Directory

111 linked keywords from A-Z about career, separation, networking, application and success.

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1/10 Our product portfolio

ranges from separation management to outplacement and premium placement.

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2/10 Our USP

What distinguishes us from other providers and their consulting services in the long term.

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3/10 OutPlacement 2.0

is the further development of the OutPlacement approach for a future-oriented separation.

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4/10 NewPlacement 8S

is based on the well-founded Management Integral and stands for its 8 runways to success.

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5/10 PremiumPlacement

for managing directors / C-level with high demands on individuality and networking.

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6/10 Upgrade from outplace

for managers who are stuck in an outplace or transfer measure without success.

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7/10 Career advice

based on the management balance for decisions under security and with a future.

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8/10 Rescue Coaching

is aimed at managers who find themselves on the "downward" slope in their jobs.

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9/10 Online Coaching

on demand is aimed primarily at expatriates in change and managers worldwide.

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10/10 Separation management

includes both prevention and fair and future-oriented separation.

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NewPlacement in Austria

For about 30 years, our organ-experienced and networked SeniorPartner support managing directors / C-Level, executives and specialists at eye level in the professional job search with almost 100% success and guarantee, especially in difficult initial situations and vacancies inaccessible to them. Our career consulting is based on your management integral for clear direction and more performance. Furthermore, as a LeadProvider, we turn to companies that are looking for a fair, future-oriented and relaxed separation for specialists and executives .
 
In Graz, Innsbruck, Linz, Salzburg and Vienna as well as in more than 60 European locations and worldwide OnlineCoaching we offer a non-binding and free of charge Information interview.


Most popular links

1/6 Jobsuche in Eigenregie

Job-Vakanzen finden ist nicht schwer, zu gewinnen umso mehr!

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5/6 Inverse Headhunting 2.0

with sophisticated market maturity and without the use of headhunters access to decision makers

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1/6 Our SeniorPartners

are organically experienced with management experience and industry network at a high level.

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3/6 Our methodology

allows far-reaching individuality and matching based on your management balance sheet.

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4/6 Professional job search

is based on your management integral and uses up to 8 runways in parallel for success.

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6/6 OutPlacement Blog

Weekly contributions, such as pitfalls of the job application market or job application poster

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Our range of services

We provide our support in the 6 rolling phases of career change (see below) in the areas of strategy, career development, networking, application support, professional and social skills as well as politics and diplomacy for board members, managing directors, C-level, executives and specialists. We support companies in professional separation management with their specialists and executives for more fairness, relaxation and future orientation as well as relief of HR managers and successful reorientation of those concerned.


Phase 0: Bilateral separation management

1/8 Principles

A professional separation is characterized by fairness, respect, relaxation and future orientation on both sides and accepts the right to unilateral decision-making.

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2/8 Prevention

Separation prevention, supported by appropriate coaching, is an important tool for companies (securing competencies) and for managers (rescue).

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3/8 External career move

If the executive has decided to continue his or her career outside the company, a professional transition should be ensured.

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4/8 Termination agreement

NewPlacement AG's set screw model helps to determine all parameters, even disputed ones, in a mutual compromise without dispute and court.

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5/8 Internal and external communication

Communication regarding the separation must be very carefully planned in terms of content and timing. Premature expressions of anger and disappointment are usually irreversible.

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6/8 Exemption

The determination of the time of release should do equal justice to the transition in the company and the future process of the executive.

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7/8 Report card

The draft report should be prepared by the NewPlacement coach after status analysis and goal focusing and revised by the company.

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8/8 References

Personal references have surpassed the testimonial in importance. References should be clarified already in the context of the cancellation.

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Phase I: Status Analysis & Target Focus

1/6 Full day biography

In contrast to the biographical analysis (check your CV), the biography provides a much more solid basis (management balance sheet) for the further process.

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2/6 Soft Skills & Motivations

Strengths, weaknesses and motivations cannot be generated from manuals, but must be expertly explored and integrated.

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3/6 Re-biography

With our unique re-biography we enable your self-reflection from the meta-level in terms of achievements, experiences and competencies, among other things.

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4/6 Your utility analysis

The personal utility values in relation to future professional challenges also allows the mirror for the current situation and job offers.

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5/6 Demand factors

Target setting cannot take place in a vacuum. The current requirements of the market must be elicited and reflected.

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6/6 Target setting

Based on your management profile and your utility values, you will get clarity on which career paths you want to follow from your current location.

