Our outplacement services
“We all have 2 to 3 competitors in our line of business. When jobhunting, a candidate faces at least 50 competitors for every single application.”
This job market reality has guided our approach to outplacement since 2007. The Alphéa Conseil consultancy, comprising consultants with hands-on operational backgrounds including several RNCP-certified coaches, supports nearly 50 executives every year in returning to work, with a proven track record: 100% of them secure a new role in less than 6 months from their very first day of support.
This job market reality has guided our approach to outplacement since 2007. The Alphéa Conseil consultancy, comprising consultants with hands-on operational backgrounds including several RNCP-certified coaches, supports nearly 50 executives every year in returning to work, with a proven track record: 100% of them secure a new role in less than 6 months from their very first day of support.
What is outplacement?
Outplacement (or career redeployment)
is tailored, 1-to-1 support offered by a business to an employee whose role has been made redundant or who is leaving the company, in order to secure and accelerate their return to work. It usually takes place within the framework of a mutually agreed separation, a redundancy on economic grounds, or a
Redundancy Support Scheme / Social Plan
, but can also be offered voluntarily by the employer as part of their corporate social responsibility.
In France, a jobseeker remains registered with the national employment agency (France Travail) for nearly 11 consecutive months on average. Outplacement aims specifically to drastically reduce this timeframe by equipping candidates with structure, networking capability, and a strategic posture.
In France, a jobseeker remains registered with the national employment agency (France Travail) for nearly 11 consecutive months on average. Outplacement aims specifically to drastically reduce this timeframe by equipping candidates with structure, networking capability, and a strategic posture.
Why offer outplacement support to your employees?
- Safeguard contract terminations both legally and humanely,
by supporting employees rather than leaving them to navigate the market alone,
- Protect your employer brand:
the way a business manages departures directly impacts its reputation, including among remaining staff,
- Reduce industrial and workplace tensions
associated with reorganisations or redundancy plans,
- Accelerate employee re-employment
, serving the interest of both the individual and the business (brand image, workplace climate, statutory obligations where applicable),
- Rely on a consultancy with genuine, real-world job market insight,
delivering over 2,000 placements every year for its clients—a direct asset for repositioning candidates into concrete, rather than purely theoretical, opportunities.
- Safeguard contract terminations both legally and humanely, by supporting employees rather than leaving them to navigate the market alone,
- Protect your employer brand:
the way a business manages departures directly impacts its reputation, including among remaining staff,
- Reduce industrial and workplace tensions associated with reorganisations or redundancy plans,
- Accelerate employee re-employment
, serving the interest of both the individual and the business (brand image, workplace climate, statutory obligations where applicable),
- Rely on a consultancy with genuine, real-world job market insight,
delivering over 2,000 placements every year for its clients—a direct asset for repositioning candidates into concrete, rather than purely theoretical, opportunities.
Objective: verify project feasibility before starting the job hunt, avoiding wasted time on unrealistic targets.
Prior to any active search, a detailed motivation interview with your consultant establishes a comprehensive diagnosis of the employee's situation: career trajectory, genuine skills, personal constraints, and expectations. This stage underpins the success of everything that follows; a poorly calibrated project from the start consistently leads to a longer and more discouraging search.
Prior to any active search, a detailed motivation interview with your consultant establishes a comprehensive diagnosis of the employee's situation: career trajectory, genuine skills, personal constraints, and expectations. This stage underpins the success of everything that follows; a poorly calibrated project from the start consistently leads to a longer and more discouraging search.
- Setup of a monitoring and summary file for every supported individual, acting as a master roadmap throughout the programme,
- Evaluation of soft skills and core competencies using advanced profiling tools (emotional intelligence, leadership, adaptability) to objectify strengths candidates may not articulate spontaneously,
- Personality and cognitive aptitude testing
to refine viable career paths, including options beyond their previous position,
- Definition of core motivations and aspirations
of the individual, an essential prerequisite for guaranteeing a realistic and long-term engaging project,
- Identification of buoyant, high-growth sectors
, backed by active employment market intelligence rather than preconceived ideas about specific industries,
- Diagnostic of market opportunities and talent shortages
across the job market, directing the search towards areas of genuine demand,
- Optimisation of professional positioning
aligned with new recruiter requirements (behavioural skills, hybrid roles, post-Covid expectations),
- Integration of AI and predictive analytics
to identify emerging job opportunities, often before they are officially advertised.
