Outplacement in Paris and regionally: a career booster!

Executives, managers and HR directors… Wondering about outplacement? The Morgan Philips experts give you the low-down on all the principles and benefits of this return-to-work support service.

Defining outplacement 

Rather than just a support tool for job seeking, outplacement is a genuine career booster. During a departure, whether amicable or obligated (dismissal due to misconduct), an employee can benefit from an outplacement service. Outplacement is a global and personalised support service which goes beyond a simple career review. It also involves job searching techniques and support for network development, coaching, career development and expert advice. 

The objective is clear: regardless of their initial role, candidates must be equipped to reposition themselves on the job market favourably and sustainably. 

Funded or co-funded by their company, the outplacement mission ideally lasts as long as it takes candidates to snap up a new role or start a business.

What happens during an outplacement service? 

Though the duration of an outplacement service depends on the contract signed with the company, it will generally last between 6 and 12 months. 

The outplacement service usually has 4 steps: 

Step 1: Thinking about the candidate’s personal plan 

Over the course of several individual interviews, the outplacement consultant will seek to understand a candidate’s deepest aspirations. Using tools such as personality questionnaires, the consultant will help the candidate define their objectives and work on their professional identity (values, interests, motivations and key skills). 

Step 2: Constructing the plan 

Once a candidate’s employability has been assessed, their professional plan is drawn up. Its feasibility is evaluated: does the candidate have the necessary skills to find a new position quickly according to their objectives? Is a training plan necessary? The consultant plays a key role in helping to break a candidate’s limiting beliefs and to develop their network. 

Step 3: Action phase 

The candidate begins an action phase followed by debriefing sessions. Identifying targets, preparing a service offer, social network presence and networking… In close collaboration with the outplacement consultant, the candidate intelligently constructs their pitch and takes the relevant actions. 

Step 4: Coaching sessions 

If certain elements prove to be obstructing the support work, the consultant may set up specific coaching sessions. 

Who can benefit from outplacement? 

Outplacement is a service that can be negotiated during a voluntary or obligated departure. 

During a redundancy plan or if you’re simply seeking a change in career, you can absolutely send a request to your employer. At a time when many professional sectors are undergoing profound change, outplacement proves highly useful in bouncing back sustainably. 

Contrary to common misconceptions, outplacement is not only reserved for executive directors. 

We asked 3 questions of Martine Triffault-Molina, outplacement consultant/coach at Morgan Philips, Support expert for nearly 14 years. 

– How would you define your profession as an outplacement consultant? 

I see my profession as similar to midwifery. We have strong ethics, which we put to work for the employee. Our mission is to help them be their true self. 

– What qualities does a good outplacement consultant have? 

Engagement! A good consultant will always set themselves targets. Consultants must have a great ability to listen, but also be capable of providing a clear framework. They must be demanding of themselves, but also of the people they support. 

– Does outplacement always lead to a new permanent employment contract in a similar role? 

Not necessarily. It may also lead to retraining or the creation of a business. But in any case, it requires full engagement. The search for a new job is a long-distance race. With the job market becoming more and more complex, we must pass the test of endurance! 

Outplacement companies: How do I choose the right one? 

Beyond the price and location, it is recommended to choose a firm with displayed credentials, and if possible, gather stories from former candidates. A good firm will not promise you immediate success. However, it is possible to ensure that your outplacement consultants are sufficiently involved and experienced in order to lead you towards achieving your goals. 

Christophe D’s story. 

– How did you discover outplacement? 

I was in charge of developing organisations, and therefore people. In this context, we are sometimes separated from our colleagues of undisputed professional quality. The concern of supporting the “separation” successfully leads us to implement a certain number of systems that promote retraining. It’s in this context that I discovered outplacement, which I thought seemed like a good response. Following this initial experience through colleagues, I then benefited from it personally when I left my job. 

– What are your post-experience thoughts? 

Very positive, the choice of coach is essential in understanding the plan and achieving it. Their perspective, knowledge of the market, recruitment codes, necessary and often critical opinion are key factors for success. 

– What advice would you give to people who are about to undertake an outplacement service? 

Being open-minded is probably the first major piece of advice I could give – many of us with more experience are full of convictions and limiting beliefs. The coach is there to help us form our plan and achieve it, so we must accept feedback. The second is to be diligent and take part in the workshops offered in order to maintain a rhythm, and have discussions with other people in a similar situation. And lastly, be bold and develop your network by increasing your contacts. 

Frédérique M’s story. 

– How did you discover outplacement? 

During the negotiation of an amicable termination process, the HR department of the group I was working for offered me individual support in order to optimise my search. I had read articles about managers who used outplacement and their opinions were rather favourable. So I accepted, considering this proposal to be a genuine bonus and an opportunity to carry out a review of my professional career and how I wanted it to continue. 

– What were your worries and preconceptions about the service?

I had no initial worries. I went onto the Morgan Philips website and everything about the service I was going to use was clear. I also knew that I would have the opportunity to change coach if there was no connection or direct exchange. 

– What are your post-experience thoughts? 

Firstly, that period allowed me to structure the start of my search with the creation of my CV and on-line professional profile (LinkedIn). I learned how to reply to ads and write speculative applications. I kept in constant touch with my professional contacts. During the workshops at the company, I met people who were experiencing the same thing. We were able to talk about any difficulties and our worries about the job search. Would I be up to it? And most of all, I stayed confident and never belittled myself. Although I’m rather shy, I faced every interview with complete confidence. 

– What advice would you give to people who are about to undertake an outplacement service? 

To take this possibility as a genuine opportunity during their career. We must make the most of it to review and ask ourselves questions. What have I done and achieved to date? Am I proud of my time spent at the company? Did I bring a benefit to the company? The relationship with your coach is genuine and allows for reflection and self-development. There’s no ruse. You don’t feel observed or judged, which is quite rare in life from both a professional and personal perspective. Now I’ve found a job, mainly thanks to the confidence and optimism my coach gave me. We formed a good relationship and still stay in touch.