Choosing an Outplacement Provider – Here’s what to look for

Key points to consider in choosing an Outplacement Provider

As a organisation or HR Manager, it is important that you understand the different services an Outplacement provider should offer to your organisation in the outplacement process to be able to meet your employee's needs and compete in today's HR Technology marketplace. While many outplacement providers offer additional services, features and benefits in the outplacement process, the key points below about the outplacement process should serve as a baseline when making your  decision.


Engagement: Does the outplacement provider proactively engage your employees both initially and ongoing and how? Is their overall outplacement process intuitive? Is it easy for an employee to understand the services they are reciving? Are there guides to help participants through the outplacement process? If the services aren't simple to navigate and easy to understand, you are wasting your company's money and your employees' time.

Accessibility: Does the provider offer flexible hours throughout the outplacement process? Are they flexible to the needs of the employee, do they offer access to services in off hours, including nights and weekends?

Flexibility: Does the provider offer the flexibility to effectively meet your demand for the service through the entire outplacement process? Redundancy is tricky business and does not always run like clockwork. Is your provider adaptable and flexible to the needs of the business and meet the needs of your succession and workforce plan.

Personal and Personalised: Is there a human element to the service? Is the service personalised to each individual? Many providers spruik about virtual services, however losing the personal touch in a career transition program is almost never a good idea. Nothing can beat one on one personal services of a career coach working side by side with your employee.

Service- Focused: What is the provider's service delivery model throughout the outplacement process? How much of their business is focused on outplacement? Are they a specialist or a Recruitment company offering Outplacement as a second or third tier service. What is the account management structure and the experience? How will they communicate with you? All of your HR Technology vendors should practice great services but it's especially important when looking at outplacement providers. Service can make a difficult redundancy go a lot smoother. See our Redundancy assistance here

Strategic Partner: How will the provider support you more strategically during a period of redundancy’s. Finding an outplacement provider that can be a service partner and subject matter expert, as well as offering a product or platform for your transitioning employee, is a baseline need for your organisation. With all the discussion surrounding HR being an integrated and efficient function, it makes sense to look for a partner, rather than just a vendor.

Technology: How does the provider leverage technology to support their service and speed a person's transition throughout the entire outplacement process? Are they using best in class practices such as gamification? Social media? Personalisation? How frequently do they enhance their technology? In today's job seeker world, technology is critical for both speed and efficiency. A lack of focus and investment in the most advanced technology throughout the outplacement process will be a detriment to both your employee and the company.

Strategic Partnerships: What strategic partnerships has the outplacement provider established through out their outplacement process? Look for a vendor who has advantageous partnerships. Outplacement providers should be able to point to partnership opportunities that will benefit the job seeker.

Proof Points: What metrics can the outplacement provider supply? What are their clients saying? How do they measure success? When considering a provider, pay attention to proof that the services work throughout the entire outplacement process. While many outplacement providers have different ways of proving their system works, the very least you should find is one that can be verified.

Pricing: What is the pricing model? What services are included in the pricing? Look for a provider who is willing to understand your needs and able to work flexibly with you on creative solutions and pricing throughout the outplacement process.

All of the key points above should be considered by a provider when discussing their outplacement process. It is important to ask questions similar to those above to gain a solid understanding of what to expect in every step of the outplacement process. It is also important to ask about a provider's ability to modify the outplacement process based on your organisation's structure and/or strategy behind the letting go of employees.

Get Hired offer Outplacement Services, Career Coaching and Resume Writing in Brisbane, Sydney, Melbourne, Perth & Adelaide. Our career coaches and Outplacement Consultants are experts in their field and have had huge success in helping clients re-enter the workforce.


7 ways to get a better job in Melbourne

7 ways to get a better job in Melbourne

While the Melbourne is known for Sport, restaurants, fashion and terrific coffee, it’s also a great place to take advantage of the vast opportunities and move forward in your career. Almost every industry is represented here, and you can work at any size company, from a small start up to an established multinational.

