What are Outplacement Services?

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A Guide for Employers

The decision to downsize or make redundancies is never an easy process. Many businesses have been left with no other choice but to make difficult decisions to reduce company costs and stay afloat during a pandemic. It’s safe to say that most businesses have felt the effects of 2020. As employers, we must support staff during challenging times. Offering Outplacement services will help them to get through tough transitions with dignity and confidence. Let’s take a look at what Outplacement involves and how it can actually have a positive impact on all employees and your business as a whole.

 

What is Outplacement?

Outplacement services (or career transition services) focus on the employee. It’s a service that provides them with the necessary support and coaching during a challenging time in their career. Redundancy can be a stressful and upsetting situation for any employee to find themselves in. With Outplacement services, they receive assistance at each and every stage with the primary goal focusing on finding the employee another position. Many employers are now starting to put more emphasis on outplacement services as part of their redundancy package. Allow your staff to take back control of the situation and their future by equipping them with the knowledge, resources and confidence to return to the job market.

 

What is Offered in Outplacement Services?

We offer both individual and group programmes. It’s advantageous to offer both, as different employees will need different levels of support. It may also depend on how many staff members are going through this process.

 

Individual Outplacement Support

Mindset

Career coaching will provide employees with the support they need to cope with redundancy. The individual may be experiencing a wide range of emotions. Having someone experienced to talk with will be the first step for the employee in taking back control. Another area of focus is self-analysis, using career planning tools. They will be challenged to take an introspective look at themselves, what they want and where they want to go.

 

Practical Skills & Knowledge

As the main focus of outplacement is to help employees find new positions, there must be a large emphasis on practical elements such as job applications and social media. Some of the areas covered in 1:1 sessions are

  • Career and Life Planning
  • Current Situation Analysis
  • A Life and Career Map
  • Tailoring their CV and professional profile for the current job market
  • Provide tips on how to start their job searches
  • Enhance their Linkedin profile and use it as a job search strategy along with social media to source potential job opportunities
  • Practical goal setting advice and help to develop an action plan
  • Comprehensive work manual for each employee
  • Ongoing support for 3 months

 

Group Programmes

Group sessions are tailored for up to 10 candidates. They will receive the same advice and support as the 1:1 programme. Each individual will be provided with an Outplacement manual along with the opportunity to avail of 1:1 support for up to three months.

 

What are the benefits of an Outplacement Service?

When employees receive redundancy news, they are going to feel lost. Some of them may be rusty on how recruitment and job-seeking works. Especially since social media and the internet have become so prevalent in finding employment opportunities. A company that can comfort their employees by providing this level of support are going to feel less afraid of their current situation. It is also going to provide some support to those staying on, as they see the level of care being provided during challenging times.

 

There are certain benefits of providing outplacement to employees who are exiting the business. Firstly, and as mentioned, it is going to show your support to each individual in an inevitably taxing moment. Not only that though, but it also can:

  • Build confidence
  • Help set goals and create a tailored action plan
  • Support uprooted employees when they’re job searching
  • Provide them with up to date information and knowledge on the job market and current recruitment processes
  • Give them interview practice

 

So, what benefits can an employer see from providing outplacement services?

 

By showing your support and understanding to your employees, you’ll maintain a positive relationship with them. They’ll feel that you are dedicated to supporting them and their futures. This is going to make the entire process a lot less stressful for everyone involved.

 

During this time of unease, the remaining employees may be feeling tense and uncomfortable about what is occurring. Setting the precedent of how you treat your staff will undoubtedly have a positive impact. It can improve retention rates of continuing employees and help to maintain productivity among them.

 

Brand reputation is more valuable than ever before in the age of social media and online reviews. Maintaining a brand identity that exudes trustworthiness and that of high-principles is something that should be taken seriously. Understandably, your displaced employees are going to be feeling a lot of emotions. Doing what you can, showing that you understand and are there to support employees, will make a big difference.

 

Similarly to employer brand and reputation, highlighting corporate values through the actions you are taking during ebbs and flows is going to set a company standard that can be expected and respected.

