To help preserve the company image, and to maintain a productive workforce, it makes sense to help those who are let go to secure new employment. An employer may wish to utilize an outplacement program to assist the former employee to find other work.
Outplacement programs can be set up by any employer. The program applies to all employees who have recently been let go by the company.
Summary of requirements
Background. Making economic or strategic adjustments to staffing can be a trying time for all concerned. Employers must sometimes reduce the size of the workforce, whether due to cost reductions, shifting corporate goals, redundancy through merger or acquisition, or changing job requirements. The results are often traumatic not only for the former employee and family, but for the supervisors announcing the news as well as for the remainder of the workforce.
Outplacement services. An outplacement service should:
- Assist the departing employee to evaluate and assess skills and job experiences;
- Assist the departing employee to define a realistic career objective;
- Offer assistance in developing a resume and practicing interviewing skills; and
- Offer counseling and emotional support, if needed.
Some outplacement programs might include services such as:
- Regional market research to target companies to approach;
- Stress management classes;
- A phone message service and address for prospective employers to contact;
- Setting realistic employment goals;
- Classes on time management; and
- Personalized encouragement and coaching.
Skills assessment. The skills assessment part of the service will help candidates to realistically identify their professional strengths to help the candidate promote value to prospective employees. It should also help candidates identify professional weaknesses, and to provide ideas on how to deal with them in an interview, or better yet, turn them into strengths.