In its most basic definition, outplacement is practical support from professional consultants designed to help people who have to leave a company, whether through redundancy or severance, move to the next stage in their careers.  The reality of outplacement is much more than that.  For someone losing a job it is a true lifeline for them, and for companies having to depart with key staff and management, it is one of the most helpful and appreciated benefits they can offer.

Outplacement is said to have started after World War II in England and America, when soldiers were returning to their homeland and faced uncertainty with regard to the next stages of their careers and lives.  Public and private sector funding helped these first outplacement companies assist these individuals with successful readjustment to the new day-to-day work life of peaceful times that followed.

Since then, outplacement has become a standard resource for companies choosing to assist their departing management and staff in their career transition, and it is estimated that 80% of companies in the West actively use outplacement services today.

In Russia, outplacement can be considered a fairly new service being reintroduced to the market.  In our initial research last year, we found that only a few companies claimed to offer the services and although some companies were using these services, the feedback was not always positive.

One story we heard from a company was that the outplacement services provider they engaged this past Autumn, had sent them a mere 20 year old to somehow effectively coach their downsized group of experienced management and senior professionals through the next stage of their high level careers.    Time, money, and most importantly to them, the opportunity to really help their people, was wasted.  From this and other stories it was very clear why outplacement services had never really fully developed successfully on this market before.

Outplacement is an incredibly important service for people losing their job, and for companies having to downsize and or simply let their employees go, for whatever the reason might be.  There is no room for error in outplacement services, as too many people are counting on it to help them.  But to do anything successfully, it must be done right.

At Staffwell, we started with a clean slate and went through an intense services development phase.  We considered all levels of employees, occupational areas and industry sectors.  We also considered what the most difficult areas of job searching that candidates had detailed to us over the years were and what we saw as the ‘trouble areas’ that held most job seekers back from getting the interviews and job offers they needed.

We then looked at company needs in terms of assistance, options, pricing and feedback.  Finally we put it all together with an executive level team consisting of our top management; including myself, who in our current career in recruitment and in our former executive roles, have excelled in all areas of leadership, management, training, and career coaching, of subordinates, colleagues, candidates and clients, in all areas pertaining to formal job search and career success.  We then concluded with creating a detailed presentation and brochure, and expansive, well thought-out supporting operations covering all procedures, tools and resources, technical structures, and customer support and follow-up.

The initial feedback has been very positive, with all companies on the market we have visited saying that we have by far the best offering and presentation over all of the companies that have been pitching outplacement services recently, including those from the UK, Europe and other Western countries.  We loved to hear that ‘Russia’ was leading the way, being viewed as the best outplacement option with a great offering, which will hopefully help keep more of the available business local.

In some client meetings, certain executives had admitted to personally going through outplacement services themselves in the past, when they worked in the West.  They explained how it was one of the best experiences they had ever been through, and completely supported the importance and benefits of the services, and committed to offering it to individuals in their current employ they knew might need to be let go in the near future.

Outplacement services start with a company needing to let an employee(s) go and that company wanting to assist them in their new career transition.  The profile for a typical outplacement candidate is someone who the company generally thinks positively of, and due to whatever the dismissal circumstances, have the desire, willingness, and ability to help them.

For companies, outplacement services ensures a smooth transition and minimizes the chance of litigation and other negative actions, helps maintain the morale of remaining employees, preserves their reputation as a good corporate citizen, reduces the stress level of those involved in layoffs, is a critical component to their change management strategy, and makes them feel good by “doing the right thing”.

Depending on things such as level, caliber, importance, and personal feelings toward the person(s) being let go, and available budgets, companies can choose from different categories and levels of outplacement services, suiting their individual needs.

Staffwell’s outplacement services for individuals include some or all of the following services:  career discussion, resume, cover letter and interview skills assessments and consultations, exit interviews including advisory on leaving on good terms, consultations on job search strategies, negotiating offers and succeeding the first year in a new career, an interview with a Staffwell recruitment team consultant, being put on Staffwell’s preferred candidate status until new placement, and  receiving status updates every other week on progress made until new placement.

The group service offered consists of a two hour PowerPoint presentation that covers today’s market overview, how to leave on good terms,  how to prepare for a job search, and advice on how to interview well,  search for a new job, negotiate offers, and succeed in a new career.  Question and answer time is also included.

The process a sponsored candidate goes through with our complete outplacement service starts with our team previewing the person’s latest resume and cover letter.  The person is then invited in for an informal in-depth career discussion covering history, future options, successes, weaknesses, values and many other areas.  Notes are taken on all areas discussed.