 

Being proactive throughout each redundancy is going to reduce the risk of legal action. Showing compassion and an eagerness to provide support will, hopefully, help avoid any employees feeling negatively towards the company.

 

It’s never easy to make these types of decisions. However, I think we can safely say that often we are left with no other choice. After all, employers and companies have to make challenging judgments for the best interest of the business.

 

Our experienced consultants and Outplacement department are here to provide expert advice and information about your options.

 

To show our support, we are offering a NO obligation consultancy call which will allow you to discuss discreetly what options are available for your business and answer any queries you may have in relation to this invaluable service. Contact us on 01 2788 610 or email outplacement@rplus.ie

Supporting Employees Remotely

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Supporting Employees Remotely

There is no denying that we’ve all experienced both professional and personal challenges this year. Continued ambiguity hangs like a cloud over our heads. Providing adequate support, having a proactive approach and ensuring the correct procedures and plans are in place, no matter what happens, is going to be vital to ensure overall employee well-being and business success. Whether you are looking to hire new team members or looking for ways to support and encourage your existing employees, keep reading.

REMOTE ONBOARDING

Does the thought of hiring new staff in 2020 make you a tad anxious? It’s understandable. Most companies have a tried and tested onboarding process which HR and employers are used to and are confident in implementing. Onboarding is a vital stage of the recruitment process which shouldn’t be overlooked. Onboarding remote staff doesn’t mean that hiring new employees remotely can’t run just as smoothly as before. Here are some ways that you can make the process a little easier.

Welcome Your New Employees

Make new employees feel welcome even before they start. Send an email introducing the new team member to the rest of the company, encouraging them to say hello. It can be a daunting experience starting a new position, so breaking the ice before they start can be a positive gesture. Suggest 1:1 Zoom or team calls with the new employees closest working colleagues so they get to make a connection with them initially.

Share Essential Information

Here is a list of some important material that you should share with your new team member. We recommend using a file-sharing tool such as Dropbox or Google Drive.

  • Usernames and passwords
  • New email login
  • Communication tools
  • Documents (how-tos)
  • Company staff contact sheet
  • Company policies

It is going to be more difficult for new staff to ask questions remotely, so be comprehensive in the information you provide to them.

Tech Set-Up

It may be tempting to skip or hurry in aspects of the onboarding process to save time. Make sure that technology set up for new staff is not one area you skip. Valuable time could be lost if new staff aren’t properly trained to use the essential tools and technology required. Whether it is you or a tech support employee, make sure to allocate time to run through all the technology needed to fulfil the job.

Outline Clear Objectives and Goals

It has been proven that it takes 90 days for a new employee to learn the “ins and outs” of a company. Take this time to set clear objectives and goals which can be monitored. Having clear communication about expectations will help your new employee stay on track and feel supported.

Provide an Open Channel for Communication

Create a community environment, even when your staff are working remotely. Using tools such as Slack or Asana can help all staff feel connected. Be sure that new employees are aware of how they can contact their line manager or fellow employees, this is vital particularly in the early days in their new position.

MOTIVATING YOUR STAFF REMOTELY

As employers, we must always be thinking about our staff’s well-being. Happy, motivated and focused staff are what keep businesses going. We all know this year has been tough. Showing your staff that you understand and that you care about them is going to boost morale as they’re going to feel supported. Here are some ways to continue to keep staff motivated.

Proactive Adaptability

As employers, you need to be ready for whatever is thrown at you. With forever changing restrictions and guidelines, it is vital that a business is seen to be rolling with the punches and doing whatever is necessary to adapt. Keep employee trust and faith by using a proactive and communicative approach – no matter what.

Stay Connected

Ensure there are open channels of communication with the entire team. It can be easy for staff to feel disconnected as they’re not physically in the office. There are many platforms available that are specifically for team management. A popular option is Slack which allows you to have different “channels”. Each channel can be for a different topic such as a project update or something more casual so that all staff has somewhere to go to chat.

