FAQs

Outplacement is a benefit given by a company to exiting employees to assist them with finding new work faster. Effective outplacement should always include unlimited access to career coaches, in addition to resources such as resume and LinkedIn profile writers, job boards with millions of postings, innovative online job seeker tools, and more.

In the age of social media and employer review sites, the employee-employer relationship has changed tremendously. Gone are the days when employees stayed with an employer for decades, building their careers within a single company. Today, people switch jobs often—and 66% of employees* publicly share their negative opinions about their employers on Glassdoor, LinkedIn, Facebook, and Twitter, especially when exiting the company, with HR professionals identifying layoffs as posing the highest reputational risk, above the risk associated with sexual harassment and other crises.**

This has turned company transition periods—such as layoffs and other involuntary employee exits—into critical moments for companies concerned about brand protection, especially given that a majority of Americans (85%) think most companies don’t provide enough help to employees when laying them off.*** Outplacement can help ensure that employees depart on a positive note, with four out of five Americans (80%) saying that receiving outplacement services would make them less likely to speak negatively about a former employer if they were to be laid off.*** Offering outplacement can also reduce the likelihood of costly litigation and can help foster a positive company culture for remaining employees.

Conversely, a company with a poor reputation is more likely to struggle with hiring and retaining talent, while also realizing an increased cost per hire, which is no surprise given that 91% of candidates seek out at least one online or offline resource to evaluate an employer’s brand before applying for a job.*

* Source: INTOO/INTOO Employer Branding Study
** Source: INTOO/INTOO Webinar March 2020
*** Source: The Harris Poll online survey conducted on behalf of INTOO from March 2-4, 2020 among 2,011 U.S. adults ages 18+

Historically, legacy providers catered outplacement offerings to executives, with a heavy emphasis on scheduled in-person meetings and workshops.

Today’s outplacement has adapted to the modern job-seeker at all levels of their career—from entry level through executive candidates. This is important, because while just 48% of people aged 55+ have left online reviews, a much larger percentage in other age groups (73% of those aged 18-34 and 80% of those aged 35-54) have.

Recruiting firms are hired by and work on behalf of companies to place candidates. This can sometimes result in candidates being pushed to the limited set of jobs recruiters need to fill rather than ones that are the right fit for each candidate.

Additionally, a recruiter is not an experienced coach. Our career coaches possess the training needed to provide strategic direction, support, and guidance to individuals through all aspects of the job search process. Our program helps candidates define their strategy, write their resumes and LinkedIn profiles, practice interview strategies and build confidence. INTOO has an average landing rate of 10 weeks and we work with job seekers to find the right next step for each individual based on their goals.

Most outplacement programs limit candidates’ access to coaches—access which is often only granted after a waiting period or initial orientation call. In contrast, INTOO accelerates career transition by connecting candidates with coaches faster and by providing personalized guidance for each individual.

Our programs offer one-on-one, dedicated and on-demand coaching 7 days a week for resume and LinkedIn profile writing, personal branding, networking strategies, interview techniques, and more to ensure that candidates are prepared for every opportunity that comes their way. That’s why our flexible outplacement solutions, award-winning platform with millions of jobs, and our dedicated support team deliver better results as employees depart your organization, with candidates landing nearly 2.5x faster vs. the national average.

And unlike traditional outplacement providers who invest in high overhead costs and limit coach access, we pass along savings of over 60% from efficiencies in technology without compromising our level of service. This ensures that you can care for your employees while investing your funds where they are needed most.

Lastly, we strive for continuous innovation in order to provide job seekers with leading technology and resources that prepare them for today’s job market. Our team is invested in the success of each individual as well as the success of our HR and business leader partners, and we’ve been recognized for it year after year.

INTOO’s remarkable team of career management experts have extensive experience in career development and, most importantly, outplacement. Our coaches include internationally certified career counselors, career management fellows, and professional resume writers who are trained to work with candidates at all levels—from entry level through executive.

While other outplacement providers train their coaches to adhere to strict time caps, INTOO coaches are encouraged to spend the time it takes to understand each candidate’s goals, help them through their concerns, and build their resumes, skill sets and confidence.

To learn more about our coaches and their qualifications, click here.

Yes. INTOO is a member of Career Star Group, whose local outplacement providers operate in 37 languages across 102 countries around the world. As a leader in the local delivery of career transition, outplacement and redeployment services, we offer guidance on legal requirements and cultural considerations to help you make informed business decisions impacting your global workforce.

While other programs enforce strict coaching time limits, INTOO’s outplacement program provides at least 6 months of access, with unlimited, dedicated and on-demand coaching 7 days a week throughout the duration of the program. Our program length can be extended, with many clients choosing to do so in today’s unemployment environment.

Additionally, all program participants are given alumni access to our career transition platform.

Candidate experience is the way your talent pool experiences your brand throughout the hiring process, which begins with the job search and application process, and extends all the way through to onboarding your new hire.

While the candidate experience is more typically prioritized in the later stages of the hiring process, it’s also important to consider candidate care programming for your talent pool in earlier phases. Doing so will help you build and maintain a strong talent pipeline.

INTOO’s candidate experience solution adds a customized and automated enhancement to your recruitment process, which enables you to build engagement with the applicants you didn’t hire, but who may be the right fit for tomorrow’s opportunities.