It may come as a surprise to some, but employers don’t just look for education and work experience. In order to achieve a viable long term employee, they also consider a range of skills that go beyond relevant technical requirements. Obviously you need to suit the role and possess all the minimum requirements, but so called transferable (or soft) skills can increase your chances of standing out in your next application.
If you’re like most candidates, the first thing you think about when applying for a new role is education and experience. However, this is often not the most important area. Many times, the skills you have acquired outside of your area of expertise can provide the key to achieving your new role.
No matter how experienced you are or how many different roles you have held, identifying and clearly articulating your transferable skills to a potential employer is very important. These transferable skills can be referred to as ‘soft’ skills and are key to achieving some roles – particularly if you are changing direction or careers – even if only slightly.
These skills matter because they can help you make a smooth and successful transition to a new role. They make you a valuable and contributing employee from your very first day in the role. While your specific area of expertise might be highly technical or specialised, transferable skills ensure you achieve a long term career.
How can they be acquired? Transferable skills are acquired by everyone starting from when you are born – they come from day to day interactions with family, formal schooling, university education, social interaction with friends, sporting activities, day to day work activities, workplace interactions, and throughout the course of life in general.
How do you identify them? Think about your areas of strength and weakness or use a formal self-assessment tool. Enlisting the help of a colleague or superior can help or alternatively try an online assessment tool – simply google ‘transferable skills assessment’. Your formal annual performance review process can also be a great place to make this happen. It’s simply a process of identifying a list of skills and going through and checking off all those that you feel you possess.
What are they? The areas to think about are broad, but generally cover some key areas:
People skills – communication, interpersonal/influencing, delegating, diplomacy, coaching/mentoring, leadership, presentation, tact and empathy, collaboration, customer service, negotiation, listening
Analytical skills – problem solving, research, data analysis, risk management, financial analysis, budgeting
Creativity & commercial acumen – the ability to solve problems with creative but viable solutions, thinking outside the box, and adapting to changing environments, market situations and company strategy are huge assets in today’s competitive world. Likewise understanding how your work fits into the bigger picture or broader company strategy is important.
But it doesn’t stop there. Once you’ve identified your skills, you need to prove them and articulate the ‘how’. It’s not enough to just say ‘I’m a great communicator’ you need to prove why you are a great communicator with examples. We always recommend an overview or profile and key capabilities section in your resume where you highlight some of these transferable skills together with an explanation of ‘how’ the skills were acquired. Likewise, in an interview, be prepared to articulate where you gained your skills with specific examples that demonstrate how they have contributed to past successes.
Would you like help identifying and articulating your transferable skills? Does your Resume need updating with some proof on how you obtained these transferable skills. If you would like assistance with your job applications and job search, please see our Resume Services and Job Search Coaching Services.
Are you feeling overwhelmed or indifferent? From one end of the scale to the other, the reality of our working life is that we change as time goes by. While we might be perfect for a job today, that may not always be the case. Most experts agree that we need some major change every seven years or so in order to stay fulfilled and valuable throughout our careers.
The concept of an employee lifecycle is not new – HR departments have used variations of a cycle for many years to define the stages employees move through in an organisation. In its most simplistic form, the lifecycle might look something like this: Recruitment -> On boarding -> Training, Motivation & Engagement -> Performance Management -> Resignation & Termination.
But looking at the same concept from an employee’s point of view gives us a different picture. According to this concept, individuals need major change every seven years or so in order to achieve satisfaction in their careers.
Most people know the feeling of starting a new job – it can be overwhelming, but it’s usually exciting. In your first year or so you’ll hopefully go from feeling overwhelmed to feeling challenged and stretched but thoroughly enjoying the experience. You move through that stage to a place where you’re confident that you can do the job and much of it may become second nature. You’re still enjoying the work but perhaps it isn’t as challenging or difficult as it was previously. As employees, we need to make sure we continue to achieve a good balance of challenge in our day to day work – and the only way to achieve this consistently is with change.
Boredom can strike anybody at any time, from the most junior to the most senior person – it doesn’t necessarily have anything to do with workload but is usually more about how challenging or meaningful the individual finds their work. Depending on your role and the company you work for, boredom may strike in more or less than seven years. Research indicates that the more we are challenged on a daily basis, the more productive and happier we will be. But when you’ve mastered the job, and reached that inevitable point of ‘smooth sailing’ how can you make sure you’re consistently challenging yourself to avoid becoming bored and indifferent? Try the following strategies to help:
Volunteer for additional work – offer to help another team or department during a busy period; or get involved in projects that others may be working on.
