Doing Outplacement Inhouse

Gail Houston
Gail HoustonExecutive Recruiter & Social Media Program Manager at Intuit
DDooiinngg OOuuttppllaacceemmeenntt 
IInn--hhoouussee 
GGaaiill HHoouussttoonn 
OOcctt 77,, 22000099
We have all ggootttteenn tthhaatt ccaallll 
““TTIIMMEE TTOO DDOOWWNNSSIIZZEE!!””
TThhee NNoorrmmaall RReeaaccttiioonn 
LLaayyooffff RReeccrruuiitteerrss
TThhee BBeetttteerr RReeaaccttiioonn 
RReeiinnvveenntt YYoouurr TTeeaamm
What hhaappppeennss wwhheenn wwee ddoo 
aa llaayyooffff ppoooorrllyy iinn aa ssoocciiaall 
mmeeddiiaa wwoorrlldd 
 CCoommmmeenntt ffrroomm IInnddeeeedd ffoorruumm:: 
– II hhaavvee nnootthhiinngg ttoo ssaayy aabboouutt XXXXXX,, eexxcceepptt 
tthhaatt tthhee wwaayy tthheeyy hhaannddlleedd tthhee llaayyooffff iinn mmyy 
ssiittuuaattiioonn wwaass aabbssoolluutteellyy rriiddiiccuulloouuss.. II ddiiddnn''tt 
ffeeeell tthhaatt aa pphhoonnee ccaallll wwiitthh 3300++ ppeeooppllee oonn 
tthhee pphhoonnee aallll bbeeiinngg ttoolldd tthheeyy wweerree lleett ggoo 
wwaass tthhee ""pprrooppeerr"" wwaayy ttoo ddoo iitt.. 
((tthheerree wweerree ppaaggeess aanndd ppaaggeess ooff ccoommmmeennttss oonn tthhiiss 
ppaarrttiiccuullaarr llaayyooffff –– tthhiiss wwaass oonnee ooff tthhee ttaammeerr rreessppoonnsseess))
What happens wwhheenn wwee ddoo aa 
llaayyooffff wweellll iinn oouurr SSoocciiaall MMeeddiiaa 
WWoorrlldd 
 CCoommmmeenntt ffrroomm aa RRoocckkffoorrdd AAmmbbuullaannccee 
eemmppllooyyeeee oonn aa ssiittee tthhaatt ttrraacckkss llaayyooffffss –– 
wwwwww..tteelloonnuu..ccoomm 
– BBeeiinngg aa ppaarrtt ooff RRoocckkffoorrdd wwaass aa ggrreeaatt eexxppeerriieennccee.. 
II wwoorrkkeedd tthheerree ffoorr oonnllyy 44 yyeeaarrss bbuutt II nneevveerr ffeelltt 
lliikkee aa nneewwbbiiee.. EEvveerryy ppeeeerr ttrreeaatteedd mmee ffrraannkkllyy aanndd 
hheellppeedd mmee wwhheenneevveerr II nneeeeddeedd iitt.. 
YYeess II hhaavvee bbeeeenn llaaiidd ooffff!! 
II aamm nnoott mmuucchh ddiissaappppooiinntteedd aatt lloossiinngg jjoobb bbuutt II 
aamm ddiissaappppooiinntteedd aatt lloossiinngg ggoodd ffoollkkss..
AAggeennddaa 
 IInnttrroodduuccttiioonn 
 WWhhyy –– UUnnddeerrssttaannddiinngg tthhee RROOII ooff IInn-- 
HHoouussee OOuuttppllaacceemmeenntt 
 HHooww –– TThhiinnggss ttoo CCoonnssiiddeerr 
 CCaassee SSttuuddiieess 
 UUsseeffuull RReessoouurrcceess
Why – UUnnddeerrssttaannddiinngg TThhee 
RROOII ooff IInn--HHoouussee 
OOuuttppllaacceemmeenntt 
 BByy ccrreeaattiinngg aa ssttrraatteeggyy ttoo hheellpp yyoouurr eexxiittiinngg 
eemmppllooyyeeeess yyoouu:: 
– PPrrootteecctt YYoouurr CCoommppaannyy’’ss BBrraanndd 
– IImmpprroovvee MMoorraallee ffoorr bbootthh eexxiittiinngg aanndd rreemmaaiinniinngg 
eemmppllooyyeeeess 
– IImmpprroovvee tthhee ““bboooommeerraanngg”” eexxppeerriieennccee –– kknnooww 
wwhheerree yyoouurr eemmppllooyyeeeess llaanndd 
– IImmpprroovvee yyoouurr rreeccrruuiitteerr’’ss sskkiillllss 
– KKeeeepp vvaalluuaabbllee ttaalleenntt iinn hhoouussee ffoorr tthhee ““uupp sswwiinngg”” 
– CCoosstt ssaavviinnggss -- sseevveerraannccee,, rreeccrruuiittiinngg,, 
oouuttppllaacceemmeenntt aassssiissttaannccee aanndd uunniinntteennddeedd 
aattttrriittiioonn
HOW –– PPrreeppaarriinngg YYoouurr 
TTeeaamm 
 PPrreeppaarree YYoouurr TTeeaamm 
– PPaarrttiicciippaattee iinn oouuttppllaacceemmeenntt aanndd nneettwwoorrkkiinngg eevveennttss 
– TTeeaacchh yyoouurr rreeccrruuiitteerrss hhooww ttoo lleeaadd ccllaasssseess –– bbootthh lliivvee aanndd 
oonn wweebb eexx 
– KKeeeepp tthheemm uupp ttoo ddaattee oonn tthhee llaatteesstt rreeccrruuiittiinngg tteecchhnniiqquueess 
– CCrreeaattee aann aalluummnnii ppoorrttaall uussiinngg ssiitteess lliikkee YYaahhooooggrroouuppss,, 
LLiinnkkeeddIInn,, FFaacceebbooookk aanndd SSeelleecctt MMiinnddss ttoo sshhaarree jjoobblleeaaddss 
– TTrraaiinn yyoouurr tteeaamm oonn aavvaaiillaabbllee rreessoouurrcceess dduurriinngg aa rreedduuccttiioonn 
