Podcasts about Outplacement

In this episode, we dive deep into the transformative power of Artificial Intelligence (AI) in the job market with our guest, Lyndsay Dowd, Chief Revenue Officer at Intry. Discover how AI is revolutionizing the job application process, enhancing the effectiveness of HR outplacement teams, and empowering job seekers to secure their dream roles.Key Topics Discussed:AI in Job Applications: Learn how AI tools can analyze resumes, optimize keywords, and provide real-time feedback to improve job applications.Personalization and Authenticity: Understand the importance of maintaining authenticity in your job search while leveraging AI technology.Overcoming ATS Bias: Explore how AI can help candidates navigate Applicant Tracking Systems (ATS) that often filter out qualified applicants.Building Your Unique Value Proposition: Lindsay shares insights on crafting a compelling personal story that resonates with recruiters.Community and Networking: Discover the significance of building a professional network and how it can enhance your job search.Future of HR with AI: Insights into how AI is reshaping HR roles and the importance of integrating technology with human touch.Why You Should Listen: This episode is a must-listen for job seekers, HR professionals, and anyone interested in the intersection of technology and employment. Gain practical tips on how to leverage AI to enhance your job search, improve your resume, and navigate the complexities of modern hiring processes.About the Podcast:AI for Pharma Growth is a podcast focused on exploring how artificial intelligence can revolutionise healthcare by addressing disparities and creating equitable systems. Join us as we unpack groundbreaking technologies, real-world applications, and expert insights to inspire a healthier, more equitable future.This show brings together leading experts and changemakers to demystify AI and show how it's being used to transform healthcare. Whether you're in the medical field, technology sector, or just curious about AI's role in social good, this podcast offers valuable insights.AI For Pharma Growth is the podcast from pioneering Pharma Artificial Intelligence entrepreneur Dr. Andree Bates created to help organisations understand how the use of AI based technologies can easily save them time and grow their brands and business. This show blends deep experience in the sector with demystifying AI for all pharma people, from start up biotech right through to Big Pharma. In this podcast Dr Andree will teach you the tried and true secrets to building a pharma company using AI that anyone can use, at any budget. As the author of many peer-reviewed journals and having addressed over 500 industry conferences across the globe, Dr Andree Bates uses her obsession with all things AI and futuretech to help you to navigate through the, sometimes confusing but, magical world of AI powered tools to grow pharma businesses. This podcast features many experts who have developed powerful AI powered tools that are the secret behind some time saving and supercharged revenue generating business results. Those who share their stories and expertise show how AI can be applied to sales, marketing, production, social media, psychology, customer insights and so much more.

Has your job ever been eliminated unexpectedly? In this episode, career coach Anne Baker joins host Alan Stein to tackle the often-stigmatized world of "outplacement" services and share a bold new vision for helping displaced employees relaunch their careers. Drawing from her decades of experience in the corporate world, Anne discusses why mass layoffs are becoming more common in the age of AI, and why being let go is no longer the career "scarlet letter" it once was. They also dive deep into what's broken with traditional outplacement support, from inconsistent coaching quality to outdated approaches, while exploring modern solutions for what they call career "re-acceleration." Tune in to learn why traditional outplacement services need reimagining and how companies can better support their departing employees.

Volg de masterclass The Shift en ga van je klein houden naar gaan staan voor je waarde. En leef zoals je werkelijk bedoeld bent. Doe hier mee.Volg je deze podcast nu wat langer en ben je er enthousiast over?Deel deze podcast met vrienden op je socials.Stuur me een DM op instagram of op linked-in met een screenshot waarin je laat zien dat je het gedeeld hebt, en je ontvangt van mij een gratis 7-dagen zelfvertrouwen challenge.Deel deze link:https://podcasts.apple.com/nl/podcast/de-zelfvertrouwen-podcast-met-maarten-vogelaar/id1483778745Mijn instagram: klik hierMijn linked-in: klik hier

Rozmowa z Anną Filar-Zając o zwolnieniach w organizacjach.Wpis blogowy do tego odcinka znajdziesz na stronie: www.okrokdoprzodu.pl/079Czego dowiesz się z tego odcinka:Jak przygotować cały proces zwolnień w organizacji?Obawy i emocje HR-ów i menadżerówCo w procesie zwolnień jest najważniejsze dla pracowników?Jak przeprowadzić zwolnienia?Rola HR w procesie zwolnieńJak, co i kiedy komunikować?Jak zaopiekować pracowników i prowadzić komunikację po zwolnieniach?Dobre praktyki dotyczące zwolnieńGdy będziesz słuchać tego odcinka, pomyśl o osobie, która też wysłuchałaby go z korzyścią dla siebie lub swojego zespołu i podziel się linkiem do nagrania.Przyjemności ze słuchania życzy Monika Chutnik.Chcesz być na bieżąco? Zapisz się do newslettera: www.okrokdoprzodu.pl/newsletter

Welcome to the Global Outplacement Alliance podcast, where we are joined by our host, Michael Moran, the CEO of 10Eighty and guest speakers Laura Poisson, the president at Clear Rock & John O'Connor, the president of Career Pro Inc, as they explore what outplacement support is and isn't and how it benefits you to take advantage of it. We hope you enjoy it!

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In dieser Episode von "Liebe Zeitarbeit" bespreche ich mit Peter Mörs von der Karrierewerkstatt die wesentlichen Aspekte von Outplacement und die Unterstützung, die Führungskräfte in Zeiten beruflicher Veränderungen benötigen. Peter, der als "Karrieremechaniker" bekannt ist, hilft vor allem Personen ab 50 dabei, sich auf dem Arbeitsmarkt optimal zu positionieren und den verdeckten Arbeitsmarkt effektiv zu nutzen. Themen dieser Episode: - Die wichtigsten Aspekte von Outplacement und New Placement - Wie sich Führungskräfte 50+ erfolgreich neu aufstellen können - Tipps zur Selbstdarstellung und Positionierung auf dem Arbeitsmarkt - Der verdeckte Arbeitsmarkt: Wie Headhunter und Netzwerke helfen - Strategien zur Überwindung von beruflichen Einschnitten und Neuanfang Erfahre von Peter Mörs, wie du als Führungskraft in der Zeitarbeitsbranche oder anderen Bereichen erfolgreich einen neuen beruflichen Weg einschlagen kannst. Die Episode bietet wertvolle Einblicke in die Welt des Outplacements und zeigt auf, wie du dich in schwierigen Situationen am besten neu orientierst. Vielen Dank fürs Zuhören und bleib dran für weitere spannende Diskussionen in meinem Podcast! Dein Daniel ———————————————————————————————————— Links von Peter Moers: [https://linktr.ee/NCN](https://linktr.ee/NCN) Outplacementent Power Paket: [https://ncn-ag.com/outplacement-power-paket/](https://ncn-ag.com/outplacement-power-paket/) ———————————————————————————————————— Sicher dir deinen Platz in der KI Master Class:

In this episode of the Bringing the Human Back to Human Resources podcast, Traci continues the layoff series by addressing what happens when you or someone you know experiences a layoff, focusing on both the practical and emotional aspects of job loss. Key Topics Discussed: (00:02) Introduction and preview of next week's episode with Dan Goodman (02:18) Statistical overview - 40% of Americans experience layoffs (04:38) Initial concerns and questions during layoff notifications (06:57) Review of separation agreements and negotiation opportunities (09:26) Outplacement services and career preparation (11:46) Important documents and intellectual property considerations (14:08) Managing the emotional impact of job loss Highlights: Over 40% of Americans experience a layoff at least once in their career Separation agreement review periods vary based on age and circumstances Most aspects of severance packages are negotiable Companies typically don't disclose reasons for employment termination Maintaining updated career documents is crucial for preparedness Practical Steps After a Layoff: Review the separation agreement carefully File for unemployment (US-based) Negotiate healthcare continuation before COBRA Gather important documents (performance reviews, etc.) Consider intellectual property agreements Maintain professional connections Request references if company policy allows Financial Considerations: Review severance package options Understand healthcare continuation rights Explore emergency fund access Investigate benefit cash-out options Consider expense reduction strategies Connect with Traci: Email: contact@HRTraci.com Website: https://HRTraci.com Instagram: @HRTraci Don't miss next week's final installment of our layoff series featuring Dan Goodman, who brings a counter-perspective to traditional HR functions. If you found value in this episode, please take a moment to rate, review, and subscribe to our podcast. Your feedback helps us reach more HR professionals who are passionate about bringing humanity back to human resources. Connect with Traci here: https://linktr.ee/HRTraci Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed. --- Support this podcast: https://podcasters.spotify.com/pod/show/hrtraci/support

**No more headaches with trying to manage your global workforce, compliantly hire and pay employees with Deel.com** In this episode of the Bringing the Human Back to Human Resources podcast, Traci discusses the challenging topic of layoffs with Jena Dunay, founder of Recruit the Employer, an outplacement and career development firm. They explore how to conduct layoffs with dignity and how organizations can recover internally after such events. Guest: Jena Dunay Jena Dunay is the founder of Recruit the Employer, an outplacement and career development firm. She is a LinkedIn Learning instructor with over 167,000 learners and has been featured on Business Insider, Forbes, Built In, The Skimm, and The Muse. Key Topics Discussed: 1. (03:44) The importance of aligning layoff processes with company core values 2. (07:14) The significance of off-boarding as much as onboarding 3. (13:02) Planning and communication strategies for layoffs 4. (16:06) The role of outplacement services in supporting exiting employees 5. (25:43) Addressing survivor's guilt among remaining employees 6. (28:36) Rebuilding trust and culture after layoffs Highlights: - Layoffs should be conducted with dignity, reflecting the company's core values - Proper planning and communication are crucial for a smooth layoff process - Outplacement services can provide valuable support to exiting employees - Leaders should own their mistakes and maintain open communication during layoffs - Rebuilding trust between senior leadership and middle management is essential - Organizations should focus on rebuilding culture after layoffs Connect with Jena Dunay: - Website: https://recruittheemployer.com - LinkedIn: https://www.linkedin.com/in/jenadunay/  Resources mentioned in this episode: - https://bywinona.com/employers  -https://fsastore.com/winona.html Connect with Traci: - (https://linktr.ee/HRTraci Visit our website: https://HRTraci.com Don't miss the next installment of our layoff series! Tune in next week as we continue to explore this important topic with more expert insights and practical strategies for HR professionals. We hope you enjoyed this insightful discussion on conducting layoffs with dignity! If you found our conversation valuable, please take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about human resources and leadership. Don't forget to subscribe, leave a comment, and give this episode a

Empowered Workplace: Career Insights and Culture Boosts E44 In this episode of the Culture Crush Business Podcast, host Kindra Maples and co-host James Christensen engage with career transition coach Brenda Mariah in a discussion about leadership, employee investment, and proactive career management. They explore the significance of supporting employees, even during transitions, and the importance […]

Empowered Workplace: Career Insights and Culture Boosts E44 In this episode of the Culture Crush Business Podcast, host Kindra Maples and co-host James Christensen engage with career transition coach Brenda Mariah in a discussion about leadership, employee investment, and proactive career management. They explore the significance of supporting employees, even during transitions, and the importance […] The post Empowered Workplace: Career Insights and Culture Boosts E44 appeared first on Business RadioX ®.