Learn something new – enrol in some training or offer to work in another team where you have the opportunity to become proficient in new areas.
Develop and implement new ways of doing things – implement strategies or processes to automate routine or mundane tasks to achieve time, efficiency and accuracy gains.
Do more of what you like – developing processes to automate routine tasks will help in this area since you’ll free up time so you can take on more of the work you enjoy.
Set challenging goals and deadlines for yourself – try to complete projects or tasks faster but with the same quality and/or accuracy, or spend more time researching a project or writing a report than you would have in the past – do whatever you can to improve your performance or work outcomes.
Ask for more challenging work – tell your superior that you’d like to work on some more challenging areas – show them how you’re achieving your current role with success, quality and accuracy so they have confidence in your ability to extend.
Staying challenged at work is essential to your professional development and job satisfaction. Use the strategies above to help you perform better, learn new skills, and ultimately advance your career. Staying challenged helps relieve boredom and keeps you engaged and motivated for longer.
Many of us are lucky enough to fall into fulfilling careers. Whether it’s by luck, meticulous planning, or sheer hard work, these people seem to be made for what they do! But what about the others who’ve never been 100% sure? Whether you’re a school leaver or mid-life career changer, a little bit of research goes a long way, but where should you start?
A friend of mine recently asked me if I thought her son should choose Human Resources for his major. He’s in his first year at University and loving his Commerce degree, but he needs to choose his major for next year. He’s only been at University for about eight weeks but he has to choose from multiple options soon and he’s just not sure. She asked me if I thought HR was a good career path since I have experience in that area – but without knowing her son very well, I couldn’t say. I asked her what he was basing his decision on and she wasn’t really sure. It got me thinking about how many people just choose something to go after because they like the sound of it.
Another friend of mine has a daughter who recently decided she wants to become an event manager. She researched an expensive course and wants my friend to spend thousands of dollars on it – but her decision didn’t seem to be based on anything concrete either – simply that she liked the sound of being an event manager. She isn’t an overly organised or detail oriented person, so I asked my friend if his daughter had given any thought to the meticulous planning involved, the long hours, and the weekend and after hours work that invariably comes with being an event manger and he didn’t really think so.
Often, people go into careers without doing much research. They like the sound of a career but they’re not overly familiar about what’s involved in doing the job on a day to day basis. There are many ways you can research careers – and by doing so, you’ll gain a better understanding of what might be required and whether or not you’d be suited. Here’s a few ideas:
Use Online Job Sites: SEEK, CareerOne or any one of the many other online recruitment sites can provide a wealth of information about different careers. You can access current information on salaries in specific industries/positions, find out what qualifications and/or previous experience you might require, and you can get a feel for what you might be doing on a day to day basis. A great tip I heard from another career consultant was to combine unrelated keywords or phrases to identify unique or unusual roles – for example a skill plus an interest – such as ‘marketing’ and ‘photography’.
Talk to People: Talking to people who are already working in the field you are interested in can provide a better understanding of what might be required as well as giving you a feel for what your day might regularly look like. Don’t be swayed by one person’s opinion though – try to get as many people’s thoughts as possible and probe them about the pros and cons of the role. Look to your LinkedIn network for contacts who might be able to help.
Volunteer: This could take the form of ad hoc volunteering or a more formal internship. Volunteering gives you the opportunity to learn more about a role or organisation, as well as providing valuable work experience and new skills that will help to build your confidence to go after those sought after roles. It could also provide much needed networks and mentors in your area of interest.
Join Professional Associations: Attend meetings or check the website for information, networking events or other opportunities that you might be able to leverage. If you don’t belong to a professional association already, consider joining one – often these associations have associate memberships for juniors or people with little experience, but you have access to similar kinds of opportunities and information as fully fledged members.
Take a Career Assessment: Many organisations offer personality assessments and/or career interest tests. These tests can assess your interest in a variety of activities, industries and occupations to provide insight into the careers and areas of study you are most likely to enjoy and be ideally suited to. For more information, see our Career Interests and Personality Profile tests.
