The PricewaterhouseCoopers Approach
Job loss is a very stressful experience and at this time an individual can require psychological and practical support to facilitate the process of getting a new job. Outplacement is the process whereby departing employees are given support and counselling to assist them with continuing their career in a new environment. It also maximises the chance for the individual to see the redundancy as a growth opportunity or a chance to reassess their career goals. The ultimate aim is to arm individuals with the key skills which will enhance their employability.
The main objective therefore of the PricewaterhouseCoopers outplacement programme is to prepare the individual for finding suitable alternative employment to fit his/her career aspirations. Clearly this focuses largely on helping the person to find a new job but also places significant focus on creating an awareness in the individual of the psychological impact of the redundancy. In a supportive manner, we aim to bring the person to a stage of acceptance, and a positive mindset, so that they conduct their job search with enthusiasm and confidence.
The PricewaterhouseCoopers programme guides the participants through a career search process which will enable them to:
- Establish long and short term career goals.
- Consider career options - including moving in a new direction.
- Achieve these goals through proven job search techniques.
We work with the individual to help them to understand that career management and planning can be approached in logical and systematic manner. The information that forms the basis for our work with participants is supplied by the participant through a series of consultations, personal assignment exercises, etc.
We believe that the individual participant has a key role to play in the outplacement coaching process. We therefore encourage individuals to take responsibility for making action plans, following through on their decisions and addressing any fears of change. We take the view that the individual is the best as far as handling his/her own career is concerned and that eventual conclusions and choices are therefore made by the individual - including actively pursuing a new role.
Given the importance of the role of the individual in this process, while we provide a wide range of supports, ultimately, we cannot guarantee a job at the end of the process.
Overall, responsibility for decisions is with the individual, while the PricewaterhouseCoopers consultant is responsible for the facilitation of the programme.
| Activity | Methodology (On a one-to-one basis) | Output |
| On a one-to-one basis |
Personal Assessment
| A series of exercises, questionnaires etc covering abilities, strengths, personal attributes, experience, knowledge and qualifications. |
- Build rapport
- Emotional reaction to job loss
- Expectations of outplacement and any related concerns
- Key strengths and skills
- Key achievements
-
Major interests and sources of job satisfaction
- Known areas for development
|
Skills analysis |
Personality and Ability Tests/Interest Inventories - tailored to the individual. |
- Personality and ability profiles and feedback
Enhanced personal/professional self-understandingOvercome any blocks to action
|
| Stage 2 - Planning |
Career Planning | Exercises to determine what the individual wants to do in their future career. |
Identification of:
- Career Objective
- Preferred culture/style of organisation
- Preferred sector
- Preferred location
|
Self-Marketing Strategy |
Analysing output from the above exercises. |
- Identification of market
- Plan targeted approach
- Self marketing skills
|
| Stage 3 - Action |
Curriculum Vitae |
Participant prepares CV following guidance on design. |
- Creating an effective marketing tool
- Awareness of CV options
- Selection of CV style/content
|
Research | Use of directories, databases, internet sites, press…….etc. |
- Target list of companies or organisations
- Identification and use of difference sources
- Ranking of target companies
|
Networking |
Advice and practical work on how to develop a networking plan. |
- How to network effectively
- Establish existing/ additional contacts
|
Job search techniques |
Advice and practical work. |
- Improved ability to interpret advertisements
- Writing the cover letter
|
The Job Interview | Advice and mock interviews in role play. | - Improved interview technique
- Skill in handling difficult questions
- Types of interviews to expect
|
PwC Executive Resourcing meeting | Meeting with a Senior member of the PricewaterhouseCoopers Executive Resourcing team. |
- 'Real life' experience in being assessed for the marketplace.
- Feedback and advice
|
The New Job | Analysis of new role against earlier research and career plan. |
- How to assess job offers
- How to assess companies against career plan
- Making the right decision
- Negotiating the right package
|
Ongoing support for a further 6 months or until re-employed (optional extra) |
Telephone contact and occasional meetings. |
- Monitoring progress
- Available for discussion
|