Be Sensitive & Understanding

All employees are without a doubt going through their own experiences and challenges. Showing compassion and patience to all staff will help to improve overall morale and well-being. It may also boost motivation and overall job satisfaction if your employees feel supported.

Goal-Oriented

Create clear and obtainable goals for each employee. These goals should be tracked and monitored weekly. This will not only keep staff motivated and focused, but it will also provide them with a sense of achievement. Without clear task intention, employees may lose their drive and interest which are both so important to keep a business going.

Suggestion Box

Why not create an anonymous suggestion box? There are free online tools that you can use to facilitate this. Not all employees are outspoken or confident enough to bring up issues and woes. This is a perfect way to not only show your staff you care but to also improve in areas that are needed.

 

A happy and supported workforce will only benefit the company and helps to create a great reputation as somewhere that employees are listened to and respected.

 

Do you need 2020 recruitment advice? Contact our offices here.

Rethinking Redundancy

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Redundancy: it’s a situation you never thought you’d face, yet living in unprecedented times leads to circumstances you could not have previously imagined. While being made redundant may feel like a blow to your ego, it’s important to remember that it’s the job being made redundant. Economies ebb and flow and so does the job market. As the old saying goes, when one door closes; another opens. In fact, in the future, you may look on the day you were made redundant as the day you started to forge your own path.

 

It’s all well and good talking about the future, but even with the promise that things will get better, the sting of redundancy hurts. And it hurts NOW. Below are some immediate steps you can take to ease your transition from your old road to your new path.

 

  1. Go easy on yourself! Familiarise yourself with the Kübler-Ross change curve (pictured below). That “sting” you’re feeling? It’s most likely shock and it’s completely normal to feel that way. Being aware of your feelings during this time will help you keep a clear head. If you can predict your reactions to this big change in your life, you’ll be able to adapt more easily.

 

 

  1. Use this as an opportunity for training and personal development. Are you interested in a different industry than the one you recently left? Perhaps you were in the same role for a long period and want to study up on advances in that area. Going forward, you don’t want to settle for just being competent in your career; you will want to excel in it. Actively pursuing training and development ensures that your knowledge and skills are always relevant. There are many courses available online and across Ireland to brush up on your skills and indeed learn new ones.

 

  1. Take up a new hobby so work doesn’t define you, or perhaps revisit an old hobby. Our time in lockdown reminded us that having a well-rounded life is important and a real boost to our mental health. In the same vein as personal development, there are courses for a range of hobbies available online. Lose yourself in the latest best-seller; dust off the acoustic guitar; learn a few phrases in a foreign language. Remember that you are more than your job and taking time for yourself to enjoy your favourite pastime is time well spent.

 

 

  1. Work on your narrative. You want to forge your own path? Then you need to start by telling your story in your own words. Before long, you will be interviewing for a new job and you will want to be able to showcase what you enjoyed in your last role, what you learned in your last role, and what you want now. Beyond traditional interviewing, you will also want to take advantage of your own personal network. Does your best friend’s brother work at your dream company? Take this time to perfect your “elevator pitch”. Before you can get what you want, you need to know how to ask for what you want.

 

 

  1. Take control. Create an action plan and set goals. Update your CV. Decide on how many job applications you will send per day and make sure you send them. Check in with 3 new contacts per week. Keep on top of your LinkedIn profile. Has your old company included an outplacement service with your redundancy package? Take advantage of that service. Be proactive and work with your outplacement co-ordinator.

One day soon, you’re going to look back on this period of your life and be so glad that you never gave up. You may be in a new job or a different career altogether and realise that, while redundancy is a difficult thing to face, this was a turning point in your life. It forced you to take stock of who you are and build a version of yourself based on your own personal values. Change, while unnerving, is an invitation to opportunity. Before today, you were sitting in the passenger’s seat, being driven down a road you were familiar with, but it wasn’t a route of your choosing. Take this time to identify your values, take the wheel, and forge your own path.