Talk to an Expert: Career Counsellors can provide a much needed ‘outsiders’ perspective on what you might like. They are usually trained experts that also have a wealth of practical work experience across diverse areas and industries. They have deep knowledge of a wide range of occupations, industries and courses and will give you professional, independent advice on your career, course and employment options.
Our last piece of advice (but by no means least) is to take the first step – if you’ve done some research and you think you’re ready, just take that step. We now know that most people will not stay in the same career for a lifetime, so don’t procrastinate for too long.
According to recent SEEK figures, jobs advertised in January 2015 were up 10.9 per cent from January 2014. That trend has continued over the past few months, with certain sectors experiencing significantly higher growth than others. There are trends driving growth in specific areas with many commentators predicting shortages in particular niche areas.
Many people are looking for a change in roles right now, but what’s driving job growth and where should we be looking? While many industries are experiencing growth and offering great employment opportunities, there are a few stand outs affected by shortages. These are healthcare, construction, education, information technology (IT), and digital marketing. A recent Hays report highlighted a skills shortage focused around particular job functions with the belief that demand for these skills in Australia will drive an exceedingly tight labour market for anyone with these niche, highly specialised skills.
In short, some of the areas driving growth in 2015 include:
Healthcare: There appears to be a healthy outlook for candidates seeking roles in the medical and healthcare industry. Based on SEEK’s latest job ad figures, new jobs in this sector rose 14 percent nationally year on year to March 2015. This is no surprise as our population ages and more advanced medical treatment technologies place pressure on the healthcare system. Registered nurses will be especially in demand.
Marketing: The evolution of digital marketing is transforming organisations at a rapid pace and marketing and IT teams are converging. Candidates with experience in social media are in demand as employers look to drive further consumer brand engagement in innovative ways. The increasing importance of digital and mobile means that companies are moving beyond just websites that are optimised for mobile use, to needing candidates who can provide full mobile optimisation integrated with strong social media marketing strategy. Large organisations are also looking for candidates who can analyse online activity to better understand how consumers respond to digital marketing efforts.
Construction: 2015 is a great time to be in the building trade, with the construction industry expected to grow significantly over the next few years. Right now, an increase in development application approvals is already driving demand across the industry with additional need for architects (especially with retail expertise), engineers, contract administrators and statutory planners – especially those who will work on a contract basis. Reliable and hardworking labourers are always in demand and construction companies also report the need for multi-ticketed Excavator Operators with stable backgrounds.
Education: A very high demand for childcare in Australia is creating a shortage of early childhood teachers. Growth is also clear across the broader education system as our population grows and the need for additional teachers across multiple disciplines increases. In addition, the rising number of parents setting their children up for optimum academic success is creating additional need for tutors.
Information Technology: A shortage of senior business analysts with particular domain and subject matter knowledge; solid front end developers – especially candidates with responsive web or App development experience (IOS and Android); as well as Cloud specialists. The increasing importance of digital and mobile marketing previously mentioned is also driving demand and creating shortages. The skills required are broad and encompass the entire digital marketing spectrum including full mobile optimisation and responsive website and/or App development.
The shortage of relevant candidates in certain areas combined with the increasing use of digital recruitment and a focus on passive candidates to provide these highly specialised skills also means that candidates need to have a strong online profile and brand.
Would you like help understanding more about what’s driving job growth? Would you like help establishing your online presence or putting together a strong job search strategy? If so, click here for our LinkedIn Writing or Coaching Services, or check out our Job Search Coaching Service.
Some people have always known what they want to be when they grow up – how lucky are they? Especially if it all works out for them. For most of us though, it can take some time to work out what’s right in terms of a career. I’ve written before about being happy at work and Success vs Happiness. It’s many people’s lifelong pursuit. But what makes a career right for one person can be very different for another. Here is a list of initial dos and don’ts when thinking about what career might be right for you:
Do: work out what is important to you – because this will be different for everyone. You might just want to be happy but that is often about looking at what you value most. Some people need to help others as part of their day to day role, others need to use their creativity, some prefer working alone, and others need to be part of a large team environment, or lead and direct people. Maybe flexible hours is your primary need, or are you driven to achieve a high paying or powerful job which you are prepared to work hard for. What’s most important is going to be different for everyone and for many people it can change several times depending on what stage of life they’re at.
Don’t: do what other people think you should do or get too hung up on what your friends or family are doing. Certainly be guided by those who care about you, but sometimes, these people who know us best have misguided views about what career would suit. I know that from first-hand experience!
