Career Choices in Uncertain Times

The world health crisis has thrown many career professionals into a state of uncertainty about their futures. Levels of concern about jobs and careers are understandably high either as a result of the imposed decisions of employers or the surfacing by individuals of their own personal dissatisfactions. The need for a planned and proactive approach to your career has never more been at a premium. In this latest blog we explore some of the dimensions of uncertainty and how any negative response can be translated into positive action.

All around the world, as lockdown restrictions begin to slowly loosen, we are having a variety of very interesting conversations with talented professionals about their careers and next steps in the light of the COVID-19 pandemic and the severe economic consequences.

These conversations tend to be of four types:

1. Displaced & Urgent - there are inevitably and sadly a growing group of individuals who have lost their jobs as a direct result of the economic consequences of COVID-19. For this group there is an understandable urgency and anxiety around moving into action to secure a new role but against a backdrop where new jobs are in short supply. Knowing where to start, where to look and where to apply most energy are the challenges with a risk of seizing the first available role through economic necessity despite it being less than ideal from a career advancement perspective.
   
   2. Anxious & Anticipating – a second group, whilst still employed, are anticipating that their business will out of necessity need to restructure and downsize in the face of the massive commercial hit from COVID-19.  They are concerned that their job whilst ok for the moment might soon be at risk. For these individuals the primary need is to form a quick contingency plan so that they are well prepared should the worst happen. The anticipated shortage of suitable roles in a depressed market is of course of high concern for this group with the same risks shared with the first group above.
   
   3. Unsettled & Disempowered – a third group whilst not immediately at risk of being displaced by the outcomes of COVID 19, have during lockdown become unsettled by their current career situation. Perhaps they have seen other colleagues being displaced or have been disappointed by the way their employer has responded to the crisis. Maybe they were already thinking before the crisis that it was time to move on and the enforced period of reflection has confirmed this need. They know it is time to begin to make plans for the future but feel a bit trapped and fearful that it will now take some time to find alternatives and source a new job
   
   4. Assured & Alert - a final group are those who still feel very secure about their roles notwithstanding COVID-19. Indeed their roles might have changed significantly during the crisis with perhaps them taking on more responsibility and leadership. Typically they feel confident that they will have a decisive role to play in the future destiny of their organisations. Even amongst this more confident group there is a clear recognition that certainty cannot be assumed and they should definitely be alert to new opportunities. This is perhaps also driven by the realisation from recent experience that they are capable of doing a much bigger and better job and have demonstrated some new found leadership capabilities.

Whilst the jobs market is inevitably very challenging right now and likely to remain so into the foreseeable future, it is all too easy to see everything as impossible and a source of despondency. Some positive things to say are:

• There are still jobs out there – they are not of any great quantity and they might not all be fully ideal from a career advancement perspective. Of course the competition for each available job will be very stiff. However, it is possible to discover some new opportunities with pragmatism and perseverance. Forward thinking organisations are slowly beginning to think about their skill needs beyond the end of the immediate health crisis and some (still a minority) are acting in anticipation for an upturn by recruiting early.

• Disruption throws up opportunities – many businesses will be compelled to repurpose, restructure and refocus to deal with the “new normal” as a result of COVID-19. In so doing they may well require new and different skills and capabilities to deal with much-changed commercial and customer demands. The abilities to lead, transform and reconnect with customers will be in particular high demand in the next period

• Things will get better – there is a massive incentive for governments and businesses around the world to rapidly gear-up just as soon as they are able to increase the velocity of economic activities and contribute to the recovery of the world’s economies. From a slow and gradual emergence from the crisis, there will be increasing levels of business activity which in turn will progressively generate new job opportunities.

• Preparedness is Paramount – as more jobs come on stream those individuals who have invested time during lockdown in preparing themselves for the job seeking challenge ahead and can hit the ground running will have a real competitive advantage in securing the early opportunities that emerge over the coming months. There will be few prizes for those who choose to just sit back and wait for things to improve. 

And on this last point, we have the following strong advice for all individuals in the situation right now of needing or wanting to secure a new career role:

1. Network Like Crazy – refresh your network contacts, prioritise them and reach out to individuals you have neglected for a while. It is endlessly surprising just how many new job opportunities arise from personal networks. Your network is a powerful resource for you and no more so than when you are seeking out a new role.

2. Self-Assess – think really hard about what it is you really want next and what are the very distinctive capabilities and experiences that you have to offer a potential employer. Make sure that you are very clear about what makes you distinctive and marketable in a highly competitive jobs market.

3. Manage Your Message – be very focused about how you communicate both in writing and verbally who you are and what you want next. When a recruitment consultant or potential employer picks the phone up to you and asks you to “tell me about yourself”, how compelling and impactful is your message and how well rehearsed are you at delivering this message?

4. Project Yourself – there is no virtue or benefit in simply waiting for suitable jobs to come to you. Recruitment agents with few jobs and many candidates will be using ever tougher criteria to short list candidates. Do you stand out enough in terms of your CV, Linked-In Profile and personal narrative? How are you using social media to project yourself and your thinking so that people notice you?

5. Don’t Do It Alone – in tough circumstances seeking out a new role on your own can be very challenging. Having someone to work alongside you who can coach, advise and help you prepare your narrative together with preparing you thoroughly for that all-important job interview can make all the difference in giving you that competitive edge in the jobs market.

Brosna Consulting Ltd works with many talented individuals from all around the world to coach them on how to seek out and secure a new role. If you think in these difficult times that you could benefit from some help then please in the first instance send an email to Tim Chapman to arrange an introductory discussion. For more details about our business and previous blog’s please go to www.brosna-consulting.com