"Be like Max Verstappen" is a metaphor I often use with my outplacement candidates. I want to show candidates that to get a new job you have to be as sharp and passionate as Max. Assume that you are competing and you have to be the best version of yourself to cross the finish line first. It is essential for participants to have this awareness and this will during the application process. This applies perhaps slightly more to the older participants than to the young people on the labor market.
When a truly promising position arises, experience shows that success is feasible.
Now that government support for organizations is coming to an end, it is becoming increasingly clear what the economic blow will be for many organizations. The big giants are already in the process of reorganizing and now it will also become visible within SMEs how many organizations will not survive this 'intensive care' period. Or at least not be able to continue in the same way. The Government's intention has been to give organizations extra time to reinvent themselves and prepare for a new normal.
NL CONTINIOUS LEARNING, AND THEN…?
The NL Continious Learning subsidy provides a substantial capital injection that many people can benefit from. In particular, it has ensured that motivated people have been able to re-orient themselves on the labor market and their career perspective. But then…. The next step is to apply to actually find that desired job. Development advice offers a good basis, being able to follow a course is a nice extra, but applying for a job is really a profession in itself.
These are interesting times for service providers of work-to-work processes and outplacement services. Never before in my career have I seen so much pressure on business and so many jobs being lost. If we are to believe the statistics (Intelligence Group), the net return is not too bad, because there are also growth sectors. However, we cannot ignore the fact that many sectors and target groups are hit hard.
WHAT KIND OF EMPLOYER ARE YOU OR DO YOU WANT TO BE?
What kind of considerations can you now make as an employer? Get rid of your employees as cheaply as possible? Are you negotiating with the Works Council about an appropriate social plan? Are you assuming the transition allowance? Are you concerned with the effect of the way you say goodbye to your employees? How is this internally communicated? Are you doing everything you can to explore internal options? Do you want to create ambassadors, or does a short-term vision prevail? Is there already a clear policy on sustainable employability and mobility? Regulations provide a clear starting point for answering the above questions, but it is the tone that makes the music.
A SUSTAINABLE OUTPLACEMENT SOLUTION THAT WORKS
A sustainable outplacement solution is about making a well-considered choice by participants based on awareness of their own core values, personal objectives and the current and desired added value that someone wants to have in his or her career. When participants have the Max Verstappen mentality, we are talking about an outplacement solution that can actually work. Although there are many online solutions that are relatively cheap nowadays, in my opinion the emphasis within the regular outplacement services is often insufficient on the actual application process and on learning effective application skills. After all, it is the participant who has to do it and he or she cannot be taken by the hand. In order for an outplacement solution to really work, it is essential that participants learn how to apply effectively. We distinguish a number of characteristics for a successful and sustainable outplacement process:
Personal contact
Why is personal contact so important? The motivation aspect has proved to be particularly important in the various processes that I have carried out. Although some participants are more proactive than others, there are many pitfalls for participants and they are constantly faced with disappointments. In order to break through this process in a positive way, it is important to have contact moments with a professional who is able to motivate the participant and keep them positive.
The value of personal contact starts at the beginning, when the participant closes a chapter and has to open a new chapter. Letting go, any grief, are not easy things to do alone or with the help of an online module. Setting up a clear work structure, a good balance between job application activities and private life and encouraging targeted work on action points are the following aspects on which personal guidance is directed. Continuously offering the opportunity to spar, confirming that someone is on the right track and, above all, being able to practice skills are decisive for success.
Labor marketscan/analyses
Nowadays there are all kinds of tools on the market that provide insight into someone's labor market value. An analysis is made by means of an algorithm based on current data that is updated every month or perhaps even sooner. Based on this objective data, participants get a good overview of their labor market opportunities per region and insight into opportunities for the future.
