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It's Time to Evaluate Your Outplacement Provider: Here's How

3 minute read

Outplacement isn’t a set it and forget it service, and the best time to evaluate your provider is right after an event, while it’s still fresh in your mind.

Reevaluating your provider, especially after an event, is vital if you want to ensure that your employees have had the best experience possible, allowing them to get back to work in a new role without all of the headaches involved in a solitary job hunt.

Besides ensuring a great experience, in today’s world of low unemployment its becoming more and more important to become an employer of choice. How you offboard staff members is a huge deal because it shows how much you care about your workers even after they leave your organization. This helps show your retained staff, and future talent, that your organization is better than the rest.

So what can you do? That’s simple: evaluate your outplacement provider often to make sure they are doing all they can in today’s modern world to get your employees back into the workforce. Unsurprisingly, this is where traditional, antiquated providers fall short. This is 2019. Your employees deserve a cutting-edge provider that’s not stuck back in 1979 when disco was still all the rage.

Want to find out how your current provider stacks up? Take this simple quiz!

How much could you be saving using Careerminds? This calculator will show how much you could save over a year using Careerminds, as compared to your current provider.

Now that you know the basics, let’s get into some details you’ll need to consider when evaluating your current provider, starting with the participant level.

Evaluating Your Outplacement Provider: Participants

To help make this process as easy as possible, we’ve laid out a few yes/no questions so that you can use to quickly check in with your provider to make sure they are on par with a modern, 2019 outplacement provider.

Grab a piece of paper (or open a new tab) and keep track of how you answer the following. Does your current provider:

Yes/No: Offer unlimited coaching until landing for all participants (under $1000!)?

Yes/No: Match participants with a dedicated, assigned coach that reaches out within 24 hours to provide relief, emotional support, and help them to start looking forward?

Yes/No: Write a custom keyword/SEO optimized and ATS formatted resume for every single participant?

Yes/No: Guarantee dedicated one-on-one, face-to-face coaching time so that participants will never have to wait in line in the office to see a coach who can’t commit to them?

Yes/No: Provide a seamless, easy-to-use platform, totally optimized for mobile tech, and available on any internet enabled device 24/7?

Tally up those points! Now, let’s switch focus and examine what HR, as a department, should look for.

Evaluating Your Outplacement Provider:HR

Does your current provider:

Yes/No: Respond to your emails regarding needs and inquiries within 2 hours?

Yes/No: Provide complementary RIF manager training to help leaders understand emotional responses, deliver a consistent message that enables the notified employee(s) to exit the company with dignity, and helps your organization mitigate risk?

Yes/No: Deliver complimentary survivor training to help you preserve morale, brand, and productivity, while avoiding a voluntary exodus post-layoff?

Yes/No: Work with HR on RIF communications during complimentary pre-event planning to assist in conveying the right message to remaining employees, ensuring they are kept in the loop?

Yes/No: Allow full visibility into participant data and usage, including landing, through a self-service reports portal, accessible 24/7?

Okay, And Now the Results

Here’s the easy part: if you answered “NO” to any of these questions, it's time to take 15 minute to look at what Careerminds has to offer to you, your employees, and your organization. Implementation is virtually non-existent. After a quick onboarding call, you’ll have a partner that cares about your needs, and is ready to offer a better program to your exiting employees.

There is a better way for you and your participants. Let us guide you through, so you can be the hero. After all, you can’t spell hero without HR.

Check Out Our Demo