So to keep your resume out of the recruiters rubbish bin and to help get you to the next step in your career, we’ve put together some of our best tips to give you the edge on the competition

Use your Network

Use your personal and professional networks. In Melbourne, you really never know when you’ll meet that person who just might lead you to your next job opportunity.

It’s not uncommon for someone to reach out to their old co-workers when they’re hiring or know of a job opening at their company. Referrals from your personal connections are also an excellent way to get an introduction that can help you land an interview for your dream job.

Upgrade & promote your LinkedIn profile

Experts are unanimous on this one: Employers are going to look at your LinkedIn page, so make sure it’s representing you in the best possible way. Career coach and Director of Get Hired Australia, Rob Gallacher suggests padding your profile with keywords that recruiters will search for. Also use LinkedIn’s new Open Candidates setting to privately show recruiters that you’re on the market, without alerting your current employer.

Raise your profile

Cement yourself as a leader and expert in your industry by joining trade associations, volunteering to speak at events or conferences, or publishing a post on an industry blog/groups on LinkedIn. You’ll create a track record of expertise, and you’ll have an easier time selling your experience to potential employers, says Rob Gallacher. “Whether through industry groups or online forums, you’re creating more immediate credibility, trust and intimacy,”he says.

Streamline your resume

Your resume should serve as a sample of your most relevant work history. If you’re a decade or more into your career, you're wasting valuable real estate if you still list your part time job at Red Rooster. “Consider dropping off your early jobs -- they probably don’t say much about your current skills anyway,” says Rob.

Highlight technical competencies

You don’t have to be an IT gura (unless of course you work in IT!) , but just about everyone needs some tech skills to get job nowadays. Update your resume to highlight tools you already use. Eg Microsoft suite, MYOB, Indesign etc. If the job you’re seeking requires a skill you don’t have there are many online courses available which will help you get up to speed.

Look beyond pay

We all know the saying “money doesn’t buy happiness”, so make sure you’re not putting too much weight on compensation during your job search. “Reflect on why you want a new job and isolate the ‘happiness elements’ that are driving you to seek a new opportunity,” Rob says. Is it company size? Commute time? Advancement opportunities? Take all of these things into consideration before setting your targets.

Spend more time in coffee shops....??

Rather than rent an office space or meet in a conference rooms, a growing trend not just in Melbourne, but across the country, more and more of us are conducting business and work in coffee shops. Stay there long enough and you may overhear job interviews, competitor information and new opportunities arising. Coffee shops are full of professional freelancers and people working outside of the office for a few hours who may be Project Managers, HR, lawyers, Engineers — you name it.

Places like 1000 Pound Bend and Cru Café are constantly full of professionals working away, collaborating and exchanging ideas. While there’s a certain form of etiquette about working at cafés, such as buying a drink every few hours, people there may be willing to have a conversation. That person could very well open an unexpected door that leads to your next career move.



Changing Industries? …. Here’s a few tips

Looking to Change Industries? Here's a few tips....

Workers have always had to adapt to change and embrace new technology. Some more willing than others
However, the introduction of BIG DATA, analytics and key words as a means of recruiting and acquiring people and job applicants has radically changed the landscape in ways no one could have foreseen or at least not this fast.

This change is a challenge to even the most adaptable workforce, and that is especially true for anyone trying to cross over into a new industry.
Now days its very rare that companies hire for the person and train the skills. More often than not only looking for the hard skill keywords and ignoring the “soft skills”.
There is a way to help you challenge this trend. It all starts adopting the concept of transferable relevance. It is the idea that one’s existing set of skills (hard or soft) in one industry can be used just as efficiently and effectively in a separate industry.

Go above and beyond other job seekers if you want to make a successful crossover into a new industry.
Be prepared, be precise, be pro-active, and be deliberate. Know all there is to know about you!
You have to know who you are, what you want, and why you want it before you can even begin.
Start at the very beginning. Know exactly the industy, company and role that you desire…..and why?!
Don’t rely on submitting resumes and cover letters through online job boards. Without any direct experience, you can’t afford to be passive. Nobody is looking for you. Treat the process as if it were the biggest opportunity of your life- because it is.