Send us a textIn this episode, we sit down with Mark James, CPC, the founder and president of HIRE Consulting Services (HCS), established in 1999. Mark is a Certified Personnel Consultant with over 25 years of experience in Executive Career Management Coaching, Outplacement, and Executive Search Consulting. Mark is the author of three best-selling books, including his latest release, "The Recruiter Mindset, The Ulitmate Guide to Working with Executive Search Recutiers."  Available on Amazon:  https://a.co/d/3OjrCJeHere are some key points we covered from Mark's book:Executive recruiters can be a valuable part of your job search, but networking remains the #1 method for finding a job. A well-crafted Job Search Marketing Plan (JSMP) is crucial for landing your next role. It should include: Clear goals about the job you're seeking Your elevator pitch An exit statement explaining why you're looking for a new job Eight examples of your accomplishments A list of target companies or industries You have only 5-10 seconds to capture a recruiter's attention with your resume, so make sure it clearly connects your background with your career goals. To optimize your LinkedIn profile: Use a professional headshot Craft a headline that defines who you are, not just your job title Fully utilize the 2,000 characters in your "About" section to showcase your strengths and character Include your contact information, especially your phone number, for easy communication Remember that 96% of recruiters use LinkedIn, so make sure your profile is professional and aligned with your resume Mark's approach to job searching is practical and insightful. This episode is packed with valuable information, and you'll want to listen to it more than once and share it with your network!To learn more about Mark and his services, visit www.HireConsulting.com.

The Recruiter Mindset: The Ultimate Guide to Working with Executive Search Recruiters by Mark JamesAre you succeeding with executive search recruiters in your career and during your job search? Search firms are busier than ever filling coveted jobs at all levels. The Recruiter Mindset will help you discover how to work effectively with executive search recruiters.Forget the failed concept of sending your resume into the black hole. Mark James is an executive recruiter who has placed and coached C-level, SVP, VP, and Director-level executives into highly coveted roles and wants to show you how the recruiting system works.In “The Recruiter Mindset, The Ultimate Guide to Working Executive Search Recruiters,” author Mark James shares a candid view of the world of executive search. He uncovers the key players and their roles in the search process, from how to develop relationships with executive recruiters to landing that dream job. This book gives you a toolkit to access the jobs you want, easily navigate the process, and position yourself where jobs will come to you versus you having to find them.Mark James, CPC, is the Founder and President of HIRE Consulting Services (HCS) established in 1999. Mark is a Certified Personnel Consultant and the author of the best-selling books, "The Recruiter Mindset: The Ultimate Guide to Working with Executive Search Recruiters", "The Interview Mindset: The Ultimate Guide to Mastering Your Career!" and “Keys to the C Suite: Unlock the Doors to Executive Career Path Success.”He is equipped with over 25 years of experience in Executive Career Transition Management Coaching, Outplacement, and Executive Search Consulting. He has been a Certified Partner with The Predictive Index since 2016.Mark excels in executive search consulting and coaching business professionals and executives who are currently in career transition or planning to make a career change.As an Executive Career Transition Coach, Mark works with clients to define their skills and competencies and develop a strategy to conduct a professional job search campaign. Every meeting, discussion, and phone call is made with the singular purpose of helping you discover the keys and utilize the tools to help you secure a more fulfilled and productive job and career path.As an Executive Search Recruiter, Mark partners with successful and growing companies that need a competitive recruiting edge to enable them to find, assess, and hire great talent. HCS Strategic Recruiting Solutions search process helps client companies locate, assess, and recruit exceptional leaders in a variety of industries, functions, and disciplines.https://www.amazon.com/dp/B0D53Q81NW?ref=cm_sw_r_mwn_dp_SXMYNJSNCNGXC8QNKTF2&ref_=cm_sw_r_mwn_dp_SXMYNJSNCNGXC8QNKTF2&social_share=cm_sw_r_mwn_dp_SXMYNJSNCNGXC8QNKTF2&language=en-UShttps://hireconsulting.com/executive-career-coaching/http://www.bluefunkbroadcasting.com/root/twia/9524mjames.mp3    

En este capítulo, conversamos con Ester Sáez, directora de Outplacement y Desarrollo en Lukkap, una reconocida consultora de Recursos Humanos especializada en transformar la experiencia de empleado y el Customer Experience. Ester nos comparte su amplia experiencia y conocimientos en temas clave para las empresas de hoy. ¡No te lo pierdas! 🚀

Love Your Career Podcast? Let us know!Redundancy is a challenging experience that many professionals face at some point in their careers. With over 24 years supporting professionals in transition after a redundancy, I understand very well the roller coaster of emotions you will experience – especially if the redundancy was sudden and unexpected.  And if you did have notice this might happen to your role, the toll it takes and stress it causes when waiting for the 'axe to fall' affects your confidence and mental health. It is so important to remember that redundancies occur often because of broader economic factors and necessary organisational changes. NOT DUE TO YOUR ABILITY as a professional.If it happens to YOU, it can hit hard.  Having a coach to guide you through the experience and the rebuilding process helps to make your transition smoother and faster. So in this episode of YOUR CAREER PODCAST, I'm sharing ways that will help you to manage the aftermath of redundancy and get back in control of your life and career. From handling stress and finances to crafting a winning job search strategy and preparing for interviews, I have you covered.  Grab a pen and paper and take notes as there's a lot to cover!- - - - - Support the Show.Find out what you MUST DO to make a successful career change and land the job you'll LOVE. Take the CAREER SUCCESS QUIZ (it only takes 2 minutes). Get your results, analysis and recommendations immediately.

In this episode of "CareerBee Talks," we explore outplacement—what it is, when it makes sense, and the key services offered. We discuss the benefits, including case studies like Airbnb's approach during the COVID-19 pandemic, and provide tips on selecting the right agency. Learn how outplacement can help companies support their employees, even in tough times. Check out our guide on outplacement. Get in contact with us via team@careerbee.de

In this week's episode, co-host Mark Edgar catches up with Matt Goff from CareerJoy. They talk about the value of career transition for both individuals who are impacted by organizaitonal changes and for organizations who want to “do the right thing”.They also talk about the future of career transition and provide advice on how to leverage career transition as an individual and an organization.You can learn more about Matt's work hereJoin our communityIf you're interested in being part of these conversations, consider joining our foHRsight+ community. You can learn more here.Quick reminderDon't forget to sign up for our weekly newsletter foHRsight at www.futurefoHRward.com/subscribe.Follow us on LinkedIn:Mark - www.linkedin.com/in/markedgarhr/ Naomi - www.linkedin.com/in/naomititlemancolla/future foHRward - www.linkedin.com/company/future-fohrward/ And on Instagram - www.instagram.com/futurefohrward/Support the Show.

Wir tauchen tief in die Herausforderungen und Realitäten der beruflichen Neuorientierung ein. Dabei beleuchten sie auch den oft unterschätzten verdeckten Arbeitsmarkt und erklären, warum es so wichtig ist, sich aktiv zu verändern und die richtigen Werkzeuge zu nutzen. Wir wären alle Milliardäre mit Sixpacks, wenn Information die Lösung wäre. Wir wissen das alles, wir haben alle Informationen – das ist nicht das Problem - und tun es trotzdem nicht.

"Wir zahlen Ihnen mehr!" Unsere Kundin Nicole traute ihren Ohren kaum, aber ihr neuer Arbeitgeber legte tatsächlich auf ihren Gehaltswunsch noch ordentlich was drauf. Er wollte sie unbedingt einstellen - und war damit nicht der einzige, den die erfahrene Facility Managerin überzeugen konnte. Nach mehr als einem Dutzend Vorstellungsgesprächen hatte sie die Qual der Wahl. Was war der Schlüssel zum Erfolg? Das verrät sie als Gast in unserer neuen Folge von "Einsteigen und aufsteigen". Es geht um den Wert von Berufserfahrung überflüssige Sätze in Anschreiben intuitives Entscheiden sinnvolle Hilfe Wie gefällt Ihnen Einsteigen und aufsteigen? Schreiben Sie uns hier! Mehr von econnects® Informieren Sie sich über unsere neuen Kompaktcoaching-Programme für Menschen in beruflichen Veränderungsprozessen: https://www.econnects.de/ Lernen Sie Annemette ter Horst und ihr Erfolgsteam persönlich kennen und sichern Sie sich jetzt einen Platz in einem unserer Workshops https://econnects.de/workshops IN 21 TAGEN ZU MEINER NEUEN POSITION: Das eLearning-Programm: https://www.econnects.de/econnects-online-programm/ Mehr zu Annemette ter Horst https://econnects.de/ueber-econnects/team/ und wie sie auch als Buchautorin Menschen zu ihrer beruflichen Erfüllung verhilft : https://econnects.de/medien/buecher Newplacement – mit individueller Beratung zur perfekt passenden, besser bezahlten Position https://www.econnects.de/econnects-online-programm/ Für Karrierestarter: https://www.econnects.de/karrierestarter/ Probezeitbegleitung – individuelle Unterstützung im neuen Job https://www.econnects.de/econnects-online-probezeit/ Existenzgründung – der erfolgreiche Start in die Selbstständigkeit https://www.econnects.de/econnects-selbststaendigkeit-online-kurs/ Outplacement – für Unternehmen: Perspektiven für Ihre Mitarbeiter https://econnects.de/outplacement-beratung-unternehmen/ AVGS-MAT – individuelle Karriereberatung ohne eigene Kosten https://econnects.de/avgs-mat-gutschein-arbeitsagentur/ Profitieren Sie von Annemette ter Horsts Videos mit jeder Menge Insidertipps für Bewerbungsgespräch und Bewerbungsunterlagen: https://www.youtube.com/@econnects Folgen Sie econnects®: auf facebook: https://www.facebook.com/econnects/ auf instagram: https://www.instagram.com/annemetteterhorst auf youtube: https://www.youtube.com/@econnects

In der neuesten Episode des "Berufsoptimierer"-Podcasts dreht sich alles um die berufliche Neuorientierung für Menschen über 50. Unser heutiger Gast Christian ist Outplacement- u. Karrierecoach: vom gelernten Reedereikaufmann über studierten Gymnasiallehrer für Engl. und Geo - zur anschließenden 27-jährigen Entwicklung in einem Tech.konzern, der ihn in +50 Länder weltweit führte, für den er über 20 Niederlassungen weltweit gründen durfte, samt Rekrutierung der Teams und Manager. Aus dieser erfüllten Berufsperspektive betrachtet ist er als zertifizierter Business-Coach in der jetzt vierten "Karrierestufe" freiberuflich als Coach und Trainer glücklich und hilft Menschen dabei, neue Karrieren zu finden, umzusatteln, oder, noch wichtiger, ihrer eigenen Bestimmung zu folgen und sich dort zu verwirklichen. Darüber hinaus trainiert er Fach- u. Führungskräfte in Unternehmen als auch Schülerinnen und Schüler an ihren Schulen, für sich die Frage nach dem "Why" - und dann auch nach dem "How" zu beantworten.  Einige Highlights der Episode: 1. Drei Herausforderungen bei der beruflichen Neuorientierung 2. Drei Learnings für den Neuanfang 3. Motivation und Perspektiven Du bist auf der Suche nach weiteren Tipps oder Unterstützung? Hier findest du unsere neuesten Tipps, spannende Blog-Artikel sowie Infos, wie wir dich unterstützen können. Du hast Fragen oder Anregungen? Dann schick uns gerne eine Whatsapp Nachricht oder sende uns eine Mail an hallo@berufsoptimierer.de Du möchtest mit mir oder einem unserer Coaches über deine berufliche Situation sprechen? Dann buche dir jetzt ein Erstgespräch  

