Outplacement: employers are learning to fire a civilized

Outplacement (from the English outplacement -. «Outplacement") appeared and began to develop in the CIS after the 1998 crisis, when Western companies are rolled up and proposes to lay off employees this service together with any compensation package instead. Companies are forced to cut staff, began to turn to recruitment agencies for help to employ their employees. The cost of this service is somewhat lower than the fee for the recruitment, outplacement fact does not imply that the person must always be arranged.

The package includes psychological counseling, assessment of professional knowledge and skills, analysis of the situation on the labor market, the preparation of individual plans for job search, providing consulting support in on-line mode, compiling a professional resume and sending out resumes for direct employers and leading recruitment agencies.

smart service

Outplacement - really expensive and smart service. If you want to fire an employee, so that he never learned that you initiated it. You call the company head-hunters and put them to task. They "go out" on the man and take it from you, if anyone it chooses. Everyone is happy. Unwanted employee to you about anything does not know and leaves in the belief that he is a super-duper ... Very expensive. The salaries of several of the human or fixed high fee upon the success or parts.

"To outplacement often resort due to downsizing at the confluence, the closure or restructuring of companies", - said Vera Alexandrova, Head of "Testing, evaluation and audit staff" staffing company Ancor. In this case, outplacement, in her experience, most often concerned with western companies that it connects with the features of their corporate culture. Modern outplacement mainly concerns qualified staff - senior managers and middle managers.

Price courtesy

Resorting to outplacement, employers not only to insure themselves from the hassles associated with layoffs - for example, from gossip, gossip or even lawsuits, which often commit laid off, so spoil the reputation of his former boss, but also to ensure the loyalty of the remaining employees. Seeing as the employer takes care of the laid-off, the remaining employees will, as before, to trust their superiors and, most likely, will not be out of fear of dismissal to look for a job on the side.

The main reason to resort to programs of outplacement employees - the desire to avoid stressful situations for both employees and employers. For the former, it is important to be sure that they are following the departure of the company are guaranteed to be employed. For the second important to maintain a good name among the remaining employees and for the company's walls (excluding the gossip and gossip). Moreover, this company's service costs 5-10 times cheaper than the payment of compensation for dismissal, which can reach 4-6 salaries.

For companies outplacement beneficial also because their former employees are guaranteed not to go to the competition: in 60-70% of cases with outplacement employers stipulate the condition with recruiters do not employ workers to its competitors. On top of maintaining good relations, management retains the ability to continue to seek the help of his former employees - for example, as consultants or lobbyists. Outplacement allows you to:

 avoid social payments;

 avoid negative complaint;

 create a positive image in the eyes of potential partners.

Outplacement in our

The domestic labor market and the possibility of personnel services dictate the conditions for the realization of the idea of ​​light outplacement. Our version of the aforesaid procedure, a more humane and humane, but at least unequivocal. He suggests intensify the work with fire employees in a variety of areas, according to the principle "if I can not pay, at least vykazhu respect." This principle is generally useful to use in a crisis situation for the company. If the manager can not pay on time wages, it must share information about the state of affairs. For example, explain why and where they "stuck."

If the leader has already decided that for the salvation of his business must be optimized to reduce staff and employees, he must to save the reputation of the company to make the most of it correctly.

on the selection of experts believe that the applicant when applying for jobs need to overcome three "barrier". The first barrier - to be seen in the general stream of similar summary "competitors". The second barrier - like the employer, that is, in the most favorable light to show their professional and personal qualities. The third barrier - to show himself during the probationary period and to work well with the team.

Outplacement is our help in overcoming the first two of the most "critical" barriers.

Consultant selection will help the candidate to assess his prospects, give a recommendation on research directions and acceptable payment, as well as make or help create a professional and attractive "Summary of the candidate" on the basis of dry biographical data. The fact that employers reject 80% of the candidates because neponravivshegosya resume - well-known fact. Well-written and sent in a timely manner for their "own" job resume increases the chances to pass the first hurdle in three or four times.