Choosing an Outplacement Firm

By Courtney Pike

During these tough economic times, companies – both big and small – are experiencing downsizes, reductions in force, and layoffs.

Lay offs are a difficult and straining process for both the company and the employee. To help make the transition process easier for all parties, more and more companies are choosing to offer outplacement services to their departing employees.

The bottom line is that outplacement pays for itself through the positive, tangible and intangible benefits it yields. Here are just a few reasons to provide outplacement:

1. Builds good will with your departing employees and upholds your company’s reputation
2. Helps your impacted employees take a successful next step
3. Reduces costs from employee lawsuits and liabilities
4. Boosts morale and retention of remaining employees
5. Supports managers in delivering difficult messages

Deciding to deliver outplacement is the easy step. Choosing an outplacement firm is a little more complex. When making the decision, there are several over-arching themes that you want to consider:

• Credentials. It’s important that your employees in transition work with qualified and accomplished consultants who posses advanced degrees as well as experience in human resources, counseling, and business. It’s a huge plus if the company is recognized in the media as a trusted career source and if the company has a solid foundation in the human resources industry.

• Services. This is the hallmark of the outplacement package. Find out if the firm offers individual services or group workshops. Of course, the more hands-on and the more one-on-one services, the better. Making a career transition is a difficult and complex process, and each person needs a specific and individualized plan. Shy away from firms who seem to offer a cookie-cutter approach.

• Flexibility. Discover if all employees must go into an office to complete the services, or if they have the option of conducting some consultations remotely. Look for firms with less overhead and bureaucracy that can customize packages to best fit the needs of your company and your impacted employees.

• Results. Obviously, you want your departing employees to have a positive experience, to be engaged, and to be placed quickly. Ask for the company’s engagement rates and customer satisfaction statistics to find our more about their results and success stories.

• Costs. Of course, you want the highest value for your investment. Some outplacement firms charge by time period no matter how many services are used. Firms priced by service usually deliver more value for your employees. There are even some firms that only charge for services rendered which usually reaps the highest ROI.

While considering these themes, ask your prospects the following questions to help you pinpoint which outplacement company is the right fit. Here are a few questions you can ask:

1. What are the credentials of the consultants who will work with our employees? Do you specialize in a certain field or industry?

2. How much one-on-one work do our employees receive? Is it mostly group workshops or hands-on help?

3. Do you write the resumes for our employees? What does the career coaching service entail?

4. Do our employees work with the same consultant throughout the process? How many candidates does each of your consultants work with?

5. Do you give our departing employees advice on how to use online job boards and social media networks in the job search?

6. What is the cost? How does the payment process work? Do we have to pay for all employees upfront, even if they don’t use the service? Do you base your prices on the services or a time period?

7. Are you able to accommodate people anywhere in the country? Do our employees have to visit a physical location to use the outplacement services, or can they conduct consultations over the phone?

8. What is the engagement rate of past clients? How do you engage our impacted employees in your program? What’s your reach out process?

9. What makes you different than other outplacement firms?

10. Why would my company want to choose your outplacement firm? Why would our employees be happy we chose you as our outplacement firm?

Finally, your conversations and experience with the outplacement firm during the fact-finding stage should give you clues on which company is right for you. No matter how big or small your company is, you should receive amazing customer service, diligent responses, and stellar follow through.

http://jobbound.com/for-organizations/employee-transition-services

Extreme Makeover: JobBound.com

It's a trend around the new year: Everyone wants a new look! For 2009, we gave JobBound.com an extreme makeover. The redesigned site promises to add a little spice and a lot of insider information for all your job-related needs. We're giving you more free advice and more resources, and we look better doing it. JobBound.com is your one-stop-career-shop for your 2009 career resolutions.

Make sure you check out how we're ringing in the new year with our new and improved features:

Job Preparation Services - So you can land your dream job

Before and After Resumes - From "Yikes!" to "Wow!"

Kudos - Our customers seem to think we're kind of a big deal

Resource Center - Free expert advice for all your job search concerns

JobBound Blog - View our new location on JobBound.com

Career Consultants - Meet some of the great minds behind JobBound

The Books - First, there was one. And then, there were two. Check out the newest career book

Presentations and Workshops - JobBound LIVE, we don't disappoint

Have fun exploring the new site, and please let us know what you think.

www.JobBound.com

How to Say It on Your Resume: Tips and Hints

By Courtney Pike

When times are tough, unemployment is soaring, and job seekers are knocking down any open doors, it is even more crucial that your resume is the absolute best that it can be. You have to think of your resume as an advertisement for you. How can you package your experiences and credentials on one piece of paper so the recruiting director knows you are the perfect fit for the job?

