What Makes a Reemployment Strategy Successful?
A Reemployment Strategy is a proactive plan to help displaced workers find a new job
quickly thereby reducing the duration of unemployment benefits paid to that individual.
In addition to helping reduce unemployment costs, an effective Reemployment Strategy
can also reduce the risk of employment litigation or worker’s compensation claims
as well as have a positive impact on a company’s overall corporate image.
The reemployment opportunity really lies in the highly dynamic nature of the job market.
In April 2010, there were 4.2 million new hires. In fact, the job market averages
about 50 million new hires a year. To put things into perspective, annual hires as
a percentage of total available jobs averages about 35%. This represents the churn
in the marketplace brought about by a shifting in industries due to disruptive technologies
and other demographic conditions.
A successful reemployment program should be designed to motivate, educate and connect
job seekers to available jobs more quickly than they would be able to do on their
Job seekers face some key challenges in the marketplace today where there are six
job seekers for every available job. They are actually de-motivated by the media’s
lack of understanding of job opportunities and in a lot of cases just don’t know where
to start. Job loss can also really shake a person’s confidence which can lead to discouragement,
making it even more difficult for them to effectively search for a job.
Few job seekers ever receive job search training. Job search tools and techniques
are constantly evolving and the average person searches for a new job only once every
four years. Some of the folks in serious need have gone ten years or more since their
last job search and might not have the necessary skills or technical savvy to navigate
through today’s job search technology. Job seekers should be educated on how to write
an effective accomplishments –focused resume, how to evaluate their own transferable
skills and passions, how and where to market themselves and how to interview.
There is also an issue with making the right connections. Marketplace disruption has
created a situation where job seekers are forced to search for new jobs in new industries
that might not identically align with what they have done in the past. Our experience
in working with job seekers has taught us that approximately 80% of the available
jobs in the market are hidden, meaning that they aren’t showing up on job boards or
on company websites. Job seekers need help making the connection to these available
Employers should provide opportunities for job seekers to connect with each other
as well as other employers that may be hiring. Virtual job clubs and online forums
or chat rooms are some great best practices to provide exiting employees with an opportunity
to connect with each other and share successes and lessons learned during their job
search. Employers that are closing facilities in certain areas could also consider
hosting a job fair to connect their exiting employees to employers seeking qualified
A professional job coach can be instrumental in helping motivate a job seeker. Coaches
are generally extremely caring individuals that job seekers will respond to because
they feel that someone is on their side and believes in them. A good coach will establish
constant contact with a job seeker with structured weekly calls and emails that build
in accountability and have job seekers working through a structured program designed
to have them reemployed within a specified time period.
Whether an employer chooses to outsource the development and management of a reemployment
program to a company that has expertise in the area or provide selected services in
house, developing a plan of action before a staff reduction takes place is an essential
part of ensuring that employers minimize risk and maintain positive brand image during
a difficult and unfortunate time.
This weblog is sponsored by TALX.
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