All Outplacement Tools

Successful conclusion

The best application strategy, the best inverse headhunting and even the best and most numerous contacts will only bring you to your goal if you convince the decision-makers of your qualifications and suitability for a position. How suitable you are considered to be and how likeable you are depends on a number of factors. Through our targeted preparation you will gain in sovereignty and self-confidence.

We can significantly increase your chances of getting an acceptance.

The interview

Together we develop a catalogue of possible questions and your answers for the interview situation. This way you avoid stumbling into traps.

Depending on your individual situation and the target position, there are a number of tricky questions for which you should be as well prepared as possible in an interview situation. Together with you, we will draw up a list of possible tricky questions and prepare specific answers to them. This will help you avoid critical situations and increase your chances of getting an offer.

The decisive tricky question is always the one about the separation situation.

We develop a separation story in which you explain your departure from your last employer briefly, succinctly and in a way that everyone can understand. We will adapt this separation story several times to current developments in order to present your situation truthfully, but always as favorably as possible.

Other tricky questions may relate to change motivations in your CV, your further career planning or even your relationship with the new employer.

You will then practice answering these questions in concrete interview situations in front of the camera.

Video training

Before your actual interview date, we conduct a test run in front of the camera. Weaknesses can thus be identified and remedied.

In the job interview, you have to convince the relevant decision-makers of your professional and human suitability and qualifications as well as of your "fit" in the company.

Video training uncovers weak points in your self-presentation and communication and improves your chances of receiving an offer.

We put ourselves in the position of an upcoming job interview and re-enact it. You will be confronted with typical, tricky questions. For almost all clients, there is room for improvement in the following areas:

  • Your own communication and interaction with the interviewer are trained and optimized. You recognize interviewer types and adjust to them.
  • Questions about your CV and sensitive issues may need to be reworked.
  • Your strengths and achievements in relation to the potential employer are revised. Individual details about the company may need to be researched to ensure optimal preparation.
  • We may work together on a strategy paper that includes your initial ideas for solving the new employer's problems and positions you as a pragmatic doer.
  • You identify whether and under what conditions you are interested in the offered position and compile your own list of questions.

Offers and employment contracts

Once you have been made one or more offers, we evaluate them together. This is how you make the right decision.

In the final phase of your professional reorientation with outplacement, you will be confronted with one or more offers.

As a rule, however, these do not arise at the same time, but at intervals. It can happen that you have an invitation to an interview with your dream employer, while at the same time you have to accept or decline an offer from another employer.

In a joint discussion with your consultant, you evaluate the offers on hand, compare them with the career strategy you worked out at the beginning of the project and decide how to proceed with the offers. We advise you whether and how you can delay an acceptance or rejection, if necessary, and how you deal with a later - perhaps even better - offer. In some situations we decide together that you should already sign an employment contract and that we should nevertheless continue the search until you take up this new, less interesting position.

Influence employment contracts

As an executive, you should always have the employment contracts offered to you reviewed. In particular, if non-competition clauses, fixed-term employment contracts or employment as a senior executive are part of the employment contract, you should have the content and legal aspects checked.

You should understand in detail what you are signing. We will review your employment contract and point out any pitfalls. Together we will discuss which points should be renegotiated and in which areas you may be able to make concessions. Especially in the case of contracts for managing directors, there is room for negotiation between the term of the contract, the annual salary and the bonus, which should be exhausted according to the personal situation. In many cases a D&O insurance makes sense and can be negotiated.

In the case of non-competition clauses, it is important to consider which industries and activities these relate to in detail and what benefits you will be offered in return.

In the case of contracts as an executive employee, you may be largely without protection against dismissal. In this case, a temporary contract can give you more planning security.

Coaching during the probationary period

If possible, the successful outplacement consultation is followed by support and coaching during the critical first 100 days in the new position.

So that the leap into the deep end is a success

Every change of job confronts you with a new corporate culture, new colleagues, new tasks and new challenges. At the same time, as the "new guy", you will be watched more closely. Your co-workers in particular will look at you critically and compare you with your predecessor. You yourself will probably also feel under pressure and want to prove as soon as possible that you are worth your money and the trust placed in you.

The pressure to adapt and perform at the beginning of a new position in a new company is considerable.

Your KARENT consultant will accompany you during the probationary period and will be happy to talk to you at weekends or in the evenings, or to make telephone appointments if you wish.

During the first 100 days, we will help you find the right balance between "listening, waiting, learning" and"moving and performing" to give you the smoothest possible start and advise you in difficult decision-making situations.

This consulting service is part of all programs from 12 months, regardless of when the new position is found and started.