Why are we sharing these outplacement secrets?
First and foremost it’s about awareness. The world of outplacement is changing. Your business is changing. You may be going through a series of layoffs. You may be restructuring soon. Outplacement services are there for you when the time comes. It’s a smart investment. It’s a smart business decision. However, amid the increasing reliance companies have on outplacement, Careerminds wants to ensure you’re not overpaying for a service.
We can’t think of an outplacement provider that has questionable business practices. Certainly they’re out there, but for the most part it’s a reputable marketplace with good people doing good work. That doesn’t mean you’re getting the best value for the price you pay. The following five secrets aim to shed light on what you should be looking for from a vendor. These are the tough questions you ought to be asking every time you spend money on outplacement.
If your organization’s severance budget is value-focused as much as it is cost-focused, then we believe you’ll find these secrets to be eye-opening. When you’re ready, give us a call or request a demonstration of our program and technology. You’ll be well served by doing so. Careerminds knows the secrets. Because of that, our programs ensure you won’t overpay and you will receive the most comprehensive and progressive outplacement service anywhere.
Secret #1
Limited Participant Access to Coaching Time Leads to Undesirable Outcomes
The average length of outplacement coaching time for a participant is 3 hours. Few firms offer more time, many offer considerably less. Why is ample coaching time such a critical aspect of the career transition process? Research from the International Coach Federation shows the outcomes that participants most often attribute to their coaching are a higher level of self-awareness and self-confidence, a more balanced life, smarter goal-setting and lower stress levels.
Providing more hours of coaching within an outplacement program allows the participant to benefit from an ongoing dialogue with his or her coach. Seasoned coaches thrive on being exceptional listeners, facilitators, and editors—all of which are central to creating a desirable outcome for the participant. Most importantly, they use these skills to hold the participant accountable during the career transition process. To that end, the time it takes to achieve the following coaching goals requires more than a couple of hours.
Critical Listening
o Identifying gaps between where the participant is and where the he or she wants to be
o Asking for more intentional thought, action, and behavior changes than the participant would have asked of him or herself
Process Facilitation
o Guiding the participant to make full use of the content and process
o Creating an environment in which participants see themselves more clearly
o Understands and anticipates potential obstacles
Editorial Review
o Reviewing and commenting on participants’ work output
The Bottom Line
If your organization uses outplacement, now’s the time to look at your vendor agreement and see just how many hours of coaching your former employees receive. If you’re considering outplacement for the first time, when you conduct your due diligence of several providers, be sure to zero-in on how many hours each displaced worker is going to receive. In both cases, if it’s fewer than 3 hours, you’re likely going to short-change the participant’s experience. If your organization is spending money on outplacement, you expect that it’s going to put your former employees back to work quickly and effectively. Having plenty of coaching time available is at the center of that return on investment.
Secret #2
Limited Convenience for Recipients Leads to Higher Prices
In a 2006 study conducted by PriceWaterhouseCoopers, the demand for more affordably priced career transition services is on the rise. At some point, you may have asked why traditional outplacement services—like those provided by the so-called ‘Big 3’—are so expensive. Let’s face it: laying out $3,000 to as much as $10,000 per displaced individual is steep. Yet, that’s the average cost range in today’s outplacement marketplace.
The reason you see stratospheric prices is simple—and it’s something you may not have ever considered. It’s called infrastructure, and the most common names in outplacement services have lots of it. Dozens of physical offices and layers of management cost money. In order to cover their overhead, the traditional outplacement providers need to charge more.
So what does this have to do with convenience for participants? Everything! There’s an old, outdated notion that meeting face-to-face with coaches, attending classroom-based training, and having a physical space to come to in order to work on your resume is more effective for the participant. The reality is that it’s not.
There’s a considerable body of research that not only makes a case for virtual, on-demand access to experts and educational resources, but demonstrates the convenience it affords the participant without sacrificing quality or desirable outcomes. The time it takes for a sponsored outplacement recipient to travel to a physical site to receive services can be very inconvenient, especially during a time of unemployment. When people are out of work, their schedules are turned upside down and there’s enormous emotional stress. Being able to access resources in an on-demand manner (as opposed to an onsite fashion) from the comfort of home can mean the difference between having an effective, engaged participant and one who feels strained to get the help he or she needs.