 

Click here for more information on Proactive Outplacement.

We’re Still Open

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As the current COVID-19 situation develops, we continue to monitor the situation carefully and will communicate any client-specific information to our Temps as it becomes available.

Our thoughts are with our staff, clients, candidates, and Temps along with their families during this time.

Our priority is looking after our Temporary & Contract workers, Staff, Candidates and Clients.  If you have general queries regarding COVID-19 please visit the HSE website https://www.hse.ie for all the latest and most up to date information.

If your query is in relation to potential sick pay entitlements please visit https://www.gov.ie/en/publication/99104a-covid-19-coronavirus/

For the protection of our staff, clients and candidates our offices in Dublin and Dundalk will be temporarily closed. Staff will be working remotely and conducting any meetings, interviews or screening online in order to continue to find the best talent for our clients and to support our candidates in their search for their ideal job.

Do you need Urgent COVID-19 Temp Cover?

In this challenging time we can support our clients balance business continuity and business flexibility, through providing short term resources.

  • We can provide temps (vetted where needed) qualified and available across Healthcare, Food Supply/Warehouse/ Logistics and all sectors.
  • Expedited Garda Vetting (1-2 days expected turnaround time) for any healthcare worker who is hired to assist with the Covid-19 outbreak.
  • Our pool of temp candidates are pre-screened, registered and ready to fill-in for a variety of positions.
  • We have 2 x offices in Dublin and Dundalk and we are adding Temps to our database daily.

 For further information on hiring temporary/contract staff please contact Anne Fanthom on 0868314668 or email anne@rplus.ie

Great Place To Work

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Great Place to Work 2020 Picture Conor McCabe Photography.

RecruitmentPlus Named as One of the Best Workplaces in Ireland

We are delighted to announce that we have been officially recognised as one of the Best Workplaces in Ireland in 2020. The annual Great Place to Work, Best Workplaces in Ireland awards, took place in the Clayton Hotel on Burlington Road, Dublin on Wednesday 26th February 2020. This is our first year to be named as a top Irish workplace, which is assessed through Great Place to Work’s robust ‘Trust Index©’ employee survey and a thorough ‘Culture Audit©’ assessment of their policies and practices.

We were ranked as the 14th best small workplace in Ireland.

In attendance on the evening were Anne-Marie Wallace, Bernice Brennan, Hazel Whelan, Lorna Ward, Zuzana Foley and Managing Director Anne Fanthom who says, “Thanks to all our colleagues, candidates and clients for their good wishes on our Great Places to Work achievement.  The team are thrilled and reaching 14th place out of 37 in our first year of entry is a huge accolade.”

 

About Great Place to Work® and the Assessment Process

The key defining feature of a great workplace is the level of trust that exists within it. From an employee’s viewpoint, the definition of a great workplace is one where you trust the people you work with, you have great pride in what you do, and you enjoy the people you work with. The Great Place to Work Institute assesses the policies and practices in place in organisations under nine key areas: Inspiring, Speaking, Listening, Caring, Developing, Thanking, Hiring, Celebrating, and Sharing. They then benchmark these practices against other organisations in that country. The second key component of the assessment is an anonymous Trust Index survey that gathers the perceptions of employees under five dimensions: Credibility, Respect, Fairness, Pride, and Camaraderie. Finally, there is an in-depth qualitative analysis of open-ended comments from employees.

RecruitmentPlus wins SME of the Year

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A hearty congratulations to our Dundalk team for being awarded “Best SME of the Year” at the 2019 Louth Business Awards.

 

The awards were held on Saturday 19th October at the Carrickdale Hotel with over 650 attending from businesses across Louth. Representing RecruitmentPlus on the night were: Anne Fanthom- Managing Director, Hazel Whelan- Director, Zuzana Foley- Regional Manager, Ciara Byrne- Senior Consultant and Jean Bailey- Temporary Division Consultant.

