Outplacement is Outdated
Now more than ever, people are experiencing job loss or fear of job loss. We hope that this situation is temporary and those who have experienced job loss will be back with their employers soon. Yet we know that many are actively searching for new opportunities or plan to be in the near future due to position eliminations and permanent layoffs.
Some individuals impacted by a position elimination or permanent layoff may receive continued support from their previous employer in the form of job search tools and assistance. An outdated term for this service is called outplacement.
Merriam-Webster defines outplacement as, “The process of easing unwanted or unneeded executives out of a company by providing company-paid assistance in finding them new jobs.” Its first known use was in 1948.
The term outplacement is outdated for many reasons, but let’s start with semantics. While one may be ‘out’ of the employer they are not being ‘placed’ by the service provider. As a job search coach, I am frequently asked by our job seekers if I have a job for them or, is our organization a staffing service with access to jobs. By using the word outplacement, we confuse the job seeker and set false expectations.
Instead of the term outplacement, we need to think more broadly, with consideration for the whole person and the nature of one’s career in transition.
Career transition services consider the following:
Career transition services include the impact of change on the individual and the progression through each step leading toward what is next. An individual who is in transition due to job loss and is moving toward what’s next in their career whether they planned to or not. We know that this can be one of the most stressful life events anyone will ever experience. This very personal experience brings with it a roller coaster of emotions. Furthermore, job loss may compound other underlying issues which in turn impact personal needs, desires and overall direction. The career transition process can take longer for some than it does others; each transition progresses differently; each person navigates job loss and job search differently. Job search tools used in the traditional outplacement service are universal, but if the individual who is in transition cannot or will not utilize them due to personal barriers, the outplacement service will not be helpful.
Career transition services provide individual attention and meet the individual where they are. A “cookie cutter” approach to an individual’s desires, talents and personal needs does not ‘ease’ anyone into their next opportunity. A personalized program, supported by a trained consultant, takes all aspects of the job seeker’s life into account as together they determine next best steps.
Career transition services can help any level of employee, not just executives. Everyone going through change as a result of job loss will experience similar feelings and next steps. While there are differences in the approach, tools and investment of time during the search, everyone – no matter the job field or previous title - feels the same roller coaster of emotion that comes with job loss.
Career transition services are not intended to find your next job for you. Even if a job falls into your lap you still need to be prepared to present yourself in the best possible way, and, make sure that the job is a good match. Often, we find that the best results come from networking and the hard work of identifying where you want to work, what you want to do and who you want to work with. In the current workforce climate, many need to consider how they are going to transfer their skills and experience into industries that are hiring or in-demand roles that may be different than what they are accustomed to. That process can be overwhelming but is eased by the individualized support of an experienced consultant.
Each one of us is complex and unique. A one-size-fits-all approach to job searching does not consider the human side of job loss or personal situations. A standard job search toolbox does not help you if you have not done a job search in a long time and are working from an outdated playbook, aren’t sure what you would like to do next, need to transfer your experience or skills into a different industry or role, or have perceived barriers in the way.
The result of depersonalized outplacement? Longer job search, costlier outcomes, negativity, disparaged employer brand, and difficulty with retention of current employees.
During uncertain times like this, we hope that as this ‘new normal’ unfolds many will get back to work. But for those who are left to do a job search, we know that the whole person approach to career transition considers more than the job search itself.
And this concept is not outdated.