Fachkräftemangel, Digitalisierung, Homeoffice, KI – die Arbeitswelt hat sich enorm gewandelt und verändert sich rasant weiter. Klar, dass auch Bewerbung und Recruiting nicht mehr das sind, was sie mal waren. Was also ist neu für Bewerber:innen, was überzeugt Personaler heute? Zu diesem spannenden Thema ist Marit Heidrich ins Podcast-Studio gekommen. Die HR-Expertin und Karriereberaterin unterstützt kleine und mittelständische Unternehmen bei der Personalgewinnung. Mit ihr diskutiert in dieser Folge nicht nur Annemette ter Horst, sondern auch econnects-Coach Nicole Ehlert. Um diese Themen und mehr geht's: Anforderungen in Stellenprofilen Fachkompetenz ohne Zertifikat Gute Chancen für 60+ Die Rolle von KI im Bewerbungsprozess Fehlentscheidungen bei der Personalauswahl Mehr über Marit Heidrich: https://kapitel-2.de/ Wie gefällt Ihnen Einsteigen und aufsteigen? Schreiben Sie uns hier! Mehr von econnects® Informieren Sie sich über unsere neuen Kompaktcoaching-Programme für Menschen in beruflichen Veränderungsprozessen: https://www.econnects.de/ Lernen Sie Annemette ter Horst und ihr Erfolgsteam persönlich kennen und sichern Sie sich jetzt einen Platz in einem unserer Workshops https://econnects.de/workshops IN 21 TAGEN ZU MEINER NEUEN POSITION: Das eLearning-Programm: https://www.econnects.de/econnects-online-programm/ Mehr zu Annemette ter Horst https://econnects.de/ueber-econnects/team/ und wie sie auch als Buchautorin Menschen zu ihrer beruflichen Erfüllung verhilft : https://econnects.de/medien/buecher Newplacement – mit individueller Beratung zur perfekt passenden, besser bezahlten Position https://www.econnects.de/econnects-online-programm/ Für Karrierestarter: https://www.econnects.de/karrierestarter/ Probezeitbegleitung – individuelle Unterstützung im neuen Job https://www.econnects.de/econnects-online-probezeit/ Existenzgründung – der erfolgreiche Start in die Selbstständigkeit https://www.econnects.de/econnects-selbststaendigkeit-online-kurs/ Outplacement – für Unternehmen: Perspektiven für Ihre Mitarbeiter https://econnects.de/outplacement-beratung-unternehmen/ AVGS-MAT – individuelle Karriereberatung ohne eigene Kosten https://econnects.de/avgs-mat-gutschein-arbeitsagentur/ Profitieren Sie von Annemette ter Horsts Videos mit jeder Menge Insidertipps für Bewerbungsgespräch und Bewerbungsunterlagen: https://www.youtube.com/@econnects Folgen Sie econnects®: auf facebook: https://www.facebook.com/econnects/ auf instagram: https://www.instagram.com/annemetteterhorst auf youtube: https://www.youtube.com/@econnects

In this episode, we talk about resilience as an employee superpower, look ahead to the SHRM Annual Conference and Expo in Chicago and much more! The guest today is Bob Goodwin, a LinkedIn Top Voice and the Founder of Career Club. Career Club serves individuals and companies by providing career services for job seekers, Talent Acquisition, Talent Development, and Outplacement.  The common thread running through these services is a fundamental focus on mental wellness.Most recently, Bob has launched Radical Resilience, a curriculum designed to address the chronic workforce issues of burnout and disengagement. Bob is also the host of two popular podcasts, Career Club Live and The Work Wire with Johnny Taylor, Jr., CEO of the Society of Human Resources Management.Tune in and discover how Bob transitioned from a successful corporate sales and marketing career to creating a platform that focuses on mental wellness in career services. We'll explore his unique approach to job searching, treating it as a sales and marketing exercise, and his "making your own weather" methodology. Questions for Bob include:What is the vision and mission of Career Club ?Tell us about the Work Wire podcast with Johnny C. Taylor Jnr What are you looking forward to at #SHRM24? Why do you see resilience as the superpower for the future?We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.Feature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here. Follow us on LinkedIn Subscribe to our newsletter Check out our in-person events

Multitalent! Das fällt wohl fast jedem ein, der sich mit Janine Mehner beschäftigt. Moderatorin und Journalistin sind ihre Hauptjobs – die Wahl-Hamburgerin hat aber auch eine Musical-Ausbildung, Kultur- und Medienmanagement studiert, gibt Rhetorikseminare und Yogakurse. Passend zur Fähigkeiten-Vielfalt ist sie auch noch maximal mobil, denn sie lebt phasenweise in ihrem Wohnmobil, moderiert online aus dem Grünen und hat über ihre Workation-Erfahrung das Buch „Von der Bühne ins Grüne“ geschrieben. Viel spannender Gesprächsstoff für eine Podcastfolge. Unter anderem geht es darum: Mit Katzen Auto fahren Die Tücken deutscher Campingplätze Regeln für Workation Selbstständigkeit und Rente Live-Schalten aus dem Van Was hinter Lampenfieber steckt Mehr über Janine Mehner: https://janinemehner.de/vita-moderatorin-hamburg Janine Mehner: „Meine Workation. Von der Bühne ins Grüne. Reisen mit Kater, Campervan und Kostüm“ https://www.amazon.de/Meine-Workation-Reisen-Campervan-Kost%C3%BCm-ebook/dp/B09YGDBXX8 Wie gefällt Ihnen Einsteigen und aufsteigen? Schreiben Sie uns hier! Mehr von econnects® Informieren Sie sich über unsere neuen Kompaktcoaching-Programme für Menschen in beruflichen Veränderungsprozessen: https://www.econnects.de/ Lernen Sie Annemette ter Horst und ihr Erfolgsteam persönlich kennen und sichern Sie sich jetzt einen Platz in einem unserer Workshops https://econnects.de/workshops IN 21 TAGEN ZU MEINER NEUEN POSITION: Das eLearning-Programm: https://www.econnects.de/econnects-online-programm/ Mehr zu Annemette ter Horst https://econnects.de/ueber-econnects/team/ und wie sie auch als Buchautorin Menschen zu ihrer beruflichen Erfüllung verhilft : https://econnects.de/medien/buecher Newplacement – mit individueller Beratung zur perfekt passenden, besser bezahlten Position https://www.econnects.de/econnects-online-programm/ Für Karrierestarter: https://www.econnects.de/karrierestarter/ Probezeitbegleitung – individuelle Unterstützung im neuen Job https://www.econnects.de/econnects-online-probezeit/ Existenzgründung – der erfolgreiche Start in die Selbstständigkeit https://www.econnects.de/econnects-selbststaendigkeit-online-kurs/ Outplacement – für Unternehmen: Perspektiven für Ihre Mitarbeiter https://econnects.de/outplacement-beratung-unternehmen/ AVGS-MAT – individuelle Karriereberatung ohne eigene Kosten https://econnects.de/avgs-mat-gutschein-arbeitsagentur/ Profitieren Sie von Annemette ter Horsts Videos mit jeder Menge Insidertipps für Bewerbungsgespräch und Bewerbungsunterlagen: https://www.youtube.com/@econnects Folgen Sie econnects®: auf facebook: https://www.facebook.com/econnects/ auf instagram: https://www.instagram.com/annemetteterhorst auf youtube: https://www.youtube.com/@econnects

Você está no canal de Podcast O Marketeiro. O tema: Marketing Pessoal e Profissional: Estratégias para Impulsionar Empregabilidade, Carreira e Liderança Neste episódio, convidamos você a explorar como o marketing pessoal pode ser uma ferramenta poderosa para impulsionar sua carreira e liderança. Junte-se a nós para uma conversa esclarecedora com um especialista que compartilhará sua visão sobre como aplicar estratégias de marketing pode ser transformador para o crescimento profissional. Esteja preparado para descobrir como construir uma marca profissional sólida e alcançar novos patamares em sua carreira. (*) Fabiana Jesus - Psicóloga, Mentora de Carreira e Consultora de RH: Com 25 anos de experiência em Carreira, Gestão de Pessoas, Recursos Humanos e Saúde Mental, atuou como Coordenadora RH, Headhunter e especialista em Treinamentos e Palestras. Expert em Psicologia Organizacional e Gestão Empresarial, possui ampla vivência em Recrutamento, Seleção, Treinamento, Desenvolvimento e Cuidado de pessoas. Como Linkedin Creator, desenvolveu o método Upgrade de Carreira, aplicando conhecimentos de Psicologia e Neurociência, oferecendo serviços de Psicoterapia, Mentoria, Consultoria de Emprego e Recolocação, Coaching Executivo, e Consultoria para empresas em RH, DHO, e projetos de Outplacement. Palestrante e facilitadora de treinamentos, aborda temas como Assédio Moral, Abuso Psicológico, Comunicação Assertiva, Gestão de Carreira e Liderança. Até o próximo Podcast!

Trennungen sind niemals leicht. Umso entscheidender ist es, Trennungsprozesse so zu gestalten, dass sie für beide Seiten gut ausgehen.Dr. Sabrina Zeplin, Gründerin und CEO von Restart Career GmbH, beleuchtet in dieser Folge vom Level Up HR Podcast, worauf es bei professionellen Restrukturierungen wirklich ankommt – aus Perspektive der Arbeitgeber:innen, wie auch der Arbeitnehmer:innen. Dabei lernst du mehr über: 1. Warum Newplacement das neue Outplacement ist2. Die Rolle von HR bei der Vorbereitung auf den Wandel3. Best Practices für effektiven Personalabbau4. Die Bedeutung von Führungskräften im Trennungsprozess5. Innovative Ansätze für HR, um die Herausforderungen und Chancen von Personalreduzierungen proaktiv zu managen.___________Dr. Sabrina Zeplin interessiert sich dafür, wie Unternehmen Restrukturierungen angehen. Für einen persönlichen Austausch zum Thema findest du sie hier auf LinkedIn:https://www.linkedin.com/in/dr-sabrina-zeplin-9376863/Dr. Sabrina Zeplins Buchempfehlung:Der Selbst-Entwickler: Das Corssen Seminar von Jens Corssen | https://bit.ly/4485OgLThe Hard Thing About Hard Things von Ben Horowitz | https://bit.ly/3W5lJKLDr. Sabrina Zeplins Podcast-Empfehlung:OMR Podcast | https://bit.ly/4dfhB0S (Spotify) | https://bit.ly/3Q8kV3M (Apple Podcast)___________Über die Restart Career GmbH:Die Restart Career GmbH unterstützt Fach- und Führungskräfte in Deutschland dabei, nach arbeitgeberseitigen Trennungen erfolgreich einen beruflichen Neuanfang zu gestalten. Durch eine personalisierte digitale Plattform mit umfangreichen Ratgeberinhalten erfahrener Expert:innen, fundierten Orientierungs-Assessments und praktische Werkzeugen, in Kombination mit individuellen Coachings und Zugang zu spezifischen Stellenangeboten und Headhuntern, ermöglicht das Unternehmen seiner Kundschaft, berufliche Herausforderungen als Chancen für persönliches Wachstum und erfolgreiche Neuorientierung zu nutzen.Webseite: https://www.restartcareer.de/Branche: PersonaldienstleistungenGründung: 2023___________Über unseren Host Johannes Füß:Johannes Füß ist Vice President von EGYM Wellpass, die mit ihrer Firmenfitness den perfekten Corporate Health-Benefit für ein produktives, gesundes und ausgeglichenes Team bietet. Der in München geborene Schokoladen-Liebhaber hat eine große Leidenschaft für die Alpen, das Wandern und Skifahren.Melde dich bei Johannes Füß auf LinkedIn: https://www.linkedin.com/in/johannes-f%C3%BC%C3%9F/___________Der Level Up HR Podcast wird von unseren Freunden von SAWOO produziert -  https://www.sawoo.io 