The Bottom Line
Convenience may be the most important factor in determining an effective participant’s outcome. It’s also the way outplacement can be made more affordable for companies. In an on-demand, web-based program, where the content is accessible via a web portal and the coaching is done over the phone, the outplacement provider has drastically reduced overhead. The bottom line is you ending up paying less per participant and can feel confident that the service will be as effective—if not more so—than a traditional, onsite services.
Secret #3
Limited Job Search Technology Leads to Ineffective Placement Results
Here’s an eye-opener that ordinary outplacement providers won’t talk about. Do you know what type of job search technology your vendor is using? Have you seen it demonstrated? If you can’t answer ‘yes’ to either of those questions, you might want to take a closer look. Why? Because the name of the game in outplacement is to help people find jobs. To be sure, the entire career transition process encompasses much more, but in the end the participant needs to have access to robust job-search technology.
Most outplacement firms do little more than maintain a job database that is similar to Monster.com, CareerBuilder.com, etc. Sure, there may be a few extra bells and whistles; yet, when the individual performs a search, they’re likely seeing the same opportunities everyone else in the world can see. This does very little in the way of competitive job searching. The result is a well-prepared job seeker with a relatively weak method for getting in front of an employer in a proactive, strategic way. This fact can lead to much longer search times, increased stress, de-motivation, and in some cases having to simply ‘settle’ for the first job that comes along.
The Bottom Line
Your organization invests in outplacement in order to preserve your image in the business community, help employees feel more secure in the event of a layoff, and, ultimately, put displaced individuals back to work quickly and effectively. Your return on investment may be lacking with a traditional vendor. Simply put, why spend all that money on outplacement if the provider lacks the technology to re-employ participants in a manner that goes beyond what is already widely available to out-of-work individuals everywhere?
Secret #4
Limited Scientific Basis for the Outplacement Process
Most outplacement companies have some form of a personality or behavior assessment that is either standard or available as an option. If your provider doesn’t use one (or if you don’t know if it uses one), now’s the time to give this secret some serious thought.
Basic questionnaires like Myers Briggs are well respected but only tell half the story. They’re designed to measure psychological preferences in how people perceive the world and make decisions. What they don’t do is provide a scientific basis that gets to the core of what a career transition process is designed to achieve; that is, what a job seeker’s work style and motivations and values are. The key to an effective behavioral assessment for job seekers is in its ability to reveal his or her motivations and values in the workplace in the following ways:
• Willingness to help and serve people
• Drive to become an expert in his or her profession
• Desire to make money and be productive
• Disposition on taking responsibility and to lead others
Most assessments used by outplacement firms do not measure the above traits. Yes, taken together, these behavioral attributes serve as the North Star in guiding the participant to a successful outplacement experience. They are concrete, actionable insights that speak directly to the career transition process. Because very few vendors perform assessments that reveal these traits, they thereby limit participants from a complete view of what their actionable work strengths and weaknesses are.
The Bottom Line
Working with an outplacement provider means knowing how much emphasis it places on the scientific basis of its program, particularly with respect to personality and behavioral testing. If your current or future provider is using an instrument that doesn’t reveal insights to the above mentioned dimensions, then your investment in outplacement may be at risk. If your organization’s aim is to give your former employees an empowering outplacement program that puts them back to work, the vendor’s choice of assessments can make all the difference.
Secret #5
Limited Access to Leading Minds
Let’s be clear: any vendor worth its price has very talented coaches and support personnel on staff. Sadly, relatively few outplacement firms take advantage of expertise outside the walls of their organizations. Most providers retain a coaching staff with backgrounds in human resources and/or training. However, a vital component of career transition is having access to outside experts. Why? Because, insights provided by well-regarded professionals adds depth to the overall experience. The exchange and dialogue helps to keep participants motivated, focused, and aware of leading-edge knowledge on various career transition topics.
The Bottom Line
Beyond the coach and in-house trainers, what does your outplacement provider offer in the way of outside experts? If you don’t know, now’s the time to find out because it’s directly linked to the experience and final outcome for the participant.
http://www.careerminds.com/Secrets-to-Outplacement-Services
Saturday, November 14, 2009
University of Delaware Professional and Continuing Studies Selects Careerminds as Provider of Career Transition Program
Careerminds Group, Inc., a national consulting company specializing in web-based outplacement and career transition services is pleased to announce a partnership with University of Delaware’s Division of Professional and Continuing Studies to be a provider of the MyBrand career transition program.
