5 Questions with Travis Jones, Career Development Partners
BY LAURIE WINSLOW World Staff Writer
Friday, November 09, 2012
11/09/12 at 9:34 AM
1. How did Career Development Partners
get started, and what types of services
does it offer?
Dr. Bill Young set up a practice in
1988 to provide outplacement and
HR consulting to organizations in
the Tulsa area. Seven years ago, I
purchased the company.
With a background in recruiting
and staffing, I expanded our
services to offer full life-cycle
talent management consulting.
We help client companies conduct
executive and engineering talent
searches, as well as coaching and
leadership development.
As a company separates an employee
— groups or just one — we
provide career transition assistance
(outplacement) customized to the
level and needs of the employee.
CDP also provides a practical retirement
planning program called
New Horizons.
2. In light of the recent acquisitions
of local companies such as Samson,
Thomas Russell and Petrohawk, what
specifically can businesses do to ease the
uncertainty of an ownership transition?
Communicate. With mergers and
acquisitions, there are always redundancies.
If your company is in
transition and you plan to release
employees, offer affected workers
support such as career transition
assistance.
Also, help employees who will
remain in the organization to understand
and process the changes
that are taking effect.
3. Should all companies, regardless
of size, make an effort to provide
outplacement or career transition
assistance to those employees affected by
layoffs?
Absolutely! Size is not a driving
factor for offering career transition
assistance.
Providing career transition assistance
services supports an organization’s
“brand” as an employer to
be viewed favorably by top talent in
the area and industry.
Additionally, displaced employees
who have methodical programs
and personalized coaching will often
land new opportunities sooner.
It can reduce the unemployment
expense for the company. Assistance
also reduces the possibility of
litigation.
Finally, for a manager who is reluctant
to terminate an employee,
offering transition assistance can
reduce stress.
4. What is the most invaluable career
transition advice you can share with
someone who is either newly unemployed
or facing the prospect of losing a
job?
Ask your employer what assistance
they can provide to help you
in the transition.
Get organized with your time,
your personal finances and your
communication about your job
search. Be intentional that the jobs
and companies you pursue meet
expectations for yourself and the
employer.
Get connected with some of
Tulsa’s great resources. Don’t discount
any help offered by people or
organizations.
5. Is there anything employees should
absolutely NOT do when preparing for
a job or career transition?
Don’t react immediately by sending
out your resume — slow down
and assess your situation and the
career direction you would like to
pursue. This could be one of the
greatest opportunities for you to
find the perfect career. Relax! Take
some time and seek wise counsel
as you prepare to pursue what is
next.
Applying to posted positions
is one aspect of a job search, but
most job seekers find their next job
through networking and connecting
with people they know and
meeting new people. Don’t rely on
any one recruiter, or anyone else
to be in charge of your search. You
can promote yourself better than
anyone else.
Don’t ever speak poorly about
any former boss or employer. Even
if they were terrible, it only reflects
poorly on you. A well-prepared exit
statement about your last employer
is essential.
Original Print Headline: Firm manages workforce transition, development
Associated Images:
Travis Jones is the owner of Career Development Partners and an equity partner with Career Partners International. His company provides talent management services to clients in Oklahoma and Northwest Arkansas. CORY YOUNG / Tulsa World
|
