OUTPLACEMENT
BUYER’S TOOLKIT
CONTENT

04

05

Introduction

Trends

07

09

What is
Your
Budget?

Key
Things

10

11

Blending
Solutions

Summary
Introduction
•Recent trends in HR Technology and
how they affect outplacement platforms
•How to know what service is right...
Recent Trends in HR Technology &

HOW THEY AFFECT OUTPLACEMENT PLATFORMS
Traditionally, talent acquisition
and management ...
Virtual: We hear a lot about virtual in HR technology. It generally costs less, makes workers
more productive and allows
c...
Where are
Your Displaced

EMPLOYEES LOCATED?
Location is a huge consideration,
especially when evaluating if a
brick and m...
Do You Expect a

RETURN ON INVESTMENT?

money and your employees’
time.

Accessibility: Does the outplacement provider off...
Strategic Partner: How will the outplacement
provider support you more strategically during a
RIF or layoff? Finding an ou...
Blending Outplacement Solutiontions

outplacement and another that
meets the needs of your overSometimes outplacement prov...
with questions and concerns and
a solid education about your options. If you are ready to learn
more about the clear benefi...
Learn More
Careerminds was launched in 2008 as a virtual outplacement company. The concept of virtual outplacement was dev...
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Outplacement buyers toolkit - Careerminds

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The Buyer's Guide to Outplacement

Everything you need to find the right choice for your organization.

1. What to look for in a technology platform
2. How to work with a service partner
3. When to blend solutions

Published in: Technology, Business
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Outplacement buyers toolkit - Careerminds

