Supporting employees following redundancy (3): Selecting an outplacement provider
Author: Dr Amelia Wise
Contributing author: Caroline Green
In our series of four guides on supporting employees following redundancy, we discuss the provision of assistance to employees who have been given notice of dismissal by reason of redundancy, including to whom the assistance should be given, how the assistance should be given and what kind of assistance is appropriate.
In this guide, we look at the factors to consider when selecting an outplacement provider. This is the third guide in our series on supporting employees following redundancy:
- In Supporting employees following redundancy (1): Why assist exiting employees?, we look at the importance of providing assistance to exiting employees.
- In Supporting employees following redundancy (2): Defining the scope of assistance, we look at the scope of assistance that you can offer exiting employees and the type of support that is of most value to the exiting employees.
- In Supporting employees following redundancy (4): Alternatives to outplacement support we explore alternative sources of assistance where outplacement is not affordable and additional assistance that an employer may be able to offer exiting employees.
- Employers should take into account a number of factors when selecting the appropriate outplacement provider, as the content and delivery of services vary. (See Factors to consider in selecting an outplacement provider)
- There are different stages to the provision of assistance: each has a number of aims. (See What the outplacement service should cover)