Career Transitioning and Outplacement for 450 staff

>85% agree Davidson’s program is more effective than other career transition programs they’ve participated in.

CHALLENGE

The decision to close an offshore facility meant 450 Australian staff employed by the facility needed support and career coaching to identify and access new employment opportunities.

A large proportion of the staff were in fly-in fly-out (FIFO) roles undertaking shift work in challenging conditions, employed across roles as diverse as trade, hospitality, social work, HR, administration and senior executive.

The Career Transition and Outplacement solution for the client would require flexibility and support a mix of one-to-one career coaching, online career advice and face-to-face workshops.

Additionally, our client required assistance with designing a tailored redeployment process and underpinning administrative support processes to ensure a highly engaging and efficient participant transition pathway.   

SOLUTION

Davidson partnered with the client’s talent team to design and implement:

• a fit-for-purpose redeployment and outplacement process;
• communications approach and channels; and
• reporting.

The Davidson Careers Centre, our online portal for career transition, underpinned the face-to-face components of the program. It provided flexibility and the ability for the client’s internal team to manage and deliver parts of the redeployment process. This was important as it allowed the client to control the dollar spend and the user experience.

The integrated nature of the Davidson Careers Centre solution meant workshops, coaching and advice sessions could be booked, bookings confirmed, progress tracked and reported in real-time.

The career transition program developed by Davidson encompassed all impacted staff, from senior executives to tradespeople.

The Davidson career coaches who supported this program were chosen for their high level of maturity and background in psychology. This was important to deliver the level of support required for the impacted staff.

All staff were offered one-on-one career coaching and were also able to attend the workshops developed by Davidson to support them in their job search. These workshops included advice on writing CVs, adapting and marketing existing skills to new industries and technologies, as well as strong psychological support.



OUTCOMES

Each impacted staff member was asked to provide feedback on the quality and effectiveness of the Davidson career transition and outplacement experience. The results below highlight the importance for an investment in a quality Career Transition and Outplacement solution:

• >95% of participants would recommend Davidson Career Consultants to others
• >95% would recommend Davidson Career programs to others
• >65% agreed that the client cares about their career and they would like to recommend the client to others
• >85% agreed that their Davidson Career Coach helped them work towards personal and professional goals
• >80% agreed that their chances of securing a new job are higher after meeting a Davidson Career Coach
• >85% agreed Davidson’s program is more effective than other career transition programs they’ve participated in
• ~80% agreed that the client is supportive and handling their separation well.
• >85% agreed Davidson’s career transition program will help them for the rest of their lives.

As a leader in workplace solutions, Davidson’s Career Transition and Outplacement services have been trusted by clients for over a decade.

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