Outplacement trends continue in 2015

According to a new study by Lee Hecht Harrison (LHH) surveying nearly 400 employers worldwide, 64 per cent of participating organisations expect 2015’s staff reduction level to remain consistent with that of the previous year. Moreover, outplacement services will continue to be offered to a broad range of employees, from top executive officers to professional staff level.

Most employers offer outplacement assistance because they believe this service is part of their responsibility towards employees. Interestingly, respondents say that very few organisations regard outplacement as a way of minimising potential litigation and protecting their corporate image, although this used to be the primary reason in the past. Nowadays, it appears that talent and ethics have overtaken risk management on many employers’ agenda.

Offering outplacement to employees impacted by organisational change sends a positive message to those who remain in the organisation. The LHH study found that providing career transition services helps maintain productivity, boosts morale and stems unwanted turnover from non-impacted employees.

The most highly valued factors in an outplacement programme include a personalised approach, strategic counselling and coaching.Moreover, delivering job market connections and leads are also highly valued by outplacement buyers.

Specifically, more than one in two respondents cited the ability to customise services based on the employee’s levels, titles and needs as a requirement for effective outplacement. Likewise, a further 62 per cent of respondents answer that they value employees receiving personal meetings, seminars and coaching.

Technology, on the other hand, received mixed feedbacks from the respondents. More than 50 per cent praised platforms that can support a variety of self-development options such as e-learning courses, virtual interview centre, personality assessments along with consolidated job-search database. However, respondents also warn employers against outplacement providers who rely solely on job boards to delivers leads, as only 15 per cent of positions are filled through this channel.

LHH concludes in its survey that selecting the right career transition partner one who has the technology, personalised approach and the expertise can ensure a more effective restructuring strategy and management of the outplacement and career transition processes. Most importantly, the right partner ensures that impacted employees can land new positions quickly and confidently.