What happened next? Read how he describes the process leading up to his dream job:

“When I was suddenly faced with the challenge of reorienting myself professionally after a long time at the same company, the uncertainty was great. The job market situation in Switzerland was difficult, competition was high and I felt overwhelmed and alone with the dynamics of the job market. During this difficult time, I decided to take advantage of the OTP outplacement program offered by my employer, and it was one of the best decisions of my career. »

My challenges at the time

The dismissal led to considerable self-doubt. I wondered whether I would be able to find a new job and to what extent my skills would be in demand. This uncertainty weighed on me emotionally and slowed me down from actively looking for new opportunities.

I wasn’t sure about current trends, digitalization, and requirements for applicants. My industry had changed a lot in recent years and I was struggling to find the right information to target my job search.

Creating a convincing CV and preparing for interviews was a big challenge for me. I hadn’t been actively looking for a job for a long time and felt unsure about how to present my experience and skills briefly and convincingly.

I had neglected my professional network. I knew that networking was important for job hunting, but I felt uncomfortable re-establishing old contacts or making new ones.

Solutions thanks to OTP Outplacement

Thanks to my outplacement coach, I was able to successfully overcome these challenges in the program tailored to my needs. The structured approach in determining my current position and the pragmatic support in my job search helped me to cut out old habits, see my situation from a different perspective and take targeted steps in a new direction for me.

Boosting self-confidence

My coach helped me to identify my successes and strengths, which boosted my self-confidence considerably. I became aware of my unique selling propositions and was able to present myself confidently as a result.

Developing a new perspective

My OTP coach motivated me to see my job search “with new eyes”, so to speak. Due to his international experience (he was an expat himself), he was an important source of inspiration and support for me in changing my entrenched perspective. Thanks to him, I quickly realized that the Swiss job market did not have to be the measure of all things for me, but that I would actually have a better chance of success with my profile on international terrain.

“Sticking to the plan”

Thanks to his help and that of the international OTP network of Career Partners International, I was motivated and supported to consider opportunities abroad. Defining the target companies and consistently sticking to my strategy (My plan) increased my visibility on the job market and ultimately led me to an international company in Doha, Qatar. They were very interested in my profile and, after an exciting recruitment phase, offered me my current position as Vice President Marketing and Communications. Six months have passed since then.

The result

My new role offers me daily opportunities to get involved and develop both professionally and personally on an international level. I am incredibly grateful to my family for supporting me and encouraging me to take new, unconventional paths.

I am extremely grateful to the OTP and its CPI colleagues from the Middle East for their proactive commitment and support.

If I had kept my search focus on Switzerland – without the support of the OTP – I would probably never have gotten this dream job. Inshallah!”

Are you interested in this topic? Give us a call!

Der Beitrag Outplacement: Finding my dream job in Qatar thanks to OTP erschien zuerst auf OTP.

Being made redundant – the personal challenges of the situation

My redundancy brought with it many difficulties. The disappointment was strong, I missed the daily routine with my colleagues, I felt the dismissal was unfair after many successes at work and in the company.

But I refused to let it get me down and quickly started looking for new career opportunities.

However, the job search turned out to be extremely challenging. The days of simply opening a newspaper and finding a job are over. Today, there are numerous online job boards and networks such as LinkedIn that offer a wide range of opportunities – and yet I often felt overwhelmed and lost.

Initial setbacks sapped my motivation. It was difficult not to lose hope and fall into lethargy. However, I realized that I had to take control. From being a passive passenger, I became the active driver of my life. 

The solution: readiness for a career change

The approach I discovered with OTP opened up new perspectives in my job search by focusing on my skills and strengths. The skills analysis method differed significantly from the approach of conventional job boards, where people often think in narrow categories and look for exactly the job they had before. 

The new approach was the key for me to recognize my strengths and potential more clearly and to look for alternative jobs in a more targeted way. I was able to identify jobs that I would never have considered otherwise, but which turned out to be very suitable. This broadened my horizons and made the job search less daunting. I became more willing to consider new career paths, new jobs and new industries. And to change my career.

