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For HR Execs

What is 2+2?

How To Use Corporate Outplacement To Improve Your Recruiting Efforts

For Human Resources Execs

   2 Minute Read

With corporate outplacement services becoming more and more frequent in the aftermath of the COVID-19 pandemic, far more job seekers are looking to join companies that will address future economic disasters.  If we’ve learned anything over the past several years in the world of recruiting, it’s that little things can make a big difference in converting that perfect candidate interview into an offer acceptance. Considering that there’s nothing more frustrating in talent acquisition than having a 2-3 month interview process, only to find that the perfect candidate turns down the job offer in the final hour, we are always left thinking, “what could we have done differently to land this candidate?.” In most cases it’s not the base salary or money either! There’s plenty of factors that go into the decision making process of whether a candidate will accept or not, and these things can include company culture, benefits, work/life balance, and more.

Fortunately, having a pre-set corporate outplacement benefit as part of your initial benefits offering can be an extremely inexpensive benefit to offer a candidate that you very well may never even have to pay for. Candidates will be gravitating towards the companies with strong brands, reputations and company cultures, and the companies who treated their employees compassionately during layoffs will most certainly be in the minds of the prospective candidates you are recruiting. Set up a corporate outplacement plan that meets these reputation tests, and disclose it to prospective candidates during the interview and offer phase. The sooner your candidate starts to feel warm and fuzzy about your company culture – even in times of layoffs, the better chances you will have in landing them when the time is right.

With corporate outplacement services becoming more and more frequent in the aftermath of the COVID-19 pandemic, far more job seekers are looking to join companies that will address future economic disasters.  If we’ve learned anything over the past several years in the world of recruiting, it’s that little things can make a big difference in converting that perfect candidate interview into an offer acceptance. Considering that there’s nothing more frustrating in talent acquisition than having a 2-3 month interview process, only to find that the perfect candidate turns down the job offer in the final hour, we are always left thinking, “what could we have done differently to land this candidate?.” In most cases it’s not the base salary or money either! There’s plenty of factors that go into the decision making process of whether a candidate will accept or not, and these things can include company culture, benefits, work/life balance, and more.
Download Our Outplacement Guide
For HR Execs

What is 2+1?

Fortunately, having a pre-set corporate outplacement benefit as part of your initial benefits offering can be an extremely inexpensive benefit to offer a candidate that you very well may never even have to pay for. Candidates will be gravitating towards the companies with strong brands, reputations and company cultures, and the companies who treated their employees compassionately during layoffs will most certainly be in the minds of the prospective candidates you are recruiting. Set up a corporate outplacement plan that meets these reputation tests, and disclose it to prospective candidates during the interview and offer phase. The sooner your candidate starts to feel warm and fuzzy about your company culture – even in times of layoffs, the better chances you will have in landing them when the time is right.

Want To Learn More About Setting Up An Outplacement Plan?

Aaron Rappaport leads the Business Answers International Outplacement division as well as our subsidiary, Dragon Careers. Aaron’s team has successfully organized and implemented a variety of outplacement programs for tens of thousands of individuals with a 93% placement rate over the past 5 years.

If you or your company are considering an outplacement program for any employees that are impacted by layoffs, downsizing, or even office closures & relocations where employees will not be coming along, contact us for a free consultation

Aaron Rappaport

Vice President of Corporate Outplacement, Business Answers International

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