Do: work out what you’re good at. It doesn’t have to be focused on ‘your passion or doing what you love’ – it’s more about working out what you enjoy doing or are good at and moulding a career around that. Think about using your strengths as a starting point. Maybe you want to work in events but you’re creative and not very detail oriented – an event management role may not be right for you, however, you could look at other areas such as event theming, design, production etc.
Don’t: cave to pressure from parents to follow in their footsteps or do something that they consider ‘safe’. Someone close to me wanted to study art after leaving school but was pressured by his parents to study law instead as a more stable career. He never enjoyed his work and it took him almost 20 years to go back to university and study art and design – he now has an extremely successful and thriving business that he is absolutely passionate about.
Do: research your career. Another friend of mine chose a degree later in life and found it really hard to actually get a job once she’d finished studying. The area was fairly new and experiencing some growth but was still quite niche – and it was a popular choice for school leavers. So while she was in her 40s wanting to get into this new area, there were rafts of younger graduates taking the few jobs that were available. In this instance youth was considered more favourable than life experience and that’s something she hadn’t ever considered.
Don’t: ignore your personality because these traits are ingrained in us to make us the unique person we are. It’s what makes one person better suited to a particular occupation or career than the next. Often taking a personality profile test can be a big help.
Do: consider location. Are you a city or rural person? These days, location is becoming less important, however some careers just aren’t viable in rural areas. Likewise, there aren’t many farmers in the Sydney CBD! If you really love where you live and aren’t open to relocating, make sure there are opportunities available in your chosen career.
Choosing a career no longer needs to be a lifetime commitment – you can always head down another path later. But always do your research up front – about yourself, your personality traits, your interests, and where the field you’re interested in is heading.
We often get asked about the hidden job market by our clients. Everyone wants to know the ins and outs of where to find it, how to leverage it and what to actually do to find their dream job. The hidden job market can be defined as all those jobs that are never actually advertised in the traditional way (such as through an online job site, via the company’s own website, or in hard copy format like a newspaper ad).
The reality these days with social media, online networking and our generally ‘connected’ world, means that companies simply don’t need to advertise every role on offer. Many companies still outsource their recruitment to specialist recruitment firms, but these firms are also now using other less traditional strategies to source candidates.
So what can you do to find this market and how do you take advantage of it? You need to be known to somebody in order to be discovered as the ideal candidate for a specific role. There are a number of ideas here to get you started – in no particular order of importance:
1. Establish a LinkedIn Profile: recruiters regularly review LinkedIn Profiles and conduct searches to find previously unknown candidates – so make sure your profile is up to date and includes relevant information and keywords, as well as a current, professional photo. Include as much detail as you can across as many sections as possible. This ensures a comprehensive view of you, as well as additional opportunities to connect with others. Use LinkedIn to research recruitment consultants and HR managers from companies you’d like to target. Join relevant groups, follow companies you’d like to work for, and connect with others in your industry. It’s not only an important job search and networking tool, but an essential resource that enables you to further develop your brand and reputation.
2. Identify Relevant Recruitment Consultants: identify recruiters that specialise in your area of expertise. Develop a great resume and cover letter and target them with your information. Make sure you include detail about the kind of value you can add to an organisation – without a job to target it can be hard to know what to focus on so make your content punchy and relevant to the types of roles you are seeking.
3. Engage in Traditional Networking: don’t ignore traditional networking in favour of social and online networking. You should still maintain contact with industry experts and others in your area – think about who you know and who you could connect with, then let them know you are seeking new opportunities. Determine different ways you could connect with people in your industry in addition to LinkedIn and use them – phone calls, emails, Facebook, face to face catch ups, relevant professional associations and groups, seminars and industry events, as well as other online networking groups etc.
4. Identify Potential Referrers: many companies prefer to recruit through existing employee recommendations. Think about specific companies you’d like to work for then research and network with others in your industry who may work there. Ask friends and family to keep an eye out for you as well, so you’re top of mind when a potential opportunity arises.
A systematic and consistent approach to staying in touch with a broader network will maximise your chance of success. Remember, there are many aspects to securing your next opportunity and if you’re finding it tough – you are not alone.
