Whether it’s for executives, individual employees or groups, outplacement is there to support people and organisations through challenging times – where taking a people-centred approach generates best results for both parties.
Consistently ranked within the top ten most stressful life experiences, research has found that job loss has a profound and lasting impact on people:
- The chances of developing a new health condition rise by 83% within the first 18 months of losing a job
- It takes on average, two years to recover from the psychological impact of losing a job
- And individuals who experience redundancy often find it difficult to achieve the same salary as their peers who kept their jobs
With all this in mind, when making difficult decisions, businesses want to know that their people are going to be okay, and that they’re going to be cared for in a way that ensures they can achieve a positive outcome; especially with today’s market becoming increasingly difficult to navigate.
A shifting market has only added to the sense of overwhelm for candidates
For many individuals going through redundancy who haven’t had to look for a job in the last couple of years, the employment landscape likely feels unrecognisable – a shift that can be attributed to four major trends:
- Skills over roles – Organisations now plan their workforce around capabilities, not job titles, and are increasingly using skill mapping analysis to identify gaps so they can seek specific skills to fill them.
- Artificial intelligence – AI is now being used by employers and recruiters as an enabler of career transition, automating the analysis of data and accelerating the process of matching people to opportunities.
- Fluid internal mobility – Businesses are focused on career frameworks and are increasingly using internal career coaching to support agile movement of talent across teams and projects – leaving the hierarchical climb firmly in the past.
- Self-directed careers – With the career ladder now more resemblant of a climbing frame, people are having to be proactive navigators of their career – curating skills, exploring lateral moves and thinking about the value they bring, not just the role that they hold.
And when you combine all this with the concerns that candidates commonly voice in response to the changes that technology has driven – from ghost jobs and scams to AI screening and one-way video interviews – the job search process has become more confusing and time consuming than ever.
Which is why career transition is not a do-it-yourself project
At a time when people have more questions than answers, the structured guidance and personalised coaching at the centre of outplacement support can help them cut through the noise and move forward with greater clarity.
It gives people a window of time to focus and think about their options – whether that’s reskilling, upskilling or pivoting to an entirely new industry; helping them shift from a place of uncertainty to one of opportunity, with a fresh sense of resilience and confidence.
But in order to do this, there needs to be the right balance between human touch and tech-enabled support.
Human first – tech always
Technology can enhance the candidate experience and alleviate the administrative burden on individuals facing redundancy – seamlessly matching them to jobs and directing them towards tailored learning. But it can never replace the empathy, motivation and reassurance that people require during a major life change. This can only come from a professional, dedicated coach who takes time to understand and support the unique aspirations and needs of each person.
Outplacement isn’t just about placing somebody in their next role – it’s about helping people to choose the right path for their future and feeling empowered about the value that they bring. So when you combine human empathy with smart technology, you can create career transitions that are not just successful, but also meaningful and sustainable.
After all, the most effective programmes are tech-enabled and people-centred, with a balance of emotional support to build confidence and practical tools to navigate an increasingly complex landscape.
“If used well, outplacement can be a really effective and powerful tool for self-reflection, for helping people to really make the best move… without a coach, I really feel I would not have got to where I did… bringing me from a place of reluctance to one of confidence and excitement about new opportunities.”
- Lauren Messing, Former Head of Employee Relations & Experience at Takeda Ireland, and previous Right Management outplacement candidate
To hear first-hand about how our outplacement support enables success for both individuals and organisations, catch up on our webinar.
