Many of the coachees we have the privilege of guiding in their search for new, suitable work choose to explore a work experience placement.
Sometimes this is to gain experience in a completely different role and find out whether they truly enjoy it; other times, it’s to assess and, where possible, expand their work capacity. For both the coachee and the coach, this is often an insightful journey — though not without its frustrations. After all, how do you clearly explain what a work experience placement actually involves and what requirements it should meet? We’re happy to clarify this for you.

A work experience placement, as the name suggests, is an opportunity to gain work experience. This often applies when a coachee no longer has an employer, or when their current employer has no suitable options available — prompting the search for an external placement. Of course, the new employer must be willing to give someone (who may have limited work capacity) a chance. It’s essential to clearly define expectations in advance. Agreements need to be made between the former employer, the new employer, the coachee, and the supporting coach.

The following components are of great importance for a successful work experience placement:

1. The nature of the work
2. The number of hours that the coachee works
3. The structure of the hours (in consultation with the company doctor or insurance doctor)
4. The duration of the period that a coachee works at a work experience place
5. The supervisor at the work experience place

The goal is different in detail for each coachee, but the basis is the same.

During the period a coachee is in a work experience placement, they continue to receive payment from their current employer or benefits agency. This means that the new employer incurs relatively low costs. However, some time investment is expected in guiding the coachee, and there may be an agreement on reimbursing travel expenses. These arrangements are made in mutual consultation.
In addition, insurance may be required while the coachee is working. Often, it’s possible to use a volunteer insurance policy provided by the municipality where the work experience takes place, or the hosting organization may notify its own liability insurer. If not, it’s advisable to contact the relevant insurance company for guidance.

For the former employer, the benefits agency, and the coachee, it’s also helpful to know what options are available once the work experience placement comes to an end. These may include a one-time extension, a secondment arrangement, or even direct employment. An intention agreement can be made between all parties to outline these possibilities.

For the host organization, a work experience placement offers several key benefits. First of all, they gain an extra pair of hands — almost free of charge — who can support with specific tasks. In addition, they get the opportunity to see whether someone is a good fit for the role they’re looking to fill, without any immediate obligations

For the coachee, it’s a valuable opportunity to work on their future in the job market without having to immediately give up their current job or benefits. And if, for any reason, the placement doesn’t work out, they don’t run the risk of losing the rights and entitlements they’ve built up.

For the benefits agency or former employer, the risk of prolonged benefit payments or high costs is reduced, as the chances of the coachee finding a new job increase.

All in all, a work experience placement is a beneficial arrangement for everyone involved when a coachee is looking for a new job. The only caveat is that during the placement, the coachee is usually required to continue applying for paid positions — and any such opportunity, whether internal or external (in case an employer is still involved), always takes priority.

Does your organization have opportunities for one of our coachees to gain work experience? If so, please contact us at info@dynamischbureau.nl or visit the Placement section to see potential candidates who might be a good match!