Every candidate brings a different set of needs and challenges to the job-search process. The ability to accommodate those needs and address those challenges increases the likelihood of success, particularly in this increasingly competitive marketplace.

The degree of flexibility The Ayers Group builds into its outplacement programs is an important differentiator. “We do our best to adapt and even customize our approach to each candidate,” says Terry Ebert, head of the firm’s Career Transitions group. “Our programs go beyond a standard menu of options to partner with our candidates.”

Following are three case studies that highlight this tailored approach.

Case Study 1: A CEO who found himself without a job after his company was acquired came to his career transition program with a solid job opportunity in hand. The Ayers Group mobilized a team of specialized consultants to help the executive leverage that opportunity and also to provide critical new thinking about ways to improve his prospects for long-term success. In-house Certified Financial Planner Doug O’Connor worked with the executive to explore stock-option strategies and elucidate change-of-control clauses. A tax attorney provided additional interpretation of state and federal laws, as well as advice regarding offshore accounts and terms of contracts. A third consultant was called in to provide ongoing coaching support as the executive transitioned into his new position as COO of a nonhierarchical financial services organization with worldwide operations—a culture very different from the one in which he had spent the past 20 years. Although he has only just begun this new chapter in his career, the executive knows he has a team of experts behind him and can more confidently focus on leading his new organization.

Case Study 2: Downsizing and the subsequent job search are difficult under the best of conditions. Occasionally, candidates have to contend with this stressful process while coping with other life crises. One mid-level manager lost his wife to a protracted illness while in the early stages of outplacement. He took advantage of the Ayers' policy that allows candidates to freeze their outplacement programs to adjust to personal circumstances, but economic reality forced him to re-enter the market earlier than was optimal. Ayers restructured the outplacement time frame to adapt to the candidate’s state of mind and ability to function. His consultant focused their one-on-one sessions on helping the candidate come to terms with his loss and the changes in his life. This included making the candidate aware of his former company’s EAP program and various bereavement groups within the community and providing support in exploring these resources. The candidate was given flexibility in the use of office space so he could network more frequently with fellow candidates and have a place other than home where he felt a sense of belonging. These accommodations made the candidate’s initial bereavement experience more bearable and allowed him to balance his personal life and job search agenda more effectively to help ensure a successful landing.

Case Study 3: A very self-actuated senior marketing director from the publishing industry began sending out resumés before entering her transition program at Ayers. Although she quickly secured interviews, many turned out to be for positions that were too junior. Her Ayers’ consultant helped the candidate reposition her resumé to highlight her personal brand and impressive portfolio of successful product launches. Mobilizing her extensive network, the candidate quickly found herself with a full calendar of coffees, lunches, and industry conferences. Urged to keep an open mind and target positions and organizations she found to be exciting and innovative, the executive secured multiple interviews with a diverse group of companies within her industry. When a part-time consulting position was offered, the candidate’s consultant encouraged her to use the opportunity to keep her skills sharp and improve her value in the marketplace. Four months and more than a dozen interviews later, the candidate found herself in the enviable—but difficult—position of having offers from three companies with exciting but very different product directions. Her consultant helped her weigh the pros and cons of each offer and navigate the negotiations. These discussions helped the executive make her final decision: to accept a senior editorial position with a leading publishing organization.  Δ