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Outplacement

Structured support for senior executives in transition

Separating with one’s organization is a vulnerable time for a senior executive. Arthur Hunt Outplacement is a true and trusting partnership. It emphasizes benevolence and listening, positive confrontation and impact. The programme flexes to the profile, expectations, and challenges of the executive (‘our client’). It is guided by our values of expertise, agility and empathy.

  • 01

    DEEPER

    • We start from the executive’s essence or Reason for Being.
    • This expresses an individual’s core talent, what they bring to others and how.
    • It guides their decisions and actions, opening new perspectives.
    • Simply, our process is far more than a job-seeker’s toolkit.
  • 02

    COHESIVE

    • One senior lead consultant is in place throughout the assignment.
  • 03

    INCISIVE

    • Domain experts intervene with insights and fresh perspectives on the employment ecosystem.
  • 04

    NETWORKED

    • Connections to Arthur Hunt’s clients will be activated.
    • Developing the client’s network, identifying job opportunities and where possible, closing a new role.

Methodology

We provide regular consultations over a 6-month period (two-weekly rhythm). The process may be adapted to specific or emerging needs.
  • 01

    Pre-work

    • Reflect and prepare, via career assessment/coaching.
    • Examine the break-up experience to optimize recovery and communication.
    • Identify the client’s ‘Reason for Being‘.
    • Conduct psychometric testing (Hogan).
    • Design personal branding tools: CV, Li profile, cover letter.
  • 02

    Implementation

    • Activate the job-seeking strategy.
    • Co-design job search and targeting strategy.
    • Re-activate the client’s network, re-launch profile (digital/social media).
    • Shortlist 12-15 hiring organizations and introduce the client’s profile to the HRMs.
    • Prepare and coach for job interviews, conduct debriefings.
  • 03

    Closure (where applicable)

    • Support in the new role.
    • Support the final decision (take-up of offer).
    • Negotiate remuneration and benefits package.
    • Support induction/onboarding.
    • Wrap-up.
    • Final report to mandate-giver,.