Outplacement Training Services

1. Executive Outplacement

2. Group Outplacement – Career Catalyst

3. Internal assessment & redeployment

Outplacement Training Services

Dalríada Outplacement provides an integrated suite of outplacement & transition support services to senior-level executives to assist them in coming to terms with challenges associated with redundancy & retrenchment. Working closely with our clients, we provide a highly individual and tailored approach to ensure they achieve their future career objectives.

Range of Services:•Pre outplacement support •Comprehensive career assessment.•Psychometric Assessment •Job Search Techniques & Tools •Professional Resume Development •Interviewing Skills •Salary/ Contract Negotiation Skills •Own business consultancy •Client reporting and feedback

Our integrated approach ensures that this difficult period of transition happens as smoothly and as painlessly as possible for all sides involved. Affording the departing executive the opportunity to achieve a new and fulfilling career whilst allowing employers to preserve the morale and goodwill of remaining employees and safeguarding their reputation as an employer of choice.

1. Executive Outplacement

Objective: To empower the employee to compete for a new career through making them Commercially Aware, Job Ready and Recession Proof. To redirect job seekers towards the knowledge based economy (or self employment) were there is growing demand for talent. Increase job seekers chance of successful interview by 52% (current ratio of candidate success at Sigmar), through an intense, current, engaging 5 day program.

Participants: Up to 6 employees

Duration: 5 days.

Location: On site/ Sigmar Office, Dublin 2

2. Group Outplacement Career Catalyst

Benefits:

• Ensures that employees are supported through their career transition.

• Projects a positive image to investors, customers & future employees.

• Projects a positive image internally to remaining staff.

• Improves staff retention and increase productivity.

• Sends a clear message that your company cares.

• Reduces the emotions such as resentment and anger from affected staff.

2. Group Outplacement Career Catalyst

2. Group Outplacement Career Catalyst: Course Outline

Day 1POSITION

Day 2VALUE

Day 3SKILLS

Day 4PRACTICE

Day 5EXECUTION

Motivate

Educate

Ongoing Support:• If clients secure opportunities, interviews, offers.

• One to one career planning and career empowerment.

Day 1: Self Realisation & Motivation

Introduction, career assessment, orientation and recession proofing (Self assessment, self realisation, self evaluation).

Introduction to current market.

Individual Psychometric testing options:

-Ability Tests & Aptitude Tests - measure a trainee’s current ability and future potential.

-Personality Questionnaires - Occupational Personality Questionnaires provide an indication of an individual’s preferred behaviour atwork, how they will fit into work environments, how they work with others and how they mange different job requirements.

Career Evaluation.

Outcome: PositionMotivated and engaged. Strength realization. Trainees motivated and engaged. First step taken to identify individual career paths and to get a current understanding of what realistic options are open.

Day 2: Job Search Process & Empowerment

Outcome: ValueTools to access market and self valuation.

CV design and presentation. Format and language, tailored to chosen career path (maybe more than one). Coaching, preparation, critique, appraisal. 

Cover Letter writing and playing to key strengths.

Sourcing Opportunities: Design individual plan to target stepping stone positions and method of approach. Finding “live jobs” and tailoring CV accordingly.

Professional networking, social networking (LinkedIn etc.), leveraging any existing contacts and making new ones.

Employment market methodology. Understanding supply & demand, current push and pull factors and decision making processes.

Recruitment Process: Develop and manage relationship with agency and employers.

Employment Myths v Facts.

Interview Preparation Part 1 – theory: - Competency Interview - Situational Interview - Skills Interview - Biographical Interview

20 point plan for new job. Recession proof yourself.

Day 3: Skills Training

Outcome: SkillsRecession proofing and competency elevation.

Business Skills:

Lean methodologySalesPurchasingProject ManagementFinanceService

Day 4: Skills Application

Outcome: PracticeIncreased competencies and increased chance of success by 50%

Hard skills Communication Presentation Negotiation Service Leadership skills and business plan preparation

Interview Preparation Part 2 – practical: (Mock Interviews, Role Plays) Competency questions, STAR model. Scenarios and quantifiable achievements. Question handling – leading, open, closed. Controlling the interview. Communicating strengths – selling yourself. How to engage from the get go. Interview follow up. Negotiating offer. Task based training (Apprentice/Dragon’s Den/Role Plays) Trainees are put into small teams and are given a real life task (negotiate a discount/ present a business plan). They then presented their

results to an independent business leader (a guest judge, who we provide) and a winning team is chosen. Each team is then critiqued and skills gaps are assessed. This interactive element to our training allows learners to share experiences and listen to different viewpoints and perspectives.

Day 5: Career Planning

Outcome: ExecutionClear career path- equipped with vehicle to get there

• Introduced to career mentor (recruitment consultant) for continuous intervention.

• Tailoring a career plan for every individual. Personal SWOT analysis carried out

• Identify current career opportunities and warm introductions to agencies and employers

• Access further training needs and education options

Objective: To independently assess internal talent through interview and psychometric testing. Available for Executive, Managerial, Professional, Graduate and Support staff.

Ability Tests & Aptitude TestsTo measure a candidate’s current ability and future potential.

•Numerical Ability Tests •Verbal Ability •Scenarios Ability Test

Personality Questionnaires Occupational Personality Questionnaires provide an indication of an individual’s preferred behaviour at work, how they will fit into work environments, how they work with others and how they mange different job requirements.

3. Internal assessment and redeployment

For further information please contact Robert MacGiolla Phádraig:

Tel: (01) 4744698 Email: rmacgp@sigmar.ie 13 Hume Street, Dublin 2, Ireland

www.sigmar.ie

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