/Archives

20
Oct

Mental Illness Detection during a RIF or Layoff Meeting

greif picAccording to a recent article published in the October edition of HR Magazine- Open Minds, each year, more than 41 million Americans—18 percent of the U.S. population—experience some type of mental illness, according to data released by the U.S. Substance Abuse and Mental Health Services Administration in December 2013.

Globally, depression and other mental health conditions are on the rise, the World Health Organization has warned. Depression has become the world’s second-leading cause of disability, according to the latest Global Burden of Disease study published online last November in PLOS Medicine, a journal of the Public Library of Science. The SHRM article discussed ways organizations can help fight the stigma associated with mental illness as well

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  • Careerminds . Layoff Meeting . mental illness . Outplacement . RIF .
03
Oct

Talent Redeployment and Outplacement Done Right

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Talent Redeployment and Outplacement Done Right

How much time do you think HR spends at talent acquisition, talent management, and talent development on a daily basis? According to the SHRM annual workforce report, the number one challenge HR executives face in the coming years is attracting, retaining, and rewarding top talent; therefore spending all of their resources in those areas. What’s interesting is that the HR global trends report of 2013 listed talent redeployment as the last priority among 15 other priorities, which means that if companies are not hiring, managing, and developing the right talent the right way, outplacement firms like Careerminds stay very busy.

Over the last 20 years as globalization has evolved and the war for acquiring and

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  • Careerminds . Outplacement . outplacement services . Talent . Talent Management . talent redeployment .
19
Sep

Banks and Financial Services Can Offer Outplacement to All

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Banks and Financial Services Can Offer Outplacement

For years, banks and financial services companies have offered outplacement services to professional level employees through the “c-suite,” primarily in a very traditional way. In many cases, employees like assistants, loan reps, tellers, customer service, and other non-exempt positions were left in the dark without a service.

As outplacement has changed and evolved over the years with the workforce to become more virtual and affordable, banks and financial services are now about to  offer outplacement to all employees affected during a reduction in force.

Thanks to the steady boom in technology, everything that can go virtual, is going virtual. The blending of outplacement with technology to bring us

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  • Careerminds . Outplacement . outplacement banking . outplacement financial services .
08
Sep

Virtual Outplacement Involves Human Coaching

large__9099910544With the annual HR Technology Conference just around the corner, we want to take a moment to talk about how virtual outplacement continues to grow versus the traditional model. Companies continue to look for current technology as part of their outplacement offering as well require virtual outplacement in whole or part of their organization’s outplacement RFP.

However, with the fast growth of technology fueled outplacement services, we still have some people ask if virtual outplacement is self-service with no human interaction. As we all know, outplacement services are meant to help transitioning employees find new positions and re-orientating them to the job market. This happens through services like career guidance, job search, resume writing, career evaluations, interview preparation, and

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  • Career Coaching . Careerminds . outpalcement . outplacement services . Virtual Outplacement .
02
Sep

Tips to Succession Planning and Redeploying Top Talent

The end of the summer is officially here and Labor Day marks the time when HR is gearing up for end of the year reviews, salary increases, and succession planning. A good succession planning program is more than just establishing back-ups; it is identifying needs for talent within the organization and developing individuals for current and future responsibilities. It is also more than just crisis management. The whole point of establishing a good succession plan is to divert crisis, not just manage it.

Executives are always dealing with the issue of how best to develop the next generation of leaders. Succession planning is about being proactive and prepared. Leaders should have a constant finger on the pulse of their workforce.

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  • Careerminds . Succession Planning . Talent Management .
20
Aug

5 Core Competencies to Staying Resilient at the Top

resilient5 Core Competencies to Staying Resilient at the Top

Over the past several years, we’ve noticed a growing interest in “Resilience”. First, executives are being pushed to their limits by years of highly volatile, resource-constrained conditions in their companies and in the markets they serve. Second, organizations are scrambling to identify and further develop top talent to fill key leadership positions created by both retirement and attrition. So I thought it would be useful to offer a few words on the subject.

Resilient leaders are first and foremost resilient individuals. The more resilient you are, the more likely it is that at each level you’ll be successful and get promoted to the next. But as the

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  • Adaptiv Learning . Careerminds . Leadership . Resilience .
11
Aug

4 Considerations to Announcing a Layoff

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4 Considerations to Announcing a Layoff

It is almost one month since the Microsoft mishap where executives mangled a layoff memo that announced 12,000 employees were getting laid off. The only think positive that came out of this announcement was the fact that Microsoft’s stock price climbed since the news of job cuts.

We talk a lot about employer branding here at Careerminds, and for good reason. Companies spend copious amounts of capital and resources establishing a strong employer brand, only to have one incident muddy their name. As an outplacement provider, we get the value of building and safeguarding the employer brand. When companies make the tough decision to downsize, fire, or transition employees, it

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  • announcing a layoff . Careerminds . layoff . Outplacement . outplacement services . Reduction in Force . RIF .
25
Jul

Reasons why an Outplacement Agency Should have Expertise in Franchises

franchiseReasons why an outplacement agency should have expertise in franchises.

There is a wide range of challenges displaced employees can experience in deciding their next career move. Experienced career coaches at outplacement agencies are usually adept at assisting the displaced employees with resume writing, strategic interviewing, and negotiations, but most burned out executives and employees who need a new job don’t want to go back to the corporate world or better yet can’t leave town for a dream job because their kids are in school and their spouse doesn’t want to leave their dream job. Does this sound familiar?

People described in the situations above often times don’t see business ownership as an option because

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  • business ownership . Careerminds . franchises . outplacement agency .
21
Jul

4 Simple Ways to Delivering Severance Agreements

large__41183675464 Simple Ways to Delivering Severance Agreements

Employee reductions in force and terminations are part of normal business operations in both good and bad economies. Common ways organizations protect themselves from legal exposure are the use of employee “separation agreements” or commonly called “severance agreements”. An employee severance agreement is a contract or legal document between an employer and an employee that specifies the terms of an employment termination, such as a layoff. To minimize the risk of potential lawsuits, many employers offer departing employees compensation, outplacement services, and benefits in exchange for a release or waiver of liability for all claims connected with the employment relationship, including discrimination claims enforced by the Equal Employment

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  • Careerminds . Outplacement . RIF . Severance . severance agreements . termination agreements .
12
Jul

How to Influence Your CEO to Keep Outplacement?

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How to Influence Your CEO to Keep Outplacement?

I recently received a call from a HR Executive asking me for advice on how to influence their new CEO to keep their outplacement program and budget. In today’s global economy, companies are being merged, acquired, taken over by private equity, sold, spun off, etc  which result in new CEO’s stepping in who have a completely different view of the world and how people and HR are managed. Most of the time, new CEO’s step in and the first order of business is to clean house and bring in a completely new team of executives and employees which result in layoffs. At the same time, they typically instruct

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  • Careerminds . CEO . Keep outplacement . Outplacement . outplacement services . RIF .
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