Outplacement Services

Individualized career transition support for employees

Outplacement services help employees navigate the transition from one role to the next after a job loss, restructuring, downsizing, or other organizational change. I provide personalized, one-on-one support that helps affected employees assess their options, make informed career decisions, and prepare for their next step.

My approach is grounded in Industrial and Organizational Psychology and more than 25 years of experience working with professionals and organizations. I provide employees with direct guidance tailored to their priorities, experience, strengths, goals, and circumstances rather than expecting them to rely primarily on generic online materials.

What are outplacement services?

Outplacement is professional support, funded by an employer, and provided to employees whose employment is ending. The purpose is to thoughtfully help them move through the transition and prepare for their next career opportunity.

Depending on the employee’s needs, support may include:

• Individualized career assessment, exploration, and information to support their decision-making
• Identifying transferable skills and potential career directions
• Résumé, cover letter and LinkedIn guidance
• Networking and outreach strategies
• Interview preparation
• Professional positioning
• Career transition planning
• Leadership or executive assessment
• Exploring self-employment when appropriate

The emphasis is on helping each employee understand their options and developing a practical plan for moving forward.

How does the outplacement process work?

The process is customized, but it commonly involves four stages.

1. Understand the employee’s situation

I begin by learning about the employee’s education, certifications, professional experience, accomplishments, strengths, interests, career goals, and circumstances surrounding the transition.

2. Assess career options

I help the employee identify transferable capabilities and explore realistic career directions. Where appropriate, psychometric assessment tools can provide additional information about strengths, work preferences, and potential areas for development.

3. Prepare for the transition

Once a direction becomes clearer, we can work on the practical elements of the transition. This may include professional positioning/repositioning, résumé and LinkedIn materials, support on cover letters adapted to specific opportunities, networking, outreach, and interview preparation.

4. Put the plan into action

Employees leave with a clearer understanding of their options and practical steps for moving forward. Additional sessions can be scheduled when circumstances change, or a specific opportunity requires further preparation.

Could Right-Placement be a better option?

Sometimes an employee’s difficulty is related to the fit between the person and their current role. When employment has not yet ended, an organization may be able to explore whether a different role could provide a better fit.

I call this approach Right-Placement. It involves helping an employee identify their strengths, interests, and potential career directions and considering whether another role within the organization may be a better match.

Right-Placement may be worth considering when an employee is struggling in their current role but can make a strong contribution elsewhere. It can give organizations another option to consider before a situation leads to termination or an external career transition.

Learn more about Right-Placement

Why work with Dr. Helen Ofosu?

I am an Industrial and Organizational Psychologist with more than 25 years of professional experience across the public, private, and non-profit sectors. My background includes work with the federal public service, HR consulting, career advisory services, leadership assessment, organizational consulting, academia, and executive advisory and related coaching. I have worked with professionals at many stages of their careers and understand that a job transition can involve much more than finding another position.

I provide individualized professional support rather than a primarily self-directed online program. I take time to understand the employee’s experience, strengths, interests, goals, and circumstances before recommending a course of action. My training and experience allow me to consider both the individual and the workplace factors that may affect a career transition.

My book, How to Be Resilient in Your Career: Facing Up to Barriers at Work, was published by Routledge in 2023.

My goal is to help employees approach a career transition with a better understanding of their options and a practical strategy for moving forward.

Frequently asked questions about outplacement services

Who pays for outplacement services?

Employers typically arrange and pay for outplacement services as part of an employee’s transition support. I work with organizations to determine an appropriate level of support based on their needs and the employee(s) being supported.

Does outplacement guarantee a new job?

No. Outplacement cannot guarantee employment. My role is to help employees build career resilience by making sound career-related decisions, identifying appropriate opportunities, preparing effectively, and developing strategies that improve their ability to move forward.

Do you provide job placement services?

No. I do not place employees into specific jobs. I provide professional career transition support, including career assessment, planning, professional positioning, networking strategies, and interview preparation.

How much outplacement support does an employee need?

There is no single amount that is right for everyone. Some employees may benefit from a focused series of sessions, while others may need more sustained support. I recommend tailoring the level of support to the employee’s experience, circumstances, and transition goals.

Can you provide outplacement support for executives?

Yes. Senior leaders and executives can receive customized career transition support. Additional leadership assessment and executive advisory services may also be appropriate depending on the circumstances.

Can outplacement support begin before employment ends?

Yes. In some situations, an organization may benefit from beginning career transition support before an employee leaves. When the goal is to explore a better internal role rather than an external transition, Right-Placement may also be worth considering.

Discuss outplacement support

A thoughtful transition can benefit employees while helping organizations manage difficult workforce changes responsibly.

If your organization is planning a restructuring, downsizing, or other workforce transition, contact me or schedule a confidential consultation to discuss customized outplacement support for your employees.

Contact Dr. Helen Schedule a Confidential Consultation