Outplacement and Career Transition – What are the advantages of working with PRS?

People Risk Solutions

There are several advantages that working with PRS will bring you:

We keep our range of services and programmes simple. We offer personalised and tailored programmes and we can provide these flexibility both to you as an organisation and to your employees. There are also five other features of our programmes.

1. Our programmes are straight-forward.
2. Our service is flexible.
3. We provide generous time frames for completing programmes.
4. We offer increasing levels of support.
5. We provide an opportunity to add further services.

What are the benefits?

We believe that you will see benefits at three levels – to the organisation, to HR and to your employees.

To the Organisation

• Managed risk
• External – reputation management
• Internal – enhanced employee morale
• Clear, transparent pricing structure
• Guaranteed response time
• Proactive Outplacement Partner
• Support in implementation

To HR

• Simple to implement
• Take away the heavy lifting
• Low maintenance and low risk
• Hassle free
• Transparency
• Hand over whole process to us
• Clear reporting of usage
• Clear guidelines for HR team
• End of phone / email support
• Confidentiality and Non-Disclosure

To your employees

• Clear level of service
• Top up facility
• Tailored to individual learning style
• Ownership rests with employee
• Focus on fulfilling dreams
• Job versus self-employment
• Flexibility to meet personal timescale
• Best practice

Our style and approach

PRS is wholly flexible and individual in our approach to outplacement. We create a structure around the individual to meet their very unique requirements whilst avoiding a sense of “processes”. PRS has quickly established a reputation in the London and the South East and is expanding this to other areas in the UK. We have become acknowledged as a niche player able to advise organisations on the best way to support their people who are going through career transition.

PRS works with people in a way that best suits them and their organisation. We offer one-to-one coaching, group workshops, a remote telephone and online support or a combined approach.

To find out more, contact PRS here

8 Top Tips for Your Job Search

top tips

In our experience you can avoid some of the early mistakes and pitfalls by following this simple, practical advice:

1. Call PRS before you start

Meet your career coach before you start making calls and meeting contacts. This will help you gain practical and valuable advice to help you get the most from these opportunities.

2. Think about what you will tell people who stop you in the road and ask you how you are?

Develop a single sentence that explains your current situation and your plans for the future.

3. Start to focus on this as an opportunity to do something new and better

When you see and speak to people try to focus on the positive aspects of your current situation.

4. Think about how you might use your network contacts and friends

When people see or call you tell them that you appreciate their interest and know they will be helpful if they can be, don’t put them on the spot by asking them to keep their ears open for job opportunities.

5. Keep your salary expectations quiet

By announcing a price tag you weaken your appeal and bargaining position. We will show you how to deal with salary questions. For the moment, if asked, just say you want your next position to offer fair reward for what you have to give.

6. Don’t prepare and mail CVs

We will work with you to construct a powerful CV which reflects what recruiters are looking for. We will also help you with covering letters. Bear in mind that in some situations you may not need a CV.

7. Advertised jobs are not the only way!

The advertised market is only one route to your next role and is very competitive. Keep a copy of advertisements that interest you so that you can discuss your approach to answering them with your career coach. We will show you how to differentiate yourself from the hundreds of other applicants and identify unadvertised sources of jobs in the hidden job market.

8. Take time to consider the alternatives

Don’t assume that you should continue in your current career path – there may well be other options. We can show you how to identify these and pursue them if they are appropriate for you and realistic for the marketplace.

If you have any questions about job searches, feel free to contact PRS here.

Outplacement – What steps can a company take to help people?


Last week’s news bulletins played footage of Deutsche Bank employees leaving their offices carrying cardboard boxes probably elicited a variety of feelings in viewers. Perhaps some are envisaging themselves in the departing employees’ shoes. Perhaps some have been there. Others will be thinking of employees they have had to let go and the responsibility they bear to their current employees.