iinn ffoorrccee ((ii..ee.. DDOOLL rreessoouurrcceess,, CCoobbrraa // lloossss ooff bbeenneeffiitt iissssuueess;; 
ppaayy rreedduuccttiioonn,, kkeeyy ccoonnttaaccttss wwiitthhiinn EEmmppllooyyeeee RReellaattiioonnss ffoorr 
ccrriittiiccaall iissssuueess,, kkeeyy ccoonnttaaccttss wwiitthhiinn yyoouurr bbuussiinneessss uunniittss,, 
llooccaall nneettwwoorrkkiinngg ggrroouuppss ooffffeerriinngg aassssiissttaannccee))
HOW – TThhiinnggss ttoo CCoonnssiiddeerr 
WWhheenn DDeevveellooppiinngg YYoouurr 
PPllaann 
 TThhiinnggss ttoo CCoonnssiiddeerr BBeeffoorree DDeevveellooppiinngg YYoouurr PPllaann 
– How many employees are being impacted and where? 
– What are the skill sets of the impacted employees? 
– How many recruiters will remain on your team? 
– How long will you offer assistance? 
– When will system access for impacted employees be cut 
off and how will that be handled so employees can still 
receive leads? 
– What happens to your current openings (are they going on 
hold, cancelled) 
– Create rules around rehire eligibility 
– Can you reallocate any of your recruiting budget 
– Understand WARN and Data Privacy
HHooww –– SSeevveerraannccee 
 Severance 
Will the impacted employees receive 
severance (lump sum payout) or pay 
continuation during notification period? 
What happens to the severance payment if 
they are placed internally or come back on 
contract? Repayment? 
 Rules around losing severance eligibility if 
they turn down a job that is a match internally 
 Create DOL feeds if necessary
HHOOWW –– WWhhaatt SSeerrvviicceess 
WWiillll YYoouurr TTeeaamm OOffffeerr 
– WWhhaatt sseerrvviicceess wwiillll yyoouurr tteeaamm ooffffeerr 
WWiillll rreeccrruuiitteerrss bbee aassssiiggnneedd ttoo iinnddiivviidduuaall 
eemmppllooyyeeeess oorr iinn mmoorree ooff hheellpp ddeesskk // eexxeeccuuttiivvee 
ssuuiittee ffaasshhiioonn?? 
WWhhaatt ttyyppeess ooff jjoobblleeaaddss wwiillll bbee sshhaarreedd –– 
iinntteerrnnaall,, eexxtteerrnnaall oorr bbootthh 
 HHooww wwiillll jjoobblleeaaddss bbee sshhaarreedd ((ppoorrttaall,, 
sspprreeaaddsshheeeettss,, eemmaaiill lliisstt)) 
 PPrrooaaccttiivvee mmaarrkkeettiinngg oorr rreeaaccttiivvee 
 RReessuummee wwrriittiinngg aassssiissttaannccee
HOW –– WWiillll YYoouurr TTeeaamm 
CCoonndduucctt WWoorrkksshhooppss 
WWoorrkksshhooppss 
– LLiivvee oorr WWeebbiinnaarr 
IInntteerrvviieewwiinngg 
RReessuummee WWrriittiinngg 
SSoocciiaall MMeeddiiaa // IInntteerrnneett 
PPeerrssoonnaall BBrraannddiinngg 
NNeettwwoorrkkiinngg 
PPeerrssoonnaall CCooaacchhiinngg
HHooww –– EExxtteerrnnaall 
OOuuttppllaacceemmeenntt 
 EExxtteerrnnaall OOuuttppllaacceemmeenntt AAssssiissttaannccee 
– WWiillll oouuttppllaacceemmeenntt sseerrvviicceess bbee ooffffeerreedd 
 OOppttiioonn ttoo cchhoooossee iinn hhoouussee oorr eexxtteerrnnaall 
– AAllll oorr cceerrttaaiinn ppoossiittiioonnss ((eexxeeccuuttiivvee,, rreeccrruuiitteerrss)) 
 IInn CCoonnjjuunnccttiioonn wwiitthh 
– TThheeyy wwoorrkk wwiitthh tthhee eemmppllooyyeeee aatt tthhee ssaammee ttiimmee tthhee 
iinntteerrnnaall ppllaacceemmeenntt ooppttiioonn iiss bbeeiinngg eexxpplloorreedd aanndd 
ssoommeettiimmeess ccoonnttiinnuuee aafftteerr sseeppaarraattiioonn 
 IInnsstteeaadd ooff 
– EExxtteerrnnaall oouuttppllaacceemmeenntt iiss nnoott aann ooppttiioonn ssiinnccee 
iinntteerrnnaall oouuttppllaacceemmeenntt iiss aavvaaiillaabbllee
HHooww –– MMeettrriiccss 
 MMeettrriiccss 
– HHooww wwiillll yyoouu mmeeaassuurree ssuucccceessss 
 EEmmppllooyyeeeess ppllaacceedd oorr rreehhiirreedd iinntteerrnnaallllyy 
 EEmmppllooyyeeeess ppllaacceedd eexxtteerrnnaallllyy 
 UUssaaggee ooff iinntteerrnnaall sseerrvviicceess ooffffeerreedd 
 UUssaaggee ooff eexxtteerrnnaall sseerrvviicceess ooffffeerreedd 
 SSeevveerraannccee ssaavviinnggss 
 OOuuttppllaacceemmeenntt ssaavviinnggss 
 RReeccrruuiittiinngg//RReettrraaiinniinngg SSaavviinnggss 