Through Professional and Continuing Studies, the University provides certificate programs, continuing professional education, and customized learning solutions, as well as evening, part-time and online degrees for returning adults and other non-traditional students. Professional and Continuing Studies is now offering Careerminds’ MyBrand career transition program to its current and past students and to residents in Delaware, Pennsylvania, and Maryland seeking new career opportunities.
“It’s a great strategic partnership,” said Academic and Professional Programs Director Dayle Thorpe. “Careerminds’ three-month program is exactly what our adult students need as they prepare to re-enter the workforce. We had been considering a number of solutions to address the growing need of assisting our students after they finish a program. Careerminds was the clear choice in helping us reach our goals while providing an innovative approach to the career transition process.”
MyBrand is a consumer-based career transition program that allows participants to access effective content, tools, and resources in an on-demand manner. It uses a proven, scientifically-based foundation that shapes the individual into a focused, highly differentiated ‘brand’ that stands out among the crowd of job seekers. The company developed the program and its proprietary Web 2.0, software-as-a-service (SaaS) platform as a way to help the millions of unemployed workers in North America get back to work quickly and affordably.
“We’re honored to be connected to the University of Delaware,” said Careerminds Partner Justin Schakelman. “The University’s prominence means we are able to reach a significant number of job seekers with MyBrand. Most importantly, we’re able to make a real difference in the lives of those participants with a service that delivers real value.”
About University of Delaware Professional and Continuing Studies
The Division of Professional and Continuing Studies provides educational opportunities for adults seeking to earn their degree, to build their professional skills, or to enrich their lives. Professional and Continuing Studies also provides customized learning solutions to businesses, organizations, and professional associations. Credit courses, taken either online or in the classroom, can be used for professional or personal development or applied to completing a degree. Certificates provide practical skills in specific areas, including Business Analyst, Clinical Trials Management, Finance for Non-Financial Managers, Financial Planning, Health Care Risk Management and Patient Safety, Paralegal, Project Management, Six Sigma Green Belt, and Strategic Human Capital Management. The Division also provides academic and career advisement free of charge.
For more information about University of Delaware Professional and Continuing Studies, visit http://www.pcs.udel.edu
About Careerminds
With over 15 years of human resource consulting experience, Careerminds provides strategic solutions to organizations and individuals seeking affordable web-based career transition services, HR consulting, and career coaching. Using a Web 2.0 platform that delivers affordable, web-based career transition services, Careerminds provides a blend of on-demand resources supported by senior-level career consultants to help displaced workers get off unemployment and back into the workforce quickly.
For more information about Careerminds, visit: http://www.careerminds.com
Through Professional and Continuing Studies, the University provides certificate programs, continuing professional education, and customized learning solutions, as well as evening, part-time and online degrees for returning adults and other non-traditional students. Professional and Continuing Studies is now offering Careerminds’ MyBrand career transition program to its current and past students and to residents in Delaware, Pennsylvania, and Maryland seeking new career opportunities.
“It’s a great strategic partnership,” said Academic and Professional Programs Director Dayle Thorpe. “Careerminds’ three-month program is exactly what our adult students need as they prepare to re-enter the workforce. We had been considering a number of solutions to address the growing need of assisting our students after they finish a program. Careerminds was the clear choice in helping us reach our goals while providing an innovative approach to the career transition process.”
MyBrand is a consumer-based career transition program that allows participants to access effective content, tools, and resources in an on-demand manner. It uses a proven, scientifically-based foundation that shapes the individual into a focused, highly differentiated ‘brand’ that stands out among the crowd of job seekers. The company developed the program and its proprietary Web 2.0, software-as-a-service (SaaS) platform as a way to help the millions of unemployed workers in North America get back to work quickly and affordably.
“We’re honored to be connected to the University of Delaware,” said Careerminds Partner Justin Schakelman. “The University’s prominence means we are able to reach a significant number of job seekers with MyBrand. Most importantly, we’re able to make a real difference in the lives of those participants with a service that delivers real value.”