Assume an employer will believe you aren’t qualified; therefore, the burden is on you to prove you are.
Without the key words needed to unlock the gates of recruitment management systems, the system is pre-programmed to see you as unqualified, undervalued, and unworthy of an opportunity. Don’t waste your time blindly sending out your resume.
Grab the bull by the horns and go direct. However risk mitigation is the key, make it easy on them—present yourself as a subject matter expert, and demonstrate that you have the ability to be ready to go on day one.

Get creative about relating your relevance. Relevant experience can come from unexpected places.
Regardless of your job, company, role, or industry, you have skills that apply to all sorts of positions for which you may not have even thought about. Working as a Sales account Manager for an online real-estate publication cannot be that far removed from the same at an fashion magazine. Take a step back and start a deep dive in to identify the common threads and the fundamentals that exist between your current industry experience and the one you want to enter into. Practice how you communicate the relevance between the two. Create a communication blueprint.

Stress the soft skills: work ethic, attitude, and self-awareness.
In the absence of any direct experience, you are going to have to help the hiring manager see three things that can’t be seen on a resume.
Work Ethic: You have the ability, and more importantly the willingness to focus on what must be done and then do it. Coming to an interview with a well thought out and professionally bound executive summary on the industry and the company gives evidence for the kind of time and attention you’re willing to put forth if hired.
Attitude: Your glass is half full and the grass isn’t greener on the other side. You are an optimist, you take responsibility, and you hold yourself accountable.
Self-Awareness: The ability to recognise and understand the differences in yourself and other people is a primary key to success in the modern day work environment. In an interconnected world—being a consensus thinker is invaluable. Show that you have situational awareness, and assimilation comes naturally.
Make it a point to emphasise those three things–and ask them for the chance to learn the rest.

There are no shortcuts. Be willing to make the investment in yourself and do the hard work.

Need help making a career transition?

Get Hire provide Career Coaching, Professional resume writing and Career Transition Advice

We have professional career coaches in Sydney, Melbourne, Perth, Adelaide, Brisbane, Darwin

Along with Professional Resume Writers in all states.




Why Outplacement is Vital for your Business

Why Outplacement is Vital to your Business

The working world is changing faster than it ever has. Outsourcing, Automation and a difficult economic climate has had a serious impact on the job market.
Redundancy has become an all too common story in the business pages and for all those involved. Redundancy impacts not only the people losing their jobs, but also their colleagues, HR having to deal with the process, and management making those tough decisions. Yet Outplacement can make a huge difference to all concerned.
Redundancy is the new norm
Ask anyone walking down Queen Street in Brisbane, St Georges Terrace in Perth or Collins Street in Melbourne if they have ever been made redundant or if they know someone who has and you will struggle to find anyone who says no. Redundancy is becoming the new norm.
The result? A modern business is one that’s ready to adapt and evolve, reorganising to meet the needs of its customers. And that often means making redundancies. Clearly, it’s an unpleasant reality to face.
Outplacement services can do much to help those effected – not only helping those people impacted reorientate themselves for the next role, but helping the business and its remaining people.

Here is how:
1. It’s what a caring employer does
There are statutory obligations and there are moral obligations. If you have to change the shape, size or nature of your business, that shouldn’t mean abandoning anyone. They have made a contribution to your business; you should try to do the same for their career. The benefit of outplacement far exceeds the cost.

2. It protects your brand
Most people will recognise that redundancy is a necessary evil and a common part of working life. In which case, it’s not if it happens that’s important, but how it happens. If you treat your people with respect and compassion even in trying circumstances, this will reflect your values as a business and an employer: people will take note, they will know that if in the future they are made redundant you will look after them.

3. It can improve staff morale
It’s easy to forget about the people who aren’t being made redundant – they’re thought of as the lucky ones. But the process creates tension for everyone in the workplace. While clear communications across every area of the business can do much to smooth the waters, it’s also invaluable to deliver something positive and constructive, showing that you genuinely care about your team.

