As a human resources manager, I always made sure that employees felt well taken care of, even when they lost their jobs. I often offered outplacement and new placement services, both through external consultants and internally, drawing on my own experience and training. As a freelance coach, I now support individuals affected by organisational change providing them with the best possible assistance in these situations.
The impact of the pandemic on society and the economy heas been profound. Initially, it was certainly a wake-up call for change, but many companies are now sliding into crisis as a result. When a company is under financial pressure, it has to cut costs and staff reductions are usually unavoidable.
Employees panic because they fear losing their livelihoods and being unable to pay their fixed costs. This makes it more important than ever to offer an outplacement/new placement service to support employees through this stressful experience. This approach is long-term and sustainable, and should not be underestimated from an economic or socio-political perspectives.
So, what exactly is outplacement/new placement?
Outplacement or new placement is a service financed by the company for employees who are leaving. It involves providing these people with professional assistance and career reorientation/repositioning.
The employer pays for the external support for a dismissed employee.
Why should companies offer outplacement/newplacement initiatives?
- The costs of a separation process can be enormous if a dispute arises, but being supportive can help to find an amicable solution in advance. It’s a win-win situation for both sides!
- Employer branding sends a clear signal that you care about your employees, even after they leave the company. Remaining employees know that they are in good hands with outplacement/new placement counselling and they will continue to act as company ambassadors for the company even after they leave. This helps prevent negative publicity. → Strengthening corporate social responsibility
What does this kind of support look like in practice?
The scope of the consulting services is agreed with the employer before the notice of termination is given. This can include an initial consultation, CV/career review, positioning on the job market, application coaching and even accompanying consulting/coaching for a new career direction.
The initial consultation
Everything starts with an initial consultation with the relevant employee. Meet the person where they are right now. Losing a job is always highly emotional, and professional counselling can help:
- this involves analysing the situation and what has just happened
- reflecting on where the journey could lead and
- showing a change of perspective. Often, it is simply a matter of pointing out new paths or simply talking/listening – it all depends on the person and their personal situation
The career/CV check
It is important to discuss where the employee would like to go in their career. The following questions can be asked during the career check:
- Should the next position be in the same industry?
- Should it involve a similar job?
- Should it be at the same level in a different organisation?
- What should the salary structure be?
- Would they like to take a career leap?
- Generation check: If I am over 50, do I have to make a comebackß Or are there alternatives?
- Should I consider a complete change?
You need to clarify these questions in advance before you even start thinking about your CV. You need to have clear goals and direction should be clear so that you can adapt/revise your CV accordingly.
It can be very helpful to get an external perspective when checking your CV. It is important to highlight any gaps or areas of improvement to help you present yourself in the best possible light on the job market.
In summary, CVs should always be well structured and clearly laid out so that the reader can easily understand the content.
Positioning in the workplace
Sometimes it’s not about searching, but about being found.
- Update your social media channels and settings simultaneously.
- Networking: A good outplacement consultant has an extensive network and is aware of current market trends. Link up with different partners and attend events where you can exchange ideas with like-minded people, either virtually or in person. The motto here is: throw yourself into the fray, because as the saying goes, „talking brings people together“.
- Make contact with recruitment consultants – either the outplacement consultant will be part of a consulting firm or they will have good personal contacts who can refer the former employees. Many positions are often advertised internally, so you may not even know that they are vacant.
It is highly advisable to seek expert advice and get an assessment of the market. After all, you have nothing to lose and everything to gain!
Job application coaching
Getting guidance on how to perform well in a job interview is fundamental to a successful job search.
- What exactly application coaching should entail exactly depends on the individual’s personality.
- Essentially, it should focus on making good first impression, practising and recognising facial expressions and gestures, rehearsing answers and showcasing your personality.
All of this and much more can be covered in application coaching sessions.
Accompanying coaching/consulting
Coaching that is independent of the application process, is always beneficial in such a situation:
- overcoming the setback of being dismissed
- gaining new self-confidence
- developing ideas and visions for the future
- solution-oriented counselling and breaking new ground
These are just a few of the aspects that can be achieved through coaching. We are only scratching the surface here.
Placement guarantee
Outplacement/new placement consultants often offer a successful placement guarantee. This is good news for applicants!
→ Personally, however, I would advise against this in the current climate. In my opinion, returning to a permanent position is not always the right path, and a new position is not always the answer.
Many people use this opportunity to do something different, take educational leave or start their own business.
My conclusion
Outplacement/new placement is a valuable service. Providing such a service is beneficial from a social perspective and also enhances a company’s image. Providing this service ensures that you are perceived differently in the marketplace, and as we know, word of mouth should not be underestimated.
I always enjoy being involved in such processes. The initial experience for those affected is usually very difficult and sad. However, when you manage to facilitate positive development for the individual, it feels doubly rewarded. My advantage in this area is that I have experience on both the business side and the consulting sides (HR managers, employees, etc.).
This makes it easier to achieve a genuine win-win situations. Of course, no one can guarantee the future, but I always do my best for everyone who comes to me.
