IE
GUEST COMMENT: Why outplacement isn't a waste of time
13 October 2009
Requirements for outplacement services have mushroomed over the last 18 months in response increased redundancies across all sectors, including financial services.
Essentially outplacement is a service offering support to employers and employees before, during and after redundancy. It can be delivered through a range of formats such as one-to-one coaching or group workshops and aims to aid affected staff's transition to new employment. Some of the more common components of outplacement include career direction, coaching, CV writing, job search support and interview preparation.
During this growth period for the outplacement sector, it has received its fair share of criticism with some attacking the legitimacy of service providers, the quality of service offered, and its value in helping secure a new position.
Unfortunately, outplacement is similar to any other service sector and has providers offering a diverse range in quality of service. Having just lost their job, obviously those going through outplacement are in a difficult and vulnerable situation.
But I feel that some of the criticism is unfair and that there's often over-expectation or a lack of understanding about outplacement on the part of the participant.
Don't assume the impetus is entirely on the outplacement provider – your actions can affect how much you get out of the experience. Here are some tips on how to make the most of outplacement:
Ask for more: I have experienced a number of scenarios where employees negotiated and achieved additional outplacement resources from employers. On the whole firms want to see a positive outcome for their staff and may be willing to bend slightly. I think any employee should ask the question as the more help you, get the better.
Don't be afraid to complain: Essentially employers decide the quantity and outplacement providers dictate the quality of any programme. If you're unhappy with quality then address it with the provider with during the outplacement programme, because once it's over it's too late. These are for your benefit so you should be able to influence direction and content although this is a bit more difficult in group scenarios.
Listen and Learn: Outplacement consultants are experts in job search, career direction, CV writing and interview preparation. There's a fine line between success and failure so the smallest point could tip the balance. Pay particular attention to job hunting strategies, as these are critical skills in a tough market. I often meet participants who do not take sessions or workshops seriously, which is a shame as many employees do get this opportunity or support.
Application: It is reasonable to expect enhanced job hunting results after an outplacement programme but action is required. Outplacement consultants cannot do the press-ups for you. You must apply what you have learned to the real world. It is no surprise that those who achieve the best results post programme invest the greatest effort.
Use your own initiative: There are no guarantees in life and this is very true when it comes to outplacement. Don't expect it to be a fast-track for securing alternative employment. You have to take responsibility for your own results. It is easy to blame an outplacement programme, but what will this achieve?
Choose your provider carefully: Some employers are allowing staff to choose their own outplacement provider. This is usually a scenario involving a smaller number of employees sourcing one to one outplacement programmes. It's worth doing your research carefully, as you can the company best suited to your individual needs, which is very important.
Paul Mullan is a career expert, supporting jobseekers with career coaching, CV writing and interview coaching. For more information go to www.measurability.ie