There are few common mistakes that most people make when writing their resume. Brad Karsh and I recently published a book, How to Say It on Your Resume, that guides professionals through the resume writing process. Here are a few tips from the book to keep in mind when writing your resume:

1. Do your homework.
When applying for a job, the first thing you should do is research the company and find out the details for the open position. The job description is basically a cheat sheet for your resume. If the company is seeking a candidate with strong communication and leadership skills, then you should make sure that the bullets on your resume prove that you are a strong communicator and an effective leader. You can also highlight experiences from your extracurricular or volunteer activities if they match well with the job description.

For the most part, recruiting directors want to put a round peg into a round hole. Therefore, the more you can line up your experiences with the job description, the better your chances of making it to the interview stage.

2. Focus on your job accomplishments.
Simply listing job descriptions and duties instead of job accomplishments is one of the biggest mistakes people make on their resume. If you want to stand out from the crowd, your resume needs to shine with bright achievements and notable accomplishments. In everything that you do, be specific and try to quantify the scope and results of all of your endeavors. What did you do that was different, special, or unique? With every bullet point that you write, display what makes you the best person for the job.

3. Keep it short and powerful.
The days of stretching a bunch of fluff across twenty pages ended after your last collegiate literature course. Short is better than long when it comes to your resume. Your resume is one place where it’s OK not to use complete sentences. For your experiences, use bullet points that begin with strong action verbs.

Unless you are in the academic field and have a CV, your resume should not be longer than two pages. If you have a couple years of experience, then your resume only needs to be one page. Force yourself to include only the information that is most relevant and compelling to the recruiting director. The fact that you know CPR is interesting, but is it really relevant on your resume to be a financial analyst?

For more great resume tips, check out the book, How to Say It on Your Resume: A Top Recruiting Director’s Guide to Writing the Perfect Resume for Every Job.

Book Launch: How to Say It on Your Resume

When I began writing this book with Courtney Pike, I had no idea it would be released at such a relevant time. The job market is crashing, hiring is freezing, and unemployment is going up in flames. We're in extreme times, and professionals across the nation are in dire need of help in the job search.

Today, I'm proud to announce the launch of How to Say It on Your Resume: A Top Recruiting Director's Guide to Writing the Perfect Resume for Every Job.

Here's a snapshot of the book as seen on the back cover:

********

Set Yourself Apart from a Sea of Candidates

Hiring managers will decide whether they want you for a job within five seconds of reading your resume. With such little time to make that first impression, you need a resume that will instantly distinguish you from the hundreds of candidates competing for the same position.

How to Say It on Your Resume is the only book that gives you insider advice on what recruiting directors really look for. While everyone else writes the same drab resume, you’ll learn how to:

• Avoid common mistakes that nearly every applicant makes
• Write a resume that complements your specific situation, whether you want to change industries, get hired after a layoff, or get an internal promotion
• Tailor your resume to the job you’re applying for
• Address and overcome even the most sensitive career obstacles

Packed with dozens of real before-and-after resumes and tips from a hiring director who has seen it all, this book shows you exactly what it takes to create a resume that will land you that dream job.

********

If you are intrigued, you should check out a copy at your local bookstore or on Amazon.

www.JobBound.com

Career Tips to Survive a Recession

During the last two months, I've appeared on CNN a few times to discuss the current state of the job market and some tips for both keeping your job or finding a new job in a tough employment market.

Protecting Your Job on CNN's Your $$$$$ (10-25-08)




Recession-Proofing Your Life on CNN's Open House (11-8-08)




Getting & Retaining a Job: Viewer Questions Part 1 on CNN's Your $$$$$ (11-29-08)




Getting & Retaining a Job: Viewer Questions Part 2 on CNN's Your $$$$$ (12-6-08)

I'll also be appearing on CNN's Your $$$$$ this weekend to continue our discussion of the recession's effect on your employment outlook. It'll air at 1pm EST on Saturday (1/10) and 3pm EST on Sunday (1/11) on CNN.

Have any questions about your employment outlook? Post them in the comments, and I'll try to address them in a future post.

www.JobBound.com

Job Hopping: It's Not Just the Millennials

On one of my recent posts on the perils and pitfalls of job hopping, one of our faithful readers left the following comment:

I have been reading a lot about job hopping, and nearly 80% of the articles attribute the trend to "Gen Y".But then I read this article from 27 years ago: http://www.time.com/time/magazine/article/0,9171,950553,00.html
I'm fascinated with our country's constant attention to generations. It's like we're all bored to death and need a group to obsess about and generalize.

