Just how much better is a third party outplacement provider?


road sign with support Workplace redundancy usually comes about because of lasting financial issues within the business in question, forcing them to make cutbacks and save money by restructuring company roles. In such a scenario, it’s only natural that business leaders will want to save money where possible and occasionally this means they will consider providing in-house outplacement support rather than approaching a third party provider. Outplacement support is a paid-for service, but there are numerous reasons why attempting to provide it in-house could actually cost you more money in the long run. Here are just a few of the reasons why it pays to approach a third party outplacement provider instead...

Trusted advice vs. awkwardness

If you were to separate from a spouse after years of marriage, it’s unlikely that you’d immediately turn to your now ex-partner for advice on the dating scene. It would be awkward and uncomfortable for both parties and it’s unlikely that either of you would come away from the conversation any better off for it. The same is true of in-house outplacement support. If you’ve just told a handful of employees that you have no more need of their services, the last thing they’ll want to hear is that they’re due in your office at 9am on Monday for an outplacement support session. While there can be amicable redundancies just as there can be amicable breakups, the reality is that your employees may feel hurt and betrayed by you, regardless of whether they understand the incentives behind a redundancy. Provide them with third party outplacement support to give them the help they deserve. Often, hearing advice from a professional will always be simpler than hearing from those we have known for years.


In-house outplacement support is, to all intents and purposes, a cost-cutting exercise and as the old adage goes, ‘you get what you pay for’. Whilst providing CV guidance and career advice may not seem too far removed from your HR team’s typical roles, will they also be able to confidently deal with any emotional fallout in the process too? Naturally, it takes a great deal of skill and experience to guide people through the redundancy process, providing them with the confidence and wherewithal to get back into the job market once more. While you may feel as though you’re in a good position to offer employment advice and support to your redundant staff, the reality is that your experience in such matters simply won’t match up to that of most third party providers.


In a purely practical sense, in-house outplacement support is rarely a good idea either. Your company has just had to make some of its employees redundant, so it’s likely that your HR team will already have a large workload to manage in order to process this. The last thing you need right now is to have to delegate human resources for outplacement support when there are other jobs that need doing. Before long, you’ll invariably find that your resources are stretched to breaking point and that your business will suffer as a result. Third party outplacement providers will be able to provide all of the resources your former employees need to move on with their lives.

Emotional support

Perhaps you do have the skills and experience necessary to provide effective career advice and support, but even so, will you be capable of offering the emotional support your former employees will need following a redundancy? Are you really the best person to be helping them through this difficult time? Employers often forget that outplacement is as much about a worker’s emotional wellbeing as it is about the practical considerations of redundancy. If you help them to get another job but fail to address their stresses or bruised self-confidence, they may view your support as only doing half the task it should have.

It’s folly to assume that in-house outplacement support will prove as effective as that provided by an expert third party. Here at Renovo, our approach to outplacement support is designed to help your former employees both practically and emotionally, giving them the best possible chance of moving on from redundancy quickly and easily. Importantly, third party provision of such support also establishes a strong message to existing staff about how well you are looking after their former colleagues, which is vital to defend the employer brand and assist with future hires. Why not contact us today and find out more about how we can help?

Renovo is one of the UK’s leading providers of outplacement and career transition support. We work with both organisations and individuals to support all their career transition requirements. If you would like to understand how Renovo can help you please call 0800 612 2011 or email info@renovo.co.uk

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