We work with clients who, through choice or circumstances, are actively seeking a new challenge and help them navigate the current job market.
What is executive outplacement?
Executive outplacement is a service that helps executives to leave their current organisation and successfully transition into their next role.
Although executives often require outplacement services following a redundancy or when a company goes out of business entirely, this isn’t always the case. Mergers, acquisitions and restructuring can all lead to executives leaving their position.
Whatever the circumstances surrounding an executive-level exit, an executive outplacement process is designed to support the individual in finding and beginning a new role.
Due to the seniority of executive roles, a job search at this level poses unique challenges. It can often require the expertise of specialist outplacement professionals to overcome these challenges and help executives into appropriate positions, where they can use their skills to drive commercial success.
agp’s approach to outplacement:
Our approach is always tailored to the individual. We work with clients to understand their specific needs and expectations and develop bespoke plans to prepare them both technically and mentally for their next appointment. This builds confidence ahead of interviews and helps deliver the desired results for the individual.
How does agp’s executive outplacement service work?
We use a range of tools and techniques, including CV review, 1-2-1 coaching, career coaching and interview preparation. These enable us to identify key development areas and work with you to improve them your approach.
Calling upon our 30 years of experience in executive search and coaching – which spans various industries – we’ll make sure you’re familiar with the current executive landscape. We’ll help you to frame your skills and expertise in a way that appeals to the companies you want to attract. And once you’ve secured their attention, we’ll make certain you go into interviews completely prepared.
What’s included in our executive outplacement service?
Working with some executive outplacement providers can make people feel like they’re a number, a candidate to get off the books as soon as possible.
At agp, on the other hand, we offer a customised service. As such, our sessions revolve around you and your requirements.
Of course, we’ll cover aspects such as job applications and we’ll undertake interview workshops to comprehensively prepare you. But you decide how much time we spend on each stage of the process: it’s all dependent on where you need more coaching.
How do employers benefit from executive outplacement?
If somebody has to be made redundant, it’s better that it happens on good terms, with the outgoing employee receiving professional outplacement support. That way, the organisation might actually enhance its reputation in the eyes of the former employee. They’ll see that the company did its best to keep them in suitable employment. Their former colleagues will also appreciate the company going above and beyond to help people.
Professional outplacement services can help a company to fulfil – and exceed – its obligations to employees being made redundant. With the right expertise and help, outplacement can be a relatively smooth process, minimising disruption to all involved and enabling everyone to move forward as quickly as possible.
How do candidates benefit from executive outplacement?
When senior executives find themselves out of work, for whatever reason, they sometimes face a tough task finding a similar role. For one thing, there are fewer roles at an executive level and people tend to stay in such roles for longer, meaning there are fundamentally fewer opportunities for these outgoing leaders. And as a rule, these opportunities are less likely to appear in regular job searches. Executive outplacement professionals can help to identify the right roles.
It could be that an executive has been at their existing company for quite some years, working their way up the hierarchy to executive level. In such a situation, suddenly having to leave the organisation can come as quite a shock. It can also leave the individual far out of their comfort zone, requiring them to reevaluate their career and possibly change industry entirely. Again, this is where professional outplacement services are invaluable, helping to prepare experienced executives for a job market they might be unfamiliar with and guiding them towards their next move.
Why use outplacement services?
Outplacement services in the UK are focused on making the transition between one role and the next much smoother. They are particularly useful for executives.
Although talented executives will probably boast a network of contacts – gained through years of industry experience – it can be difficult to find the right role after occupying a senior position for some time. This is where methodical outplacement can smooth the transition between roles.
Professional outplacement will offer you 1-2-1 coaching from a team with real insight into what top employers look for in their leaders. They’ll examine every aspect of your interactions with companies, from the application stage to salary negotiations once you’ve secured that next role.
FAQs about executive outplacement
Our approach is not ‘one size fits all’- we work with clients to understand what their individual needs and expectations are. We then develop bespoke plans that align with their personal needs and deliver the desired results for the individual.
The large majority of clients who request our outplacement support are people who have spent many years in the same company, have moved through the ranks and have never been externally interviewed for a director level appointment.
They can also be in a state of shock or otherwise low in confidence, having thought they would remain with their former employer until they retire. With our 30 years in executive search, we are fully aware of what a ‘great’ director looks like within the consumer industry and we will work with individuals to prepare them both technically and mentally for the market, so that when they go for an interview they can do so confident they have the tools to succeed.
A minimum of four 1-2-1 sessions are required. Dependent on budget, ideally six.
Our clients trust us to find the right person at the first time of asking
I’m a huge advocate of Tony and recommend him very strongly. Our relationship spans 10 years, which is testament to his personable way, his expansive network and his proactive approach to executive search.
Tony gives excellent advice, considers all angles and prepares candidates for success through precision planning. From my experience, Tony is the go-to expert in his field and is always my first point of contact!
I have worked with Tony at agp for many years both as a client and a candidate.
Tony has in-depth experience and knowledge of the consumer industry which enables him to really understand the client’s and candidate’s needs and requirements in the interim market. This expertise has translated into great quality interim roles and candidates.
On a personal level Tony is friendly, approachable and responsive which makes him a pleasure to work with.
Past experience has always given me the perception that dealing with a head-hunter can be a long and time consuming business. However, with agp this certainly was not the case. From the initial discussion through to the final interview it was quick, efficient and enjoyable.
Tony is honest, open and easy to talk to. He gives you straightforward feedback at every step and a great deal of support during the whole process. It’s more like dealing with someone you have known for a long time, rather than a business transaction.
I also found that if Tony promised to call you or send something to you he did and it happened on time. You were never left hanging around, uncertain of what should happen next. He delivered everything as promised and in a most professional but friendly manner.
The final thing that surprised me was that Tony does keep in touch. He doesn’t just leave you to get on with it, he’s more like a trusted colleague than a recruitment consultant