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Show handful of companies in the growing outplacement field. "Moreover, when a corporation gains a reputation for not being it becomes more difficult to recruit top talent." The trend toward outplacement is the result of an increase in firings. About 6 percent of all executives in the major corporations now lose their jobs each year. Firings are laid to three recent changes in business life: people-oriente- d, task is to convince him that finding a e new job is a job whose success depends almost entirely on him. For this, the experts have perfected normal techniques how to explain your qualifications to a prospective employer, how to prepare a resume, how to communicate strengths, full-tim- job-findi- Economic. Business is operating along a flattened curve, with competition increasing at home and abroad. Social. Today's employees look for more than work; they want satisfaction as well. When an executive loses the confidence of his boss, it's best to end the relationship. Management. Firing has become "socially acceptable," a legitimate part of an effective manager's job. Such changes prompted Thomas B. Flubbard to start the outplacement field just 10 years ago, when he opened TFlinc Career Planning Corp. The big push came during the 1974-7- 5 recession, and the field has now grown so that 75 percent of our largest American corporations have outplacement services for executives. Though it has mainly concentrated on executives, as outplacement expands, inevitably it is moving down the job scale. Ironically, it is the executives who seem to need such help more than others, because they have no union to come to their aid and because executive jobs are harder to find. In individual cases, outplacement fees approximate 10-1- 5 percent of the employee's annual salary plus r expenses, a discharged executive may cost his former employer $5000 to get a new job. Today's outplacement experts are called in early. Sometimes they start by questioning whether a discharge is really called for, and may even succeed in getting the employee merely transferred. On rare occasions, the outside experts may do the firing If the boss does the firing himself, which is more usual, the experts may include a rehearsal. James Fuchs, of Fuchs Cuthrell & Co., urges the person doing the firing to wield the axe in a place that is private and comfortable (not the boss's office), to make quite clear why this has happened without destroying the employee's ego, to cover all benefits, and to end with a description of outplacement and how it can help get him back on his feet. Fuchs believes the first 72 hours after firing are most critical But the main work is to help the employee find another job, and the first UIY 22, 1979 17 job-seek- urged early in the game to jot down names of anyone he may call either for a job or for further leads and then to extend the list as those first Enlarged to show detail Actual toe of gold piece approximately 0OA:h - V'. - A GENUINE GOLD PIECE Honoring the Tenth Anniversary of Mans First Moon Landing $30,000-a-yea- PARADE contacts suggest others. The experts claim success rates as high as 97 percent within six months usually resulting in better jobs. As outplacement begins to reach those in lower job levels, it may mean the end of the day when an irate boss' can scream: "You're fired! Cet out!" I? how to negotiate salary. The experts find that 80-9- 0 percent of executive jobs are filled through is personal contact. 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