How can you help candidates create a long-term career plan that aligns with their goals?

Asking questions to promote self reflection can help candidates create a long-term career plan to align with their goals. What are your strengths? What are your weaknesses? What are you passionate about? What is the end goal? There are so many questions we have to consider before creating a long term career plan. The first step is to assess their current situation. There is nothing better than identifying what you are good at, then creating a long term plan that aligns with your strengths. Using different resources such as courses, websites, blogs, etc. can also be beneficial for growth. Setting aside time to deeply evaluate what you are seeking long term and creating a plan to get there can work wonders.

Puedo ayudar a los candidatos a crear un plan de carrera a largo plazo que se alinee con sus objetivos de las siguientes maneras: Ofreciendo orientación y apoyo. Puedo ayudar a los candidatos a reflexionar sobre sus intereses, habilidades y valores, y a establecer metas realistas para su carrera. También puedo proporcionarles información sobre las diferentes trayectorias profesionales y las oportunidades disponibles. Acceso a recursos. Puedo facilitar a los candidatos el acceso a recursos que les ayuden a desarrollar sus habilidades y conocimientos, como cursos de formación, programas de mentoría networking. Ayuda para la planificación. Puedo ayudar a los candidatos a crear un plan de acción q les ayude a alcanzar objetivos profesionales.

I can assist candidates in identifying their strengths, exploring industries, and setting realistic career goals. We can discuss skill development, networking strategies, and creating a step-by-step plan to achieve long-term career objectives.

Firstly, define what 'long-term' means (for me a 1 year plan is a long-term plan already as I have no idea what will happen in a year's time). How I see it, is that the ultimate skill that will help you succeed in the present and the future labour market is being able to re-invent yourself. Many of my clients strive for a 5-year career plan. You can certainly define one. But you do need to make peace with the uncertainty that surrounds our life. It is a plan. It is not a promise.

Chatting with candidates about their career is like the first chapter of a book where they figure out what they're all about. We start this journey with some laid-back talks, asking questions that help sketch out their professional story. It's kinda like showing them a reflection of their work path – what they dig, what challenges they're into, and where they thrive. We've got tools in our toolkit, sorta like compasses and road signs – stuff like self-assessments and quizzes – to help them navigate this self-discovery trip.

La connaissance de soi est en effet centrale à la construction d'une carrière épanouissante. Par exemple, faire un travail à finalité en désaccord avec ses valeurs profondes mène à un profond sentiment de perte de sens et d'absurdité. On finit par nos plus savoir pourquoi l'on va au travail ni à quoi on sert. A contrario, faire un travail en accord avec ses valeurs décuple l'énergie et la motivation. Dans mes accompagnements carrière, je consacre une grande partie du temps à la prise de recul sur le parcours professionnel et à la connaissance de soi à l'aide de l'entretien, d'exercices ludiques, de questionnaires ou des tests psychométriques.

It is important that we recruiters help candidates in identifying their skills, get to know their interest areas and understand what they truly value, what actually drives them forward and is fulfilling for them. Help them in defining their achievable short-term and long-term goals that align with their personal and professional aspirations. Guide them to continuously develop their skillset, build strong networks and adjust their career path as they navigate through their career journey to have most success in their professional lives.

Each person’s career journey will be different, and so it’s important to help tailor options, ideas, and advice to help them towards their goals. Whether it’s leveraging your market knowledge to select particularly relevant opportunities, arranging speaking opportunities for aspiring leaders, or offering advise and coaching to improve candidates' interview technique - keep an open mind as to what each candidate needs from you and be prepared to adapt the plan as necessary!

1. **Skill Assessment:** Evaluate current skills and identify areas for improvement or new skill acquisition based on career goals. 2. **Industry Research:** Provide insights into various industries, trends, and potential growth areas to help candidates make informed decisions. 3. **Networking Guidance:** Offer tips on building professional connections, utilizing social platforms, and attending relevant events to expand their network. 4. **Resume and LinkedIn Optimization:** Assist in crafting a compelling resume and optimizing LinkedIn profiles to showcase achievements and attract potential employers.

C'est le tableau de chasse. Une série de 3 à 5 colonnes des couples métier/ secteur, dans lesquels transposer vos compétences ef réalisations. Il est toujours bon d'inclure une option qui, à priori pourrait paraître irréaliste, à moins que vous ayez assez de papillons dans l'estomac pour la faire vivre. Cette liste de chasse peut être présentée à vos contacts réseaux. En un clin d'œil, ils pourront l'enrichir de noms d'entreprises et même de recommandations.

Comment savoir si on est fait pour un métier sans en connaître la réalité concrète ? Dans mes accompagnements carrière, en plus de l'étude de référentiels métiers, j'invite fortement mes bénéficiaires à réaliser des enquêtes métier pour interroger des personnes qui font le métier visé, et si possible, à réaliser des stages d'observation ou des immersions professionnelles. Cela leur apporte des éléments concrets sur le métier, les tâches quotidiennes et le pourcentage de temps passé sur chacune, les avantages et les contraintes. Cela leur permet également de commencer à se constituer un réseau !

