OutPlacement News July 2023

OutPlacement News July 2023

OutPlacement-News.de reports regularly on everything worth knowing about OutPlacement, NewPlacement, career, professional separation, application process, graduation, onboarding and integration.

Questions to the partners of NewPlacement AG about a checklist OutPlacement consulting.

OutPlacement-News: Your detailed profiles are very extensive and rich in content. How do you come up with this much detail?

NewPlacement.com: In the context of a management integral, preferably with a coach experienced in unaided and aided exploration, the management balance sheet should be established with about 150-200 performance, experience and competence values together with soft skills and motivations. Especially in unsupported exploration, the coach needs own management experience at a high level. Without this basis, individual and matchable applications are hardly possible.

OutPlacement-News: How do you position the candidate in the application market?

NewPlacement.com: Through the management integral, the benefit analysis and the target identification, a clear positioning with characteristics, position target, fields of success and skills results. Thereby an extract of the professional management balance stands as an offer to the job market.

OutPlacement-News: What are the requirements for a professional cover letter?

NewPlacement.com: A cover letter (1-page) with positioning, brief outline of career, motivation to change, internal counter-offer, previous salary range, regions of assignment and intended contractual relationship (permanent, interim, project), based on market research with headhunters and decision-makers in the company, is a perfect start to communication.

OutPlacement-News: What solution do you offer if the headhunter or the company does not want more than 2-3 pages of application documents?

NewPlacement.com: A maximum two-page brief overview with the positions and the 3-5 focus points in each case, customizable to the demand factors of the target position.
In addition, we add a 1-page performance, experience and competence profile with about 10 main categories, which shows the management bandwidth at a glance. For applicants with multiple interim assignments, a 1-page project and process overview with the corresponding approach and achieved results proves its worth.
This requires the ability to reduce the approximately 20-page success database to an individual application for occupying the core demand factors of the searching company.

OutPlacement-News: In other projects, detailed application documents are required. How do you go about this?

NewPlacement.com: In this case, we develop a 3-dimensional detailed profile that reflects the entire career and leaves the viewer with an overview and self-determined depth of information despite the abundance of information.

OutPlacement-News: A lot is written about application photos. What is your opinion on this?

NewPlacement.com: The "application photo" is the "entry into the new company" in terms of the cropping, posture, clothing and facial expression and must correspond to the target position and the conditions in the company. For many viewers, for example, the tie is still a sign of respect, but for others it is not.

OutPlacement-News: On your website we read about the respective interview strategy. What are your requirements here?

NewPlacement.com: The candidate must be able to present an active matching based on about 50-70 demand factors of the target position, as the essence of his professional career, in interviews with headhunters or in companies. In this context, any career change requires a motivation to change and an internal counter-offer with which one has tried to keep him. Furthermore, the soft skills in terms of strengths, weaknesses, leadership style, greatest success and failure must be evidenced situationally from the career. This "success story" is prepared intensively in each case with the NewPlacement coach.

OutPlacement-News: Instead of the usual references, personal references are requested, especially for executives. What does the candidate have to bear in mind?

NewPlacement.com: The references must be congruent with the candidate's statements regarding motivation to change, internal counter-offer, strengths, weaknesses and leadership style. One can also name previous supervisors and colleagues to prepare for the calls, if necessary.

OutPlacement-News: Candidate communication certainly includes the "digital me." How is one well positioned here?

NewPlacement.com: The "digital me" is absolutely congruent with the application appearance. Together with the NewPlacement coach, the candidate works out a discussion strategy for counterproductive search engine entries, in relation to his or her person. In some cases, it is also possible to push back negative editorial entries concerning the candidate's own person by means of other contributions.

OutPlacement-News: What support do you provide to your candidates before the final round of interviews at the company?

NewPlacement.com: After getting to know each other in the first interview and further selection processes (AC, etc.), the company needs the final interview to verify the previous findings and for final matching. For this, the candidate needs the ability to project to the respective target job by matching the demand factors of the searching company with his management record. For this purpose, a mirrored utility analysis (1-page) can provide a high degree of decision-making certainty on both sides. Prior to this, however, a re-briefing on the previous pages should be carried out by the candidate. In some cases at TOP level, a discussion of initial approaches to a strategy is also expected. During the preparation the candidate can rely on the manifold experiences of the NewPlacement-Coach.

OutPlacement-News: We haven't even talked about communication channels in the job application market. What opportunities do you see?

NewPlacement.com: Once the market is ready, one needs quite a few communication channels with respectively adapted documents for initiative and reactive applications, implementation of network information (referral marketing), detours via interim management or self-employment to improve the initial situation on the job market as well as ongoing management via social media.

OutPlacement-News: And who are the respective addressees?

NewPlacement.com: Access to around 4,000 European headhunters with appropriate specifications (level, industry, etc.) for a professional selection. It must also be taken into account that many executive positions in Germany are searched for by foreign headhunters. Access to > 500 internal headhunter exchanges with advertisements that cannot be found in job boards are also a valuable orientation aid.

OutPlacement-News: And beyond headhunters?

NewPlacement.com: Access to professional company databases with corresponding information on decision-makers, shareholdings, etc., in addition to information from the candidates' network or the NewPlacement partnership, are the basis.
Professional recommendations, without a restrictive fee requirement for the company, bring the candidates into conversation with the decision-makers. In doing so, one avoids the appearance of an application and also gets through to owners or committees (postal hybrid letter).

OutPlacement-News: And are there other approaches?

NewPlacement.com: Accessing private equity who are looking directly for your investments, as well as dealing with meta job exchanges, commercial register movements and evaluating social media, among other things.

OutPlacement-News: Thank you very much for the interview.

FURTHER INFORMATION PERSONALLY

OutPlacement-News.de
Press office of the NewPlacement AG
Mr. Christof Küchler
Meisenstr. 96
33607 Bielefeld
E-Mail: info@OutPlacement-News.de
Tel: +49 521 1644475

Further publications are free of charge and must take place under denomination of the source. Responsible for the content in terms of the media law: Executive Board of NewPlacement AG, Bielefeld, Phone: +49 521 16444-75