Just What the Heck Is Outplacement?

๐—๐˜‚๐˜€๐˜ ๐—ช๐—ต๐—ฎ๐˜ ๐˜๐—ต๐—ฒ ๐—›๐—ฒ๐—ฐ๐—ธ ๐—œ๐˜€ ๐—ข๐˜‚๐˜๐—ฝ๐—น๐—ฎ๐—ฐ๐—ฒ๐—บ๐—ฒ๐—ป๐˜?

In todayโ€™s economy, layoffs are a complicated yet frequent occurrence.

For the employer, careful planning and flawless implementation are required to prevent erosion of the business, as well as the organizationโ€™s standing in the community.

For displaced employees, high levels of unemployment leave many feeling that they have few options for alternative employment or that their careers have been derailed.

For remaining employees, uncertainty levels can rise significantly and productivity levels may decline considerably. The bottom line: these situations can leave many individuals, whether leaving or staying, with a sense of frustration, fear, and anxiety.

Coming into the year, business was slow for the countryโ€™s layoff experts, as it had been for much of the past decade. Outside of a short period of tumult in 2020 at the beginning of the coronavirus pandemic, the U.S. economy had continued to roar along. Jobs were plentiful, layoffs were at a 52-year low, and the โ€œGreat Resignationโ€ had led to worker shortages.

Companies were trying to do everything possible to hang on to every employee that they had. That had made life harder for outplacement companies, which specialize in helping employers navigate the emotional and messy involuntary โ€œexitโ€ process.

Layoff-focused companies help with a variety of areas to make a difficult process run smoothly.

They help:

โžก๏ธ Identify priorities and figure out the layoff list

โžก๏ธ Ensure the layoffs comply with local law and do not disproportionately target underrepresented minorities

โžก๏ธ Come up with a day-of communications plan

โžก๏ธ Make sure people receive the correct amount of severance

I came across a fascinating article by the team over at Vice about the above statistics, outplacement, and overall career transition solutions, which you can read here: https://www.vice.com/en/article/5d39mq/business-is-booming-for-layoff-specialists-never-seen-anything-like-this

Providing quality Outplacement / Career Transition services from MJW Careers helps transitioning employees understand that career changes donโ€™t have to be career-ending.

Our career consultants, experienced in virtually every industry, provide transition participants with the type of support that helps them ease their anxieties and gain a better foothold on their next role or career path. Also, with the best consultant-participant ratio in the field, participants receive one-on-one, face-to-face assistance ensuring their programs are personalized to their specific situation. Additional resources, such as our proprietary online career portal offer participants 24/7 access to training modules and multiple tools for job search assistance, personal branding, resume writing, company intelligence database searches, networking, and more. On top of our outplacement solutions delivery program, we also offer some EXTRAS.

So just what is our โ€œEXTRAโ€ Guarantee?

  • Two-year resume guarantee! Our company truly cares for our clients and wants them to succeed. If any unforeseen circumstance occurs within the allotted time, our clients are able to return for a free resume update to kick start their new search!
  • Social media training. Facebook, Twitter, LinkedIn, and many other social media sites are essential in the modern workforce. Our company does not just inform clients of these sites but trains the client on how to utilize these sites for their own self-branding and job search.
  • Personalized job leads. Our Company takes the time to understand our customerโ€™s skills, wants, and needs. We specialize in finding the right jobs for the right people!
  • Business startup assistance. 10% of our clients each year start their own business. When a client expresses this interest, our counselors work with the client to determine if this career path is viable, and if so, we provide comprehensive resources and guidance.
  • Low-cost insurance referrals. COBRA is a scary word for any terminated employee. We partner with local insurance companies to provide a low-cost recommendation for insurance to help ease our clientโ€™s anxiety and stress.