  1. 1. OUTPLACEMENT BUYER’S TOOLKIT
  2. 2. CONTENT 04 05 Introduction Trends 07 09 What is Your Budget? Key Things 10 11 Blending Solutions Summary
  3. 3. Introduction •Recent trends in HR Technology and how they affect outplacement platforms •How to know what service is right for your needs •The ten key things to look for in your Careerminds provides scalable, outplacement provider strategic solutions to organizations seeking affordable, virtual outplacement 2.0 services. Using an advanced, proprietary •When to “blend solutions” and how technology platform that delivers affordable, online career transition services, we provide a •Surprising findings about who really high-tech and high-touch blend needs outplacement in your organization. of on-demand career transition education supported by senior-level career consultants to Finding the right solution for your company doesn’t have to be difhelp displaced workers reenter ficult or painful; in fact, it can be a great opportunity to learn more the workforce quickly. about the marketplace and what new offerings may have emerged since the last time you looked. Led by seasoned HR executives from talent acquisition, management and outplacement specifically, we consider our team uniquely qualified to help create this buyer’s checklist for outplacement and career transition technology purchases. After all, what good is 75 years of experience in the field if we don’t share what we know? Knowledge is power and no field in talent management is less understood than outplacement, specifically virtual outplacement. In this guide, you will learn:
  4. 4. Recent Trends in HR Technology & HOW THEY AFFECT OUTPLACEMENT PLATFORMS Traditionally, talent acquisition and management have made the headlines. After all, it’s a lot simpler to prove the Return On Investment (ROI) of hiring and performance than many of the functions in our industry. Historically, outplacement firms have not kept pace with many of the trends that have shaped technology throughout the HR space. But today, strategic outplacement leaders recognize the advancements in HR technology and are applying them in innovative ways. the business, and investing in nimble and intuitive technology that works is an investment in their employees. This can be an easy case to make when onboarding or engaging employees, however it is less apparent to many when off-boarding or transitioning employees. The leaders in outplacement technology haven’t let that stop them from innovating alongside the industry: Gamification: Incentivizing performance and participation hit Virtually every analyst firm has its highest note in 2012, but alpredicted increased spending though the headlines have fadon HR Technology for 2013 in- ed, the trend is still going strong cluding Towers Watson: “While the percentage of companies anticipating a spending increase hit 33 percent, the survey also found that over half of companies are planning to match last year’s HR technology investments while only 16 percent plan to reduce spending.” Joshua Bjerke, Recruiter.com. With increased spending comes higher expectations from today’s technology platforms. It is essential that companies provide added value in the form of training, additional services; and prove ROI with virtually every transaction. Smart talent management leaders know that investing in their employees is an investment in in HR Technology. There is one solid reason for this, when gamification is done correctly, it works to attract, engage, and retain employees within an organization. Outplacement providers have analyzed the trend and the leading providers have incorporated it into their platforms in various ways; from encouraging participants to “level up” when they’ve completed a learning module, to incorporating a LinkedIn-like “complete your profile” nudge for jobseekers, these small changes are increasing participation, assisting learning and improving completion rates. “While the percentage of companies anticipating a spending increase hit 33 percent, the survey also found that over half of companies are planning to match last year’s HR technology investments while only 16 percent plan to reduce spending.” -Joshua Bjerke
  5. 5. Virtual: We hear a lot about virtual in HR technology. It generally costs less, makes workers more productive and allows companies to expand beyond geographic boundaries. Supporting virtual workforces has been a massive trend in the HR Technology space. In 2009, Forrester released a research report stating that, “telecommuting will rise to include 43 percent of U.S. workers by 2016.” Again, outplacement has come up with its own virtual counterpart in two phases. The first was an online component, which allowed partial replacement of the brick and mortar outplacement How to Know Which centers that characterized early outplacement offerings. The second phase has moved even Outplacement providers come in all shapes and sizes and not evmore into the cloud, with inno- ery organization needs exactly the same platform. Determining the vative outplacement companies best solution for your needs depends on several factors: offering customized modules, anywhere access and 24/7 service. SERVICE IS RIGHT FOR YOUR NEEDS? Why are You Offering Social: It would be difficult to be involved in HR, Talent Acquisition or Talent Management and not know at least a little bit about social networking. The influence of social networking and social media in the job search and employer function has increased steadily over the last few years, to the point where it’s integral. Most HR Technology platforms, from recruiting applications to internal collaboration tools, include social in some form. Outplacement platforms have recognized this trend and the most forward thinking companies are incorporating social networking tools and training into their user offerings, in effect assisting the transitioning workforce in learning the new social ways of work. OUTPLACEMENT BENEFITS TO YOUR EMPLOYEES The answer to this question will assist you in determining the value an outplacement company can provide. Do you want to increase your employer brand? Are you interested in lessening the impact on the local economy? Is it part of your overall employment policy? Are you protecting your corporate brand? Mitigating legal risk? Saving face with the surviving workforce? Interested in hiring these folks back in the future? To Whom are You OFFERING OUTPLACEMEN BENEFITS? Some companies choose to offer benefits only to executive and middle management but in fact, our State of Outplacement in 2013 survey shows that those are often the employees that need it the least. In fact, non-management office workers and blue collar employees are thought to need outplacement the most. Finding an affordable and efficient solution can make it possible to offer solutions to your entire workforce.
