“Before you are a leader, success is all about growing yourself.
Building A Strong Employment Brand
21st century professionals expect the opportunity to make thoughtful decisions about their career trajectory and professional development. For over 40 years, we’ve empowered candidates in transition to retool and decide their next career move through our outplacement offering.
In the process of earning four decades of practical expertise, we’ve discovered career and workforce management is about far more than providing a safe landing for alumni. Cutting-edge companies around the world recognize helping their people plan and achieve their career goals – which may ultimately include leaving the company through an outplacement strategy – yields greater loyalty, productivity and employee engagement while at the same time building a strong employment brand and alumni network.
66% of individual drivers of engagement are tied to career development discussions. We blend cloud-based, mobile technology with our decades of experience in building successful companies and careers.
We help our clients make smart reorganization decisions, plan comprehensive projects from list creation to after-action support and provide ongoing updates in support of the construction of vibrant alumni networks.
66% of individual drivers of engagement are tied to career development discussions. Additonally, employees who reported their organizations had a greater career management focus were found to be 50% more productive. The data are clear: supporting employee professional development is the primary driver of engagement and optimal results. Unfortunately too many of us are still stuck in the past, relying on outdated approaches like annual permance reviews or canned recognition programs. Our approach to career management is comprehensive. We blend cloud-based, mobile technology with our decades of experience in building successful companies and careers.
According to Patty McCord, former chief talent office at Netflix, “Careers are journeys. Nobody’s going to want to do the same thing for 60 years.” She went on to say, “What if we created companies that were great places to be from? Then, everyone who leaves you becomes an ambassador for not only your product, but who you are and how you operate.” Increasingly, companies are looking to their alumni base to play a pivotal role in helping address the talent gap. A recent Deloitte study found that millennials, already the largest constituency in the workforce, look at corporate mission and social responsibility as key elements of their employment decisions. The people we want to hire are paying attention to how we treat former employees and their stories matter. By offering former employees the ability to safely and effectively transition from our companies, we dont just reap the benefits of lower unemployment insurance premiums in the future or flattering coverage in the press. We create brand ambassadors that tell our stories on social sites, in water cooler conversations and to others evaluating our companies as potential next steps in their careers. The question isn’t whether or not our alumni are telling our story. They are. The question is whether or not the story being told is building or berating our increasingly-important employment brand?
Why Right Management?
Our experience has taught us how to make the process of supporting organizational change seamless while minimizing adverse impact on the organization. We help our clients make smart reorganization decisions, plan comprehensive projects from list creation to after-action support and provide ongoing updates in support of the construction of vibrant alumni networks. Combine our practical expertise with best in class products that support every employee from entry-level to the C-suite, as well as over 1,400 outplacement and coaching support centers across North America, enables us to offer support to all organizations, no matter the size and scope!
Proven Results Mean Alumni Ambassadors!
According to a recent survey of candidates, over 90% are satisfied with their experience would recommend Right to colleagues looking to transition careers. The facts speak for themselves:
• 85% of all candidates have a favorable impression of their former employer
• 80% secured a role with the same or higher compensation
• On average candidates find employment in 14 weeks, half the national average
If you’re looking to build your employment brand while at the same avoiding negative unemployment insurance experience and demonstrating social responsibility, Right Great Lakes can help!