LinkedIn is the world’s largest professional network being used in ever increasing numbers by recruiters to source suitable candidates. With over 300 million worldwide members and 50 million across Asia Pacific, it is essential that your profile not only stands out, but that it follows the rules in terms of relevance. Your LinkedIn profile is often a recruiter’s first impression of you, but many people are still making lots of mistakes.
So what are the biggest mistakes we see?
No Summary – you’ve listed your previous roles but haven’t provided a summary. This is a big mistake. The summary provides a great opportunity to capture the reader’s attention and show them why you’re good at what you do. Don’t just repeat your Resume, create a short, sharp summary of you – start from scratch and mention the important points – the ones that matter most in helping you get to where you want to go.
Not Including Enough Detail – a bare bones profile won’t cut it in today’s job market. List all your previous roles with detail about what you did. While there is no need to list every responsibility or task under each role, a brief description of the results you achieved is important. Also, LinkedIn provides sections for much more information than a Resume – take advantage of these and add information wherever applicable. Don’t forget to optimise your profile with keywords to make it easier for people to find you.
Not Including a Photo – a professional profile photo will significantly improve your chances of being viewed. Since this is often the first impression people get of you, make it count. Spend the money on a professional photo if need be, but just make sure it’s a good clear shot of just you, your head and shoulders, preferably taken against a white or plain background and in professional attire.
Talking in the Third Person – it’s your profile so own it. Think of your LinkedIn profile like a cover letter – you would usually open with a first person statement like “I wish to apply for this position because I have blah blah….”. Writing your LinkedIn profile in the third person is not a good idea since the reader is less likely to connect with you.
Being Too Formal – it’s a professional networking tool, so your profile content should be professional, but that doesn’t mean it has to be stuffy or formal. Inject some personality so the reader gets a feel for who you are as a person.
Not Taking Advantage of the Headline – the content within the LinkedIn headline section defaults to your current or most recent role. BUT you can customise this to anything you like. We always recommend a customised headline – make it descriptive, use up all the characters and tell people what you’re capable of. Remember this headline (combined with your photo) provides the very first impression people have of you.
Not Personalising Your Connection Messages – never just send out the standard ‘I’d like to add you……..’ message. Take the time to personalise your message to remind the person how you know them or let them know why you want to connect.
Not Connecting With People – you may be amazed at just how many people you know on LinkedIn. Seek them out and connect with them and try not to wait until you need something. You should constantly build your network – adding and accepting connections from people you know professionally or personally.
Not Using a Vanity URL – the automated personal URL created when you set up your profile usually includes a combination of your name with lots of letters and numbers at the end. Take advantage of the vanity URL and change it to the best version of your first and last name as possible.
Using it as a Resume – your LinkedIn profile should be more personal, more intimate and less formal than your Resume. It also contains additional information that your Resume may not. It’s a great resource to apply for jobs posted through LinkedIn but should never replace your Resume. Most companies still want to review your Resume which is why your LinkedIn profile should provide slightly different content.
Failing to Create a Brand – not thinking about who your target market is will diminish the value you achieve. Think about your ultimate goals for your LinkedIn profile, who you’re trying to reach or influence and what they are most interested in. How do you want to be perceived? Are you seeking employment or do you want to build connections to help your business grow?
Not Using Keywords – the use of keywords right throughout your profile is essential if you want to be found by people who don’t already know your name. Think about the words and phrases that relate to you and your career and make sure you populate your profile with them – put them in your headline, summary, individual role summaries, skills and endorsements, projects – everywhere you can. Make sure your profile is optimised for people conducting searches and make those phrases count!
Not Asking for Recommendations – recommendations are the modern day version of a written reference. Most of us have at least a few people in our professional world who will say good things about our work. However, you need to ask those people for a recommendation. Approach your contact with a goal in mind – so tell them what you’re after in terms of the skills or expertise you’d like them to highlight – be specific and most people will oblige. In my experience people don’t write recommendations without being asked, but if you ask the right person, they’re usually more than happy to do it.
LinkedIn is a valuable professional networking tool that has a raft of features and benefits that you need to be taking advantage of in order to achieve the best results.
Do you have trouble networking? Are you lacking a good quality LinkedIn profile to help you find and connect with like-minded industry experts or maximise your job search? If you would like a LinkedIn Profile Writer to help you create a professional, keyword optimised LinkedIn profile that highlights your strengths and achievements and sets you apart from your competitors, please see our LinkedIn Profile Writing service.
