Maximise the Impact of Outplacement Services

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Maximise the Impact of Outplacement Services

The article on SHRM explores how companies can maximize the return on investment (ROI) from outplacement services offered to departing employees. Many companies offer outplacement services as part of their severance package. These services can be a valuable resource for departing employees, helping them navigate the job search process and land their next opportunity. Outplacement services typically include resume and cover letter writing assistance, interview coaching, career counseling, and networking support.

Beyond Checking the Box: Choosing Effective Outplacement Services

Outplacement services play a crucial role in supporting employees during a difficult time – a job transition. However, the effectiveness of this support can vary greatly depending on the approach companies take when choosing a provider. Here’s a closer look at the two main approaches:

1. Checking the Box: The Cheapest Option

This approach prioritizes minimizing costs above all else. Companies purchase the cheapest outplacement service available, often resulting in a generic program with limited resources. The focus is on fulfilling a basic requirement rather than providing meaningful support for employees. Here’s what you might see with this approach:

  • Limited-Service Offerings: The program might offer only basic resume and cover letter writing assistance, with minimal career coaching or interview preparation.
  • One-Size-Fits-All Approach: The program caters to a broad range of needs without considering the unique circumstances or career goals of individual employees.
  • Limited Customization: There’s minimal tailoring of services to the specific industry or job market the transitioning employees are targeting.

Consequences of “Checking the Box”:

  • Ineffective Support: Employees may not receive the resources and guidance necessary to secure a new position quickly or land their ideal job.
  • Low Morale: A generic program can feel impersonal and leave employees feeling unsupported during a challenging time.
  • Negative Impact on Employer Brand: A poor outplacement experience can damage a company’s reputation for employee well-being and make it harder to attract top talent in the future.

2. Investing in Employee Needs: A Collaborative Partnership

This approach prioritizes the well-being of departing employees by selecting an outplacement provider based on their needs and goals. Here’s what you can expect:

  • Needs Assessment: HR works with the outplacement firm to understand the specific needs of impacted employees, including their career goals, experience level, and target industry.
  • Customized Services: The program tailors services such as career coaching, interview skills training, and networking support to address individual needs.
  • Targeted Resources: The firm provides resources tailored to the specific industry and job market where employees are searching for positions.
  • Communication Strategy Development: HR and the outplacement firm collaborate on crafting clear and sensitive communication strategies for notifying impacted employees and managing the overall transition process.

Benefits of Investing in Employee Needs:

  • Enhanced Employee Support: Employees receive personalized and effective support, leading to smoother transitions and faster re-employment.
  • Improved Morale: Feeling valued and supported throughout the transition can help departing employees feel more positive about the company and their future career prospects.
  • Positive Employer Branding: A strong outplacement program showcases a company’s commitment to its people, enhancing its employer brand and attracting top talent.

Choosing the Right Partner

By viewing the outplacement firm as a collaborative partner, HR can ensure a successful transition for all parties involved. It’s a shift from simply “checking the box” to investing in a valuable service that benefits both the departing employees and the company’s long-term reputation.

Investing in effective outplacement services can deliver significant benefits for companies. By prioritizing successful transitions for departing employees, companies can improve their employer brand, reduce legal risks, and potentially even save money in the long run.

Is your company considering offering outplacement services? Connect with us to learn more about how to maximize the ROI of your outplacement program.

For further information or inquiries, please contact us and access the full article by clicking here.