The Buyer's Guide to Outplacement Everything you need to find the right choice for your organization. 1. What to look for in a technology platform 2. How to work with a service partner 3. When to blend solutions

1. OUTPLACEMENT
BUYER’S TOOLKIT

2. CONTENT
04
05
Introduction
Trends
07
09
What is
Your
Budget?
Key
Things
10
11
Blending
Solutions
Summary

3. Introduction
•Recent trends in HR Technology and
how they affect outplacement platforms
•How to know what service is right for
your needs
•The ten key things to look for in your
Careerminds provides scalable,
outplacement provider
strategic solutions to organizations seeking affordable, virtual outplacement 2.0 services.
Using an advanced, proprietary •When to “blend solutions” and how
technology platform that delivers affordable, online career
transition services, we provide a •Surprising findings about who really
high-tech and high-touch blend
needs outplacement in your organization.
of on-demand career transition
education supported by senior-level career consultants to Finding the right solution for your company doesn’t have to be difhelp displaced workers reenter ficult or painful; in fact, it can be a great opportunity to learn more
the workforce quickly.
about the marketplace and what new offerings may have emerged
since the last time you looked.
Led by seasoned HR executives
from talent acquisition, management and outplacement specifically, we consider our team
uniquely qualified to help create
this buyer’s checklist for outplacement and career transition
technology purchases. After all,
what good is 75 years of experience in the field if we don’t share
what we know?
Knowledge is power and no
field in talent management is
less understood than outplacement, specifically virtual outplacement. In this guide, you will
learn:

4. Recent Trends in HR Technology &
HOW THEY AFFECT OUTPLACEMENT PLATFORMS
Traditionally, talent acquisition
and management have made
the headlines. After all, it’s a lot
simpler to prove the Return On
Investment (ROI) of hiring and
performance than many of the
functions in our industry. Historically, outplacement firms
have not kept pace with many
of the trends that have shaped
technology throughout the HR
space. But today, strategic outplacement leaders recognize the
advancements in HR technology
and are applying them in innovative ways.
the business, and investing in
nimble and intuitive technology that works is an investment
in their employees. This can be
an easy case to make when onboarding or engaging employees, however it is less apparent
to many when off-boarding or
transitioning employees.
The leaders in outplacement
technology haven’t let that stop
them from innovating alongside
the industry:
Gamification: Incentivizing performance and participation hit
Virtually every analyst firm has its highest note in 2012, but alpredicted increased spending though the headlines have fadon HR Technology for 2013 in- ed, the trend is still going strong
cluding Towers Watson:
“While the percentage of companies anticipating a spending
increase hit 33 percent, the survey also found that over half
of companies are planning to
match last year’s HR technology
investments while only 16 percent plan to reduce spending.”
Joshua Bjerke, Recruiter.com.
With increased spending comes
higher expectations from today’s technology platforms. It
is essential that companies provide added value in the form of
training, additional services; and
prove ROI with virtually every
transaction.
Smart talent management leaders know that investing in their
employees is an investment in
in HR Technology. There is one
solid reason for this, when gamification is done correctly, it
works to attract, engage, and
retain employees within an organization. Outplacement providers have analyzed the trend
and the leading providers have
incorporated it into their platforms in various ways; from encouraging participants to “level
up” when they’ve completed a
learning module, to incorporating a LinkedIn-like “complete
your profile” nudge for jobseekers, these small changes are increasing participation, assisting
learning and improving completion rates.
“While the percentage of
companies anticipating a
spending increase hit 33
percent, the survey also
found that over half of
companies are planning
to match last year’s HR
technology investments
while only 16 percent plan
to reduce spending.”
-Joshua Bjerke

5. Virtual: We hear a lot about virtual in HR technology. It generally costs less, makes workers
more productive and allows
companies to expand beyond
geographic boundaries. Supporting virtual workforces has
been a massive trend in the HR
Technology space. In 2009, Forrester released a research report stating that, “telecommuting will rise to include 43 percent
of U.S. workers by 2016.” Again,
outplacement has come up with
its own virtual counterpart in
two phases. The first was an
online component, which allowed partial replacement of the
brick and mortar outplacement How to Know Which
centers that characterized early outplacement offerings. The
second phase has moved even Outplacement providers come in all shapes and sizes and not evmore into the cloud, with inno- ery organization needs exactly the same platform. Determining the
vative outplacement companies best solution for your needs depends on several factors:
offering customized modules,
anywhere access and 24/7 service.
SERVICE IS RIGHT FOR YOUR NEEDS?
Why are You Offering
Social: It would be difficult to be
involved in HR, Talent Acquisition or Talent Management and
not know at least a little bit about
social networking. The influence
of social networking and social
media in the job search and employer function has increased
steadily over the last few years,
to the point where it’s integral.
Most HR Technology platforms,
from recruiting applications to
internal collaboration tools, include social in some form. Outplacement platforms have recognized this trend and the most
forward thinking companies are
incorporating social networking
tools and training into their user
offerings, in effect assisting the
transitioning workforce in learning the new social ways of work.
OUTPLACEMENT BENEFITS TO YOUR EMPLOYEES
The answer to this question will assist you in determining the value
an outplacement company can provide. Do you want to increase
your employer brand? Are you interested in lessening the impact
on the local economy? Is it part of your overall employment policy?
Are you protecting your corporate brand? Mitigating legal risk?
Saving face with the surviving workforce? Interested in hiring these
folks back in the future?
To Whom are You
OFFERING OUTPLACEMEN BENEFITS?
Some companies choose to offer benefits only to executive and middle management but in fact, our State of Outplacement in 2013 survey shows that those are often the employees that need it the least.
In fact, non-management office workers and blue collar employees
are thought to need outplacement the most. Finding an affordable
and efficient solution can make it possible to offer solutions to your
entire workforce.

