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Outplacement Services
"How Can
Outplacement Services Help Small to Medium Sized Companies
In the New Economy?"
Oreste J. D’Aversa,
President
Metropolitan Executive Search and Outplacement Services
Introduction
The new millennium has ushered new challenges in the
marketplace especially in the areas of workforce management.
Companies must be flexible and nimble to expand and contract
based on market forces. This is the “new economy”. Companies
must be proactive and reactive to current market conditions.
What
about the small to medium sized businesses?
Traditionally a place where relationships and loyalty are the
backbone of the organization. Hiring and downsizing decisions
are very difficult and impact the company drastically in both
productivity and morale. This article has been written for these
types of organizations to give employers another option when
downsizing is inevitable. Although these services have been
available for quite some time, they have been the domain of
large companies who have large budgets for outplacement
services. Now these services are available to this marketplace
as well at reasonable costs.
What are
Outplacement Services?
Outplacement services provide downsized employees with the
necessary job search skills to re-enter the workforce as soon as
possible. In the “new economy”, searching for a job is somewhat
different that it was five years ago. Some things have remained the
same, others are radically different. With the advent of technology,
personal computers and the Internet, the job search process has gone
through a metamorphosis for both the employer and candidates applying
for employment.
Outplacement services usually begin when the employee has been
terminated with a “Transitioning Employee Meeting” with an outplacement
consultant after the employee has been released. There are also
consulting services being performed with the staff to help them prepare
and manage the downsizing. Downsizing is just as emotionally draining
on the staff as it is on the employees being terminated. The purpose
of the “Transitioning Employee Meeting” is to establish an effective
plan to secure employment and discuss the outplacement services that
have been acquired for them. During this difficult time, the employee
needs to put the previous employer and work history behind and start
focusing on new opportunities and the next employer. This meeting
starts putting the focus on the future and the tasks that need to be
completed for the next phase of the outplacement service.
Job search
skills training, reference materials and outplacement consultant support
is the next step in this process. The training should consists of the
following job search areas:
Self-Assessment
Changing Careers
The Resume and References
Record Keeping
Job Search Methods and Strategies
Targeting and Researching Companies
Oral and Written Communications
Networking
Interviewing
Salary Negotiations
Self-Employment
Also, reference materials should be provided so the job
search candidate can go back to these training materials to
review the information and job search skills as often as needed.
Post training support with an outplacement consultant is
important in that individuals can get one-on-one attention on specific
areas such as: obtaining feedback on Resume preparation, practicing
interview skills and any other questions that may come up in the job
search process. The post training support insures that the training
acquired is understood and used properly. There is little value if the
training is not absorbed or implemented properly and the job search
candidates make strategic mistakes in their job search. This
outplacement consulting can be deployed in a one-on- one setting or a
Career Center setting so proper feedback can be given. For some job
search candidates who have not been seeking employment for 10, 20 or
even 30 years, some job search skills may be new. These new skills need
to be learned, practiced and mastered to be effective in the job
search. The outplacement consultant can offer leadership, guidance and
direction to insure the training and skills learned are implemented and
used properly by the job search candidate. Post training support can be
1, 3, 6, or 12 months based on the position held by the former
employee. Usually but not always true the higher the position in the
company the longer the job search. Another method is to set up a Career
Center where former employees can come in at will to discuss their job
search needs. The Career Center set up should consist of some basic
office equipment such as: desktop computers, telephones ,copy and fax
machines. Much of this equipment has already been purchased by the
company and is just being re-deployed in this new environment. Another
advantage of the Career Center is that on going “mini” seminars can be
delivered such as: “How to research companies using the Internet,
“Writing an effective cover letter, etc.”. This type of environment can
give former employees a place to meet, network and exchange
information. Staffed by a resident outplacement consultant and an
administrative assistant, this offers another option as opposed to
purchasing individual outplacement services after the initial training
workshop has been completed. The Career Center may be available for
employees 1, 3, 6 or 12 months. Once this period has come to an end,
the office equipment gets absorbed back into the company and the office
space, just a short term office rental or an offsite building, goes
back to it’s original use.
Does using
outplacement services really make a difference to company productivity?
As companies
downsize their workforce there are those
employees who are left behind to continue to perform their
duties. How is the productivity of these employees affected? It
is important that there be immediate support provided to the
remaining staff and employees. Though the company is
streamlining it’s workforce the business of the company
continues. The remaining employees should be made to feel
that if they stay with the organization that they will be dealt with
in a fair manner. If employees do not have a sense of this,
there could very well be a mass exodus from the organization.
Where as a bad situation, that is - company performance is
failing, becomes even worse where employees leave and
possibly crippling the companies productivity.
Morale, and how it affects productivity is also an important
issue for those who remain with the organization. Downsizing is never a
favorable task in any company. Those who remain must sometimes perform
the duties of those who are gone as well as their own duties. More has
to be done with less. The machinery of the company must continue to
run. Outside clients and vendors, the life blood of the company, must
be serviced in a timely manner if the company is to survive and
hopefully get back on it’s feet again. If employees see that the
company is not assisting them with an exit strategy then the “why
bother” mentality sets into productivity. If employees do not perform
their duties well or productivity suffers, customer service suffers and
ultimately profits suffer.
