OI Global Partners - Lifocus - Career Coaching - Career Counseling

• Outplacement
• Career Transition
• Executive Coaching
• Personal Career Coaching
• Leadership Development
What makes OI Global Partners/Lifocus Outplacement Different?
We Are Concerned About The Outcome, Not Just The Process
Our outplacement has not been commoditized,it is always personalized
One on one weekly meetings – not in groups
More time, more personal attention = getting jobs faster!
OUR GUARANTEE
We will do whatever is necessary to achieve success
“Personal attention means better retention“

• Outplacement
What makes OI Global Partners/Lifocus Outplacement Different?
WeUnderstandThatThisIsAboutTheWelfareOfRealHuman
Beings: Your Employees & Their Families
You will see the difference,more attention = more Jobs,faster jobs
Highest success rate in the industry!
OUR GUARANTEE
We will do whatever is necessary to achieve success

• Outplacement
OI Global Partners/Lifocus Outplacement/CareerTransition
Over 200 officesin 27 countries “Local
PersonalTouchwith a GlobalReach”
Remember,
We Are Concerned About The Outcome, Not Just The Process
As a global talent management company, renowned for its highly personalized
services, OI Partners specializes in mid-level, executive and group outplacement;
executive coaching; leadership development and workforce solutions.

• Outplacement
**What separates us from the rest?**
 Everyconsultant is ICCI certified. Certification is portfolio-based, demonstrating
industrydefined competencies representing proven professional experience
and expertise.
 We are truly investors in our community. Our earnings are re-invested in the business
and in our community, not sent to a corporate office out of state. We live, work and
build relationships locally. Partners are never transferred from one office to another
because we own ouroffices.
 Our technology resources are provided to candidates AND clients

• Outplacement
Outplacement Comparison
1. What is the length of each employee meeting? The length of each meeting that we provide with each employee is at
least 60 minutes. Preparation time in always additional. Ourcompetitors are doing 30 or 45 minutes with preparation
time rounding out the 60 minutes that they promise.
2. How many actual meetings per month are conducted foreach employee? We do at least four meetings a month
minimum. Our competitors have cut it back to two or three.
3. Does each employee havea dedicated advisorwho actually meets with him/her for every meeting. We assign each
employee an advisor who has been selected to work with that individual based upon the needs and wants of that
person. Ouradvisor meets with that employee every meeting and is availableduring evenings and weekends. Our
competitors assign the firstavailable advisorwho is required to meet with the individual once, but is not for the rest of
engagement. Employees who work with our competitors are pushed to rely on web-sites and group meetings, thereby
minimizing individual face time with their assigned advisor and, thus, cost to deliver the program.
4. Is a dedicated advisor assigned for virtual/remote programs as well? Absolutely and always we do! Some of our
competitors do not provide an advisor at all and others assign an advisor who works with the individual for only one
meeting.
5. Areon-siteemployeeorientation meetings provided at no additional cost? These are included in our prices. Our
competitors often either do not provide them or charge extra for these services.

• Outplacement
Outplacement – Career Transition Services
 Phase 1 - Intake, Introduction, Initial Meeting
 Phase 2 - Orientation & Resources
 Phase 3 - Career Planning – assessments & resume development
 Phase 4 - The Job Search Process – where the jobs are
 Phase 5 - Introduction to Social Media – training & set up
 Phase 6 - Market Research – work with market specialist
 Phase 7 - Interview Preparation/acceptance strategy
 Phase 8 - Post Hire Counseling
“Personal attention means betterretention“

• Outplacement
 Counselors on site
 Brief meeting with candidate
 Display empathy, willingness to help
 Introduction letter provided
 Appointments set for the next day
 Resource binder/business card provided
Outplacement – Career Transition Services
 Phase I – Intake – Introduction