6. Where are
Your Displaced
EMPLOYEES LOCATED?
Location is a huge consideration,
especially when evaluating if a
brick and mortar solution is an
option. After suffering a job
loss, you may not want employees to be inconvenienced with
long drives or have to incur expenses such as parking to take
advantage of the service.
How Does Your
Organization
OPERATE & COMMUNICATE?
This is especially pertinent. If
you have a workforce who uses
a significant amount of technology, works virtually or has
flexible work hours, it may be a
shock for your transitioning employers to move to an in-person
outplacement solution. Select a
solution that is similar in methodology to the way your transitioning employees are used to
functioning.
What is
YOUR BUDGET?
The amount of money your company is willing to spend in outplacement will greatly impact
your choices for outplacement.
If your budget is non-existent
or very little, start with a virtual
provider which can be 30-70%
lower than traditional in-office
services. If budget is of no concern, default to the best option
to meet the individual’s needs.

7. Do You Expect a
RETURN ON INVESTMENT?
money and your employees’
time.
Accessibility: Does the outplacement provider offer flexible
hours? Can their services be accessed multiple ways? Depending on your employees needs,
flexibility to access services in
There are several additional factors that feed into making an appro- off hours, including nights and
weekends, can be invaluable.
priate outplacement provider decision.
Flexibility: Does the provider offer the flexibility to effectively
meet your demand for the service? Look for a provider that is
willing to be innovative to meet
your needs and has the ability to
ebb and flow with your succession and workforce plan.
While many companies “set it and forget it” when it comes to outplacement, that’s no longer an acceptable option for others. Outplacement may be a difficult decision to handle but your organization still deserves the best possible solution. Look for reporting
options and proof points around participation.
•How often will you need services?
•How many people will you be
transitioning per year?
•Is your workforce spread out
globally, nationally, locally?
•What industry are you in?
•What is the availability of your
employees?
The Ten Key Things to Look for
IN YOUR OUTPLACEMENT PROVIDER
In this section, we’ll look over the different things that an outplacement provider should provide 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 than the ones listed here, these should serve as a
baseline when making purchasing decisions.
Engagement: Does the outplacement provider proactively engage
your employees both initially and ongoing and how? Is their service
intuitive? Is it easy for an employee to know what to do and when?
Are they guided through a process? If the service isn’t simple to
navigate and easy to understand, you are wasting your company’s
Personal and personalized: Is
there a human element to the
service? Is the service personalized to each individual? Virtual benefits aside, losing the
personal touch in a career transition program is almost never
a good idea. The most effective
outplacement programs incorporate this smoothly but as a
baseline, look for some element
of personal attention and customization within the outplacement offering.
Service-Focused: What is the
provider’s service delivery model? How much of their business
is focused on outplacement?
What is the account management structure and experience?
How will they communicate
with you? All of your HR Technology vendors should practice
great service but it’s especially
important when looking at outplacement providers. Service
can make a difficult layoff or RIF
go just a little bit smoother.

8. Strategic Partner: How will the outplacement
provider support you more strategically during a
RIF or layoff? Finding an outplacement provider
that can be a service partner, as well as offering
a product or platform for your transitioning employer, is a baseline need for your organization.
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 outplacement provider leverage technology to support their
service and speed a
person’s
transition?
Are they using best in
class practices such
as gamificamtion? Social media? Personalization? How much do
they spend on R&D?
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 will be a detriment to both your employee and the company.
Strategic Partnerships: What strategic partnerships has the outplacement provider established?
Look for a vendor who has advantageous partnerships. Outplacement providers should be able to
point to partnership opportunities that will benefit
the jobseeker.
Proof Points: What metrics can the outplacement
provider supply? What are their clients saying? How
do they measure satisfaction? When considering
an outplacement provider,
pay attention to proof that
the service works. While
many outplacement providers have different ways
of proving their system
works, the very least you
should find is one that can
be verified. Comparing the
results from an outplacement provider against
widely available statistics
can help choosing a platform simpler.
If the service isn’t simple
to navigate and easy to
understand, you are
wasting your company’s
money and your
employees’ time.
Pricing: What is the pricing model? What services
are included in the pricing? Prices vary widely and
the devil is in the details. Look for a provider who is
willing to understand your needs and able to work
flexibly with you on creative solutions and pricing.