When asked how I worked out my skills, it becomes clear that it was a process of self-reflection. At the beginning, it was an arduous process of carefully going through all of the analyses and forms to identify strengths and weaknesses. However, this information proved to be extremely valuable in the interview. During my first online interview at my new company (with a new position in a new industry), I was asked to give an example of one of my transferable strengths, SAP data management. Thanks to the prepared examples, I was able to

This inner process of self-examination was crucial in overcoming the frustration and powerlessness that often accompanies unemployment. It motivated me to broaden my search and not just rely on traditional job advertisements

Self-reflection: coaching as a growth process

Coaching helped me to move forward with this arduous work. Although I wasn’t enthusiastic at first, my coach made it clear to me that it was important to have examples of my skills ready and to be able to present them for new professional challenges. This toolkit was crucial to my success. Yes, the coaching sessions played a crucial role. It wasn’t just about filling out forms.

Of course, you also need someone to keep reminding you that every action in the application process has a purpose. The process can be frustrating and you need occasional reassurance that you are actually making progress by moving forward. One other important role of the coach is to offer support when frustration arises. By jointly reviewing and confirming progress in the application process, the willingness to change professionally was strengthened, which ultimately led to success.  

My awareness of my own abilities and potential expanded during my coaching process, even after 20 years of professional experience. However, doubts also arose, particularly as to whether my existing skills were sufficient for new challenges. This uncertainty is normal and part of the application process. Coaching can help you overcome this uncertainty and take the initiative. It can show you where you can apply and what opportunities there are to take action. It’s not just about improving the application process, but also about finding the courage to embark on new paths and find success in the career change.

This inner process of coming to terms with myself was crucial in overcoming the frustration and powerlessness that came with unemployment. What makes a good coach is a mixture of empathy and pragmatism. It is important that the coach is empathetic, but at the same time provides the impetus to take action and take concrete steps to find a job. The point is not to remain passive, but to take the wheel and steer your life back on the right track. 

OTP Outplacement: Career counseling for personal growth

Outplacement is often associated with negative connotations that can indicate a supposed failure in professional life. However, outplacement at OTP is much more than just a job search program. It is career counseling. It offers personalized support from a coach who provides individual support and guidance that goes far beyond just the information available on the internet. This personal approach makes all the difference and has a major impact on success.

During the outplacement program, I not only reflected on my professional career, but also on my self-image and professional awareness. This reflection promotes the willingness to consider completely new jobs and to say goodbye to cherished professional activities. It can lead to a heightened awareness of one’s own abilities and potential, which can have a positive impact on future professional activities. It is a kind of personal growth that is a valuable asset for the future.

In my case, through the OTP’s outplacement program, I have developed an increased awareness of my professional skills and opportunities. I am sure that this will also support me in my future career.

OTP thanks our client for this exciting report. We would be happy to discuss this topic with you in more detail. Please contact us!

Der Beitrag Success through the willingness to change your career erschien zuerst auf OTP.

In addition to fundraising, the Swiss representative office is responsible for the entire association and congress management and comprises a small team of specialists.

Our Mission

The current Executive Director approached us due to his impending retirement. Our mission was to support him in the selection of applications that had already been received. At that time, more than a dozen promising applications from highly qualified candidates had already been received.

Tailor-made focus of selection

Based on our analysis, it turned out that the job profile and the selection criteria had to be adapted to the situation of the Swiss labor market. The next step was to adapt the American requirements profile to the views of the current Executive Director. This approach, with the associated adjustments, was decisive for the selection.

Preliminary clarifications by telephone

Questions regarding motivation, availability and salary expectations were then clarified in an initial telephone interview. This revealed the first differences in the extent to which the candidates had dealt with the potential employer and the challenges of the new position.

Structured interviews and the shortlist of recommendations

The telephone interviews produced a selection of interesting candidates from the EMEA region and the USA. In this phase, we conducted an in-depth, structured online interview with the candidates. These interviews revealed their personal characteristics, motivation and expectations and led to 5 potential candidates. A shortlist of individual recommendations was drawn up by us and forwarded to the American Board of Directors for review.

Interviews with the U.S. Executive Board

All candidates were given the opportunity to get to know the American Executive Board in an online interview. On the one hand, they were able to deepen their understanding of the challenges of the position and, on the other, the Board was able to confirm their impressions of the candidates’ personalities.

The decision-making interview and the reference clarifications

We then moderated the face-to-face interviews with the 3 selected finalists at our premises in Zurich. In the presence of the current Executive Director and the former President of the American Board of Directors, it soon became clear who the clear “match” was.

Reference checks confirmed our impressions and underpinned the selection. As the working conditions and terms of employment had been clarified in advance, there were no discussions and the employment contract was signed within a very short delay.

