Tag Archives: career management

Career path is dead

Career Path replaced by Cluster Career

What’s happening to the career path?

We all know the concept of  having a career path has shifted. Initially this was almost imperceptible, but in the last few years, it is well.. dying, some would say already dead. We saw the arrival of the portfolio career and now I’m seeing the start something else.  What I’m calling a cluster career.

That is a series of diversified professional activities. Not be confused with a career cluster which is quite different.

Linear Career on the wane

The notion of a vertically linear career path, is disappearing, at the same pace as agile and lean are commonplace. The expansion of the “gig”, on demand or collaborative economy is a key part of that shift. It is estimated that 25% of the total workforce will be working on demand.

In certain traditional professions, linear promotion may still apply for a while longer: law and, medicine, come to mind. But even those knowledge based professions will face change, as they are replaced by artificial intelligence.

Portfolio careers

We then saw the arrival of  “Portfolio Careers,” where career management was based on the identification of transferable skills, which could be used in a range of sectors and functions. This was based on strengths and interests, to create a career strategy which met identified goals and allowed people to manage their own careers.

This approach was blocked by older school hiring managers with traditional mind sets, struggling to cope with a model that doesn’t fit a “copy paste” recruitment mode, which facilitates filling openings with “Mini-Mes”

Cluster Career

This concept has been taken a step further by the Cluster Career, with even further diversification, to include multiple, activities in seemingly unrelated fields.

It can be one activity at a time, in rotation. Pete (The Feet)  is a marine engineer, who is also a chiropodist. Isabella is an auditor who responded to a recent call for graduates to retrain as maths and science teachers in the U.K. Elinor, trained as a lawyer, worked as a journalist, then as a media consultant. Olivia is an environmental scientist, turned tree surgeon.

Or it can be multiple activities simultaneously to suit demand: Martin, works in Instructional Design and as a chef and a hairdresser and switches between all to suit the market. Janice does ad hoc editorial and content marketing, plus beauty therapy (mani-pedi and massage.) Dylan, an events manager, works in a bar, as well as gigging as photographer.

What they have in common is fast and continuous learning skills, an ability to change direction, open mindedness and mental agility. They also have acute trend spotting skills.

Strategic diversification

For this type of career management to be effective, some key concepts have to be applied to take a strategic global overview of a career and then project long term. There has to be clear answers to the following two questions:

  •  Will my knowledge be needed by anyone? Ever?

Demand and supply for skills comes and goes. Technical skills gained in university are out of date before someone has graduated. The list of Jobs being automated gets longer every day. Knowledge and access to skill training is becoming easier, pushing down the earning power of certain skills, as competition increases because of over supply. We have seen that with the glut of life coaches on the market and social media “experts.”  Pete-The-Feet is targeting the 65+ demographic, which after 2025 according to W.H.O. will represent  63% of the global population. Pete’s logic is “we all need feet”

  • Will anyone want to pay for what I know?

The trick will be to position yourself on the right side of demand/supply curve, so that any professional activity you pursue, will generate enough revenue to pay your bills. Maslow’s hierarchy of needs is still out there. The talent will be to identify long term skill gaps, where certain competencies are in short supply and take the necessary steps to up-skill. This is a difficult one and why we have seen so many unemployed graduates, because high numbers are studying topics that will soon be obsolete. Any profession involved with the aging population will be in demand. The skills will presumably be anything that can’t be automated or robotized. Ironically, many seem to involve manual work.

Career Planning Today

Previously we have talked about pursuing a passion and finding the ideal career, as if it were one single object or objective. Most people embarking on a career will change jobs every 2-3 years. They are now more likely to be pursuing multiple professional activities, in sequence or concurrently. These activities may, or may not, have compatible transferable skills.

That will make career planning today more challenging. Having an open mind and being a life long learner will be critical. People are going to have more options than ever, which is going to make positioning and pitching, to what will eventually be a new breed of recruiters and hiring managers,  who should be trained to assess diverse skills, across multiple disciplines.  Currently at their core many are still conservative, but they will retire eventually.