 SSuurrvveeyyss oonn eemmppllooyyeeee ssaattiissffaaccttiioonn wwiitthh sseerrvviicceess ooffffeerreedd
CCaassee SSttuuddiieess 
 EEDDSS 
 IInnttuuiitt 
 GGuullffssttrreeaamm AAeerroossppaaccee 
 KKPPMMGG 
 PPrrooffeessssiioonnaall SSeerrvviicceess FFiirrmm 
 MMiicchhaaeellss
CCaassee SSttuuddyy -- EEDDSS 
 EDS has used a number of different models over 
time 
– Career Assistance Center - created to help with 
ongoing outplacement efforts whether large or small – 
provided instructors to teach a workshop in any location 
and provide one on one resume review sessions 
– Global Workforce Management – branch of employee 
relations created to manage the processes involved in a 
large scale reduction (WARN, communication plan to 
managers on what would happen, how it would happen, 
train the managers, provide materials to the managers, as 
well as ran the employee help desk for impacted 
employees 
– Workshops 
– Internal and External Assistance 
– Severance Clawback Arrangements
CCaassee SSttuuddyy -- IInnttuuiitt 
 Intuit has used a number of different models 
– Workshops – live and over the phone 
– Recruiters assigned to specific employees if the volume 
allows 
– Source code – time sensitive in our ATS system 
– Works in conjunction with external Outplacement 
– Internal Placements have been as high as 85% 
– External leads are shared via Quickbase 
– Kiosk available in certain geo’s 
– Webinars now being created not only for our internal 
employees but also for our community groups
Case SSttuuddyy –– GGuullffssttrreeaamm 
AAeerroossppaaccee 
 Started Internal Outplacement efforts in April 2009 
 Concern with employee care and ability to rehire staff when market 
turns created need for service 
 Created Gulfstream branded portal thru vendors – www.optijob.com 
and www.employon.com 
 Created workshops and webinars in conjunction with Gulfstream 
training department 
 Recruiters assigned by city based on volume for a 12 week period - 
primarily with external job search Partnered with DOL (Department of 
Labor) – utilized stimulus dollars to pay for reverse career fairs, rent, 
food, etc 
 Reverse Career Fairs – attracted 72 companies 
 56% utilization, 78% knowledge of where impacted employees have 
landed 
 Gulfstream Aerospace process was written up in Aviation Week as 
an employer who got it right this time - 
http://www.aviationweek.com/aw/jsp_includes/articlePrint.jsp?storyID=news/MAIN.xml&headLine=A
CCaassee SSttuuddyy -- KKPPMMGG 
 BBeeggaann IInntteerrnnaall OOuuttppllaacceemmeenntt WWoorrkk iinn 22000099 
 RReeccrruuiitteerrss wweerree ttrraaiinneedd bbyy rreesseeaarrcchhiinngg 
oouuttppllaacceemmeenntt eeffffoorrttss 
 IImmppaacctteedd EEmmppllooyyeeeess aarree aassssiiggnneedd aa rreeccrruuiitteerr 
 HHeellpp wwiitthh rreessuummeess pprroovviiddeedd 
 WWeebbiinnaarrss aarree aavvaaiillaabbllee oonn vvaarriioouuss ttooppiiccss 
 HHeellpp sseeaarrcchh bbootthh iinntteerrnnaallllyy aanndd eexxtteerrnnaallllyy 
 LLeeaaddss aarree kkeepptt aanndd sshhaarreedd uussiinngg sspprreeaaddsshheeeettss 
 NNooww llooookkiinngg aatt sseelllliinngg oouuttppllaacceemmeenntt sseerrvviicceess ttoo 
ccuussttoommeerrss –– aallrreeaaddyy bbeeiinngg ddoonnee iinntteerrnnaattiioonnaallllyy
CCaassee SSttuuddyy -- 
PPrrooffeessssiioonnaall SSeerrvviicceess 
 CCrreeaatteedd RReeccrruuiittiinngg CCoonncciieerrggee GGrroouupp iinn FFeebb 22000099 
 FFuullll ttiimmee tteeaamm ooff 33 wwiitthh aaddddiittiioonnaall ssuuppppoorrtt oonn aass nneeeeddeedd bbaassiiss –– 
aavvaaiillaabbllee ttoo tthhee eemmppllooyyeeee dduurriinngg nnoottiiffiiccaattiioonn ppeerriioodd aanndd aafftteerr 
sseeppaarraattiioonn iiff rreettuurrnniinngg ttoo ccoommppaannyy iiss tthhee eemmppllooyyeeee’’ss ggooaall 
 FFooccuuss iiss iinntteerrnnaall ppllaacceemmeenntt wwiitthh RReeccrruuiittiinngg CCoonncciieerrggee ggrroouupp mmaakkiinngg 
