India Outplacement : Myths & Realities : Part I

Outplacement is as a concept is new for India, most of the time only the MNC's from USA or other countries who adapts this best practice in HR processes. Outplacement is a support given to employees who's jobs are redundant in companies. As a goodwill the company provide opportunity for the retrenched/redundant employees to find next career opportunities. This will not only help the employee but also the company brand image is positive always to rehire or hire best people in future.

However, In India there are many Human Resources professionals who consider this as a placement opportunity and hence their focus is often to recruiting companies. This may be totally a wrong approach and the results be very bad for sure.

Today I am sharing some of the misconceptions and the realities that we need to know. Lets start :

Myth : Outplacement is only Provided by Companies?

Reality : Outplacement is primarily provided by the companies as a goodwill and brand efforts. However, two other scenarios can also be appearing. In some cases the companies provide an opportunity as a 1. outplacement support or 2. They earmark some monetary component that can be given to employees as part of the severance instead of outplacement. In case of 2nd option the employees may choose their independent coach to support them through the career transition.

We have noted many times that the increasing trend by individuals effected opting for Outplacement support. In recent times just my LinkedIn project requests on my service page receives at least 10 such requests across the globe each week. This mostly happens in the mid management level. While its more essential for every level.

Myth : Outplacement is job guaranteed?

Reality : There is no one in the world can promise a job. If someone is saying that the candidate would land in a job, they are knowingly miss guiding the people. We all can Take the horse to the water, that's exactly the role of outplacement. Taking them to the right opportunity that's important for their life. Winning depends on the preparation and openness to seek feedback and improve.

Many a times Indian HR Managers reach us for outplacement support and say how many can you land on jobs. So every time we have to say "NO". I am surprised that the the question keep continuing, while they are the recipients of resources hiring, they should be aware of the landing job is based on the fitment and the actual performance in selection.

Myth : What do you do on Outplacement is help get a job?

Reality : "Big NO". Outplacement is a process of Career Transition and starts with supporting the candidate balance emotionally with the job loss. Building the confidence that its not mark on their skills, its just that organisational requirements based on business reality. Then comes the great planning of what do you want to do New Job Search, Retirement planning (based on age/experience/choice) or building a start-up.

In fact, some of the initial conversations with candidates are draining due to the high stakes and emotions running initial. I remember conversing with a senior person in Mumbai which took 5 hours of just an initial discovery meeting.

Give a shout to us if you have any more questions or want to learn more. G R Reddy Naresh Deevi

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