OutPlacement News August 2023

OutPlacement News August 2023

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

OutPlacement-News.de has collected 30 questions about OutPlacement consulting and poses them to the partners of NewPlacement AG, asking for short answers. Of course, these FAQs are no substitute for a personal informational interview with the coach, during which the individual specifics of the person's situation can be addressed.

OutPlacement-News: What are the goals of OutPlacement consulting?
NewPlacement.com: The goals of all our OutPlacement measures are best summarized by the following 8 points:
▪ to significantly increase the chance of finding a new job with the variety of accesses opened,
▪ to make positioning and documents more attractive with biographical approach (management integral) and cooperation with the coach,
▪ to significantly improve job interviews with research, preparation and interview strategy,
▪ to successfully counter standstill and loss in the current job through early collaboration,
▪ to make onboarding and integration easier to succeed through job insurance,
▪ to professionally address all difficulties through coaching on demand,
▪ to relax unavoidable separations and create a win-win with future orientation for both sides,
▪ to promote professional development through updates.
The exit of the affected persons should lead to a new "real" job as quickly as possible without any dispute. In this process, the affected persons retain the decision-making authority at every stage, while the coach claims the process authority for himself.

OutPlacement-News: What are the origins of outplacement (history)?
NewPlacement.com: After the Second World War, returning soldiers had to be quickly placed in appropriate jobs. This task was taken on by government agencies. The name referred to leaving (out) the Army and actively helping (placing) them into jobs.

OutPlacement-News: How would one translate OutPlacement today?
NewPlacement.com: OutPlacement is a kind of the welfare of the enterprises, which goes beyond the separation and makes the termination contract interesting for the concerning beside a severance pay. This separation is preferred to the termination if possible. OutPlacement helps to make the exit more compatible and thus more relaxed for both sides.

OutPlacement-News: What is OutPlacement actually?
NewPlacement.com: OutPlacement provides in the separation process for future orientation, relaxation and fairness for the concerning and enterprises. It strengthens job perspectives and corporate culture.

OutPlacement-News: What are the advantages of a termination agreement including outplacement vs. termination?
NewPlacement.com: Professional separation management is characterized by relaxation, fairness and future orientation. While the termination merely regulates the exit, the termination agreement with outplacement offers the future orientation. If a severance payment for a possible transition period to a new job is also included, the company lives up to its care beyond the separation.

OutPlacement news: Who gets outplacement advice?
NewPlacement.com: As a rule, a company should offer a suitable outplacement measure to all specialists and managers who have to leave the company for various reasons.

OutPlacement-News: When do you need OutPlacement?
NewPlacement.com: If the persons concerned lack orientation with regard to the new target job, sufficient suitable vacancies, experience in the application process, access to jobs and decision-makers as well as their own meaningful list, they should seek OutPlacement consulting.

OutPlacement-News: Which advantages does OutPlacement offer to the concerned?
NewPlacement.com: The accompaniment by the coach gives self-confidence, process security and shortens the time up to the new job for the concerned enormously. The company acts responsibly, sends clear signals to the rest of the workforce and guarantees personnel development beyond the separation.

OutPlacement-News: Are there also disadvantages to outplacement?
NewPlacement.com: If the offer of outplacement signals to those affected that they don't have to worry about anything except signing the contract, this automatically leads to dissatisfaction. The affected persons have to cooperate intensively, both in the preparation and in the implementation of the application activities.

OutPlacement-News: How long does an OutPlacement consultation take?
NewPlacement.com: Depending on the need and budget, consultation is provided until the target has been identified, the market is ready, the contract has been signed or successful onboarding has ended. In the case of guaranteed contracts, the consulting revives in the event of separation during the probationary period.

OutPlacement-News: What are the different phases of OutPlacement consulting?
NewPlacement.com: The basis of professional consulting is the inventory of all performance, experience and competence values as well as soft skills in the context of the career (biography). From it an attractive offer to the job market develops, which is made accessible to the suitable places. After the actual application process comes the contract phase and onboarding.

OutPlacement-News: What are the concrete application measures in OutPlacement consulting?
NewPlacement.com: The so-called runways to success are the reactive and initiative applications to personnel consultancies and companies. Furthermore one uses the information to vacancies from the network of the offerer and the concerning for further activities. In addition, an attractive "digital self" provides a good basis for researchers. Important for all these measures is the individualization of the documents (cover letter, short or detailed profile).

OutPlacement-News: Does the company have to specify the outplacement provider?
NewPlacement.com: Some companies have concluded exclusive contracts with an outplacement provider. This means they assume sole responsibility for the coach/affected person interaction and support for the application process. Many companies and affected persons do not want this and only make the pre-selection. They offer the affected person e.g. three different providers, which differ in their positioning on the market. The affected persons decide on the provider, methodology and coach after appropriate informational interviews.

OutPlacement-News: What do you have to look for in an outplacement provider?
NewPlacement.com: There are many "lone fighters" who offer outplacement consulting. Their network is smaller and more regional compared to providers with several (inter)national partners. In case of illness of the coach, the affected persons usually have to suspend the counseling until they recover. In the case of providers with several partners and the same methodology, another partner can step in immediately. Lone fighters often turn in their own circles methodically, while other providers benefit from mutual supervision and internal workshops.
Furthermore, those affected must pay attention to the many years of management experience of the coaches. Are they freelancers / part-timers or exclusive full-time professionals.
Furthermore, providers differ on their methodology (degree of individuality vs. standards) and the various runway options to success.

