Jump-starting the search process
The most notable trend the Ayers consultants are seeing is that organizations preparing to release an individual or group of employees have begun calling us in to provide career transition services well before the separation date.
“In the past, we were typically invited to help plan for a downsizing or reorganization and then would meet with employees after notice was given to discuss career transition programs,” Bob explains. “Now, more and more companies want us to start working with employees one to three months prior to separation.”
These ‘jump-starts,’ as Tom calls them, generally consist of resume-development and interview workshops, as well as limited individual support for each employee. They provide benefits for both employer and employee. “Having someone address their concerns and interests helps employees get over the anxiety of impending change,” he says. “It improves morale and productivity while reducing absenteeism and voluntary turnover – all measurable benefits for the employer.”
Bill notes that for employees who will be leaving, jump-starting provides an opportunity to network among colleagues, getting feedback and lining up references and leads. “This helps build confidence in their networking skills before they leave. It’s also easier for separating employees to gather information needed to create resumés while they’re still at the company. And the jump-start sometimes helps an employee land a new job so quickly there’s virtually no gap.” He adds that supporting departing friends helps alleviate any guilt those who are staying may feel.
Another benefit, according to Bob, is that when employees feel they are being supported in preparation for their search, they are less likely to start a search prematurely. “This minimizes anxiety – which reverberates back into the workplace – resulting from networking and interviewing errors.”
Networking still the key
The key to a successful job search continues to be networking. “Typically, those folks who are doing a banner job of networking tap into the best opportunities,” Tom says.
In this relatively strong economy, candidates are generally landing more quickly – although the interview process may be a little longer than in recent years – and often at an increased salary. “Two years ago, people were taking up to 25 percent less at a new job. Now we’re seeing comparable or even higher salaries,” Bob observes. ”We’re hearing increasingly about multiple offers,” Bill says. “Some of our candidates are choosing among two or three attractive, legitimate offers.”
“Employment agencies and search firms have been very busy over the last couple of years, so if you have the right kind of credentials, chances are the time frame for landing will be shorter,” Tom adds.
Skill sets in particular demand include sales/marketing and accounting. As Bob notes, Sarbanes-Oxley continues to place a premium on knowledge of the regulatory and compliance issues.
The Ayers team sees a growing number of people – especially older, more senior candidates – looking at alternatives to corporate employment: starting businesses, consulting, doing contract work, franchising.
“They may have benefits from their old companies and are interested in exploring options outside the corporate world,” Bob says. “Some want more independence. The older the candidate is, the more attractive consulting may appear relative to finding a new corporate job. We’ll see more and more of this as boomers near retirement age.”
click here to read The Age Advantage Workforce article part I
click here to read The Age Advantage Workforce article part II
click here to read The Age Advantage Workforce article part III
Personal touch
At a time when competitors increasingly are handling career transition through web-, phone-, or email-based candidate contact, Bob points out that Ayers continues to provide a high level of personal support. “Candidates tell us that what they value the most – what makes the biggest difference – is the personal touch.”
“Having suburban offices is an asset in that regard,” Bill says. “If you go into the city, you’ll probably stay all day because it’s harder to get there. So many candidates are within a 20-minute drive of Parsippany or Princeton, they come more often for shorter periods. And our New Jersey offices attract people from as far as Westchester and the greater Philadelphia area.”
“Candidates who are starting businesses often use our offices to meet with investors,” Bob observes. “One who was starting a hedge fund met here with his partners over a number of weeks to prepare the presentations and go over the details.
“In the final analysis, nothing substitutes for face-to-face contact,” the Regional Manager concludes. “Whether they come here to meet with one of our consultants, do research, participate in a networking group, or simply use our facilities as their offices.”
