When I look at the choice of providers for Career Transition and Outplacement services the market appears to be crowded – and ranges from large global providers down to single operator coaches. However, irrespective of size most seem to communicate a similar offering with the only key differences being the coaches, the e-platform/portal, collateral and/or delivery options (online, telephone, self-service or full-service face-to-face).
Most seem to be employer-centric in their value proposition (outcomes).
Over the last 11 years, I’ve seen employers – some of them quite large (banks, telco’s and government), either significantly reducing or abandoning the Career Transition services offered to their employees. In addition, I’ve seen providers' margins being squeezed to the point that it’s become more and more difficult to offer the full-service option previously expected (a little similar to outsourced recruitment) and replaced with online and telephone support.
Where-as11 years ago webinars, scaled-back self-service portals and telephone support were frowned upon by employers it’s now starting to become the norm. Whilst face-to-face is undoubtedly the preferred option for employees the selection by employers of the online channel is to some degree understandable. Online self-service portals have become more sophisticated and offer way more functionality than they did 5 years ago. Employee access to the internet from home is also now more ubiquitous – further increasing the viability of online and video-linked Skype and webinar-based programmes.
So, what are the qualitative measures and selection criteria employers are using? Are employers looking for demonstrated employee outcomes-based services? Or is Career Transition becoming a ‘be seen to be doing the right thing’ option?
What do employers look for from Career Transition providers?