Over the past 12-18 months, I’ve had more conversations than ever with HR leaders navigating restructuring, cost pressures, and difficult workforce decisions.
One thing that consistently comes up is this:
“How do we support people properly when they leave?”
Outplacement is often part of the answer, but in many cases, the feedback I hear is that traditional services can feel a little too generic, and not always as outcome-focused as people would hope.
After 30+ years in recruitment, I’ve started working more closely with individuals in transition, and what’s become clear is that the most valuable support is often the most practical:
Clear positioning of their experience in today’s market
CV and LinkedIn profiles that actually get traction
Real insight into how hiring decisions are being made
Targeted introductions where appropriate
Ongoing guidance through a process that can feel uncertain
In short, helping people not just prepare for the market, but actively re-enter it.
For employers, I’ve seen this make a real difference in:
Maintaining a strong employer brand during periods of change
Supporting employees in a way that feels genuine and constructive
Increasing the likelihood of faster, positive outcomes for those leaving
I’m increasingly offering this as a structured outplacement support service, particularly for mid–senior level individuals.
If this is something you’re currently thinking about, or expect to be relevant this year, I’d be very happy to share how I’m approaching it.
Always interested to hear how others are supporting employees through transition as well.
#HR #Outplacement #Leadership #Recruitment #CareerTransition