The need to be self-aware, self-advocating, self-reliant, self- sufficient, self managing and self- promoting, maybe even self- taught and adaptable is going to increase.

The days when anyone took care of your career are over.

For all career coaching needs contact me NOW

 

 

 

Unlisted LinkedIn Groups risk creating online cliques

LinkedIn Groups changes disadvantage job seekers

LinkedIn Groups was one of the first ways LinkedIn attempted to connect its membership, offering like-minded professionals an opportunity to have open and transparent conversations.  It was a great place for job seekers, especially career changers, to get a feel for the career paths and backgrounds of people already in their target company, or information on a job or career to which they aspired. I have tapped into this facility regularly over the years.

Importantly, Job seekers could join any group and enter a conversation with people perhaps they previously might have had difficulties reaching. It was a democratic and open system, very different to the real world, where networking can be very elitist and “clique-ish.”  No big fees were involved and the chances to interact with a key sector player were much more achievable.

Now with recent changes I can’t help but wonder if LinkedIn is risking creating online cliques, with hidden listings and member, invitation-only groups.

transparent-linkedinDeterioration of quality

LinkedIn claim to have responded to changes requested by users and other general feedback. The major shift is that all Groups are being made private. Only Group members will be able to view conversations (re-styled discussions) , and only members can contribute. The ability to be searchable via search engines will also disappear, facilitating private discussions between  group members.

As the owner of the 3Plus LinkedIn group, some years ago I asked members if they wanted to remain private or go “open”. The vote was to become an open group in the interests of inclusion. Afterwards I could see this was not necessarily a good idea. We were flooded primarily with self promotion, which impacted the quality of the conversation and created a lot of admin triage work, reviewing it all.  So there is one person at least who is glad to see this backward move as necessary to going forward. I’m not against this element of the changes.

LinkedIn’s help center says. “Members-only groups have created significantly more participation and conversations than others (up to five times more), indicating that members feel more confident contributing in these types of groups.”

Hidden network

The next issue is whether a group is a Standard or Unlisted Group, the two available classifications. 

. The main difference between the two is control and visibility. Unlisted Groups are well….not listed. They don’t appear in the LinkedIn directory of Groups, Group badges cannot be displayed on members’ profiles, and only owners and managers can invite and approve new members.

They are therefore hidden and not a great benefit to job seekers, especially career changers, who usually look for groups as part of their research and strategic networking.

 It also makes it difficult for job seekers who very often won’t know what undisclosed groups are out there. The concept of a hidden network, now has an additional component.

Standard Groups 

In Standard Groups however, members can invite first-degree LinkedIn connections to join and can also approve requests to join from their first level connections. These will be more readily accessible to job seekers.

The other changes have facilitated:

  • Improved Content:  LinkedIn has improved its filters to strip out spam and other low-quality content. The Promotions tab has disappeared, which currently moves such posts to  moderation.  Job posting will be automatically shifted from the main conversation feed to a Jobs tab. The knock on from this is we are seeing more low quality content via updates. Bring back LinkedIn signal!
  • Moderation: To speed up conversation flow comments and conversation posting will be automatic for members. Group managers and moderators will be able to remove dubious content and place problem members under moderation. This is added work for moderators as the self promoters continue unabated, in my group at least
  • Photos And @Mentions In Conversations: People starting a new conversation will be able to upload an image. Members will be able to @mention other members in conversation postings or when commenting, which signals to the connection they have been “tagged.” à la Twitter or Facebook
  •  Subgroups eliminated:  any sub groups will become independent groups.

Obviously only a few weeks into this change it’s hard to say how it’s all going to work out. What are your experiences?

Are we also undoing the social aspect of social networking?