aaccttiivvee ccaallllss oonn bbeehhaallff ooff tthhee iimmppaacctteedd eemmppllooyyeeee ttoo tthhee rreeccrruuiittiinngg tteeaamm 
 WWoorrkkss iinn ccoonnjjuunnccttiioonn wwiitthh RRiisseeSSmmaarrtt –– tthheeyy hhaannddllee tthhee eexxtteerrnnaall 
oouuttppllaacceemmeenntt sseerrvviicceess ttoo iinncclluuddee rreessuummee wwrriittiinngg sseerrvviicceess –– aavvaaiillaabbllee 
ttoo tthhee eemmppllooyyeeee ffoorr 66 mmoonntthhss 
 HHRR tteeaamm pprroovviiddeess ccllaassss ““MMaarrkkeettiinngg aa BBeetttteerr YYoouu”” 
 RReeccrruuiittiinngg CCoonncciieerrggee tteeaamm iiss ccoonnssiiddeerreedd aa vvaalluuaabbllee ssoouurrccee ffoorr 
rreeccrruuiitteerrss wwiitthh aa ppllaacceemmeenntt rraattee ooff oovveerr 5500%% iiff ccaannddiiddaattee iiss 
iinntteerrvviieewweedd 
 TTrraannssffeerrrreedd oorr rreehhiirreedd oovveerr 550000 eemmppllooyyeeeess ssiinnccee FFeebb 
 DDrreeaamm ssttaattee –– ttoo bbee aabbllee ttoo ooffffeerr tthhiiss sseerrvviiccee ttoo aannyy iinntteerrnnaall wwaannttiinngg 
ttoo llooookk ffoorr aa nneeww ooppppoorrttuunniittyy
Case SSttuuddyy -- MMiicchhaaeellss 
 RReeccrruuiitteerrss wweerree aassssiiggnneedd ttoo wwoorrkk wwiitthh eemmppllooyyeeee 
oonnee oonn oonnee 
 RReeccrruuiitteerrss pprroovviiddeedd aassssiissttaannccee wwiitthh bbootthh iinntteerrnnaall 
lleeaaddss aanndd eexxtteerrnnaall lleeaaddss 
 EEmmppllooyyeeeess aarree ggiivveenn aann IInntteerrnnaall SSoouurrccee ccooddee iinn 
AATTSS ssyysstteemm ffoorr eeaassyy iiddeennttiiffiiccaattiioonn 
 LLeeaaddss ccoommmmuunniiccaatteedd vviiaa eemmaaiill 
 WWoorrkkeedd iinn ccoonnjjuunnccttiioonn wwiitthh OOuuttppllaacceemmeenntt 
 FFooccuuss wwaass nnoott oonn mmeettrriiccss bbuutt oonn mmoorraallee ooff tthhee 
iimmppaacctteedd eemmppllooyyeeee –– ffeeeeddbbaacckk hhaass bbeeeenn ppoossiittiivvee
UUsseeffuull RReessoouurrcceess 
 hhttttpp::////ccaarreeeerrddffww..oorrgg//JJ// -- ccrreeaatteedd bbyy JJeeffff MMoorrrriiss ttoo bbee aa oonnee ssttoopp ppllaaccee ffoorr 
tthhee uunneemmppllooyyeedd oorr uunnddeerr--eemmppllooyyeedd iinn tthhee DDFFWW aarreeaa ttoo vviissiitt.. GGrreeaatt rreessoouurrccee 
ffoorr rreeccrruuiittiinngg oorrggaanniizzaattiioonnss ttoo uussee ttoo ttrraaiinn tthheeiirr rreeccrruuiitteerrss oonn oouuttppllaacceemmeenntt 
eeffffoorrttss –– mmoosstt ffoorr ffrreeee 
 WWAARRNN -- TThhee WWAARRNN AAcctt hheellppss eennssuurree aaddvvaannccee nnoottiiccee iinn ccaasseess ooff qquuaalliiffiieedd ppllaanntt 
cclloossiinnggss aanndd mmaassss llaayyooffffss.. TThhee UU..SS.. DDeeppaarrttmmeenntt ooff LLaabboorr hhaass iissssuueedd tthheessee gguuiiddeess ttoo 
pprroovviiddee wwoorrkkeerrss aanndd eemmppllooyyeerrss wwiitthh aann oovveerrvviieeww ooff tthheeiirr rriigghhttss aanndd rreessppoonnssiibbiilliittiieess uunnddeerr 
tthhee pprroovviissiioonnss ooff tthhee WWAARRNN AAcctt -- hhttttpp::////wwwwww..ddoolleettaa..ggoovv//llaayyooffff//wwaarrnn..ccffmm 
 DDaattaa PPrriivvaaccyy -- Information privacy, or data privacy is the relationship between 
collection and dissemination of data, technology, the public expectation of privacy, and 
the legal and political issues surrounding them. Privacy concerns exist wherever 
personally identifiable information is collected and stored - in digital form or otherwise. 
Improper or non-existent disclosure control can be the root cause for privacy issues. 
Contact your legal department for more information. Firms in the case studies worked 
with their legal departments to create “opt in” and “opt out” language in their 
outplacement process 
 If you have additional questions contact - Gail Houston – gail_houston@intuit.com
1 of 23

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Doing Outplacement Inhouse

  • 1. DDooiinngg OOuuttppllaacceemmeenntt IInn--hhoouussee GGaaiill HHoouussttoonn OOcctt 77,, 22000099
  • 2. We have all ggootttteenn tthhaatt ccaallll ““TTIIMMEE TTOO DDOOWWNNSSIIZZEE!!””
