As we progress through our careers, many of us feel the need to change more than just companies. A number of routes are open to HR professionals wishing to move into an alternative job role, including becoming a consultant or interim manager, working in general management or even a move into procurement
Why is it important?
As we progress through our careers, many of us feel the need to change more than just companies. A number of routes are open to HR professionals wishing to move into an alternative job role, including becoming a consultant or interim manager, working in general management or even a move into procurement. While moving to a new field can revitalise you, and pull your career out of the doldrums, it does require careful consideration and planning to avoid ending in failure.
Where do I start?
Think hard about what’s important to you, where your aspirations lie and what you want out of the move. List your specific areas of expertise and interests and consider how they might be applied in a new field or role. Be aware of your own managerial strengths and weaknesses and preferred working environment as this will play a crucial part in determining your suitability for particular professions or roles. Then, carefully research the marketplace into which you hope to sell your talents to ensure there is enough potential work.
“The next step in anyone’s career should start with aspirations and needs and then with the marketplace, not the other way round,” explains Nicola Deas, transition practice leader at HR consultancy RightCoutts.
“Be very clear about the criteria you are going to evaluate a job against, so that you can be sure you are accepting an offer for the right reasons. Don’t compromise or accept the first position that comes along,” she says.
Use your networks
Research is a critical aspect of moving into a new field, but it shouldn’t be confined to the internet, classified advertisements or recruitment agencies. Talk to people who can provide background information, ideas and guidance and who have made similar moves, to get some insight into the roles you are interested in.
Consider seeking professional advice – perhaps from a coach – to challenge your thinking and provide feedback and encouragement, suggests Deas.
“Do not fall into the trap of thinking: ‘I am an HR professional, so I should have all the answers’,”she says. “This is about you and your career. Take all the advice, guidance and support you can get –everyone else does.”
Know your market value
You must be able to show you have plenty of practical in-house HR experience and a solid understanding of the business you have been in as well as the one you are going to.
A proven track record of adding commercial value will improve your credibility (and employability) no end. However, be mindful that staying at one company for too long can be a “career inhibitor”, warns Deas.
Understand the new role
People tend to underestimate the impact of cultural differences, which can affect how individuals relate to one another as well as their response to different influencing styles. Be prepared to adapt your personal style of management so that it works with that of the new organisation.
Make sure at the final interview that you have asked all the critical questions about the new job, which will make or break your decision if you subsequently receive an offer, advises Deas.
Invest heavily in the move
To ensure the likelihood of a successful transition, it is important to create a ‘link’ between the job you performed previously and your new role. This means swiftly understanding the issues and challenges presented by your new position, and offsetting them with your knowledge and experience.
“Do not assume that if you have a certain job title, a new audience must know what that means,”says Deas. “Identify ‘quick wins’ by tapping into the needs and expectations of your new boss, and set clear goals for your first 100 days.”
By Scott Beagrie. Courtesy of Personnel Today. www.personneltoday.com
