiring freeze.
2. Take note of the sender's information, including their first name, last name, job title, and department, as well as the date of the memo for future reference.
3. Share the memo with the HR staff, managers, departments, and specific employees mentioned in the recipient list.
4. Ensure that all staff are aware of the hiring freeze and the implications it may have on future recruitment.
5. Encourage employees to share the workload and collaborate to avoid redundancies in the future.
6. If you believe your department qualifies as an exceptional case, where the hiring restriction would lead to a significant loss in revenue or increase in risks, gather the necessary evidence and prepare a request for special permission.
7. Submit the request to the management or human resources, clearly explaining the reasons why the hiring freeze should be lifted for your department.
8. Monitor any updates or announcements regarding the hiring freeze and be prepared to adapt to the current situation.
By following these steps, you can effectively navigate the hiring freeze and contribute to improving the company's performance to lift the restriction as soon as possible.