About University of Delaware Professional and Continuing Studies
The Division of Professional and Continuing Studies provides educational opportunities for adults seeking to earn their degree, to build their professional skills, or to enrich their lives. Professional and Continuing Studies also provides customized learning solutions to businesses, organizations, and professional associations. Credit courses, taken either online or in the classroom, can be used for professional or personal development or applied to completing a degree. Certificates provide practical skills in specific areas, including Business Analyst, Clinical Trials Management, Finance for Non-Financial Managers, Financial Planning, Health Care Risk Management and Patient Safety, Paralegal, Project Management, Six Sigma Green Belt, and Strategic Human Capital Management. The Division also provides academic and career advisement free of charge.
For more information about University of Delaware Professional and Continuing Studies, visit http://www.pcs.udel.edu
About Careerminds
With over 15 years of human resource consulting experience, Careerminds provides strategic solutions to organizations and individuals seeking affordable web-based career transition services, HR consulting, and career coaching. Using a Web 2.0 platform that delivers affordable, web-based career transition services, Careerminds provides a blend of on-demand resources supported by senior-level career consultants to help displaced workers get off unemployment and back into the workforce quickly.
For more information about Careerminds, visit: http://www.careerminds.com
University of Delaware Professional and Continuing Studies Selects Careerminds as Provider of Career Transition Program
Careerminds Group, Inc., a national consulting company specializing in web-based outplacement and career transition services is pleased to announce a partnership with University of Delaware’s Division of Professional and Continuing Studies to be a provider of the MyBrand career transition program.
Through Professional and Continuing Studies, the University provides certificate programs, continuing professional education, and customized learning solutions, as well as evening, part-time and online degrees for returning adults and other non-traditional students. Professional and Continuing Studies is now offering Careerminds’ MyBrand career transition program to its current and past students and to residents in Delaware, Pennsylvania, and Maryland seeking new career opportunities.
“It’s a great strategic partnership,” said Academic and Professional Programs Director Dayle Thorpe. “Careerminds’ three-month program is exactly what our adult students need as they prepare to re-enter the workforce. We had been considering a number of solutions to address the growing need of assisting our students after they finish a program. Careerminds was the clear choice in helping us reach our goals while providing an innovative approach to the career transition process.”
MyBrand is a consumer-based career transition program that allows participants to access effective content, tools, and resources in an on-demand manner. It uses a proven, scientifically-based foundation that shapes the individual into a focused, highly differentiated ‘brand’ that stands out among the crowd of job seekers. The company developed the program and its proprietary Web 2.0, software-as-a-service (SaaS) platform as a way to help the millions of unemployed workers in North America get back to work quickly and affordably.
“We’re honored to be connected to the University of Delaware,” said Careerminds Partner Justin Schakelman. “The University’s prominence means we are able to reach a significant number of job seekers with MyBrand. Most importantly, we’re able to make a real difference in the lives of those participants with a service that delivers real value.”
About University of Delaware Professional and Continuing Studies
The Division of Professional and Continuing Studies provides educational opportunities for adults seeking to earn their degree, to build their professional skills, or to enrich their lives. Professional and Continuing Studies also provides customized learning solutions to businesses, organizations, and professional associations. Credit courses, taken either online or in the classroom, can be used for professional or personal development or applied to completing a degree. Certificates provide practical skills in specific areas, including Business Analyst, Clinical Trials Management, Finance for Non-Financial Managers, Financial Planning, Health Care Risk Management and Patient Safety, Paralegal, Project Management, Six Sigma Green Belt, and Strategic Human Capital Management. The Division also provides academic and career advisement free of charge.
For more information about University of Delaware Professional and Continuing Studies, visit http://www.pcs.udel.edu
About Careerminds
With over 15 years of human resource consulting experience, Careerminds provides strategic solutions to organizations and individuals seeking affordable web-based career transition services, HR consulting, and career coaching. Using a Web 2.0 platform that delivers affordable, web-based career transition services, Careerminds provides a blend of on-demand resources supported by senior-level career consultants to help displaced workers get off unemployment and back into the workforce quickly.
