INTOO is the outplacement and career development flagship for Gi Group Holding, a global HR and talent solutions corporation with decades of experience in delivering high-touch, people-focused programs to more than 20,000 companies around the world. We enable organizations of all sizes and in every industry to increase engagement, improve retention and talent acquisition, drive optimal performance, develop leadership, and protect their brand through our flexible, scalable career development, candidate experience, and outplacement solutions. By applying research-based methodologies to coaching, training, technology, and assessments, we help every individual—whether a current employee, exiting team member, or candidate—identify and achieve their professional goals.
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With reference to INTOO Outplacement Services, the onboarding process in to all the employees that I mentored was very good. The usability was also great because we were able to move through the application with the content and book appointments with career coaches.
A menu of services giving the employee choices - whether they needed help updating their resume, interview techniques, job search techniques, etc. Also like having the ability to select from different length of service options, for those employees who are at a higher job level who would need more time to use the service.
The fast communication between sending to Intoo and the employee who is looking to use the service. There is almost zero delay in getting the employee signed up for the service.
The only thing that I perceived was somewhat negative was that INTOO is industry oriented. From the aesthetics of the resources and workshops, they seemed to be more humble and not as professional related and industry standard.
Would like to see more detailed data of each user of the service. What are they getting out of the service, how beneficial was it in terms of getting interviews, landing a job, etc. To really determine the ROI based on the end result of the user, for example, how many land a job, or how many interviews did they get as a result of something they learned or were guided on by the service. Our employees using the service have not landed a job yet, after reviewing a resume of one of the users, the resume was really lacking in what I would consider best practices. We didn't have a high engagement rate, would have liked more advice on how to not only increase engagement with the service but also get better results from using the service.
Too early to find a fault as of now.