January 2003

A FOCUS COMMENT:

OUTPLACEMENT: 2003

Employees released from companies today are entering the most competitive employment marketplace in recent history. They are under great pressure to find the best job and the right fit for their future. The financial and emotional cost of not making the correct decision or not making the cut on an attractive position can be devastating.

As the complexity and competitiveness of job transition has increased, the corporate demand for “value” in outplacement services has increased. Most of the larger career transition firms, like us, have embraced technology as a way to provide essential job support and market research tools to their clients. With in-home internet-based, job search support services now readily accessible, the demand for the private offices or workspace traditionally offered in outplacement programs has significantly decreased.

        Today, the key difference in outplacement service is the quality of         transition coaching and consulting received.

People in career transition today often must be coached to understand the current state of business. They must pay attention to industry turbulence and competitive threats. They must see career opportunity in the context of career leverage, and engage in more sophisticated, multi-option compensation package negotiations.

The outplacement consultant who services your company’s needs must have the background and expertise to add value in these critical, career-making decisions. Today’s and tomorrow’s outplacement consultants must possess a marketing, business, and interpersonal acumen that transcends the old methods that worked in a more predictable and less competitive job market.

Should the New Year find you reviewing the value of your outplacement investment, here are four suggestions for optimizing the services you provide in 2003:

• Assess whether the focus of the service delivery model is group instruction or personalized consulting. Senior level clients are particularly looking for the personalized perspective, insight, and direct feedback that surfaces in a more in-depth consulting relationship. We offer personalized service.
• Consider the consultant to client ratios in the firm you choose, these ratios are a good litmus test of that firm’s ability to adequately address the breadth and complexity of transition issues of your employees. We’ve seen some firm’s ratios as high as 1 to 70. We never exceed 1 to 20.
• Inquire about the professional credentials of the consultants used in the programs offered. Advanced degrees, significant years of consulting and/or previous senior level leadership experience should be in the mix. Our consultants average 17 years experience.
• Examine the levels of one-on-one consulting delivered on the front-end (contribution assessment, goal formation, etc.) of the outplacement program. Is this service delivered in group sessions or with multiple consultants? Today, the greatest value can be in the second half of the individual’s campaign. It’s hard to be helpful in the back-end process of offer evaluations and negotiation, if the consultant was not significantly engaged in the front-end work. Our consultants care – from start to finish.

Your company’s commitment to support your transitioning staff with value-added outplacement services will continue to be a worthwhile staff retention and legal protection strategy. Choosing wisely among the many outplacement offerings today will maximize the return on investment for both your company and the leaders and managers receiving this timely service.

Personal Service.  Consistently Delivered.  Worldwide.    
When You Need Us. . . We’ll Be Here. 

                                  Phone:  952.525.1475            
            
Email:  E-Talent@oipartners.net