7 examples of different services you can offer

In times of uncertainty, many organizations may be faced with the difficult decision to implement a reduction in force (RIF). This can create a lot of stress on your labour force, both on affected employees and on non-affected employees. One way to protect your organization’s reputation is by offering outplacement surveys.

The definition of outplacement services

Outplacement services are offered to employees who are leaving the organization, mostly involuntarily, to help them in finding their next career opportunity.

Here are seven outplacement services you can consider offering to employees affected by an RIF:

1. Virtual Career Coaching

In Mercer’s recent outplacement survey, 86% of organizations ranked virtual coaching as an important part of the outplacement services suite. One-on-one, on-demand virtual has now become a staple in outplacement programs.

2. AI-assistance to increase productivity

The use of AI has enabled individuals to increase productivity in the workforce, and this advancement should also be included when looking for a new role. Allowing AI to do some of the leg work, such as creating a resume, cover letter, or even drafting a step-by-step plan on how to move forward, should be part of the experience.

3. E-Learning opportunities and upskilling courses

With the acceleration of automation and digitization, ensuring an individual has the right skills for their next career step is critical. In a study conducted by the Rome Business School, it is estimated that 60% of workers will need to reskill by 2027. Providing an outplacement tool that offers the appropriate resources to fill these skill gaps equips impacted individuals with updated skills for future employability.

4. Resume Reviews

When being considered for a new role, a person’s resume serves as the first impression, making it one of the most important points of focus. Offering a professional resume review that helps the individual position themselves to their advantage, organize their skills and experience appropriately, and include the precise words to articulate their experience can make a world of difference.

5. Social networking

The success rate for finding a job is higher for individuals who have a connection with an employee at a company where they are applying; in fact, statistics show that 85% of roles are filled through networking. This makes it essential to know who your connections are when looking for a new job.

6. Job search and alerts capability

On average, 180 individuals apply for a job, but only 3% of those applicants get an interview. In addition, studies have shown that applicants who apply within 72 hours of a job being posted have a greater chance of being hired. Having an outplacement tool that allows the candidate to see new jobs through customized alerts and to search existing jobs using a robust search capability will allow for quick and easy job applications while positioning the individual favorably at the top of the candidate pile.

7. Online access to services

Given the increase in remote work and the need for on demand services, it is important to provide outplacement resources that can be accessed from anywhere at any time. Mercer’s recent Turnover Survey indicated that 89% of outplacement services included online, easily accessible tools. Individuals expect to be met “where they are,” and that includes 24/7 virtual access from any mobile-enabled device.

For more information on outplacement services from Mercer, please contact us today at surveys@mercer.com or 866-434-2120.

About the author

Crystyl Swanson, Principal

Crystyl has over 20 years of experience serving clients across a wide range of industries and leadership roles. Serving Mercer as the Commercial Strategist for the Technology Industry, she brings a new perspective and a wealth of knowledge and experience in the ever-evolving talent landscape.