Eine App gegen Einsamkeit? Die gibt es tatsächlich, ins Leben gerufen von Chris Gust. Das Multitalent (Künstlerin, Autorin, Coach und mehr) litt unter Angststörungen, die typisch für hochsensible Menschen sind und häufig zu Einsamkeit führen. Hilfe bietet jetzt die jumiwi-App. Zu Gast in Annemettes Podcast-Studio erklärt Chris Gust, was genau hinter der Geschäftsidee steckt. Das spannende Gespräch dreht sich unter anderem darum: Outing bei Facebook Was Hochsensibilität wirklich bedeutet Gehen, ohne schief angeschaut zu werden Coaching am Telefon Übungen für schnelle Erdung Mehr über Chris Gust: https://www.linkedin.com/in/chris-gust-449906266/?originalSubdomain=de Literatur: Chris Gust, „Du bist mehr als deine Angst“ (Antheum Verlag) Wie gefällt Ihnen Einsteigen und aufsteigen? Schreiben Sie uns hier! Mehr von econnects® Informieren Sie sich über unsere neuen Kompaktcoaching-Programme für Menschen in beruflichen Veränderungsprozessen: https://www.econnects.de/ Lernen Sie Annemette ter Horst und ihr Erfolgsteam persönlich kennen und sichern Sie sich jetzt einen Platz in einem unserer Workshops https://econnects.de/workshops IN 21 TAGEN ZU MEINER NEUEN POSITION: Das eLearning-Programm: https://www.econnects.de/econnects-online-programm/ Mehr zu Annemette ter Horst https://econnects.de/ueber-econnects/team/ und wie sie auch als Buchautorin Menschen zu ihrer beruflichen Erfüllung verhilft : https://econnects.de/medien/buecher Newplacement – mit individueller Beratung zur perfekt passenden, besser bezahlten Position https://www.econnects.de/econnects-online-programm/ Für Karrierestarter: https://www.econnects.de/karrierestarter/ Probezeitbegleitung – individuelle Unterstützung im neuen Job https://www.econnects.de/econnects-online-probezeit/ Existenzgründung – der erfolgreiche Start in die Selbstständigkeit https://www.econnects.de/econnects-selbststaendigkeit-online-kurs/ Outplacement – für Unternehmen: Perspektiven für Ihre Mitarbeiter https://econnects.de/outplacement-beratung-unternehmen/ AVGS-MAT – individuelle Karriereberatung ohne eigene Kosten https://econnects.de/avgs-mat-gutschein-arbeitsagentur/ Profitieren Sie von Annemette ter Horsts Videos mit jeder Menge Insidertipps für Bewerbungsgespräch und Bewerbungsunterlagen: https://www.youtube.com/@econnects Folgen Sie econnects®: auf facebook: https://www.facebook.com/econnects/ auf instagram: https://www.instagram.com/annemetteterhorst auf youtube: https://www.youtube.com/@econnects

In this episode Chris is joined by LACErs Debbie Mitchell and Ffion Bennett as they speak to guest Susan Binnersley, Director at h2h Limited. The discussion revolves around the complexities of outplacement, shedding light on its significance during times of organisational change. Outplacement, often included in a severance package, is a benefit offered by employers to assist terminated or laid-off employees in transitioning to new jobs or careers. Listen now for valuable insights into best practices for managing transitions with empathy and professionalism.

Pippi Langstrumpf war die Heldin ihrer Kindheit – und ihr Vorbild: Annett Schaper träumte davon, sich die Welt so zu schaffen, wie sie ihr gefällt. Der Wunsch zu gestalten war so stark, dass sie gegen harte Widerstände aus dem Elternhaus Designerin wurde. Inzwischen berät sie als Kreativ-Expertin Unternehmen, wie diese Projekte und Prozesse besser voranbringen können. Diese Podcastfolge dreht sich also um Kreativität - ein Lieblingsthema auch von Annemette. Unter anderem sprechen die beiden darüber: Das Dilemma zwischen Quälgeist und Anpassung Flow-Momente Verunsicherung aushalten Die 5-Sekunden-Regel für Erfolg Botschaften ans Universum Mehr über Annett Schaper: https://annett-schaper.com/ Wie gefällt Ihnen Einsteigen und aufsteigen? Schreiben Sie uns hier! Mehr von econnects® Informieren Sie sich über unsere neuen Kompaktcoaching-Programme für Menschen in beruflichen Veränderungsprozessen: https://www.econnects.de/ Lernen Sie Annemette ter Horst und ihr Erfolgsteam persönlich kennen und sichern Sie sich jetzt einen Platz in einem unserer Workshops https://econnects.de/workshops IN 21 TAGEN ZU MEINER NEUEN POSITION: Das eLearning-Programm: https://www.econnects.de/econnects-online-programm/ Mehr zu Annemette ter Horst https://econnects.de/ueber-econnects/team/ und wie sie auch als Buchautorin Menschen zu ihrer beruflichen Erfüllung verhilft : https://econnects.de/medien/buecher Newplacement – mit individueller Beratung zur perfekt passenden, besser bezahlten Position https://www.econnects.de/econnects-online-programm/ Für Karrierestarter: https://www.econnects.de/karrierestarter/ Probezeitbegleitung – individuelle Unterstützung im neuen Job https://www.econnects.de/econnects-online-probezeit/ Existenzgründung – der erfolgreiche Start in die Selbstständigkeit https://www.econnects.de/econnects-selbststaendigkeit-online-kurs/ Outplacement – für Unternehmen: Perspektiven für Ihre Mitarbeiter https://econnects.de/outplacement-beratung-unternehmen/ AVGS-MAT – individuelle Karriereberatung ohne eigene Kosten https://econnects.de/avgs-mat-gutschein-arbeitsagentur/ Profitieren Sie von Annemette ter Horsts Videos mit jeder Menge Insidertipps für Bewerbungsgespräch und Bewerbungsunterlagen: https://www.youtube.com/@econnects Folgen Sie econnects®: auf facebook: https://www.facebook.com/econnects/ auf instagram: https://www.instagram.com/annemetteterhorst auf youtube: https://www.youtube.com/@econnects

El offboarding y outplacement son fases tan importantes en el ciclo laboral de una persona en una organización como lo es la negociación y contratación. Héctor Casagrande, director de gestión en Challenger Grey & Christmas, explica cómo llevarlas de manera correcta y los beneficios de ello.Síguenos en redes como Incomex Nacional.

Ein Arbeitsverhältnis zu beenden, sei es durch eine Kündigung oder einen Aufhebungsvertrag, ist für alle Beteiligten oft mit Stress, Ärger und Unsicherheit verbunden. Gibt es einen Weg, dies konstruktiv und stressfrei zu gestalten? Die Mediation.

In this episode of the Biotech Career Coach, Carina and Alison discuss outplacement services and their value for individuals who are transitioning between jobs. They explain that outplacement varies between providers, but generally includes support services such as career coaching, resume and interview training, and guidance for finding new employment. They also emphasize the value of using outplacement as an opportunity for personal growth and exploring new career paths.Learn more about the Collaboratory Career Hub community and access our free resources:Join our free Slack groupAttend our free, on-demand LinkedIn WorkshopWatch our quick Jobseeker TrainingCheck out our sister podcast: Building BiotechsSend Carina a connection request on LinkedIN!Stay connected with us:

Manchmal stellt ein Praktikum die richtigen Weichen. Bei Michael Behr war das zum Beispiel so. In einem Unternehmen, das Aromen herstellt, kam der damalige BWL-Student buchstäblich auf den Geschmack und stieg tiefer in die Branche ein. Weil er keine Lust hatte, als Angestellter zu arbeiten, gründete er mit 25 Jahren seine eigene Firma Nutramaxx – ein Hersteller von natürlichen Pflanzenextrakten für die Lebensmittelproduktion. Wie spannend und exotisch dieser Job ist, zeigt das Gespräch im Podcast-Studio. Mit ihrem Gast plaudert Annemette unter anderem über… Den Unterschied zwischen Extrakt und Aroma Den besten Geschmacksbooster für selbstgemachtes Vanilleeis Woher die Bourbon Vanille ihren Namen hat Eine Krankenstation im Dschungel von Madagaskar Frauen an Schlüsselpositionen Mehr über Michael Behr und nutramaxx: https://naturallymade.com/ Hilfe für Madagaskar leistet der gemeinnützige Förderverein Help Mada e.V.: https://www.help-mada.org/ Wie gefällt Ihnen Einsteigen und aufsteigen? Schreiben Sie uns hier! Mehr von econnects® Informieren Sie sich über unsere neuen Kompaktcoaching-Programme für Menschen in beruflichen Veränderungsprozessen: https://www.econnects.de/ Lernen Sie Annemette ter Horst und ihr Erfolgsteam persönlich kennen und sichern Sie sich jetzt einen Platz in einem unserer Workshops https://econnects.de/workshops IN 21 TAGEN ZU MEINER NEUEN POSITION: Das eLearning-Programm: https://www.econnects.de/econnects-online-programm/ Mehr zu Annemette ter Horst https://econnects.de/ueber-econnects/team/ und wie sie auch als Buchautorin Menschen zu ihrer beruflichen Erfüllung verhilft : https://econnects.de/medien/buecher Newplacement – mit individueller Beratung zur perfekt passenden, besser bezahlten Position https://www.econnects.de/econnects-online-programm/ Für Karrierestarter: https://www.econnects.de/karrierestarter/ Probezeitbegleitung – individuelle Unterstützung im neuen Job https://www.econnects.de/econnects-online-probezeit/ Existenzgründung – der erfolgreiche Start in die Selbstständigkeit https://www.econnects.de/econnects-selbststaendigkeit-online-kurs/ Outplacement – für Unternehmen: Perspektiven für Ihre Mitarbeiter https://econnects.de/outplacement-beratung-unternehmen/ AVGS-MAT – individuelle Karriereberatung ohne eigene Kosten https://econnects.de/avgs-mat-gutschein-arbeitsagentur/ Profitieren Sie von Annemette ter Horsts Videos mit jeder Menge Insidertipps für Bewerbungsgespräch und Bewerbungsunterlagen: https://www.youtube.com/@econnects Folgen Sie econnects®: auf facebook: https://www.facebook.com/econnects/ auf instagram: https://www.instagram.com/annemetteterhorst auf youtube: https://www.youtube.com/@econnects

