Understanding outplacement engagement rates with Careerminds

June 24, 2024 by Jen David

Anyone selecting an outplacement provider will need to understand how the process works and how to choose the right service offering for their business. That means understanding how metrics are measured by different providers. A key metric to evaluate is outplacement engagement rates. But what is this and why is it important?

In a nutshell, outplacement engagement rates show how well the provider connects with its clients’ employees to encourage them to begin their outplacement journey. They demonstrate the extent to which staff engage with, and participate in, the programme. High engagement rates prove that the majority of employees engage with the programme – which in turn means they are benefiting from the CV support, career coaching, and online resources provided to ease their transition. 

High outplacement engagement rates are good news for the employer and the provider, as they both have the ultimate goal of ensuring that impacted staff receive the support they need to navigate their career transition and land a new role. 

Engaging participants may seem like an easy task, but there’s a lot to consider when evaluating outplacement engagement rates. For example, participants may not understand what an outplacement service can offer, employers may not understand what makes a successful programme, and the provider may not understand the factors critical to individual participant success. All of these issues can lead to low engagement rates. 

Careerminds is proud of maintaining an 80%+ outplacement engagement rate. In this article, we’ll explore what impacts this impressive statistic, factors that lead to outplacement success, and the nuances of effective engagement in an outplacement programme. 

Why do participants decline engaging with outplacement services?

There will always be a few participants who decline the offer of outplacement support, and that is normally because they have a valid reason. Often, it’s because they have already made firm decisions about their next steps. For example, they may have already secured their next role, decided to take early retirement, or enrolled at university.

The majority of people, though, don’t have an alternative role lined up as soon as they are made redundant, so it’s important to start their outplacement support as soon as is practically possible. 

Sometimes, participants are reluctant to engage with outplacement services because they don’t really understand what they offer. When a HR department invests time in explaining the service and its benefits to their impacted teams and employees, the outplacement engagement rate increases as staff are more open to receiving support. 

How many Careerminds participants start with an understanding of outplacement?

Really, there’s no way of knowing how many participants come to the programme with a prior understanding of outplacement. Many people, unless they work in HR, have never heard of it and don’t realise that such a service exists. Others may be familiar with it, if they – or a member of their family – has been through a similar process before. 

While it’s hard to say how many employees will understand the concept before they are offered the service, knowledge of the benefits of such a service can also be impacted by other factors. These include the participant’s seniority within the business and whether they work in an industry that is subject to a lot of change and fluctuation. 

With such varied levels of understanding, it’s easy to see why it’s so important to explain outplacement to impacted staff. They’ll need to know what’s involved and how they can benefit, to ensure they are able to make an educated decision about engaging with the service. 

What other trends impact outplacement engagement?

With millennials accounting for 50% of the global workforce, they are a key demographic to evaluate when considering outplacement engagement and trends. For this group, they may well be leaving their first-ever job since university or college. That often means that their CV needs reworking and they need additional support with planning their career path. 

Additionally, this demographic often prioritises a good culture fit with their next employer, as a healthy work-life balance is key for this group. A successful outplacement service will account for this trend and consider the corporate brand. Searches on LinkedIn, Glassdoor, and Google can provide insight into company culture and enable potential staff to understand how the business operates in both good times and bad. 

How does Careerminds develop successful programmes?

When you watch one of our programme demos, you’ll soon learn that Careerminds isn’t your average outplacement provider. For a start, every participant receives a career coaching programme built around their own unique needs. We aim to understand every individual’s professional and personal requirements, so that we can meet their priorities for a new job. 

We also combine a people-centred approach with the latest technology and virtual resources to offer bespoke career support. Our focus on accessibility means that tools are available at any time, wherever participants are in the world. 

Our cutting-edge approach results in our participants landing new roles within just 11.5 weeks, on average. We also have a 95% placement rate, because we’re committed to working with every participant until they secure their next job. This is our “until placement” guarantee. As a result, your employees enjoy a positive experience with Careerminds – and that reflects well on your company. 

What unites successful participants when they work with Careerminds? 

The most important factor in our participants’ success is their attitude. They approach the outplacement programme with a positive mindset, or develop a positive approach by attending webinars and working with their coach. A growth mindset is invaluable when engaging with an outplacement provider. 

Participants also have the opportunity to set goals, in collaboration with their career coach. They’ll work towards these goals together, making consistent progress. By seeing their hard work producing results, and approaching the process positively, participants maximise their chance of a successful career transition. 

Outplacement engagement rates: final thoughts

Clearly, the connection between the employee and the outplacement service provider is crucial in achieving high engagement rates. At Careerminds, we take pride in tailoring our approach, and updating it regularly based on participant and employer feedback. We monitor the job market and employment trends to ensure that our participants have the best chance of success. 

When evaluating outplacement engagement rates, remember: 

  • Outplacement engagement rates show how effective the provider is at connecting with the participant to deliver the programme
  • There are various reasons that participants don’t engage with an outplacement service, so educating out-going employees on the benefits of the service is critical
  • Millennials are focused on work-life balance and company culture, with key services for this demographic being CV development and career planning 
  • Bespoke programmes created by Careerminds have an 80%+ engagement rate, a 95% placement rate, and an average of 11.5 weeks to placement
  • The most successful participants have a positive attitude to their career transition and work towards set goals with their coach

Ready to work with an outplacement provider? Speak with a Careerminds expert by clicking below. Find out how we can work with your company to achieve successful transitions for your out-going employees, and to learn more about our outplacement offering. 

Jen David

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.

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