Estimated duration: 2 to 3 weeks, depending on the initial clarity of the career plan.
Our Track Record
- Executives supported annually : Nearly 50
- Re-employment rate within 6 months :
100%
- Average duration on national jobseeker register (national benchmark) :
~11 months
- Annual recruitment placements delivered by the firm :
Over 2,000
- Consultancy established in 2007
Our 3-Stage Methodology
Our support follows a clear guiding framework:
understand before acting
,
act methodically
, then secure over the long term. Each step has a precise objective and tangible deliverables—it is not a simple series of workshops, but a structured process built upon the results of the preceding stage.
Who are our trainers?
The consultant trainers at
Alphéa'Cademy are accomplished professionals in their respective fields, boasting an average of over 20 years'
operational experience. Many also work concurrently as
recruitment consultants,
certified coaches, or
former senior executives, guaranteeing content anchored in workplace reality rather than purely academic theory. Their common thread:
a passion for their trade and a genuine drive to share knowledge. They are
certified
,
expert
, and
passionate trainers.
True leaders in their fields, they pass on their expertise with rigor and effective teaching methods, far removed from standard content facilitators.
Stage 1: Defining the Career Plan
Objective: verify project feasibility before starting the job hunt, avoiding wasted time on unrealistic targets.
Prior to any active search, a detailed motivation interview with your consultant establishes a comprehensive diagnosis of the employee's situation: career trajectory, genuine skills, personal constraints, and expectations. This stage underpins the success of everything that follows; a poorly calibrated project from the start consistently leads to a longer and more discouraging search.
Prior to any active search, a detailed motivation interview with your consultant establishes a comprehensive diagnosis of the employee's situation: career trajectory, genuine skills, personal constraints, and expectations. This stage underpins the success of everything that follows; a poorly calibrated project from the start consistently leads to a longer and more discouraging search.
- Setup of a monitoring and summary file for every supported individual, acting as a master roadmap throughout the programme,
- Evaluation of soft skills and core competencies using advanced profiling tools (emotional intelligence, leadership, adaptability) to objectify strengths candidates may not articulate spontaneously,
- Personality and cognitive aptitude testing
to refine viable career paths, including options beyond their previous position,
- Definition of core motivations and aspirations
of the individual, an essential prerequisite for guaranteeing a realistic and long-term engaging project,
- Identification of buoyant, high-growth sectors
, backed by active employment market intelligence rather than preconceived ideas about specific industries,
- Diagnostic of market opportunities and talent shortages
across the job market, directing the search towards areas of genuine demand,
- Optimisation of professional positioning
aligned with new recruiter requirements (behavioural skills, hybrid roles, post-Covid expectations),
- Integration of AI and predictive analytics
to identify emerging job opportunities, often before they are officially advertised.
Estimated duration: 2 to 3 weeks, depending on the initial clarity of the career plan.
Stage 2: Implementing Strategic Actions
Objective: transition from an approved plan to an active, structured, multi-channel job search—the longest and most operational phase of the support.
This is the stage where candidates take charge of their search, equipped with methods and tools they might not have used on their own. It unfolds across three complementary streams that operate in parallel rather than strictly sequentially. Self-awareness and career plan building: This foundational block solidifies the operational groundwork of the job search:
This is the stage where candidates take charge of their search, equipped with methods and tools they might not have used on their own. It unfolds across three complementary streams that operate in parallel rather than strictly sequentially. Self-awareness and career plan building: This foundational block solidifies the operational groundwork of the job search:
- In-depth personal and professional appraisal, extending the Stage 1 diagnostic
- Precise definition of the career plan,
formalised and agreed with the consultant
- Identification of primary and secondary targets (companies, sectors, roles), to avoid diluting job-seeking focus
- Development of an agile search schedule,
featuring monitored weekly objectives
- Implementation of a methodology tailored to the profile and target market
- CV and LinkedIn profile optimisation in line with modern standards (readability by AI and recruiter ATS platforms)
- Personal branding and digital visibility strategies, ensuring recruiters headhunt the candidate rather than relying solely on outgoing applications
- Structuring speculative applications and proactive recruiter outreach
- Mastery of AI platforms and Web 3.0 job-seeking tools
Estimated duration: 2 to 3 weeks, depending on the initial clarity of the career plan.
