Outplacement Demystified

To manage the process sensitively, many companies are turning to outplacement because it offers invaluable support and advice to help employees get back on their feet. It is also appealing to employers as it ensures their reputations are not damaged whilst making sure that surviving staff remain as motivated and engaged as possible.

Integrated HR provides a wealth of experience on the process of outplacement. Henry Noteman, Operations Manager for the consultancy, explains its importance:

“In recent years many companies have made redundancies without considering the effects on staff or the long-term prospects of the organisation. Technical industries such as construction, automotive and aerospace require specialist skills and just because a company is not in the position to keep staff in the present that does not mean they will not be seeking their skills again in the future. It is for this reason, coupled with the importance of maintaining a good company reputation, that outplacement makes economic sense, but it has to be cost effective.”

Outplacement involves a number of stages, from coaching and counselling when candidates initially hear the news, to education on the current market and economy. The process enables candidates to clarify their objectives and expectations before creating their CV, job applications and attending interviews.

Henry concludes: “Gone are the days when companies stopped caring about staff the minute they left the building. Today there is a need and expectation for onward career assistance to ensure employees aren’t left out in the cold. Outplacement enables employers to offer support to their employees in a way that is sensitive and objective, helping them to work through their options and come to considered and sensible decisions about their future.”

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Outplacement Demystified

The current economic climate is forcing many businesses to downsize and make redundancies. Whilst in most cases this is necessary, unavoidable and unpleasant, it is in the best interest of affected companies to ensure their employees are well looked after during the process, particularly in specialist industries where the talent pool is small and bad news travels quickly.