The outplacement process explained: from assessment to placement

Finding the right outplacement provider for your business is a critical decision. To choose the right one, you need to understand the costs involved, the service provided, and what the overall outplacement process looks like. 

Change can be stressful at any time – and even more so when it involves an unexpected career transition. Whether the change is due to organisational restructuring or downsizing, it can be a challenging time for your employees. It’s at times like these that the advice and support offered by an outplacement process can make all the difference. 

Gaining a solid understanding of the process is important for both your company and its impacted employees. It helps both sides to successfully navigate the complexities of workforce changes and redundancy. 

Not all services use the same outplacement process, however, which makes it especially hard for HR departments to choose the one that best meets their needs. Here, we’ll explore outplacement processes to gain an insight into the importance of each step. We’ll look at how such processes can empower your employees to ensure their career transition is as smooth and stress-free as possible. We’ll also consider key points to bear in mind when choosing an outplacement partner for your business. 

First of all, let’s examine a standard outplacement process and the steps involved, from the moment your impacted employees take up the offer of outplacement support. 

When participants initially start the outplacement process, it’s important that they collaborate closely with their coach. The first conversation – often called a Needs Assessment or Evaluation – will explore the participant’s unique skills, career aspirations, and goals, and identify in which parts of the job search the participant will need particular support. This conversation enables an expert career coach to determine the most effective strategy and approach for each individual. The ultimate objective of the assessment is to take the first steps in supporting the individual in landing a position that meets their financial needs and brings professional fulfilment. 

As every individual is unique, with specific aspirations and needs, no assumptions are made during the assessment. The direction of this conversation sets the tone for the whole outplacement process. The participant can expect questions about their preferred industry, potential changes of direction, relocation, ideal role, level of seniority, and more. There’s a lot for the coach to clarify at this stage. 

After the initial assessment, the outplacement coach will work with the participant to develop their CV. This may seem straightforward, but the approach varies between outplacement services. Some providers offer advice for the participant to implement themselves, but the ultimate aim is to create a CV that works to secure a job quickly. That’s why, at Careerminds, we work with specialist CV writers who will draft new CVs from scratch for participants. They can also edit existing CVs, if that’s what’s needed. 

Our experts will ensure that the finished CV aligns with current best practice, as well as the requirements of the industry and target role. To ensure the success of the CV, we use Perfect Match software to ensure that every document incorporates the keywords that recruiters will be searching for in their applicant tracking systems. This strategic approach to keyword optimisation improves CV visibility which results in increased interview invitations. 

The process for optimising a LinkedIn profile is similar to the CV writing process. Recruiters regularly search LinkedIn for candidates, so including role- and industry-specific keywords is vital. A comprehensive outplacement process will allocate time to supporting participants with optimising every part of their LinkedIn profile. This includes their experience, education, certifications, skills, and the critical About section. The About section provides a great opportunity to bring some personality to the profile, whilst also optimising it with additional keywords. 

For example, let’s examine Sarah’s case. Sarah is an Operations Manager who has recently lost her job. She worked with her outplacement coach to fully understand the skills and keywords relevant to her target roles, and incorporated them into her LinkedIn profile. She also updated her About section to showcase her skill in managing operations within manufacturing plants specialising in food production. When recruiters have vacancies in line with Sarah’s expertise, they search LinkedIn for people with this specific experience and Sarah’s profile is one of the top choices. She has significantly increased her likelihood of being contacted about relevant vacancies. 

LinkedIn profile optimisation is particularly important for senior and executive job seekers. Many such roles are filled via headhunting and networking, rather than being advertised through traditional job adverts. If your outplacement provider doesn’t provide LinkedIn support, you could be holding back your higher-level staff as they embark on their job search.

Impactful CVs and LinkedIn profiles can help individuals take their first steps towards a new role, but they can only take them as far as the interview. It’s the interview that closes the deal. If a participant doesn’t perform well in an interview, they may find themselves facing consistent rejections. That’s damaging for their confidence and slows down the progress of their job search. 

An outplacement provider worth their salt will provide in-depth training and support with interview techniques, plus career coaches who can share valuable interview advice and insight. This service should cover the different types of interviews and methodologies. 

Each employee should receive training aligned with their specific needs, their target industry, and their seniority. For example, a Software Developer should be coached to respond effectively to behavioural interview questions, whilst also being prepared for any technical questions or simulations that could be presented. Coaching such as this means that employees are well prepared and can go into an interview with the confidence to handle whatever is thrown at them – whatever their field or specialism. 

Participants should also be able to access eLearning tools throughout the outplacement process. These resources will help them to understand the job market and navigate the different aspects of their job search. Resources may include seminars, webcasts, written advice, and more. Continuous access to these tools is a must. 

User-friendly online tools and resources enable clients to drive the job search forward at their own pace by developing the knowledge they need to make progress. A knowledge hub such as this, used in conjunction with a career coach, means that the participant has constant support through every aspect of the job search. 

Virtual access to these resources, from anywhere in the world, at any hour, makes the outplacement process more accessible. And that, in turn, increases the participant’s chances of success. 

