When redundancy is announced for any staff members, it can be a disconcerting stage for them to navigate and this is why our outplacement services are so important. Many businesses look to an outplacement company in these times of need.
Lack of knowledge of the jobs market, rusty interview skills, and a poor network can all contribute to a feeling of being ill prepared to re-enter the jobs market; something borne out by the findings of our independent research project, which demonstrated the disparity between how candidates view their level of preparedness, and how headhunters and recruiters view them. We appreciate that you want the best for outgoing staff, and our outplacement company take care to reflect that requirement with professional outplacement coaching.
A positive approach from any programme is also vital, when those left behind need a sense of calm and order to the proceedings, and those directly affected depart with a sense of positivity about the company, as well as firm strategies in place regarding their next career steps. These are the reasons why every company should have effective career management by introducing outplacement.
How do we
We design an outplacement company programme from the ground up, but have come to realise that there are certain elements that work and work well.
Those elements will include the following and more:
Before I started to work with Executive Connexions, I successfully worked as CFO and CEO in a small stock listed distribution company (sales: €36M) in Singapore for five years. As the main shareholder decided to change the strategic direction and my term was not renewed, he offered me another role in which I could contribute my financial skills.
However, this was far from equivalent to the scope, responsibilities and action radius I had before – so I was very frustrated and decided to look for approaches in the job search I have never used before. Additionally, I was looking for a way to increase my then rather poor networking skills – as before in the pure financial roles I was never interested in it, but I knew this was a weakness.
I connected with Steve through LinkedIn and found him to be easy to speak to and flexible to my schedule.
His way of working matched more of who I was and how I worked, so working together through some hard topics was much easier.
I have a direction where I want to go and I have been working to adjust my skill set and education to get me to where I want to be. I have already received invites for lecturing events and plan to continue that in the future.
Although my redundancy had been anticipated for a long time and hadn’t been a surprise, I was determined to use it as a chance to launch a new career.
The problem was, however, that there is a big difference between what I imagined going through redundancy would be like in theory and what it is like in reality.
I secured support for career coaching and the “Be Found” programme as part of my redundancy settlement. Delays to the redundancy process also meant that I had 6 month’s notice (effectively gardening leave), which having been continually employed for over 30 years was a very new experience, and at times very unsettling.