OutPlacement - NewPlacement - Career coaching

NewPlacement AG
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 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


    About us - our approach

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

  • Various


    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 ...


OutPlacement Blog of NewPlacement AG

03 March 2021 Pitfalls in the application process (10)
Looking back in anger at the previous company. It is especially common to violate the principle of the application process, "All previous companies, supervisors, colleagues, employees and partners are and will remain great." This leads to a transformation "What will he say about us when he leaves us again". Therefore, "separation by mutual consent" or litigation with the previous employer combined with refusal of telephone references are problematic "selling points" for your application. A move to the competition can also cause concern at the new company. However, if you take a step back when looking back and see all sides, it is no longer difficult, together with the NewPlacement coach, to also recognize and communicate the many positive aspects. This gives the new company and its decision-makers a sense of security, especially with regard to loyalty.
February 24, 2021
Pitfalls in the application process (9)
Approach and contact persons. Unsolicited applications by executives to companies are aimed on the one hand at existing vacancies that are in the internal or covert filling phase, and on the other at latent dissatisfaction that requires a change impulse from a suitable applicant. Here, many mistakes are made with regard to the acting persons, communication channels, approach and contact persons as well as neglect of confidentiality. In this case, the telephone approach is only recommended if there is a resilient familiarity with the specialist superior for the position in question. Telephone inquiries in the personnel department, sending in of portfolios as well as harnessing of contacts in the enterprise lead particularly with the change impulse only in rare cases to the goal and can even close doors. Therefore, these initiatives should always be top-down, without application character and ideally from a third party as a postal hybrid recommendation with appropriate bridging.
February 17, 2021
Pitfalls in the application process (8)
Your questions. Your detailed interest in the new company, its culture, and all the circumstances surrounding the job posting is absolutely understandable. However, corresponding questions, e.g. to the owner "How would you describe your leadership behavior?" or "What happened to the predecessor?" or to the headhunter about very specific technical details, unfortunately often trigger discomfort among the interviewers in the application process. Since the progress after the first acquaintance is predominantly left to the "gut feeling", you should not trigger this negatively. In particular, there are always breaches of confidentiality in the early stages of the application process. Many things cannot be inquired about, but only experienced. For this purpose, read the principles of your company on the homepage again now after the separation. Work out individual interview strategies, scripts as well as re-briefings by project and stage together with a NewPlacement coach. Empathy and developed perspectives play a decisive role in this process. If you mentally sit in the other person's chair, you will find the right tone even in tricky situations.
February 10, 2021 Pitfalls in the application process (7)
Foreign language CV. Do not give your CV to a native speaker for translation, but translate it yourself line by line at your language level. Otherwise you will suggest a wrong language level (e.g. native instead of business fluent) to your later interviewers in the application process. Irritation and disappointment in the further application process and after starting the job are pre-programmed. The self-translation is also a perfect training for the upcoming foreign language job interviews. After your translation, the NewPlacement coach will work with you to find mistakes and replace them with better formulations. Afterwards, you will have an appropriate foreign-language "script" for the job interviews, which will give you confidence and aplomb and also integrate the company's 50 or so demand factors accordingly. 
February 03, 2021
Pitfalls in the application process (6)
Networking. Your network of contacts is an ideal source of information about current and future changes in your contacts' companies that may be relevant to you. However, due in part to compliance, influence, and bypassing HR, it is not an appropriate conduit for your application or materials. This information should be provided via referral marketing directly to the respective decision maker via a third party (hybrid, free of charge for the company). This is also how the relevant contacts from the NewPlacement network are handled.
The maintenance of the contact network is often underestimated. It is difficult to reactivate contacts that you have not "served" for 5 or 10 years for your job search. For this purpose, NewPlacement has developed an appropriate multi-level tool that helps you to revitalize or increase the "usable" contact network for your job search.
January 27, 2021
Pitfalls in the application process (5)
Downgrading. When you apply to headhunters/companies for positions below your current level, you suggest a lack of confidence in your experience and skills, as well as overachievement in your last position. Even if the company hires you at the lower level, there may be discrepancies with the supervisor, who may not yet have your experience level, or a bore-out on your part. Both could lead to a separation, often still in the probationary period. This reduces your chances of a follow-up.
However, if the job is interesting in terms of its content and objectives, you could consider it on an interim basis, regardless of the level, in order to gain time to look for a longer-term and strategically correct position. However, NewPlacement experience is required when presenting this interim position on the resume.
January 20, 2021
Pitfalls in the application process (4)
References. Especially from your current or last company, they would like to have telephone references (boss, colleague) who worked closely with you. This can be problematic if "china was broken" during the separation. But even in this case the NewPlacement-Coach helps with creative solutions for the selection and involvement of the reference givers. References should be requested personally and appreciatively and become a "set screw" of the severance agreement.
Testimonials are your written references and should not be in the same style or use similar generic terminology across recent stations. Otherwise, you will quickly be seen as the actual testimonial writer and the testimonials will lose their value. When drafting testimonials (closing paragraph, proactive change motivation, evaluation, times and function descriptions), you should rely on your NewPlacement coach's years of marketing & sales experience. At the same time, the draft should not be consistently "very good", but should show structure and serve the future objective. The so-called "main tasks" in testimonial language should not be transferred 1:1 into the CV, as this rather needs a factorial presentation for the matching between the job requirements and your multidimensional management record.
January 13, 2021
Pitfalls in the application process (3).
Use of severance pay. Severance pay is an asset-building benefit only if you are directly connected to a job. Otherwise, it should be used to top up unemployment benefits and for professional support and access in the job application market (investment in your future). If you only bet on the top-up, you are playing high poker. Even first 1-2 spontaneous application projects, which can drag on for 8 weeks until a rejection, do not provide security for the job future and cost valuable time and financial reserves. Additionally, if the application time takes longer than hoped, the acceptance on the application market for you decreases. Together with a NewPlacement-Coach you drive a professional parallelism on up to 8 runways to success and have not only statistically a shorter placement time than "severance pay eaters". Late insight is problematic; nevertheless it is always worthwhile to talk to NewPlacement.
January 06, 2020
Pitfalls in the application process (2)
Sabbatical. Periods of unemployment are often presented as pure sabbatical without any intention (objective, time, place) in the resume of applicants. Similar to the stalwart "management consultant", who often comes across without industry focus, consulting products and projects, sabbaticals are also viewed very critically by headhunters or corporate decision-makers and questioned accordingly. With increasing length of a not credibly defined period of time the mistrust grows that already headhunter colleagues could have discovered problems with you, and already they take distance from your application.  Generally, the application process looks for gaps in your resume and assumes a lack of acceptance or performance. The experienced NewPlacement-Coach helps you to work through these gaps in terms of content and coherence and achieves together with you an increase of your chances to get a new job. 
December 30, 2020
Pitfalls in the application process (1)
Entry in the commercial register. Many applicants with a previous executive function (board member, managing director, authorized signatory) suggest in their documents their continued presence in the previous company (since ... or until today), although the entry in the commercial register documents a dismissal or release that has already taken place. This Internet check for the applicant's "digital self" is standard and a necessary safeguard for headhunters and/or company representatives. Therefore, in this case, you should split your last stop and have a proactive success story ready for the time after the removal from the commercial register. The longer the period of exemption lasts, the more clearly the interim period must be documented. Ideally, a NewPlacement coach with decades of management and coaching experience will be at your side.
Archive 2020