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Phase II: Positioning & Market Readiness

1/7 Success database

The approximately 20-page success database contains all the basic information needed for the preparation of documents and subsequent matching with job offers.

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2/7 Success story

The success story is the basis for the short or detailed profile with cover sheet, brief overview, range of services and experience, project list and 3D history.

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3/7 Profit carried forward

For each application project and each interview stage, an individualized script is required for matching the company's demand factors.

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4/7 Positioning

Every applicant needs a unique positioning with characteristics, fields of success and abilities.

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5/7 Addressing the market

Standard letters of application from (hand-) books clearly lose out to complete individualisation in the competition between applicants.

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6/7 Discussion strategy

The operational follows the startegy. Therefore, the essential points of the conversation strategy must first be worked out depending on the situation and stage.

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7/7 Market maturity

Your market readiness is the indispensable prerequisite for all application activities. Otherwise you burn time and contacts.

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Phase III: Networking, Process & Matching

1/9 Application strategy

Again, the operational follows the strategy. Selection, scope and timing for the 8 runways to success are defined.

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2/9 Market scan

Vacancies with leadership or management responsibility are usually not published: access to the headhunter universe, among other things.

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3/9 Reactive applications

Applications for advertised vacancies must be completely individualized after further research (company, decision-maker, etc.).

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4/9 Inverse headhunting

Initiative needs research with companies and decision-makers with individual matching based on your management balance sheet.

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5/9 Networking

The vacancy information of the contacts of NewPlacement, PersonalAG (headhunter) and the candidates are individually converted into applications / recommendations.

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6/9 Interim management

In the case of tight search projects, the time can be bridged, if necessary, with interim tasks - also at another level - and the own profile can be strengthened.

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7/9 Digital I

The Digital I must be adapted to the application strategy in social networks and in relation to GOOGLE.

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8/9 Independence

Self-employment to improve the starting position on the job application market is an important element of strategy and can also lead to lasting challenges.

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9/9 Contract

Contract negotiations carry a not inconsiderable risk of late failure of the application if the tension is not kept high.

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Phase IV: Onboarding & Job Insurance

1/8 Strategy & Lineup

Before taking on a new challenge, intensive strategic preparation must take place with an organisational constellation with the coach.

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2/8 The first day

The first day or the first impression made (including the inaugural speech) paves the way for onboarding. The 360-degree application process continues.

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3/8 Fill in position

If the position has been orphaned for some time, responsibilities often need to be reclaimed and new boundaries drawn.

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4/8 Employees & Jour Fixe

The hierarchical structure of the employees must be recorded. A jour fixe culture for groups as well as for individual discussions helps.

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5/8 Colleagues & Meetings

Colleagues also need to be won over. Everyone first checks what your attitude means for him personally and what benefit or danger you pose.

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6/8 Supervisors

A proactive jour fixe culture with an agenda and protocol system must also be established with the supervisor or the supervisory bodies.

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7/8 100-day paper

Even if it's not required, a 100-day paper that pulls together all the intelligence of the company helps with integration and reflection.

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8/8 Completion of probationary period

Even if the probationary period has been successfully completed, you should not let your early warning system fall asleep: Coaching on demand for dangerous signals.

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Phase V: Coaching on demand & update

1/9 Coaching on demand

Some of the principles of classical architecture can be transferred to career management (firmitas, utilitas, venustas).

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2/9 Change of supervisor

When the supervisor who hired you is replaced, a new application and establishment process starts for you.

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3/9 Carriage Rally

When a new promising position is advertised internally, you have to make your application politically with the involvement of your current supervisor.

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4/9 Centre of life

If a transfer of the centre of life was already agreed at the time of recruitment, this also affects the family. Circumventions or delays are problematic.

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5/9 MicroManagement

After a career jump, especially to the organ level, there is the danger of micro-management with a focus on the usual operational.

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6/9 Degradation

Demotions can have a variety of reasons (including dismantling hierarchies). This kink in your career can be countered by staying long or leaving.

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7/9 Company sale

A company sale involves opportunities and risks. If your job is within the synergy area, you need to reposition yourself in time.

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8/9 Job in danger

If your job is in danger, there are usually various early warning signals that are ignored more and more often the longer you work for the company.

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9/9 NewPlacement update

In the case of separations or the next career step, the NewPlacement update, which is based on the NewPlacement coaching, guarantees a professional process.

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