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From Talent Acquisition to Transition: A Quick Look at Career Transition Services

When Recruitment Process Outsourcing (RPO) became more widely adopted a decade or so ago, the primary focus was on the following functions:

  • Sourcing
  • Recruiting
  • Selection & Assessment
  • Administration
  • Onboarding.

During the last few years vendors have added additional capability focused on helping clients improve their talent management capability, including:

  • Talent strategy/planning
  • Employer branding
  • Internal recruitment/mobility
  • Post onboarding, including:
    • New hire/employee engagement
    • New hire & hiring manager satisfaction
    • Retention, including employee surveys & exit interviews
  • Creation of talent pools and talent communities.

And some providers, though not all, have added career transition services to their portfolio. The latest example is Randstad recently acquiring California-based RiseSmart, who provide career transition services to employees impacted by restructuring, downsizing, and M&As. RiseSmart has a cloud-based technology that supports mobile and utilizes social networks. This is combined with one-on-one coaching to help transitioning employees identify job opportunities, network with professional contacts and develop and promote themselves. RiseSmart claims to be able to accelerate the time to place transitioning employees 60% faster than the national average.

Other recruitment providers that have added career transition services to their portfolio include Adecco via Lee Hecht Harrison, ManpowerGroup via Right Management, KellyOCG via The Ayers Group, Allegis Global Solutions including via its Talent2 acquisition, Futurestep including via Korn/Ferry, and Cielo.

Career transition services are a logical extension to RPO. And by helping transitioning employees to find a new job, companies can also greatly improve their employer brand by demonstrating their willingness to take care of their people, whether it be candidates, new hires, experienced hires, those getting ready to leave the business, or retirees. According to Career Builder, before applying to work for a company, prospective candidates, including millennials, will look at 18 different sources of data on their potential next employer. Companies with a reputation for looking after their people to the point of helping with future career transitions will be considered more favorably.

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