What support does outplacement provide?

Outplacement services offer both practical and emotional support to ensure employees can successfully navigate the transition to their next career opportunity. facilitate a smooth transition to a new job. This support helps them regain confidence and direction after their role is made redundant.

Key services can include:

Benefits for employers

Career transition support types

Types of support include:

How technology can help

In addition to the option of in-person/face-to-face coaching, technology enhances the accessibility, flexibility and effectiveness of career transition support.

Virtual coaching sessions, webinars and workshops via Zoom, Teams or Skype, or phone, make it easier for employees to receive guidance regardless of their location. Digital tools such as resume builders, job search tracking software, online job boards, networking tools, e-learning courses and AI-driven interview simulators help streamline the job search process and upgrade tools.

Additionally, remote outplacement often includes access to online job boards, networking tools, and e-learning modules to upgrade skills.

How is success measured?

The effectives and value of outplacement for both the employee and employer can be measured by several key metrics:

1. Reemployment rate: How many participants secure new jobs within a certain timeframe.
2. Time to reemployment: The average duration it takes for individuals to find a new role.
3. Engagement levels: How actively employees use outplacement services such as coaching or workshops.
4. Employee feedback: Surveys and feedback from participants on the quality of support they received.
5. Employer reputation: Tracking the company’s brand perception after a redundancy process to evaluate whether outplacement helped protect its reputation.
6. Return on investment (ROI): Evaluating cost vs benefits, including the reduced strain on HR teams and improved morale of remaining employees.

Why outsource outplacement?

Outsourcing to a specialist outplacement provider can:

Help employees break emotional ties with their former company

Foster a supportive relationship between the employee and consultant

Allow your HR team to focus on business operations

How long does career transition support last?

Outplacement programs are tailored to company requirements. Typically we support people for between four to 12 weeks, with executive programs extending up to 12 months.

Is this support suitable for everyone?

Career transition services are not limited to executive roles. Employees at all levels — from recent graduates and award workers to industry-specific professionals and senior managers — can benefit from career transition services. Specialised support is also available for those considering retirement.

For executives, outplacement programs often focus on in-depth one-on-one coaching, strategic networking, personal branding and negotiation support for high-level roles. These programs may also include advice on transitioning to board positions or starting a consulting business.

For more junior employees, services may include resume writing, interview preparation and job search strategies tailored to their career stage. Group workshops or online resources are often suitable for this level.

Customising services ensures each individual receives the right level of support to match their professional experience and goals, resulting in more effective career transitions.

What sectors use outplacement?

Consultants work with clients across a wide range of sectors, including private, public and not-for-profit sectors. They work with organisations of all sizes, from small businesses facing individual redundancies to large corporations managing high-volume projects. Services are adaptable across sectors, to suit specific industry needs and challenges.

Private companies

Industries such as manufacturing, finance, healthcare, IT and retail commonly use outplacement during restructuring, mergers or downsizing projects. Outplacement helps maintain morale and brand reputation while supporting employees through career transitions.

Public sector

Government agencies and departments turn to outplacement during budget cuts, program changes or organisational shifts, ensuring affected employees receive the support they need to secure new roles within or outside the sector.

Profit-for-purpose organisations

The not-for-profit sector, often undergoing funding changes or realignment of resources, can also benefit. Whether a small charity or a large NGO, outplacement solutions help employees transition while upholding the organisation’s values.

Is it the same as recruiting or headhunting?​

Organisations typically engage outplacement providers to deliver career transition support. These third-party specialists ensure your staff receive the assistance they need to find their next role.

Outplacement is not the same as recruiting or headhunting. While recruiters focus on filling specific job openings, outplacement supports individuals in navigating the job market and successfully transitioning to a new career. However, we do offer access to HR and recruitment contacts.

What is the cost to an employee?

Employers provide support to employees as part of of severance package. There is no cost to the employee. 

What if an employee doesn’t find a job during the program?

Some programs offer extended services until the employee secures a new role, including additional coaching, networking opportunities and job search strategies. The focus remains on building their confidence, updating their skills and providing guidance for a period after the official program ends, ensuring the employee remains supported in their job search journey.