9. Blending Outplacement Solutiontions
outplacement and another that
meets the needs of your overSometimes outplacement providers may meet some enterprise seas locations.
needs and not others; for example, when a company has multiple
locations that serve different purposes. Or if you are transitioning Different Transition Goals: While
just a few employees…or several hundred. Perhaps your compa- 70% of all companies report
ny is in a specific niche and you need to ensure your transitioning using some form of virtual outemployees are paired with consultants that know their unique job placement, there are still a few
search needs. The process is the same when blending solutions as organizations that prefer an
it is when selecting just one provider.
in-person approach. Instead of
using brick and mortar solutions
Varied Outplacement Needs: Ask the same questions and then de- for your entire transitioning emcide if there is a single provider that can meet all your needs. Some- ployee base, you might evaluate
times the answer is combining two (or even three) solid solutions to which positions this more exmeet your organizational needs.
pensive option is crucial for and
which locations or positions for
Multiple Locations: If you have multiple locations all over the world, which a 24/7, virtual approach
it’s best for your employee to find the best in class solution in their might be more effective and
country. You may need one company that handles your domestic efficient.

10. with questions and concerns and
a solid education about your options. If you are ready to learn
more about the clear benefits of
virtual outplacement and how
it can positively impact your
However, the advent of online organization, please contact
outplacement significantly low- us at Careerminds for a quick,
ered costs for many organi- no-pressure demonstration.
zations. The cost for offering
outplacement solutions for
Whatever your reasons, some- employees dropped drastically
times the answer is to blend the again (up to 70% of anticipated
best of more than one outplace- costs) when virtual outplacement entered the scene. Aberment provider.
deen also found that offering
outplacement services had a sigWho Really
nificant impact on talent brand,
internal engagement (even
during significant transition peMost
companies
offer
some form of
outplacement.
What is interesting about
the research
(both our own
research and
that of Aberdeen and Insala) is that while
the majority of
companies (upwards of 76%)
offer outplacement primarily to riods) and the cost of unemployexecutives and management, ment claims. Taken together, it
hourly and salaried workers ap- is clear that outplacement has a
preciate and benefit from out- positive impact on profitability.
placement just as much if not
more than their executive peers.
Nearly every group involved in Final
both studies cited resume assistance and professional social
networking as key in finding Purchasing outplacement solutheir new position quickly.
tions is a big decision, one that
requires a detailed assessment
Companies that stated they did of your organizational needs,
NOT offer outplacement assis- buy-in from key stakeholders, a
tance (as surveyed during the service partner that can assist
Piloting New Solutions: Blending
solutions may also work for your
organization if you are looking
to pilot a new outplacement
provider. By using two or more
programs in tandem during your
organization’s transitional periods, it may become apparent
which solution is more aligned
with your company’s objectives.
2013 SHRM National Conference) for the most part, stated
the cost of outplacement benefits as the reason they chose not
to participate.
NEEDS OUPLACEMENT?
70% of all companies
report using some form of
virtual outplacement.
SUMMARY

11. Learn More
Careerminds was launched in 2008 as a virtual outplacement company. The concept of virtual outplacement was developed by Raymond Lee, a former HR Executive who experienced years of traditional outplacement in a variety of HR roles.
During his career, he planned and executed several large scale layoffs and in his last role set up a costly in-house brick and mortar
outplacement center for displaced employees to access.
Through this experience the concept of virtual outplacement and
Careerminds was formed. Raymond recognized while brick and
mortar outplacement centers were filled with great resources, employees struggled to stay engaged because this approach lacked
the structure workers in transition needed to stay focused.
He also found many displaced employees were already adopting
virtual work practices and had home offices from which they preferred to work. Careerminds was founded on the principles of providing an engaging, intuitive process for employees to follow, the
flexibility to work virtually and a more cost-effective solutions for
employers.
Demand for our virtual solution grew throughout 2009 and 2010
resulting in the need to accelerate growth. In the the same year we
launched a reseller program throughout the U.S. and Canada, resulting in a network of business partners, affiliates, and academic
partners.
In 2011, Careerminds secured significant venture capital funding,
allowing us to grow rapidly and reach our intended markets more
efficiently. Our passion for innovation fuels the vision for what
the world of outplacement can and should be. Going forward, that
same passion drives us to deliver exceptional results to the people
and organizations we serve every day.
learn more:
www.careerminds.com
888.660.0956
info@careerminds.com