Skills-Based Approach to Career Planning: A Guide for Job Hunters

We’re currently amid “The Great Resignation” with record numbers of employee turnover. It’s estimated that 50% of employees are thinking of leaving their jobs in 2024. In many cases, this is because employees are unmotivated in their current roles, and feel their skills are being overlooked. With no prospect of future career progression, they prefer to try their luck elsewhere. 

If you’re feeling at a dead end in your career, don’t panic. By adjusting your approach you can build a career path around your skills. Here, we’ll examine the concept of career planning. We’ll explore how a skills-based approach can keep you motivated, rise through the ranks, and also boost productivity in the workplace.  

What is career planning? 

The starting point of career planning involves considering your career objectives. What do you want to achieve? What skills and experience do you have, and which areas do you need to develop? 

If you are currently employed, career planning will involve sitting down with your manager to discuss these areas. They’ll look at potential opportunities within their business to help you achieve these aspirations. 

A good employer will aim to align your goals with the overall objectives of your business. It’s a win-win situation for them; they keep employees happy and motivated while supporting organizational growth. 

Job hunters will apply these same considerations when considering prospective posts. Taking a new post isn’t just about the salary – it’s just as important that the opportunity will give you the experience development that you are looking for.

Why you should take a skills-based approach 

It’s not uncommon for employees to feel that their skills are being overlooked. When this happens, everyone loses. Employees become increasingly frustrated, feeling that their careers are going nowhere and that they could be contributing more. By overlooking the talents of its workforce, an organization won’t receive full productivity and potentially have high levels of turnover. 

Job hunters want to know whether skills-based planning applies to an employee’s career path. 

Benefits of skill-based planning 

Embracing a skills-based approach to career planning brings many benefits. Let’s explore some of the highlights. 

Find roles that suit your needs 

The Great Resignation threatens organizations of all shapes and sizes. This is partly because employees often take a post only to find that it isn’t fulfilling and doesn’t develop the skills that they need. Taking control of your career planning will help you to make better choices and place you in posts that provide the development and challenges that you are looking for.

Furthermore, a skills-based approach can enhance your eligibility for roles with better employee benefits, as companies often seek skilled individuals for more strategic positions, which typically come with more attractive compensation packages.

Plan future moves

Even though a new post might meet your needs, you may feel that you will experience different scenarios, sectors, or organizations to meet your long-term goals. One post might give you the staff management experience you need but you might need to move on at some point to gain, for example, specific technical experience. A career action plan will ensure you don’t end up doing the same thing for too long.

Develop skills 

Career planning will identify the skills you need. Once you’ve done this, it’s easier to find posts that develop these skills. Once you're in a role, work with your manager to find ways to advance your career plan. 

Be part of a motivated team

Without care, it's easy for employees to feel like just another cog in the wheel. Staff feel isolated, mental health can suffer, and employees struggle to work effectively. 

Skills-based career planning allows managers to meet face-to-face with employees. They can get to know their ambitions, strengths, and weaknesses. They can also understand their struggles and provide support on a more personal level. This ensures that employees feel less isolated and more of a valued member of staff.

All of this leads to a happier workforce. Choosing an employer that prioritizes development will mean that you’re working in a more motivated, satisfied team. This will increase your happiness and motivation, and mean you’re less likely to quit your job. 

Best practices for skills-based carrier planning 

You should now realize the value of skills-based career planning. Before jumping into this approach, however, bear our best practices in mind. 

Consider skills needed to support long-term career strategy 

Career planning is all about thinking of the future. You might know what positions you want to appy for now, but where do you want to be in five years time? What skills do you need to achieve this long-term aspiration?

Let’s imagine that you are applying for an entry-level role in customer service. Your overall goal might be to become a customer support manager. To reach this, you’ll need to enhance your understanding of virtual phone systems and others, and improve your management skills. 

Of course, planning for the future doesn’t just involve thinking about the skills that are relevant today. Anticipating future skills requirements is another key aspect of career planning. In five years, it’s feasible that AI will play a role in the job of an IT manager. What steps can you take to prepare yourself for this emerging technology? 

A clear career roadmap puts you on a strong footing from step one. You’ll know where you’re headed and have a strong idea of the steps needed to reach your destination.

Choose SMART goals 

SMART is a framework for creating more effective objectives. It can help to clarify your career goals and your progress toward them. Smart stands for: 

• Specific - Your career goals shouldn’t be vague. For instance, saying you’d like to succeed in finance is too general. Think specifically about the roles you’d like to reach.

• Measurable - How can you measure your progress towards your career goals? For instance, have you achieved a certain qualification, or gained experience in a certain field? 

• Achievable -  There’s no problem having lofty goals but they must also be realistic. For instance, you’re not likely to go from a junior position to finance director in five years. 