  • 3. TThhee NNoorrmmaall RReeaaccttiioonn LLaayyooffff RReeccrruuiitteerrss
  • 4. TThhee BBeetttteerr RReeaaccttiioonn RReeiinnvveenntt YYoouurr TTeeaamm
  • 5. What hhaappppeennss wwhheenn wwee ddoo aa llaayyooffff ppoooorrllyy iinn aa ssoocciiaall mmeeddiiaa wwoorrlldd  CCoommmmeenntt ffrroomm IInnddeeeedd ffoorruumm:: – II hhaavvee nnootthhiinngg ttoo ssaayy aabboouutt XXXXXX,, eexxcceepptt tthhaatt tthhee wwaayy tthheeyy hhaannddlleedd tthhee llaayyooffff iinn mmyy ssiittuuaattiioonn wwaass aabbssoolluutteellyy rriiddiiccuulloouuss.. II ddiiddnn''tt ffeeeell tthhaatt aa pphhoonnee ccaallll wwiitthh 3300++ ppeeooppllee oonn tthhee pphhoonnee aallll bbeeiinngg ttoolldd tthheeyy wweerree lleett ggoo wwaass tthhee ""pprrooppeerr"" wwaayy ttoo ddoo iitt.. ((tthheerree wweerree ppaaggeess aanndd ppaaggeess ooff ccoommmmeennttss oonn tthhiiss ppaarrttiiccuullaarr llaayyooffff –– tthhiiss wwaass oonnee ooff tthhee ttaammeerr rreessppoonnsseess))
  • 6. What happens wwhheenn wwee ddoo aa llaayyooffff wweellll iinn oouurr SSoocciiaall MMeeddiiaa WWoorrlldd  CCoommmmeenntt ffrroomm aa RRoocckkffoorrdd AAmmbbuullaannccee eemmppllooyyeeee oonn aa ssiittee tthhaatt ttrraacckkss llaayyooffffss –– wwwwww..tteelloonnuu..ccoomm – BBeeiinngg aa ppaarrtt ooff RRoocckkffoorrdd wwaass aa ggrreeaatt eexxppeerriieennccee.. II wwoorrkkeedd tthheerree ffoorr oonnllyy 44 yyeeaarrss bbuutt II nneevveerr ffeelltt lliikkee aa nneewwbbiiee.. EEvveerryy ppeeeerr ttrreeaatteedd mmee ffrraannkkllyy aanndd hheellppeedd mmee wwhheenneevveerr II nneeeeddeedd iitt.. YYeess II hhaavvee bbeeeenn llaaiidd ooffff!! II aamm nnoott mmuucchh ddiissaappppooiinntteedd aatt lloossiinngg jjoobb bbuutt II aamm ddiissaappppooiinntteedd aatt lloossiinngg ggoodd ffoollkkss..
  • 7. AAggeennddaa  IInnttrroodduuccttiioonn  WWhhyy –– UUnnddeerrssttaannddiinngg tthhee RROOII ooff IInn-- HHoouussee OOuuttppllaacceemmeenntt  HHooww –– TThhiinnggss ttoo CCoonnssiiddeerr  CCaassee SSttuuddiieess  UUsseeffuull RReessoouurrcceess
  • 8. Why – UUnnddeerrssttaannddiinngg TThhee RROOII ooff IInn--HHoouussee OOuuttppllaacceemmeenntt  BByy ccrreeaattiinngg aa ssttrraatteeggyy ttoo hheellpp yyoouurr eexxiittiinngg eemmppllooyyeeeess yyoouu:: – PPrrootteecctt YYoouurr CCoommppaannyy’’ss BBrraanndd – IImmpprroovvee MMoorraallee ffoorr bbootthh eexxiittiinngg aanndd rreemmaaiinniinngg eemmppllooyyeeeess – IImmpprroovvee tthhee ““bboooommeerraanngg”” eexxppeerriieennccee –– kknnooww wwhheerree yyoouurr eemmppllooyyeeeess llaanndd – IImmpprroovvee yyoouurr rreeccrruuiitteerr’’ss sskkiillllss – KKeeeepp vvaalluuaabbllee ttaalleenntt iinn hhoouussee ffoorr tthhee ““uupp sswwiinngg”” – CCoosstt ssaavviinnggss -- sseevveerraannccee,, rreeccrruuiittiinngg,, oouuttppllaacceemmeenntt aassssiissttaannccee aanndd uunniinntteennddeedd aattttrriittiioonn
  • 9. HOW –– PPrreeppaarriinngg YYoouurr TTeeaamm  PPrreeppaarree YYoouurr TTeeaamm – PPaarrttiicciippaattee iinn oouuttppllaacceemmeenntt aanndd nneettwwoorrkkiinngg eevveennttss – TTeeaacchh yyoouurr rreeccrruuiitteerrss hhooww ttoo lleeaadd ccllaasssseess –– bbootthh lliivvee aanndd oonn wweebb eexx – KKeeeepp tthheemm uupp ttoo ddaattee oonn tthhee llaatteesstt rreeccrruuiittiinngg tteecchhnniiqquueess – CCrreeaattee aann aalluummnnii ppoorrttaall uussiinngg ssiitteess lliikkee YYaahhooooggrroouuppss,, LLiinnkkeeddIInn,, FFaacceebbooookk aanndd SSeelleecctt MMiinnddss ttoo sshhaarree jjoobblleeaaddss – TTrraaiinn yyoouurr tteeaamm oonn aavvaaiillaabbllee rreessoouurrcceess dduurriinngg aa rreedduuccttiioonn iinn ffoorrccee ((ii..ee.. DDOOLL rreessoouurrcceess,, CCoobbrraa // lloossss ooff bbeenneeffiitt iissssuueess;; ppaayy rreedduuccttiioonn,, kkeeyy ccoonnttaaccttss wwiitthhiinn EEmmppllooyyeeee RReellaattiioonnss ffoorr ccrriittiiccaall iissssuueess,, kkeeyy ccoonnttaaccttss wwiitthhiinn yyoouurr bbuussiinneessss uunniittss,, llooccaall nneettwwoorrkkiinngg ggrroouuppss ooffffeerriinngg aassssiissttaannccee))