The first formal training interview then follows and ends with a full assessment and consultation on all aspects of their greeting, interview content fully covering resume and future desired career directions and other areas, all aspects of interview style, and their closing.  Notes are taken and homework assigned, as practice makes perfect and perfect is required in today’s job market.

Next the sponsored candidate goes through a formal exit interview, which gives their employer valuable feedback and a complete SWOT analysis (successes, weaknesses, opportunities and threats) on all areas of the company to consider for current and future planning.  Also included is full advisory on the importance of leaving their employer on good terms and how best to do that.

Exit interviews are truly beneficial and allow for companies to part with their employee(s) on good terms, measure the effectiveness of their recruitment processes, identify areas for improvement, identify sources of job dissatisfaction, ascertain if there has been an employer breach of contract, not lose any vital knowledge, and allow for continuous improvement in employee retention and staff attrition.

Following the exit interview, our assigned outplacement executive does a formal review of the candidate’s resume and cover letter, taking into full consideration things gleaned in their career discussion, practice interview and related assessment, and exit interview.   During this review, all areas of their resume and cover letter are considered, covering look, length and content, resulting in the proposal of a new ideal presentation for them.  The candidate is then called in, detailed the full assessment and advised on recommended improvements.  Notes are taken and homework assigned.

Next, three separate consultations on new job search strategies, negotiating offers, and tips on succeeding in a new career are conducted.  Following this, the candidate should be at top form to then meet with our Staffwell recruitment consultant and give one of the best interviews they have ever had.  Their new resume should be perfect, and they should be able to give a perfect performance including detailing appealingly their career history and current and future objectives.

Our recruitment team then daily reviews their application with our active job vacancies, looking for appropriate matches.  We also proactively market the candidate out to companies and opportunities we feel would potentially be a good fit together.  Updates are scheduled every two weeks to discuss the latest efforts made, status and strategies on active opportunities, and next steps, all hopefully leading to the right job offer for them.

When people are let go from their company, it is one of the worst experiences they will ever go through in their life.  The combination of shock, fear, failure, embarrassment, anger, depression, hopelessness, setback, unjust unfairness and future uncertainty, consume the individual’s every thought and being.  It gets worse when they can’t find a job, or a job they would like.

A new job search is a very difficult process for those let go without assistance.  Resumes and cover letters are usually so poorly written that most people never even get a confirming call back that their application was received by hiring companies and recruiting firms.  Those that do make it to interview stage really have to be the needle in the haystack in terms of absolute perfect interview skills to make it through to the short-list stage; the top considered candidates.  The problem is that most people don’t know this and they don’t have access to the tools, resources or assistance to fairly compete with those few that are naturally better than others at most things they do.

It’s easier to search for a job in good times as companies are usually so focused on growth that they take more chances on who they hire.  However, in good or bad times, if a person’s full presentation is not properly prepared and practiced, they are likely to face rejection often and many are left with the only option of taking a role at several levels down from where they initially were or what they really deserve and are capable of handling.

When done right, outplacement services can be a truly helpful and valued experience for the individuals in need, and the benefits to companies are invaluable.

One company we recently spoke with explained that they had ‘over-fired’; they had let go too many people, and were now struggling.  They immediately called on several of the people they let go and asked them back.  Although still unemployed, every one of them refused.  They explained that they were let go on such bad terms and in such an unprofessional manner, that they would never work for them again and were telling as many people as they could how terrible this company was, in hope of ruining their future fate on the market.  The company now realizes that outplacement services could have saved their reputation and the chance to hire back their dismissed employees, who were already fully inducted and trained to perform well.

In times of a market downturn, outplacement services are even more important, especially when good people have to be dismissed.  Companies can really benefit from helping these people with their career transition.  It will help them, they will remember the good will, they will always support the company, and remaining staff will feel good about the company they are working for.

In choosing an outplacement service provider, be sure to really evaluate the services, presentation, supporting operations, and team.   Look for companies that are professional, have clearly put substantial time and expertise into creating the services properly, and who are committed to providing the services over the long-term.  There are outplacement services designed for all budgets, needs, and for all levels of employees.  For companies that have no available budgets and are really struggling right now can even try to create their own internal outplacement services for their departing staff.

When done right, outplacement services benefit everyone.  Companies feel appreciated and build stronger reputations and loyalty, and the people being helped feel hope and possibilities.  Everyone wins.

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Filed under HR/Recruitment, Leadership/Management, Job Search