Outplacement for senior: making a success out of your career transition
- Sylvain Langellier
- Apr 15
- 3 min read
As French people work longer and longer, integrating senior into the job market is becoming a major challenge for companies and their HR teams. Indeed, once they reach a certain age, working people face a number of obstacles in their search for a new job. But when he lose his job unexpectedly, relying on the expertise of an outplacement firm can make a real difference. In this article, we explore how outplacement for seniors can help make a smooth career transition.
The challenges faced by experienced workers in the job market
Let's start by answering an initial question: at what age are we considered to be senior on the job market? Definitions vary from one organisation to another.
Companies consider that an employee reaching the age of 45 has attained senior status, as he is entering the second half of his career. According to Insee, this status is established from the age of 50. However, to qualify for a senior CDD, you need to be 57. On the labour market, a senior is therefore defined as an individual aged between 45 and retirement age.
To continue, here are a few statistics on the employment of experienced profiles:
In 2023, more than eight out of ten people are working at the age of 55, but this proportion falls to five out of ten by the age of 61 (1).
65% of employees associate senior status with something negative (2).
Seniors feel discriminated against (3): they have already had the feeling that they have been excluded from certain positions or that they have been disadvantaged in terms of pay.
Employers are still concerned about the profiles of older employees, as there are still many prejudices about them: more fragile health, obsolete knowledge, lack of adaptation to technological tools, the imminent arrival of retirement creating disengagement in their mission, etc.
And yet, they have a lot to offer. These include, of course, their many years of experience in the field, their approved and proven skills, their ability to manage teams and their loyalty to the company.
Getting back on track with senior outplacement
Individual outplacement is designed for people leaving their company after redundancy or a mutually agreed termination of contract. The aim of this scheme? To facilitate the professional transition of employees who have suddenly lost their jobs, with the support of a dedicated coach for several weeks or months.
The outplacement consultant reviews the talent's career with him, asking him about his ambitions. He helps him to define his project and to detail the various stages that will enable him to achieve his objective.
To help you get started quickly, he guides you through all the aspects of the job search: updating your CV, making the most of your skills in the light of market needs, oral preparation for interviews, making good use of social networks, and so on.
For older workers doubting their ability to find a fulfilling job again, and sometimes still suffering from the sudden departure from their last position, it is an undeniable support in maintaining confidence in the future and continuing to think big.
It's also an ideal time to take stock of your skills or consider training opportunities. Or why not take a career change in a sector that is having difficulty recruiting?
>> Find out more about our outplacement programme for managers: the Networking Business Package.
Generate business opportunities through the power of networking
Maintaining your network of contacts, meeting inspirational people, asking for personal introductions... Networking is an essential part of any job search. After the age of 40, 80% of jobs are filled through contacts or references.
However, attendance at afterwork and informal professional events tends to decline as we get older. This lack of regular investment in developing your network can be detrimental to your career.
At Networking Premium Group, we take a unique approach to outplacement. We believe that a professional repositioning programme must first and foremost be based on a well-constructed networking strategy.
In our Paris outplacement practice, we offer managers in career transition the opportunity to join a unique network made up of members of Management Committees, Executive Committees or senior managers, all united by the same desire for professional development.
How to prepare an impactful presentation, a ‘pitch’ that highlights your unique skills in just one minute? How to profile participants before taking part in a new event? How to maintain links with your new contacts? These are the secret recipes that we pass on to the beneficiaries of the programme, thanks to our thirty years of experience in the field of networking. Yes, you can learn how to meet the right people and it can change your professional destiny, whatever your age.
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