Job declines in 2008 and 2009 are far worse than annually since 1945, as stated by the U.S. Department of Labor. The Outplacement or career transition solutions sector is undergoing a significant upswing as businesses engage businesses to assist laid-off employees find function.
Outplacement companies are hired by businesses to give career advice and service to displaced employees. As a result of significant changes in the market, many executive search consultants are currently supplying career transitioning services to their clientele. “As an executive search and recruiting professional, I’ve spent the past 15 years assisting businesses locate, recruit and employ gift. Now could use a few years of candidate training, resume writing and interviewing to not just help displaced workers, but also to add value to my present customers,” said Ginni Garner, Managing Director of Sanford Rose Associates at Cleveland, Ohio.
Garner has teamed up with Sanford Rose Associates Consultants, to supply Outplacement Services to medium and small sized businesses within the Mid-West and Southeastern United States. They are providing a slightly different version than the big domestic companies.
“As my coworkers and I examined the marketplace and spoke with executives that have utilized Outplacement at years past we noticed that a high price and minimum personal attention provided to the displaced worker. Garner along with the SRA Consultants has also taken another approach to this marketplace. They are providing a version that offers one-on-one project hunt mentoring vs. the collection format of the bigger firms. They’re also supplying a lower pricing structure. “We’ve discovered that we are able to avert over-charging the company and provide the worker what they truly need – private training, confidence and labor market experience.”
Why should businesses consider supplying Outplacement services?
Outplacement or career transition providers make very good business sense. First, businesses can lower their exposure to suit. A former worker is not as inclined to look for a motive to sue if they’re treated when they depart the provider. Secondly, business forges stronger network connections. Employees are more inclined to speak favorably about a former employer if they’re engaging in an Outplacement curriculum or provided livelihood aid. Additionally, workers frequently continue connections with former colleagues. Ongoing communication will affect current employee retention and engagement.