Recruit the Employer

If you're an HR leader and your company WON'T spend $$ to support your laid-off employees. Here are some creative things you can do: 1) Call Your Competitors > I saw an HR leader do this and he was able to land most of the employees a new job this way. 2) Provide Job Search Resources > There are SO many free resources out there. Create a list of materials to help them navigate each step of the rehiring process. 3) Partner with Recruiting Firms > Good firms are looking for good candidates. Build some partnerships with recruiters so that when you do have to lay people off you know where to send them. 4) Create Career Open Houses > Similarly to calling your competitors, you can partner with other companies and host a virtual open house that exposes your exiting employees to new companies. Create an arrangement where their resumes get to bypass the ATS. Now, we recognize these things take time and after a layoff EVERYTHING is awry. These are just ideas for those who feel called to provide something extra for laid-off employees when the company won't or can't provide extra. P.S. What other unique ways have you supported your exiting employees? -- Reshare ?? to help your network. And follow us for more content like this. #layofflady #outplacement #offboarding #hr #humanresources

The entire employee experience matters. Not just in recruiting. Not just onboarding. The entire lifecycle of an employee matters. When invested in, it reduces turnover which ultimately reduces costs. #layofflady #outplacement #offboarding #hr #humanresources

It's an unfortunate reality that companies conduct layoffs around the holidays. If you've just been laid off, we see you. If you're worried about your job security, we see you. If you're a leader who has to break terrible news, we see you. There is no GREAT way to layoff an employee around the holidays. So for all parties involved - we see you. Do the best you can to be present with friends and family. Lean into the hope of this season. And look towards the future - whatever that may hold.

No, your executives should not be the only people to receive outplacement services. In fact. We would say it's MORE important to provide those services for junior employees. Here's why: → Junior employees have less of a network → Often, they have less experience changing jobs → It may be their first experience going through a layoff → They generally need more help navigating the job search So, sure... Provide career transition services for your executive suite. But if you don't think about those that are in junior roles.... Think about how it will affect your employer brand. From our experience, here's what the perception becomes: → You only care about those at the top → Puts value only on leadership → Widens the gap between leaders and regular employees It's just not a good look. ?? And probably isn't even true about your organization! We get it. Layoffs are hard and messy. And can be expensive, ironically enough. But before you make a decision on WHO you provide outplacement services to, think through all the repercussions of NOT including a certain demographic of your exiting employees. P.S. What are your thoughts? #layofflady #outplacement #offboarding #hr #humanresources

Ugh. Here's the issue with most career transition firms. → Support is minimal → Impersonal support → WAYY too much information for candidates → Sad → Boring → Poorly paid coaches → Doesn't address the whole person → Feels transactional, not relational Companies spend all this money. Much of the engagement is low. Money is wasted. Former employees don't land jobs. No one wins. Yuck. Recruit the Employer turns all of this on its head → All of our packages are 6 months or more → Our strategists are paid above market rate → We provide a clear roadmap that is customizable to each alum of your org → We make it fun → We make the alum feel seen → We celebrate their wins and walk alongside them when rejection comes And we do all of this while still being cost effective for the employer conducting the layoffs. This work matters. The way you lay off your employees matters. P.S. Have you ever used a career transition firm that actually made finding a new job fun? #layofflady #outplacement #offboarding #hr #humanresources

"I don't think we really need to offer outplacement services." - said every CEO to the dismay of every CHRO If you are a leader who is championing your C-suite to provide outplacement for an upcoming layoff... And you're getting pushback. >> HERE are some pointers to help you << ?? CONNECT TO CORE VALUES → Most likely you have a company core value that connects to respect, responsibility, moral obligation, etc. Remind them of their commitment to these. ?? EMPLOYER BRAND → Employer brands are made or destroyed not in times of flourishing, but in times of crisis. Now is the time to solidify your company as a great place to work AND leave. ?? COMPANY CULTURE → Layoffs don't just hurt those that are leaving, it impacts those left behind. To minimize disruption, resignations, etc. providing outplacement makes those that remain feel better about the support their colleagues are receiving. ?? PERSONAL BRAND → A CEO's reputation is directly impacted by how they handle a layoff. Providing outplacement can actually help the public's perception of them. What else would you add to this list? #layofflady #outplacement #offboarding #hr #humanresources

It's alarming that the outplacement industry is $2-3B. Why? Because 95% of the candidates we've spoken to about their experience with an outplacement provider goes something like this: → It wasn't even helpful. → I had to go hire a coach myself. → The coaches didn't understand my industry. → It was overwhelming. So much info. → The support only lasted for a short period of time. → I left defeated. → I didn't really understand what was included in my "package". → No one from the outplacement firm checked in with me. → The user experience was terrible. From HR leaders we've heard: → My exiting employees felt like a number. → YES this industry is ripe for disruption. → I honestly don't like using the bigger companies, but I don't know who else to use? When we started really digging into this industry. We got angrier. This industry has gotten away with a lot. Earning a LOT. But what value have they really been able to create for clients and candidates? We're on a mission to change that. For companies and candidates alike. ???????? P.S. There are a couple of great firms that provide quality service, so it's not a total wash. But for the biggest players. Yikes. #layofflady #outplacement #offboarding #hr #humanresources

This week we go BTS at Series B, FinTech company ZayZoon to see what it's like to work there....before you apply. ZayZoon Highlights: → Canadian remote-first company (yes & amen) → <250 employees globally → Series B → Definitely hiring → Mission-driven company (providing access to funds before payday!) We have a really candid conversation with the Founder, Tate Hackert about the challenges with growth (and why everyone should work at ZayZoon). This company is a great fit for folks who: → Care about the mission → Are hungry to grow → Align with the values: Hustle, Trust, People Driven, Mastery → Works well in a remote-first environment ??? ??? What company should we interview next?!

We know laying off your employees is emotional. But don't make it about you. Meaning: > It's not your time to be emotional. > Do not draw out the conversation. > They are probably not going to like you, so don't try and explain the decision away in hopes that they do. So yes, show compassion. But stay composed. Yes, bring clarity. But don't keep them in the room. Allow them the opportunity to process their emotions away from you. Yes, it's an emotional day for you too. But at this moment, you need to appropriately detach yourself. When the day is done, THEN you can have your moment. Talk to a therapist, fellow leader, or coach. It's true - being a leader is not for the faint of heart. Big jobs come with big burdens. So it's not that you CAN'T feel emotional about what you're going through at work. It's about picking your moment. And while you're laying off an employee... Well, that's not your moment. P.S. What other tactics have you found helpful in navigating these really challenging situations? #layofflady #outplacement #offboarding #hr #humanresources

1 month of career transition services isn't... "Better than nothing" It's a waste of your money and their time. Save the money on outplacement and put that towards their severance package. Here's why: ? It takes at least a month to start to deal with the shock, sadness and shame. ? Most job searches take 3-6 months, depending on seniority level ? Job searching is more than getting your resume and LinkedIn together It's about rebuilding confidence. That can't happen in one month. ? It's one of the reasons all of our outplacement packages provide at least 6 months of support. ? It's why we focus on the whole person (mindset, mental health, etc). ? It's why we hire coaches that are up-to-date on the latest strategies. So yes, invest in outplacement services during a layoff. But make sure it's worth it. -- P.S. If you're interested in confidentially learning more about our human-centric outplacement services, feel free to email us at [email protected] #layofflady #outplacement #offboarding #hr #humanresources