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Should I use an Outplacement provider?

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If you want to provide an outplacement program you’ll need to address the above question, and you should do so with the size and nature of your business as initial benchmarks. A large business may possess a human resources department with the time and resources required in order to develop a sound outplacement plan. If you’re a small business owner, on the other hand, you may wish to retain an outplacement provider if you discover that you lack the expertise and resources necessary to provide your former employees with outplacement services. However, even if your business possesses the resources required for an in-house outplacement program, you should still consider the following:


  • Benefit/Burden: Regardless of the size of your business, you’ll want to carefully examine the expense of an outplacement provider and compare that expense with the potential benefits to your company. Those benefits might be substantial if you have no idea how to establish your own outplacement program, or if you prefer to remain focused on the core-competencies of your business. Costs will vary based upon the depth of the program and the size of your company, so ask potential providers to offer you a quote for your business.
  • Appearance of neutrality: Assume, in a best case scenario, that you do, in fact, have both the time and the resources necessary to provide your employees with a superb outplacement program. Even if your plan is well crafted and you’re capable of administering it in the best interests of your former employees, it may be difficult for those employees to continue to interact with you or your staff. At least theoretically an outplacement provider is a truly neutral party who will be viewed as such by your former employees, so if you’re concerned about the appearance of neutrality, hiring an outplacement provider is probably a good idea.



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