4 Steps to career change success:  #3 Secure

4 Steps to career change success:  #3 Secure

This is the 4th in our series outlining how Newleaf supports our clients through career transition. In our last brief we highlighted the importance of achieving real clarity on what a next move should be.  Equipped with this, clients will be able to streamline their search and really focus on doing a brilliant job of securing those roles they do go for.

If a client thinks that a great CV, strong track record and charming personality are enough to secure their next move – they need to think again.  The recruitment market is fast changing.  Most people we meet have not been in the job market for at least 3 years, and for some of our clients this is much longer.  Let’s just consider some of the changes that have happened in recent years:

  • Increased use of social media sites
  • Digital job boards and career sites
  • LinkedIn
  • Video interviewing
  • On line psychometric tests
  • Pre screening and testing on mobile devices
  • Strengths based profiling and selection

We try to equip our clients with an up to date understanding of the different types of recruitment processes that they may be subjected to in today’s recruitment market.

From the very beginning, we encourage clients to consider their personal brand.  Determine what impact they want to create and what steps they are taking to achieve this.

How do you present yourself in writing, on the telephone, face-to-face, both one on one and in groups?

Dodgy e-mail addresses, rudimentary typing mistakes, unclear verbal communication and unfortunate personal presentation are all too common. Food stuck in teeth, ill fitting or inappropriate clothes and overpowering odours are just a few of the watch outs. We give honest feedback to our clients and we encourage them to share their desired impact with a good professional friend and get some honest feedback from them too!

Next we ask clients to consider which will be the most appropriate search method that will lead to securing the type of role they are looking for and to build a campaign around this.  They will need to consider the newer methods listed above as well as better trodden routes such as:

  • Networking
  • Search Agency
  • Speculative contacts
  • Advertisements

Research into how an ideal employer handles their recruitment will offer some useful insights to enable clients to focus on this.  The reality will mean that clients are likely to do a combination of these.

Manage your search, just like you would manage a project at work.  Once clients have done all they can to apply for one job, they need to move onto the next application and do some parallel working.  Some people are tempted to wait to hear back from one job before moving onto their next application.  In our experience this breeds disappointment and delay.  Gentle chasing and following up is appropriate but you may need to be patient. Although this is your top priority, it is rarely the top priority of those many people inside an organisation that are involved in dealing with your application.  Even in examples where best practice is quoted this is likely to take at least 3 months.

Negotiate the right deal. We support our clients to achieve their aspirations not just in terms of the type of role, but also in achieving the right package and working pattern.  Being clear about these delicate issues in the acceptance phase helps to ensure that the future working relationship is sound.

Getting off to a good start is of real importance and we prompt clients to drive their own induction plan.  We will explore this in more detail in our next in the series.

Susan Binnersley

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