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When you think of outplacement services, you probably don’t think about recruiting and retention.
For most people, it is at the bottom of the list of things they worry about when they have to let employees go.
For organizations that offer outplacement to all employees, also known as “universal” outplacement, there are some subtle (but significant) benefits.
Let’s discuss the top five.
- Bolster recruiting efforts
Let’s be honest—job candidates understand that with today’s rapidly changing economic cycles and market conditions, the next organization they join may have to resort to a layoff at some point.Knowing that a potential employer provides career transition assistance to everyone in such a situation is a powerful benefit when joining that organization.
Sure, you may not want to put it on the front page of your career site, but it definitely wouldn’t hurt to mention during the hiring process, especially if you’re in an industry that has been rocked by layoffs.
- Drive referrals to your organization
Like many organizations, you probably consider current employee referrals to be one of the most important recruiting sources. Have you thought about the importance of referral from previous employees?Their perception of what it was like to work at your organization can be seen as both an honest look at the organization and possibly an even more authentic view than that held by an existing employee.
Can you imagine the message it sends a job candidate if someone you have let go recommends your organization to his or her friends and colleagues?
- Encourage those you need to stay
Retention is a major issue that comes up during a reduction in force (RIF). Your employees are typically connected with each other outside of work and when you let someone go, that individual still has a network of people within the organization with whom he or she still keeps in touch.And opinions are quickly and openly shared on social media sites. If your organization hasn’t done enough to ensure a successful career transition for a terminated employee, word can leak back to the organization and leave a bad taste in remaining employees’ mouths.
- Calm the anxiety that a RIF can bring
A RIF can be a jarring experience that triggers employees to look at their own careers and consider proactive change. Rather than wait out a painful process where they may not get anything after a layoff, they may seek to make a change on their own terms.Knowing that outplacement services are available can help calm worries and minimize the exits of valuable employees. If employees know they’ll be taken care of, they’ll feel more comfortable choosing to stay.
- Attract the boomerangs
When organizational cuts are due to strategy shifts or changing financial conditions, bringing back alumni employees can happen frequently.Assuming you separated on good terms, returning an alumnus to your payroll can be a serious advantage. Since the amount of systems, protocols, contacts, and culture they will have to relearn will be minimal, these are people who can hit the ground running.
But that can only happen when you transition them out of your organization with the right tools to continue their growth and development.
It may seem a little non-intuitive that recruiting, retaining, and returning past employees to your organization are also part of the strategic advantage of universal outplacement.
Of course, none of this matters if you only offer outplacement services to a select few in your organization. The recruiting and retention value of outplacement only spreads as wide as you use it in your organization.
Free Report: Outplacement for Everyone: 5 Strategic Advantages of Universal Outplacement
Discover five strategic advantages of universal outplacement by downloading:
Outplacement for Everyone
Tagged with: career transition • employees • hiring • hiring process • job candidates • job-seekers • layoff • outplacement • outplacement firm • outplacement services • recruiting • recruitment • reduction-in-force • referrals • retention • RIF • universal outplacement • virtual outplacement
The HireRight Blog is provided for informational purposes only. It is not intended to be comprehensive, and is not a substitute for and should not be construed as legal advice. HireRight does not warrant any statements in the HireRight Blog. Any statutes or laws cited herein should be read in their entirety. You should direct to your own experienced legal counsel questions involving your organization's compliance with or interpretation or application of laws or regulations and any additional legal requirements that may apply.
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