Throughout the outplacement process, Careerminds ensures transparency by enabling your business to access comprehensive reports. This is a non-negotiable requirement when considering an outplacement provider, as it clearly shows the return-on-investment for the services provided. Our client-facing platform provides access to real-time data, based on participant questionnaires, exit interviews, and outcomes. You’ll have immediate access to insights on the impact and effectiveness of the outplacement process. 

How does the outplacement provider engage your staff? Is there engagement from the start to the finish of the outplacement process? How easy is it for your employees to understand what their next step should be? How is your workforce guided through the outplacement process? Is it easy to navigate through the process? If your outplacement provider can’t engage your employees at every step, you’ll be wasting their time and the company’s money. 

How flexible is the outplacement process? Can your employees connect with their coaches at a suitable time? Are there a variety of ways to make contact? Can they access support 24/7, from anywhere in the world? Enabling your workforce to access the outplacement service outside of working hours, for example in the evenings and at weekends, can speed up their time to placement. 

Is the outplacement service constrained by time limits? Is support cut off when the time limit has elapsed? Or is the outplacement process flexible enough to provide your employees with support right through until they secure a new role? A valuable outplacement provider is one that works with your employees until the service is no longer needed. 

Does the outplacement provider offer a people-first approach? Is the service tailored to the unique situation of every participant? Can your employees contact their coach whenever they need to? A personal touch is vital during a career transition and should be considered as a bare minimum, with cutting-edge technology used to support this gold standard, rather than replace it. Personal customisation is reassuring during an unexpected career move. 

What is the outplacement provider’s service delivery model? Is their business dedicated to outplacement? What experience do they have? How can you communicate with them throughout the outplacement process? Any vendor used by a HR department should have service at its heart, but it’s even more important for an outplacement provider as workforce changes can be a sensitive and challenging issue for the business. 

How does the outplacement provider support your business through the redundancy process? Does it work with you to manage the unique challenges your business will face? An outplacement provider, which is a genuine business partner, rather than simply an employee-facing service, is an unquestionable benefit. In line with the modern trend for an integrated HR service, it makes sense for your outplacement provider to integrate into your business rather than operating as a standalone vendor. 

Does the outplacement service use technology to support a people-first approach? Does their technology support the participant through the full transition process? Is the technology they use innovative and best-in-class? How often is it updated? Technology is an inescapable part of modern life, and can play a huge role in enabling a successful career change by increasing speed and efficiency. A lack of technology – and investment in technology – means that the outplacement process won’t enable your employees to make the progress they otherwise could. 

Has the provider established strategic partnerships with external organisations? How do their partnerships contribute to the employee and company experience? Try to find an outplacement provider that has advantageous partnerships that can support both you and your impacted employees. 

How successful is the outplacement provider at placing participants into new roles? How do they measure this success, and what data is available? Do they have testimonials from previous clients and participants? Before committing to a service, you’ll want proof that it will deliver what it promises. Check out the results through the full outplacement process. Not every provider will measure success in the same way but, however they measure it, ensure their claims can be verified. Comparing placement results against published statistics can help when choosing the most suitable programme for your business. 

Naturally, price is a key consideration. What is the providers’ pricing model? What services are included in that price? Prices for outplacement services can vary wildly and every service is different. Make sure you check the details, including any retainer fees. The best providers will work to understand your specific needs and collaborate with you to develop the right pricing plan for the full outplacement process. 

Before selecting an outplacement provider, ensure you address each of these points so the service will meet the needs of your business and its workforce. Ask questions so that you know what to expect at every step of the outplacement process to make the right choice for the company. 

We’ve looked at every stage of the outplacement process, from initial assessment through CV development and LinkedIn profile optimisation to interview preparation, online resources, and placement. Bear these steps in mind as you choose an outplacement partner that will provide the right level of support to your outgoing employees. With the right approach, participants feel empowered, confident, and ready to move on. 

Remember the key requirements for a robust outplacement service: 

• Comprehensive outplacement process: A well-defined process encompassing initial assessment, CV / LinkedIn profile support, interview coaching, and online tools. 

• Focus on placement: A commitment to ensuring that participants land their next position – not just any job, but a fulfilling and meaningful role in their chosen industry. 

• Transparent metric reporting: Real-time insights and reports on programme progress and success, including participant questionnaires, exit interviews, and success rates, to enable you to evaluate your return-on-investment. 

• Accessibility: Consideration of factors such as availability, participant engagement, flexibility, and customisation, alongside a focus on exceptional service. 
• Proven results: Access to metrics such as placement rates, engagement rates, and testimonials, to prove effectiveness through the full outplacement process. 

Is your business considering a workforce reduction? Make the process more positive for all concerned by choosing the right outplacement provider as your partner. Speak to one of our career experts to learn more about the Careerminds outplacement process and service now!

Jen David

Jen is a careers writer and CV specialist, with over 13 years' experience in the job search sector. Find out more by connecting with her on LinkedIn or visiting her website.