Over the last decade there have been huge changes in the employment market and continuous employment can no longer be taken for granted. Expanding businesses that have been highly successful may be adversely affected by changing economic circumstances beyond their control. The idea of a 'job for life' has virtually disappeared.
Responsibility for careers has shifted from organizations to individuals – in the main it is for the individual to plan and direct their own future.
Everyone needs professional advice and support at some time in their career
At The Yorkshire HR Company we assist individuals who are seeking support in planning a new direction and in finding new appointments or career pathways to suit their needs.
We provide practical guidance and essential resources to help those, who for whatever reason are undergoing a career transition, to focus on the next stage of their career and develop a strategy to navigate successfully their way forward. We assist those who are seeking their first appointment, through internships or work experience.
Career coaching and transition programmes can be delivered in a number of different ways and designed to suit the needs of the individual, at all stage of a chosen career.
Different stages of a chose career may be
- An under graduate seeking an industrial placement or internship;
- A recent graduate seeking that all important first appointment;
- A mid-career executive seeking their next step on the career ladder; or
- Someone more mature seeking strategies to regain some work-life balance through phased retirement.
Our programmes include:
- Individual career management;
- Group open programmes;
- Personal assessment feedback using psychometric profiles, self-completion questionnaires and career interest inventories;
- Self-marketing and CV design;
- Interview preparation and simulation techniques.
Recent Case Studies
1. 2nd year under graduate seeking an industrial placement
My client is seeking his industrial placement and approached me to assist him in preparing for his interview for an internship. Studying for a degree in hospitality management, he has applied for a position in HR with a national hotel chain.
How should we do this without a job description setting out the role in detail? We agreed preparation would be best be achieved through a Question and Answer briefing. I prepared some 50 questions, based on a range of HR activities throughout the employment cycle, for him to answer, through utilizing his studies and additional research.
Through direction, he subscribed to a range of professional online magazines and employment law updates. Context to changes in legislation have been created by challenging him to think about implementation, not only from an employee relations perspective but as a business manager. Graciously he commented that his learning through the above has been greater than on his course.
2. Professional Middle Manager - suddenly unemployed after 35 years with the same business
My client is in his early 50s, and had been made redundant having worked for the same employer for the last 35 years. He had progressed with the business from the shop floor to a middle management position. Given that he had been promoted as the business had expanded, he hadn’t ever been asked for his CV and really didn’t know where to start.
We worked together to developing his CV from first principles. It took time; it was difficult for him and in so doing he was coming to terms with his loss. Yet, once the hard work had been accomplished he was more aware of his skills, knowledge and experience and his confidence grew accordingly.
Through coaching, he has a clear idea of his career goals, and ways in which these are likely to be achieved. Although, for now, his search continues he is positive, upbeat and focused. Although the more developmental aspects of support have been achieved, we are in regular contact to discuss opportunities as they arise.
3. Professional Manager – what is it that I really want to do?
My client is in his late 20s, having resigned for a job, without another to go to, was encouraged to undertake psychometric assessment (personality profiling) to create a better understanding of self in order to decide what next.
We agreed the psychometrics assessment should have context - that the information in isolation may not be enough the path to take next. We worked together in establishing his career goals, which he found liberating in that the choices where his to make, not limited by meeting the expectation of others. For the first time ever he was giving himself permission to do so he would do. He established three career goals on which to concentrate and discuss with family and friends. These goals where slightly inter-linked – they could be achieved separately or as one.
He undertook a range of psychometrics, including learning style questionnaire. This greater self-knowledge, created a greater confidence in his abilities.
We redrafted and developed his CV, tailoring this to fit with his career goals, with a personal profile that is copied for his social media accounts.
With the focus described above, through networking he was offered the opportunity to work in his chosen area, with the opportunity to broaden, in time, into the other areas of interest.
Job done! I wish him every success in the future.