There has been a lot of buzz about outplacement firms lately. Visit http://outplacing.com to learn more.

People previously unfamiliar with outplacement became interested in the idea after the release of the movie Up in the Air, in which George Clooney's character works for an outplacement company. For employers and people in the employment business, outplacement became important during the economic downturn.

There are lots of questions that will arise and things to consider if your organization is in the market for an outplacement firm. Power Connections, a California-based outplacement firm, recently released a report detailing three ways you can find a firm that is headed in the right direction.

"For a time, outplacement was handled in an impersonal, technology-driven way," Susan Howington, President and CEO of Power Connections, said. "It was an inhumane approach to a very sensitive situation. I'm happy to see the renewal of personal service that has been occurring in the marketplace."

Here are three things to look for in an outplacement firm:
1. They value face-to-face communication.
In 2009, when group layoffs were more prevalent than they have been in years, many organizations lost the personal touch.

"I talked to people who were laid off via PA systems, e-mails, closed-circuit TV and with an armed security guard at the door," Howington said. "The lack of respect for employees who've served you for, in many cases, years is astounding."

Still, whether it's a layoff, hiring or employee review, Howington believes that the personal conversations take just a little extra effort and go a long way toward achieving the desired impact. In many outplacement programs, studies show that less than 15 percent of the total service time is spent with a consultant.

2. They have an established process.
"Many aspects of Up in the Air were quite accurate," Howington noted. "Most companies do have the outplacement representative in the room next door or down the hall with a packet in hand that explains the career transition benefits being provided to the separated employee. This is actually the 'silver lining' of the termination."

Outplacement companies that take a personal approach don't stop there, however, and have an established process to follow-up, connect with and place recently outplaced employees.

3. They customize their approach for various levels.
The outplacement approach should be tailored depending on each employee's level of experience. Employees should be paired or networked with their peers.

"Your outplaced employees each have different needs, especially when it comes to what they're looking for in their next position," Howington said. "Whether they're entry-level and needing to find a position right away or a veteran executive who is looking for their next new approach, a great outplacement organization will recognize their needs."