Virtual Outplacement Does Involve Humans. We Promise.

October 22, 2013 by Raymond Lee

Following up with a few things that we learned at this year’s HR Technology conference, we wanted to take a moment to talk about the virtual part of virtual outplacement. Most people know what outplacement is, but we get a few raised eyebrows when we tell people that we’re a virtual outplacement firm.



“The provision of assistance to laid-off employees in finding new employment, either as a benefit provided by the employer directly, or through a specialist service.”

Basically, outplacement services are meant to help transitioning employees find new positions and re-orientating them to the job market. This happens through services like career guidance, resume writing assistance, career evaluations, interview preparation, networking assistance and job search skills.

Virtual Outplacement

Thanks to the steady and exciting boom in technology, everything that can go virtual, is. The blending of outplacement with technology to bring us virtual outplacement services, made it more affordable and more convenient than traditional outplacement services, and therefore, an all around attractive option for employers and transitioning employees.

Keeping the Human in Human Resources

The fact that we offer virtual outplacement services doesn’t mean that we’ve taken one-on-one interactions out of the equation. As we work closely with HR, it is soundly not our goal to take the human out of human resources. Because it is called “virtual” outplacement, most people make assumptions about the quality and personalization of these services. Virtual does not mean, no one-on-one.


Along with all of the other services and support, the right virtual outplacement should offer the assistance of professional career coaches. Furthermore, these coaches should be as industry specific as possible. Someone needing placement in the healthcare industry will have significantly different needs than someone in IT. Additionally, be sure that whatever outplacement firm you choose, assigns coaches as closely to their participants as possible. Different locations can mean different salaries, expectations and industry standards. It is important to have a coach with all the relevant information.


Interactions with coaches can happen via whichever medium is easiest for the transitioning employee; this can be over the phone, email, web or chat-based coaching. These coaches guide each participant through all steps and services of their tailored program. These one-on-one sessions will cover:

  • Personality Assessment Review
  • Resume Development
  • Job Search
  • Networking Training
  • Interview Preparation

Tailored Experience

These coaches are responsible to see each participant through the outplacement process. Because each transitioning employee will have different needs, and different areas of strength and weakness, these coaches are in charge of developing a unique and tailored career transition plan. These career coach professionals work with their participants to create the best pathway to placement.

When virtual outplacement is done correctly, it combines the best of both worlds. You can have the personalization of a coach, and the convenience and user-friendly aspects of virtual tools and services.

Raymond Lee

Raymond Lee

Raymond Lee is the President of Careerminds, a global outplacement company based in Wilmington, Delaware. He has over 20 years of human resource, outplacement, and career consulting experience. He has his bachelor’s in psychology and holds a Master’s Degree in Industrial/Organizational Psychology from Louisiana Tech University. He is active in SHRM and ATD. Raymond’s been featured on SiriusXM Business Radio, CareerTalk, and the Wall Street Journal and he’s published a book titled, Clocking Out: A Stress-Free Guide to Career Transitions.

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