Turning plans into actions

Most jobs have a shelf life – both from the employer's and employee's point of view and it is often in the interests of both parties that a change occurs. One key question which helps define timescales is "will I change to something new selected from the best of what is available now, or am I prepared to wait for something which will be a really good match for me?" If you happen to be out of work or you know that this is imminent then selecting from what is available in the immediate future is probably necessary. But if you are a permanent career employee who has the ability and desire to develop your career, then setting a longer timeframe to search for 'the right job' makes better sense. A valuable tip is to make career changes (within or outside of you current organisation) when you are happy. Far too many people change because they wait until they are fed up and that increases pressure on timescales.

Your personal circumstances, constraints and influencing factors listed in your map will help to scope the range of potential sectors and employers. From the other elements of your map you will be able to construct a checklist of things that you would like to see within any new offer of employment. The scope and checklist will help with your research.

Fortunately the web is an excellent tool to use for research. From job boards to employer web sites and professional member organisations, there is a huge amount of relevant information available. On the downside, research is a very time consuming activity. In addition to desktop research there is also a high communication overhead involving e-mail, phone calls and potentially meetings. If you are determined to undertake this work yourself, then you will need to be prepared to put in extensive effort.

There are short cuts though. Recruitment agents and Talent Brokers can do a lot of this research for you. They employ researchers and consultants whose full time jobs involve communicating with potential employers. Recruitment consultants are very good if you want to find the best of what's available now. Whilst talent brokers do this as well, the real benefit from using them comes from forming a more exclusive relationship. In this case they will dedicate much more research and promotional effort on your behalf.

How saleable am I in the areas I want to be?

If this isn't already obvious from a succession of job offers or rejections, then the easiest way to answer this question is to meet with a recruitment agent or Talent Broker specializing in HSEQ. As well as reviewing your resume, your career map will give them a valuable insight into what will make a good match for you.

If they are prepared to be honest with you, they will also tell you what your most saleable attributes are as well as helping you to address areas that might be letting you down. Of course some things can't be changed and – negative or positive – these should be identified and their impact on your ambitions reflected accordingly.

At the end of the day, recruitment consultants and talent brokers can only work with 'saleable talent'. Their jobs are highly commission based so they will want to work with people they can sell, or in the case of talent brokers, people they can help to become saleable.

Where opportunities exist it is generally wise to explore development opportunities with your own organisation first. Changing within your current employer is much easier and there should be no surprises. If this isn't a viable option, then armed with a comprehensive insight into your attributes and a good list of prospective employers, it's time to take yourself to market. If you are in a hurry to change then approach one reputable agency and let them have a week or two to see if they can find something for you.

If nothing happens then you can widen the scope with other reputable agencies. There will also be vacancies online with Job Boards, companies own sites and in magazines so that you can apply directly. Generally though it's better to choose to market yourself or let an agency do it on your behalf so that there are no conflicting interests from any parties.

If you are prepared to make employment change only when the match is right for you, then an exclusive relationship with a talent broker is the best route to go. Talent brokers will approach companies on your behalf and will continue to search for opportunities that match your criteria.