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Finding a new job is often a challenging task, especially if you\u2019re feeling angry, panicked, or demoralized after a layoff. This is why many companies today offer outgoing employees outplacement services, also known as career transition support. These services generally include expert coaching, resume review, networking tips, and related help given at no cost to employees to help them land new jobs more quickly and easily.<\/p>\n
\u00a0Should you ever lose a job, outplacement benefits can be of great help\u2014even if you\u2019ve never received assistance while looking for a job before. Usually, the outplacement services you receive will include help from a career coach, who can guide you with salary negotiation tips, targeted interview advice, or even instructions for a successful career pivot.<\/p>\n
If your company already offers outplacement services to employees, you\u2019re all set. If this benefit is not in place, however, you can negotiate to receive it. Here are three ways you can secure outplacement benefits to support you in the case of a job loss.<\/p>\n
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The days when employees spent decades with a single employer are largely over. Today, it makes sense to consider your exit strategy even before accepting a new position. In many cases, this is when you have the greatest leverage to negotiate valuable benefits.<\/span><\/p>\n If you’re bringing in highly sought-after skills or filling a critical role, consider negotiating for a guaranteed severance package and outplacement services. <\/span>Fast Company<\/span><\/a> recommends discussing these benefits before accepting an offer.<\/span><\/p>\n Some helpful talking points include:<\/span><\/p>\n INTOO’s <\/span>Workplace Flexibility Study<\/span><\/a> found that <\/span>71% of job seekers would choose a company that offers outplacement over one that doesn’t, assuming all other factors are equal.<\/b><\/p>\n Even if outplacement isn’t included in your employment agreement, you can still negotiate for it if you’re being laid off.<\/span><\/p>\n While employers rarely provide outplacement or severance to employees who resign voluntarily, layoffs are a different situation. Many organizations already offer career transition support because it helps:<\/span><\/p>\n Although outplacement was once reserved primarily for executives, many employers now extend these services to employees across the organization. This shift reflects the growing impact that employee experiences have on company reputation, particularly through sites like Glassdoor and social media.<\/span><\/p>\n INTOO’s <\/span>Employer Branding Study<\/span><\/a> found that:<\/span><\/p>\n Because employer reputation directly affects recruiting and customer perception, companies often have an incentive to help departing employees leave on positive terms.<\/span><\/p>\n If your employer already provides executive outplacement, ask whether those services can also be extended to you.<\/span><\/p>\n Experts agree this is worth requesting. <\/span>Forbes<\/span><\/i> recommends asking for outplacement services as part of your severance package, while <\/span>AARP<\/span><\/a> notes that outplacement counselors can help with:<\/span><\/p>\n To strengthen your request, offer to support the transition after your departure by answering questions or helping transfer knowledge to remaining team members. Demonstrating flexibility can make an employer more willing to include additional benefits in your severance package.<\/span><\/p>\n Not all outplacement programs provide the same level of support. Before accepting an offer, ask what services are actually included.<\/span><\/p>\n Consider factors such as:<\/span><\/p>\n Ideally, your outplacement package should include:<\/span><\/p>\n Aim to negotiate <\/span>at least three months<\/b> of outplacement support, with <\/span>six months<\/b> being preferable for most professionals. Executives and senior leaders should request <\/span>12 months\u2014or support until they secure a new position.<\/b><\/p>\n Searching for a new job after a layoff can feel overwhelming, but it can also become an opportunity to reassess your goals, build new skills, and pursue a role that’s a better fit for your future.<\/span><\/p>\n The right outplacement program provides expert guidance, practical resources, and emotional support that can make the transition significantly easier while helping you find your next opportunity more quickly.<\/span><\/p>\n INTOO’s outplacement services combine personalized career coaching with leading technology, giving job seekers unlimited, on-demand access to career experts via video and text, professional resume reviews, interview coaching, and other career development resources that help accelerate a successful transition. Learn more about how INTOO\u2019s <\/span>outplacement solution<\/span><\/a> can benefit you and your organization.<\/span><\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n","protected":false},"excerpt":{"rendered":" Finding a new job is often a challenging task, especially if you\u2019re feeling angry, panicked, or demoralized after a layoff. This is why many companies today offer outgoing employees outplacement services, also known as career transition support. These services generally include expert coaching, resume review, networking tips, and related help given at no cost to […]<\/p>\n","protected":false},"author":4,"featured_media":6221,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"\n Finding a new job is often a challenging task, especially if you\u2019re feeling angry, panicked, or demoralized after a layoff. This is why many companies today offer outgoing employees outplacement services, also known as career transition support. These services generally include expert coaching, resume review, networking tips, and related help given at no cost to employees to help them land new jobs more quickly and easily.<\/p>\n\n\n\n Should you ever lose a job, outplacement benefits can be of great help\u2014even if you\u2019ve never received assistance while looking for a job before. Usually, the outplacement services you receive will include help from a career coach, who can guide you with salary negotiation tips, targeted interview advice, or even instructions for a successful career pivot.<\/p>\n\n\n\n If your company already offers outplacement services to employees, you\u2019re all set. If this benefit is not in place, however, you can negotiate to receive it. Here are three ways you can secure outplacement benefits to support you in the case of a job loss.