1/8: FAQ der Unternehmen

75 Fragen der Unternehmen zu unserem Angebot von professionellem Trennungsmanagement über Protesse bis hin zum Honorar mit unseren diesbezüglichen Erläuterungen (Verzeichnis mit interner Verlinkung).

1/7 3-2-1 model

In this process, the client (employment director, personnel manager, business partner) concludes framework agreements with 3 pre-selected outplacement providers without exclusivity and without an obligation to purchase, but with a cost advantage.

2/7 Personnel development

More and more managing directors and personnel managers are using NewPlacement in modern personnel management, where personnel development goes beyond separation and defuses conflict situations.

3/7 Discrepancy leadership / professional competence

Frequently, the discrepancy between high professional competence and leadership behavior leads to the separation of managers. Multi-level career management has proven its worth in preventing such cases.

4/7 Separation interview

In the separation conversation, you should quickly get to the point: Here and now the cooperation ends. Despite all the foreboding, a wave of emotions breaks over the person concerned: Disappointment, anger, threats with RA ...

5/7 Transfer company

We do not offer the operation of transfer companies. We advise employees who should not be in transfer companies with our NewPlacement-Coaching. Many BRs agree with us on this.

6/7 Reasonable fees

We calculate our fee individually after getting to know the candidate personally. Only when we have more detailed information about the specific starting conditions, such as current status, education, mobility, personal objectives ...

7/7 PersonnelAG

Through our cooperation partner PersonalAG Löffler + Partner GmbH, we offer you innovativePersonnel Recruiting, efficientInterim Management, competentHR on Demand, holistic personnel consulting and ...

1/10 Exclusive SeniorPartner

with organ and management experience at a high level as well as a strong partnership behind them are at your side with the extra time and their network.

2/10 Methodology,

which is holistic and individualizing with more than 60 exclusive tools as well as 8 runways to success, giving you the security in the application process.

3/10 Biography,

in which we explorate your management integral with 150-200 performance, experience and competence values as well as soft skills and motivations all day long.

4/10 Re-Biography,

which uniquely enables your self-reflection of the management balance from the meta-level and provides clarity in realistic goal setting.

5/10 Exclusive Market Scan,

which brings unpublished job advertisements from more than 1,000 individually selected headhunters to light. And that even with personal matching chances in the per mille range.

6/10 JobSearcher app,

searches the more than 500 job boards of headhunters for job advertisements published there according to your specific criteria.

7/10 Referral Marketing,

which uses hybrid writing through a third party to provide access to unpublished vacancies or prospects at companies and decision makers,

8/10 Individualization

of all application projects and interview rounds (including scripts) for professional two-way matching through exploration of demand factors.

9/10 Job insurance

based on the re-biography and the organizational set-up for the new company for a successful onboarding and assumption of the new responsibility.

10/10 Fee reason

towards self-payers and companies in the fair and future-oriented separation process with modular as well as success-oriented offers.

1/8 Frequently Asked Questions

What is Inverse Headhunting, benefits of coaching vs. stand-alone, fees, who pays, length of consultation, video training, etc.?

2/8 Pitfalls in the application process

should definitely be observed. They concern entries in the commercial register, sabbatical, severance pay, references, networking, etc..

3/8 The OutPlacement Blog

deals with topics around strategic repositioning, development of the application market, design of individual application processes, etc.

4/8 18 Myths OutPlacement

Myths are spread again and again in acquisition. We have illuminated these myths from our point of view.

5/8 Our videos

on YouTube. NewPlacement.TV is the platform for candidates and OutPlacement.TV is the platform for companies.

6/8 German Press Review

Articles about career, separation, professional reorientation, professional job search, coaching, digital me, trends and tips.

7/8 Publications

of NewPlacement AG (German): e.g. brochure "Separation Management", survey on "Talent Management", separation prevention

8/8 Login for our candidates

Exclusively for our candidates we offer relevant information, job boards and links.

1/13 Repeal

Peter, the personnel manager and guardian of the corporate culture, negotiates the separation with Felix and Manfred, supported by works council member Bettina.

3/13 Briefings

The departing executive Felix informs himself in detail with two outplacement providers about their methodology and checks the experience and the "chemistry" with both coaches.

5/13 Departure

The retiring executive Felix has chosen NewPlacement and is setting out with his coach Gerd, full of expectation, on his way to a new professional challenge.

6/13 Never walk alone

They also pass by former colleague Manfred, nicknamed "Money", who without support seems increasingly disoriented with the process multitude in the application market.

7/13 Time limit

The direction is clear for Gerd and Felix after a full day of biography, utility analysis and goal setting. On their way, they also pass a manager who had relied on temporary outplacement support.

9/13 Interview

As part of Essenzion, Felix prepared intensively and purposefully together with Gerd. In doing so, they are prepared for the 50 most important demand factors of the advertised position.

11/13 Success / Contract

The retired executive Felix has made it together with his NewPlacement coach Gerd. The new strategically right job has been found. Felix thinks back full of gratitude.

12/13 Job insurance

Felix wants to win over the employees, colleagues and interfaces in the context of the job insurance after the decision makers in the application process now also in the context of the integration.