Most outplacement programs are "corporate" programs, paid for by the company. But there are a number of "retail" outplacement firms that provide services to individual clients. Here are some things to consider when selecting an outplacement program:

Choosing your partner: Will you have the opportunity to select your own coach/consultant or will one be assigned by the firm? How easy is it to change coach/consultants if necessary?

Methodology: What is the firm's philosophy and approach to the job search?

Pricing structure: Does the firm offer an all-inclusive package or a la carte services?

Expertise: What are the firm and individual coach/consultants' credentials, years of experience, demonstrated outcomes?

Program delivery: How are services delivered, for example through face-to-face meetings requiring you to commute to the firm's office, or remotely from home via phone and email?

Resources: What workbooks, videos, web sites and other materials will you have access to for use on your own?

Track record: Does the firm have data on how long its clients take to land a job?

External network: Does the firm have access to recruiters, networking contacts?

Fit: Do you like the atmosphere, administrative support, quality of personal service, flexibility, etc.?

If you're evaluating outplacement programs for your organization (rather than for yourself as an individual), use the Directory to pre-screen firms before calling for information or requesting a proposal. As the definitive resource on corporate outplacement and career management firms worldwide, the Directory helps use limited career transition budgets effectively.

The Directory of Outplacement & Career Management Firms 2003 is available in the Kennedy Information's bookstore.

• Create a schedule for yourself. The most successful and fastest job searches occur when the job search is treated as a job itself, with dedicated work hours and structured approach. Work when you have the most energy and include time for exercise and relaxation. Be mindful, there's a tendency for social calls and activities to creep in and fill in the void in your schedule.
• Prepare a budget. Include funds from severance payments, savings, liquidated investments, etc. Estimate how long your funds will carry you through a job search.
• Set up a separate work area dedicated to job search. Provide yourself enough space, paper and pens, phone, and computer to help keep you focused.
• Prepare list of contacts for networking and information interviews. Start with friends, family, close colleagues. Expand to professional contacts and ultimately consider networking groups to meet other executives looking for their next career move.
• Research networking opportunities in your area. Add events to your schedule for the following weeks.

Day 3 - Assessing Yourself

• Take a behavioral style assessment to recognize the strengths you bring to an organization.
• Evaluate your professional skills and interests, work environment preferences, and management motivators.
• Better define your career goals - where do you want to be in 5 years, and how can this next job get you a step closer?
• Develop your "elevator pitch," a 60-second to two-minute summary of yourself that may include a request for a future meeting or discussion.
• Call inner circle of networking contacts. Explain your situation, give them your 60-second pitch about what you're looking for, and ask for referrals.

• Prepare a written Marketing Strategy incorporating: your goals and objectives; target positions/jobs, industries/markets; list of specific organizations to target; description of your desired organizational characteristics; geographic preferences; compensation expectations.
• Send thank you note (paper or email) after each networking meeting.
• Revamp your resume (have a resume writer critique it).

• Identify information you need to get to do your search (e.g., companies in target market, contact information for hiring executive at target company).
• Lay out tactics for getting in touch with key contacts at target companies (e.g., networking through someone at the organization, calling through switchboard to identify contacts, using database of company contacts).
• If you have not done so already, give your family/close personal friends an update on what and how you are doing and answer any of their questions. If you need encouragement, ask for it.

• Attend networking meetings through your professional association or a networking group. Have your 60-second pitch ready so you can clearly explain what you're looking for.
• Send your new resume to executive recruiters in your field/industry.
• Read your target companies' annual reports and press coverage to stay current on their competitive issues.
• Send targeted letters to contacts at your target companies (identified in Week 1, Day 5); include information from your research on the company.
• Post your resume to an online database (be sure it is confidential and appropriate for executive candidates).

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