Individual Outplacement: Navigate Your Career Transition and Prepare for Your Next Role

Participants: employees supported by their employer through a transition to a new role, across job functions and levels of responsibility. Commissioning organisations: HR directors, HR managers and business leaders seeking structured individual support for a departing employee or an external career move.

Be undertaking a career transition supported by an employer. Participants should be ready to take an active part in sessions, questionnaires and exercises between meetings. Internet access is required for the questionnaires and remote sessions.

By the end of the programme, participants will be able to:

• Identify their skills, strengths and motivations to clarify what they need from their next career step.
• Define target roles and working environments that fit their experience, aspirations and priorities.
• Organise their job search through an action plan covering target opportunities, key contacts, next steps and follow-up.
• Present a consistent application through their CV, LinkedIn profile and a three-minute professional pitch.
• Make a clear case for their suitability in interviews and use feedback to improve their preparation and approach.
• Prepare to join a new working environment and identify useful adjustments during the integration review.

Leaving an organisation calls for reflection on your career and practical preparation for what comes next. This outplacement programme supports participants from clarifying their career direction through to settling into a new role.

A dedicated coach, selected to suit the participant’s profile, helps them develop their applications and move their search forward. The programme comprises five stages, with job-search reviews running alongside individual coaching.

1. Agree the transition framework with the employee and employer

Three-party meeting: 1 hour

Bring together the participant, employer and coach to understand the situation, clarify objectives and agree the schedule. Identify any steps already taken and define each party’s commitments. The coach records the agreed framework in a summary signed by all parties.

2. Explore the participant’s profile and define career targets

AssessFirst questionnaires and debrief: 1.5 hours

Explore personality and motivations through questionnaires, then discuss the findings in the context of the participant’s career. Identify strengths, preferences and development areas relevant to the transition.

Define target roles and working environments. Participants receive their results and reports as a reference throughout the programme.

3. Organise and review job-search activities

Four 45-minute meetings: 3 hours in total

Build a job-search action plan and identify opportunities that fit the participant’s goals. Prepare approaches to relevant contacts, including recruiters, employers and ADEM, where appropriate.

Each meeting reviews actions completed, feedback received and next steps. Adjust priorities and the organisation of the search.

4. Strengthen applications and prepare for the next role

Four individual 1.5-hour sessions: 6 hours in total

These sessions run alongside the job-search reviews.

Session 1: present a clear career story and consistent application
Review the CV, LinkedIn profile and supporting materials. Between sessions, prepare a three-minute professional pitch that explains the participant’s experience and contribution.

Session 2: practise interviews
Take part in an interview simulation and receive practical feedback. Prepare a summary of feedback from interviews and job-search activities to identify lessons and improvements.

Session 3: build confidence and refine the interview approach
Draw on achievements, examine doubts that affect how the participant presents themselves and strengthen the evidence behind their key selling points. Use past experiences to improve preparation.

Session 4: prepare to join a new working environment
Anticipate the transition into the next role, identify areas requiring attention and apply lessons from the programme to prepare for the new setting.

5. Review integration

Follow-up meeting: 1 hour, three months after starting the new role

Review the first months in the new environment, including successes and any difficulties. Identify useful adjustments and any needs that may warrant additional support.

• Career transition and external mobility.
• Three-party scoping with the employee, employer and coach.
• Career review and communication of transferable skills.
• Personality, motivations and AssessFirst insights.
• Identification of target roles and working environments.
• Job-search planning and organisation.
• Preparation for approaches to recruiters and employers.
• CV, LinkedIn profile and consistent application materials.
• A three-minute professional pitch.
• Interview simulations and application of feedback.
• Confidence and interview approach.
• Preparation for starting a new role.
• Integration review three months after the start date.

Individual coaching, AssessFirst questionnaires and debrief, work on application materials, interview simulations, exercises between sessions and action-plan reviews. An integration review follows three months after starting a new role.

Action-plan reviews, feedback on the CV and pitch, interview simulations and reflection on completed job-search activities. A follow-up meeting three months after starting the new role reviews integration and any further support needs.

A certificate of attendance is issued by TALANTLERS upon completion of the programme.

Signed scoping summary, AssessFirst results and reports, a job-search action plan, CV and application materials developed during sessions, a professional pitch and the participant’s own summary of feedback.

Individual support arranged with the employer and delivered by a dedicated coach selected to suit the participant’s profile.

Available in French or English, remotely, with an in-person option in Luxembourg. Sessions are scheduled by agreement between 8 a.m. and 7.30 p.m.

The programme starts with a meeting involving the employee, employer and coach. Objectives, timing and commitments are documented in a summary signed by all parties.

The four job-search review meetings run alongside the four coaching sessions. Participants complete exercises and job-search actions between sessions.

The employer follows progress within the agreed framework. Coaching content remains confidential unless the participant explicitly agrees otherwise. AssessFirst results are provided directly to the participant.

The final meeting takes place three months after the start date in the new role.

FOR THE PARTICIPANT: A CLEARER WAY FORWARD

Which direction should you take? How can you present your experience convincingly? How can you feel more confident in interviews? The programme provides space to work through these questions with a dedicated coach and turn the answers into practical steps.

Participants define their career goals, prepare their applications and use regular meetings to review feedback and adjust their approach.

FOR THE EMPLOYER: PRACTICAL SUPPORT FOR THE NEXT STEP

Offering outplacement gives an employee a framework and resources to prepare for their next career move. The initial three-party meeting clarifies commitments and progress reporting while preserving the confidentiality of individual coaching.

PERSONALISED, FLEXIBLE SUPPORT

The coach is selected to suit the participant’s profile. Sessions focus on their experience, applications and the situations they encounter. Remote delivery and agreed appointment times help participants fit the programme around their commitments.

CONTINUITY THROUGH TO INTEGRATION

Preparation for the new working environment forms part of the programme. A meeting three months after the start date provides an opportunity to review the first months, identify any difficulties and agree useful adjustments.