Outplacement: Everything you need to know to make a successful career transition

Outplacement, or Professional reclassification, is HR assistance aimed at supporting employees to a new position after a breach of contract. Offered by specialized firms, this service facilitates professional transition, reducing the impact on the career of employees.

This article details how outplacement works, its benefits for employers and employees, and how it can support those in transition or facing redundancy. An essential resource for understanding and taking advantage of outplacement.

What is outplacement?

Definition and origin

Outplacement, also called “external reclassification”, is a human resources support service designed to support employees in their transition to a new position after a breach of contract.

As part of a effective predictive management of jobs and skills, outplacement represents a strategic tool for managing professional transitions. The main objective is to facilitate their professional rebound while minimizing the impact of their departure on their professional future.

The different types of outplacement

There are two main categories of outplacement: The individual and The collective.

THEindividual outplacement is for employees leaving their company following a contractual breakup or dismissal for personal reasons. This formula offers tailor-made support, often negotiated between the employer and the employee, and although initially reserved for managers and managers, it is now available at all professional levels.

THEcollective outplacement, or “redeployment unit”, intervenes in the context of economic redundancies or employment protection plans (PSE). For prevent and reduce turnover during restructuring, the support of employees is crucial.

The evolution of outplacement around 2024

By 2024, outplacement is adapting to changes in the labor market and to the new expectations of employees. A generation of managers and HR managers, better informed and more open, is more promoting the use of outplacement. For an effective talent attraction and retention strategy, businesses must offer comprehensive support solutions.

The outplacement process

Assessment of the needs of the employee

La first essential step in the outplacement process is the assessment of the needs and professional profile of the employee.

Just like for set up an effective employee integration process, this evaluation phase is crucial.

This phase of introspection and initial diagnosis is essential to understand the needs, expectations, skills, and motivations of the employee. The outplacement consultant carries out a Full balance sheet of the professional and personal situation of the beneficiary, often including a Skills assessment to assess the skills acquired and identify the necessary areas of development.

Creation of the personalized action plan

In an approach that promotes equity and diversity in professional support, the personalized action plan is developed taking into account the specificities of each individual.

Ce action plan, realistic and in line with the expectations and motivations of the employee, takes into account his resources, job market opportunities, and career goals. It includes clear goals and a detailed implementation plan.

Follow-up and adjustment of the plan

The outplacement process does not end with the definition of the action plan.

One regular follow-up is essential to ensure the successful integration of the employee into the new work environment. The consultant supports the employee during the job search, offering vocational training relevant, Coachings for skills development, and support in prospecting on social networks and preparing for interviews.

The advantages of outplacement for businesses and employees

For businesses

Outplacement offers numerous significant advantages for businesses, thus improving their image, reputation and work environment.

Offering outplacement services helps to protectpicture And the repute of the company. By facilitating the departure of employees under good conditions, companies minimize negative reviews on platforms like Glassdoor or social networks, maintaining their attractiveness and their employer brand.

For employees

Outplacement offers employees a series ofsignificant advantages, facilitating their professional transition and their return to work. It makes it possible to secure the professional future thanks to a range of tools to prepare a new professional positioning, with the support of a experienced professional.

In addition, outplacement Accelerates the return to work, by providing the employee with an effective methodology and tools to navigate the labor market. Les stats show that employees who have benefited from outplacement often find a job in less than a year, with a level of remuneration equal to or greater than their last position.

Finally, outplacement allows maintaining motivation of the employee and to explore retraining opportunities, thus helping the employee to find a job that is more in line with his deep aspirations and values, avoiding demotivation linked to a long period of unemployment.

To remember

Outplacement represents an HR support solution that is beneficial for both companies and employees. By facilitating a smooth and supported professional transition, outplacement allows employees to reposition themselves effectively on the job market, while promoting moral responsibility And thebranding of the company.

Businesses benefit by seeing the conflicts And the voltages associated with layoffs decrease, by maintaining a healthy work climate, and by improving their reputation. For employees, outplacement is synonymous with tailor-made support, a faster return to work, and a thorough knowledge of their own skills for a more satisfactory career.

FAQS

What are the main goals of an outplacement program?

Les key goals of an outplacement program consisting of Facilitate professional transition employees. This includes helping find a new job, career reorientation, support in finding a job, defining professional projects, writing resumes, preparing for interviews, as well as developing skills and professional network. The ultimate objective is to ensure a effective feedback on the job market.

What is the difference between individual outplacement and collective outplacement?

The main difference between individual outplacement and collective outplacement lies in their scope of application and their process. Individual outplacement, often chosen by managers and managers during a breach of contract, allows the employee to select his service provider. In contrast, collective outplacement is intended for all employees, generally implemented following collective redundancies as provided for in the Labor Code, and it is the company that selects the service provider.

How is the cost of an outplacement service determined and what are the typical price ranges?

The cost of an outplacement service depends on several factors, including the duration of the support, the profile of the employee, and the services offered. For individual outplacement, rates vary from €4,000 to several tens of thousands of euros, often representing 5 to 20% of the employee's gross annual salary. Regarding collective outplacement, the costs generally range between €1,500 and €3,000 per participant, or €2,000 to 4,000 per person in the case of collective redundancies.

Who can finance an outplacement program and what are the different ways to finance it?

The financing of an outplacement program can be provided by different ways :

• The employer can cover the total cost, especially in cases of collective dismissal or contractual termination.
• The employee has the possibility of self-financing his outplacement if the employer does not finance it.
• A specialized firm can negotiate partial or total financing with the employer.
• Pôle Emploi (or France Travail) can take care of part of the outplacement, such as the skills assessment, while the rest can be financed by the employee or the employer.