VIRTUAL OUTPLACEMENT

CAN MAKE BETTER SENSE IN TODAY’S WORLD

Traditional outplacement for executives and professionals has evolved quite a bit over the last two decades. In past years, these employees were often provided with significant career transition support. They could often count upon the following:

A. Being assigned to one highly qualified, seasoned advisor. This advisor would often work with the individual for the duration of his/her job search. Most, if not all, work being done was on a one-on-one basis. Training and coaching were highly personalized.

B. Resumes and cover letters were written by experienced writers. The employee’s task was simply to review and approve them.

C. Having an individual office or cubical to make phone calls and conduct business. Often times, the individual’s phone was answered by a receptionist or a personalized message was developed for him/her.

D. Research and office support were done by office support staff. An experienced research administrator was there to generate all available information when requested. Letters were typed and mailings were done for the client.

E. Other professional support staff was available as needed. Retirement specialists, relocation experts and credentialed mental health practitioners were on call.

OBVIOUSLY TIMES HAVE CHANGED. Largely because of cost, assistance has been dramatically curtailed. Client companies no longer can afford these more comprehensive services and are still looking to provide quality services, but at lower prices.

In order to be able to make the adjustment to these lower fees, many career transition companies often have had to limit quality to make a profit, especially those companies who are part of larger conglomerates and, thus, have a higher overhead. Now, with some exception at the highest of levels, executives and professionals generally are provided with the following:

A. An advisor “of the day”. This advisor is not dedicated and is at the provider’s office to offer advice to anyone who seeks it. The employee is only able to speak with whoever is on call on any particular day. Although reasonably qualified, these advisors are not as sophisticated and experienced; they often work on a per diem basis for as little as $275 per day.

B. Employees are given templates so that they can write their own resumes and cover letters. The advisor will provide only basic editing and commentary.

C. No office, cubical or phone usage.

D. Modular training done at the provider’s schedule by another low level advisor. No additional support professionals to provide unique support.

Not surprising, employee satisfaction with the career transition services which are being offered is decreasing. But because of budgetary constraints, companies are hard pressed to do anything about it.

THERE IS AN EXCELLENT ALTERNATIVE. Virtual career transition services can make better sense. The cost of virtual vs. office based outplacement is very favorable. Virtual is no more expensive, often less. By using this delivery method, the employee receives many of the same high level quality components which were provided in earlier times:

A. High quality, dedicated advisor

B. All development/training done one on one

C. Resume and cover letters done by experts

D. Additional support personnel

AND WHEN GIVEN THE CHOICE, YOUR EMPLOYEES OVERWHELMINGLY PREFER VIRTUAL OUTPLACEMENT. In a recent survey, 91% of employees chose virtual over office based programs. This survey was done before the current high priced gas situation! The reasons for their choice were:

A. No travel time.

B. Their own technological sophistication as well as that of the systems used.

C. Work is done on their schedule, not the company’s.

D. Actually more personal. One-on-one vs. group/modular sessions.

E. Is more directed at specific client needs as opposed to those of the classroom.

F. Visual capability is available.

For More Information:
http://www.gatewayinternationalgroup.com/

http://www.larrymaglin.com/
http://www.lawrencemaglin.com/
http://www.joekran.com/
http://www.josephkran.com/

Staff Review by: Joseph (Joe) Kran, Lawrence (Larry) Maglin and Rick Spann