An outplacement scan is an accessible way to quickly gain insight into your career situation, without having to commit to a full programme straight away. Whether you’ve unexpectedly lost your job, realise that your current role no longer suits you, or simply want to know where you stand: a scan can provide a surprising amount of clarity. In this article, we answer the most frequently asked questions about the outplacement scan, so that you know exactly what to expect.
What exactly is an outplacement scan?
An outplacement scan is a brief assessment of your career situation, talents, ambitions and opportunities in the job market. It is an initial exploration – not a comprehensive programme – in which, over the course of one or a few sessions with a career coach, you gain a clear picture of who you are, what you’re capable of and which direction suits you best.
The scan provides, as it were, a snapshot of your professional situation. You identify your strengths, motivations and development goals, and gain an initial impression of the opportunities the labour market has to offer you. Consider questions such as: what are my core qualities? What do I want from my next career move? And which sectors or roles align with that? An outplacement scan provides answers to these questions in an accessible, clear and structured way.
When is an outplacement assessment a good idea?
An outplacement assessment is useful if you are unsure about the direction of your career but do not yet know whether a full outplacement programme is necessary. It is a good first step if you are facing imminent redundancy, a reorganisation, or simply feel that your current job no longer suits you.
Specific situations in which a scan proves effective include:
- Your employer has announced a reorganisation and your role is under review.
- Your contract is coming to an end and you’d like to know what your next step might be.
- You feel that you’ve outgrown your role, but you’re not sure which direction you want to go in.
- You want to gain an understanding of your own talents and behavioural preferences before making a decision.
- Your employer wants to get an idea of the situation first before launching a full-scale process.
A scan is therefore not an end in itself, but a starting point. It helps you – and, where applicable, your employer – to make informed decisions about the next steps.
How does an outplacement assessment work in practice?
An outplacement assessment usually consists of one or two sessions with an experienced career coach, supplemented by a self-reflection tool or assessment. During these sessions, you work together to explore your career history, your talents, your values and your ambitions. The result is a clear overview of your situation and an initial direction for your next step.
In practice, a scan often proceeds as follows:
- Intake and introduction: You’ll discuss your current situation, your background and what you hope to achieve with the scan.
- Self-awareness and self-exploration: Through targeted questions and, in some cases, a tool such as a talent scan, you can identify your core qualities and motivations.
- Labour market survey: Your coach will help you get an initial idea of the opportunities and possibilities that match your profile.
- Advice and recommendation: You will receive specific advice on possible next steps, whether that involves a full outplacement programme or another form of support.
The assessment has been deliberately kept concise so that you can quickly gain an accurate picture of your situation without any major hurdles. Scientifically-backed methods, such as online brain games that provide insight into your cognitive and behavioural preferences, can be a valuable addition to this process.
What are the specific benefits of an outplacement assessment?
First and foremost, an outplacement scan provides you with self-insight: a clear picture of your talents, motivations and career opportunities. It also gives you practical advice on the direction that suits you best and whether further support would be beneficial. You’ll come away from the scan with greater confidence and a clearer sense of direction.
More specifically, following an outplacement assessment, you can expect the following:
- An understanding of your strengths and what sets you apart in the job market.
- Greater clarity about what you want from your next job or role.
- An initial overview of opportunities that match your profile and ambitions.
- Honest advice on whether, and if so, what form of further support is right for you.
- More confidence to take the next step.
Many people find the scan an eye-opener. Not because anything new is discovered, but because their existing qualities and aspirations are finally articulated in concrete terms. This provides direction and energy for what lies ahead.
What is the difference between an outplacement assessment and a full outplacement programme?
The main difference lies in the depth and duration. An outplacement scan is a brief assessment, aimed at providing insight and advice. A full outplacement programme is a comprehensive support programme that guides you, step by step, from your current situation to a new job or career path.
Whilst a scan focuses on assessing your situation and providing an initial direction, a full programme involves much more:
- Comprehensive personality and talent analysis.
- Intensive career guidance over a longer period.
- Help with creating your CV and LinkedIn profile.
- Preparing for job interviews.
- Active labour market support and networking.
- Personalised coaching, tailored to your pace and needs.
A scan can serve as good preparation for a full programme, or it may show that a shorter, more specific form of support is sufficient. So one does not rule out the other, but they are two clearly distinct forms of support.
Who pays for the outplacement assessment: the employee or the employer?
In most cases, the employer pays for the outplacement assessment, particularly if it is carried out as part of a reorganisation, redundancy or termination of employment. In certain situations, employers are legally obliged to offer outplacement support, and an assessment often falls under this.
However, there are also situations in which an employee chooses to take a career assessment of their own accord, for example if they wish to explore which career move is right for them. In such cases, the employee may cover the costs themselves, but there are also options to fund this through a personal training budget or a career development scheme provided by the employer. It is always worth discussing this with your line manager or the HR department.
Good to know: the cost of an outplacement assessment is generally lower than that of a full outplacement programme, making it an accessible first step for both the employer and the employee.
How Nieuwkans helps you with outplacement
At Nieuwkans, we believe that every person is unique and that taking the right first step makes all the difference. Whether you’ve just been told your role is being made redundant, or have been harbouring doubts about your career for a while, we’re here to support you with personalised, expert guidance. What we offer:
- An accessible exploration of your career situation, talents and ambitions.
- Scientifically-backed methods, including the BrainsFirst approach, to help you gain insight into your natural talents and behavioural preferences.
- Always tailor-made, never a one-size-fits-all approach, because you’re at the heart of what we do.
- Support from experienced career coaches based at our office in Utrecht.
- Clear advice on the next step that suits you best.
Would you like to find out what an outplacement assessment could do for you? Take a look at our range of services for outplacement for employees or contact us directly for a no-obligation chat. Together, we’ll explore your next step.