 

Career managers understand the art and science of recruitment

Job search, like it’s counterpart, recruitment, is both an art and a science.  It needs to be a successful combination of the strategic leveraging of technology (the science,) with advanced influencing skills, via personal branding and networking (the art.)  Like the planets, when these elements are in perfect alignment, then hey-ho mission accomplished for both sides.

The universe can’t help you

But neither end of the spectrum can work on a one-off opportunistic basis. If recruiters invest time and energy learning their craft and developing both deep and wide networks, it makes sense that a job seeker would need to do the same.  But in so doing, it means that job seekers have to actually stop being one-off job seekers and shift to becoming longer term career managers. Most job seekers seem to trust the universe to kick in. If a job seeker is sending out 100s of CVs with no response, the answer is that they will certainly be doing almost everything wrong.

Today’s career managers, like recruiters, have to be sophisticated influencers, with more than decent levels of  digital and social savvy. This is why many job seekers struggle and some fail. It’s also why career managers rarely need to become job seekers and when they do it’s generally easier for them.

The art

The art of career management is rooted in soft skills, in those intangibles that are the cement to the hard skill bricks. It’s about relationship building and branding both on and off-line.

Career managers are on the ball. He/she will have and understanding of at least their medium term goals and their strengths and personal development needs. Plus, they will have a complete and even strong online presence, an updated CV ready to go on their smart phone and be an active and skilled on-going networker, both on-line and actually.  Yes, this will mean going to events and interacting with network connections. They will have their 30 second commercial and 15 word intro practised to perfection, suitable for use in a wide range of different situations.

Career managers will not be panicked into spamming total strangers in desperation telling them they are now on the market. They will already have a good reputation and high visibility in their network and a few well placed calls or mails will suffice.

The science

Recruitment assignments are usually set up and structured on the basis of hard skills and key words. I have personally never worked on a search where the preliminary triage is based on soft skills. They tend to come in later down the line. After a sweep through an immediate and known network, candidates are identified via tech-based online searches, including LinkedIn and other professional and social platforms, using complex Boolean search strings. Key words would include education, professional, and sector skills and terms, plus location. In addition we look for the scope of a job, so metrics are important, budget and team size are helpful, plus the scale of any big wins.

If job seekers fit a very specific profile then the chances of appearing in searches for their industry, sector and location are high. If they have a hybrid background, or are career changers, then it’s going to be more challenging. This is when the science really kicks in and job seekers will need to position themselves for a specific type of opening, using transferable skills.

Career managers will have been situating themselves strategically over time and in advance, with network connections in their targeted field. They may even have worked with a coach.

Wheat and chaff

With millions of job search tips on the internet it is easy for job seekers to get confused. Some of it is misleading and other stuff is truthfully just complete nonsense, written using click bait headlines. If a job seeker has the right skill set, trust me, a career will not tank because of certain vocabulary choices on a CV or LinkedIn profile, provided they are spelt correctly. CVs don’t get people jobs, but they do get interviews.

If job seekers are competing against career managers, candidates who have better resumes or a stronger online presence, then the likelihood of the hiring manager having an unconscious preference (in addition to any pre-existing unconscious biases) are stronger. This means the interview performance has to be spot on, which is a pressure a job seeker could avoid.  Career managers understand this, and have it in hand. Why make a difficult life, even more difficult?

To shift from being a job seeker to a career manager, means taking a longer term view and combining the art and science of career management to meet individual goals.

The less that is left to chance the better.

Staying on message: A job search challenge

How much to share and with whom?
Another confusing area for job seekers is how much information to share in the job search process. This is another topic where every man, woman, child and goldfish has an opinion. Using buzz speak this is about brand alignment, when we are all supposed to produce consistent personal brand content, all the time. Staying on message can be a major challenge.

The irony of course is that any resume you produce might be correctly professional and neutral, but your cyber foot might leave behind yeti size tracks in its wake and you will open your mouth, only to change feet. Understand well, that you will be researched prior to an interview and there is very little room to hide. So how do you stay true to the professional image you’re trying to create, when there are so many ways to check us all out , especially as most of us have multiple interests and are multifaceted?

