How do you evaluate and compare different outplacement providers and their offerings?

Look for providers with experienced career coaches who have relevant industry experience and certifications. Ask for sample CVs or case studies to gauge the quality of their work. Consider the level of bespoke support offered to participants and the availability of resources such as webinars, workshops, and online tools.

Certainly certifications are important - there are variety of organizations (PARW-CC one not mentioned here) that bring additional credibility to providers. But certifications and accreditation are just the start. It's important to understand the background and experience of the individual providers and coaches that will be delivering services. What is their experience in talent acquisition/human capital? What will their approach be in terms of how they interact and engage with the displaced employees? Certifications are great - but process and experience are what is most important.

Just a few select questions at this stage can make all the difference to people's experience. The best advantage HR can give their people during redundancy is to find quality support. At a minimum, are the coaches working with your people members of a professional career association (CICA, CDAA in Australia) so that you know they abide by professional development & ethical standards? Extra points: - Are their resume writers certified? - Are their personal branding strategists certified? - What assessment tools do they use? - Do they have a depth of industry experience? - Has the business received any career body recognition? If it's a good provider, they'll be happy to respond. If they aren't happy to answer your questions - walk!

Another question to ask is what the training process looks like for the outplacement provider. Different providers have different training standards and programs: you want to make sure that the coaches are prepared to handle the real challenges that come with outplacement services.

Cada candidato es único, darles la opción de poder elegir un servicio integral o solo algunas partes del servicio. También ofrecer la opción de seguir ayudándolos en caso tengan dudas. Algunos candidatos solo quieren una parte del servicio y luego continuar solos. Creo que es mejor un servicio personalizado.

One challenge about outplacement in general is that each employee has unique needs. In most situations, the company negotiates a standard package that is offered to all. Unfortunately, this will be more than some individuals need and not enough for others. Employers can avoid this issue by negotiating options for their employees (e.g., pick any two of the five services offered or a certain dollar amount that an be spent on any offered services.) Keeping outplacement flexible and customizable tends to deliver the best results.

Evaluate the range of services offered by a provider and ensure they align with your needs. Common services include CV writing, career coaching, interview preparation, job search assistance, networking support, and access to job databases. Cheaper providers tend to offer webinars and online tools rather than 121 bespoke support.

Evaluate each provider's service offerings in detail. Typical outplacement services may include resume writing, career coaching, job search assistance, networking support, interview preparation, and access to job search resources. Consider whether the provider offers personalised, one-on-one support or primarily relies on group workshops and online resources.

A good best practice to evaluate what an outplacement provider values is how they approach the candidates. Outplacement should be future-focused, not just about tidying up the resume and providing stock answers to job interview questions. It's vital for outplacement providers to understand where each displaced worker wants to take their career next. The reality is that a lot of people who have been let go might want a change away from what they've been doing previously. And if that's the case, that changes significantly how you frame your coaching sessions and resume development.

Consider the cultural fit between your organisation and the outplacement provider. Look for providers whose values align with your company culture and who demonstrate empathy, professionalism, and a commitment to client success.

Assess the cultural fit between your organisation and the outplacement provider. Look for providers who align with your company values and can effectively represent your employer brand to departing employees.

Look up the coaches on LinkedIn and check out their backgrounds. That will reveal tons. Some will be employees and some might be adjuncts but all of them are sharing ideas, industry trends and candidate experiences.

Ask each provider for references from past clients and contact them to gather feedback on their experiences. Enquire about the effectiveness of the outplacement services, the level of support provided, and any areas for improvement.

If feasible, involve departing employees in the evaluation process. Seek feedback on their preferences and priorities for outplacement services, as their input can help you select a provider that meets their needs.