  6. 6. Where are Your Displaced EMPLOYEES LOCATED? Location is a huge consideration, especially when evaluating if a brick and mortar solution is an option. After suffering a job loss, you may not want employees to be inconvenienced with long drives or have to incur expenses such as parking to take advantage of the service. How Does Your Organization OPERATE & COMMUNICATE? This is especially pertinent. If you have a workforce who uses a significant amount of technology, works virtually or has flexible work hours, it may be a shock for your transitioning employers to move to an in-person outplacement solution. Select a solution that is similar in methodology to the way your transitioning employees are used to functioning. What is YOUR BUDGET? The amount of money your company is willing to spend in outplacement will greatly impact your choices for outplacement. If your budget is non-existent or very little, start with a virtual provider which can be 30-70% lower than traditional in-office services. If budget is of no concern, default to the best option to meet the individual’s needs.
  7. 7. Do You Expect a RETURN ON INVESTMENT? money and your employees’ time. Accessibility: Does the outplacement provider offer flexible hours? Can their services be accessed multiple ways? Depending on your employees needs, flexibility to access services in There are several additional factors that feed into making an appro- off hours, including nights and weekends, can be invaluable. priate outplacement provider decision. Flexibility: Does the provider offer the flexibility to effectively meet your demand for the service? Look for a provider that is willing to be innovative to meet your needs and has the ability to ebb and flow with your succession and workforce plan. While many companies “set it and forget it” when it comes to outplacement, that’s no longer an acceptable option for others. Outplacement may be a difficult decision to handle but your organization still deserves the best possible solution. Look for reporting options and proof points around participation. •How often will you need services? •How many people will you be transitioning per year? •Is your workforce spread out globally, nationally, locally? •What industry are you in? •What is the availability of your employees? The Ten Key Things to Look for IN YOUR OUTPLACEMENT PROVIDER In this section, we’ll look over the different things that an outplacement provider should provide to be able to meet your employee’s needs and compete in today’s HR Technology marketplace. While many outplacement providers offer additional services, features and benefits than the ones listed here, these should serve as a baseline when making purchasing decisions. Engagement: Does the outplacement provider proactively engage your employees both initially and ongoing and how? Is their service intuitive? Is it easy for an employee to know what to do and when? Are they guided through a process? If the service isn’t simple to navigate and easy to understand, you are wasting your company’s Personal and personalized: Is there a human element to the service? Is the service personalized to each individual? Virtual benefits aside, losing the personal touch in a career transition program is almost never a good idea. The most effective outplacement programs incorporate this smoothly but as a baseline, look for some element of personal attention and customization within the outplacement offering. Service-Focused: What is the provider’s service delivery model? How much of their business is focused on outplacement? What is the account management structure and experience? How will they communicate with you? All of your HR Technology vendors should practice great service but it’s especially important when looking at outplacement providers. Service can make a difficult layoff or RIF go just a little bit smoother.
  8. 8. Strategic Partner: How will the outplacement provider support you more strategically during a RIF or layoff? Finding an outplacement provider that can be a service partner, as well as offering a product or platform for your transitioning employer, is a baseline need for your organization. With all the discussion surrounding HR being an integrated and efficient function, it makes sense to look for a partner, rather than just a vendor. Technology: How does the outplacement provider leverage technology to support their service and speed a person’s transition? Are they using best in class practices such as gamificamtion? Social media? Personalization? How much do they spend on R&D? How frequently do they enhance their technology? In today’s job seeker world, technology is critical for both speed and efficiency. A lack of focus and investment in the most advanced technology will be a detriment to both your employee and the company. Strategic Partnerships: What strategic partnerships has the outplacement provider established? Look for a vendor who has advantageous partnerships. Outplacement providers should be able to point to partnership opportunities that will benefit the jobseeker. Proof Points: What metrics can the outplacement provider supply? What are their clients saying? How do they measure satisfaction? When considering an outplacement provider, pay attention to proof that the service works. While many outplacement providers have different ways of proving their system works, the very least you should find is one that can be verified. Comparing the results from an outplacement provider against widely available statistics can help choosing a platform simpler. If the service isn’t simple to navigate and easy to understand, you are wasting your company’s money and your employees’ time. Pricing: What is the pricing model? What services are included in the pricing? Prices vary widely and the devil is in the details. Look for a provider who is willing to understand your needs and able to work flexibly with you on creative solutions and pricing.