Feedback from the new Executive Director:

“Dear OTP. I am delighted to have visited your client’s office in Zurich earlier this week, met with the management team and signed the contract to become the next Executive Director from 2024. I would like to thank you very much for the smooth and pleasant selection process over the past months. The initial conversations with you by phone and Zoom have given me additional confidence that your client and the position would be a good fit for me, and also made me realize how I can best showcase my strengths.

I’m really looking forward to getting started next year. Thank you again and all the best!”

Feedback from our client, the current Executive Director Switzerland:

“Dear OTP Topscore team. You understood my specific requirements straight away and developed a deep understanding of my needs.

Your commitment to the careful analysis of the required profile was extremely helpful and effective for me. You accompanied and supported me professionally in all phases of the selection process. You always communicated clearly and engagingly on all sides and always kept an eye on the values practiced in our company.

For me, it was a successful “exercise”. I am more than satisfied with the result and am already looking forward to an exciting and successful collaboration with our new Executive Director.”

Der Beitrag Foundation (NPO) to appoint new Executive Director erschien zuerst auf OTP.

This enables us to evaluate not only the job-relevant competencies but also, in particular, the personality aspects and behavior-determining values of a person. We had such a case with a company from the watch industry, in which the internal succession plan of the CEO was to be confirmed and, if necessary, supporting measures were to be proposed.

The promotion of suitable internal candidates offers numerous advantages, in particular the appreciation and development of human capital. At the same time, the savings in time and resources are also significant, as the candidate does not have to be recruited first and already knows the company with its culture, values, and processes. This significantly shortens the familiarization period. However, in order to avoid miscasting and related frustrations as much as possible, it is very important to carefully evaluate hard and soft skills and especially the candidate’s attitudes and values.

The request of our client

In the context of this internal succession plan, the board of directors asked us to provide a detailed assessment of the proposed candidate based on an assessment center and in particular:

• To evaluate the relevant competencies and skills, but also his attitudes and values with regard to this task. 
• To identify his strengths and weaknesses so that the candidate, in case of promotion, can continue to develop positively.
• To formulate recommendations for concrete actions so that the assumption of the new function can be implemented in the best possible conditions.

Our assessment

The first part consisted in carrying out a personality inventory and a leadership behavior assessment test. These tests aim to identify the candidate’s strengths and development needs compared to a broad reference population. These tests were administered online prior to the face-to-face event.

The second part, which took place on-site, consisted of various exercises conducted by our team of experienced assessors. We select these on a case-by-case basis with regard to the function and specific situation of each mandate. In this case, this second phase included:

• A structured interview to analyze the candidate’s background, values, and expectations.
• A role-play to manage a crisis under stress, in order to evaluate his management skills and behavioral preferences.
• The presentation of his vision of the company to assess his view on the CEO role he is aiming for.
• An interview to evaluate the two tests previously conducted.

Our results

The assessment conducted allowed us to confirm the candidate’s strengths for the targeted position. Thus, we were able to establish that the candidate:

• draws on sound analytical skills to make a decision. He has a proven ability to quickly grasp complex situations in a logical, systemic, and rational manner. He or she does not disregard any detail, looks at every element, and hypothesizes based on sound reasoning. Then takes care to enlist the support of others. Based on this, he quickly proposes a structured action plan.
• Has a very good resistance to stress. His main sources of stress are: an overly insecure work environment, boredom, and lack of follow-through. In these cases, he may become anxious and careless in his decisions.
• Has a great need for structure and organization. His very good stress resistance and great emotional stability make him very pleasant to deal with.
• can be perceived as inauthentic and very reserved. He sometimes appears as someone who has difficulty empathizing with others and dealing with emotional situations.
• Has a rigidity-based, rather directive leadership. He sets the course, giving more weight to tangible elements than less tangible ones. 

We also made our client aware of the values that are important to his flourishing:

• His desire to balance professional career and family life.
• His desire to participate in an ambitious and sustainable project where his word carries weight. 
• His need for independence and entrepreneurship.

Our recommendation

Based on the assessment, we identified a need for development in better onboarding employees with a clear and personal vision of the company. By being a role model of the company values he can share his human side and show emotion. Our recommendation was to accompany the candidate in developing these competencies through coaching.

The positive decision

Based on our report and a feedback meeting between the various people involved, the appointment of our candidate as CEO was confirmed by the Board of Directors, along with a transition period and coaching. We are convinced that all factors for a smooth transition are in place. This will enable the company to continue its development successfully!

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