What if the key to a thriving organization was as simple as creating a workplace where Monday mornings don't suck? Our guest, Eric Harkins, founder and president of GKG Search and Outplacement, takes us on a deep exploration of this concept. Bringing his book "Great Leaders Make Sure a Monday Morning Doesn't Suck" to life, he champions the importance of leadership in company culture and the dire implications of ignoring underperforming employees.Together, we pull back the curtain on the idea of "LEAD," a tool that focuses on the qualities and behaviors of leaders over their results. But it doesn't stop there; Eric spills the beans on what really makes a company great and how you, as a leader, can maintain that greatness. We put under the microscope the controversial issue of employees turning off their cameras during virtual meetings and expose the need for trust and open communication in remote teams.Lastly, we delve into the heart of employee motivation and the three things that make them tick: a cool place, cool projects, and cool people. Listen closely as Eric shares his wisdom on fostering a positive work environment, the role of leaders in achieving this, and how to apply these principles to become a resilient leader. So, buckle up for an episode that promises to be as impactful as it is insightful – because great leadership is about making sure a Monday morning doesn't suck.More on Eric Harkins:Eric's Website: www.ericharkins.comEric's book: https://bit.ly/GreatLeadersMakeSureMondayMorningDoesntSuckUnfazed Under Fire Podcast - Host: David Craig Utts, The Resilient Leadership Guy

Como aprendimos en el episodio anterior, la Desincorporación Laboral es reflejo de la Cultura Organizacional, y como ya habíamos visto, se encuentra dentro de la esfera de Gestión del Cambio o "Change Management". En años recientes, el concepto de "Outplacement" ha tomado cierta fuerza en el entorno organizacional, pues sugiere un camino más benévolo y gentil para desvincular a una persona de una compañía, atendiendo a sus necesidades en todos los niveles. Sin importar la razón que detone la desincorporación, un buen proceso de Outplacement buscará, primero que nada, dotar de contención emocional al colaborador que será despedido. Es importante brindarle un espacio seguro para desahogar sus emociones relacionadas con la desvinculación, ayudarle a enfrentar los temores asociados a esta pérdida, y facilitar un proceso para que encuentre dentro de sus propios recursos la fuerza y motivación para seguir adelante. Una vez logrado lo anterior, será más sencillo establecer un plan de metas para que la persona comience con la búsqueda de nuevas oportunidades laborales, ayudarle a mejorar su currículum, prepararle para las entrevistas que se le vayan presentando, incluso realizarle una evaluación psicométrica y brindarle retroalimentación sobre sus principales competencias y áreas de oportunidad. Aquí te comparto elementos clave para realizar un proceso de Outplacement profesional, asegurando las mejores condiciones de salida para el colaborador, y una transición profesional digna.  Si necesitas apoyo con un proceso de desvinculación laboral, Outplacement o cambio organizacional, no dudes en escribir a la línea de WhatsApp que se encuentra en nuestra página web: www.talento4d.com Y también a través de nuestras redes sociales: Busca @Talento4D en FB, TW, IG y LI.

La Desincorporación Laboral es un tópico que invariablemente impacta la Cultura Organizacional, y se encuentra dentro de la esfera de Gestión del Cambio o "Change Management". Siempre una desincorporación de talento es un episodio traumático para la empresa misma, para el colaborador que va de salida, y para todas sus redes de interacción internas y externas. Sin importar la razón que detone la desincorporación, aún si la persona cometió una falta grave, o simplemente a pesar de un buen desempeño no hay "fit cultural", o una reestructura organizacional eliminó puestos de trabajo, la manera en que la empresa gestiona la salida de sus recursos humanos revela totalmente la cultura que prevalece en ella, y además es educativa, porque todos los que observan este proceso anticipan lo que pueden esperar en un futuro por parte de su organización si se llega a dar una separación. La gestión del cambio organizacional (y sobre todo este tipo de cambio), es un punto delicado y complejo, que debe hacerse gentil y conscientemente, con respeto y mucho cuidado hacia la persona que va de salida. No olvidemos lo que se dice mucho en redes profesionales: "Despide a un colaborador con el mismo interés, respeto, profesionalismo y cuidado, que cuando le abriste la puerta de tu organización". Aquí te comparto elementos clave para que el proceso de desincorporación laboral ocurra en las mejores condiciones que sea posible. En verdad espero que te sea útil.  Si necesitas apoyo con un proceso de desvinculación laboral, Outplacement o cambio organizacional, no dudes en escribir a la línea de WhatsApp que se encuentra en nuestra página web: www.talento4d.com Y también a través de nuestras redes sociales: Busca @Talento4D en FB, TW, IG y LI.

Eric Harkins is the President and Founder of GKG Search & Outplacement, a Minneapolis-based consulting firm that helps organizations Get talent, Keep talent & Grow talent. He is also an Amazon #1 best-selling author of: Great Leaders Make Sure Monday Morning Doesn't Suck; How to Get, Keep & Grow Talent. His goal is simple: Help … Continue reading If You're Not Sure, You're Sure →