• Outplacement
Phase I (Cont) – Initial meeting next day in our offices
Introduce to office staff;
Administrative support; Staff
research support
Overview of the outplacement
process;
One on one weekly meetings
Discuss future options
(if ready)
Tour of offices, kitchen,
equipment, etc
How to communicate job loss
with family/friends
Address questions,
concerns
Grief counseling (as needed) How to file for unemployment Provide with office &
cell numbers and email
Confidentiality promise Provide access to private office
or work stations & computers,
phone, fax
Set next appointment
Establish rapport & trust
•Listen
Calendar of in-office workshops
& seminars
Assignments from
Resource Binder 8

• Outplacement
 Phase 2 – Orientation & Resources
 Discuss goals, timing and expectations
 Introduction to available services and resources
 Financial consulting resources available
 Retirement information and resources available
 Accounting resources available
 Entrepreneurial tools & resources available
 Access provided to our proprietary online eCareer Center;
demonstration, overview and assignments (next slide)

• Outplacement
Proprietary eCareer Center Resources
• Take professional assessments on-line at your convenience
• Access to Webinars
• Manage a complete career transition campaign from your own personal account in one
central on-line location
• Easily manage and track job advertisements you respond to
• Automatically apply for job openings and send correspondence using an easy-to-use,
fully integrated communication system
• Search over 100 of the most popular job-posting sites on the web
• Access information concerning salary ranges, relocation, entrepreneurship, and more
• Be prepared for interviewing with sample questions created by professional Human
Resource Managers and Recruiters
• Use sample cover letters, thank you notes, and other types of correspondence to
enhance career transition communication

• Outplacement
 Phase 3 – Career Planning
 Career Mapping (review and discuss assignment results)
 Development of Strategic Marketing Plan
 Resume & Portfolio Development
 Resume or CV
 Candidate Value Proposition
 References
 Cover Letters
 Business Card Development

• Outplacement
The statistics
 Job search web sites – 15%
 Recruiters – 6%
 Job fairs/Trade shows – 1%
 Traditional ads – 2%
 Networking – 76%
 Phase 4 – The Job Search Process – where do people find jobs?

• Outplacement
 Phase 4 – The Job Search Process (cont)
 We coach candidates on the use of the 5 resources
 Emphasis on NETWORKING
 Creating candidate contact list
 Creating and articulating candidate value statement
 How to ask for names and advice (not help)
 Provide networking contacts & resources to candidate
 Video role play – practice, practice, practice

• Outplacement
must have a robust presence, we help candidate
build site and educate on how to use
– The caveats
How to be recognized as an expert in your field
 Phase 5 – Introduction to Social Media
 Educate on social media platforms:
& future trends

• Outplacement
• Phase 6 – Market Research Expert in Office
• Resources for researching the market
• Identify companies by industries, NAICS or SIC codes
• Lexis/Nexis & Hoovers research tools
• Nationwide partner research centers
• In office job research specialist
• Industry research tools
• Salary/relocation tools

• Outplacement
Phase 7 – Interview Preparation
• Research the company using
• Prepare for phone interview
• Prepare for face-to-face interview
• Salary negotiating training
• Video role play
• Practice, practice and more practice
Interview training is one on one, personalized
NOT in a group session

• Outplacement
• Phase 8 - Post Hire Counseling
• Assimilation to the new position
• Dealing with culture and chemistry
• Goal setting and priorities
• Building and nurturing networks
• Being a team player
• How to avoid being a target of future downsizing
• Volunteer and community involvement

• Outplacement
Remember,
WeAreConcernedAboutTheOutcome,NotJustTheProcess
As a global talent management company, renowned for its highly
personalized services, OI Partners specializes in mid-level, executive and
group outplacement; executive coaching; leadership development and
workforce solutions.

• Outplacement
S.ThomasWharton,CMF
Managing Partner/President
OI Global Partners - Lifocus
3970 Post Road,Suite 2 -Warwick,RI 02886.
401.884.7959 • Fax 401.886.4243
www.lifocus.com
twharton@oipartners.net
OI Partners is a global talent management firm providing career
consulting,executive coaching,leadership development,assessments,
training and outplacement services.
Over 200 Offices,27 Countries,One Call,Same Great Service

OI Global Partners - Lifocus - Career Coaching - Career Counseling

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