For more information about Careerminds, visit: http://www.careerminds.com
Through Professional and Continuing Studies, the University provides certificate programs, continuing professional education, and customized learning solutions, as well as evening, part-time and online degrees for returning adults and other non-traditional students. Professional and Continuing Studies is now offering Careerminds’ MyBrand career transition program to its current and past students and to residents in Delaware, Pennsylvania, and Maryland seeking new career opportunities.
“It’s a great strategic partnership,” said Academic and Professional Programs Director Dayle Thorpe. “Careerminds’ three-month program is exactly what our adult students need as they prepare to re-enter the workforce. We had been considering a number of solutions to address the growing need of assisting our students after they finish a program. Careerminds was the clear choice in helping us reach our goals while providing an innovative approach to the career transition process.”
MyBrand is a consumer-based career transition program that allows participants to access effective content, tools, and resources in an on-demand manner. It uses a proven, scientifically-based foundation that shapes the individual into a focused, highly differentiated ‘brand’ that stands out among the crowd of job seekers. The company developed the program and its proprietary Web 2.0, software-as-a-service (SaaS) platform as a way to help the millions of unemployed workers in North America get back to work quickly and affordably.
“We’re honored to be connected to the University of Delaware,” said Careerminds Partner Justin Schakelman. “The University’s prominence means we are able to reach a significant number of job seekers with MyBrand. Most importantly, we’re able to make a real difference in the lives of those participants with a service that delivers real value.”
About University of Delaware Professional and Continuing Studies
The Division of Professional and Continuing Studies provides educational opportunities for adults seeking to earn their degree, to build their professional skills, or to enrich their lives. Professional and Continuing Studies also provides customized learning solutions to businesses, organizations, and professional associations. Credit courses, taken either online or in the classroom, can be used for professional or personal development or applied to completing a degree. Certificates provide practical skills in specific areas, including Business Analyst, Clinical Trials Management, Finance for Non-Financial Managers, Financial Planning, Health Care Risk Management and Patient Safety, Paralegal, Project Management, Six Sigma Green Belt, and Strategic Human Capital Management. The Division also provides academic and career advisement free of charge.
For more information about University of Delaware Professional and Continuing Studies, visit http://www.pcs.udel.edu
About Careerminds
With over 15 years of human resource consulting experience, Careerminds provides strategic solutions to organizations and individuals seeking affordable web-based career transition services, HR consulting, and career coaching. Using a Web 2.0 platform that delivers affordable, web-based career transition services, Careerminds provides a blend of on-demand resources supported by senior-level career consultants to help displaced workers get off unemployment and back into the workforce quickly.
For more information about Careerminds, visit: http://www.careerminds.com
Monday, August 17, 2009
Rutgers University Selects Careerminds for Career Transition Services
WILMINGTON, DE, 8/17/09 — Careerminds Group, Inc., a national consulting company specializing in web-based outplacement and career transition services is pleased to announce a partnership with Rutgers, The State University of New Jersey’s Institute for Management and Executive Development (IMED) to be the exclusive provider of career transition services.
The Camden, N.J.-based Rutgers University Institute is a leading provider of business training, executive and professional development programs in the Northeast region. Through grant-based funding, IMED provides the unemployed residents of NJ access to a number of non-credit career development certification programs.
“It’s a great partnership,” said Associate Dean and Director Ray Compari. “Careerminds delivers exactly what we need to significantly help our sponsored job seekers improve their marketability and visibility in today’s competitive market.” Careerminds will deliver its online MyBrand career transition program to the hundreds of out-of-work individuals that Rutgers IMED sponsors each year.
MyBrand is a consumer-based career transition program that allows participants to access effective content, tools, and resources in an on-demand manner. It uses a proven, scientifically-based foundation that shapes the individual into a focused, highly differentiated ‘brand’ that stands out among the crowd of job seekers. The company developed the program and its proprietary Web 2.0, software-as-a-service (SaaS) platform as a way to help the millions of unemployed workers in North America get back to work quickly and affordably.
“We are excited to be the exclusive provider for Rutgers IMED,” said Careerminds CEO Raymond Lee. “Its forward-thinking reputation and commitment to excellence is an ideal backdrop for the MyBrand program. Our unique service is designed to make a real difference in the lives of talented individuals who are frustrated by the traditional job search process.”
