Career Development Clinic

Q&A Everything you wanted to know and were too

afraid to ask

Understanding yourself Career planning Getting yourself noticed Developing a CV Approaching the market

The Fundamentals

Why do people change jobs ?

Managed badly Not succeeding Organisational change, restructure, M&A Not being stretched Not learning Conflict with superiors, peers Role deskilled Need for relocation Death / illness in family New baby, divorce, bigger mortgage Lack of prospects

Why do people change jobs

Who remembers Herzberg ?

Herzberg Theory

Who knows Maslow ?

Maslows Hierarchy of Need Self Actualisation

Esteem

Belonging

Security

Physiological

SURVIVALe.g. Oxygen, Food, Heat, Water, Sex

Working Context- Pay, benefits, basic working conditions

Physiological

Securitye.g. monthly income, home, bills paid, safe

job

Work Context- Pension Scheme, Insurance Schemes,

Dependable supervision, Healthy company

Safety

Caring for and being cared for One of the ‘in’ crowd Insider rather than outsider Aspiration to a peer grouping

Work Context- Friendly environment, Team culture,

supportive management, being informed

Belonging

EGO + PRIDE Recognition, Achievement, Status, Self

confidence, Self Worth, of value

Work Context - Job title, Kudos, merit awards, participation

in decisions, authority, privileges

Esteem

What Humans ‘can’ be, they ‘must’ be

Work Context Autonomy, Power over own destiny,

constant opportunity for personal growth

Self Actualisation

Maslows Hierarchy of Need Self Actualisation

Esteem

Belonging

Security

Physiological

Understand why you feel the need to move Is there both push & pull Flag how you feel to boss and explore options

internally Take time to think and plan Avoid making career choices in times of personal

upheaval, change or crisis Don’t ask for too much advice Avoid the ‘cult of the personality’ Trust your instincts Trust your beating heart over your aching head Don’t follow the money

Some advice before you start

What does the word career mean to you? What defines a successful career for YOU?

Utilise ‘best 6 month’ vision Be clear on what you want & don’t want Plan you career alongside your life, they have to

be symbiotic Avoid ambition as competition, this is about you,

not anyone else Set career milestones however expect to be flexible

Planning – Life / Career

“The best way to get noticed is to deliver above and beyond the requirements expected of you by your company”

Raise your profile – and those of your team Get on Internal committees, cross-functional projects etc Submit articles to internal newsletters Take your Charity into your company – organise events Offer to mentor / coach / buddy cross functionally Develop contacts / relationships in HR Create opportunities to broaden scope Represent company at events

Getting Noticed Internally

“The best way to get noticed is to deliver above and beyond the requirements expected of you by your company”

Network / Network / Network Write a blog Create your own website with profile, achievements, photos, blogs Network / Network / Network Attend events, committees, conferences, charity/voluntary work Develop press contacts Network / Network / Network Public Speaking – at every opportunity

Getting Noticed Externally

◦ 80 million users◦ 560,000 visits daily◦ 75% have used it to hire – but only 15% are recruiters◦ Change status regularly◦ Link to twitter – be wary◦ Update with full profile & keep current◦ Ask for recommendations ◦ Join groups – and display logo◦ Set up groups◦ Link to recruiters – but hide connections

....Get active

Personal marketing tool – not just to get a job

Chronological - 3 pages max

Description of the companies plus job title with a brief summary

Avoid wordy intro’s - maximum 50 words summarises your key strengths

Have a ‘Master CV and ‘bespoke’ to each company

Focus on achievements. Use strong action verbs e.g. accomplished, instigated, saved

Include quantitative results e.g. ‘grew sales by 20% and profit by 10%’ – ‘managed a team of 150 across 3 locations’.

Avoid jargon or abbreviations

Add some personal information        

Need a CV ?.....Use a CV agency !

Looking outside..Understanding the recruitment industry and the

players

   

Transactional Relationship Temp to Perm Often sole supplier

Junior / Manual /

clerical/secretarial

Junior to Mid M

anagement

Mid to senior m

anagement

Smaller Talent Pool

Specialist skills

Exec roles

Small talent pool

Top 5% C

alibre

Sector /Function Specialists Reactive Active candidate database

Proactive Advertising

Pro Active Headhunt

Limited Proactive Headhunt usually outsourced

Up

to 3

5K

Up

to 1

20K

50K

& 12

0K£1

00K

and

abov

e

Contingency (candidate driven) ◦ Candidate is the product◦ The candidate is king and supplier has no allegiance to the client◦ Candidate may be in process with 3 different firms through one supplier◦ The suppliers role is to find the candidate a job with any client◦ Methodology is typically use of own / public databases ◦ Fees typically 18% to 25%◦ No Placement No Fee◦ Client free to use any / all suppliers – No guarantees from either side

Retained (client driven)◦ Service is the product ◦ The client is king and supplier has no allegiance to the candidate◦ The suppliers role is to find the client the best candidate◦ Methodology is thorough and proactive every time◦ Fees typically 33%◦ Typically only 1/3rd of the fee is contingent upon placement and

sometimes ALL fee paid upfront◦ Client and supplier contractually committed to complete the assignment◦ Researcher is biggest influence

What to expect...

Network / Network / Network LinkedIn Attend Recruitment Fairs, Forums etc Make the researcher your friend Relationships with a few ‘retained’ search consultants Contacts within ‘contingency’ recruitment firms

How get in front of them?

AESC (Association of Executive Search Consultants) – www.aesc.org

REC (Recruitment & Employment Confederation) – www.rec.uk.com

Executive Grapevine – www.askgrapevine.com

Kennedy Information – www.kennedyinfo.com

UK Recruiter – www.ukrecruiter.co.uk

Magazines –The Grapevine, Search Consult

Referral, Referral, Referral

Recruitment company sources of information

Questions...