<\/p>\n\n\n\n The days when many employees spent decades working for a single company are over. Today, it makes sense for you to consider your exit plan\u2014even at the time when you\u2019re joining a company. After all, this is often the time when you have the most leverage over the benefits your employer is willing to offer.<\/p>\n\n\n\n If you\u2019re bringing much-needed skills to or filling an important role in the organization you\u2019re joining, you are in an especially good position to request additional benefits. \u201cBefore taking the leap, consider negotiating a guaranteed severance package and outplacement services,\u201d recommends\u00a0Fast Company<\/a>, offering a few suggested talking points for that conversation:<\/p>\n\n\n\n You can also share with your employer that\u00a0outplacement is becoming a standard benefit<\/a>\u00a0at many companies, and as such, is a benefit many people seek and expect. Intoo's\u00a0Workplace Flexibility Study<\/a>\u00a0revealed that 71% of job seekers are likely to choose a company that offers outplacement over a company that does not, if all other criteria are equal.<\/p>\n\n\n\n Even if you don\u2019t have an outplacement benefit written into your employee contract, you can still negotiate for it when you leave the company. Of course, if you choose to voluntarily end your employment, the organization you\u2019re leaving is unlikely to offer you outplacement, severance pay, or other benefits. But in the case of a layoff, when your company is letting you go, it\u2019s a good idea to request outplacement benefits.<\/p>\n\n\n\n Many organizations already provide outplacement to some or all affected employees in the case of a layoff. By offering this help, companies are able to mitigate the risk of wrongful termination lawsuits and protect their employer brand by maintaining more positive relationships with former employees. In the past, companies often reserved outplacement benefits for executives and senior-level employees. However, more organizations are expanding these benefits out to a larger portion, or even their entire, workforce. After all, any unhappy ex-employee can write negative reviews on Glassdoor and social media channels about a poor layoff experience.<\/p>\n\n\n\n If you\u2019ve ever typed up an angry Glassdoor review after being laid off by a company, you\u2019re not alone. An impressive 66% of people who\u2019ve had poor layoff experiences share that negative perception with others, according to Intoo\u2019s\u00a0Employer Branding\u00a0Study<\/a>. The same study found that employees who were given outplacement or career assistance following a layoff were 38% less likely to harbor a negative perception of their former employer.<\/p>\n\n\n\n Negative reviews and low Glassdoor scores have a strong impact on an organization\u2019s bottom line, because attracting candidates and customers becomes more difficult as the social reputation of a brand goes down.\u00a0Because your former employer will want to part on good terms, you have some leverage to ask for layoff benefits that will help you on your future career path. If your company already provides outplacement benefits to those in higher-level positions, it will be especially easy for the organization to include you on as an additional recipient of these services.\u00a0Forbes<\/a>\u00a0recommends asking for your company to include outplacement benefits in your severance package.\u00a0AARP<\/a>\u00a0points out that, in the difficult aftermath of a layoff, outplacement services can make a positive difference. \u201cAn outplacement counselor will coach you on how to articulate the transition to new employers in a positive way. Outplacement can also help with employee counseling, resume-writing, networking services and more.\u201d<\/p>\n\n\n\n To improve the chances of your employer offering this benefit, you can promise to help with the transition post-layoff by staying in touch and answering any questions that may come up as the remaining employees at the organization take over your duties. If you\u2019re willing to serve as a resource for the organization, your former employer is more likely to give you the benefits you ask for in exchange.<\/p>\n\n\n\n Not all outplacement benefits are created equal. Some outplacement programs include premium, personalized benefits, like unlimited, one-on-one career coaching with an expert, experienced counselor. Other programs are pretty bare bones, offering only group coaching. Some programs are convenient to access, allowing you to chat with a career coach instantly through web video or text. Others require you to make an appointment ahead of time and drive into an office. Some programs are accessible for six months to a year. Others end after a month, despite the fact that even in a time of low unemployment, most people need several months to find a job.<\/p>\n\n\n\n Because outplacement benefits can vary so much, it makes sense to ask for a level of service that will truly benefit you in the case that you lose your job. Personal career coaching is an especially important outplacement service to request. Ideally, you will receive unlimited, on-demand, one-on-one coaching for at least six months as part of your outplacement benefit. Other services job seekers find helpful are resume editing and review, interview practice, and, in the case of those considering a career change, assessment tests and networking tips. Request three months of outplacement benefits at minimum, six months if possible. If you\u2019re an executive or senior level employee, ask for a year\u2014or until you land a new position.<\/p>\n\n\n\n __<\/p>\n\n\n\n Looking for a new job in the aftermath of a layoff can be disorienting, nerve-wracking, and lonely. However, the opportunity to seek a new position can also be an exciting time when you can take a step back, assess your wants, needs, and skills at this point in your life, and find a new job that best fits your ideal. Outplacement benefits and the support they provide can help turn an anxiety-provoking situation into one of personal growth and positive change. <\/p>\n\n\n\n\n
Request Outplacement Benefits During a Layoff<\/b><\/h2>\n
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Negotiate the Details of the Outplacement Program<\/b><\/h2>\n
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Final Thoughts<\/b><\/h2>\n
Ask for outplacement benefits before taking the job<\/strong><\/h2>\n\n\n\n
Request outplacement benefits when leaving your company<\/strong><\/h2>\n\n\n\n
Negotiate the details of the outplacement program<\/strong><\/h2>\n\n\n\n