# Reinventing transitions: why outplacement has become a business essential

- URL: https://hr-passionista.com/en/why-outplacement-matters-more-than-ever-today/
- Published: 2026-01-30
- Updated: 2026-01-31
- Author: Marion Eppinger (HR-Passionista)
- Categories: strategic HR, talent management, learning & develpment

> Why out- and newplacement are essential today: fair separations, strong employer branding and real support for employees in transition.

> As a human resources manager, I always made sure that employees felt well taken care of, even when they lost their jobs. I often offered outplacement and new placement services, both through external consultants and internally, drawing on my own experience and training. As a freelance coach, I now support individuals affected by organisational change providing them with the best possible assistance in these situations.
>
> HR Passionisata [TIP](https://twitter.com/intent/tweet?text=As+a+human+resources+manager%2C+I+always+made+sure+that+employees+felt+well+taken+care+of%2C+even+when+they+lost+their+jobs.+I+often+offered+outplacement+and+new+placement+services%2C+both+through+external+consultants+and+internally%2C+drawing+on+my+own+experience+and+training.+As+a+freelance+coach%2C+I+now+support+individuals+affected+by+organisational+change+providing+them+with+the+best+possible+assistance+in+these+situations.+%E2%80%94+HR+Passionisata&url=https%3A%2F%2Fhr-passionista.com%2Fwhy-outplacement-matters-more-than-ever-today%2F)

##### **The impact of the pandemic on society** and the **economy** heas been profound. Initially**,** it was certainly a **wake-up call for change,** but many **companies are now sliding into crisis as a result.** When a company is **under financial pressure**, it has to cut **costs** and **staff reductions** are usually **unavoidable**.

**Employees** panic because they fear losing their **livelihoods** and being unable **to pay their fixed costs**. This makes it **more important than ever** to offer an **outplacement/new placement service** to **support employees** through this **stressful experience.** This **approach** is **long-term and sustainable**, and should not be underestimated from an **economic** or **socio-political** perspectives.

## So, what exactly is outplacement/new placement?

Outplacement or new placement is a **service financed** by the company for **employees who are leaving**. It involves providing these people with **professional assistance** and **career reorientation/repositioning**.

**The employer pays for** the external support for a dismissed employee.

#### Why should companies offer outplacement/newplacement initiatives?

1.  The **costs of a separation process** can be enormous if a dispute arises, but being supportive can help **to find** an **amicable solution** in advance. It’s a **win-win situation** for both sides!
2.  **Employer branding** sends a clear signal that you **care about your employees**, even after they **leave** the **company**. **Remaining employees** know that they are **in good hands** with outplacement/new placement counselling and they will continue to act as company **ambassadors for the company** even after they leave. This helps **prevent negative publicity**. → Strengthening ****corporate social responsibility****

#### What does this kind of support look like in practice?

The **scope of the consulting services** is **agreed with the employer** before the notice of termination is given**.** This can include an *initial consultation, CV/career review, positioning on the job market, application coaching and even accompanying consulting/coaching for a new career direction.*

## The initial consultation

Everything starts with an initial consultation with the relevant employee. **Meet** the **person where they are right now**. Losing a job is always **highly emotional,** and **professional counselling can** **help**:

-   this involves **analysing** the situation and what has just happened
-   **reflecting** on where the journey could lead and
-   **showing a change of perspective.** Often, it is simply a matter of pointing out new paths or simply talking/listening – it all depends on the person and their personal situation

#### **The career/CV check**

It is important to discuss where the employee would like to **go** in their career. The following questions can be asked during the career check:

-   *Should the next position be in the same industry?*
-   *Should it involve a similar job?*
-   *Should it be at the same level in a different organisation?*
-   *What should the salary structure be?*
-   *Would they like to take a career leap?*
-   *Generation check: If I am over 50, do I have to make a comebackß Or are there alternatives?*
-   *Should I consider a complete change?*

You need **to clarify these questions** in advance before you even start thinking about your CV. You need to have clear **goals and direction** should be clear so that you can **adapt/revise** your **CV accordingly**.

It can be very helpful to get an **external perspective** when checking your CV. It is important to highlight any **gaps or** areas of improvement to help you **present** yourself **in the best possible light on the job market.**

In summary, CVs should always **be well structured and clearly laid out** so that the reader can easily understand the content.

#### **Positioning in the workplace**

Sometimes it’s not about searching, but about being found.

-   **Update your social media channels** and settings simultaneously.
-   **Networking:** A good outplacement consultant has an extensive network and is aware of current market trends. Link up with different partners and attend events where you can exchange ideas with like-minded people, either virtually or in person. The motto here is: throw yourself into the fray, because as the saying goes, „talking brings people together“.
-   **Make contact with recruitment consultants** – either the outplacement consultant will be part of a consulting firm or they will have good personal contacts who can refer the former employees. Many positions are often advertised internally, so you may not even know that they are vacant.

It is highly advisable **to seek expert advice** and **get** an **assessment of the market**. After all, you have nothing to lose and everything to gain!

#### **Job application coaching**

**Getting** **guidance** on how to **perform** well **in a job interview** is fundamental to a successful job search.

-   What exactly application coaching should entail exactly depends on the individual’s **personality.**
-   Essentially, it should **focus** on making good **first impression**, practising and recognising **facial expressions and gestures**, rehearsing **answers** and showcasing **your personality.**

**All of this and much more** can be covered in application coaching sessions.

#### **Accompanying coaching/consulting**

**Coaching** that is independent of the application process, is always beneficial in such a situation:

-   **overcoming** the **setback** of being dismissed
-   **gaining** new **self-confidence**
-   developing **ideas and visions** for the future
-   **solution-oriented counselling** **and breaking new ground**

These are **just a few of the aspects** that can be achieved through coaching. *We are only scratching the surface here.*

#### **Placement guarantee**

Outplacement/new placement consultants often offer a **successful placement guarantee**. This is good news for applicants!

###### *→ Personally, however, I would advise against this in the current climate. In my opinion, returning to a permanent position is not always the right path, and a new position is not always the answer.*

Many people use this **opportunity** to do something different, **take** **educational leave** or **start** their own **business.**

![](https://hr-passionista.com/media/2025/11/DSC01841-Edit.jpg)

### My conclusion

Outplacement/new placement is a valuable service. Providing such a service is beneficial from **a social** perspective and also **enhances** a company’s **image**. Providing this service ensures that you are **perceived differently in the marketplace**, and as we know, **word of mouth** should not be underestimated.

*I always enjoy being involved in such processes*. The **initial experience** for those affected is usually **very difficult and sad.** However, when you manage to facilitate **positive development** for the individual, it feels **doubly rewarded**. **My advantage** in this area is that I have experience on both the **business side and the consulting sides** (HR managers, employees, etc.). 

This makes it easier to achieve a **genuine win-win situations**. Of course, **no** one can **guarantee** the future, but **I always do my best for everyone who comes to me.**