Description: Get ready for an enlightening episode where we've got some valuable lessons to share from the past few years. You know what they say: being prepared pays off! This episode will help you gear up and be recession ready. We're not saying you need to start panicking right now, but it's always wise to have a plan tucked away just in case a recession hits—whether it's this year, next year, or who knows when! Think of it like having a disaster recovery plan or a crisis management strategy. We want you to have that "what if" plan in your back pocket, ready to tackle any changes, control expenses, or adjust if needed. It's all about being proactive! Today, we're lucky to have two fantastic guests with us: Amy Whittenberger, an HR Business Advisor and Subject Matter Expert from our MRA Hotline, and Susan Abler, MS, SPHR, SHRM-SCP, Member Relations Advisor & Director of Outplacement. They're here to take us through exciting "What If" scenarios. We'll cover everything from smart capacity strategies and finding or nurturing talent to retaining employees, keeping them motivated, and ensuring their overall well-being. And hey, we'll even dive into the tough questions about potential workforce reductions if things get real. Resources: 2023 Economic Outlook  Outplacement and Career Transitions  HR Hotline  MRA Membership  About MRA  Let's Connect: Guest Bio - Susan Abler  Guest LinkedIn Profile - Susan Abler  Guest Bio - Amy Whittenberger  Guest LinkedIn Profile - Amy Whittenberger  Host Bio - Sophie Boler  Host LinkedIn Profile - Sophie Boler  Transcript: Transcripts are computer generated -- not 100% accurate word-for-word. 00:00:00:00 - 00:00:21:03 Unknown Hello everybody and welcome to 30 minute Thrive, your go to podcast for anything and everything HR, powered by MRA, the Management Association. Looking to stay on top of the ever changing world of nature. MRA has got you covered. We'll be the first to tell you what's hot and what's not. I'm your host, Sophie Boler, and we are so glad you're here. 00:00:21:05 - 00:00:47:00 Unknown Now it's time to thrive. Well, we have learned many lessons these past two years, but one of the most important lessons is that it pays to be prepared. So for this podcast episode, we are going to help you prepare and be recession ready in. While we are not saying that you need to be ready right now, whether a recession hits later this year or next year or whenever, it's just best to have a plan in your back pocket. 00:00:47:02 - 00:01:19:23 Unknown So today we are joined by Amy Whittenberger our business advisor and subject matter expert from our MRA hotline, and Susan Adler, member relations advisor and director of outplacement, will help us take a look at some what if plans, along with the tough questions, if and when it might come time for reductions in your workforce. So one of the best ways to be recession ready is really to prepare Now by optimizing your workforce and optimizing your workforce now helps you focus on long term success. 00:01:19:23 - 00:01:43:15 Unknown So you will come out stronger after a recession. So, Amy, let's start out by asking, do you have any suggestions for companies seeking cost saving opportunities within the workforce? Yeah, I do. In fact, just recently at one of the roundtables I facilitated for Mra. For our h.r. Group, we talked about this exact topic, just, you know, cost savings, you know, ideas. 00:01:43:17 - 00:02:15:06 Unknown Some of the things that came up in our conversation were first, you know, is get everyone involved. So saving money, having great ideas, you know, challenge all of your employees to participate in this and help the company. And reward them, you know, when they have great ideas for saving money. So get your employees involved. And then next, one of the things that we talked about is the whole idea of scheduling and time, time keeping, because that's kind of the thing that kind of falls off our radar, that can that can cost the money. 00:02:15:07 - 00:02:38:06 Unknown We don't even know it. You know, for example, there are times in timekeeping where minutes add up to hours in weeks and months and can add up to thousands of dollars. For example, when we have employees that tend to be those that are tardy for work and tardy, you know, fairly often, often we pay those people for those six, seven, 8 minutes that they're late. 00:02:38:08 - 00:02:59:19 Unknown And then over time, that can add up to 1000 hours, you know, in a year. And if you multiply that by several employees, it can be a significant cost to the company. Other things that come with timekeeping, you know, include looking at things like calls, last minute changes, which then causes overlap in work for people to put in extra time or overtime. 00:02:59:21 - 00:03:24:16 Unknown So look at reasons why there is changes in schedule, whether it's employees that that are calling in or if it's things that are happening on the process side of things and look at, you know, how you can prevent those types of things. Then there's also optimizing schedules. So if you're a company that has multiple shifts, look at how much overlap you have between employees and shifts. 00:03:24:18 - 00:03:45:09 Unknown Sometimes it's fairly common to overlap an hour, but you really need to overlap. An hour can reduce it to half an hour, even 15 minutes to get really efficient. Are there other things that we can look at? You know, as you look at ourselves within h.r. You know, a very common call that i get is what happens when we overtime overpay. 00:03:45:09 - 00:04:16:13 Unknown Employees. And that can happen for various reasons. You know, the wrong data gets plugged into your address and they're paying on the wrong rate or the wrong premium. And the first thing I say is, you know, it's absolutely okay to recoup those funds, but a lot of companies don't realize that they can and that they should. The second piece is, as I would be taking time to really audit your systems to make sure your data is correct so that you can prevent overpayments in the first place. 00:04:16:15 - 00:04:46:23 Unknown Yes, absolutely. Well, kind of digging deeper and another way to look at is capacity strategies. So how can that help an organization be better prepared with an agile workforce? Well, I think you kind of said it when we kicked it off, But, you know, the first thing that comes to mind when we think of being agile, I think of 2019 and when coronavirus hit, we all had to pivot and find different ways of working and getting things done. 00:04:47:00 - 00:05:25:10 Unknown And what I would stress is that all companies instill agility into their core values and really bring that to the forefront in all communications and your staff meetings and things and really learn to be an agile workforce. You know, and one way of doing that is I would take your lessons from what you did for COVID, take out that playbook that you had, you know, in notes you took and things that you did and maybe, you know, make that more of a common function quarterly, semiannually, maybe to look at, you know, what did we do and how can we do that again to make sure that we're being agile? 00:05:25:12 - 00:05:52:14 Unknown What are the the biggest things that come to mind, I think, is, you know, to be agile, you have to be able to remove barriers so people can make changes and make decisions quickly. So look at your processes and your expectations in terms of how we communicate, make decisions and remove those barriers. Then there's other things. You know, one of the things I found is, you know, have your employees think like they're small business owners and then think like they are a business owner. 00:05:52:15 - 00:06:09:03 Unknown You know, if I own this business, what changes would I like to make or what I think should be made? Because I am close to this type of process and I know it can be done differently and reward them for that kind of thinking. And then to be more agile, I think you also have to be ready for those changes. 00:06:09:03 - 00:06:40:16 Unknown So think about people that can be cross-trained in different functions so that if you do make a change, they can make that pivot into the different role or function more quickly. Absolutely. Well, you just talked about across true cross training. And when considering cost concerns, it's essential to kind of determine where to invest limited resources. So considering building versus buying your talent, But it's also important to continue to invest in your future, even in those cost conscious times. 00:06:40:18 - 00:07:03:15 Unknown So what suggestions do you have on ways to think strategically and plan for current and future talent requirements? I think this is so important. You know, if you think about talent, which is our human resources, right, our people, let's make sure that they are currently as productive as they can be in Agile. As I just said, which is one way. 00:07:03:17 - 00:07:26:18 Unknown But also when you think of current in talent requirements in the future, you know, I think first let's also conserve what we have. We know that when we lose people, you know, in terms of retention, hiring and turnover can be really costly, right? So let's first make sure that we're conserving our people, but then let's invest in them. 00:07:26:20 - 00:07:54:09 Unknown And one way, you know, is to look into performance. You know, how can we make sure that they are performance optimally? You know, look at maybe some of your pay philosophies in terms of pay for performance instead of a flat increase across the board. Maybe you're incentivizing those people that are upskilling or hired have high potential with the company or great attitudes and really want to work through their discretionary effort to get things done. 00:07:54:11 - 00:08:28:17 Unknown Another way of looking at your performance and making sure that we're optimizing our talent is like using like a nine buck philosophy or even the top 10% bottom 10% philosophies in terms of looking at excuse me, when you have the people that are in that top right hand box, right, you want to make sure that you're continuing to challenge them and provide them abilities to reach higher levels and to upskill those that are in the battle of ten bucks or in the bottom 10%. 00:08:28:22 - 00:08:50:07 Unknown You know, let's look at why and figure out, you know, is it a system thing or is it a person thing and what changes should we make to upgrade them so they're no longer in the bottom 10%? And that way, you continually upgrading your bar in terms of achieved achievement. And then lastly, invest in professional development. And, you know, I don't think this has to be a costly thing or even a cost item. 00:08:50:07 - 00:09:16:01 Unknown I think that, you know, a great way of doing this is to work with people in terms of providing on the job training or even job shadowing, you know, expose them to other people in the company or other functions in the company. You know, a great example to do that is to provide them, you know, an opportunity to sit on a project that may or may not necessarily in their department or their function. 00:09:16:01 - 00:09:50:03 Unknown So cross functional exposure is a great way to provide development support or how about communication? We've got to talk about communication and economic uncertainty. So any suggestions you have on ensuring that transparent and confident communication and building trust among employees during this time? Well, yeah, you know, and so if you remember, we just talked about this in another podcast in terms of the importance of communications, you know, when it comes to employee relations, you know, if I think of all my years of working with people and coaching h.r. 00:09:50:03 - 00:10:19:21 Unknown In leaders, you know, when things are going well at a company, it's probably because communications are going well. When things aren't going well at a company, it could be because communications aren't going well. So i think when there's times of uncertainty, i think we we definitely need to amp up our communication with our employees. You know, when there's when there's ambiguity of what's going on in a company or messaging just doesn't seem to be, you know, at the level it should be for employees to understand what's going on. 00:10:19:23 - 00:10:54:05 Unknown You know, it just makes them anxious. I think they start filling in reasons of their own. They, you know, it's natural for us to think the worst. So I think in terms of communications, I think even bad news that is honest news about what's going on with the company is probably better than no news in this situation. But I think also it has to be, you know, increase in your touchpoints with employees, you know, so not just written communications, but also make sure that, you know, across the board our leaders are managers or h.r. 00:10:54:06 - 00:11:25:09 Unknown Supervisors are having more frequent even daily interactions with employees. Just so that you're getting about in, you know, really getting the pulse of people and what's going on. Where are they in terms of their level of anxiety and questions that they have, you know, be more personable, ask what's going on and make sure that you're not making assumptions and then make sure that they're not making assumptions either because they have the right information from the company for sure. 00:11:25:14 - 00:11:53:17 Unknown Like Amy said, she went into communication a little more deeply in an employee relations podcast. So feel free to take a look at their own if you want to learn more tips on that. But as we talk more about talent, do you have any tips to keep the talent you currently have that businesses currently have or any retention strategies you might suggest for an organization to plan for or in a recession? 00:11:53:19 - 00:12:17:02 Unknown Yeah, I think, you know, almost probably everything I've said so far are all different ways that can work towards retaining employees, you know, building that level of trust and loyalty with employees that makes them want to stay with the company, you know, So, you know, great communication both, you know, from top on down, but also that personal communication with supervisors is really key. 00:12:17:04 - 00:12:40:17 Unknown I think, you know, recognition in terms of, you know, how well they're doing, their jobs, things that they're achieving, accomplishing simple thank you's. And, you know, I talked about professional development. That certainly is key. You know, for those that, you know, truly do want to be challenged and just showing that confidence, you have employees when you say, hey, you know, I think you certainly have potential for this. 00:12:40:17 - 00:13:01:00 Unknown Let's try and see if you like it. And then there's other things I think we also have to talk about, which is understanding where employees are at in terms of work life balance, flexibility, benefits needs, because all of our lives are different. You know, world of work has certainly changing in the world we live in is certainly changing. 00:13:01:02 - 00:13:22:24 Unknown You know, you know, many of us are in that sandwich generation where we're taking care of kids or grandkids and parents or other family members. So there's so much need for, you know, different levels of flexibility at different points in our lives. And I think that can go a long way towards retention of we're a little bit more flexible now about motivation. 00:13:22:24 - 00:13:51:12 Unknown How do you keep employees going during these uncertain times? Yeah, so, you know, I mentioned ambiguity as I think if if we're ever going to amp up our communication and get out there and be more visible to employees, I think it's key in order to motivate is to really be, you know, upbeat and optimistic. When you're out there on the floor, you know, really leading the charge that we can get through this together. 00:13:51:14 - 00:14:20:00 Unknown And, you know, and with that, maybe provide ways or encourage them to reach out to their team members to build a cohesive team and really trust that together we can get through these things. And then, you know, part of being upbeat is, you know, celebrating those wins again. So recognizing big wins, little wins, you know, things that can just help people cheer them up and see the maybe the end of the line of the tunnel that, you know, if we if we keep ticking away, we'll get through this. 00:14:20:02 - 00:14:42:09 Unknown So, you know, along with employee engagement and motivation, it's also important to consider employees well-being and health during challenging times. So how can employers really help in this area? Yeah, I think everything that we we are doing, we should continue doing and again, maybe be a little bit more intentional about it when we know there's some uncertainty going on. 00:14:42:09 - 00:15:07:00 Unknown So, you know, mental health, health has become a bigger issue, is coming to the forefront. People are more comfortable sharing that, you know, I need help with it, just like I need help with my my physical issues in terms of benefits that are provided. So when you know, when you think of these uncertain times, you know, people's anxiety again is risen, which causes, you know, some stress. 00:15:07:02 - 00:15:28:06 Unknown So things that we can do to help relieve stress, there's certainly going to be helpful to people and help them to be more productive. It could be little things that we could take, for example, you know, bring in a massage therapist in order to employees can pay 15 or $20 for a massage. We do that at MRA, which is really cool and awesome. 00:15:28:08 - 00:15:53:19 Unknown But you can also encourage challenges to walk a little bit more, get away from your desk a little bit, you know, like in activities, you know, and breaks or lunch periods, maybe even send out links for mindfulness activities to do at your computer, just to take even a 2 to 3 minute break. Studies have shown that that is helpful to people's stress levels. 00:15:53:21 - 00:16:17:11 Unknown And then in a sense, this is a time of, you know, inflation and paychecks are a little bit smaller, it seems, you know, maybe even having lunch and learns with employees where they can talk or learn about, you know, budget ideas and financial concerns and maybe share with each other ideas they have for for saving money in these uncertain times. 00:16:17:13 - 00:16:38:05 Unknown And then the last thing I think of is, you know, if there's one thing a company can do, which is, you know, if people are already a little bit on edge, you know, let's make sure that we're removing any frustrations that we can with any cumbersome policies and procedures that we have as well. Yeah, I mean, those are all great tips. 00:16:38:07 - 00:17:11:05 Unknown Now we're on to the tough questions, unfortunately. But let's say you've done all you can, but you're still faced with having to reduce your workforce. What are the first steps that you recommend for an organization facing this? Yeah, so the first thing that comes to mind when you talk about employers, you know, they used to be I think when we we were in the midst of thinking about, you know, downsizing, it could be the thinking that, you know what, we can go ahead and do a layoff because I think we can rebound pretty quickly and bring those people back. 00:17:11:07 - 00:17:32:00 Unknown Well, I don't know if that's true anymore because, you know, talent is so hard to find these days. I think we have to think a lot harder about that mentality in terms of, you know, letting people go. So I think, you know, first really thinking about alternatives and before we go that route, you know, thankfully, you know, MRA has an awesome resource for this. 00:17:32:01 - 00:18:00:01 Unknown You know, we've developed what we call the layoff toolkit, and it talks about things that you can think about before you actually think about laying off people and some of those ideas are, you know, first looking at your normal attrition. So look at performance reviews, look at people's performances. You know, is there reason, you know, that some people might be naturally falling off or that we might involuntary have them fall off because performance isn't where we need it to be? 00:18:00:03 - 00:18:30:22 Unknown Then, you know, also look at, you know, in a larger aspect in terms of voluntary tournaments, you know, is that an all in option or providing in a different kind of scheduling maybe for those people that could start transitioning at a company without losing all that tribal knowledge that they have, but still, you know, make it lucrative or worthwhile for them to retire, you know, in terms of finances and benefits, You know, certainly looking at reduced schedules across the company. 00:18:30:24 - 00:18:53:17 Unknown So can we eliminate 1 to 4, 8 hours, you know, from a weekly schedule or monthly schedule, even, you know, across the board or making it, you know, a rolling schedule in terms of different amounts of time off. Because like I kind of said earlier, you know, that that our here and there costs, you know, a pretty big spectrum could add up to, you know, pretty good cost savings. 00:18:53:19 - 00:19:26:01 Unknown So look a bit about changing schedules, reducing schedules, and then, you know, if if it's going to be a layoff, maybe it's not everyone at one time, maybe you could think about a rolling layoff. So, you know, layoff portions or trunks of people at a time, bring them back at different times as well, because it might not be as impactful to the company doing it all at one time and then asking for involuntary furloughs or even mandatory furloughs as well for people. 00:19:26:03 - 00:20:02:10 Unknown And that's all really good things that we can be thinking about before we, you know, have to really be faced with a full, complete downsizing or layoff. As. Susan, any thoughts from you from an outplacement perspective then? Yes, right. Amy had some really good ideas. One of the things that I suggest to employers when they're contemplating a reduction in force and outplacement is to really think broadly, strategically, legally, because all of those things are involved in a reduction in force. 00:20:02:12 - 00:20:33:06 Unknown I really like h.r. To take an extra look at the employee list and really look at the dynamics of the current makeup of the workforce. You may be surprised. So you have a group of people who are near to retirement than you thought. So like amy said, perhaps voluntary retirement might be a solution. But if you're starting to talk outplacement internally within the organization, then a lot of decisions have already been made. 00:20:33:08 - 00:21:08:17 Unknown So think broadly and then also think about those employees that you'll be targeting and the size of that group, two or more individuals as a group, and that has different legal consequences than just doing an excellent job of one person. So letting people go is cost effective in the long run. In the short term, it's expensive because you have vacation pay out, you have severance, you have a benefit continuation and you have outplacement costs. 00:21:08:19 - 00:21:43:24 Unknown So I always like to advise employers to think about that short term. And in the long term, because it is expensive, you need to be coordinating, you know, in terms of how are you going to get that company property shutting off I.T. access as part of a reduction in force. And then with outplacement, I would just encourage Marie members to give me a call and let's talk about the logistics, what type of outplacement you offer and how you go about that will probably be depended upon how many people you're letting go. 00:21:44:01 - 00:22:10:03 Unknown Does does it make more sense to do group workshops for the individuals? Let's say you're laying off a couple dozen people. If you're laying off maybe 5 to 10, you might want to offer an individual package. Outplacement tends to be offered in monthly increments, and so I'm afraid we offer a one month to month and six month program, as are standard. 00:22:10:05 - 00:22:30:14 Unknown But we can customize a program to any need or budget. And again, that's why I offer our members to have a discussion with me to really figure out what a good solution would be. You know, when we talk about it and those conversations are point of outplacement, you know, we also have to think about what we call the survivors, right? 00:22:30:16 - 00:22:54:09 Unknown So how do we take people take care of the people that are still going to be working? Because it's very common that there's this, you know, the syndrome that's called, you know, the survivor effect. They feel guilty that, you know, why why did I get to keep my job when the next person lost their job? So making sure that you're focusing back on those employees, help them through that. 00:22:54:15 - 00:23:12:07 Unknown You know, it's part of a grief process. One of the things that Susan said that made me realize I didn't mention a very important piece when it comes to I would say I would say is in groups of people is that there is, you know, state and federal laws that most of us are familiar with, called the WARN Act. 00:23:12:09 - 00:23:41:09 Unknown If you're letting go, you know, a sizable group or are closing down a plant, which is tends to be about 50 people or more, depending on the size of the company, locations of companies. And but we need to consider the one act as well. You. Yeah, absolutely. I was just going to mention you mentioned about the survivors, but not only is it hard telling people they've been laid off, but you also have to worry about maintaining the productivity of the remaining team, like you said. 00:23:41:09 - 00:24:21:04 Unknown So just kind of asking you to dig a little deeper and what does the outplacement plan really look like and any advice on how to implement it or start one? Yeah, very good question, Vince. Employees are watching, so it's really important. They are an employer. Think about that. So I reduction of force impacts everybody. It's an incredibly stressful situation across the board and those employees that retain their jobs, they want to know how their former coworkers and friends were taken care of. 00:24:21:04 - 00:24:48:24 Unknown So outplacement is really an important way for an employer to reduce risk. It gives employees who are losing their job a really soft landing, and it also helps an employer protect their brand. And so I think those are important starting points. When an employer is considering outplacement, think of all the good reasons to do it and to have that additional expense. 00:24:48:24 - 00:25:32:00 Unknown I mean, we share the mutual goal with the former employer and that we want to get the person back to work as quickly as possible. And so an outplacement program is just so valuable in in that regard. And I think one of the important pieces that Susan and her team plays is that if a company does provide outplacement to employees that conversation where they're, you know, immediately handed off to a skilled person and crew transition that can have that that touchpoint with that employee and the employee knows that the service is available to them and that they will have someone that can help them work through their issues and then help them get reemployed again. 00:25:32:02 - 00:26:00:11 Unknown It's certainly mitigates a lot of emotional activity or rumors that could go on. Oh, yeah, that's an excellent point. Very few employers today require an employee to sign their separation agreement before outplacement can start. And so not all employers do that, but the vast majority do. So that's one of the decisions that need to be made early on with regards to outplacement as as well. 00:26:00:13 - 00:26:30:19 Unknown The other thing that employers need to be aware of is once you send the person to us, our obligation is really supporting that individual. And in order to build rapport with that person, we have to have a trust and a big part of their trust is them knowing that the program is confidential. And so employers need to realize that we won't be sharing information back to them about their former employee or we've talked about a lot today. 00:26:30:21 - 00:26:53:01 Unknown You have given great advice today, but do either of you have anything to kind of end with your might drop moment or your last piece of advice that you want to give our listeners today? Well, I'll give you a quick plug for outplacement. I mean, I do think it's critical. It gives a person a stock landing. Employer reduces your risk, it protects your black brand. 00:26:53:01 - 00:27:18:10 Unknown Again, employees are watching. And so you really want to take good care of these individuals and people who participate in an outplacement program to get back to work more quickly. And they just have a more positive state of being, which I think is really important. And I would just want to go back to my favorite word, which is communication. 00:27:18:12 - 00:27:45:07 Unknown There's so much we can do to be ready or to avoid situations, which is, you know, there's never enough communication. I don't think I've ever heard of a company over communicating. It's normally, you know, the ladder where our supervisors, managers leadership is in communicating enough. So communicate, communicate and communicate well. Hopefully all of these great ideas will help you be recession ready if and when that comes. 00:27:45:09 - 00:28:04:05 Unknown So you can prepare your organization for success no matter what comes our way. So I want to thank both of you for being here today and sharing your knowledge with us into our listeners. Don't forget to like, comment and share this episode and take a look at the show notes below. We've got all the resources we need on this topic. 00:28:04:07 - 00:28:26:19 Unknown We've got Susan and Amy's bio and LinkedIn profiles in Resources on becoming an MRA member. So thank you for tuning in and we will see you next week. And that wraps up our content for this episode. Be sure to reference the show notes where you can sign them to connect. For more podcast updates, check out other MRA episodes on your favorite podcast platform. 00:28:26:19 - 00:28:36:11 Unknown And as always, make sure to follow MRA's 30 minutes Thrive so you don't miss out. Thanks for tuning in and we'll see you next Wednesday to carry on the HR conversation.  

