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Ensuring a Smooth Transition
Once
you have made the decision to utilize an outplacement service provider to
ensure that your employees make a smooth transition to their next career
opportunity, rest assured that they will be in good hands at EKW&A.
From
executives to management, professionals and staff, the EKW&A Advantage ensures that we work with each
and every client to keep them motivated and focused during their job
transition. We work with them to know and articulate their strengths -
brand themselves - with a high powered, value-based resume, as well as
effective cover letters and emails.
At
EKW&A, we have created an environment that
is professional, supportive and inspiring. Our Career Coaches have years
of experience dealing with people in transition at all levels. We also
have an extensive local and national network of strong business alliances
that we can tap.
We
consistently research, assess, and evaluate new job search tools and best
practices to ensure that our clients are using the most up-to-date
technology platforms, research, job search and networking tools such as:
·
Using the Internet for everything from research and job searches
to building e-resumes, blogs
and podcasting.
·
Utilizing Google, Linked-In and ZoomInfo
to uncover opportunities in the "hidden job market" in addition
to researching companies and online networking.
·
Staying abreast of all the newest job search technology including
vertical search engines such as Indeed, Simply Hired, and Jobster.
·
Ensuring that executives work with some of the best executive job
search sites such as The Ladders and Execunet.
We
continuously update our state-of-the-art OI
Solutions, a career search internet-based technology, to include resource
materials and links to all that is new in the career transition space.
Feel
confident that we will do everything to ensure that your transitioning
employees will have all of the support they need to move on to their next
career opportunity.
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A Closer Look at
Outplacement
February
2007 Newsletter
The outplacement profession, like many segments of the
marketplace, continues to evolve and change in response to industry
trends and emerging technology. In the midst of price compression, cost
effective online services and virtual office capabilities, the most
important aspect of job transition still remains unchanged: the
human element. The impact of those people who gather round to
encourage, challenge, listen, strategize and support staff in job
transition are what is valued and remembered most.
With all the information available today regarding job
leads, company performance, electronic networks and recruiting tools,
it is still true that staff in job transition do not want to become any
better at finding work than they have to be to get the job. An
experienced coach understands this and can eliminate barriers to each
client's success.
OI Partners Inc. is passionate
about our mission to assist companies in leveraging talent for greater
gains. Layoffs and terminations are inevitable aspects of talent
management in a global economy and changing workplace. This newsletter
focuses on the combined value of well-executed layoffs and personalized
outplacement services.
Anne Mahoney Glose
OI Partners (Buffalo, NY)
Please click on the links below to read the complete
articles.
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Routine Layoff? There Is No Such Thing!:
Layoff Categories and Considerations
Given the economic forces at work in the marketplace, layoffs
continue to be a business reality in many industries. Our continued
experience suggests there is no such thing as a "routine
layoff." There are, however, categories of layoffs that bring
with them very distinctive considerations and challenges. In the
event that one of these categories may be on the horizon in your
organization, we offer the following considerations:
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Considerations for
Implementing a Major Layoff
Major layoffs present any organization with the enormous challenge of
managing a complex, companywide event. The impact of larger layoffs
can be significant, affecting the ongoing health of the business, future
success, workforce morale and bottom-line productivity. How do
"best-in-class" companies manage these events?
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The Importance of
Maintaining an Outplacement Policy
Most organizations have a written policy on the severance packages
offered to departing employees. When large reductions in force occur,
outplacement services are usually provided in a similar fashion, with
service level variations based upon tenure and position. Does it make
sense to have an outplacement policy in place when a significant RIF
is not imminent?
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Preventing a
Breakpoint
A client in job transition is visibly shaken and distraught. Another
recently terminated employee has a heart attack within weeks of his
termination. While cleaning out her desk, a terminated employee has
unusual heart palpitations and the company calls 911 for a trip to
the ER. Coincidence? Perhaps, but sometimes a breakpoint is reached
with an unforeseen job loss.
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Going the Extra
Mile During a Layoff Crunch: A Case Study
The call comes in from an HR leader that there may be a layoff very
soon. It would be the first of this magnitude in the company's
history with as many as 18 percent of the workforce impacted. The OI Partners firm arranges an early morning
meeting the next day to discuss the implications of this pending
decision with the senior leadership team.
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