Strategic Outplacement Support Following an Industrial Site Closure

As part of a global strategic decision, an international industrial group closed one of its production sites in Morocco. This operation, planned and supervised over several months, resulted in the cessation of activity for a local team of five employees with varied technical profiles.

Keen to ensure a smooth professional transition, the company's management commissioned Xpertize Africa's Consulting division to manage an outplacement programme tailored to the specific circumstances. The aim was to secure the exit of the employees concerned, facilitate their repositioning on the job market and limit the operational, social and reputational effects of this transformation.

The assignment involved individualised support, combining mobility advice, coaching, networking and active monitoring. It took place over a period of more than three months, with different rates of progress for each beneficiary.

This case study sets out how we intervened, the resources mobilised and the results obtained in the context of this closure operation.

To address the client’s needs within the context of a site closure, Xpertize implemented a structured approach focused on three complementary pillars: individual coaching, preparation for active job search, and direct connection with our network of partner employers. The primary objective was to provide each affected employee with a tailored support pathway, designed to facilitate a realistic and timely professional transition.

At the start of the assignment, each participant underwent a one-on-one diagnostic interview to assess their background, transferable skills, and overall readiness for re-entry into the job market. This initial phase helped clarify expectations, identify potential barriers, and define a personalised action plan. Based on this assessment, we launched a coaching programme that combined customised support with targeted group sessions.

Individual coaching sessions were geared toward helping candidates articulate their professional goals, recognise and frame their strengths, and improve their performance in interviews. In parallel, group workshops covered the practical dimensions of job search — such as CV revision, professional use of LinkedIn, interview simulations, and local labour market awareness. These sessions also fostered peer learning and group momentum, which proved valuable for motivation and progress tracking.

An essential component of our intervention involved activating our employer network to identify relevant job opportunities. Thanks to our positioning in the Moroccan market and our close relationship with HR decision-makers, we were able to generate early connections between candidates and companies. In some cases, these led to employment within the first few weeks of the programme. Others evolved over a longer timeline, supported by ongoing follow-up and guidance.

Throughout the programme, each participant was closely monitored by a dedicated Xpertize coach, who ensured continuity, adjusted support strategies as needed, and maintained progress toward clear objectives. This integrated, results-oriented approach — both highly personalised and operationally robust — enabled us to meet the expectations of the client while delivering tangible value to the individuals affected by the transition.