About the initiative: we provide a safe space for experienced managers in Warsaw (to start with) who have accepted the challenge of looking for a job (actively or passively) so that they can exchange their experiences, support each other through listening, kind words or information and inspire each other.
3.12.18 Read more
Companies can be assisted by a specialized freelancer, a boutique, a local or international company. There are also companies for which outplacement services are only a small portion of their turnover, as they normally focus on recruitment or HR consulting.
The price and quality of outplacement services depends on many different factors, not only on the company type. To choose a service provider that fulfills all requirements of the firm, it is best to answer the following questions that will then constitute criteria of evaluation:
In principle, there are 2 types of outplacement:
- group outplacement for homogeneous groups of employees, e.g.: working in the same department or on similar positions; consists of group workshops on e.g.: navigating the job market, preparing professional application documents, interview preparation
- individual outplacement which consists of individual consultations in above mentioned areas
There is also a “mixed” version: after group workshops, employees would have access to individual consultations. There is a variety of options.
Many employers who face the challenge of personnel reduction ask themselves: what should I do to carry out the whole process with the least negative outcome?
According to a survey conducted by Reed Consulting:
- 78% of respondents claimed that outplacement can contribute to improving a company’s image
- 55% said that offering outplacement services can help a company to be perceived by their potential new employees as an attractive employer
Despite the will to help their employees, organizations which decide to provide outplacement services also want to:
O inicjatywie: tworzymy bezpieczne miejsce/przestrzeń dla doświadczonych managerów w Warszawie – którzy przyjęli wyzwanie szukania pracy (aktywnie i pasywnie) – by mogli wymieniać się swoimi doświadczeniami; wspierać się przez słuchanie, dobre słowo lub informacje; wzajemnie się inspirować.
Temat w najbliższym czasie:
3.12.18 Read more
There are various reasons why organizations decide to make their employees redundant:
- change in business strategy and resulting reduction of positions that are no longer necessary
- closing a branch office / offices
- merger or acquisition
- employees’ underperformance
According to the “Right Management” report (Manpower Group), 81% of European organizations who took part in the research said that one of the many criteria of a decision to offer employees outplacement services was the will to help them find new professional opportunities. It might seem that the only situation when outplacement services are not offered is when employees are made redundant because of their underpeformance. However, sometimes even then support is offered, provided that the employee worked at the company for a long time.
Challenges for the Board and HR Department:
Leaving your job? Or just thinking of leaving your job? If your answer to one of these questions is “yes” you might want to think about how to deal with the stress and all the other byproducts of the whole process.
This topic is covered by the last (but not least) video of the LinkedIn Learning video series concerning career & job search. Here’s a sneak peek of the content:
- “before”: leaving any job is an emotional experience that can be a little unsettling. How will you deal with the whole range of emotions you’ll experience then? One of the ideas is to come up with a list of pros and cons of leaving so that you can choose what’s truly best for you. And once you make that decision, don’t let yourself fall into a downward spiral of “what if’s” Read more
In the previous post of this series we wrote about one of the job hunting related courses offered by LinkedIn Learning called “Managing your Career” which covers the basics of starting a job search. Now it’s time to figure out a strategy.
The brilliantly concise video “Job Search Strategies” offers a comprehensive guide to topics ranging from online tools to manage the job search, your online presence and searching for a job on the Internet over to networking and headhunters.
Key highlights of this 40-minute course:
Everything is possible irrespectively of the length of the career break, but there’s a strategy and methodology to getting back into the active workforce.
Career reentry expert Carol Fishman Cohen shares her own and her clients’ journey like “You are going to have a lot of conversations that don’t go anywhere. Expect that, and don’t be discouraged by it. There will be a handful that ultimately lead to a job opportunity.”
Carol also discusses the two main concerns employers have concerns so-called “relaunchers”:
1) That they are technologically obsolete
Once in a while we come across pearls in the form of valuable articles that we share with pleasure. This one was written by AltoPartners and is called “The Pathway to Executive Leadership”.
Although it refers to examples from Australia and the mining industry it is relevant for all managers who consciously (want to) manage their careers and are ready to honestly look at themselves.
It talks about 3 types of candidates and their inherent risks – from an Executive Search Consultant’s perspective:
- those who have a proven leadership track record in a specific domain
- those who have a proven leadership track record in a transferable domain
- those who have proven themselves in a functional management role, and are ready for the next step.