Now, first of all, I agree with you. There are a lot of people (particularly Boomers and some Gen X'ers) who think that they "paid their dues" while the "kids today" don't. But as you point out, much of what we're seeing is not really specific to this particular generation, but instead, merely the continuation of a long history of taking the best opportunities available - which may mean some "job hopping".

That being said, as I talk to today's younger workers, the Millennials, the reasons why they're job hopping are vastly different than previous generations. According to the article that you highlighted, "Workers, including managers, are not willing to sacrifice to help build the future prosperity of the company since they know that they will not be around to share in that future prosperity." In comparison, today's youth ARE willing to sacrifice to build future prosperity IF their employer represents something "they can believe in" (to steal a phrase).

Younger employees change jobs NOT because they don't have any interest in the future of the company, but rather because they are trying to find a position where they have the MOST interest, influence, and impact on the future of the firm.

Feel free to give your thoughts in the comments, or e-mail me at info@jobbound.com with any questions or comments you'd like me to address on the blog.

www.JobBound.com

Top Ten Holiday Job Search Tips

With the holidays just around the corner, it's easy to fall into a "turkey coma" and forget all about your plans for the job search. Don't let it happen to you! Stay focused on the ultimate gift - a job - this holiday season.

We've compiled our top ten tips for holiday job hunting to help you along the way. Of course, the pros are always standing by to help at JobBound.com if you need advice or assistance at any point.

10. Ditch the football game for a few minutes.
On Thanksgiving Day, watch Brad Karsh on CNN at 1:00pm EST to learn the tips for recession-proofing your career.

9. Schmooze with your family.
You may think they're crazy, but they do have jobs AND connections.

8. Put your business card in holiday cards.
Hit up recruiting directors with whom you interviewed and also include your well-connected friends.

7. Set one job search goal every day.
And no eggnog until you complete it!

6. Get a temporary job.
...Especially if you need experience or funds. Who knows, you might be the lucky temp who gets hired full-time.

5. Attend the "ugly sweater" holiday party.
Get out there to meet new people and expand your network. Who said the job search couldn't be fun?

4. Make some calls to Recruiting Directors.
Sure, you've memorized their voicemail, but during the holidays, you have a better chance of catching recruiting directors at their desk.

3. Fine tune your resume.
You know it, and I know it. Your resume could use a little help. Finally, you have a little down time to give it the attention it deserves.

2. Volunteer and help out your community.
You gain experience, you meet people, and you momentarily forget that you don't have a job yet.

1. Watch Brad on CNN on Christmas Day.
Just in case "A New Job" isn't gift-wrapped under the tree, you can gain the secrets for securing a job in a recession.

Brad Karsh on CNN: "Recession-Proof Jobs"

I'll be appearing on CNN again this weekend to talk about workplace strategies that can make you an essential resource in your office. In my last blog post, Secure a Job in Uncertain Times, we covered some of the strategies that I'll be discussing.

Check it out on the program Open House, which airs Saturday, November 8th at 9:30am (ET) on CNN. I realize that's early for many of you west coasters, so you can also check out the re-broadcast at 3:30pm on Saturday or Sunday on CNN Headline News.

www.JobBound.com

College Grad Missteps

When I talk with college students and young professionals, I tell them that the most difficult transition in their entire life is moving between college and the working world. This week on FoxBusiness.com, I had an opportunity to sit down and discuss the ways that students can make this transition easier for themselves, and the key differences between college and work.



www.JobBound.com

Secure a Job in Uncertain Time

by Courtney Pike, Director of Communications

The headlines have not been pretty lately. Job cuts. Lay offs. Terminations. In such a rocky market, even all-star employees need to take care to secure their job.

Hopefully, you are one of the lucky ones who is still gainfully employed. You’ve got a great job, so how can you fire-proof your position?

1. Save or Earn the Company Money.
It’s all about the money. If you look out for the company’s bottom line, they will look out for you. Be a creative problem solver. Can you rework processing fees to save money per transaction? Can you reel in a couple big-name clients before the end of the year? Can you re-negotiate agreements with vendors or can you offer to develop a few marketing pieces in-house? Earn or save the company money, and you justify your salary.

2. Become Indispensable.
You want to be the go to person. Take on new assignments. Volunteer for projects. If you are the one with the best relationship with the client, then your company can’t let you go. If you led the company’s transition to the new computer system, then they need you around. Be the leader that everyone turns to, be the employee that your boss cannot live without, or be the support person that holds the team together. Make yourself integral to and ingrained in the business.

