Virtual Outplacement Involves Human Coaching

September 09, 2014 by Raymond Lee

With the annual HR Technology Conference just around the corner, we want to take a moment to talk about how virtual outplacement continues to grow versus the traditional model. Companies continue to look for current technology as part of their outplacement offering as well require virtual outplacement in whole or part of their organization’s outplacement RFP.


However, with the fast growth of technology fueled outplacement services, we still have some people ask if virtual outplacement is self-service with no human interaction. As we all know, 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, job search, resume writing, career evaluations, interview preparation, and networking assistance.

Virtual Outplacement

Thanks to the steady and exciting boom in technology, everything that can go virtual, is going virtual. The blending of outplacement with technology to bring us virtual outplacement services has 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 coaching interactions out of the equation. The fact is, Virtual Outplacement does involve human coaching. 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.

Career Coaching

Along with all of the other services and support, the right virtual outplacement program must 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, assign coaches as closely to their participants as possible, because different locations can mean different salaries, expectations and industry standards.

Personalized & One-On-One

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. Coaches guide each participant through all steps and services of their tailored program. These one-on-one sessions may cover things like:

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

Coaches are responsible to see each participant through the outplacement process. Because each transitioning employee will have different needs and different areas of strengths and weaknesses, coaches are in charge of developing a unique and tailored career transition plan. The career coach professional should 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, technology, 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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