Many employers want to provide job search support to their exiting or redundant employees by offering them outplacement support. One consideration for employers is how much support to offer them.
We hope this article helps HR Managers and Business Managers work out the correct amount of support for their exiting employees.
Here are the main factors to consider when deciding on how much outplacement support to offer an exiting employee:
1. Their age:
It’s sad but true that the older the employee is the more difficult it may be for them to find an alternative position. While age discrimination is illegal in Australia, there are many older candidates who do not present themselves as the best candidate and therefore do not find new work quickly. Therefore more outplacement support is beneficial. While we strongly believe that age should not be a barrier to job search success, many older candidates benefit from learning the ‘tips and tricks’ of how to best present their skills and experiences in today’s job market.
2. Economy and industry:
The state of the economy at any given time will also directly influence the level of support required. Factors to consider include the current unemployment rate, the exiting employee’s perceived difficulty for finding their next position and the level (high, medium or low) of job competitiveness in their given labour market. Different industries also have different degrees of difficulty at any given point in time. Those in declining industries or industries where there are a glut of skiled workers will clearly need a higher level of outplacement support.
3. Length of service with their current employer:
Company loyalty has its rewards and many employers prefer to provide a higher level of support to those who’ve been employed with them for longer periods. It’s also likely that these long standing employees haven’t been active in the job market for some time and will benefit from outplacement and career counselling guidance and support.
4. Education and experience levels:
It’s a no brainer really that employees with a high level of education, professional qualifications and experience will find it easier to find another job and will require less outplacement support to do so than other exiting employees.
Some occupations are always in higher demand than others, and people in these professions manage to find alternative work more quickly than others who are not in growing industries. Exiting employees with occupations that are ‘en mass’ may require more outplacement support to help them identify ways to differentiate themselves from the other candidates on the job market.
6. Their performance while employed with you:
Employers may be more inclined to reward high performing individuals who have shown commitment to the company by offering them a higher level of outplacement support. This is also often the case for more senior managers (who are seen to have contributed more to the organisation when there AND who may take longer to find work because of their level and the less number of roles at higher levels).
Also, if difficulties such as mental health issues have been identified, which may impact on their ability to find other work easily, an employer may also choose to assist more with this transition too by providing a greater level of outplacement support.
7. Last but not least:
You also need to consider your organisation’s capacity to pay and what you’ve budgeted in your restructuring or downsizing for this type of outplacement support.
If you would like the advice of a professional career counsellor or executive coach to better understand what you should offer your transitioning or exiting employees, then give us a call and/or book an appointment today – 1800 284 255 or email us here – https://www.letstalkcareer.com/contact-us/. We have outplacement packages starting at 4 sessions. We work nationally across Australia and have career counsellors and executive coaches in Perth, Adelaide, Melbourne, Sydney, Brisbane and Far North Queensland.