7 Tips to Help Laid-Off Employees Land Their Ideal Job

Losing a job can be overwhelming, but it also allows workers to step back, refocus, and pursue their ideal job. In this journey, HR teams and managers should support laid-off employees by not only providing resources, but also guiding them with strategies that truly make a difference.

In this article, you’ll discover seven actionable steps to help your laid-off employees land their dream job. You’ll also learn how building a career framework strategy and offering outplacement services gives them the confidence to sharpen their skills and move toward their most desired roles.

Identifying one’s strengths is the first step toward landing the ideal job. Laid-off employees should start by creating an inventory of their technical expertise, transferable skills, and soft skills. 

Ask them to think about what they’ve enjoyed most in their previous roles and where they consistently delivered strong results. This will help them clarify what they can offer to future employers, and make it easier to target positions that align with their abilities.

From there, employees should compare their current skills with those in demand for the roles they want. They may discover areas where upskilling is necessary—such as learning new software, earning a certification, or brushing up on industry knowledge. 

People who stay current with technology and trends will remain relevant and attractive to hiring managers, making it easier to find their dream job in a highly competitive job market.

When people spend a long time in the same organization, chances are their resumes don’t reflect their most recent achievements. 

Ensure that laid-off employees refresh their resumes with key projects, relevant education, and impactful metrics to prove their value and land an ideal job. Beyond accomplishments, they should highlight the soft skills that most employers seek, such as leadership or communication. 

They must also write enticing cover letters that give hiring managers a glimpse into their careers. And don’t forget LinkedIn; more and more recruiters use it for sourcing the best candidates, so people should update their profiles to convey their value.

Finally, each resume and cover letter should be adapted to the job for which these employees are applying. They should include keywords and phrases from the job posting, increasing their chances of getting past an application tracking system (ATS). 

Additionally, using resume builder tools or getting resume writing support through outplacement is a great way to make a good impression.

Click below to learn more about our industry-leading outplacement and career coaching solutions, and discover how we can help support your workforce through your next layoff event.

Laid-off employees can build their confidence by sharing their desires and concerns with trusted former colleagues and professional contacts. They can also discuss their dream job with friends or family who are well-connected in their areas of interest.

These individuals can also consult with a career coach to gain an honest, informed perspective from outside. This option is usually available to professionals who were impacted by layoffs and have access to one-on-one coaching through outplacement services.

Working with a career coach provides the opportunity to tap into their experience with other job candidates. Moreover, coaching professionals have the human skills and empathy to extract the most valuable insights from the individual to best help them through the process.

Job hunting has been changing dramatically, with new digital platforms, online job boards, and candidate expectations shaping the process. Staying informed about new trends gives laid-off employees a competitive edge to approach the market with confidence. HR and managers can encourage individuals to explore these developments as part of their career transition plan.

For example, these individuals should leverage their newly revamped LinkedIn profiles (from Tip 2) to manage their personal brands. This will help them showcase themselves to recruiters, expand their networks, and learn about opportunities they may not have even known existed.

Interviews are the decisive step in most hiring processes, so being prepared is key. Encourage laid-off employees to practice answering common interview questions so that they can refine their responses and build confidence. 

Simple interview practice exercises, like recording themselves or role playing with a friend, can help them identify areas for improvement and sharpen their delivery.

Beyond rehearsing answers, tell them to prepare stories that illustrate their skills and achievements. Candidates who use the STAR method (Situation, Task, Action, Result) will structure their examples in a way that resonates with hiring managers. Practicing this approach will help them clearly demonstrate the value they can bring to an organization.

Finally, research pays off. Understanding a company’s mission, challenges, and industry trends enables candidates to ask thoughtful questions and connect their skills directly to employer needs. This interview preparation creates stronger impressions, often leading to quicker job offers.

First impressions go far beyond clothing choices. While professional attire is essential, even in video interviews, candidates should also be mindful of their body language, tone, and energy throughout the hiring process. Attentive listening, good eye contact, and a confident handshake all help create trust from the get-go.

Another key element is attitude. Being positive and enthusiastic signals adaptability and resilience—qualities any employer values in candidates. Career coaches can help laid-off employees project this kind of optimism while still being authentic and professional.

Finally, consistency matters. Encouraging employees to maintain professionalism across all touchpoints—digital and in person—helps reinforce credibility and positions them as strong, reliable candidates from the very start.

After going through a lengthy hiring process, the coveted moment arrives: a dream job offer. The next step is to discuss compensation. However, most candidates feel insecure about negotiating salary. Being afraid to let such an ideal opportunity slip away often causes them to settle for less.

When someone receives an offer, they should review it carefully. Ideally, they should research salary benchmarks for the role, industry, and location to understand what’s fair for their situation and experience. Negotiation is a normal part of the process—employers expect it. So approaching this conversation with confidence is paramount.

Now that we’ve reviewed seven tips for laid-off employees to land their ideal job, here’s an extra tip for HR teams and business leaders: To provide truly outstanding career transition support to your organization, consider implementing career frameworks and offering outplacement services.

With career frameworks, your employees will know exactly what to expect throughout their time with the company. For example, they’ll understand what skills to develop and education to pursue to become managers or executives. Having this information will also better position them to find their dream job in the event they’re laid off.

Through outplacement, your laid-off employees will have access to services like personalized career coaching, job search platforms, and resume writing support. This support is incredibly valuable for individuals looking to resume their careers after layoffs—and, for many of them, decisive in finding their ideal job. 

Moreover, providing these services will show your surviving staff that your organization cares for its employees at every stage, potentially improving talent retention, morale, and productivity.

To secure the ideal role after a layoff, forget luck—it’s all about preparation, resilience, and proper support. HR teams and managers can make a difference by offering employees access to outplacement services such as career coaching, job search tools, and resume-writing support.

By investing in outplacement, you will empower employees to secure fulfilling new roles while reinforcing your company’s reputation as a supportive, people-first employer.

If you’re ready to adopt outplacement in your organization, click below to connect with our Careerminds experts. Our modern, results-driven approach to outplacement services might be the help you need to ensure that departing employees land their next ideal job, and boost engagement for those remaining.