OUTPLACEMENT
Outplacement has gained increased importance due to economical and personnel restructuring processes in companies. Outplacement allows for a socially acceptable and fair reduction of staff.
Employees leaving an organization will be supported by external consultants to arrange termination of employment on friendly terms. Typically, this process consists of three phases:
1. Company-specific preparation
- Discussing the separation
- Evaluating the job chances of the employees in question
- Decisions upon contractual termination and outplacement consulting
2. Execution of the separation process
- Clarification of necessary labour law related questions
- Proposing outplacement to the employees in question
- First meeting of employee (candidate) and external consultant
3. Individual outplacement consulting
- Analysis of the candidate’s strengths and weaknesses
- Helping the candidate to develop a positive attitude towards a job change
- Evaluation of the candidate’s qualifications
- Definition of his/her personal professional goals
- Development of an application strategy / Assistance in the design of application documents
- Supporting the candidate in the active job search in the market
- Preparation of the candidate for interviews and negotiations
- Evaluation of job offers
- Assistance in concluding an employment contract
Advantages for the company:
- Adherence to social responsibility
- Securing the company’s image by avoiding negative publicity
- Avoidance of cost-intensive lawsuits
- Preservation of internal working climate and avoiding to transport a negative signal to other employees
