Career Development Clinic<br />Q&A <br />Everything you wanted to know and were too afraid to ask<br />
Understanding yourself<br />Career planning<br />Getting yourself noticed<br />Developing a CV<br />Approaching the market...
Why do people change jobs ?<br />
Managed badly<br />Not succeeding<br />Organisational change, restructure, M&A<br />Not being stretched <br />Not learning...
Who remembers Herzberg ?<br />
Herzberg Theory<br />
Who knows Maslow ?<br />
Maslows Hierarchy of Need<br />Self Actualisation<br />Esteem<br />Belonging<br />Security<br />Physiological<br />
SURVIVAL<br />e.g. Oxygen, Food, Heat, Water, Sex<br />Working Context<br />- Pay, benefits, basic working conditions<br /...
Security<br />e.g. monthly income, home, bills paid, safe job<br />Work Context<br />- Pension Scheme, Insurance Schemes, ...
Caring for and being cared for<br />One of the ‘in’ crowd<br />Insider rather than outsider<br />Aspiration to a peer grou...
EGO + PRIDE<br />Recognition, Achievement, Status, Self confidence, Self Worth, of value<br />Work Context<br />  - Job ti...
What Humans ‘can’ be, they ‘must’ be<br />Work Context<br />Autonomy, Power over own destiny, constant opportunity for per...
Maslows Hierarchy of Need<br />Self Actualisation<br />Esteem<br />Belonging<br />Security<br />Physiological<br />
Understand why you feel the need to move <br />Is there both push & pull<br />Flag how you feel to boss and explore option...
What does the word career mean to you?  What defines a successful career for YOU? <br />Utilise ‘best 6 month’ vision<br /...
“The best way to get noticed is to deliver above and beyond the requirements expected of you by your company”<br />Raise y...
“The best way to get noticed is to deliver above and beyond the requirements expected of you by your company”<br />Network...
80 million users<br />560,000 visits daily<br />75% have used it to hire – but only 15% are recruiters<br />Change status ...
<ul><li>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’.
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Career development workshop final

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Presented by Sherilyn Shackell and Emma McDonnell

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  • very well liked. Helene Barnekov, Phil Chapman , James Simmonds
  • Career development workshop final

