Collective outplacement
A reorganization has a major impact. You have to say goodbye to several employees, which is significant—for them and for you as HR. How do you ensure your people find a good place and can move on with perspective?
MEPD knows exactly what is involved in collective outplacement. As part of a carefully designed outplacement program, we guide groups of employees in a personal and professional way toward new work.
Searching for new opportunities together with peers
Starting the search for a new job in a smaller group can be inspiring and motivating for employees. The advantage of collective outplacement is that they can talk about it with peers and share experiences together. Any setbacks are a learning opportunity. The successes of one energize the others. The group dynamic is healing and stimulating. In a collective placement program, individual wishes and needs are also listened to. The aim is always to guide people toward that one, perfectly fitting, new job. It remains people work in progress.
Our approach
to collective outplacement
During the collective outplacement process, employees are supported by a dedicated career counselor. Employees are supported at a location near their place of work or residence. The program consists of the following components.
1. Custom discussion
- Personal conversation to map out your situation and needs.
- Discuss what you need to succeed in this program.
- The option to bring a partner along (two hear more than one).
- Flexible and tailored support.
2. Working for work together
- ‘Job application’ workshops (individually or in groups).
- Needs analysis to gain insight into your opportunities.
- Use of tests and assessments for targeted development advice.
- Help with preparing your CV, cover letter, and interview preparation.
- Coaching and guidance in searching for vacancies.
- Access to an online job portal and participant environment.
- Smart use of AI and job search tools.
- Support with UWV-related matters (if desired).
3. Completion of the outplacement program and aftercare
- Guidance with contract discussions and salary check.
- Return guarantee: if your new contract ends, we will help you again to find a job.
At MEPD, we find the foundation very important. If the employee has not yet processed the dismissal properly, he or she cannot confidently start the search for a new job. Processing and acceptance is therefore the first major step in the process. Our advisors pay a lot of attention to the changes, which helps with the acceptance of job loss.
After this part, the focus shifts to the person and what he or she has to offer the next employer. Personal qualities and motivations are mapped out here. People work is central.
That one right and fitting job
Has the employee found a new job? Then our work is done. Of course, we stay in contact with the employee and we remain available for any questions. Has it not worked out to find a new job? Then the employee has at least built a strong foundation to present themselves on the job market. We will remain available at all times if the employee has questions or comments. If a contract unfortunately is not renewed, we offer a return guarantee to help the employee get back on track.
The advantage of group outplacement is that the strengths of both the group and the individual can be utilized. Another advantage is that colleagues can process their dismissal together, motivate each other, and use each other’s knowledge, skills, and networks. Because outplacement takes place collectively, costs are saved. Group outplacement can of course also have disadvantages. For example, an outplacement program may be too general and not sufficiently tailored to the individual needs of the candidates.
Group outplacement does not mean there is no room for personal attention or customization. Individual meetings and guidance often form an important part of group outplacement. More general guidance, such as application training, takes place together, and the collective aspect can even have a positive impact. How effective group outplacement is can vary per situation. Budget, the make-up of candidates, the structure of the outplacement program, and the advisor can all play a role in this.
The duration of an outplacement program differs per candidate and situation. On average, an outplacement process takes 6 to 12 months. The minimum duration is 3 months and the maximum is 12 months. An outplacement program consists of several steps. First, there is an introduction to map out the personal and professional situation. Based on these results, an action plan is drawn up. This action plan describes the orientation on possibilities and the tools to be used. This is followed by an extensive guidance and/or coaching phase.
