StaffMe.net Offers Downsizing Survival Tips
Knoxville, Tenn., (October 31, 2008) - StaffMe.net, LLC, a Knoxville-based staff augmentation company, was interviewed by WATE-TV today regarding professional guidance on surviving during professional cut backs and being downsized.
With the economy losing 159,000 jobs in September, recent layoffs at ALCOA, General Motors, Proctor and Gamble and Motorola, and retail store closings including Gap and Linens ‘N Things, downsizing has become one of the biggest buzzwords in the business world. From CEOs to retail clerks, all levels of the professional landscape are seeing changes and cutbacks.
“With the current economic crisis and the shifting of corporate structures, it has become a common experience for all professional levels to see downsizing and cutbacks,” said StaffMe.net President and Owner Terri L. Gingrich.
Employees who are part of a company downsizing should make sure they tie up any loose-ends with their employer in order to secure their finances. Before leaving on the last day, employees should have a meeting with Human Resources to discuss accrued vacation, sick pay or severance pay, pension benefits, COBRA insurance, eligibility for unemployment insurance and a reference letter.
Downsized employees often feel embarrassed or angry at the situation, but it is usually out of anyone’s control. It is important to not panic and keep a positive attitude. Employees should immediately take a few days to put strategies in place for their future. After the shock of losing your job has worn off, new job seekers should immediately shift into survival mode and begin setting realistic goals and expectations for the future. This includes making a list of your career accomplishments, strengths and future aspirations, which provides an exercise in your future career direction.
Next, displaced employees should update their resume to ensure it focuses on their primary responsibilities and projects. The resume acts as a “first impression” in introducing yourself to a new company. Before sending it to a potential employer, review the entire document and make sure it is free of errors and provides an overview of all of your job duties.
In order to get a job faster, applicants should submit their resume to as many online job portals as possible. Highlight your skills and qualifications and approach a number of employers simultaneously. Cover letters should be used and specialized for each company and job opening.
“It is imperative to take a hard look at your finances and assets, including IRAs and 401(k), and set a budget,” said Gingrich. “Unemployed workers must get their economic situation in order. Severance and unemployment will only last for a brief time. It is impossible to know how long you will be out of the workforce, so it is a good idea to hope for the best, but prepare for the worst.”
Cutting back on all luxuries, such as frequent trips to the mall, dining out, movies and even the $3 spent daily on a cup of coffee. Gingrich added “By curbing your spending, your budget will stretch further and will make the loss of your job and new search less stressful.”
We have heard for years that it is “who you know” in getting your next job. Networking will be one of the most important parts of finding your next career. The days have long passed that you should be embarrassed or ashamed for being downsized. In your search, job seekers should immediately research business organizations, monthly meetings, and job expos, among others. Also, let close friends and church members know that you seeking a new position. They will become a cheerleader for you and will think of you as soon as they hear a company is looking to hire.
“For some downsized employees, it may have been several years since they have had a professional interview,” said Gingrich. “Before the interview, all candidates should be familiar with the company, ask questions during the interview, look professional, emphasize your credentials to the requirements of the job, never speak derogatory of a former employer and send a thank-you note immediately. These steps are essential in making a good impression and getting a follow-up interview or call-back.”
In addition, job seekers should stay on top of the skills required in their industry and their computer and Internet skills. Most companies now require candidates to submit applications and/or resumes online, as well as to complete a personality test. “It has become almost impossible for job candidates to apply for jobs without having an elementary level of computer experience,” said Gingrich. “The whole job seeking process has gone through a metamorphosis over the past 10 years.”
While being downsized, there is no better time to take on-line courses to stay abreast of the most current trends. Employees need to continually reinvest in their future, staying competitive with a more tech-savvy younger generation.
Most recently, StaffMe.net has begun offering outplacement services to assist downsized employees with their resumes, cover letters and interview tips. Resumes are reviewed by communication professionals and suggestions are given on making resumes more attractive and competitive. Clients also receive guidance on writing cover letters and “the basics” in preparing for an interview – from proper attire to how to properly answer an interviewer’s question.
“With the unemployment rate continuing to climb, our Company saw a niche that needed to be filled in the market,” Gingrich said. “We are seeing people that have been in jobs for several years now needing to compile a resume and not knowing how to get started. There are so many new rules regarding grammar, resumes, cover letters and interviews that it is a whole new world for those recently displaced.”
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About StaffMe.net
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StaffMe.net, LLC and its network of divisions is an award-winning, woman-owned 8(a) certified, Small Disadvantaged Business (SDB) that provides staff augmentation and outsourcing, based in Knoxville, Tennessee. Established in 1997, the Company specializes in recruiting and human resources (HR) services, combined with contracts and other business in governmental and commercial sectors. In addition, the Company provides non-contingent, long-term and temporary staff placements, temp-to-hire and direct-hire positions for various levels of skilled field employees for professional and administrative personnel.
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