How do you select the right outplacement firm? With various services and programs on the market, it’s crucial to ask the right questions to make sure you find the best partner that meets your needs and those of your employees. Here are 10 questions you should ask an outplacement company to help you dig deeper and select the right one.
1. What services do they provide?
Start by asking for a detailed list of the services offered. Outplacement is not just about helping employees update their resumes. Top providers offer a range of services including career coaching, interview preparation, LinkedIn profile optimisation, networking assistance and emotional support for managing the stress of job loss.
Make sure the provider offers comprehensive services that will support employees through every stage of their career transition.
2. Are the services tailored to an organisation or ‘off-the-shelf’?
Next, find out if the provider will customise outplacement services to your organisation’s needs. Some providers offer generic, ‘off-the-shelf’ programs that may not align with your company culture or the needs of your employees.
In contrast, tailored services take into account an organisation’s structure, industry and employee demographics. They tend to be more effective because they align with the expectations and goals of both the organisation and its employees.
3. How do they deliver services?
With the rise of remote work, one of the important questions to ask an outplacement provider is how the services will be delivered. Will the career coaching be offered in-person, online or through a hybrid model? Do they offer flexible digital tools for employees to access workshops or coaching sessions at their convenience? In today’s geographically dispersed work environments, in-person and virtual options offer better accessibility and engagement for all employees.
4. Are they an Australian company?
If your business is based in Australia, it may be important to select an outplacement provider that understands the local job market and employment laws.
Australian companies are better equipped to provide region-specific advice, insights and connections to benefit your employees during their job search. They have a better understanding of local industries, job markets and recruitment trends, and can offer guidance aligned with Australian employment practices.
5. Have they provided outplacement services before to your industry?
An outplacement provider with industry-specific experience will understand the challenges and opportunities faced by employees transitioning out of roles in this sector. The support they offer will be relevant and they’ll be better equipped to assist employees in finding new roles within the same field.
For example, if your company operates in tech or healthcare, having a provider who understands the nuances of these sectors will make a difference in how effectively they can assist your workforce.
6. How long do the programs go for and how quickly can they commence?
Employees need support quickly to avoid the stress and uncertainty that often comes after a redundancy process. Ask how soon the outplacement provider can start working with your employees and how long their programs last. Some providers offer short, intensive programs, while others provide long-term support that extends for several months or even a year. A longer program may be beneficial for employees seeking senior management or executive roles. These often require a more extended job search period.
7. How much will the services cost?
Outplacement services can vary significantly in price, depending on the scope of services offered and the duration of support. If you have a fixed budget, don’t shy away from asking for a full breakdown of the costs involved and how the pricing aligns with your organisation’s needs.
Quality outplacement services provide long-term benefits for both your employees and your business. The return on investment includes maintaining a positive employer brand, reducing the risk of litigation and supporting employee morale.
8. How do they support individuals at different career levels?
The support a senior executive requires will be different from that of an entry-level employee. Ensure the outplacement provider can offer tailored support for individuals at all career levels, from junior staff to senior management. Ask how they differentiate their programs for various employee groups and ensure that they provide personalised services that meet the needs of each individual, regardless of their career stage.
9. What are the backgrounds of the career coaches?
Ask about the qualifications, experience and qualifications of the coaches who will be working with your employees. Experienced consultants with relevant industry knowledge and a proven track record of helping individuals transition to new roles can make a significant difference in the outcome of the outplacement process. Additionally, ask about the average tenure of the consultants, as this can give you a sense of their expertise and stability within the company.
10. Are they able to support national or large-scale projects?
If your company operates across multiple locations or is considering a large-scale redundancy, will the outplacement provider be able to handle projects of this size? Ask whether they have experience with large-scale, volume outplacement and if they can offer consistent support across different regions. Make sure the provider can scale their services to meet your needs.
If you need further information after you have run through your questions to ask an outplacement company, you can also:
- Request references: Ask for testimonials or references from companies that have previously used their services.
- Test their customer service: Contact the company’s customer support to see how responsive and helpful they are before making a decision.
- Pilot program: If possible, request a pilot outplacement program for a small group before committing to a larger project.
These questions to ask an outplacement company will help you find the right partner
Selecting the right outplacement company can impact both your employees’ future and your organisation’s reputation. By asking the 10 questions outlined above, you can make sure you find a provider that aligns with your company’s values, offers high-quality services and supports your employees through every stage of their career transition. Ultimately, investing in the right outplacement help is a step toward creating a more positive redundancy process for everyone involved.