**Continual Learning:** Recommend online courses, workshops, and resources to support ongoing professional development and stay updated in their field. **Goal Setting:** Collaborate on setting SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound) for short, medium, and long-term career milestones. **Company Culture Research:** Help candidates assess and understand the work culture of potential employers to align with their values and preferences. **Feedback Integration:** Encourage the integration of feedback from interviews and experiences to continuously refine their approach and improve their professional trajectory.

Goal? Or goals in plural? For life or for career? Could be different? Can we separate life and profissional career? And what if we establish professional career goals that affect life? Do you have life goals? Are they aligned? Health, for exemplo. Family? Concluding, necessary to think widely. Life is bigger than professional career.

Guiding candidates in setting SMART goals helps them visualize a clear path forward in their careers, ensuring that each step they take is purposeful and aligned with their broader aspirations. This approach empowers them to not only excel in their current roles but also strategically navigate their future career trajectory.

Les statistiques sont vos melleurs alliés. Il faut 60 entretiens réseau pour aboutir dans une recherche , d'après le syndicat des outplaceurs. Soit 3 mois à raison d'un entretien réseau par jour. Régularité, c'est le mot clé.

O plano deve ser flexível para acomodar mudanças e oportunidades imprevistas e deve incluir aprimoramento de habilidades, educação adicional e networking.

Recruiters can play a valuable role in helping candidates plan and navigate their careers. Helping someone review their plan, and give them expert advice will automatically boost their confidence in executing that plan but also will give them invaluable information to assist them in their plan. Its nice to check in and offer guidance, support and assistance - updating them on market changes throughout their time navigating their plan.

A goal without a plan, is a wish!! True A-players constantly audit their career plans to ensure positive growth trajectory. Variables are always a constant (no pun intended) and truly successful people spend are well equipped to handle a curveball in life. This comes from extensive and meticulous planning in your life journey to account for variances.

I like offering feedback and asking tough questions. Especially for the early career or transitioning career candidates. A simple yet hard question to answer is “why do don’t want this?” Not to test them, but to find the honest answer. Often times the answer is surface level and lacks conviction . But once they have a firm and honest answer we can provide feedback and make suggestions. We can also share what a true timeline could be. This is an extra step for most recruiters as we don’t always have time to coach every candidate, but it’s a way to plant a seed for reconsideration down the line. It doesn’t cost anything to share wisdom.

Creating a long-term career plan aligned to your career goals, is identifying the sweet spot among three domains: One: Your dreams, aspirations, and passion. These define your ideal career. Two: Your talents, skills, achievements, and values form the second domain. Three: What the marketplace wants. The market determines the opportunities for you to find a fit with your talents, skills, values and experience.

Goals are beyond professional life. Thinking of alignment, first, think about your life. Your values. Your family. If you know all of that, I guess the alignment comes almost naturally. I am still looking for some life values...

The recruiter acts as a link between an employee and their employer. As a recruiter, he is the one who deals with multiple stakeholders, so he can help someone review their plan and give them expert advice. It's a pleasure to stay in touch and provide guidance, support, and assistance - keeping them up-to-date on market changes during their planning process.

If you’re not passionate about the role, the mission or the outcome, you’ll have a hard time executing on the plan. Why do you want this? Are you passionate about it? Are you willing to go the extra mile? What’s on the other side of success? These are questions you should have the answer for. If you don’t it’ll be hard to give it your all.

This may be easier as an internal recruiter, but I believe having career pathways in an organization is one way to help a candidate envision their career path with a company. Be transparent about the opportunities available and if your company is supportive of upward mobility within a team, or potentially lateral moves to other parts of the organization. This way they can ensure your organization aligns with their long terms goals. If there are requirements they would not meet to grow upwards within the organization, like educational requirements for example, share this with them. Then share with them if your company offers any benefits like tuition reimbursement to help get them there.

You should also consider that a job seeker's economic situation or personal situations are changing constantly. So, updating the career plan based on your ever-changing needs is key! One day you're employed, the next you're not. One day you have a 5- or 10-year plan set up with goals, and the next day something in life has come along and thrown this plan out of whack. Be sure to keep your career plan and goals flexible because they will most likely need to change and conform to these new changes in your life.

Conocer muy bien como quiere proyectarse el candidato: -acercarte a la persona y al profesional (origen, situación actual y futuro); -profundizar en el autoconocimiento para detectar lo diferencial, el valor añadido que pueda aportar la persona; -analizar el mercado laboral en el corto, medio y largo plazo; -establecer una metodología que se adapte al candidato y que le permita diseñar, elaborar, desarrollar, modificar, controlar y supervisar su propio plan de carrera profesional a 2-3 años; 5 años y 8-10 años de una forma consciente por el protagonista y su consultor/asesor; - ...... - ...... Por Iván González (@ivangzg)

Considere o equilíbrio vida/trabalho, adaptabilidade, uma rede de apoio e o bem-estar mental para um plano de carreira eficaz.