Outplacement for Healthcare Employees in 2021

The pandemic thus far has been a challenge for every industry, forcing abrupt disruptions in supply chains and accelerating technological advances that many thought may not come to fruition for many more years, but no industry has felt the impact quite like healthcare, and especially though on the front line. At a personal level, employees have been drained mentally, physically, and emotionally while also navigating limited resources and increasingly limited staff.

For many, a career borne out of a passion to help and support people in their time of need has become so burdensome to their own health that they may be reconsidering their career path going forward. At an organizational level, healthcare practices of all sizes and types must confront what consequences resulting from the heightened pressure of COVID-19 on their workforce.

An article from CNBC found that “according to recent studies, between 20% and 30% of frontline U.S. healthcare workers say they are now considering leaving the profession.” This also included one April 2021 study by Vivian which found that 43% of nurses are considering leaving their role in 2021 — a figure that is higher among ICU workers 48%.

So then, if it appears as though the focus is on getting healthcare workers to become re-engaged with their work, then why are we discussing outplacement for healthcare employees?

Simple, a reputable outplacement organization in the future is trending toward less than an employee branding protection investment, and more like a long-term talent management solution and partner.

Understanding Outplacement

First, it’s important to understand what traditional outplacement looks like. Outplacement is a support service designed to connect career service professionals with exiting employees to facilitate a smoothing transition. A package might typically include resume writing services, mock interviews, job search advice, career planning, LinkedIn profile updates, and a variety of additional avenues for support. 

The last 20 years have completely reshaped the way companies operate and manage long-term strategic planning, primarily as a result of new and emerging technology spanning customer relationship management, enterprise resource planning, project management, and more—the same is true for Outplacement services, and career services more generally.

The rigidity that used to characterize outplacement for healthcare employees and one-size-fits-all transition methods have given way to a complete digital optimization offering more consumer-focused and technically agile models. New methods emphasize meeting adversely impacted employees where they are and fostering an accommodating experience and relationships that address their individual concerns, skillsets, and professional aspirations moving forward. Providing an adaptable service is critical to properly supporting the career transition of employees.

Outplacement & Talent Management

The benefits of outplacement for both employees and employers are abundant including maintaining longstanding relationships, protecting brand equity, and providing opportunities for the continued success of former personnel. However, companies are also beginning to look inward before making the decision to connect with outplacement services, understanding that developing talent and making the investment in personnel today can yield excellent results in the long run.

So, where does outplacement for healthcare employees come into play? Well, companies like JMJ Phillip Group and Employment BOOST are able to leverage a partnership between a staffing company and a career services outfit that provide a comprehensive suite of services to organizations both looking to grow their brand and company or consider a reduction in force via outplacement services. A truly effective outplacement service of any kind needs these essential connections to serve as more than a service to a healthcare outfit but as a consultant and partner. As companies continue to find the most optimal ways and solutions to manage, retain, and develop talent in alignment with their long-term aims.

To do this, executive recruiters, retained executive search brands, and high-level consultants like those partnered here together at Heavy Hitter Holdings such as Daggerfinn and JMJ Phillip Group can serve as the key to unlocking and understanding the workforce retention, talent acquisition, and employer branding with a focus on growing and maintaining professional relationships. Their expertise and capabilities are invaluable when it comes to building roadmaps that enable organizations to build employee- and growth-driven environments with dynamic talent at all levels. 

CONTACTS

Business Inquiries

Ryan Miller
Client Success Manager
Employment BOOST
ryan.miller@employmentboost.com

Press Inquiries

Kane Carpenter
Director of Marketing
Employment BOOST
kane.carpenter@employmentboost.com

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