Offering career advice to outgoing fixed-term staff, such as how to best search for jobs, CV and cover letter writing, networking, use of agencies, interview techniques may sound at first like a big-old-waste-of-time… But is it? 

Our organisation attracts younger staff (we work in Video Games) and often it will be their first job (and sometimes their first interview) since leaving school/college/university. As they near the end of their contract, they often have their eyes on jobs elsewhere in the industry, a sideways or upwards step having had a taste of working with Video Games.

I am considering running workshops, CV clinics, Q and A session with employees from elsewhere in our organisation with diverse roles, and creating advice guides on differing careers within the industry. But, they are leaving the organisation, why waste precious time on these soon to be ex-employees?

What role should Human Resource practitioners play in supporting these staff as they are ejected from the safety and security of their first contract in to the chaotic and scary world of job-hunting, if any? Is this a moral and ethical bridge too far? Is it mollycoddling or patronising, or supportive and "good for the industry"? Should they fight it out for themselves once they have flown the nest?

HRZone, what is your take on this? Have you experienced or managed a process like this yourselves?

Any thoughts on either side of the debate would be greatly appreciated.