  • 10. HOW – TThhiinnggss ttoo CCoonnssiiddeerr WWhheenn DDeevveellooppiinngg YYoouurr PPllaann  TThhiinnggss ttoo CCoonnssiiddeerr BBeeffoorree DDeevveellooppiinngg YYoouurr PPllaann – How many employees are being impacted and where? – What are the skill sets of the impacted employees? – How many recruiters will remain on your team? – How long will you offer assistance? – When will system access for impacted employees be cut off and how will that be handled so employees can still receive leads? – What happens to your current openings (are they going on hold, cancelled) – Create rules around rehire eligibility – Can you reallocate any of your recruiting budget – Understand WARN and Data Privacy
  • 11. HHooww –– SSeevveerraannccee  Severance Will the impacted employees receive severance (lump sum payout) or pay continuation during notification period? What happens to the severance payment if they are placed internally or come back on contract? Repayment?  Rules around losing severance eligibility if they turn down a job that is a match internally  Create DOL feeds if necessary
  • 12. HHOOWW –– WWhhaatt SSeerrvviicceess WWiillll YYoouurr TTeeaamm OOffffeerr – WWhhaatt sseerrvviicceess wwiillll yyoouurr tteeaamm ooffffeerr WWiillll rreeccrruuiitteerrss bbee aassssiiggnneedd ttoo iinnddiivviidduuaall eemmppllooyyeeeess oorr iinn mmoorree ooff hheellpp ddeesskk // eexxeeccuuttiivvee ssuuiittee ffaasshhiioonn?? WWhhaatt ttyyppeess ooff jjoobblleeaaddss wwiillll bbee sshhaarreedd –– iinntteerrnnaall,, eexxtteerrnnaall oorr bbootthh  HHooww wwiillll jjoobblleeaaddss bbee sshhaarreedd ((ppoorrttaall,, sspprreeaaddsshheeeettss,, eemmaaiill lliisstt))  PPrrooaaccttiivvee mmaarrkkeettiinngg oorr rreeaaccttiivvee  RReessuummee wwrriittiinngg aassssiissttaannccee
  • 13. HOW –– WWiillll YYoouurr TTeeaamm CCoonndduucctt WWoorrkksshhooppss WWoorrkksshhooppss – LLiivvee oorr WWeebbiinnaarr IInntteerrvviieewwiinngg RReessuummee WWrriittiinngg SSoocciiaall MMeeddiiaa // IInntteerrnneett PPeerrssoonnaall BBrraannddiinngg NNeettwwoorrkkiinngg PPeerrssoonnaall CCooaacchhiinngg
  • 14. HHooww –– EExxtteerrnnaall OOuuttppllaacceemmeenntt  EExxtteerrnnaall OOuuttppllaacceemmeenntt AAssssiissttaannccee – WWiillll oouuttppllaacceemmeenntt sseerrvviicceess bbee ooffffeerreedd  OOppttiioonn ttoo cchhoooossee iinn hhoouussee oorr eexxtteerrnnaall – AAllll oorr cceerrttaaiinn ppoossiittiioonnss ((eexxeeccuuttiivvee,, rreeccrruuiitteerrss))  IInn CCoonnjjuunnccttiioonn wwiitthh – TThheeyy wwoorrkk wwiitthh tthhee eemmppllooyyeeee aatt tthhee ssaammee ttiimmee tthhee iinntteerrnnaall ppllaacceemmeenntt ooppttiioonn iiss bbeeiinngg eexxpplloorreedd aanndd ssoommeettiimmeess ccoonnttiinnuuee aafftteerr sseeppaarraattiioonn  IInnsstteeaadd ooff – EExxtteerrnnaall oouuttppllaacceemmeenntt iiss nnoott aann ooppttiioonn ssiinnccee iinntteerrnnaall oouuttppllaacceemmeenntt iiss aavvaaiillaabbllee
  • 15. HHooww –– MMeettrriiccss  MMeettrriiccss – HHooww wwiillll yyoouu mmeeaassuurree ssuucccceessss  EEmmppllooyyeeeess ppllaacceedd oorr rreehhiirreedd iinntteerrnnaallllyy  EEmmppllooyyeeeess ppllaacceedd eexxtteerrnnaallllyy  UUssaaggee ooff iinntteerrnnaall sseerrvviicceess ooffffeerreedd  UUssaaggee ooff eexxtteerrnnaall sseerrvviicceess ooffffeerreedd  SSeevveerraannccee ssaavviinnggss  OOuuttppllaacceemmeenntt ssaavviinnggss  RReeccrruuiittiinngg//RReettrraaiinniinngg SSaavviinnggss  SSuurrvveeyyss oonn eemmppllooyyeeee ssaattiissffaaccttiioonn wwiitthh sseerrvviicceess ooffffeerreedd
  • 16. CCaassee SSttuuddiieess  EEDDSS  IInnttuuiitt  GGuullffssttrreeaamm AAeerroossppaaccee  KKPPMMGG  PPrrooffeessssiioonnaall SSeerrvviicceess FFiirrmm  MMiicchhaaeellss
  • 17. CCaassee SSttuuddyy -- EEDDSS  EDS has used a number of different models over time – Career Assistance Center - created to help with ongoing outplacement efforts whether large or small – provided instructors to teach a workshop in any location and provide one on one resume review sessions – Global Workforce Management – branch of employee relations created to manage the processes involved in a large scale reduction (WARN, communication plan to managers on what would happen, how it would happen, train the managers, provide materials to the managers, as well as ran the employee help desk for impacted employees – Workshops – Internal and External Assistance – Severance Clawback Arrangements