While the results of these can be promising, they can also be very depressing at the same time - especially if you're past 43. Your job market opportunities will drop drastically according to the statistics! You will have just found your dream job and you will find out through the Labor Market Scan that the chance of finding work is nil. The question is - should you give up hope and go for a job that is more promising based on the objective data?
In my view, Outplacement is tailor-made and it is necessary to look at what a realistic plan of action is for each individual. Of course, the data can be used as a good advisor, but it is still important to zoom in on the person, his or her ambition and what value he or she can add. From a warm network or good job application skills, it is very well possible to land that desired job!
Follow your hart
When you are at the end of your career and you look back on this, you don't want to regret steps you wanted to take but didn't take, do you? You don't want to find out that you have wasted a large part of your life in a job or with an employer where you were not happy? This is a perspective that I often share with my participants. Especially for the somewhat older participants who have a lot of work experience, I aim for this awareness. They have often rolled into a position and never really consciously chose something they really liked. Of course, this is not always easy to find out, but from the experience they have now, it is possible to steer fairly quickly on what makes them happy and happy. Obviously, it is important to be realistic and to look at the complete picture - how much longer do I have to? How about my expenses? What obstacles and bottlenecks are there to making a switch? I tell participants that it takes the necessary courage and courage if you want a career in which you are (more) happy - if applicable, I encourage participants to experiment safely!
For the younger participants it is useful for them to look at personal development and ambitions. The emphasis on following your heart is slightly less for them. Young people who have a specific dream job in mind would do well to first gain good work experience, learn a lot and develop themselves well. It will only increase their chances if they have the right knowledge and skills to eventually land that dream job.
A SUCCESS FORMULA FOR OUTPLACEMENT
The great thing about Outplacement services is that it combines various expertise, which determine the quality of the process and the effect on the participant. The Psychological support of the participant is central, so that there is a real connection and customization is provided. The coach's task is to get the participant in optimal shape and the participant learns how to become the best version of themselves. Knowledge of Labormarket and careers is essential to provide a realistic picture of what is current, and to provide appropriate advice on careers and current vacancies. Recruitment expertise is relevant to be able to analyze the application process, so that the participant can optimally prepare to go through these steps effectively. It is also good to know how recruiters think and act. Last but not least is teaching effective behavioral skills. This includes the personal presentation, asking questions, dealing with difficult questions and selling yourself.
The success formula for Outplacement is to Apply te Effectively. A number of steps are central to this, which I outline below:
- Encourage the right mindset: it is important to deal positively with the current situation and to create a positive perspective. The starting point of the participants is in many cases different, but it does determine how quickly someone can look ahead. It is important to focus on motivation and to coordinate the approach accordingly.
- An Personal/Career orientation: it will come as no surprise that deepening this will yield many relevant insights about someone's ambition, interests, potential and talents. Based on these insights, a good estimate can be made about which direction suits someone and what someone's added value is. Knowledge of this is relevant as he or she will soon have to sell himself or herself in a convincing way.
- An effective strategy en structurewhen participants can rely on an effective strategy and they get structure, they have more time for things that give them energy. In this way, job application stress is avoided and they appear at their best during a job application.
- Basic applying skills: this includes skills such as preparing a CV, a good letter and an online profile. While relevant, it is especially important that these things should be sufficient. However, this is not the emphasis if the participant wants to make a difference and get that new job.
- Effective applying skills: this includes in particular the skill of making contact, obtaining relevant information by telephone, making use of this information, assessing the chance of success, making a decision whether or not to apply for a job, to conduct an effective interview, to ask questions and to manage the process. It is essential for participants to be in control of the process, which in many cases is quite possible when they are assertive and ask the right questions. This prevents them from being in a wait-and-see position, becoming disappointed and then demotivated.
A sustainable outplacement solution that works involves perseverance and focus, of both the participant and the executive coach. Our labor market will be challenged enormously in the coming months. It would be great if we could make good use of our resources - our human capital - so that we, as a BV Netherlands, can make a good restart.
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