We have already looked at why it is important and beneficial for employers to invest in their people at all stages during the employment cycle. But what does that look like in practice?

Investing in departing employees doesn’t mean cheaply discarding them.

When asking for our proposal for an outplacement assignment, one executive said: “We want to give the employees we let go a soft landing, but we don’t want to put too much into it.” When asked what he meant, he said, “Is there some online way to do this cheaply?”

There are many such ways, and in some cases they are entirely appropriate. There will be times when the job market is flourishing or when the employee in question is incredibly self-sufficient, has a battery of sought-after skills, and perhaps has youth on their side.

For senior executives with long service, or during times when the job market is a difficult or uncertain place to navigate, a deeper level of support may be required. In order to manage departures positively and ensure a successful ongoing relationship, a cheaper online option is not sufficient.

Think about what action you need to take and when.

PRS are available at every stage and our service doesn’t start when the severance agreement is drawn up. We will talk to you earlier on before any decisions have been taken and can work with you and support your in-house team during any initial consultation process. If you have a limited HR resource you may want to consider this option.

When you decide to meet us after a decision has been made we will help you decide exactly what level of support you want to give to each departing employee. We are flexible in our choice of programmes. One HR Manager who hired us for outplacement said: “I want a mix of online, on-the-phone and in-person connections. These people need real support and specific advice, not just webinars and tutorials.”

A bespoke and appropriate programme for each individual.

Overall we believe that regardless of the mode of delivery of services for exiting employees, companies should not make it about severing a relationship but rather view it as investing in an ongoing relationship. We don’t make it complicated and always tailor our level of programme to your budget and the needs of the departing employee.

For more information about our tailored Outplacement services, please contact PRS here.

Why should I give my people Outplacement?

your employees are your best pr

Your Employees and Ex-Employees are your best PR.

Companies invest in PR and Communications to promote their positives, their products, the benefits of their service and their commitment to the community. One of the most important “press releases” a company can have is how it handles the employee who leaves.

Even though employees may sign their severance agreements, they usually don’t feel happy to be let go, regardless of the circumstances. They’re angry. They’re also upset, embarrassed and confused. They will want to talk to people and the way in which you handle their departure will influence what they say.

Your Ex-Employees talk to others.

Through social media, ex-employees have a louder voice and wider audience than ever before. Scathing comments from disgruntled former employees can spread as virally as photos of cats and videos of politicians making gaffes. A company’s reputation can take a huge hit from the negative feedback and it can make recruiting top talent far more difficult in the future.

Yet the way a company deals with ex-employees should not be seen as a cynical damage-limitation exercise. It’s an opportunity to demonstrate that you genuinely care about the people who have worked hard for you. The relationship is not over – they will likely require references and, when they do talk to others, you would like to be recognised as an employer who takes care of employees at all stages of the career cycle. This message is equally important for potential and current employees to hear.

Your future Employees will look at how you treat people.

Employees who have been let go will be experiencing a barrage of negative emotions. However, for companies that provide a strong severance agreement and pay for months of outplacement or career services, it can mean the world to someone who needs support and help in finding new employment.

This can be a powerful lasting benefit for a company. One HR manager said to us: “You know, we are laying off many of these people, but they are people I care about and people I hired. When we recover from this setback in the business, we may want to hire them again. It’s a small world.”

Your current Employees are watching too.

Investing in your exiting employees often means that you care about them, and it sends a strong message to those left behind in the business too: “We care about you from beginning to end.” It builds esprit de corps with your current workforce and shows how you respond to something negative in a positive way.

Those employees who are leaving go on to talk to current employees with whom they often still have a relationship. They may even be tempted to post reviews on Glassdoor or provide a reference for your company. One HR manager who hired told me, “These people still have friends here, and they will need them as references. I know those who signed our severance agreed not to sue us, but they talk to others, and I want them to speak positively about the way we treated them. It will come back to us.”

For more information about Outplacement Services, please contact us here.