Each year, the Department of Employment produces employment projections by industry, occupation and region for the next five years ahead. These projections look at Australia’s future labour market and are interesting for students leaving school this year and heading into the world of study, but also for anyone keen to maintain their skills and knowledge to move into different career areas should the need arise. What careers are likely to be in most demand by 2018 and where is demand shrinking?
While a crystal ball would help us predict the hot spots, projections based on detailed Australian Bureau of Statistics (ABS) employment data from 2013 indicate strong growth in certain sectors. Of course unforseen economic, natural or other situations or disasters could occur between now and then which may result in these projections shifting slightly or significantly, however they give us a good place to start.
In summary, The Department of Employment projects employment to grow by 7.2% over five years to November 2018 with 16 of the 19 broad industries predicted to grow. However, of these 16 industries, many will experience only slight growth and declines in employment have been projected for Manufacturing, Mining and Agriculture, Forestry and Fishing. There are five top industries which are projected to provide more than two thirds of the anticipated employment growth.
So what are the industries to watch?
Health Care and Social Assistance is projected to make the largest contribution with one quarter of the projected total employment growth (increasing by 229,400 or 16.3%);
Education and Training is second (118,800 or 13.3%);
Retail Trade is third (98,200 or 7.8%);
Professional, Scientific and Technical Services is fourth (88,700); and
Construction is fifth (83,500).
What’s driving the growth?
Many factors contribute to (and impact) this strong projected growth including (for Health Care and Social Assistance), the implementation of the National Disability Insurance Scheme, Australia’s ageing population, and the increasing demand for childcare and home based care services.
For employment in Education and Training, projected growth will be driven by above average growth in the school aged population and continuing growth in part-time workers and non-teaching staff. Retail industry growth reflects recent increases in consumer confidence and the ongoing support of historically low interest rates.
So What Does it All Mean?
A tough or shrinking market doesn’t mean the end of your career or long term unemployment. It’s all about survival of the fittest. Whatever field you work in, it is essential that you understand how your industry is performing – both locally and globally. Then, it is always important to remain flexible and optimistic since industries, careers and jobs are changing constantly. The people who are successful embrace the changes we are experiencing and use any setbacks as a way to learn. Everyone can benefit from diversifying their skills and knowledge or learning about new areas.
We wrote a relevant article this time last year. Now might be a good time to go back and read this article about future proofing your career. Future-proofing your career means many things – primarily the need to constantly listen, learn and plan. It might include studying a different field, taking on part-time jobs or volunteering to learn new skills, going freelance or starting your own business.
Are you worried about long term career viability? If you would like a Career Coach to help you evaluate how to maximise your career opportunities for the future, please see our Career Counselling and Coaching Services.
Are you feeling unhappy in your current job but unsure what to do about it? Are you a recent graduate who doesn’t know which career path to take? Do you have experience across many different areas but don’t know how to best present yourself to potential recruiters? The career planning process can be complex, but it is one that should be undertaken on a fairly regular basis in order to ensure you are on the right track to achieve the success you desire and deserve!
Follow these steps to start planning for your success today:
STEP # 1: TAKE STOCK. This first step requires you to sit down and look at your current situation. Think about the kind of work you enjoy and write down your goals for the future – what direction would you ideally like to pursue? If you have absolutely no idea, give some thought to the kinds of tasks you enjoy doing as well as what you’re good at. At this point, it is important to be aspirational – research online and look up job sites for roles you think you would enjoy over the long term.
STEP # 2: LIST YOUR SKILLS & KNOWLEDGE. In this second stage, you should list your current skills, knowledge and experience – then think about how useful they could be. Ask yourself where your strengths and weaknesses lie – both personally and professionally, then think about how they might help you achieve your aspirational role. At this point, you should involve other people – professionals, family, work colleagues you can trust – to help clarify your direction. You could also consider taking a professional career assessment to better understand your interests, values and personality and help narrow down options.
STEP # 3: WRITE DOWN YOUR GOALS. Based on your initial research and thoughts, you now need to clearly articulate your broad career goals and think longer term regarding where you’d like to be in five and ten years’ time. Identify areas for improvement – what experience, knowledge, skills and qualifications do you need in order to succeed?