4. Manage with Care
Handle the redundancy process insensitively and the likely result will be disgruntled former employees, sharing their grievances with family, friends and, via social media, the wider world. Take a more active role in their future and they are less likely to denigrate your business, more likely to remember the positives and could even become a part of your talent pool, should the right kind of roles become available in the future.

Outplacement matters
For anyone managing the redundancy process, it can be tempting to want to rip off the bandage. To wash your hands of the whole thing as quickly as possible. And if it’s a purely financial decision to say goodbye to some people, adding to the bill may seem like the last thing you want to do. But outplacement is an investment that’s worth making. It’s not just assistance for people leaving: it’s a way to strengthen your employer brand, to show the world your values in action and to smooth the road to the business you want to create.

Get Hired offer Outplacement Services, Career Coaching and Resume Writing in Brisbane, Sydney, Melbourne, Perth & Adelaide. Our career coaches and Outplacement Consultants are experts in their field and have had huge success in helping clients re-enter the workforce.


Interview Success – Simple tips – Great Results

Interview Success - Simple tips - Great Results!

Great news, you’ve just been called for an interview! ……Now its time to make sure that all of your hard work in getting this far doesn’t go to waste.

We’ve put together some simple tips to give you a great head start on you’re way to a successful interview.

Research – Learn as much as you can about the company

Nothing frustrates a hiring manager or interviewer than a candidate who doesn’t have a clue about the company or what they do.
Doing a little bit of research will show the interviewer that you have a good understanding of what kind of company they are, who their clients may be, services they provide and what projects they have done or have coming up.

This will also help the conversation as you’ll have lots to contribute and give you an opportunity to ask relevant questions.

Understand the position you are applying for

A large portion of your interview will focus on the role you are applying for and what makes you the ideal candidate, so make sure you have thorough knowledge of the job description, essential skills required and expected duties. Again, this will help you to navigate the interview so you can talk about the qualities you think you can bring to the role if you were offered the job.

Know your resume back to front

There’s nothing worse than having an interviewer ask you a question about something on your resume and you have no idea how to respond. Make a conscious effort to know your resume off by heart so that you can confidently talk about your previous positions, skills, personal interests and experiences. Your interviewer should have a copy of your resume in the interview but it can’t hurt to bring one with you just to be on the safe side.

Be yourself. But Keep it professional

Probably one of the toughest parts of an interview is being able to distinguish between being professional and being yourself. On the one hand you want the interviewer to find your personality appealing and you want the interview to feel as natural as possible, but on the other hand, first impressions count. Smile politely, greet the interviewer with a firm handshake, maintain eye contact and always give them your full attention.

Always give examples when asked about your skills

It’s great to let your interviewer know you are hardworking, organised and have the ability to work within a team, but it will be much more believable if you prove these attributes. Give an example of when you were really organised, talk about an incident in which you worked well within a team and discuss a time where you worked really hard on a project. This will give your skills much more depth and the interviewer will be able to envisage you as part of the company more accurately.

 Have a few questions prepared at the end

Interviews are a two-way street, you’re interviewing them as much as they are you, so make sure you have a few questions to ask. You could ask about career progression, upcoming projects or why they are a great company to work for. In regard to asking about salary, its best to judge the situation. Some interviewers wont mind you asking at all, others may. You don’t want to come across as wanting the job on purely the salary.

Get Hired provide Career Coaching, Interview Training and Resume Writing in Perth, Melbourne, Sydney, Adelaide & Brisbane.

Our Professional Career Coaches can help you discover your dream job or help you land the job you've always wanted.

Call us on 1300 134 110 or visit


Making redundancies? 3 tips to help your employees.

The GFC and further dwindling of Resources project in Australia in recent years has affected companies large and small. It’s an unfortunate fact, but many companies have been forced to make redundancies.

The big question as an employer is, if you are in this situation, what can you do to help your employees?

1. It’s never going to be easy, but that redundancy conversation is important. Breaking the news can be tough, and even for seasoned Managers you may tend to spend too long explaining your decision, or do the opposite and rush to be done with it as quickly as possible. Remember, be to the point, but be empathetic.

