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Travis Jones of Career Development Partners Featured in Tulsa World


5 Questions with Travis Jones, Career Development Partners

Published: 11/9/2012, Tulsa World (original article may be viewed at http://bit.ly/travisjones)

By Laurie Winslow, World Staff Writer

Tulsa World — 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.

Read more from this Tulsa World article at http://www.tulsaworld.com/business/article.aspx?subjectid=495&articleid=20121109_495_E4_CUTLIN368895

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