  • 18. CCaassee SSttuuddyy -- IInnttuuiitt  Intuit has used a number of different models – Workshops – live and over the phone – Recruiters assigned to specific employees if the volume allows – Source code – time sensitive in our ATS system – Works in conjunction with external Outplacement – Internal Placements have been as high as 85% – External leads are shared via Quickbase – Kiosk available in certain geo’s – Webinars now being created not only for our internal employees but also for our community groups
  • 19. Case SSttuuddyy –– GGuullffssttrreeaamm AAeerroossppaaccee  Started Internal Outplacement efforts in April 2009  Concern with employee care and ability to rehire staff when market turns created need for service  Created Gulfstream branded portal thru vendors – www.optijob.com and www.employon.com  Created workshops and webinars in conjunction with Gulfstream training department  Recruiters assigned by city based on volume for a 12 week period - primarily with external job search Partnered with DOL (Department of Labor) – utilized stimulus dollars to pay for reverse career fairs, rent, food, etc  Reverse Career Fairs – attracted 72 companies  56% utilization, 78% knowledge of where impacted employees have landed  Gulfstream Aerospace process was written up in Aviation Week as an employer who got it right this time - http://www.aviationweek.com/aw/jsp_includes/articlePrint.jsp?storyID=news/MAIN.xml&headLine=A
  • 20. CCaassee SSttuuddyy -- KKPPMMGG  BBeeggaann IInntteerrnnaall OOuuttppllaacceemmeenntt WWoorrkk iinn 22000099  RReeccrruuiitteerrss wweerree ttrraaiinneedd bbyy rreesseeaarrcchhiinngg oouuttppllaacceemmeenntt eeffffoorrttss  IImmppaacctteedd EEmmppllooyyeeeess aarree aassssiiggnneedd aa rreeccrruuiitteerr  HHeellpp wwiitthh rreessuummeess pprroovviiddeedd  WWeebbiinnaarrss aarree aavvaaiillaabbllee oonn vvaarriioouuss ttooppiiccss  HHeellpp sseeaarrcchh bbootthh iinntteerrnnaallllyy aanndd eexxtteerrnnaallllyy  LLeeaaddss aarree kkeepptt aanndd sshhaarreedd uussiinngg sspprreeaaddsshheeeettss  NNooww llooookkiinngg aatt sseelllliinngg oouuttppllaacceemmeenntt sseerrvviicceess ttoo ccuussttoommeerrss –– aallrreeaaddyy bbeeiinngg ddoonnee iinntteerrnnaattiioonnaallllyy
  • 21. CCaassee SSttuuddyy -- PPrrooffeessssiioonnaall SSeerrvviicceess  CCrreeaatteedd RReeccrruuiittiinngg CCoonncciieerrggee GGrroouupp iinn FFeebb 22000099  FFuullll ttiimmee tteeaamm ooff 33 wwiitthh aaddddiittiioonnaall ssuuppppoorrtt oonn aass nneeeeddeedd bbaassiiss –– aavvaaiillaabbllee ttoo tthhee eemmppllooyyeeee dduurriinngg nnoottiiffiiccaattiioonn ppeerriioodd aanndd aafftteerr sseeppaarraattiioonn iiff rreettuurrnniinngg ttoo ccoommppaannyy iiss tthhee eemmppllooyyeeee’’ss ggooaall  FFooccuuss iiss iinntteerrnnaall ppllaacceemmeenntt wwiitthh RReeccrruuiittiinngg CCoonncciieerrggee ggrroouupp mmaakkiinngg aaccttiivvee ccaallllss oonn bbeehhaallff ooff tthhee iimmppaacctteedd eemmppllooyyeeee ttoo tthhee rreeccrruuiittiinngg tteeaamm  WWoorrkkss iinn ccoonnjjuunnccttiioonn wwiitthh RRiisseeSSmmaarrtt –– tthheeyy hhaannddllee tthhee eexxtteerrnnaall oouuttppllaacceemmeenntt sseerrvviicceess ttoo iinncclluuddee rreessuummee wwrriittiinngg sseerrvviicceess –– aavvaaiillaabbllee ttoo tthhee eemmppllooyyeeee ffoorr 66 mmoonntthhss  HHRR tteeaamm pprroovviiddeess ccllaassss ““MMaarrkkeettiinngg aa BBeetttteerr YYoouu””  RReeccrruuiittiinngg CCoonncciieerrggee tteeaamm iiss ccoonnssiiddeerreedd aa vvaalluuaabbllee ssoouurrccee ffoorr rreeccrruuiitteerrss wwiitthh aa ppllaacceemmeenntt rraattee ooff oovveerr 5500%% iiff ccaannddiiddaattee iiss iinntteerrvviieewweedd  TTrraannssffeerrrreedd oorr rreehhiirreedd oovveerr 550000 eemmppllooyyeeeess ssiinnccee FFeebb  DDrreeaamm ssttaattee –– ttoo bbee aabbllee ttoo ooffffeerr tthhiiss sseerrvviiccee ttoo aannyy iinntteerrnnaall wwaannttiinngg ttoo llooookk ffoorr aa nneeww ooppppoorrttuunniittyy
