There are a number of studies done that estimate the loss to an organization for an unfilled position. For example here is one such example:

Cost of each unfilled positionLinks to an external site.

Another point of view is the cost savings that some might argue for each unfilled position. This cost is often seen in times of a hiring freeze, as highlighted in the following website:

Hiring FreezeLinks to an external site.

A tactic that some organizational leaders use, in line with a long recruitment process, is to assess what impact occurs by having a position, or positions, left vacant for a long period of time. If the impact to the business is negligible then organizational leaders may elect to eliminate the position, deeming it as non-value added.

In most cases a vacant position means other employees need to pick up additional work. But in some instances, a position may be redundant and/or no longer serves a useful purpose. And some Managers may still seek to fill it to maintain their position and overall sense of worth, i.e, not reducing their number of direct reports.

Question to all - if you are a Manager and have to justify replacing someone who voluntarily left your organization, what factors would you consider when seeking approval to backfill the position? And how would you answer the question - what happens if we don't fill it?

Thoughts?

Answer rating: 100% (QA)

When a manager has to justify replacing someone who voluntarily left the organization they need to carefully assess various factors and articulate a c... View the full answer