    1. 1. Career Development Clinic<br />Q&A <br />Everything you wanted to know and were too afraid to ask<br />
    2. 2. Understanding yourself<br />Career planning<br />Getting yourself noticed<br />Developing a CV<br />Approaching the market<br />The Fundamentals<br />
    3. 3. Why do people change jobs ?<br />
    4. 4. Managed badly<br />Not succeeding<br />Organisational change, restructure, M&A<br />Not being stretched <br />Not learning <br />Conflict with superiors, peers<br />Role deskilled<br />Need for relocation<br />Death / illness in family<br />New baby, divorce, bigger mortgage <br />Lack of prospects<br />Why do people change jobs<br />
    5. 5. Who remembers Herzberg ?<br />
    6. 6. Herzberg Theory<br />
    7. 7. Who knows Maslow ?<br />
    8. 8. Maslows Hierarchy of Need<br />Self Actualisation<br />Esteem<br />Belonging<br />Security<br />Physiological<br />
    9. 9. SURVIVAL<br />e.g. Oxygen, Food, Heat, Water, Sex<br />Working Context<br />- Pay, benefits, basic working conditions<br />Physiological<br />
    10. 10. Security<br />e.g. monthly income, home, bills paid, safe job<br />Work Context<br />- Pension Scheme, Insurance Schemes, Dependable supervision, Healthy company<br />Safety<br />
    11. 11. Caring for and being cared for<br />One of the ‘in’ crowd<br />Insider rather than outsider<br />Aspiration to a peer grouping<br />Work Context<br />- Friendly environment, Team culture, supportive management, being informed<br />Belonging<br />
    12. 12. EGO + PRIDE<br />Recognition, Achievement, Status, Self confidence, Self Worth, of value<br />Work Context<br /> - Job title, Kudos, merit awards, participation in decisions, authority, privileges<br />Esteem<br />
    13. 13. What Humans ‘can’ be, they ‘must’ be<br />Work Context<br />Autonomy, Power over own destiny, constant opportunity for personal growth<br />Self Actualisation<br />
    14. 14. Maslows Hierarchy of Need<br />Self Actualisation<br />Esteem<br />Belonging<br />Security<br />Physiological<br />
    15. 15. Understand why you feel the need to move <br />Is there both push & pull<br />Flag how you feel to boss and explore options internally<br />Take time to think and plan<br />Avoid making career choices in times of personal upheaval, change or crisis<br />Don’t ask for too much advice<br />Avoid the ‘cult of the personality’<br />Trust your instincts<br />Trust your beating heart over your aching head <br />Don’t follow the money<br />Some advice before you start<br />
    16. 16. What does the word career mean to you? What defines a successful career for YOU? <br />Utilise ‘best 6 month’ vision<br />Be clear on what you want & don’t want<br />Plan you career alongside your life, they have to be symbiotic <br />Avoid ambition as competition, this is about you, not anyone else<br />Set career milestones however <br />expect to be flexible<br />Planning – Life / Career<br />
    17. 17. “The best way to get noticed is to deliver above and beyond the requirements expected of you by your company”<br />Raise your profile – and those of your team<br />Get on Internal committees, cross-functional projects etc<br />Submit articles to internal newsletters<br />Take your Charity into your company – organise events<br />Offer to mentor / coach / buddy cross functionally<br />Develop contacts / relationships in HR<br />Create opportunities to broaden scope<br />Represent company at events<br />Getting Noticed Internally<br />
    18. 18. “The best way to get noticed is to deliver above and beyond the requirements expected of you by your company”<br />Network / Network / Network<br />Write a blog<br />Create your own website with profile, achievements, photos, blogs<br />Network / Network / Network <br />Attend events, committees, conferences, charity/voluntary work<br />Develop press contacts<br />Network / Network / Network<br />Public Speaking – at every opportunity<br />Getting Noticed Externally<br />
    19. 19. 80 million users<br />560,000 visits daily<br />75% have used it to hire – but only 15% are recruiters<br />Change status regularly<br />Link to twitter – be wary<br />Update with full profile & keep current<br />Ask for recommendations <br />Join groups – and display logo<br />Set up groups<br />Link to recruiters – but hide connections<br /> ....Get active <br />
    20. 20. <ul><li>Personal marketing tool – not just to get a job
    21. 21. Chronological - 3 pages max
    22. 22. Description of the companies plus job title with a brief summary
    23. 23. Avoid wordy intro’s - maximum 50 words summarises your key strengths
    24. 24. Have a ‘Master CV and ‘bespoke’ to each company
    25. 25. Focus on achievements. Use strong action verbs e.g. accomplished, instigated, saved
    26. 26. Include quantitative results e.g. ‘grew sales by 20% and profit by 10%’ – ‘managed a team of 150 across 3 locations’.
    27. 27. Avoid jargon or abbreviations
    28. 28. Add some personal information  
    29. 29.  
    30. 30.  
    31. 31.  </li></ul>Need a CV ?.....Use a CV agency !<br />
    32. 32. Looking outside..Understanding the recruitment industry and the players<br /> <br /> <br /> <br />
    33. 33. £100K and above<br />Exec roles<br />Small talent pool<br />Top 5% Calibre<br />Pro ActiveHeadhunt<br />Mid to senior management <br />Smaller Talent Pool<br />Specialist skills<br /> 50K & 120K<br />ProactiveAdvertising<br />Limited Proactive Headhunt <br /> usually outsourced<br />Up to 120K<br />Junior to Mid Management<br />Active candidate database <br />Reactive<br />Sector /Function Specialists<br />Up to 35K<br />Junior / Manual / <br />clerical/secretarial<br />Transactional Relationship<br />Temp to Perm <br />Often sole supplier <br />
    34. 34. Contingency (candidate driven) <br />Candidate is the product<br />The candidate is king and supplier has no allegiance to the client<br />Candidate may be in process with 3 different firms through one supplier<br />The suppliers role is to find the candidate a job with any client<br />Methodology is typically use of own / public databases <br />Fees typically 18% to 25%<br />No Placement No Fee<br />Client free to use any / all suppliers – No guarantees from either side<br />Retained (client driven)<br />Service is the product <br />The client is king and supplier has no allegiance to the candidate<br />The suppliers role is to find the client the best candidate<br />Methodology is thorough and proactive every time<br />Fees typically 33%<br />Typically only 1/3rd of the fee is contingent upon placement and sometimes ALL fee paid upfront<br />Client and supplier contractually committed to complete the assignment<br />Researcher is biggest influence<br />What to expect...<br />
    35. 35. Network / Network / Network <br />LinkedIn<br />Attend Recruitment Fairs, Forums etc<br />Make the researcher your friend<br />Relationships with a few ‘retained’ search consultants <br />Contacts within ‘contingency’ recruitment firms<br />How get in front of them?<br />
    36. 36. <ul><li>AESC (Association of Executive Search Consultants) – www.aesc.org
    37. 37. REC (Recruitment & Employment Confederation) – www.rec.uk.com
    38. 38. Executive Grapevine – www.askgrapevine.com
    39. 39. Kennedy Information – www.kennedyinfo.com
    40. 40. UK Recruiter – www.ukrecruiter.co.uk
    41. 41. Magazines –The Grapevine, Search Consult
    42. 42. Referral, Referral, Referral</li></ul>Recruitment company sources of information<br />
    43. 43. Questions...<br />

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