OutPlacement-News: What to look for in an outplacement consultant?
NewPlacement.com: Your consultant's own management, separation and psychological experience will help, he or she must be able to take a step back and focus on your person and, he or she needs a sustainable and resilient network. Leading OutPlacement providers guarantee that their coaches have several years of training.

OutPlacement-News: How to find the right OutPlacement consultant?
NewPlacement.com: Usually the company has scouted the market and made a shortlist of 3 providers. The employee concerned then conducts intensive, detailed informational interviews with the potential coaches. In doing so, he pays attention not only to the chemistry with the coach, but also to his empathy for the particular personal situation and his "advice" behavior. One should absolutely make sure to have gotten to know the future coach personally and sufficiently before making a commitment. One should not agree to an acquirer's promise to select the right coach.

OutPlacement-News: What are the contract models?
NewPlacement.com: Usually the company pays the consulting fee for 3-6 months (limited) or even indefinitely until success (contract). In the case of executives, guarantee contracts (continuation in the event of separation during the probationary period) are also assumed after a long period of affiliation. In general, Limited contracts should always include an option to extend the contract on favorable terms. In some cases, the company assumes only part of the costs. The rest is covered by a partial conversion of the severance payments (tax advantage) or the additional payment by the affected parties.

OutPlacement-News: What is the difference between OutPlacement, NewPlacement and PremiumPlacement?
NewPlacement.com: The requirements in the application process are very different depending on the hierarchy level in terms of documents, contact persons, processes and matching. That's why the outplacement provider should offer individually tailored programs for specialists, executives and specialists as well as executive and C-levels.

OutPlacement-News: What distinguishes individual from group OutPlacement?
NewPlacement.com: Individual counseling focuses on the individual's needs. Group counseling, often found in transfer companies, is more general and characterized by standards. Extroverts often shape the topics. Individual needs cannot receive the appropriate attention in the group. The fee is more favorable in the group, but not always cheaper.

OutPlacement-News: What are the advantages for the employer of using OutPlacement?
NewPlacement.com: Times of separation basically affect the entire workforce. There is a great deal of interest in how the company deals with those affected. Therefore, the separation culture has a significant impact on the working atmosphere, bonding of the "survivors" and the image of the company. On the other hand, avoiding legal disputes and leaving before the end of the notice period reduces costs.

OutPlacement-News: What role does OutPlacement play in so-called voluntary programs?
NewPlacement.com: In professional separation management, there are the so-called volunteer programs, with which the company releases a certain number of the workforce. Professionals and managers can sign up for this. If the supervisor does not veto the decision, a goal-setting session with a coach can be used. Only then is the decision made to leave the company by means of a termination agreement. Then the goal-setting process is followed by consulting until success is achieved or, at best, with a guarantee. In addition, P&MS receive an additional severance payment. The severance must be coordinated with the supervisor.

OutPlacement-News: What is the works council's position on outplacement?
NewPlacement.com: The works council is only in favor of separations in certain cases. But then it supports professional separation management with a termination agreement with severance pay and OutPlacement as an alternative to termination and legal disputes.

OutPlacement-News: What does OutPlacement cost?
NewPlacement.com: The fee depends on the need in terms of level, intensity, individuality and duration (months, success, guarantee). The range of fees extends from OutPlacementCompact professionals to modular models and PremiumPlacement for executive and C-levels. In principle, consulting fees are determined individually according to the circumstances after a personal information meeting.

OutPlacement-News: Who pays for OutPlacement?
NewPlacement.com: As a rule, the company pays the fee and, if necessary, offsets part of it against the severance pay. But there are also self-payers who see the fee as an "investment in their own person" with a corresponding ROI. And finally, there are mixed forms in which the company pays the basic fee, for example.

OutPlacement-News: Tax aspects of outplacement?
NewPlacement.com: With the Annual Tax Act 2020, outplacement consulting services provided by the employer for the professional reorientation of departing employees generally became tax-free (as long as they do not have a pure reward character).

OutPlacement-News: Is outplacement pure help for self-help?
NewPlacement.com: No, it should not be and is not as effective. Ask for the times that the coach is available to you in person. This does not include self-study with standardized manuals. Do you get individual support for each application project and the corresponding levels, or should you go standard?

OutPlacement-News: What do you think of special forms, such as online OutPlacement?
NewPlacement.com: Since Corona, online coaching has gained considerably in importance. As a rule, however, it should only be a supplement to face-to-face meetings, e-mail and telephone calls. The need for application coaching should be the deciding factor, not convenience.

OutPlacement-News: Is it generally necessary to take time off during the outplacement process?
NewPlacement.com: The company releases the person concerned for the coaching sessions and the application activities. However, no general time off has to be granted. The affected persons can thus apply from the job, instead of from the exemption or unemployment and mention this topic also in their documents positively.

OutPlacement-News: Does an OutPlacement agreement make the lawyer superfluous?
NewPlacement.com: The lawyer gives the persons concerned security regarding the termination agreement and the subsequent employment contract for the new job. However, the severance agreement avoids the contentious and possibly court battles that often hinder personal references.

OutPlacement-News: Finally, should you actually make your OutPlacement consulting public?
NewPlacement.com: You don't have to hide your cooperation with a coach. There is nothing honorable about accepting help in the specific area of the application process. In America, having your own coach is even a status symbol, and business leaders in Germany often use external coaching. In the job interviews, however, the content developed should only be attributed to the applicants. Here, one should not actively make one's own OutPlacement coaching public.

OutPlacement-News: Thank you 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 be made by naming the source. Responsible for the content in terms of the media law: Executive Board of NewPlacement AG, Bielefeld, Phone: +49 521 16444-75