Losing a job is stressful, it affects their personal lives and their families. Take the time to choose your words carefully. Always act with kindness & respect, but don’t be overly personal ie, say “your role has been made redundant” as opposed to “you have been made redundant”.

2. Offer a professional reference. Being available for potential employers to call and speak to you is great, but go the extra mile and provide a written reference wherever possible. This shows to a potential employer that you thought highly enough of the employee to spend the extra time on them, validates their CV and  points out their specific strengths.

3. Choose a local Outplacement provider you can trust. Outplacement is a great way to drastically reduce the time your employees spend looking for a new job, it can help alleviate some of their stress (and yours).  Pricing can start from as little as $1000 per person and is often invaluable to the employees, but make sure you choose carefully.

A good Outplacement provider will have one-on-one coaching, ongoing support, professional affiliations in Career Management and a passion for what they do. Check how many sessions/hours are provided and the course content that is offered. Entrust your employees to a company/persons that care.

If you’d like advice on making Redundancies, or a quote for Outplacement Services for your company please get in touch with Get Hired today.


Dayna Edwards


How to Write a Cover Letter

Most job vacancies will ask for a cover letter to be sent alongside your application, CV or resume. Your cover letter is the first thing a potential employer will read about you. Here you will find useful guidelines to help you write a strong cover letter.

Before you begin, remember:

  • Employers will read your cover letter very quickly.
  • They will probably decide on that basis whether or not to look at your CV.

In the first two paragraphs you will need to include clear, concise and relevant information for the role you are applying for. Also try and show that you have taken the time to research the company or organisation. This will tell the employer that you have initiative and are interested in the role. This will demonstrate that you are worth considering.


Contact details

All your contact details – name, address, phone number and email address – should be clearly stated at the top of the letter.

Who to send it to

Try to address your cover letter to a specific person. If you are responding to an advertisement, it will usually give the name of the person you need to write to.

If you are sending your details to a company without a specific role in mind, then research who the best person would be to contact.

Either phone the company switchboard or look at the organisation’s website to find the right contact.

Paragraph 1

State the role you are applying for using the same job titles or references as the advertisement and give one solid reason why you should be considered for it.

If you are sending your details speculatively, show that you have done some research about the company. Explain why you are writing to them and what attracts you to their organisation Also give one solid reason why they should consider employing you.

Paragraph 2

Explain why you want and are right for the role. Highlight any direct experience you have had which relates to their requirements.

If you are applying speculatively, show that you have found out something about the company and explain why you think you would fit in well with their team and why they should consider you.

Tell them that they can find further details on your CV. If you have an online portfolio, add a link to it, as this is an easy way for them to find out more about you and your work.

If you have a lot of relevant information you could add another paragraph here, but keep it concise.

Paragraph 3

State your interest in the role and that you are available for interview. If they require someone to start work quickly and you are available for immediate interview and free to start straight away, make that clear.

Signing off

Finish the letter by saying that you look forward to hearing from them. If you have addressed the letter to a specific person, it is usual to end a formal letter with “Yours sincerely”. If you have not addressed it to a named individual, you should end with “Yours faithfully”.

This should be followed by your signature, with your name typed below it.

Sending cover letters by email

  • Make sure the details of the role you are applying for appear in the subject line.
  • Send the cover letter as an attachment if specifically stated. Otherwise, send it as the body of the email with just the CV attached.
  • Use ‘Dear [Name]’ when sending, as you would in a letter. If their reply starts with ‘Hi [Name]’ then you can mirror their style and use ‘Hi’ after that.
  • Make sure that all your contact details are clearly stated somewhere. These should include your name, full address, phone number, email address, link to your online portfolio and LinkedIn profile URL if you have one.

Things to avoid

  • Poor spelling and grammar. Use a spell checker and ask someone to proof read it too.
  • Writing too much, keep the cover letter as concise as possible.
  • Using a casual tone unless you know its appropriate. Most employers will expect a formal tone.

