Some employers think outplacement services are too costly and only provide lengthy counseling and coaching sessions that can stretch out over months. Some employees think that they would rather have the cost of these services in the form of additional severance dollars believing that they already know how to conduct a successful transition on their own.

Actually, outplacement services don´t have to be lengthy or costly to be effective. Thanks to technology, there are alternatives to traditional outplacement services that may appeal to both the employer´s budget and the departing employee´s concerns.

Today´s career professionals offer high-quality services in a timely and cost-effective manner through technology and group work. Members of the Association of Career Professionals International are career professionals trained and certified to help individuals and businesses assess and leverage skills and talents to achieve success through a variety of different ways. For instance, they can offer seminars to a group of employees from one firm or many, instead of providing one-on-one counseling to each employee. They can even take the group concept one step further by offering teleweb courses. Using group, instead of individual, counseling sessions, employers save money while employees receive advice on résumé writing and interviewing, and get the chance to meet others in the job market, compare notes and network.

Career professionals who offer online counseling and other job hunting services permit clients to work at their own pace from the comfort of home or the privacy of their offices. On line programs also permit employees to choose and use only the tools they need.

Using the Web

The Web is a less traditional outplacement service, but it is growing in popularity as a way to leverage technology to benefit both the employer and the outplaced employee. Often a virtual career center can give clients access to all the information a brick-and-mortar career center could provide-and more. Some Web services include:

• Online classes in job-search skills and career development
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• Online tutorials for interviewing skills
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• Career assessment tools such as self-assessment and testing
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• Career counseling through e-mail or "live chat" opportunities
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• Access to resources through an online library or links to other Web sites
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• Posting useful information such as how to write a resume
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• Opportunity to post credentials on line
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• Resume building programs where the client enters information and resume is constructed from employment history and appropriate skills
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• Resume mailing services that track e-mails, cover letters and resumes
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• Job bank
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• Search engine that provides leads to targeted, appropriate jobs
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• Tips on evaluating job offers
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• Video coaching

Historically, career professionals have tended to meet one-on-one, over and over, but as technology makes further inroads into our lives, both employers and employees are more willing to accept alternatives to traditional face time.

But for those who prefer face-to-face contact, group work is relatively inexpensive and is a positive way to save employers and clients money, and to maximize the time and talent of the career professionals.

There are low-tech alternatives to the Web as well, as career professionals can supplement individual or group counseling sessions with a program using audiotapes or CDs.

Determining Costs

Companies can purchase outplacement services for a wide range of prices from ranging from very low to the high end of the scale. But as with many things, you get what you pay for.

The first step a company must take is to determine how much it is willing to spend on outplacement services-either per employee or for the entire project. Taking the time to set a budget will help the career professional develop a program that will best serve the departing employees within the budget framework suggested by the employer.

Determining how much to spend depends on the corporate culture. If an employer wants to send a message that it values and supports its employees at all stages of their employment, then the way outplaced employees are treated will reflect that. If outplaced employees are treated them with the same kind of respect on the way out that was shown when they came on board, that helps a company establish a reputation as a good place to work, reassures employees remaining on the job and helps attract and retain other workers.

Truly bridging a person to the next job means that a company will have to spend a little more money on counseling and resources. But that cost can be justified by reputable career professionals who can impart a company´s philosophy to outplaced employees that simultaneously helps them make the transition while sending a positive message to those remaining on the job. Choosing a career professional who has been trained or certified through ACP International ensures that you will be working with a professional who is bound by a defined set of ethical standards.

Employers should ask specific questions when going out to bid for outplacement and other services. For example, if a career professional offers "one on one" counseling, the company should determine the format of that counseling-Is it face to face? Telephone? Web? Is it a scheduled appointment or a 1-800 line where each employee gets 10 minutes with a live rep?

It´s never easy for a company to decide that layoffs are necessary, and in tight economic times, it may also be necessary to trim costs in outplacement services. Consulting a career professional who has experience in group work and technology can save you money while bridging departing employees to new jobs and careers.