 

There were over 20 awards given out on the evening including the “Lifetime Award for Contribution to Louth” which was presented to Jim O’Callaghan of TSM Controls. He founded the company over 40 years ago and TSM is now a global organization exporting to 76 countries. Mr. O’Callaghan was president of Dundalk Chamber of commerce during the mid-80s and during his tenure he drove a cross-border initiative re-establishing contact between chambers of commerce on both sides of the border. A well-deserved award!

 

RecruitmentPlus were finalists in two categories- Best Training Initiative sponsored by the Louth and Meath Education and Training Board and Best SME of the Year sponsored by VHI Healthcare. The best Training Initiative award went to National Pen, a great employer based in Dundalk.

 

The highlight of the evening for our team was winning Best SME of the Year. We were delighted to have been short-listed among a strong group of finalists including Foxpak Flexibles, Fyffes, Nova Leah and Great Northern Distillery. All of these companies have made an impact to the region and we were proud to be part of this list of companies.

 

As members of the National Recruitment Federation, winning the award was a testament to the importance of the recruitment sector in Ireland. We pride ourselves on “Proactively partnering people” and that personal approach seems to have really made an impact on the judges for the Louth Business Awards. Our clients and candidates are at the heart of everything we do and our consultants go out of their way to ensure we place the right people in the right jobs.

 

The award was accepted by Regional Manager Zuzana Foley. “As a recruitment agency, we work with a good percentage of the companies in attendance at the awards and accepting that award among these clients and colleagues was an amazing experience”, said Foley.

 

Each company short-listed at the awards should be incredibly proud of their achievement. It is no secret that the worries of Brexit are on everyone’s minds, especially in a border county. Regardless of these worries, these companies continue to thrive and forward-plan with enthusiasm and optimism. This was a great night for the northeast and highlighted the importance of that region to Ireland’s economy.

Thanksgiving in the Office- Top 5

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Celebrating Thanksgiving

Five things we are thankful for in RecruitmentPlus

 

With all the “Black Friday” sales that have made their way across the pond, it’s easy to forget that the big event in the States this week is not a super-sale, but rather Thanksgiving.

 

Thanksgiving takes place in the United States each year on the 4th Thursday of November and centres around a large turkey dinner- not unlike our Christmas dinner here. Abraham Lincoln declared Thanksgiving a federal holiday in 1863 and some claim it was an attempt to unify the country during the American Civil War. To this day, the holiday is about coming together to sit at one table to feast and reflect. It’s a unique holiday as it is non-commercial in its roots. All you really need to celebrate the day is a group of family and friends and a grateful heart.

 

This is the 13th year we have celebrated Thanksgiving in RecruitmentPlus due to our American Office Manager starting working with us in 2007. We have embraced the holiday in our office and today would like to talk about giving thanks in an office setting.

 

  1. Co-workers

Where would we be without our work friends and colleagues? We celebrate the ones who know you well and offer a kind word on a difficult day; the ones who support you and your career goals; the ones who taught you that trick in excel which saved you hours of work a day; the ones who rolled up their sleeves and jumped in to help on an overwhelming project. Good co-workers can make your work day bearable and even enjoyable!

 

  1. Managers

We are so grateful for decent managers. The mood of an office comes from the top down and with an inspiring manager in the lead, you can tackle any task that comes your way. Having someone in charge who can offer advice and leadership gives us confidence in the work we do each day. Most importantly, having a manager who sees their employees as people (and not just worker bees) encourages a decent work-life balance for all.

 

  1. Accolades

When a company is recognised for the good work they do, it’s down to the team they have working for them. So, a company accolade is really a testament to the work we, the employees, have done. Speaking for RecruitmentPlus, this year we were accredited as an All-Ireland Business All Star company, and our Dundalk office was awarded Best SME in the Louth business awards. In addition to this, we are short-listed for 3 categories in the National Recruitment Federation Awards which take place on 29th November. It is a great feeling to feel recognised for the effort you’ve put in.