STEP # 4: RESEARCH RESOURCES. It is important now to identify available resources. Look everywhere – courses, contacts, technology, online resources, etc. Consider the financial, family, study and other impacts you will experience if you were to pursue your goal. If you need to study, research providers and decide whether you can complete some study part-time while still working. Identify whether or not you can gain relevant skills in your current role and find out if there is an opportunity for volunteer work to help you gain experience.
STEP # 5: DEVELOP A CAREER PLAN. A well-structured career plan will clearly outline your goals and milestones. You should include action points to help you succeed, but remain flexible to change if need be. Include areas for development that cover skills, experience and education or training; as well as networking with individuals and finding out more about specific companies or industries. Identify your important transferrable skills and how you can best present those to potential employers. If you can, find a mentor who can help you through your transition.
STEP # 6: IMPLEMENTATION. The final and most important step of course is to start taking action to implement your plan!
Are you in charge of your future career direction? If not, consider seeing a Career Counsellor for an independent perspective. Career Counsellors are trained professionals who can help you achieve your full potential in your career. Wherever you are on your career path, start taking those initial steps today towards achieving your future career goals.
Starting any business can be daunting but with the use of consultants by more and more companies in Australia, it can be a rewarding and lucrative path. According to the dictionary, Consultants are people who provide expert advice professionally. But being an expert doesn’t guarantee you the work.
As a consultant you need to find your own clients directly, or sub-contract to a larger company that provides the same services as you do. Typically you will need to have multiple clients which means working with a broad range of people and personalities – perhaps with a requirement to suit specific needs of individual clients. So what should you consider before starting?
Legality: Depending on your area of specialisation, there may be certain requirements. These could include certifications, legal or insurance requirements. There are also tax rules around working as a consultant. Research all the legal requirements before you start and engage a lawyer and/or accountant to make sure your business complies with relevant regulations.
Qualifications: Do you need any special qualifications to provide your expert advice? This can be the case in the financial and other regulated industries so find out before you get started. You should also look at industry accreditations or professional memberships as a way of establishing credibility and keeping up to date with what’s going on in your industry.
Lifestyle: Is your lifestyle ready for this change? How organised are you? If you’ve been working in a large organisation, it may be a shock to the system to suddenly be in charge of everything from fixing your email glitches to paying the bills (and making sure the money is coming in). You also don’t get paid for any time off any more – no sick leave, no annual leave and no superannuation. Consider whether your personality and lifestyle can cope with these factors.
Target Market: The best services in the world are no good to anyone if there is no market for them. Work out who is going to pay you for your expertise. Is it individuals, small companies, large organisations, or global corporates? Decide whether the target market that is accessible to you is viable. This might not be a major consideration if your services can be offered online, however if you need to provide a face to face service, this step is vital before you do anything else.
Uniqueness: What is it about your consulting services that will make you stand out? What can you provide your clients that other consultants or organisations cannot? As a consultant, you need to be able to articulate very clearly – both verbally and in writing – why someone would use your services. This includes developing collateral such as websites and brochures as well as deciding on your core offer and messaging.
Company Structure: You may want to start small – with just you in a home-based office. Check your own local laws about operating a business from a domestic location, but think about your structure up front. Are you going to hire staff down the track? If so where will they work and what will they do? Can you hire someone to do the administration work while you provide the specialist expertise or would you rather hire another ‘specialist’?
Networking: Networking is key to success as a small business owner. As a consultant it is even more important. You need to make sure you have a consistent flow of work – for that to happen, you should build and maintain relationships with current and potential clients.
Billing: Decide on your rates and stick to them. Be careful of charging too little because your business won’t be viable longer term, but likewise if you charge too much, you may not attract any clients. Finding the perfect middle ground can be difficult but one way to decide is to research what your competitors are charging and base your decision around being competitive. Make sure you are comparing ‘apples with apples’. Don’t forget to consider your expenses and if you are going to incur any additional expenses during the course of a project, provide your client with an estimate up front so they are prepared. Consider charging prior to commencing the work or in instalments if projects are going to be lengthy. Alternatively, specify time-frames for work completion with the clients so you’re not waiting for months to get paid. Determine all of this before you start so you can explain your terms of business up front to new clients.
Are you thinking about starting a consulting business but not sure where to start? Are you worried your personality may not be suited to consulting?
If you would like personalised help from a Career Coach to evaluate your options, please see our Career Counselling and Coaching Services which can be provided over the phone or in person in locations across Australia.