3. Be a Positive, Team Player.
Sometimes, determining who gets laid off can be pretty arbitrary. No one likes a Debby Downer or a Mr. Doom and Gloom. If you’re bad talking management or gossiping about a co-worker, then no one will stick up for you when it comes to deciding who stays and who goes. When the ship goes down, people want bright, positive team players with them.

4. Network Within Your Company.
Most people know that they should network, but sometimes, they forget to network within their own company. Do you know your boss’ boss? Do you get any face time with senior management? It’s a good idea to hang out at office holiday parties or office socials, and don’t be afraid to drop in and say hello to different departments. If CEO Joe has never seen you or heard of you, then it’s easier for him to tell you bye-bye when it’s time for lay offs.

www.jobbound.com

Recession-Proofing Your Career

I'll be appearing on CNN's Your $$$$$ again this weekend to talk about how to build a "recession-proof" career - basically, how to get through these lean times using important job skills like networking and leadership. If you are looking for work right now, the topic is extremely relevant. We'll be talking about building a successful job search plan that can work even as companies are downsizing.

Check it out on Saturday, Oct. 25th at 1pm (ET) or Sunday, Oct. 26th at 3pm (ET) on CNN.

www.JobBound.com

Very Bad Resumes

It's estimated that over 20% of professional resumes have a typo on them. Yet, there are typos, and then there are things that are just flat-out WRONG.

According to a recent Career Builder survey, "resume disasters" are quite common. For instance:

- Candidate used pale blue paper with teddy bears around the border.
- Candidate specified that his availability was limited because Friday, Saturday and Sunday were “drinking time”.
- Candidate drew a picture of a car on the outside of the envelope and said it was the hiring manager's gift.
- Candidate explained an arrest by stating, “We stole a pig, but it was a really small pig.”

Check out the rest of the "resume disasters" at CNBC.

Although your resume might not be nearly as bad as these examples, even the little details - how you write about experiences, formatting, and grammar - can make the difference between getting a job or not. On Thursday, October 23rd, I'll be presenting a webinar, "Confessions of a Recruiting Director: The Insider's Guide to Resume Writing". This is the perfect opportunity to hone your skills and land the job of your dreams. Get more details, and register today!

www.JobBound.com

Job Hopping, Redux

After my previous post about the millennial generation "job hopping" more than previous generations, I ran across some interesting stats from experience.com:


I found the fact that 60% of recent grads are looking for a new job - even while 57% are satisfied with their job - very fascinating.

Still, I guess it shouldn't be all that surprising... it just depends on what you consider "job seeking". Professionals may not be job seeking formally and distributing their resume, but if a job with (A) better benefits or (B) better experiences comes along, many contented employees will toy with the idea of jumping ship. It all comes back to having options.

Check out the full post at experience.com for their take on the subject.

www.jobbound.com

What's Up With the Kids These Days? - Job Hopping

It's a question I hear over and over as I talk to older job seekers and employers alike. They ask me, "Brad, why do Millennials feel so entitled? Why don't they pay their dues? What's up with the kids these days?" One guy who asked me this was only 24! I was like "Dude, you're part of it!"

Still, it makes me pause when I see a statistic like this:

Fifty-four percent of 20- to 24-year-olds had a tenure time of 12 months or less with their current employer.
- CSDecisions, 8/08

In the "days of old", my grandfather would have put in his 35 years with one company, gotten his gold watch and pension, and called it a day.

However, today's younger employees (Generation X or Y) are completely rejecting this model of employment. Often, this means that they job hop, a lot. In fact, studies show that the average working American will have 10-12 jobs in their lifetime.

Although frequent job changes are becoming more common, you should still think twice about bringing in each new year with a new job. Sure, it's tempting to jump at every opportunity that comes along, especially when you're young and "the world is your oyster". But if you jump ship at the slightest whiff of something better, your resume will wave a red flag.

You may have the best ideas and qualifications for a job, but if an employer sees that you've worked for five companies in the last three years, they're unlikely to make the investment in you as employee because they don't think you'll be around long enough to make it worth their while.

Bottom line: Make the best of the experiences you're having now. You should keep your options open, but you can always find something to learn and grow from in every situation.

www.jobbound.com

The Insider's Guide to Resume Writing: LIVE!

JobBound is proud to announce our first-ever webinar, "Confessions of a Recruiting Director: The Insider’s Guide to Resume Writing".

What is a webinar? It's a type of live web conference, where you tune in to my presentation over a standard telephone line while viewing the PowerPoint presentation on the computer screen. It's also interactive - you'll have the opportunity to ask questions and make comments via a live “chat box,” and answer poll questions which will directly influence the flow of the program.