Career transitions are an inevitable part of anyone's employment journey. It can be a promotion but also termination. The termination side is typically where career transition or outplacement comes in. This week's guest, Kim Spurgeon, is Sr VP Canada, Transition and Mobility with LHH Knightsbridge. LHH Knightsbridge is one of the leaders in helping employers navigate career transitions. She has been in that business much of her career and has an impressive depth of knowledge and experience. She shares: ☺️ Terminations can be done with empathy. ⚡️ Elon Musk and Twitter are a master class on what NOT to do. ⚖️ Career transitions can also help mitigate the risk of being sued by employees - see the video below.

Are you ready for a quick but impactful way to strengthen your leadership development? Talent Magnet has a digital leadership development platform and a FREE way to take it for a test drive! Sign up for Leadership Foundations here. On this episode of the Unconventional Leadership Podcast, we're sitting down with Mark James, the founder and president of HIRE Consulting Services. We talk about how to build genuine relationships and how they help you as a leader. Mark encourages us to see what we can give, and how we can help those around us. Mark James, CPC, is the founder and president of HIRE Consulting Services, established in 1999. Mark is a Certified Personnel Consultant and the author of the best-selling books; "Keys to the C Suite: Unlock the Doors to Executive Career Path Success" and "The Interview Mindset: The Ultimate Guide to Mastering Your Career." Mark has over 25 years of experience in Executive Career Management Coaching, Outplacement, and Executive Search Consulting. He has been a Certified Partner with the Predictive Index since 2016. Find Mark James here: https://hireconsulting.com/ Join in the conversation and share your ideas with us! Interview Quotes: You pretend you're the doctor and the hiring manager is, the patient. Your goal is to determine where's the pain, and what's not working? What are the objectives for the person that gets the job that he or she needs to do? Very much like a doctor, when you're sick, a doctor has to ask very compelling questions in order to determine what's wrong, and how to provide a remedy. One of the things that I believe, is in short supply is, ethics, integrity, and honesty. I believe that everything we do, it's imperative that we use honesty, ethics and integrity in the way we deliver services, and deal with customers on a daily basis. So, I believe that 93% of all communication is nonverbal. A big part of that is listening, and asking questions to get people talking, who are shy, and you learn about them. It's a sign of respect. I make it a point that, everybody I have a conversation with, I always want to try to have a call to action or a reminder before we finish talking. When's the next time we should meet up, revisit and talk about the subject that we were talking about. 80% of your good relationships will come from 20% of the people, right? So you really need to pay attention to the top 20%. When you're in business for yourself, everybody's first question is how much is this going to cost me? Right? You know, they're thinking ROI - return on investment. I think it's a mistake, or an oversight if you will. I think people need to think what will the outcome be? How are we going to get there? What are the steps that we're going to take, so that I could make good decision? Just two words come into my head when I think of unconventional in the form of leadership, those two words are "I care."

Mark James, CPC, is the founder and president of HIRE Consulting Services (HCS) established in 1999. He is a Certified Personnel Consultant and the author of Keys to the C-Suite: Unlock the Doors to Executive Career Path Success (2018). Mark is equipped with over 25 years of experience in Executive Career Management Coaching, Outplacement, and Executive Search Consulting. He is also a quarterly speaker at Operation Connect, a program offered by the North San Diego Business Chamber that provides free business networking events for transitioning military service members. To learn more about Mark, visit www.HireConsulting.com.What a great episode we had with Mark.  We covered so many topics, a few of them are:·        Several of the 6 interview mindsets from his new book, The Interview Mindset: The Ultimate Guide to Mastering Your Career, to help you present yourself well in interviews and get the most information about the role and company.·        Your network is your net worth and gave several ideas on how to expand it.·        96% of search firms use LinkedIn to help find candidates – how you can use the 5-3-1 method to increase your LinkedIn presences.·        The hidden job market is right there in your cell phone and how you can use it.·        Get off job boards and connect with people – that is how you can find that next great job.·        To be most effective in your job search – you need to have a strategy, create a plan and then work it – you are not selling yourself, you are telling about you and the values you bring.Mark was so thoughtful, sharing and experienced in his comments/tips.  I know you will have a much better job search plan after you listen to him.  Enjoy and make sure you share this with a friend.