About Rutgers IMED
As the outreach arm of the Rutgers School of Business-Camden, the Rutgers Institute for Management and Executive Development (Rutgers IMED) is a leading provider of business training and professional development; serving businesses in the region as well as corporations worldwide. Our mission is straightforward: to strengthen the leadership and management capabilities of individuals and organizations.
Our solutions are always customized to our client’s needs. Whether the solution demands custom/classroom training, or online learning, the organizational results are consistent.
For more information about Rutgers IMED, visit http://imed.rutgers.edu
About Careerminds
With over 15 years of human resource services experience, Careerminds provides strategic solutions to companies and individuals seeking high-performance recruiting, affordable web-based outplacement and career coaching services. Using a Web 2.0 platform that delivers affordable, web-based career transition services, Careerminds provides a blend of on-demand resources supported by senior-level career consultants to help displaced workers get off unemployment and back into the workforce quickly.
For more information about Careerminds, visit: http://www.careerminds.com
The Camden, N.J.-based Rutgers University Institute is a leading provider of business training, executive and professional development programs in the Northeast region. Through grant-based funding, IMED provides the unemployed residents of NJ access to a number of non-credit career development certification programs.
“It’s a great partnership,” said Associate Dean and Director Ray Compari. “Careerminds delivers exactly what we need to significantly help our sponsored job seekers improve their marketability and visibility in today’s competitive market.” Careerminds will deliver its online MyBrand career transition program to the hundreds of out-of-work individuals that Rutgers IMED sponsors each year.
MyBrand is a consumer-based career transition program that allows participants to access effective content, tools, and resources in an on-demand manner. It uses a proven, scientifically-based foundation that shapes the individual into a focused, highly differentiated ‘brand’ that stands out among the crowd of job seekers. The company developed the program and its proprietary Web 2.0, software-as-a-service (SaaS) platform as a way to help the millions of unemployed workers in North America get back to work quickly and affordably.
“We are excited to be the exclusive provider for Rutgers IMED,” said Careerminds CEO Raymond Lee. “Its forward-thinking reputation and commitment to excellence is an ideal backdrop for the MyBrand program. Our unique service is designed to make a real difference in the lives of talented individuals who are frustrated by the traditional job search process.”
About Rutgers IMED
As the outreach arm of the Rutgers School of Business-Camden, the Rutgers Institute for Management and Executive Development (Rutgers IMED) is a leading provider of business training and professional development; serving businesses in the region as well as corporations worldwide. Our mission is straightforward: to strengthen the leadership and management capabilities of individuals and organizations.
Our solutions are always customized to our client’s needs. Whether the solution demands custom/classroom training, or online learning, the organizational results are consistent.
For more information about Rutgers IMED, visit http://imed.rutgers.edu
About Careerminds
With over 15 years of human resource services experience, Careerminds provides strategic solutions to companies and individuals seeking high-performance recruiting, affordable web-based outplacement and career coaching services. Using a Web 2.0 platform that delivers affordable, web-based career transition services, Careerminds provides a blend of on-demand resources supported by senior-level career consultants to help displaced workers get off unemployment and back into the workforce quickly.
For more information about Careerminds, visit: http://www.careerminds.com
Tuesday, July 21, 2009
Data Mining Uncovers the Unpublished Jobs
‘I sent my resume to ten job postings a day with no call backs’ is a common statement from job seekers looking for work in today’s ultra-competitive marketplace. ‘I’m frustrated. I know I am talented and possess the skill sets that companies are looking for. What am I doing wrong? Why am I not getting call backs?’
With over 14 million people unemployed, as reported in June by the U.S. Bureau of Labor Statistics, the din surrounding the effectiveness of job search tools and techniques is increasing. Job seekers are finding that it’s more critical than ever before to have access to as many postings as possible in a single service. The problem is, even with sites like Indeed, Monster, and CareerBuilder, search results only reveal published openings. The result is hundreds—sometimes thousands—of applicants all vying for a single job.
While the current groundswell of skilled individuals submitting resumes is a good position to be in from the employer’s perspective, it’s not so desirable from the other side. So, what’s the next evolution in job search technology for consumers? How can 14 million eager-to-work citizens get a leg-up on the open market approach to finding meaningful employment?
Data mining is likely the solution.
