Trends in Outplacement
Whether you have to downsize, or are just looking to be a top tier employer, it makes sense to help your staff transition to new jobs when they need to. Doing so makes the rest of your team feel safer about their futures, and offers a subtle push out the door for your not-so-effective staff.
“Meet qualified candidates who have been affected by the recent layoffs at Ebay.” Flickr/Gabriella Yazickr
According to Christine De Cock, career solutions director for Insala, there are a number of outplacement best practices that can be put into place. De Cock, who has more than 20 years of outplacement and career management experience, suggests things like:
- Setting up an online portal where employees and managers can tap into company-specific content. Such a site can broaden the company’s outplacement initiatives, provide an online presence, help people transition more easily, and show that the company is innovative.
- Offering easy ways for people to access content from home over the Internet—such programs eliminate travel costs for departing staff, and can be a helpful tool long after their presence on-site would make other staff uncomfortable.
- Making sure the information and tools the company provides are relevant and current—and available in one place. When setting up a site, have the networking, company research, resume, tracking, and other tools incorporated into a dashboard view. Provide users with training so they can get the most out the services.
- Not re-inventing the wheel by setting up outplacement services in-house. Outsource the job, or parts of the content, to outplacement experts.
Personal coaching is fast becoming the most valued piece of outplacement services—a trend that outplacement firms are seeing replace traditional time-based support and other services.
In a study by career transition services company CareerCurve, 55% of job seekers said they preferred to have a career coach available to them. Coaches can help them define career goals, establish job search strategies, succeed in salary negotiations, and settle into a new job once they land a position.
“Career transition coaches offer a competitive advantage in today’s challenging job market. They assist in helping job seekers maximize their search efforts,” says Pattie Wagoner, President and CEO with CareerCurve.
“The coach’s role is to help individuals position their skills, experience and interest in a way that resonates with prospective employers. As a career transition expert, the coach owns the quality and rigor of a process that provides support and encouragement to the job seeker.”
CareerCurve has seen a shift away from offering outplacement services onsite in favor of more online services and on-call assistance—offerings that are relatively simple to set up in our high-tech society.
The benefits of offering outplacement and separation packages can have a lasting effect for the company too, says DBM, a multinational career transition firm. In a study of 1,200 business leaders from 45 countries, 71% of respondents listed “protection of the company brand and reputation” as a benefit of offering separation packages and outplacement services to departing workers.
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