FREQUENTLY ASKED QUESTIONS
The following is a list of frequently asked questions regarding the use of Career Transitions’ Professional and Contract Employee Search services as well as questions specific to our Outplacement services. Please review the list, but, if you still have questions about any of our services, please feel free to contact us.
How much will it cost my company to utilize your services?
What is the process for finding employees through Career Transitions?
How long does the hiring process take through Career Transitions?
What kind of background checks do you provide?
What if I am not satisfied with an employee placed by Career Transitions?
What kind of jobs do you fill?
Career Transitions is a professional staffing company on both the permanent and contract side. Since 1996, we have placed many people throughout the Midwest and surrounding areas in the following categories.
- HR / Admin
- Banking / Insurance
- Executive / Director Level
The bottom line is; we can meet your needs in most areas of your business.
Why should I use your service instead of filling the position on my own?
There are a number of reasons but the most important questions that you should ask yourself are:
- Do I have the time to devote to this search?
- Do I have the job-specific skillset or knowhow to recruit successfully for this position?
- Do I know where to look?
- Do I want to call into other companies or our competitors looking for that passive candidate?
- Do I have the connections and knowhow to recruit both active and passive candidates?
- Do I need our next hire to be spot on and backed with a guarantee?
- Am I able to recruit successfully outside of my own area?
- Do I have the ability to attract a high level candidate to my company or area?
We know recruiting…it’s what we do, day in and day out. We have the tools, processes, people and skill set to successfully recruit hundreds of high-level professionals, into companies just like yours, each year. Talk to your Career Transitions Representative today and see why we’re the best at what we do!
What is Outplacement?
From the employer perspective, outplacement provides structure and process to the termination plan and helps to position your company in the community as an “employer of choice.” It is a strategically gracious way of removing a terminated employee and ensuring they manage their new-found freedom in a positive manner.
From the employee perspective, outplacement is a strategic and systematic approach to their job search which will generally yield a more satisfying job than the one they left.
Who receives Outplacement support?
EVERYONE involved in a job transition needs Outplacement support.
No matter what level of employment, all people can benefit from our job search services, which are an important part of Outplacement. There is no distinction between “good” and “bad” employees when it comes to who receives Outplacement services and the employer truly benefits when every type of employee uses our services.
Why use Outplacement?
How do I justify the expense of Outplacement?
Outplacement creates goodwill in the community and guards the company’s reputation, especially in social media. It nurtures goodwill for remaining employees to maintain productivity and morale.
Outplacement helps reduce the possibility of retaliation litigation. Even if a law suit is completely unfounded, it could cost a company $100,000+ to defend itself. Outplacement, when done properly, keeps people focused forward, processing positive thoughts, and occupies their time resulting in less likelihood to sue.
Outplacement shortens the length of a job search reducing Unemployment Compensation liability.
Outplacement also reduces the possibility of workplace violence. Robert Conte mentions in his book They Never Saw It Coming that outplacement was “a luxury in the employment process that has now become a necessity for employer and employee.” It reduces the stress of termination and, therefore, minimizes violent reactions.
Used to its fullest potential, Outplacement reduces HR time investment in the planning stage, the actual termination process, and the messy follow-up.
How does Outplacement work?
Outplacement works most effectively when:
- The employer contacts the outplacement consultant in the termination planning stage, and
- Outplacement begins immediately at the time of termination. The Outplacement consultant is on-site and meets the terminated employee right after the termination meeting. The employee can be taken immediately to the Outplacement office
Not only will the candidate have a safer drive home, they will already know what to tell their significant other when they get home. They also know what they are going to be doing the next day and will have assignments to keep them busy until then. The candidate will have already somewhat “bonded” with the Outplacement consultant and will be more likely to use our services.
The employer will receive a communication and an invoice from the Outplacement consultant when the person officially begins the program. The sponsoring employer can request regular updates, generally limited to candidate status. And, when the candidate is placed with a new company, the employer will be notified.
How do you choose an Outplacement firm?
Outplacement is offered by different types of firms: those with a regional presence, international providers, and virtual delivery only providers. Regional firms offer the same curriculum as international chains, but they provide more personalized, “high-touch” attention generally delivered by an experienced business professional.
Most candidates do not wish to relocate and regional firms offer specific knowledge of local businesses and contacts that non-local firms cannot offer. Regional firms provide easy access for the candidate and additional services for the employer as well as flexibility and entrepreneurial approaches to service.
This makes regional firms the ideal option for most Outplacement candidates.
International firms typically have offices located in large metropolitan areas, which complicates access to employers as well as for the Outplacement candidates. Service delivery to locations outside the metropolitan area is occasionally sub-contracted to regional firms. With large chain and virtual firms, service is usually provided via web-based portals by junior professionals.
How do you choose an effective outplacement consultant?
An effective outplacement consultant should possess the following skills and knowledge:
- Solid counseling and writing skills
- Knowledge of termination laws
- Training skills in communication and salesmanship
- Marketing and planning skills
- Expert in the job search process
- Business world knowledge
- Knowledge of group dynamics, time management, and resources
An effective outplacement consultant should be a model of good interpersonal skills with a patient, task-oriented, non-judgmental personality. Their education should be in counseling or business and their work experience should be verified for credibility and competence.