Why is outplacement important?

While a reduction in force is sometimes a necessary part of running your business, it can open you up to reputational and financial risk. Investing in outplacement is a smart way to protect your brand while helping your employees navigate one of life’s most stressful situations.

Protect employer brand and reputation

66% of people choose to share their poor layoff experiences with others and on social media. 64% of consumers have stopped purchasing a brand’s products after hearing news of that company’s poor employee treatment. Prevent your story from being a negative one.

Source: CareerArc/Intoo Employer Branding Study

Mitigate the risk of costly litigation

Aligning your severance package to your brand values could help you avoid being one of the 60% of employers who have faced an employee lawsuit in the last five years.

Reduce business costs

When a company has a poor reputation, per-hire costs are $4,723 higher. A poor reputation also damages relationships with exiting employees—limiting your ability to attract valuable boomerang talent.

Source: Harvard Business Review

Create a positive company culture

A majority of Americans (85%) think most companies don’t provide enough help to employees when laying them off, and more than 4 in 5 Americans think outplacement should be offered to every employee who is laid off by their employer. Don’t miss an opportunity to foster loyalty and productivity among remaining employees during a reduction in force by doing the right thing.

Source: The Harris Poll online survey conducted on behalf of Intoo from March 2-4, 2020 among 2,011 U.S. adults ages 18+

Candidates Land Jobs Faster

Job seekers who participate in Intoo’s outplacement program land jobs nearly 2.5x faster than the national average. Candidates transition back into the workforce in an average of 10 weeks, compared to the national 22-week average unemployment time.*

* Source: U.S. Bureau of Labor Statistics, January 2020.

Learn how to help your employees through workforce transition