This is not the typical, humdrum Resume 101 program! Be prepared for a wild ride where participants will hear advice like they have never heard before. This webinar is loaded with specific, tangible insider secrets that participants can put into practice right away.

- Not sure where to start with your resume?
- Is your resume getting the attention that you need?
- Tired of sending out your resume with little to no response?

The program is perfect for job seekers who want to write and enhance their resumes themselves, and but need the expert advice and guidance to make it a success. In one hour, you'll learn practical resume writing techniques and secrets that will give you the edge in the competitive job market.

The event is Thursday, October 23rd, at 8:00pm, and the cost is $49.
Register today!

www.JobBound.com

When to Take a Buyout Package

Yesterday, The Wall Street Journal touched on a hot topic among upper management types: buyout packages. In light of hard economic times, many companies are "lightening the load" at the top of the food chain by offering "voluntary buyouts". Though 6-12 months of salary for not working sounds pretty good to many people, there are a lot of factors to consider when weighing buy-out options.

Read my take on the matter at The Wall Street Journal

www.JobBound.com

Dr. Phil Asks JobBound: Cleaning Up Your "Digital Dirt"

Social media is becoming increasingly relevant in the job hunt process. Sites like LinkedIn allow job seekers to stay in touch with professional contacts and promote themselves virtually. However, there is a dark side to the social media revolution - "digital dirt"

In a recent study, one in four recruiting directors admitted to not hiring someone because of information found online.

This Monday (September 8th) I will be appearing on the season premiere of the Dr. Phil Show to talk about the costly mistakes that students and professionals make on Facebook, MySpace, and the like.

Dr. Phil is a syndicated show. Check local listings for channel and times.

Our comic, The Other Side of the Desk just covered this topic in this month's issue of The Insider:


www.JobBound.com

Reviews of Confessions...

My book, Confessions of a Recruiting Director: The Insider's Guide to Landing Your First Job has been on bookstore shelves for over 3 years. Yet, new people are picking it up and giving me feedback on it all the time, and they're not always looking to land their first job. To wit:

I just wanted to thank you for writing Confessions of a Recruiting Director. My husband picked up a copy last year after struggling to find a job for several months. He literally sent out 100 resumes, with little response. He read your book and followed the advice and landed his dream job as a mechanical engineer. I too was in a similar situation this year where I sent out several cover letters and resumes with little to no response. When I did have an occasional interview, I totally blew it. I was very frustrated and wanted to give up. Then I read your book and really tried to follow the advice closely and landed my dream job on Friday working at a photo studio! Thank you again for taking the time to write such a great book. I really don't think I could have done it with out you.

And another...

A few years ago you came to the University of Colorado, Boulder and spoke... I can't tell you how helpful that presentation was in improving my resume and interviewing skills. Additionally, we all got your book (confessions from a recruiting...) and it was superb as I left college and stepped out into the career world and now, as I sit in the big chair interviewing new college graduates and I still find your book very helpful and useful!

One of the most rewarding things about my job is having the ability to make a difference in prople's lives. If you have an positive job hunting experience that I've played a part of, I'd love to hear about it. Drop me a line at info@jobbound.com any time.

www.JobBound.com

How to Search for a Fallback Job

I was quoted in an article in U.S. News & World Report today on the subject of how to go about seeking a job when you already have a job. In the current workplace environment, job security in not a foregone conclusion, and no one expects to be with the same company for 30+ years, get their gold watch, and retire anymore. Still, hunting for a new job while you're employed can be tricky.

Check out my thoughts on the matter at U.S. News & World Report.

http://www.JobBound.com

Storytelling - The Good Kind

Recently, we touched on the topic of being a liar on your resume, and what a terrible idea it is. However, it is extremely important to be a good storyteller, both throughout the job hunt and once you enter the workplace. According to a recent post on the New York Times' Shifting Careers blog, learning better storytelling skills is essential to being a better worker.

In the job hunt, your very first point of contact with a potential employer is your cover letter. To many, cover letters are merely a regurgitation of the information on your resume. Let's face it, if you used a template from a book, off the web, or even just wrote one like they teach in college, your cover letter isn't doing you justice.

Instead, your cover letter needs to supplement your resume by filling in the details of yor personality. It doesn’t have to tell your entire life story, but it does need to attract interest in your resume. Keep it short; make some sentences just a few words, and make some paragraphs one sentence. Write it very personally, and be conversational.

Often, it’s helpful to think about how you got interested in the field, why you like the particular job or company, or even some special connections or skills you have that the reader would find interesting.

Tell an honest, interesting, and relevant story, and your cover letter is much less likely to end up in the trash.

http://www.JobBound.com