Executive Relocation Counseling is a systematic process for advising and assisting executives to objectively evaluate their occupational strengths and limitations, establish realistic employment objectives, and develop an effective marketing plan to penetrate the job market. The objective is to secure good alternative employment quickly with attendant benefits to the executive, the sponsoring company, and his new company.

Compelling reasons exist for both the terminated executive and his former company to engage professional relocation counseling assistance.

For the Executive who is terminated, some of the reasons are obvious. He is faced with a potentially severe economic loss, as well as a psychological crisis centering on his self-esteem, his role in society and in his family, and his stature with his peers. The longer an individual has been with a particular company, and the more senior he is in age and organizational status, the more traumatic this psychological crisis tends to be. Feelings of depression, worthlessness and bitterness are common in this situation. Consequently, the executive may waste valuable job-hunting time by doing nothing, focusing on the wrong job targets and pursuing good job prospects in an inappropriate way. A professional relocation counselor who can empathize, advise and assist him to make a successful, speedy employment transition is a valuable resource to the executive.

The Company effecting termination also derives important benefits. Using relocation assistance as a negotiable part of the termination agreement often reduces settlements, avoids litigation, and optimizes the mitigating impact in court decisions involving severance suits that actually get to trial. Employees are positively impressed with a company that is progressive and humane enough to offer relocation assistance with resultant benefits in employee morale, loyalty and productivity. In addition, effecting a quick relocation tends to minimize the destructive comments that the terminated executive may make about the company to its employees, competitors and customers.

The process begins by planning the actual termination in consultation with the relocation counselor. Within minutes of the termination act the counselor meets with the terminated executive to alleviate the psychological impact and to initiate the relocation counseling process quickly.

Within one or two days of the termination, intensive interviews are conducted to establish empathy, credibility and enthusiasm in the executive’s mind, to evaluate his feelings concerning the termination and to assess his occupational strengths and limitations.

A detailed profile on his/her occupational strengths and limitations is developed. This profile is used as a basis for developing job/employment objectives, which are both realistic and satisfying.

A comprehensive, personalized, self-marketing plan is prepared to enable effective penetration of the hidden and open job markets. The plan includes the steps involved in approaching and following-up the targeted contacts, and a timetable to monitor progress.

Additionally, the executive is given full guidance and assistance to develop effective self-marketing materials (e.g. career resumes, broadcast letters, letters in response to advertisements, post-interview letters, etc).

The executive is put through a comprehensive series of training sessions aimed at perfecting his job interviewing and negotiating skills, and estimating or minimizing any counter-productive habits and mannerism. Simulated job interviews, which may utilize audio-visual means often, make the difference between being on the "short list" and being the "finalist".

The executive’s progress is monitored in implementing the marketing plan, and regular meetings are scheduled to keep him on track and efficient in his efforts.

Interviews he has secured are analyzed and reviewed to determine needed improvements and to reinforce what he is doing well.

Assistance is provided in evaluating offers secured from prospective employers and advice is offered concerning their short and long-term potential.

At interviews of three and six months after his new employment has commenced, the executive is contacted to determine his progress in the new situation and to offer constructive advice regarding problems.

The executive is encouraged to maintain liaison with the contacts he/she has developed during the course of the process for life, so that if termination ever recurs there is a ready-made network of contacts to immediately fall back on.