Though certain realities have set in for the “new economy” there
are still certain realities that must be faced. Companies will always
need people to help them operate and people will always need jobs. In
providing outplacement services to employees the company is viewed in a
more favorable light by it’s current and future candidates thinking
about approaching this employer. Knowing that outplacement services is
one of the benefits an employer offers gives a candidate a tangible
reason to select your company as a potential employer. The “new
economy’ has clearly demonstrated that employers and employees must be
flexible to the market conditions and that permanent employment for all
intensive purpose is all but a memory. By offering outplacement
services the employer demonstrates to the future employee that we hope
you have a long-term relationship with our organization but should
things change we are equipping you with the tools (i.e. outplacement
services) to be gainfully employed as soon as possible. In getting
former employees back to work as soon as possible, this may also be a
factor in lowering your state unemployment experience rating thus
lowering your unemployment insurance costs.
Outplacement services, especially in small to medium size
companies, demonstrates that though the employment relationship is over
there is still concern about the employee and his or her work future.
There is not the mentality that the employer is done with the employee
but rather demonstrating the employer is giving the employee the tools
to be successful in the workforce. In smaller companies the personal
bond may be even stronger in that an employee may be performing more
functions than their job description and creating strong relationships
with all of the members of the management team as to not feel betrayed
when the employee’s services are no longer required.
Choosing an Outplacement Firm or
Consultant
Choosing an outplacement firm as with choosing anyone who
delivers services, requires you to perform your due diligence. Quality
of service, program content, price, references and your “gut feeling”
are all factors in choosing these types of services. Some items to ask
about when selecting an outplacement services provider:
Administrative Support
– What type of support is supplied and available for the job hunter’s
needs and how is it billed?
Consultants
– What is the professional background of the consultant? Do they have
“real world experience” in providing “real world solutions” in job
search, hiring and placement? Ideas based on theories don’t get people
placed, understanding the current marketplace does.
Physical Facilities
– Are offices, technology, training space and
administrative support provided? Do you really need them? At
what cost to you?
Workshop Content
– Are individual and group programs offered? Are custom programs
available to suit the needs of the employer and the employee?
Search Resources
– Does the outplacement services provider assist the job hunter with
materials and skills that are critical to a successful job search?
Keep in mind there is “no free lunch” and that services and
facilities though nice are at additional costs and may significantly
raise the price of the outplacement services. Realistically what is
required is good job search training workshops with appropriate
materials as reference tools and access to a consultant so that the
knowledge acquired and the tools are used appropriately. The
outplacement consultant is an important part in offering leadership,
guidance and coaching to the job search candidate. If budget dollars
are a concern then your funds are better spent insuring quality training
and consultative support is delivered rather than going to expensive
office space to perform tasks that can be accomplished at home or in the
business section of the public library.
Conclusion
The reality of the ‘new economy” has fostered many
changes in managing a company’s workforce. At the end of the
day, one company is downsizing and another company is
expanding. Outplacement services offer employers and
employees a mechanism to assist displaced workers to get back
into the workforce as soon as possible.
The outplacement services firm should be viewed as a business
partner there to help your organization through your downsizing
challenges. When picking a business partner you want an organization or
individual who understands your business needs and challenges, someone
you can depend on and one who delivers a quality service at a reasonable
price.
Employees are the life blood of all companies. They are assets
to your organization. They help your organization grow and be
profitable. Now you as an employer can help your employees get back in
the workforce and be productive and profitable for another company and
maybe save you some money on your unemployment insurance as well.
Why
outplacement services? – because it’s the right thing to do!
About the Author
Oreste “Rusty” D’Aversa has over twenty years
experience in various aspects of corporate work in a host of different
industries. In his current role as a outplacement consultant and
executive recruiter, Mr. D’Aversa worked with such corporations as: IBM,
American Express, TyCom and other medium and small companies, as well as
individuals in all phases of the outplacement and recruiting function.
From transitioning separated employees from their current employer, to
training and consulting of various facets of the job search,
entrepreneurship (Self – Employment) and Personal Coaching, so
individuals can reach their goals.
Mr. D’Aversa, is his capacity as an executive
recruiter, works with companies to find qualified candidates for
placement. He is one of the “gatekeepers” who prepares job postings,
reviews resumes and interview candidates for hiring companies.
Mr. D’Aversa’s well-rounded background also includes experience in:
Management, Sales, Marketing, Accounting, Information Technology,
Software and Services, Human Resources and Recruiting. Having “Real
World” experience as a human resources/hiring manager and a recruiter,
Mr. D’Aversa offers clients practical solutions for getting hired in
today’s economy.
Metropolitan
Executive Search and Outplacement Services
www.MESOS.biz
Direct:
201-391-1921
