Workers want future-proof careers in post-GFC market
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Workers want future-proof careers in post-GFC market
As a revived job market heralds a return to skills shortages, employers keen to attract staff must offer a whole-of-career value proposition, according to a career management expert.
“With the spectacle of mass lay-offs still fresh in workers’ minds, employers of choice need to explain how they treat people at every stage of the selection, career development and exit process,” said Tim Roche, Career Management Practice Leader at Right Management.
To measure up, he says they will need to offer a strong value proposition for each individual.
“The uncertainty created during the downturn has been a reality check for many workers: it was the first time they weren’t sure of keeping their job – or getting another one. That will stick in their minds, and the savvy ones will now be focused on future-proofing their career,” Mr Roche said.
He adds that workers will also be expecting some return for accepting the austerity measures imposed by employers.
“People swallowed the salary and bonus freezes, reduced hours or unpaid leave, in order to keep their job. But now that the economy’s rebounding, they’re looking for some quid pro quo, asking – ‘what are you going to do for me now?’,” Mr Roche said.
The answer, he says, is contained in engagement surveys. “Regression analysis tends to shows career development among the top three things employees want from their bosses. So employers need to offer clear paths to career development, internal redeployment opportunities and quality career transition programs.”
To support these types of initiatives, Right Management focuses on continuously improving its career management tools. The latest is called iView - a web-based interview practice tool. Designed to build communication skills, it will be used in both career transition and development programs.
“People feel uncomfortable singing their own praises, whether it’s a job interview or performance review. Using iView is a way to desensitise them to the experience, and help them hone the way they present to employers or managers,” Mr Roche said.
Using a webcam, individuals record a simulated interview or presentation, then immediately play back the recording to see and hear their response. A key advantage is that its lets people practice privately, before receiving external feedback and coaching.
“Preparation is critical to success,” Mr Roche said. “Knowing how to skillfully and concisely communicate your message – during a job interview, when making a presentation, negotiating a job offer, or conducting a networking meeting – provides a unique competitive advantage.”
Mr Roche says it’s particularly relevant to career transition programs, which, despite the recovery, continue to be in demand at Right Management.
“Companies – particularly global ones – are still undergoing restructures, cost-cutting or outsourcing initiatives, so demand for career transition has proven quite resilient. Ultimately, it’s a crucial part of employer branding. Potential and existing employees watch closely to see how a company treats departing employees, and judge them accordingly,” he said.