  • 22. Case SSttuuddyy -- MMiicchhaaeellss  RReeccrruuiitteerrss wweerree aassssiiggnneedd ttoo wwoorrkk wwiitthh eemmppllooyyeeee oonnee oonn oonnee  RReeccrruuiitteerrss pprroovviiddeedd aassssiissttaannccee wwiitthh bbootthh iinntteerrnnaall lleeaaddss aanndd eexxtteerrnnaall lleeaaddss  EEmmppllooyyeeeess aarree ggiivveenn aann IInntteerrnnaall SSoouurrccee ccooddee iinn AATTSS ssyysstteemm ffoorr eeaassyy iiddeennttiiffiiccaattiioonn  LLeeaaddss ccoommmmuunniiccaatteedd vviiaa eemmaaiill  WWoorrkkeedd iinn ccoonnjjuunnccttiioonn wwiitthh OOuuttppllaacceemmeenntt  FFooccuuss wwaass nnoott oonn mmeettrriiccss bbuutt oonn mmoorraallee ooff tthhee iimmppaacctteedd eemmppllooyyeeee –– ffeeeeddbbaacckk hhaass bbeeeenn ppoossiittiivvee
  • 23. UUsseeffuull RReessoouurrcceess  hhttttpp::////ccaarreeeerrddffww..oorrgg//JJ// -- ccrreeaatteedd bbyy JJeeffff MMoorrrriiss ttoo bbee aa oonnee ssttoopp ppllaaccee ffoorr tthhee uunneemmppllooyyeedd oorr uunnddeerr--eemmppllooyyeedd iinn tthhee DDFFWW aarreeaa ttoo vviissiitt.. GGrreeaatt rreessoouurrccee ffoorr rreeccrruuiittiinngg oorrggaanniizzaattiioonnss ttoo uussee ttoo ttrraaiinn tthheeiirr rreeccrruuiitteerrss oonn oouuttppllaacceemmeenntt eeffffoorrttss –– mmoosstt ffoorr ffrreeee  WWAARRNN -- TThhee WWAARRNN AAcctt hheellppss eennssuurree aaddvvaannccee nnoottiiccee iinn ccaasseess ooff qquuaalliiffiieedd ppllaanntt cclloossiinnggss aanndd mmaassss llaayyooffffss.. TThhee UU..SS.. DDeeppaarrttmmeenntt ooff LLaabboorr hhaass iissssuueedd tthheessee gguuiiddeess ttoo pprroovviiddee wwoorrkkeerrss aanndd eemmppllooyyeerrss wwiitthh aann oovveerrvviieeww ooff tthheeiirr rriigghhttss aanndd rreessppoonnssiibbiilliittiieess uunnddeerr tthhee pprroovviissiioonnss ooff tthhee WWAARRNN AAcctt -- hhttttpp::////wwwwww..ddoolleettaa..ggoovv//llaayyooffff//wwaarrnn..ccffmm  DDaattaa PPrriivvaaccyy -- Information privacy, or data privacy is the relationship between collection and dissemination of data, technology, the public expectation of privacy, and the legal and political issues surrounding them. Privacy concerns exist wherever personally identifiable information is collected and stored - in digital form or otherwise. Improper or non-existent disclosure control can be the root cause for privacy issues. Contact your legal department for more information. Firms in the case studies worked with their legal departments to create “opt in” and “opt out” language in their outplacement process  If you have additional questions contact - Gail Houston – gail_houston@intuit.com

Editor's Notes

  1. Instead of letting some or even worse, all of your recruiters go – turn them into an outplacement arm for your organization. Allow the recruiters to work to place your impacted employees both internally and externally
  2. Protect your brand – what are exiting employees saying once they leave the company, as they leave the company. If you lay them off with dignity, respect and caring they are less likely to blast your company, steal from your company Improve Morale – no matter how deep the layoff there are still employees left behind that have to pick up the work – show them you care for the employees so they are less fearful “when and if” it happens to them Create a better outplacement experience – work within your organization to place people by providing one on one, or work in conjunction with an outplacement organization Improve the “boomerang” experience – we often layoff because we don’t need their talent during a slow period. If we treat them right, when we do want to bring them back they are more likely to engage in a conversation. Improve your recruiters skills – by having prepare help with outplacement they will gain a new skill and stay current on the latest recruiting techniques
  3. The coolest thing about the DFW area is that you can train and re-skill your recruiters for FREE Have them attend different outplacement workshops – they can learn what others are doing to help people find jobs Teach them how to teach – certify them to teach behavioral interviews, have them do presentations - get them over being nervous Keep them up to date on the latest recruiting techniques – they will be able to share this info with applicants down the road and will become better recruiters during your periods of hiring
  4. WARN Data Privacy – how does your legal department deal with data privacy
  5. WARN Data Privacy