 

  1. Pay & benefits

Let’s be honest, your paycheque is probably the main reason you’re working. And you work hard for it. But it’s still something to feel gratitude for! Our salary pays for the necessities and the extras; the mortgage and the annual holiday. On top of salary, let’s consider any additional benefits we may receive- additional leave, parking, healthcare, flexi-time? A fair exchange of pay & benefits for the work we do is a wonderful thing.

 

  1. The work we do

A job is actually a wonderful thing. It gives us a reason to get up in the morning and a sense of purpose. A feeling of satisfaction in a job well done can really boost our spirits. When we think about our job as a place to excel in our current skills and learn new ones along the way, we can’t help but feel grateful.

 

So that’s it- our top five. What are you thankful for today in your job? For the day that’s in it, take a moment to reflect. As the saying goes “a thankful heart is a happy heart”. Of course, if upon your reflection you find that there’s not much to be thankful for in your current job, talk to us. We’d be happy to help you with your career goals.

 

Best wishes for a Happy Thanksgiving and the start of the festive season!

Movers & Shakers

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Movers and Shakers!

It has been a week full of announcements here in RecruitmentPlus. First our new logo, then our 20th year celebrations… now check out who’s made the Sunday Business Post’s “Movers and Shakers” section! Congratulations to Lorna Ward and Hazel Whelan on their well deserved promotions!

Dress for Success

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DRESS FOR SUCCESS

 

Making the right impression at work

 

Your alarm goes off at 6.00 am. You groggily get out of bed, brush your teeth, have a cup of tea, and then walk back up to your wardrobe. You fling open the doors, only to discover you have no idea what to wear! Fear not. We’ve got you covered.

 

The Interview

Every office will have its own dress code, but you probably won’t be familiar with the ins and outs of the dress code until you actually start working there. When in doubt, go with a corporate dress code.

 

Corporate Environment

What’s a corporate dress code you may ask? This is the standard business suit in a conservative colour. You want to look smart and put together. This look will give you an air of confidence and professionalism.

 

Business Casual

Whether your corporate office has a “Casual Friday” or you work in a more relaxed atmosphere, you will come across the business casual dress code. The rules are a bit more relaxed, but there still are rules. Make sure your clothing is in good order- no rips or stains. Usually business casual means no jeans or t-shirts. Ties are optional for men.

 

Uniform

It’s easy to get dressed when your job requires you wearing a uniform- weather you work in law enforcement, health care or hospitality. Even so, you still need to make sure you have the correct uniform components and that they are clean and in good condition.

 

Are you dressed for success? If you want to talk to someone about your career, contact RecruitmentPlus on 01 2788610 or visit www.recruitmentplus.ie  .

 

 

Ace that Interview

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The interview is the most common tool used to assess people for roles. Let’s look at 5 questions you may be asked and tips on responding to each.

  1. What can you tell us about your career to date?
    Many interviews start with this request. You should keep your answer brief and to the point. Cover your education quickly, your general career and finish with your most recent history. Keep it relatively simple and you’ll be off to a good start.
  2. What aspects of your previous job did you like or dislike?
    Concentrate on the like part of your previous role. When addressing the dislike part it may be better to change the emphasis to what you would have changed rather than being negative.
  3. Why should we employ you?
    Outline your personal qualities as they relate to the role you are applying for and how they will benefit the company. You should have established what the key aspects of the role are prior to the interview and build your answer around those key competencies.
  4. What is a difficult situation that you handled well?
    Highlight a difficult work situation and give the context, the actions you took and the result. Don’t share confidential information; don’t dismiss the efforts of others and avoid positioning yourself as a victim or a knight in shining armour. This question offers you the opportunity to show your reasoning skills and your ability to manage stress.
  5. What are your strengths and weaknesses?
    The natural inclination for the interviewee is to focus on the strengths while the natural tendency for the interviewer is to listen more closely to the weaknesses. As a general rule of the thumb, it makes good sense to cover strengths that are essential to the role and to raise a weakness that is non-essential.

If you want to talk to someone about career opportunities, contact RecruitmentPlus on 01 2788610 or visit www.recruitmentplus.ie  .