How to write a good Resume – a guide for students

Taking on a part time job while studying is the way that many students these days are helping to reduce their student debt, but it is also a great way to start building up your resume and work experience.

It is said that typically a prospective employer will spend just 6 or 7 seconds looking at your resume before deciding whether to review it further, so you have to make sure you get it right. Think of your resume as your marketing brochure, it is selling who you are and what you have to offer and if it is messy and badly written, that is what employers will expect to get from you.

Here are some guidelines on things to consider when writing your resume.

  1. There is no set format to a CV.You can search online for template examples, but it should include the following basic information about you:

-Personal Details:

  • Name
  • Address
  • Telephone Number
  • Email

– Education & Qualifications

  • Degree, Units, Results
  • Courses or qualifications such as First Aid

– Work Experience
– Interests and Achievements

  1. Avoid long paragraphs, using bullets where appropriate. Imagine you were an employer ploughing through piles of resumes, you are far more likely to read those that are easy on the eye and don’t present you with long paragraphs of information that you can’t scan through easily.
  2. Don’t rely on a spell checker– whilst these are good in general, they are not fool proof and a human will do the job better. If you are not very good with spelling yourself, get someone who is to check over it for you. Do not use text spellings and make sure you have capital letters and punctuation where they should be.
  3. Make it look neat and tidy– justify columns if using a word document. If it looks neat they will expect your work to be neat too.
  4. Do not use an unusual font– you might think they look creative but they are not easy to scan read.
  5. Mention exam grades– if your exams from school were good, then you should list them all. If they were not so good and you have since improved by doing well at university, then just list the exams you passed and then focus on what you are achieving now.
  6. Soft skills– talk about the soft skills you have developed, which you might have learnt from any of your academic, extra-curricular activities, or your work experience, such as team work, working under pressure, meeting deadlines, managing a have workload, or the ability to work on your own initiative.
  7. List any work experienceyou have had, whether it is relevant to the job or not, but try and find elements of your work which may be relevant to the job you are applying for – for example, working in a bar helps you develop numeracy skills and customer service skills.
  8. Include Volunteering– volunteering is a great way to boost your resume and gain skills that are relevant to your chosen career. Highlight your volunteering under a separate section but treat it in the same way as you do your work experience, demonstrating the skills you learned and your achievements.
  9. Get professional – make sure you have an appropriate email address – when you are younger a fun email address is fine, but as you are now applying for jobs, set yourself up with a more professional and sensible email. And speaking of fun, don’t try to be amusing on your resume either. It is the wrong place for humour, unless you are applying for a job as a comedy script writer!
  10. Keep your concise–You will find that as you move on in your career some of the things that are relevant now, will not be so important later, such as your holiday work experience.
  11. One resume may not be enough– you may need to tweak your resume for each job you apply for. The job description for each will be slightly different as will the specifications, so try and adapt your resume for each one. The changes may be only slight, unless you are applying for jobs in different sectors, in which case you may find you need two completely different resumes.
  12. Review and test your resume– If you find your resume is not working, and you are not getting interviews, change the format and review the content. If possible, find a sponsor, a parent, an older sibling or maybe a friend of a parent who works in an area that interests you or has business experience, show them your resume and get feedback, use their knowledge to enhance the document.
  13. Don’t lie on your resume, or even exaggerate, it isn’t worth it and you are likely to be found out. Highlight your strengths without bending the truth.
  14. Don’t get despondent– applying for jobs is tough. You may only get responses from 10% of the letters you send out, the rest you will hear nothing from at all, not even a rejection. That can be disheartening, but if you bear in mind that it is a numbers game and that typically the average graduate will send out about 70 resumes when looking for their first job, you will realise that you need to put in a significant amount of effort to get the reward.

How To Make A Smart Career Transition

For many people, a change of career can be a scary and uncertain time, there are a number of strategies you can employ to ensure that your experience is a successful one

TRANSITION: Willingness to transition from life as it is, to life as you want it to be

A TRANSITION is a pivotal period of growth and development that is sparked by a change in some aspect of your life. That change is usually a major opportunity, even if it does not appear that way at first.