We have provided outplacement support for several Fortune 500 and international companies including Cincinnati Bell, US Cellular, Wieland Electric, Baxano Surgical (TranS1), Graham Packaging, Royal Canin, The North Carolina Ports Authority, Hospira, Inc. and CVS Caremark. Laying off workers is never easy. Itโ€™s one of the most dreaded functions of HR, and often, it doesnโ€™t go well, resulting in angry people left without a job and skeptical people left with more work to do. Much of that can be avoided with some planning and emphasis on treating those exiting with dignity and respect. There are several key factors to consider when it comes to the off-boarding process and the desired outcome for outplacement services. Losing a job is a devastating experience for employees, and this type of life-changing event evokes a spectrum of negative feelings and emotions.

Transitioning employees should not be overlooked as employees no matter if they are staying with an organization or exiting it, they are brand ambassadors for the company.

Recognize the importance of a positive employer brand.

All employees, past or present, help perpetuate an organizationโ€™s employer brand, and the image that companies project is correlated with the level of talent they are able to attract. In order to successfully brand themselves as an employer of choice, companies need to show their employees that they value them, even, and perhaps especially, when they are letting them go. Offering a severance package and career transition services to exiting employees sends a clear and definitive message that every individual is valued as an employee, even though their tenure with the company is coming to an end. Treating staff with dignity and respect during this significant transition helps ensure that displaced employees project a more positive image about the company as a whole.

Reinforce the fact that downsizing is not linked to job performance.

During corporate downsizing, impacted individuals most times are let go due to restructuring, not performance. If employees understand that being let go is not a reflection of their own performance, they will not be as likely to cast the organization in a negative light. Building and communicating the business case for the downsizing or reorganization is a critical component of this process.

Recognize the potential for rehiring talent in the future.

Given the cyclical nature of the workforce, opportunities may arise in the future to rehire talent. From a talent acquisition perspective, a downsized employee could be the strongest candidate to fill a position. On-boarding a former employee costs comparatively less than hiring a new candidate altogether. When companies offer a more robust career transition program, it can evoke more positive feelings and a consistent employer brand message, increasing the likelihood of employees returning to the company because they feel valued there.

Employee perception of downsizing shapes employer brand messaging on social media.

In the past, laid-off employees had a very small platform to broadcast their frustrations and feelings about the company letting them go. Social media outlets like Glassdoor are specifically designed to consolidate employee feedback, and negative comments about employers can be disseminated to a much broader audience around the globe. When career transition programs help individuals adjust during times of change, it often results in more positive and consistent employer brand messaging.

Integrate career transition services into a companyโ€™s HR strategy.

In order for outplacement or career transition strategies to be most effective, the approach should be integrated into the companyโ€™s overall HR strategy. As transitioning employees network to land new jobs, it is inevitable that the employeesโ€™ former company name will come up in the discussion. If career transition services are integrated into the overall HR strategy, it helps promote a more positive outlook on the situation. The way a company treats and supports its employees during the exit process holds significant importance. If companies want to remain competitive in recruiting top talent, they need to be proactive about their employer brand. It is critical to remember that downsized employees continue to serve as employer brand ambassadors well after their tenure ends.

The major influencers on the client companyโ€™s choice to purchase our outplacement services are:













Download our proposal and our service brochure.

๐Ÿ’ฐ ๐—œ๐˜’๐˜€ ๐˜๐—ต๐—ฒ ๐—ต๐—ผ๐—น๐—ถ๐—ฑ๐—ฎ๐˜† ๐˜€๐—ฒ๐—ฎ๐˜€๐—ผ๐—ป, ๐—ฎ๐—ป๐—ฑ ๐—œ’๐˜ƒ๐—ฒ ๐—š๐—ผ๐˜ ๐Ÿฎ๐Ÿฌ% ๐—ข๐—ณ๐—ณ ๐—”๐—น๐—น ๐— ๐—๐—ช ๐—–๐—ฎ๐—ฟ๐—ฒ๐—ฒ๐—ฟ๐˜€’ ๐—ฃ๐—ฟ๐—ผ๐—ฑ๐˜‚๐—ฐ๐˜๐˜€ ๐Ÿ’ฐ

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