OutPlacement - NewPlacement - Career coaching

NewPlacement AG
Technologiezentrum
Meisenstraße 96
33607 Bielefeld Germany
Telephone: +49 (0) 521 8009368
Fax: +49 (0) 521 80189337
E-Mail: info@NewPlacement.de

 
 
NewPlacement AG - deutsch
NewPlacement AG - deutsch
NewPlacement AG - french
NewPlacement AG - french
 
 
 
  • Christof Küchler

    The holistic and individual

    NewPlacement-Coaching

    NewPlacement goes a step beyond classic outplacement by combining consulting with management coaching and aspects of marketing & sales.

  • Angela Babel

    The holistic and individual

    Candidate viewpoint

    Optimizing your application process - NewPlacement coaching is based on the insight that successful managers are often experts in their fields but less so in marketing themselves.

  • Norbert Roseneck

    The holistic and individual

    Company viewpoint

    Safeguarding your reputation and workflow - Providing constructive support for a manager's reorientation rather than mere "compensation" will smooth the difficult process of severance and prevent damage to your company's reputation.

  • Sabine Knierim Tribouillier

    The holistic and individual

    Career coaching

    Coaching originated in competitive sports, where it is used to increase both individual and team performance. This concept has found its way into the business world

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    About us - our approach

    Innovative methods - NewPlacement takes classic outplacement consulting to the next level: a holistic, individualized approach.

  • Various

    FAQs

    Can I switch outplacement companies during my consultations? - Do you use psychological testing? - Why doen´t NewPlacement use video training? - What do you tell my company about me? - and so on ...

 
 

Cost-benefit analysis NewPlacement coaching
 
Key question: What amount of money do you want to earn in total until your retirement. And what part of it do you want to invest in your career protection?
 
In management, the question of "make or buy" or "return on investment" is often asked. If you are looking for a new challenge, you could do a similar analysis for yourself. If you consider that with every job search or decision you make, you are setting a decisive course for securing your income until retirement, then it is easily a question of securing a 7-digit amount. If you make mistakes, this amount can be significantly reduced. That is why you should use the checklist to critically examine whether you are on the right track on a stand-alone basis. Otherwise you may have to accept disadvantages in terms of job level, salary, company image, region and the chance afterwards.
 
The following factors should be considered:
 
1. remaining working time until retirement?
With a remaining working time of 10 years, the share of costs for coaching to secure the career is only about 1.5% in relation to future annual salaries. Even if you plan an additional NewPlacement update after 5 years, you will still be charged a 2% career protection fee over the entire period.
 
2. age corresponding with experience?
The commercial manager with 50+ for example is competing with competitors in their early 40s, so the next career step may have to be announced.
However, the first jump into the integrated company (managing director, board of directors) is demanding.
 
3rd annual salary level in the pyramid view?
The higher the salary expectations, the narrower the target corridor in the application market. Here, very good and broad access is needed to find the right vacancies.
 
4. market demand for my offer on the job market?
The more specialised the offer, the narrower the personal labour market. Few offers have to be tracked down and processed in a highly professional manner.
 
5. how high is the hidden share of potential job advertisements?
The higher positioned or more indispensable in the company, > 66% of new appointments are sought in the completely hidden market. Appropriate networking or access is required for these positions. Databases of headhunter addresses are of little use to you if they are not permanently verified according to confidence index, data protection, project and process management, activities without order, etc. as is the case with us. This requires a risk assessment.
 
6. duration of stay in the last job > 7 years?
A long retention period in the previous company, especially in the same job, fuels fears regarding the integration ability in a new company. This requires a sophisticated application and interview strategy.
 
7. is there a proactive change story?
The market demands perpetrators and not victims. A saleable change motivation with internal counter-offer requires a lot of experience in the job application market. "by mutual agreement" or similar Formulations are career killers.
 
8. can references from the current/previous company be named?
Already during the separation process the experienced coach helps to secure references.
 
9. is there disturbing information on the Internet?
In spite of all legislation, it is difficult to eliminate disturbing information on the Internet. However, with a lot of experience, it is usually possible to proactively integrate the entries into the application process.
 
10 What does every delay in the application process cost?
The necessary calculation until the new start includes the difference between unemployment benefit and salary or loss of the sprinter bonus per month and in its entirety. This risk value must be balanced against the costs of professional coaching.
 
11. is your mobility restricted?
If the target window is limited due to personally restricted mobility, you need a scan of the region's projects as complete as possible. Of course, this also includes the headhunters of other regions who have corresponding assignments. These can also be headhunters from Austria and Switzerland, for example. In this case it is good to be able to fall back on a professional network.
 
Gern erörtern wir diese Punkte persönlich mit Ihnen in einem kostenfreien und unverbindlichen Informationsgespräch ganz in Ihrer Nähe.
 
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