The current job market is an ever-changing competitive environment. There are more start-ups and innovations than ever before which results in increased job insecurity, but also completely new opportunities. Though some still might think “I don’t have to worry about it, my job is stable and I won’t get fired”. Just think about all the international corporations who choose Shared Service Centers or go through deep restructuring by e.g. flattening their hierarchy. It effects all of us. Sooner or later. Expectedly and sometimes out of the blue.
In other words: be prepared. Always! How? The Linkedin Learning video series on career advises you to adopt a permanent “job hunting” mindset. Here’s the sneak peak of the content of the video we choose for this post:
According to a LinkedIn survey published on August 15:
- the average American has been in the same job for 9.88 years, rising substantially to 13.91 years for professionals over 55
- 22% admit that they “fell” into their job rather than actively choosing
- 23% say that they feel like they are “on a treadmill going nowhere”
Although the data represents 2000 US American professionals, we confirm that – based on our experience and observation – the numbers across Europe could be very similar.
At Career Angels we call that a career “on autopilot”. Looking at the research data from Decision Dynamics, as many as 64% of over a million professionals do not have a career that matches their innermost preferences and motives.
Why does that happen and what can you do about it?
How would you like to be described by a potential employer after your job interview? Confident, experienced, determined?
“Desperate”: that’s certainly not something you would like to hear.
When your job search process drags on and there’s still no offer on the horizon, you may start to unwillingly show signs of desperation to your prospective employers.
But how to stop worrying and not appear as if you “need a job too much”, you may ask. Here’s an approach: Read more
Any candidate would like the recruitment process to be as impartial as possible, but as Alexander Pope once said: to err is human. And recruiters are no exception to that rule.
Here is what a Forbes article entitled “Data-Driven HR: How Big Data And Analytics Are Transforming Recruitment” has to say on the subject: “many HR professionals or hiring managers would probably admit that they make appointments based on gut feeling.”
Disheartening though it may sound, the good news is that data and analytics are helping employers take the guesswork out of recruitment.
Not only that, but also the rise of people-first approach in recruitment makes the job search experience increasingly candidate-friendly. Here is a short summary of two valuable articles on the subject:
Based on our own observations of the last 12 months, we see that:
- mid-level managers are also offered individual outplacement
- more and more modern / online tools are being used due to technology advancement
- the employees’ awareness is greater: instead of being ashamed of being laid-off, they actively ask for support in navigating the job market
- there’s an increase in the number of employers who tell their employees: “We have a budget of XX, you can choose the service provider yourself”. Sometimes the employer imposes a number of for example 3 companies which fulfill certain requirements. In such situation it is the employee who contacts different companies, has “casting” meetings and then returns with their own choice.
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:
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