Massive job cuts at tech companies that hired rapidly during the pandemic and cuts at Facebook and Twitter have the industry reeling.It hurts when you receive an email or letter that says, "We've made the hard, but necessary decision to lay off xx% of the company - unfortunately you've been included in this layoff"Regardless of the fact that it is a business decision, it HURTS. It sucks. And it's not personal but it FEELS PERSONAL. So how can you bounce back from this? In episode 234 of Your Career Podcast, find out what you can do immediately to bounce back from redundancy. ------------------------------------------------Are you ready for career success? Take the CAREER SUCCESS QUIZ and in 2-minutes you'll find out. Get your results, analysis and recommendations immediately! For affordable career help, my CAREER SUCCESS PROGRAM is a unique blend of online and live career coaching to help you take control of every aspect of your career. Check it out! Support the show

Kann es so etwas wie wertschätzende Trennungsgespräche geben? Wie macht man die als Führungskraft, wie besser nicht, was machen sie aus? Mit Claudia Michalski habe ich darüber gesprochen. Danke fürs Zuhören! Weitere Infos zu mir auf positiv-fuehren.com. Kritik, Fragen, Wünsche gern an kontakt@positiv-fuehren.com Wem die Folge gefallen hat – mein Podcast und ich freuen sich über Bewertungen, Abos und/oder Rezensionen auf Apple Podcasts oder Spotify. Danke! Sämtliche weiteren Folgen findet Ihr hier: positiv-fuehren.com/podcast Anzeige: Sponsor dieser Episode ist Personio. 62 % der Arbeitgeber in Europa haben Schwierigkeiten, neue Mitarbeitende zu finden, während 46 % der Arbeitnehmenden im nächsten Jahr den Arbeitsplatz wechseln wollen: Das hat eine neue HR-Studie von Personio ergeben. Und ich bekomme das aus ganz vielen Coachings aktuell mit. Für Führung und HR wird also nicht nur das Finden, sondern auch das Binden von Arbeitnehmenden immer wichtiger. Aber: 59 % der Personalentscheider:innen sagen laut der Studie, sie haben nicht genug Zeit, um sich um die Entwicklung ihrer Mitarbeitenden zu kümmern und verbringen zu viel Zeit mit Verwaltungsaufgaben. Die All-in-One-Personalsoftware von Personio automatisiert und digitalisiert HR-Prozesse, macht Recruiting, Personalverwaltung, Lohnabrechnung etc. einfacher und transparenter. Damit die Personalabteilungen mehr Zeit haben für andere, wertschöpfende und strategische Aufgaben. Personio hilft damit mehr als 6.000 Kunden in Europa dabei, sich mehr auf das wirklich Wichtige zu fokussieren: die Mitarbeitenden. Die komplette Studie und weitere Informationen unter www.personio.de/audio/ Einige Links zur Folge: Claudia Michalski ist als Inhaberin der Beratungsgesellschaft OMC Expertin für Outplacement und Trennungsmanagement – mehr dazu hier: https://omc-berlin.de Immer wieder bietet Workshops zu konstruktivem Trennungsmanagement für Führungskräfte und HR an: https://omc-berlin.de/de/omc-blog/veranstaltungen/omc-workshop-trennungsmanagement-2 Ein aktueller Text von Claudia übers Was, Wozu, Wie und Wie-nicht von Worfkforce Transformation – hier lang: https://omc-berlin.de/de/omc-blog/hrtrends/workforce-transformation-der-grosse-personalumbau Hier ein paar weitere Links: Mein kostenloses E-Book zu mehr Glück im Job samt Newsletter (1*/Monat) gibt's unter www.positiv-fuehren.com/newsletter Ihr interessiert Euch für meine Impulskarten zu Positiver Führung? Informationen und Bestellmöglichkeit hier: www.positiv-fuehren.com/kartenset Wer die Themen aus Buch und Podcast vertiefen will – zu meinem nächsten Online-Seminar "Positiv führen" hier lang: https://positiv-fuehren.com/seminar/ P.S.: Alleine ist man ja nix! Großes Dankeschön

No puedes perderte esta interesante conversación con un auténtico especialista en buscar trabajo y en liderar procesos de "outplacement" en empresas. En su perfil de linkedin podemos leer: "Te ayudo a conseguir trabajo | Outplacement y cultura organizacional | Desarrollo de Talentos en empresas | Mentor de empleabilidad con propósito | Coach de empleabilidad | Co-Founder at CV TOP | Cofundador MásHumanos"https://www.linkedin.com/in/fernando-segarra-cvtop/ ¿Amas tu trabajo? Sí? No? pero....¿deberías amarlo? muchas ideas alrededor del trabajo y del ser humano en general.

The Interview Mindset: The Ultimate Guide to Mastering Your Career by Mark JamesThere's no denying that we live in a world full of instant gratification. As for emailing an employer to follow up on a recent job interview? Anticipate hearing back in several days, if not longer.With a slight adjustment to your outlook and timeframe, you can still soar through your job search with patience and positivity. Here's how to manage your R.O.E. = Return On Expectations:• Focus on mini-milestones.• Document your job search activities.• It's all about numbers.• Think realistically about timeframes.• Understand The Hiring Process.• Be Patient. Stay Positive.The Power of The Interview Mindset could make all the difference during your interview. You'll feel confident that you deserve to be there, with the knowledge that you stand just as much chance as anyone else of being offered the job.This book will review the tools and expert advice I have collected over the years, providing career transition coaching for hundreds of executives and professionals.Mark James, CPC, is the Founder and President of HIRE Consulting Services (HCS) established in 1999. Mark is a Certified Personnel Consultant and the author of the best-selling books, "The Interview Mindset: The Ultimate Guide to Mastering Your Career!" and “Keys to the C Suite: Unlock the Doors to Executive Career Path Success.”He is equipped with over 25 years of experience in Executive Career Transition Management Coaching,Outplacement, and Executive Search Consulting. He has been a Certified Partner with The Predictive Index since 2016.Mark excels in executive search consulting and coaching business professionals and executives who are currently in career transition or planning to make a career change.As an Executive Career Transition Coach, Mark works with clients to define their skills and competencies and develop a strategy to conduct a professional job search campaign. "Our common goal at HCS is to find the right company that values the talents of my clients." Every meeting, discussion, and phone call is made with the singular purpose of helping you discover the keys and utilize the tools to help you secure a more fulfilled and productive career path.As an Executive Search Recruiter, Mark partners with successful and growing companies that need a competitive recruiting edge to enable them to find, assess, and hire great talent. HCS Strategic Recruiting Solutions search process helps client companies locate, assess, and recruit exceptional leaders in a variety of industries, functions, and disciplines.https://hireconsulting.com/career-handbook/https://www.amazon.com/dp/B09YYL4YKH/ref=cmhttp://www.bluefunkbroadcasting.com/root/twia/101322mjames.mp3    

In this episode, Mauri Schwartz talks about ameliorating reputational and financial risks through outplacement programs during layoffs. She is a professional speaker, dynamic executive branding manager, results-based job searching coaching expert, and President and CEO of Career Insiders. She has a rare combination among career consultants – highly technical experience with an MBA education.Mauri's strategies enabled laid-off workers to get reemployed quickly, making for an easier transition for them and their organization as she works with clients to create outplacement programs. She's a professional “people person” who knows exactly how to help her clients to be successful in making their next career move. If you're interested in mitigating the risk of layoffs by having an outplacement firm support, consider reaching out to Mauri Schwartz by visiting her websites https://careerinsiders.com/ and https://www.linkedin.com/in/maurischwartz/.Mitchell Levy is the Global Credibility Expert at AHAthat, the first AHA leadership (Thought Leadership) platform on the market for thought leaders, experts and companies to unleash their genius to the world. His passion is helping entrepreneurs, business owners and C-Suite Executives get known as thought leaders & become best-selling authors with the AHA platform. He is an accomplished entrepreneur who has created 20 businesses in Silicon Valley including four publishing companies that have published over 800 books. Mitchell is an international best-selling author with 60 business books, has provided strategic consulting to over 100 companies, has advised over 500 CEOs on critical business issues, and has been chairman of the board of a NASDAQ-listed company.Visit https://www.credibilitynation.com to learn more about the Credibility Nation community.Visit https://www.ahathat.com/author to learn how you can become an Amazon best-selling author in 4 months.

Der "Ehlers-Rhetorik-Podcast" Seit Juli 2008 bereits DER TOP RHETORIK PODCAST! Der Podcast mit hilfreichen, wichtigen und interessanten Informationen rund um professionelle Kommunikation mit dem Rhetoriktrainer der Top-Manager, Politiker und Persönlichkeiten des öffentlichen Lebens: Michael Ehlers. Regelmäßige LIVE Talks mit den besten Expert*innen aus der DACH-Region zum Thema Rhetorik! Ein Muss für alle, die mit ihren Worten etwas bewegen wollen. "Wer etwas zu sagen hat, sollte reden können" Online Live Training: https://www.iRhetorik.de Infos zu Michael Ehlers: www.Der-Rhetoriktrainer.de

Angesichts der unsicheren Energieversorgungslage fordert die Gasbranche ein Solidaritätsabkommen mit Nachbarländern. Bundesrätin Sommaruga betont, ein Abkommen würde jedoch erst im Notfall in Kraft treten. Grossverbraucher spinnen derweil Szenarien, sollte im Winter Strom tatsächlich knapp werden. Ausserdem: Der Schweizer Pharmariese Novartis steckt mitten in einem grossen Umbau. Tausende Arbeitsplätze fallen weg, bis zu 1400 auch in der Schweiz. Das Unternehmen spart damit 1,5 Milliarden Franken. Um die Folgen der Entlassung für die betroffenen Angestellten abzumildern, gibt es einen Sozialplan. Als Massnahme ist unter anderem auch ein sogenanntes Outplacement vorgesehen.

June Hogan is the director of Wildwood Coaching, and joins Lucinda to talk about the topic of outplacement, the practice of ensuring that outgoing employees are given every chance at a successful future outside of the organisation, which can result in positive impact upon company brand, loyalty and retention. KEY TAKEAWAYS When dealing with people, it is crucial to remember that everyone is unique, and must be treated as such. It is about finding out who the individual is, and the circumstances that have led them to this point. A redundancy can negatively impact confidence in a huge way. Roles are made redundant rather than individuals, but we form close-knit bonds to the roles we assume. Change itself comes with a fluctuating set of responses. Some dig in their heels and do not embrace change, but then this feeling can shift to one of receptiveness, and a need to be heard. The benefits of outplacement support, and treating outgoing people with support, is that it creates a more positive view of you as an employer to those who remain. BEST MOMENTS 'Outplacement can be done really well or really badly' 'We are all about the individual' 'All there is, is a need to support and to help people move forwards' 'A redundancy inevitably impacts motivation' VALUABLE RESOURCES The HR Uprising Podcast | Apple | Spotify | Stitcher   The HR Uprising LinkedIn Group How to Prioritise Self-Care (The HR Uprising) How To Be A Change Superhero - by Lucinda Carney HR Uprising Mastermind - https://hruprising.com/mastermind/   www.changesuperhero.com www.hruprising.com          Wildwood Coaching - https://wildwoodcoaching.co.uk About the Guest, June Hogan June Hogan is a Career Coach and Outplacement Specialist and works with HR professionals managing redundancies. Offering Outplacement Support ensures those who leave to feel positive about the future, those who remain can see you did the right thing and it helps to protect company brand and reputation. With 20 years corporate HR experience, personal and professional experience of redundancy and a recent coaching qualification, in 2019 June decided to set up her own business and specialise in Outplacement Support. June Hogan: "I find Outplacement Support incredibly rewarding work, it's a privilege to support people at what is often a difficult time in their lives and to know I've played a part in their journey to shape their future". https://www.linkedin.com/in/junehogan/ ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up' together. “If you look up, you rise up” CONTACT METHOD Join the LinkedIn community - https://www.linkedin.com/groups/13714397/ Email: Lucinda@advancechange.co.uk Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising See omnystudio.com/listener for privacy information.

Jane Ferré, Executive Coach at Jane Ferré Coaching, 20 years experience in senior HR roles, guides clients to identify personal values "Zone of Genius" and target markets. www.linkedin.com/in/janeferre

OUR CHATAs a fellow resume writer, I loved the chance to “talk shop” and compare our viewpoints on tackling career change resumes, helping people regroup after a stalled job search, and the tools people need to hit the ground running when looking to land. ABOUT MATTMatt is a certified resume writing expert whose experience includes 15+ years in HR, staffing and recruiting across a variety of industries. His company MJW Careers assists companies in transition from downsizes to buyouts and individual job seekers looking to advance their careers.  LEARN MORE: Website: mjwcareers.comLinkedIn: linkedin.com/in/mjwcareersYouTube: youtube.com/user/mjwcareersBlog: Jobstickers.com