• Relevant - Is your goal relevant to your overall aims? There’s no point doing accountancy training if you wish to become an IT manager. 

• Time-bound - How long should it take you to achieve your career goals? Make sure you allow yourself a realistic amount of time to reach your objectives. 

Identify your priorities 

You can’t focus on every skill at once. Which abilities are most relevant to your immediate career aspirations? 

For your first post, you might feel that your priority is simply to work within your chosen field. This is unlikely to be enough except in the short term. You might identify that you must develop management, strategic management, and financial management skills.

Which of these do you want to target first? Unless you are very lucky, a single post might not give you everything that you need. Identify posts that will give you a good base in your chosen field and use subsequent jobs to build on this.

Match job specifications to existing skills and areas for development

It can be tempting to choose your next post based on the benefits that it offers. In the long term, though, this could be a mistake. Just because a post offers a strong long-term salary doesn’t necessarily mean it will help with your long-term aspirations. 

Once you’ve moved into a specific post or industry, it can be very difficult to get out. That’s why it's crucial that you plan from the earliest possible stage. With the right career, plan it's inevitable that you’ll gain a higher salary as you progress through the ranks. In the short term, however, think of the bigger picture even if this means receiving a slightly lower salary. 

When considering a position, ask yourself some questions. Does the post allow you to gain or expand experience and skills in areas that will support your long-term aspirations? Is the potential employer one that will actively help you to develop your abilities?

Explore the organization’s approach to skills development and training

Let’s say that an advertised post is in a relevant field to give you the experience you need. That’s a great start. But does the organization offer opportunities to expand skills in other areas of interest? Do they support employees with training and, where appropriate, qualifications?

Remember that not all training is formal. Job shadowing, mentoring, and use of secondment are all ways in which organizations can develop employees. Does your prospective employer use these approaches?                                        

Your prospective manager should give you an impression of an organization’s overall attitude. Reach out on a platform such as LinkedIn, or hold online meetings. Try to learn more about their approach. Do they take an interest in the career plans of employees? Are they supportive in helping staff build the skills that they need?                                                                                                                                                                                              

Consider work in different areas to gain the necessary experience

If you are aiming for senior roles, you’ll need to demonstrate a range of skills and experience. Not all of these will necessarily be gained for a single position. It might be worth working in different industries or sectors to diversify your skills and gain different perspectives. 

For example, It may be important to have some financial and technical skills, even if you aim to be a senior HR manager. To gain this experience you might spend some time in a Finance or IT environment to gain a general understanding. One way this could be achieved might be through a short-term secondment.

Don’t be afraid to try new things to gain the skills you need. It’s easy to remain in an area where you are comfortable. This might not, though, support your long-term aims.

Don’t forget soft skills

Technical skills and qualifications are important. But it's easy to overlook soft skills. These are traits that can be applied to all jobs. This could include your ability to communicate with co-workers, your time management skills, and other general workplace capabilities.

Utilizing task management software can significantly enhance these organizational capabilities, aligning daily tasks with long-term career goals. Such tools help maintain focus and productivity across various job roles.

Soft skills are often overlooked, but just as important as career-specific skills. Lots of people, for instance, struggle with public speaking or organization skills. They are, however, essential if you aspire to top-level positions. That’s why you have a lot of time for softer skills within your career planning.  

Always think about the risks 

When creating your career plan, you should always weigh the advantages and risks. Enthusiasm helps. But this alone isn’t enough to prove that now is the right time to seek a job in a certain field. 

Some industries are extremely competitive. Do you have what’s needed to stand out in a certain field? Are you prepared to wait a longer period to find a vacancy that is suited for you? There’s no harm in changing plans and considering other fields that might suit your skills. In reality, this approach might benefit you more in the long run. 

Your career plan is a living document

Keep on top of your plan. It’s not something you can write once and then forget. Your preferences and aspirations might change and evolve. There’s no harm in scrapping your plan and starting from scratch if things don’t go to plan. 

Even if your goals don’t change, new workplace trends are constantly appearing. Technologies will continue to appear and reshape working approaches. Review your plan regularly to make sure that it does not become outdated. 

Start planning 

The careers world is changing. Employers are becoming a lot less interested in qualifications, and a lot more interested in individual abilities. That’s why, in the modern world, a skills-based career plan is essential for long-term success. 

Throughout this article, we’ve explored the many benefits of this approach. From greater job satisfaction to stronger guarantees of career success, it’s hard to find an argument for why you shouldn’t create a plan. 

When doing so, stick to our best practices. Always follow the SMART framework (specific, measurable, achievable, realistic, and timely) to create a set of relevant and achievable goals. Pay attention to the big picture, and always plan two steps ahead. Always choose employers that are willing to help you further develop your skills. Remember, building soft skills is just as important as improving career-specific attributes.