When choosing an outplacement firm, there are a number of criteria to keep in mind. We hope that you will find the following to be a guide in your search for an outplacement firm that will best serve your needs.

Results - What is the success rate of your outplaced clients? How soon do your clients find satisfying jobs? On what criteria do your base your stated success?

History/Longevity - How long have you been providing companies with outplacement services in the central Massachusetts area? What types of clients have you assisted? Who are your repeat company clients? Is this company dependable now and for the future?

Conflict of Interest - Choose an outplacement firm that specializes in outplacement, not a placement agency whose sideline work is outplacement or whose outplacement service is newly developed. As the person in charge of hiring an outplacement service, you want to be sure that your people are getting confidential, totally objective, competent assistance. When outplacement firms exist within placement agencies, they may tend to feed these placement agencies with a steady stream of clients. Can an outplacement service guarantee objective, professional counseling if it refers them over to its placement agency?

Cost - Some outplacement firms base fees on a percentage of the former employee's salary. Is paying a percentage of salary really in your favor or guaranteeing any better service per person? Cost should be based upon the services rendered regarding outplacement counseling not on the level of the person's past job salary. This insures that each and every client receives the highest quality service.

Consultant Competency - Choose an outplacement firm whose consultants hold advanced degrees and experience in counseling and business. Both are required. Insure that the consultant has had actual work experience in various business environments, in addition to updated training as an outplacement counselor. Your employees need role models who know the realities and success with their own careers and who have experience and proven results with clients. Is the consultant competent to adjust company programs to fully meet the unique needs of each client?

Flexibility - Will the outplacement firm help or hinder your already existing employment and separation policies? Will the outplacement consultant address your employees’ specific needs, such as health, career change, financial issues, and effectively counsel and aid in answering these needs? Is the counseling schedule paced in a way that provides the participant the opportunity to apply what is learned and to check back in with their consultant for feedback and support as they move forward? Ask for proof.

Timeliness - What measures are taken to ensure that your outplaced employee will begin outplacement instruction as early and regularly as possible upon or before separation? How does the firm demonstrate individual attention by a professional to the employee? Are you being billed while your employee is spending time unassisted on the firm's premises?