Outplacement Services Procurement Intelligence Report, 2024 - 2030 (Revenue Forecast, Supplier Ranking & Matrix, Emerging Technologies, Pricing Models, Cost Structure, Engagement & Operating Model, Competitive Landscape)

Every organization and its procurement team look forward to negotiating the best deal while procuring a set of products or subscribing to services. Rate benchmarking involves price/cost comparison of more than one set of products/services to analyze the most efficient combination that can potentially help the procurement team in getting the optimum rate.

The prices (in the U.S.) for different types of outplacement services are as follows:

a)       Low-to-no-touch outplacement services: This entry-level outplacement services package often include assistance in choosing available opportunities that may be of interest to the candidate as well as resume and cover letter preparation. Usually, these endure for 29 days to 44 days. It is charged between USD 999 to USD 1,499 per employee.

b)      Medium-touch outplacement services: This includes composing cover letters and resumes, networking site optimization, individual or group interview preparation sessions, and mock interviews. Usually, they are provided for up to 89 days to affected personnel. It is charged up-to USD 4,999 per employee.

c)       Full-touch outplacement services: This is typically offered to executives or management, with a lot more personalized approach. It lasts longer (sometimes up to 119 days), and cover everything from basic and second-tier plans to some more uncommon services. It is charged between USD 2,499 to USD 9,999 per employee.

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Labor cost is one of the key components of the total incurred costs while offering a product or service. Therefore, an organization must decide on whether the focus category should be retained in-house or outsourced if the organization is providing its products or services at competitive prices. If the organization decides in favor of outsourcing, it must understand the difference in the salary structures of suppliers before selecting a supplier and formulating a negotiation strategy.

According to our research, Outplacement Consultant working with Hays plc and Adecco Group AG receives 10% - 15% higher base salary compared to the salary received by Outplacement Consultants working with Chiumento Limited and Career Insight Group. However, the year-on-year increment rate in all these companies majorly depends on the Key Result Areas (KRAs).

Organizations may find it cumbersome to continuously track all the latest developments in their supplier landscape. Outsourcing the activities related to gathering intelligence allows organizations to focus on their core offerings. At this juncture, our newsletter service can help organizations stay updated with the latest developments and innovations and subsequently assist in preventing disruptions in the supply chain. We have identified the following developments within the Outplacement Services category over the last two years:

In June 2023, Daily Muse Inc. introduced ‘Coach Connect Outplacement Services’, a customized coaching program that employers can provide to departing workers as they move on to their next opportunity in case of a layoff. The program assists businesses in putting customized coaching services into place and providing considerate support to those moving into new roles.

In June 2023, ManpowerGroup Global’s division, Talent Solutions launched ‘Next’, an innovative digital solution improving and revolutionizing the outplacement process and providing individuals with the greatest results possible during their career shift. The launch of the platform has enabled the company to enhance career transitioning experience with the integration of cutting-edge technology, content, and coaching.

In March 2023, Mercer LLC announced the acquisition of Leapgen LLC. The acquisition has strengthened Mercer's standing as a reliable consultant in the rapidly expanding market for digital HR strategies, including outplacement. The acquisition has enabled Mercer with digital HR capabilities, offering workforce technology and employee experience outcomes that are better, and the ability to make better technological decisions.