Today is a special day, as it marks RiseSmart’s fifth anniversary.

We started the company in 2007 with one main objective – to help put America back to work. With that goal still first in our minds, we’re placing transitioning workers 59 percent faster than the national average, we’re innovating, and we’re growing.

Recruiting out-of-town job candidates is tougher than ever. Plenty of talented people are feeling unable to relocate, and recruiting failures can hammer budgets that are already tight. That’s why more companies are responding with a new benefit to attract recruits: spousal outplacement.

It’s been an exciting year here at RiseSmart, as we’ve received a significant amount of industry recognition for our innovative, cloud-based outplacement solution.

The most recent addition to the list of honors for 2011 is from the U.S. Commerce Association, which named RiseSmart its Best of San Jose Award winner in the Professional Services category.

Other awards given to RiseSmart this year include:

Red Herring Global Top 100 Award

Can you believe there are still people who doubt the power of technology?

Recently, a legacy outplacement services firm tried to position technology as the enemy of a successful job search in a press release. It’s as if they think transitioning workers just sit in front of their home computer hoping a new job will magically land in their inbox!

When a company conducts mass layoffs, or even smaller-scale cutbacks, the objective is usually to reduce costs. 

Reductions in force carry a price tag of their own, however.  And if not managed properly, these costs can be far greater than the employer bargained for.

The financial gains of layoffs can be offset by rising unemployment insurance (UI) taxes, severance costs, COBRA plans, discrimination claims and even lawsuits.