After the end of an employment relationship, former employees often find themselves in an exceptional situation. They find themselves in a personal crisis, often combined with economic hardship and worries. They therefore often need support and coaching on important issues relating to job applications in order to be able to start a new job as quickly as possible.

These jobseekers need advice on defining future career goals and creating the "perfect CV". They are primarily looking for open positions to apply for and want their applications to lead to successful interviews. They are also interested in personal and confidential coaching, as it has been many years since their last application and the current processes and application channels are unknown or misjudged.

The new/outplacement consultants at SENATOR work on the basis of their experience in head hunting and also research the hidden job market for jobseekers, i.e. jobs that are never publicly advertised. With individual "1:1 advice" from these highly experienced personnel consultants, jobseekers are put in a position to present themselves to potential new employers in a targeted manner. Outplacement consulting is financed by the former employer, while new placement consulting is financed by the jobseeker themselves.

Coaching comprises the following steps, which are individually adapted to each person:

1. Analysis of the current situation
   

• Reappraisal of the reasons for separation
• Analysis of the candidate profile and the 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 in communication skills and personal impact
• Analysis of the interviews conducted and identification of potential for improvement

3. Onboarding coaching during the induction phase
   

• Monthly telephone call to be available as a coach for all relevant questions
• Supervision during the probationary period to avoid any grounds for separation
• Tips and assistance with reporting, communication difficulties and management issues

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