Outplacement Support FAQ

Q: What does outplacement do?

A: Outplacement helps employees who are facing enforced job change - through redundancy or some other form of severance - to work positively towards the next stage in their careers.  

Q: What is included?

A: Usually people think “is my CV in good shape?” - but it is better to start from “where am I now and where do I want to be?” Outplacement should provide an individual with the opportunity to reflect on the wider issues of where they are and where they want to be and therefore look at all the options available. Complete People programmes start from initial counselling following the shock of losing a job through to the practicalities of working on CVs, how to find opportunities (including the often mis-used tactic of networking), application letters, working with recruiters etc. We also help with planning for and handling interviews. It is not only about finding jobs, though. Many people decide to set up on their own, return to study or travel the world. We provide support and advice in these areas.  

Q: Is this aimed only at senior managers?

A: No. Anyone facing career change will benefit from outplacement advice. We are working with people in a wide variety of organisations across the UK, from the boardroom through to the shop floor.   Q: Is outplacement expensive? A: Outplacement is a good, affordable investment in supporting those people who have to leave. Programmes can be tailored to meet specific budgetary constraints. At the commencement of any programme we work with organisations to understand what they want to achieve and discuss the level of investment that needs to be made to achieve the objectives.  

Q: How long will outplacement support last?

A: Normally our programmes last between three to six months using a mix of face-to-face meetings and ongoing telephone and email support.  

Q: Why spend money on people who are leaving?

A: There is plenty of evidence on the effects of redundancy on employee morale. Unsurprisingly, at a worrying time like this, productivity goes down; the people who are at risk of losing their jobs are obviously affected, but so are those who will remain. Employees take a view on the way their employer treats them - handle redundancy badly, show no concern for your employees, and you risk losing all commitment. Frankly, that is not a smart way to help your business thrive.