The economic impact of Covid has forced many organizations to make workforce reductions. Offering outplacement services at any time — and particularly amid the pandemic — is a compassionate and insightful way to help those workers, both contingent and staff employees. In return, your brand may hold on to its hard-earned reputation as a great employer that cares about its workers, which will help put you in the catbird seat in the hunt for talent when the economy rebounds and your organization seeks to ramp up its workforce.
Remember, social media and online review sites like Glassdoor can influence a candidate’s decision whether to bring their skills to your organization or take a position with your competitor. Contingent workers can actually have more influence than traditional employees because of the multitude of touchpoints they have.
“Once someone is leaving, they could interview 10 times. They could be giving an impression about your brand to 10 different business out there,” says Simon Church, a board member of The Recruitment Network, a global organization comprising more than 4,000 members. “It’s a multiple; it’s an exponential number of people who are going to hear about your company.” The Recruitment Network recently released Outsourcing in a Box — a free, white-labelled outplacement online solution for its members to offer clients and anyone else affected by redundancy.
Another benefit of offering outplacement is mitigating risk of litigation. Offering outplacement services when they reduce their workforce enables companies to provide clear benefits and clear severance to minimize litigation risk from disgruntled former workers.