After the end of an employment relationship, former employees often find themselves in an exceptional situation. They are experiencing a personal crisis, often coupled with financial hardship and worries. Therefore, they often need support and coaching with important questions related to applying for jobs in order to be able to resume a new role as quickly as possible.

These job seekers need advice in defining future career goals and creating the "perfect resume." They are primarily looking for open positions so they can apply, and their applications should lead to successful interviews. They are also interested in personal and confidential coaching, as their last applications were many years ago and they are unfamiliar with or misunderstood the current processes and application channels.

SENATOR's new placement/outplacement consultants draw on their experience in headhunting and also research the hidden job market—positions that are never publicly advertised—for job seekers. With personalized, one-on-one consulting from these highly experienced HR consultants, job seekers are empowered to present themselves to potential new employers. Outplacement consulting is funded by the former employer, while new placement consulting is funded by the job seeker.

The coaching includes the following steps, which are individually adapted to each person:

1. Analysis of the current situation
   

• Reviewing the reasons for separation
• Analysis of the candidate profile and current position
• Definition of suitable future tasks and positions
• Finding suitable job offers
• Placement on the hidden and open job market
• Identifying opportunities for interim employment and self-employment

2. Support during the application campaign
   

• Coaching on application strategies for the job interview
• Individual, personal and strategic advice before all interviews
• Training of communication skills and personal impact
• Analysis of the interviews conducted and identification of potential for improvement

3. Onboarding coaching during the induction phase
   

• Monthly phone call to be available as a coach for all relevant questions
• Support during the probationary period to avoid any reasons for separation
• Tips and assistance with reporting, communication difficulties and leadership issues

Through this clear system and a stringent consulting process, a very high success rate of well over 90% is achieved in placement.