  9. 9. Blending Outplacement Solutiontions outplacement and another that meets the needs of your overSometimes outplacement providers may meet some enterprise seas locations. needs and not others; for example, when a company has multiple locations that serve different purposes. Or if you are transitioning Different Transition Goals: While just a few employees…or several hundred. Perhaps your compa- 70% of all companies report ny is in a specific niche and you need to ensure your transitioning using some form of virtual outemployees are paired with consultants that know their unique job placement, there are still a few search needs. The process is the same when blending solutions as organizations that prefer an it is when selecting just one provider. in-person approach. Instead of using brick and mortar solutions Varied Outplacement Needs: Ask the same questions and then de- for your entire transitioning emcide if there is a single provider that can meet all your needs. Some- ployee base, you might evaluate times the answer is combining two (or even three) solid solutions to which positions this more exmeet your organizational needs. pensive option is crucial for and which locations or positions for Multiple Locations: If you have multiple locations all over the world, which a 24/7, virtual approach it’s best for your employee to find the best in class solution in their might be more effective and country. You may need one company that handles your domestic efficient.
  10. 10. with questions and concerns and a solid education about your options. If you are ready to learn more about the clear benefits of virtual outplacement and how it can positively impact your However, the advent of online organization, please contact outplacement significantly low- us at Careerminds for a quick, ered costs for many organi- no-pressure demonstration. zations. The cost for offering outplacement solutions for Whatever your reasons, some- employees dropped drastically times the answer is to blend the again (up to 70% of anticipated best of more than one outplace- costs) when virtual outplacement entered the scene. Aberment provider. deen also found that offering outplacement services had a sigWho Really nificant impact on talent brand, internal engagement (even during significant transition peMost companies offer some form of outplacement. What is interesting about the research (both our own research and that of Aberdeen and Insala) is that while the majority of companies (upwards of 76%) offer outplacement primarily to riods) and the cost of unemployexecutives and management, ment claims. Taken together, it hourly and salaried workers ap- is clear that outplacement has a preciate and benefit from out- positive impact on profitability. placement just as much if not more than their executive peers. Nearly every group involved in Final both studies cited resume assistance and professional social networking as key in finding Purchasing outplacement solutheir new position quickly. tions is a big decision, one that requires a detailed assessment Companies that stated they did of your organizational needs, NOT offer outplacement assis- buy-in from key stakeholders, a tance (as surveyed during the service partner that can assist Piloting New Solutions: Blending solutions may also work for your organization if you are looking to pilot a new outplacement provider. By using two or more programs in tandem during your organization’s transitional periods, it may become apparent which solution is more aligned with your company’s objectives. 2013 SHRM National Conference) for the most part, stated the cost of outplacement benefits as the reason they chose not to participate. NEEDS OUPLACEMENT? 70% of all companies report using some form of virtual outplacement. SUMMARY
  11. 11. Learn More Careerminds was launched in 2008 as a virtual outplacement company. The concept of virtual outplacement was developed by Raymond Lee, a former HR Executive who experienced years of traditional outplacement in a variety of HR roles. During his career, he planned and executed several large scale layoffs and in his last role set up a costly in-house brick and mortar outplacement center for displaced employees to access. Through this experience the concept of virtual outplacement and Careerminds was formed. Raymond recognized while brick and mortar outplacement centers were filled with great resources, employees struggled to stay engaged because this approach lacked the structure workers in transition needed to stay focused. He also found many displaced employees were already adopting virtual work practices and had home offices from which they preferred to work. Careerminds was founded on the principles of providing an engaging, intuitive process for employees to follow, the flexibility to work virtually and a more cost-effective solutions for employers. Demand for our virtual solution grew throughout 2009 and 2010 resulting in the need to accelerate growth. In the the same year we launched a reseller program throughout the U.S. and Canada, resulting in a network of business partners, affiliates, and academic partners. In 2011, Careerminds secured significant venture capital funding, allowing us to grow rapidly and reach our intended markets more efficiently. Our passion for innovation fuels the vision for what the world of outplacement can and should be. Going forward, that same passion drives us to deliver exceptional results to the people and organizations we serve every day. learn more: www.careerminds.com 888.660.0956 info@careerminds.com

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