The true value of supporting employees through organisational change
Each individual requires different support. Our LHH coaches make a difference through the Active Placement Program.
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Being retrenched, laid off, made redundant – all terms no one wants to hear. But it happens, and it can be a very stressful time. In fact, 55% of workers experience chronic stress when going through a period of significant change and uncertainty.
This uncertainty sees people second guessing themselves, worrying about the job market, questioning how long their finances will last, how quickly they will find another job, whether the next job be as well paying. The list goes on.
To make things even more daunting, particularly for those who have been with their employer for an extended period, is the fact that only 8% of positions are landed through job boards. 70% are landed through networking.
Managing change can be a challenge and organisations are looking to outplacement services to provide the right level of career transition support for their employees. However, not all outplacement is the same.
LHH’s Active Placement is an evolution of traditional outplacement that focuses on connecting with each individual at a personal level, providing tailored support. The personalisation of the program helps individuals in career transition to find better jobs, faster. Not only do we optimise resumes and LinkedIn profiles and provide networking support but we also help individuals upskill, re-skill and proactively connect them to open roles before they are advertised.
Unlimited access to a dedicated coach
One of the best aspects of the program is that we take the time to understand personal strengths, skills, experience and aspirations so that each individuals program is tailored to their unique goals and increases their chances of getting the right job, not just a job.
The program includes activities such as an analysis of the job market, preparing for interviews and undertaking mock interviews, understanding salary negotiation and, most importantly, regular check in’s designed to motivate and work on resilience throughout their job search. Each candidate also attends live workshops and webinars as well as Employer Spotlight events where candidates and those hiring come together.
The coach works in tandem with subject matter experts including a dedicated Branding Specialist who will turn around a search engine optimised resume and LinkedIn Profile within 72 hours. LHH’s team of Australian Talent Promoters are meanwhile locating hidden roles for impacted individuals and proactively marketing them to potential employers.
LHH coach Ernie Cirignano said the most important facet of LHH’s Active Placement is that it provides structure. “But it’s also fluid enough to enable an individual to focus on what they need at any given time. The 1-on-1 coaching really allows a client to build a relationship and it provides the person with a point of contact which is personalised to their needs.”
Tracey Henderson, also an LHH coach says “Getting a new role can often be a marathon not a sprint and having the 1-on-1 support we provide is key. While our meetings are often focused on resumes, interviews and general job search, there are times when my clients just need to just talk to about what has happened to them or have a sounding board for some of their bigger career dreams.
Often, when someone’s role has made redundant, they can feel they have lost control over an important area of their lives. What I encourage my clients to recognise are all the areas that are well within their control.”
Walking in their shoes
Ernie, Leigh and Tracey all have one thing in common - all three have been made redundant in the past. In fact, for Ernie it has happened three times.
“Once my clients know I have walked in their shoes, it makes them feel much more at ease,” says Ernie. Those redundancies have forced Ernie to turn his hand to many things from structural aviation engineering to planning, payroll, customer service, continuous improvement, HR and organisational development.
Leigh admits that career transitioning can be stressful “for so many reasons”. She says it is important at this time to look after yourself – be mindful, exercise, eat well and sleep.
“I have had first-hand experience with redundancy and some of my first thoughts after I was delivered the news was to panic! I hadn’t updated my resume in such a long time and what would I say about myself as someone who, traditionally doesn’t like to speak about, let alone sell themselves.
“My employer supported me by providing a program with LHH. I was matched with an amazing coach, who really helped me to slow down, take some time to breathe and reflect on where I was going next.”
Pause and reflect
“One of my biggest personal values is being motivated to coach, teach and help people. I think the biggest thing that I find truly rewarding is when I can see a shift in confidence from a candidate" says Leigh Barrett.
“I like to think that I have been able to leverage my expertise to support and provide that confidence or new skill. I also can’t go past the excitement of getting the call from a candidate who has just landed their new role in line with their career objective.”
What motivates Ernie as an LHH coach? “I am driven to help people be the best version of themselves and what I find most rewarding is when a client lands a role, and they call me feeling so happy and grateful and that they can move forward with their lives.”
Ernie said career transition is stressful for most people and his advice is to pause and reflect and be proud of what they have achieved to date. “It is important to recharge and not become overwhelmed with the amount of information you need to consider. I then try and ensure there is a balance in their job search.
“This may be spending a few hours each day or every alternate day, on job search, which can free up some time to rest, recharge and to spend some quality time with their family.”
Tracey finds it interesting how much influence natural networking has in blue collar environments, compared to white collar. Given the influence networking has to get in front of hiring managers, she works closely with her clients to build their confidence in tapping into their network.
“Having extra support out there is vital in getting your next role because it can takes time and a lot of varied activity to source your next role,” she says.
“If you are applying for relevant roles from Seek and LinkedIn, contacting your network, initiating conversations with recruiters, looking at company and government websites, you could reasonably expect yourself to have 25-30 activities underway within a fortnight."
“Recruiter responses to applications can be slow and it can be disheartening, but it is so important to maintain consistency and momentum and keep your eye open to a variety of job source options. Applications must be professional and individualised (I’m a big fan of cover letters), and resumes need to be at business case standard to demonstrate why you’re a strong candidate for any role you apply for." says Tracey.
Leigh says one of her favourite sayings is “Your Value Never Decreases”. “Whether you choose redundancy or the decision is made for you – career transition can come with some emotions. The job search itself can have ups and downs especially when you are receiving those pesky emails about not being successful or just not hearing anything at all.
“Remaining positive, confident and calm is key and reminding yourself that you may get setbacks, but this does not mean your value decreases.”