You can’t escape change. It is a constant in your life. The average young person today is likely change jobs as many as 15 times, 11 of which are accomplished by the time the person is 44.

Whether you are proactively considering something new or have been forced into a job change, it is how you successfully make the transition that is the key to your success.

However it’s important to understand that change and transition are two different things.

Change, is what is occurring externally with respect to life circumstances – the new job responsibilities, the new baby, or the new doctor-mandated exercise routine.

Transition, however, is the “psychological process” that you go through as you process the outward changes. Transition in this context can be defined as the inner reorientation and self-redefinition that you have to go through in order to incorporate any of those changes into your life.

To be successful in coping with and adjusting to change, you need to mentally shift how you view the change in order to transition to your new reality.

If your sense of self is inextricably woven with your work identity, a career transition is a frightening prospect. Yet people stay stuck in inertia, putting up with unsatisfying and unfulfilling lives, not understanding that the life they dream of is well within their grasp.

By being willing to transition from life as it is to life-as-you-want-it to be, you are opening up to new career and personal growth opportunities.

Get Hired provide executives and professionals who are caught in career transition a map to help them navigate through the process deliberately, with awareness and with purpose.

If you look upon the transition as a time to reset your priorities, realign with your passions, interests and values and to re-establish work-life balance, you’ll welcome this crucial turning point in your life.

Get Hired provide Career Transition & Coaching across Perth, Melbourne, Sydney, Brisbane and Adelaide.



5 Great Reasons to offer Outplacement Services

5 reasons to offer outplacement during a redundancy process

While a time of redundancy can involve making tough choices, it can also be a time for HR to shine as a strong strategic partner to the business. HR leaders looking to provide the best possible support to management during the redundancy process should consider an outplacement programme.

Outplacement provides practical and emotional support to help those employees who are affected by redundancy, make the transition between knowing what their role is and the uncertainty of what the future holds for them personally. On-site support ranges from group workshops to online or telephone support, as well as bespoke packages for middle and senior managers. Outplacement can include support in drafting and editing CVs, interview skills and interview preparation, coaching, navigating online and modern job advertisements, speculative letters and completion of application forms.

  1. Reinforce the “psychological contract”

Companies that have undertaken outplacement as part of their redundancy programme have found that it helps “lower the emotional temperature” of their organisation. By supporting the health and wellbeing of your exiting employees, you can demonstrate to them (and, perhaps just as importantly, those who remain) that you value them.

For those remaining, it can be reassuring to know that if they find themselves in the same or similar situation, they are likely receive the same support and consideration.


  1. It’s flexible and cost effective

Outplacement is an incredibly flexible approach to assisting exiting employees. No matter the type, number, location or needs of the employees, or the organisational budget, the outplacement consultant should be able to tailor their approach to meet the needs of the individual and the organisation. Whether it’s senior managers needing bespoke coaching or a large group of long serving workers needing technology and modern job-hunting support, outplacement can work.

Even in a short period of time, an outplacement programme can deliver benefits to a large number of employees at a relatively low cost.


  1. Avoid a productivity lapse

Times of change often result in poor productivity as remaining employees worry about the future. An outplacement programme can provide a demonstrable, structured place for addressing those worries so ‘work time’ can be remain productive.

  1. Become part of a settlement agreement

Some companies will use a bespoke outplacement programme to demonstrate how they are offering support over and above legal compliance during a period of re-organisation. As redundancy packages can be incredibly expensive propositions, anything to mitigate these costs is worthwhile.


  1. Provides exiting employees with a safe environment to share concerns

Since outplacement is typically provided by an independent third-party, the associated workshops become a safe and supportive environment for exiting employees to voice their fears and concerns (with a strong and impartial leader to direct the conversation effectively).

After an outplacement programme or during a redundancy period, Get Hired will sometimes be asked to undertake employee engagement surveys to gauge opinion and red flags within the organisation during a difficult time.

GET HIRED provide Outplacement Services, Resume writing and Career Coaching throughout PERTH, MELBOURNE, SYDNEY, ADELAIDE, BRISBANE