Career Transition Services
Delaware Valley Career Solutions has developed two comprehensive one-on-one career transition programs at the request of several corporate clients. Created for employees who would benefit from a more intensive and personalized career transition experience, these programs are unique in that they address gaps in current outplacement services.
- Career Crossroads (Career Assessment and Planning)
Who can benefit?
- Put Your Best Foot Forward (Job Search Preparation Program)
Who can benefit?
These programs are tailored to the employee’s individual needs with an emphasis on easing the transition and helping him or her to find the best career fit.
|
Career Crossroads
Change is never easy. The Career Crossroads program provides the individualized attention employees need to make their career transition as smooth as possible. This structured career assessment and planning process helps transitioning employees discover what makes them unique as job candidates, enhances their understanding of the requirements of different career paths, and prepares them to approach the job market with a clear focus to ensure an efficient job search. Additionally, it identifies organizational and other work environment factors that the employee should consider for potential impact on career success and job satisfaction.
This program is also targeted to assist key employees exploring internal company career paths to make strategic career decisions such as technical vs. management track or functional leadership vs. general management roles. Lastly, corporations offer the Career Crossroads program to valued employees whose current roles are not a good fit with their competencies, work styles or interests, where the organization is willing to consider other internal roles that are a better fit with the employees’ strengths. Career Crossroads is a vital service for employees in transition. At the same time, it benefits the organizations that offer it because it:
|
|
- Strengthens the employer’s reputation for making strategic and pragmatic investments in human capital
- Can be positioned as a component of the organization’s employee retention strategy.
How does the program work?
The focus of this program is an in-depth career evaluation involving analysis of: skills, career interests, personality factors, career values, and other motivators using formal assessments, analytical exercises, and an optional, 360° feedback process. This evaluation helps employees to identify realistic career paths and to understand the types of organizational cultures and work environments in which they are most likely to succeed, and which ones to avoid, if possible.
The five meeting process, which is conducted over a three-to-five week period includes:
- A comprehensive review of the employee’s career history
- An assessment of career-related skills, interests, personality, values and other motivators delivered and scored online using a secure server.
- An optional 360° feedback survey may be completed by a small group of trusted work colleagues, friends and/or family selected by employee for an additional fee
- A feedback meeting, followed by two Action Planning conversations
- A summary report outlining key strengths, areas for growth, transferrable skills and career options to consider
|
Put Your Best Foot Forward
How can you turn a job search into a job find? Whether an employee is embarking on a job search by choice, or due to relocation or job loss, the Put Your Best Foot Forward program provides the comprehensive and personalized services employees in transition need to ensure they are prepared to move forward as effectively as possible.
|
How does the program work?
This program is broken down into two phases: job search preparation and job campaign support.
Job Search Preparation
The objectives of this phase are to ensure that the employee has the skills to conduct a hard-hitting job search in today’s market, and to create a job search plan/strategy that the employee can follow.. This phase consists of five meetings, each one to two hours in length (8 hours total), during which time we will:
The objectives of this phase are to ensure that the employee has the skills to conduct a hard-hitting job search in today’s market, and to create a job search plan/strategy that the employee can follow.. This phase consists of five meetings, each one to two hours in length (8 hours total), during which time we will:
- Conduct an in-depth review of the employee’s career history, with emphasis on identifying accomplishments and discussing job search targets
- Discuss and refine a customized job search marketing strategy based upon one or more target job objectives, including: identifying key strengths and personal brand features
- Develop specialized job search architecture such as high impact resumes, cover letters, LinkedIn/Facebook profiles and Twitter bios
- Expand networking skills and polish delivering a concise and impactful “elevator speech”
- Videotape and review mock interviews, as appropriate
Job Campaign Support
During the Job Campaign Support phase, the emphasis is placed on ensuring that the employee remains productive and motivated in implementing the most effective job search campaign possible. This follow-up phase is conducted over an 8-hour period either by telephone or face-to-face, during which time the employee can:
During the Job Campaign Support phase, the emphasis is placed on ensuring that the employee remains productive and motivated in implementing the most effective job search campaign possible. This follow-up phase is conducted over an 8-hour period either by telephone or face-to-face, during which time the employee can:
- Work on maintaining a high level of motivation and activity
- Discuss ways to navigate the emotional ups and downs involved in any job search
- Troubleshoot solutions to obstacles
- Review job-specific correspondence, if desired
- Strategize how to approach upcoming interactions
- Debrief networking contacts and interviews
Who Can Benefit?
- Employees separating from the organization who require more personalized career counseling and attention than is offered at large outplacement firms
- Spouses of employees who have relocated through transfer or to join the company