Career review area
Outplacement
Outplacement in 10 questions
Outplacement in 10 questions:
- What is outplacement?
- Who is it for?
- What does the approach consist of?
- What benefits can you expect?
- How much does the programme cost, and who pays?
- What is the difference between the services offered by a recruitment firm and those offered by an outplacement firm?
- Does an outplacement programme have a role to play in a developing business sector?
- Is the profession regulated?
- Why should a company offer an outplacement programme?
- Why should an employee negotiate an outplacement programme?
This service consists of making available to a candidate looking for a new professional activity all the tools to enable him or her to find new employment as an employee, start up or take over a business as rapidly as possible (skills survey, preparation and validation of their project, moving into an action phase, making choices and negotiation).
The synergy between LEROY Consultants and BPI currently enables us to offer a full range of services, customised and adapted to all company employees.
Since 1973, LEROY Consultants has provided consulting services for managers, senior executives and directors from all backgrounds and all business areas. In 1984, BPI innovated by creating the first specific support programmes for white collar workers, technicians and middle management.
What does the approach consist of?
Based on individual support for a candidate from a "coach" consultant, an outplacement programme is based on key stages:
- The inventory (list the person's knowledge and know-how, identify how they operate, and their personal and professional ambitions and motivations)
- The professional project (develop and formalise one or more projects according to the person's motivations and the opportunities on the employment market)
- The plan of action (prepare communication tools and a search strategy by identifying useful targets and different approach methods)
- The search campaign (find information, communicate, argue a case, convince)
- Integration in the new professional activity
The advantage of an outplacement programme is twofold. First, it significantly reduces the time spent searching for employment (nine months on average, which is half the time spent by those who do not benefit from support)
Second, it provides an opportunity for in-depth reflection on their medium-term professional positioning and teaches them effective career management methodology.
How much does the programme cost and who pays?
An outplacement firm's fees are always flat rates and calculated on a case-by-case basis - according to the candidate's profile and the duration of the support - to which logistic costs are added (availability of an office, computer equipment, documentation, postage costs, etc.).
The invoice is always sent to the company offering the outplacement programme to its employees. Firms that are members of SYNTEC CEP work exclusively for companies and not individual clients.
What is the difference between the services offered by a recruitment firm and those offered by an outplacement firm?
The vocation of a recruitment firm is to select applicant profiles that correspond to a specific position on request from a company. Conversely, an outplacement firm's vocation is to support a person in building a professional project that corresponds to their aspirations and the employment market, and to facilitate their integration in a new job.
Does an outplacement programme have a role to play in a developing business sector?
Outplacement gives priority to a qualitative approach to the employment market. The aim is not to find a new job at any price. With the help of the consultant, the applicant targets a position that is adapted to his or her expectations and professional abilities. In other words, this takes into account the company's situation, its needs, the position, the responsibilities, the prospects for advancement and, of course, the compensation offered. Therefore, even in a growing business sector, outplacement enables applicants to exercise true choices, and engage in quality reflection on their professional situation.
There is free access to the profession. However, since 1995, outplacement firms have grouped together in an association, previously ASCOREP, now called Syntec for Professional Development Consulting. This body enables outplacement firms to work together on the development of quality within the profession. Some firms are also members of OPQCM (Professional Office for the Qualification of Management Consultants).
Why should a company offer an outplacement programme?
By offering employees whose contracts are being terminated the opportunity to optimise their employment search in a reassuring context, an outplacement programme enables the company to safeguard its image and the morale of its employees. Some companies include a clause in their employment contracts that provide for outplacement in the case of termination.
Why should an employee negotiate an outplacement programme?
An outplacement programme will speed up the return to long-term employment in the best possible conditions. For beneficiaries, this transitional period during their careers is also, and above all, an ideal moment for reflection, enhancement and personal development.
Available to advise you:
33 (0)1 55 35 72 37
Choosing the right outplacement firm is crucial for the success of your approach. The special relationship that you will be able to establish with your consultant from the word go and the resources placed at your disposal by the firm supporting you are two crucial drivers for the success of your professional project. So, how do I choose the right firm?
Eleven tips to guide you and help you ask the right questions.