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 8020 Graz, Waagner-Biro-Straße 47, 6020 Innsbruck, Südtiroler Platz, 4020 Linz, Steingasse 6a, 5020 Salzburg, Eberhard-Fugger-Straße 3 und 1080 Vienna, Florianigasse 47-49 Top 14, as well as in more than 60 European locations and worldwide OnlineCoaching we offer a non-binding and free of charge Information interview.
For more than 30 years, our partnership has helped professionals and executives with their careers and job searches with nearly 100% success.
more1/11 Our product portfolio ranges from separation management to outplacement and premium placement.
more2/11 Our USP. What distinguishes us from other providers and their consulting services in the long term.
more3/11 Separation management includes both prevention and fair and future-oriented separation.
more4/11 OutPlacement 2.0 is the further development of the OutPlacement approach for a future-oriented separation.
more5/11 NewPlacement is based on the well-founded Management Integral and stands for its 8 runways to success.
more6/11 PremiumPlacement for managing directors / C-level with high demands on individuality and networking.
more7/11 Upgrade for managers who are stuck in an outplace or transfer measure without success.
more8/11 Career advice based on the management balance for decisions under security and with a future.
more9/11 Rescue Coaching is aimed at managers who find themselves on the "downward" slope in their jobs.
more10/11 Online Coaching on demand is aimed primarily at expatriates in change and managers worldwide.
more11/11 Directory. 115 linked keywords from A-Z about career, separation, networking, application and success.
moreThe 6 most popular links
1/6 Job search on your own
Finding job vacancies is not hard, winning them even more so! Chronology over 36 weeks.
more2/6 Inverse Headhunting 2.0
with sophisticated market maturity and without the use of headhunters access to decision makers
more4/6 The pitfalls in the job application market
should be avoided at all costs in order not to lose precious time, contacts and money....
more6/6 OutPlacement blog
Weekly contributions, such as pitfalls of the job application market or job application booster
more#ApplicationProcess, #Coaching, #CrossPlacement,#DigitalMe, #Essentials, #InverseHeadhunting, #JobInsurance, #CareerConsulting, #MarketReady, #NewPlacement, #Onboarding, #OnlineCoaching, #OutPlacement, #ProductPortfolio, #PremiumPlacement, #RescueCoaching, #Pathwaysto Success, #Strategy, #Transfer Company, #Separation Management, #Upgrade, #Goal Setting
We provide our support in the 6 rolling phases of career change (see.below / modules can also be booked individually) in the areas of
- Strategy (career plan)
- Career consulting
- Networking (access to hidden market / individual recommendation marketing to company decision makers)
- comprehensive application support
- Leadership (professional and social skills)
- Politics and diplomacy for board members, managing directors, C-level, executives and specialists.
Fair, future-oriented and relaxed
We support companies in professional separation management with their specialists and executives for more fairness, relaxedness 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.
more2/8 Prevention
Separation prevention, supported by appropriate coaching, is an important tool for companies (securing competencies) and for managers (rescue).
more3/8 External career move
If the executive has decided to continue his or her career outside the company, a professional transition should be ensured.
more4/8 Termination agreement
NewPlacement AG's set screw model helps to determine all parameters, even disputed ones, in a mutual compromise without dispute and court.
more5/8 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.
more6/8 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.
more7/8 Report card
The draft report should be prepared by the NewPlacement coach after status analysis and goal focusing and revised by the company.
more8/8 References
Personal references have surpassed the testimonial in importance. References should be clarified already in the context of the cancellation.
morePhase 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 integral) for the further process.
more2/6 Soft skills & motivations
Strengths, weaknesses and motivations cannot be generated from manuals, but must be expertly explored and integrated.
more3/6 Re-biography
With our unique re-biography, we enable your self-reflection from the meta-level in terms of achievements, experiences and competencies, among others.
more4/6 Your utility analysis
The personal utility values in terms of future career challenges also allows the mirror for the current situation and job opportunities.
more5/6 Demand factors
Target setting cannot take place in a vacuum. The current requirements of the market must be elicited and mirrored.
more6/6 Goal setting
Based on your management balance and utility values, you will get clarity on what career paths you want to take from your current location.
morePhase 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.
more2/7 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.
more3/7 Profit carried forward
For each application project and each interview stage, an individualized script is required for matching the company's demand factors.
more4/7 Positioning
Every applicant needs a unique positioning with characteristics, fields of success and abilities.
more5/7 Addressing the market
Standard letters of application from (hand-) books clearly lose out to complete individualisation in the competition between applicants.
more6/7 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.
more7/7 Market maturity
Your market readiness is the indispensable prerequisite for all application activities. Otherwise you burn time and contacts.
morePhase III: Networking, Process & Matching
1/9 Application strategy
Here, too, the operational follows the strategy. Selection, scope and timing for the 8 runways to success are defined.
more2/9 Market scan
The vacancies with leadership or management responsibility are mostly not published: access to the headhunter universe, among others.
more3/9 Reactive applications
Applications for advertised vacancies must be completely individualized after further research (company, decision-maker, etc.).
more4/9 Inverse headhunting
Initiative needs research with companies and decision-makers with individual matching based on your management balance sheet.
more5/9 Networking
The vacancy information of the contacts of NewPlacement, PersonalAG (headhunter) and the candidates are individually converted into applications / recommendations.
more6/9 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.
more7/9 Digital ego
The Digital I must be adapted to the application strategy in social networks and in relation to GOOGLE.
more8/9 Independence
Self-employment to improve the initial situation on the application market is an important strategy element and can also lead to permanent challenges.
more9/9 Contract
Contract negotiations carry a not inconsiderable risk of late failure of the application if the tension is not kept high.
morePhase 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.
more2/8 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.
more3/8 Fill in position
If the position has been orphaned for some time, responsibilities often need to be reclaimed and new boundaries drawn.
more4/8 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.
more5/8 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.
more6/8 Supervisors
A proactive jour fixe culture with an agenda and protocol system must also be established with the supervisor or the supervisory bodies.
more7/8 100-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.
more8/8 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.
morePhase 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).
more2/9 Change supervisor
When the supervisor who hired you is replaced, a new application and establishment process starts for you.
more3/9 Carriage rally
If a new promising position is advertised internally, you have to implement your application politically with the involvement of your current supervisor.
more4/9 Center of life
If a relocation of the center of life was already agreed upon at the time of recruitment, this also affects the family. Circumventions or delays are problematic.
more5/9 MicroManagement
After a career jump, especially to the organ level, there is a risk of MicroManagement with a focus on the usual operational.
more6/9 Degradation
Demotions can have a variety of reasons (including dismantling hierarchies). This kink in your career can be countered by staying or leaving for a long time.
more7/9 Company sale
A company sale involves opportunities and risks. If your job is within the synergy area, you need to reposition yourself in time.
more8/9 Job in danger
If your job is in danger, there are usually various early warning signals that are ignored more and more often as you get older.
more9/9 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.
more