Restructuring the Workplace

Helping you successfully navigate these often-treacherous waters.

Restructure consultation services

In the event an organisation finds itself over-staffed, typically a vetting process is commenced whereby existing employees are assessed for remaining roles. This process can be a very stressful time for all affected, be they the managers vetting their employees or the employees themselves.

It is imperative to ensure the vetting process:

Identifies the right person for the job without discrimination or bias
Has hiring managers competent in assessing skills, behaviours and motivational drive
Puts your employees under consultation at ease and helps to sell themselves as best they can

Benefits of working with a 3rd party

Reduce stress for all, boost confidence for all, mitigate legal risks and give all concerned a far more favourable opinion of your organisation.  It will also mitigate the risk of adverse GlassDoor reviews that would endanger your employer brand. Macildowie can act as an independent third party to ensuring your process is robust in each of these areas.

Benefits of working with a 3rd party

Reduce stress for all, boost confidence for all, mitigate litigious risk and give all concerned a far more favourable opinion of your organisation and mitigate the risk of adverse GlassDoor reviews that would endanger your employer brand. Macildowie can act as an independent third party to ensuring your process is robust in each of these areas.


What successful outcomes look like

Typically, we work with your key stakeholders such as your Senior Leadership Team or Human Resources function to understand what successful outcomes look like and to define the scope of the services. These include:
  • Training hiring managers on interview techniques
  • Interviewing for technical, competency and motivational drivers
  • Competency interview 101
  • Methodologies for reducing bias
  • Training employees on interview techniques
  • Creating a CV that represents them in the best way
  • Interview do’s and dont's
  • Interviewing for technical, competency and motivational drivers
  • Designing the interview process
  • Defining the technical, competency and motivational questions
  • Creating a scoring mechanism
  • Training hiring managers on consistency of scoring
  • Objective assessment
  • Macildowie representatives taking part in interviews
  • Post interview assessment and review
  • Recommendations delivered to key stakeholders

We know every organisation is different so there are often requirements that fall outside of the above that we can accommodate. What’s important for you is having an external partner who can help you successfully navigate these often-treacherous waters.


Enquire Further

Invalid Input
Invalid Input
Invalid Input
Invalid Input
Invalid Input
Invalid Input







Invalid Input
Invalid Input

All content copyrighted Macildowie © All rights reserved

Designed in partnership with WebWorks Design