Outplacement

The basic idea behind outplacement is to find a new job for an employee, who is no longer going to be in the organisation. This is done out of respect for the employee and the job that has been delivered, but also to create trust and secure the company's reputation with the remaining staff, new and potential employees and the company's customers.

It is important that focus is on the dismissed employee. For this reason all outplacement procedures at TACK International are individually adapted to the TACK outplacement model. The new job is the goal, but the path to it may just as well be a good experience.


The realisation

Start-up meeting – What happened? How do you feel? What have you learned? What have you put aside? What do you want to do now? Who are you talking to? And how do we get there together?

Career plan – Analysis of competency level, review of person profile, development of job goals for your next job and for your dream job, short and long term development plan.

CV Production – Get assistance in producing the right CV, layout and content, updating of references, collection of recommendations and the use of the CV.


The job search

Job seeking plan – Your strategy – what you need to do and when. Use your network, find the right job postings, practice searching on the internet, send unsolicited applications and collaborate with recruitment companies.

The application – Get help for making the right - and YOUR - application. Ensure neat layout, right content, moderate creativity, correct adjustment and ongoing quality checks.

The job interview – Before, during and after. Attire and body language, the good plan, your good energy and confidence, the right use of resources. You have to sell, but not oversell yourself and you need to follow up on your interview.


The new job

The negotiation – Preparation for the final round. The right agreement is fundamental for a good working life. Understand what you are worth, and do not demand too much - but not too little either.

Get a good start – Planning of the new job, be in control of your private life, set targets and see opportunities, control your weaknesses, find attitudes that need to be packed away and remember your personal development.

Follow-up – Follow-up and coaching on the future in the new job - after one hundred days and after one year.


The method

- Our method is designed for specialists, executives and salespersons, and is based on guidance through dialogue. The method's success is based on the following points:

- Selecting the right consultant in relation to the employee's type and competencies.

- The contact between the employee and consultant is a combination of meetings, phone and email depending on the employee's wish and needs, and the relevant activity and development in the procedure.

- The method is a variation between traditional coaching, mentoring and training in relevant competencies.

- The employee will manage a log book during the course keeping track of appointments, objectives and activities.