For years, private and public companies, government agencies, and institutions have used data mining to sort through volumes of information to analyze trends, forecast, and gain strategic insight. Data mining is an information-search method that can be used to uncover hidden patterns of data reported by companies all over the world. Until now, it has never been used to help job seekers find possible openings before companies even publish them.
Recent advancements in job search technology are now coming to market. CareerConnect, a proprietary search platform offered by Careerminds is one of the first services to harnesses the power of data mining for frustrated job searchers.
How does it work? The job seeker establishes ‘trigger words’ that filter relevant data which may be a key indicator that a company is experiencing potential growth. As we all know, growth equals jobs. The triggers return data that reveal information about a company such as major contracts awarded, FDA research announcements, awards and recognition, earnings announcements, labor movements, management changes, patent approvals, loan approvals, as well as mergers and acquisitions. Events such as these often suggest that a company is poised to expand.
Using data mining to uncover this type of information early in the job search process gives applicants an advantage when marketing their skills and abilities. With the advancement of social media sites like LinkedIn, making contact with decision makers, hiring managers, and human resource personnel is easier than ever. In fact, Careerminds’ CareerConnect data mining job search engine will not only find unpublished job opportunities by vetting 17 million organizations worldwide, but it will automatically identify the LinkedIn contacts you have at all of those companies. Plus, the tool also features a unique job management dashboard that helps the user stay organized with just a few clicks.
For more information on how CareerConnect is transforming the way job seekers find employment, visit http://www.careerminds.com/News/Outplacement-Services-Enhancements.
With over 14 million people unemployed, as reported in June by the U.S. Bureau of Labor Statistics, the din surrounding the effectiveness of job search tools and techniques is increasing. Job seekers are finding that it’s more critical than ever before to have access to as many postings as possible in a single service. The problem is, even with sites like Indeed, Monster, and CareerBuilder, search results only reveal published openings. The result is hundreds—sometimes thousands—of applicants all vying for a single job.
While the current groundswell of skilled individuals submitting resumes is a good position to be in from the employer’s perspective, it’s not so desirable from the other side. So, what’s the next evolution in job search technology for consumers? How can 14 million eager-to-work citizens get a leg-up on the open market approach to finding meaningful employment?
Data mining is likely the solution.
For years, private and public companies, government agencies, and institutions have used data mining to sort through volumes of information to analyze trends, forecast, and gain strategic insight. Data mining is an information-search method that can be used to uncover hidden patterns of data reported by companies all over the world. Until now, it has never been used to help job seekers find possible openings before companies even publish them.
Recent advancements in job search technology are now coming to market. CareerConnect, a proprietary search platform offered by Careerminds is one of the first services to harnesses the power of data mining for frustrated job searchers.
How does it work? The job seeker establishes ‘trigger words’ that filter relevant data which may be a key indicator that a company is experiencing potential growth. As we all know, growth equals jobs. The triggers return data that reveal information about a company such as major contracts awarded, FDA research announcements, awards and recognition, earnings announcements, labor movements, management changes, patent approvals, loan approvals, as well as mergers and acquisitions. Events such as these often suggest that a company is poised to expand.
Using data mining to uncover this type of information early in the job search process gives applicants an advantage when marketing their skills and abilities. With the advancement of social media sites like LinkedIn, making contact with decision makers, hiring managers, and human resource personnel is easier than ever. In fact, Careerminds’ CareerConnect data mining job search engine will not only find unpublished job opportunities by vetting 17 million organizations worldwide, but it will automatically identify the LinkedIn contacts you have at all of those companies. Plus, the tool also features a unique job management dashboard that helps the user stay organized with just a few clicks.
For more information on how CareerConnect is transforming the way job seekers find employment, visit http://www.careerminds.com/News/Outplacement-Services-Enhancements.
Wednesday, May 6, 2009
Careerminds launches NEW Career Transition Group on Linkedin
Careerminds recently launched a NEW networking forum on Linkedin called Career Transition. To find the networking group, login to linkedin.com and search groups: "Careerminds Career Transition" and simply join. Careerminds is a leading provider of affordable web-based outplacement solutions.
The goals of the networking group include:
1) Encourage the sharing of best practices for all of our members in career transition and outplacement.
2) Continue to grow our reach as a career transition networking group.