Positioning Strategy and Opportunity Sourcing: Beyond standard job applications, this stream unlocks access to the hidden job market—roles that are never publicly advertised:
Network Activation and Interview Techniques: This final stream focuses on interview preparation and contract negotiations:
Estimated duration: 2 to 4 months, depending on the candidate profile, sector, and talent demand for the targeted function.
Positioning Strategy and Opportunity Sourcing: Beyond standard job applications, this stream unlocks access to the hidden job market—roles that are never publicly advertised:
- Attending industry events and trade fairs targeted specifically to the desired sector
- Accessing executive search networks,
frequently the source of senior management roles
- Advanced networking and referral techniques,
turning contacts into concrete opportunities
- Network expansion leveraging the consultancy’s proprietary client database—a direct benefit of partnering with Alphéa Conseil over generic programmes
Network Activation and Interview Techniques: This final stream focuses on interview preparation and contract negotiations:
- Mock interviews with immediate, actionable feedback
- Coaching on telephone screening and outreach calls,
often the initial stumbling block for many candidates
- Salary negotiation and contract preparation,
securing optimal terms for the new role rather than passively accepting offers
Estimated duration: 2 to 4 months, depending on the candidate profile, sector, and talent demand for the targeted function.
Stage 3: Onboarding Support and Review
Objective: secure long-term integration a job search is only truly successful if the candidate progresses beyond their probationary period.
Many outplacement services end upon contract signature. Ours continues, as the initial months are critical to success—onboarding integration, alignment between expectations and daily realities, and team dynamics.
Personalised Post-Placement Follow-Up
Upskilling Support and Long-Term Job Security
Many outplacement services end upon contract signature. Ours continues, as the initial months are critical to success—onboarding integration, alignment between expectations and daily realities, and team dynamics.
Personalised Post-Placement Follow-Up
- Tailored 1-to-1 follow-up across 3 to 6 months , with regular review points rather than a single check-in at the end,
- Post-hire evaluation reviews to identify early challenges and adjust the candidate's workplace positioning,
- Onboarding coaching to ease role transition and optimize cultural alignment,
- Regular feedback and milestone reviews
to anticipate potential hurdles and ensure a smooth transition.
Upskilling Support and Long-Term Job Security
- Initial months integration review measuring satisfaction for both employee and employer while identifying growth areas,
- Development of a career progression plan, looking beyond initial induction to prepare for future internal steps,
- Decision support regarding future opportunities (internal mobility, reskilling, career advancement),
- Long-term career optimization to confidently navigate subsequent career milestones.
Estimated duration: 3 to 6 months post-hire, fully integrated into the overall support package.
Who is our outplacement support designed for?
- Executives and senior leaders whose positions are made redundant following a company reorganisation,
- Employees undergoing mutual separation agreements
seeking to safeguard their return to work,
- Businesses executing a Redundancy Support Scheme / Social Plan
wishing to support affected personnel,
- Companies offering high-quality career support
as part of their Corporate Social Responsibility (CSR) commitments, exceeding statutory requirements.
Why choose Alphéa Conseil for your workforce outplacement?
- Operational consultants, including several RNCP-certified coaches, rather than basic assessment facilitators,
- Practical, up-to-date market insight, delivered by over 2,000 placements completed annually across diverse sectors (distribution, retail, FMCG, manufacturing, etc.),
- Measurable outcomes over commercial promises : 100% re-employment within 6 months for supported executives,
- Support that extends beyond signing the new contract,
with 3 to 6 months of post-hire follow-up.
FAQ
1. Who funds outplacement support?
Outplacement is funded by the employer parting ways with the employee , as part of a contractual termination (economic redundancy, social plan, mutual separation) or as a voluntary corporate social responsibility initiative.
2. What is the difference between individual outplacement and collective outplacement?
Individual outplacement is designed for a specific employee, often an executive or senior leader , offering fully tailored 1-to-1 support . Collective outplacement typically forms part of a large-scale redundancy scheme supporting multiple employees in parallel, utilizing a scaled methodology while maintaining individual progress tracking.
3. How long does outplacement support last?
Duration varies depending on the candidate profile and project , but our programmes systematically include 3 to 6 months of post-hire follow-up after return to work to secure long-term integration.
4. Does outplacement guarantee finding a new job?
No reputable firm can offer a 100% individual guarantee . We can, however, share our track record: across all executives supported each year, 100% secured a new position in under 6 months from their very first day of enrolment.
5. What types of roles are covered by outplacement?
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