Security-Privacy
Career Compass Canada takes client security and privacy seriously. Our IT platform is EU Safe Harbour Certified and we rank the most secure SSL protected on a consistent basis applying stringent protocols and ciphers. We have a comprehensive privacy policy and have a privacy officer appointed to ensure our polices and procedures are updated and align with best business practice.
Outplacement / Career Transition
In today’s economy, layoffs are a complicated yet frequent occurrence. For the employer, careful planning and flawless implementation are required to prevent erosion of the business, as well as the organization’s standing in the community. For displaced employees, high levels of unemployment leave many feeling that they have few options for alternative employment or that their careers have been derailed. For remaining employees, uncertainty levels can rise significantly and productivity levels may decline considerably. The bottom line: these situations can leave many individuals, whether leaving or staying, with a sense of frustration, fear and anxiety.
Providing quality Outplacement Transition services from Career Compass Canada helps transitioning employees understand that career changes don’t have to be career-ending. Our career consultants, experienced in virtually every industry, provide transition candidates with the type of support that helps them ease their anxieties and gain a better foothold on their next role or career path. Also, with the best consultant-candidate ratio in the field, candidates receive one-on-one, face-to-face assistance ensuring their programs are personalized to their specific situation. Additional resources, such as our proprietary online career portal, Momentum™, offer candidates 24/7 access to training modules and multiple tools for job search assistance, personal branding, resume writing, company intelligence database searches, networking, and more.
In addition, we assist employers with planning, implementation and post-layoff actions needed to support the organization’s ongoing business. From training managers on how to deliver transition messages, to onsite support during the notification process, to follow-up workshops to re-engage and re-focus current employees, our expert consultants help employers move the organization forward in a professional and productive manner.
Post Termination Stress Counseling for coworkers
Job Loss for either one or multiple members of a team impacts those left behind in different ways and can sometimes present challenging issues that need to be addressed. Our experienced team can assist with this to ensure staff remain engaged and focused in their roles going forward. We help to manage the emotion and provide a pathway forward so those left behind can move on with confidence and commitment.
Redeployment, Transfers and Promotions
Transitioning into new roles, new departments, new careers, or new locations can be exciting and even challenging at times. To help employees transition and on-board to be productive more quickly, we offer multiple resources that help employers communicate changes, retrain workers, prepare employees for new roles, and manage integration within the organization. Our transition programs promote timely assimilation to bolster the employee’s confidence, morale and contributions to the organization’s success.
Spouse / Partner Relocation
Since most households today are supported by two working professionals, promotions or transfers requiring physical relocation could hamper a career. To avoid such a hardship and alleviate the worries of relocating employees so they can focus on their new endeavor, our career consultants located around the world assist trailing spouses and partners in transitioning their careers and adapting to their new environments.
Retirement Planning
“Retirement” no longer means that a person stops working; rather, it is considered a period of transition where an individual re-focuses and re-balances his or her lifestyle to align with personal circumstances. New Horizons – Mapping Your Life Options®, a special program for the mature workforce, helps employees prepare for this transition by assessing their retirement readiness and strategically planning for a future aligned with their changing lifestyle to bring renewed fulfillment. In working with coaches certified in New Horizons – Mapping your Life Options®, participants create a self-portrait of personal needs that guides them toward becoming fully invested in a new and rewarding lifestyle of their own design.
Workforce Planning
Before changes can be initiated within the workforce, employers must make strategic plans that ensure and enable the appropriate talent in the organization to achieve its strategic business objectives. Our workforce planning services assist businesses in creating strategies and road maps for changing workforce needs. Our experts help employers assess their workforce landscapes to determine what’s needed to successfully move the organization forward to advance its business success.
Case Study #1
Redeployment
Optimization of a Restructuring
As a major energy company evolved strategically, organizational restructuring became imperative. The division responsible for providing information technology services faced a challenging and potentially painful downsizing.
The Challenge
Following the implementation of a new strategic direction, a division of a major energy company that had provided international IT support would be subject to several rounds of layoffs of long-term employees over the course of several years. The negative impact on talent retention and acquisition, the costs associated with lost talent and severance benefits, and the reduced morale and productivity all weighed heavily on Human Resources. Seeking to ease the pain and control costs, the company asked Career Compass Canada for assistance.
