A Tale of Two Candidates

By guest contributor and FACET Transition Consultant Karen M. Carroll

Recently, we had two candidates from different client organizations with very different needs.  We’ll call these candidates “Mary” and “Jane.”

Mary is a Senior-level, dual Master’s degreed Engineer, with an exceptional career history.  While Mary is technologically savvy, she had a bare-bones LinkedIn profile as she had held her previous position for more than 10 years and did not use LinkedIn to network or develop new business for her company.  Her resume was very, very long.

While Mary has a tremendous business network, and was very comfortable approaching them regarding her transition, she did have a need to present her qualifications, skills, abilities and background – her marketing materials – in a more compact and succinct manner.  Additionally, she was aware that interviewing requires preparation and practice, and her ideal target company has a very stringent interview process.

During our initial assessment with Mary, and because “boutique” Outplacement firms like Facet have the ability to completely customize a program, we created a program within the 6-month time-period her former employer offered; we collaborated on her new resume, created a complete LinkedIn profile and trained her on usage, and held several face-to-face interview role-playing sessions.  Mary took advantage of all resources offered, deeply researched her target companies, and successfully transitioned into her new role – after considering three offers – at her number one employer preference. Her entire experience took 5.5 months, and as a part of her negotiation package, requested her new employer sponsor a one-month on-boarding program in lieu of another benefit she did not need.

Our second candidate “Jane” was of a different mind-set when she first engaged in her program; she was angry, she was hurt, she was scared.  By acknowledging and engaging in her transition program she would be acknowledging the reality of the end of her former position. She was resistant.

As a consultant, our first job is to listen.  It is critical we understand the candidate’s current state in order to appropriately keep our client companies informed of any future challenges or potential risks, and in order to best assist the candidate in moving forward.

Again, by having the ability to communicate with the candidate and customize a program, rather than try and fit Jane into a cookie-cutter template, we were able to meet her as she needed to be met; through the virtual program option her sponsoring employer selected, we helped her inventory her skills and accomplishments – of which there were many – and this exercise alone helped her see her worth and focus her energies on moving forward.  As she was fluent in social media, we worked together to choose the best social tools and resources that would be “active” rather than “passive” tools.  We Skype interviewed to help hone her skills in this area, and recorded the sessions for playback and analysis.  We provided access to virtual tools and resources that addressed every aspect of her transition.  Jane has moved forward effectively, and potential damage to her previous employer was mitigated.

Many outplacement companies today market “new” solely virtual programs with the promise of reducing cost by reducing consultant interaction time.  There is nothing “new” in taking quality out of a program to reduce cost.  At Facet, we know that each candidate requires specific tools and services in order to move on in their career, and through the guidance of a seasoned transition consultant, we manage the delivery of these “Classic” services – whether virtual or face-to-face – in a cost- and time-appropriate manner that does not abandon the candidate, and we have been doing so successfully for years.

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About facet
FACET is a human resources consulting firm specializing in the four phases of the Talent Management Cycle: Attract, Retain, Develop, and Transition. The Group's practice specifically addresses facilitation of smooth career/life transitions for individuals leaving organizations as well as career management, leadership training and coaching for employees whose assignments within organizations are impacted by change or other organizational needs. By application of several directions of pursuit, the corporation accomplishes a single goal: maximum utilization of human resource potential and productivity through efficient hiring, training and career development. The Facet Group was founded in 1981 and is headquartered in Lafayette, Louisiana. As an ARBORA GLOBAL PARTNER, The Facet Group shares a parallel philosophy of the highest quality and standards with other owner invested firms. Through this network, we provide services worldwide. To address organizational needs outlined by its clients, The Facet Group offers a comprehensive package of workplace consulting services, focusing on providing high quality, creative programs which favorably impact the bottom line.

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