3) Maintain a quality networking environment activitly monitoring the integrity of group discussions.
We look forward to assisting those who are in Career Transition and we appreciate your feedback, participation and help.
Best Regards,
Raymond Lee
Careerminds Founder
-------------------------------------------
About Careerminds
With over 15 years of human resource services experience, Careerminds provides strategic solutions to companies seeking high-performance recruiting, web-based outplacement, and career coaching services. The Company recently launched a new service called e-outplacement, a Web 2.0 platform that delivers affordable, web-based career transition services using a blend of on-demand resources supported by senior-level career consultants to help displaced workers get off unemployment and back into the workforce quickly.
For general information on Outplacement Services, visit Outplacement Services at Careerminds.com
For general information on Careerminds, visit Careerminds.com
The goals of the networking group include:
1) Encourage the sharing of best practices for all of our members in career transition and outplacement.
2) Continue to grow our reach as a career transition networking group.
3) Maintain a quality networking environment activitly monitoring the integrity of group discussions.
We look forward to assisting those who are in Career Transition and we appreciate your feedback, participation and help.
Best Regards,
Raymond Lee
Careerminds Founder
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About Careerminds
With over 15 years of human resource services experience, Careerminds provides strategic solutions to companies seeking high-performance recruiting, web-based outplacement, and career coaching services. The Company recently launched a new service called e-outplacement, a Web 2.0 platform that delivers affordable, web-based career transition services using a blend of on-demand resources supported by senior-level career consultants to help displaced workers get off unemployment and back into the workforce quickly.
For general information on Outplacement Services, visit Outplacement Services at Careerminds.com
For general information on Careerminds, visit Careerminds.com
Tuesday, April 14, 2009
Careerminds Sponsors Delaware SHRM Meeting
Careerminds is sponsoring the DESHRM Dinner Meeting held April 14th at the Cavalier Country Club in Newark, DE. Careerminds' National Director of Sales and Marketing will be presenting Careerminds e-Ouplacement solution, an affordable 100% web-based ondemand solution. He will discuss the benefits that companies are realizing by selecting e-Ouplacement for their displaced employees.
He will also mention the Careerminds business partner and career consultant program that was launched in January 2009. Careerminds is now in over 10 major US markets expanding to over 30 by the end of June 2009.
REGISTER HERE: http://www.deshrm.org/
MEETING TOPIC
A Strategic Look at Employee Healthcare Benefits:
Robert Prucnal, Chief Marketing Officer, Corporate Synergies
Mr. Prucnal, will discuss how important in today's climate, educating your employees about their healthcare benefits must be the cornerstone of your communications strategy. The grasp that your employees (and their families) have on the relationship between lifestyle choices and healthcare premiums is a foreign concept to many of them. This is why having a comprehensive communications strategy that educates and engages your employees is a necessary component to help protect your company's bottom line. Learn to look at your healthcare communications differently. Part One: Understanding the importance of branding your healthcare benefits and servicesWhat is your healthcare brand?
Message from the DE SHRM President:
Melissa Greene, President of Delaware SHRM talks about the challenges of business in today's economy, HR's role in it, and goals for the chapter over the next two years. See Video
Outplacement Services
He will also mention the Careerminds business partner and career consultant program that was launched in January 2009. Careerminds is now in over 10 major US markets expanding to over 30 by the end of June 2009.
REGISTER HERE: http://www.deshrm.org/
MEETING TOPIC
A Strategic Look at Employee Healthcare Benefits:
Robert Prucnal, Chief Marketing Officer, Corporate Synergies
Mr. Prucnal, will discuss how important in today's climate, educating your employees about their healthcare benefits must be the cornerstone of your communications strategy. The grasp that your employees (and their families) have on the relationship between lifestyle choices and healthcare premiums is a foreign concept to many of them. This is why having a comprehensive communications strategy that educates and engages your employees is a necessary component to help protect your company's bottom line. Learn to look at your healthcare communications differently. Part One: Understanding the importance of branding your healthcare benefits and servicesWhat is your healthcare brand?
Message from the DE SHRM President:
Melissa Greene, President of Delaware SHRM talks about the challenges of business in today's economy, HR's role in it, and goals for the chapter over the next two years. See Video
Outplacement Services
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