Outplacement Costs - The Questions to Ask
When assessing outplacement services, it’s not always easy to compare. Price is highly important, but even more important is that the sponsored support you are providing leaves the person in a better place.
When a company is seeking outplacement they are looking not at a product but to gift the person with the help they need to move forward onto a positive future with another great company.
The following are a few important questions to consider when investing in their care:
1. Who will be delivering the program and what are their goals when working with your team member?
Emotions are high and people are vulnerable during this time. A good outplacement company understands that. Securing a job in the shortest possible time is brilliant but only if it’s the right job. An experienced career coach will work to safe guard your people during moments of vulnerability and will have your staff member’s welfare as their priority. It can be easy to fall into the trap of only looking at placement statistics when weighing up service providers but digging a little deeper to get to know the outplacement company’s ethos as well may uncover more than you realise.
2. What are you really paying for?
Are you paying for a ‘program’ or ‘support’? Every individual is different. One size fits all doesn’t work during times like these. Each person has different circumstances and goals: each their own strengths to market, fears to overcome and journey to travel. The best thing you can give your people in outplacement care is flexibility. Flexibility enables the coach and the individual to decide together how to spend time where it’s needed the most. It gives the person the unique care they need.
3. Will your people get the tools and knowledge they need for today’s market?
Old job search doesn’t work anymore. You only need to look at labour market statistics to see that traditional job search methods often result in months of frustration. When you are investing in care you want to know that your team member will be armed with every advantage they can be given. This includes top level marketing materials custom-designed to market their strengths and built to work in today’s technologies, a coach that can help them pinpoint and then proactively pursue relevant opportunities, expert coaching on how to succeed in the rapidly changing interview forums, and the very latest information on new tools in the market. Typically this will mean your team member will not only have a dedicated career coach but access to other in-house resume writers and career specialists where appropriate to give them the advantage they need.
4. Are your values upheld and represented?
Redundancy is a sensitive time for everyone so you need to know you can trust the company you select to care for your people the way you’d want. What does the outplacement company you are partnering with list as its values? Does it promote efficiency or care? Programs run out but the right care doesn’t. Does the support end with the program or is their support ongoing?
The best way to judge any service today is speaking with others who have been through it.
- Start by reading testimonials from past participants – look beyond the words used to the emotions expressed. This will tell more than statistics and marketing.
- Speak with people at the company and ask what they believe is important during this time. Again listen for clues about not just what they offer but how they deliver their care.
- Look for clues to their commitment, values and professionalism. How active are their team in the industry? What credentials do they require in their team? What do they believe in and stand for in their articles?
Outplacement is an incredible gift and an important investment so it’s important to get it right. The care you give now can make a huge difference to someone’s life.