outplacement

Outplacement is a set of services provided by employers or third-party firms to employees who are leaving an organization, typically due to downsizing, restructuring, or voluntary separation. The goal is to support a smooth transition to new employment while preserving the dignity of the departing workers and protecting the employer's reputation. Outplacement is distinct from general career coaching, though it may include coaching elements tailored to a transition.

Common components include career counseling and assessment, resume and LinkedIn profile development, job-search planning, networking strategies, interview coaching, salary negotiation guidance, and access to job leads. More senior or executive programs may offer leadership branding, 360-degree feedback, and tailored coaching. Services can be delivered one-on-one, in groups, in-person, or online, and are often provided by external outplacement firms or internal human resources teams.

Typical process starts with intake and goal setting, followed by a skills assessment and a customized transition plan. Participants receive tools and training, apply for positions, and receive interview preparation and mock interviews. Ongoing progress reviews, placement support, and sometimes ongoing alumni resources are provided. Duration varies from a few weeks to several months, with executive programs often extending longer.

For employers, offering outplacement can reduce the risk of litigation, reassure remaining staff, and demonstrate corporate responsibility. For employees, it can improve transition outcomes and reduce stress. Common metrics include placement rate, time to placement, participant satisfaction, and post-placement retention. Costs are borne by the employer or shared with the employee depending on the program.

Outplacement can be named and structured differently across regions; it includes group programs for larger layoffs and individual coaching, as well as virtual or hybrid delivery. Some programs are mandated in certain jurisdictions or tied to severance agreements, while others are voluntary. Executive outplacement often focuses on leadership branding, board opportunities, and market positioning.