Staying on message challenges

Here are some issues that have been posed to me

Claiming a passion   There has to be back up. If you say you are passionate about renewable energy – make sure that there is evidence out there somewhere. We do check. So join LinkedIn or local groups and visibly participate. If you have multiple interests and goals then be prepared to explain them. On the other hand I know an accountant who has a fabulous blog on food and restaurants which he writes under a pseudonym, simply because he doesn’t want his employer perceive him as frivolous. In my view he is hiding a key part of who he is, which is a shame. Others have multiple blogs where they write about other areas of interest. Check out Gilly Weinstein a professional coach, who showcases her alternative interests in a blog separate to her professional web site.

Age and birthdate – this is no longer legally required on a resumé, but any recruiter with half a brain can figure it out. There is a double bind here. Withholding can send red alerts that something is amiss – either too old or too young for the position in question. But I suggest that you don’t include it, simply because you may be bypassed by some pre programmed Applicant Tracking Systems. But be proud of who you are and offer metrics that add value. You cannot hide all references to your history on the internet or air brush every photo. If you lie – you will almost certainly be found out.

Religion – unless you are applying to a religious organisation where your affiliation will be meaningful and key, then it would not be necessary to supply this information to a secular organisation.

Home address – I would leave out. There are some strange people in this world and you don’t want them pitching up at your home. Simply stating your city and country should be sufficient

Hobbies – now here I really go against many career pundits. People’s hobbies and past times tell me a lot about a person. They might show energy, committment, discipline, attention to detail, community spirit and many other qualities – so I always look. If your idea of surfing is sitting on a sofa changing channels, I agree that is best omitted. Those interests also have to be current. Unless you were an Olympic medallist , telling an employer of your university sporting achievements is only appropriate for entry-level candidates and possibly one level above. 15 years down the line regretfully they add little value, especially if you are a little soft around the middle.

Marital status – agree not necessary information, although many volunteer it. Do not include photos of yourself with your partner on professional profiles

Children – agree the CV is about you. Ditto about pictures of your children (or pets) on professional profiles

Links to online platforms – if they are relevant to your job application and have a professional content, they can certainly add value, especially a LinkedIn profile URL. It’s also a way of giving more information such as recommendations and a slide share presentation. They show you’re in touch with current technological trends and offer insight into your personality.If your FB status updates are along the lines of ” Yo dude… see you in the pub … ” Then no. Omit. Make sure there are no inappropriate photos online and you are not tagged in anyone else’s. Check your Facebook photo line ups are how you want to be perceived. I was horrified to find I had been tagged in a photo taken two days after I had surgery recently. I looked in pain – probably because I was.

Sexual orientation – this is no one’s business except your own. It is illegal to discriminate on those grounds. If there are any photos of you with partners in cyber space, regardless of orientation, they should be appropriate.

Life objectives – this is now considered to be old school and has been replaced by a career mission statement, so definitely should not be on a CV. At some point any long-term goals can be shared, but I would advise waiting until you know the person you will be sharing that information with. Any general, gentle social icebreakers such as wanting to climb Mount Kilimanjaro, are perhaps best included in the hobbies section, in my book are completely OK.

Online conflict this is a tough one. Healthy debate on even contentious issues I feel is part of life’s rich tapestry. However, anything abusive or defamatory should be avoided. We are now entering an era where individuals are being disciplined or even fired for negative remarks about bosses, employers or team mates on Facebook and Twitter. The difference between this and a real life situation, is that your words will be recorded somewhere… forever. No one knows what happens to deleted material on many of these online platforms.

In today’s social media age it is truthfully difficult to keep anything completely secret – even your weight! The trick is to try to manage your cyber foot print, while remaining true to yourself. In my view this is one of today’s greatest job search challenges. No matter what you leave out, or how professionally neutral any of us are, it is very hard to be constantly on message.

But really how much does that matter?

What do you think?