I was in a company that had a mass layoff (well, it was getting bought for IP/assets and a few employees). I found out about it from my boss one morning, knew I was getting laid off, then scheduled meetings with my direct reports later that day. It was pretty easy to find time to schedule the meetings since it's not like anyone had any project work to do any more.
By mid day the cat was pretty much out of the bag and everyone knew what was happening, but I and other managers still held the individual meetings.
Managed to hire most of my my former direct reports at my new job.
It doesn’t have to take all day. Managers meet with the people being laid off in the morning. If it is too large to do 1on1, you can do small meetings with a few people and their manager.
Point is that it should come from your direct manager (or the closest direct manager in the chain if managers are also being laid off).
Yeah, I imagined all of this and it seemed like exactly what a competent company would do.
In a way, I think this is better - it's quicker, everyone knows where they stand, there is no uncertainty about it.
However, I do agree that
1) the communication from the CEO could be better
2) people should be given an opportunity to then still ask questions, either for HR or their managers(if still employed).