The Career Partners International Solution
After understanding the new strategic direction, Career Partners International presented a redeployment solution to help the company place as many employees as possible in other divisions of the company. Major highlights of this program included expert career coaching assistance and:
- A two-day seminar with additional follow-up counseling to help employees understand and face the potential job loss
- Identification of skills that were readily transferable to other divisions
- Resume development and practice interviews
- Onsite candidate services that maximized the potential for internal placement
The entire program clearly communicated the company’s concern and value of the transitioning employees to everyone. Management saw the program as an excellent way to enhance morale for all employees during the 90-day period after the layoff announcement.
The Results
Two major accomplishments were the positive morale among transitioning and remaining employees and the substantial reduction in severance costs. In addition to satisfying every pre-defined objective, the program enhanced the company’s internal online placement process. The Director of Human Resources commented, “This effort has been so successful that the company has redeployed employees who otherwise would have left the organization. We value this retention of talent retention far more than the substantial severance savings. Additionally, this initiative is equally valuable in talent acquisition as new job candidates see the high value the company places on its employees.”
Case Study #2
Retention Strategies
Nursing Turnover Decreases Significantly while Retention and Job Satisfaction Increase
When the world’s hospitals faced a shortage of nurses, one North Carolina health care organization learned that improving managers’ leadership skills and emotional intelligence made a world of difference in decreasing turnover.
The Challenge
As a result of its extremely successful outplacement initiatives with Career Partner International, Novant Health, a North Carolina health care organization with 13,000 employees, came to Career Partners International for assistance with quite the opposite challenge: talent retention and expansion in the organization. Turnover of Novant’s registered nurses was literally costing the organization millions of dollars. The company estimated that, system-wide, for every percent they could reduce turnover the organization could save $1.5 million annually. With such high stakes, Novant allowed Career Compass Canada to think out of the box and create a unique solution in hopes of reducing RN turnover by 20% annualized in selected pilot departments.
The Career Compass Canada Solution
Knowing that leadership skills and emotional intelligence are key factors in retaining employees, Career Partners International designed a pilot program for departments that had consistently high turnover. Since people typically join an organization for the job and often leave because of the manager, the first part of the program consisted of focus groups with staff nurses.
Based in part on the issues that surfaced in the focus groups, the second component of the program administered a customized 360˚ survey to the managers in the pilot departments. The third part of the program consisted of three mandatory classes led by a qualified consultant within Career Compass Canada on emotional intelligence, managerial styles, and reading and interpreting the feedback from the 360˚ survey. Next, using all of the information gathered during the program and working with the Career Compass Canada consultant, the management teams from each department developed a team plan on retention and each leader developed his/her personal development plan. The program was rounded out with one-on-one individualized coaching over a six-month period to help mangers achieve their development and retention objectives.
Results
Quantitatively, at the end of the pilot, turnover was reduced to 19.8%, down from 41%. Qualitatively, Novant’s nursing staff began working more effectively as a team and was happier while the leadership skills and emotional intelligence of the management were enhanced. Novant plans to roll this program out organizationally and is thrilled that their corporate values of teamwork and personal excellence are being embraced by their nursing staff.
Case Study #3
Career Transition
Excellence in Managing a Major Plant Closing
Empowering employees during a plant closure inspires engagement and leads to mutual success.
The Challenge
Following an unexpected announcement of a plant closing, senior management of an electronics industry leader desired to develop a career transition plan that would meet the employment needs of over 500 employees while continuing to meet production and quality targets. Management worried that they would face hostile employees, vandalism and corporate sabotage. Concerned that unhappy workers would prevent the plant from meeting their production schedule, the company turned to Career Partners International for assistance.
The Career Compass Canada Solution
After touring the facility to understand how workers’ existing skills could be transferred to other industries, Career Compass Canada developed a unique strategy to meet the specific needs of manufacturing employees working in 24/7 shifts.
The main objective of the solution was to empower workers in their career transitions while they continued their work at the facility. This included:
- Specialized workshops focused on finding “hidden” jobs, communicating with potential employers and developing a personal marketing strategy to focus the job search.
- One-on-one coaching to improve resumes, practice interview techniques and develop job search plans.
- Marketing campaign to target local industries, agencies and schools culminating with a job fair directed to the specific skills of the employees.
The Results
One of the greatest successes of the program was reducing the anxiety and anger of the displaced workers so they could focus on their work and on their career transitions. Assisting workers in identifying and effectively communicating their value and transferable skills enabled employees to successfully market themselves to potential employers. The program also realized a number of quantitative successes for both the company and the employees:
- Final production achieved three weeks ahead of schedule
- Earned $20M over projected revenue
- 0 worker’s compensation claims
- 50% decrease in medical leave
- 89% of participants located a new position or enrolled full-time in college
