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Your Next Job Is Not the One You Should be Worrying About

Successful career management lies in good career planning. You need to know where you want to be five or 10 years from now, and you need to know it today. Are you looking to move within your organisation, your sector or the profession? What changes do you expect over the next few years that will affect your role and organisation?

You are responsible for your career progress and success – if you know what you want then you can target the job and company.

The problem with recruiters is that they hire for the skills they want, they don’t want to take the chance that you will be able to develop those skills, to grow into the job. If you want to move on and up you have to build your skill base; you have to develop those aspirational competencies that will allow you to build your career. What skills, knowledge, qualifications and expertise does the very best candidate need?

However good a sales person you are, if you want to be sales manager your lack of management experience is going to hamper you. Think about the best sales managers you know, their skills and strengths, then do a critical self-assessment. How do you measure up? What do you need to do in terms of self-investment in order to grow, develop and achieve your career goals?

Look at the gaps between your current level of competence and your aspirational career goals – what do you have to be good at that you can’t currently lay claim to? This should drive your job search. Your next role should be one that helps you to reduce those gaps in your skills base. The secret is to use your network to help you find that role.

The best place to get experience is the place where you already work. Have a serious career conversation with your current employer. If they know what you are trying to achieve perhaps they can help you get there. They already know you and your work so they have an interest in helping you grow and improve. A company with good career management policies and procedures will invest in staff as a means of employee engagement and retention.

It has to be admitted though that your choices and aspirations may not dovetail with those of your current manager or organisation. So you may have to think about moving laterally or taking a secondment. Think outside the box.

To target other companies you will need to identify and target the point of purchase carefully. If they are to hire you even though you are not a 100% fit with their job specification you will need really good recommendations and endorsements from contacts they trust. If you come with an exceptional recommendation the hiring manager will take that second look at your CV.

Consider what you offer as a competitive advantage. What do other professionals in your field offer? Can you differentiate yourself by offering something extra, different or unique? Then cross-reference your competitive advantage with the ideal candidate for your ideal job. It is the fact that you are an appreciating asset that enhances your employability.

Make sure that you develop and are known for your exceptional capabilities so that if the chance arises a prospective employer will take a chance on you. To do that you need endorsements. Think seriously about who you know and the influence they wield - who has the potential to impact on your career? Build a strategy to strengthen your relationship with those people. Build your profile, ensure you are visible to those who matter, and ally yourself with people who can help you. It’s about being well connected and making sure your contribution is noticed.

Don’t let your career just happen and don’t wait to be noticed. Take a proactive, targeted approach to maximise your potential. You are responsible for your own future.