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?

Cost is always relative to the value received and we strive to provide our clients with the best value for the cost. You’ll find that you receive more than what you pay for at Career Transitions. You NEVER pay for something unless it’s exactly what YOU want! Our goal is to provide you with a selection of great candidates and you’re only invoiced when you select your candidate(s) from this pool and are satisfied with your decision.

What is the process for finding employees through Career Transitions?

Career Transitions’ search and recruitment efforts begin immediately with a thorough job analysis which will allow us to determine the exact details of the position. We may also schedule a call with the specific hiring manager for the position, depending upon the structure of your organization. We can typically submit qualified candidates quickly, depending on the nature of the position. Our metrics-driven approach to recruiting focuses on both active and passive candidates to provide you with the best available applicants. We do the upfront work to vet out each candidate, sometimes wading through hundreds of resumes and talking to dozens of potential candidates to make sure they’re a fit for your organization, before submitting the “best of the best” for your review. If you like what you see, we’ll help set up phone and/or on-site interviews and help you through the entire process, all the way through negotiating offers and coordinating first day logistics.

How long does the hiring process take through Career Transitions?

Obviously this process can vary based on a number of factors that must be taken into consideration. However, many times we can submit qualified candidates within days of initiating the search. Our most successful clients, that enjoy a quick hiring experience using our services, are those that provide us with timely feedback when candidates are submitted and accurately portray their needs and requirements to our team. It’s also important to make sure that the salary expectations are reasonable as well as the availability of relocation dollars, when applicable.

What kind of background checks do you provide?

Once you, as a contingency client, decide to move forward with a candidate, their work history and professional references are verified, and we have the ability to run any number of background checks depending on your process and company policies. Depending upon customer preference, we routinely run Criminal Background Checks (County, State, Federal), Education Verification, Credit Check and I.D. Check. Other than the reference checks and work history verification, these services are provided per the clients request and are billed back to the company, at an additional cost. If you are a Contract or Contract to Perm Client, then a Criminal Background Check is run standard on every hire. All other background checks and services are provided at an additional cost and are billed back to the client.

What if I am not satisfied with an employee placed by Career Transitions?

It doesn’t happen often, but on rare occasions and for a variety of reasons, candidates may not work out. Regardless, we will stand behind our placements 100% and will begin working on a suitable, no-charge replacement for you immediately. Discuss specific terms and conditions with your CT Representative.

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.

  • Engineering
  • Operations
  • IT
  • HR / Admin
  • Banking / Insurance
  • Quality
  • Sales
  • 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?

Job loss can be holistically detrimental and potentially have a lifelong negative impact.
Outplacement is kind.  It is the right thing to do from a humanitarian and business standpoint. When someone loses their job, they also lose their self-worth, their routine, their friends, and their purpose. They walk out of your door into basically nothing.
Outplacement gives them something to walk into, providing guidance, direction, skills, and a social network. It repairs self-esteem and makes a person feel “whole.”
Knowing that you are passing your terminated employee on to a competent, caring professional also helps the terminating managers feel a little better and promotes a smooth transition for everyone involved, which is critical to company morale.

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:

  1. The employer contacts the outplacement consultant in the termination planning stage, and
  2. 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.