Careers consultant
A careers consultant is involved in all aspects of career management and development, using guidance, counselling, coaching and advisory techniques to assist clients to clarify and achieve career goals and issues. These can range from job searching, career change, self-employment, redundancy and retirement.
Many careers consultants work within an organisation, guiding and advising employees. This can be on a one to one basis but also can occur in groups. A large number of careers consultants work on a freelance basis with individual fee-paying clients in a private setting.
Careers consultants should not be confused with recruitment consultants, who look for suitable candidates to fill their clients' vacancies.
Careers consultant role is varied and tasks typically include:
Although this career area of work is open to all graduates, the majority of careers consultants hold either or both of the two main qualifications in career guidance. These are:
The course can be studied either full time or part time and offers a good balance of academic study with work based learning. Distance learning options are available in some cases. It is not compulsory to have a first degree although you will need to demonstrate that you can cope with postgraduate level study.
The S/NVQ Level 4 in Advice and Guidance is for career consultants who are experienced in working with people and are already providing career guidance services, either at an organisation or in a self-employed capacity. The S/NVQ combines on and off-the-job training.
The foundation degree for guidance for learning and work could also be starting point for a career in this area.
Some consultants hold an MBA. Although this is not a requirement, it may be useful when working with MBA clients or gaining an understanding of business strategy and corporate backgrounds.
Most enter this occupation as a second career following other related experience and professional qualifications. New graduates are rare in this field.
Relevant related experience and/or qualifications include human resources (HR), recruitment, personnel management, coaching, mentoring, counselling, social work, occupational psychology, teaching or youth work. Some also have business and management backgrounds.
Candidates will need to show evidence of the following:
If you do not have sufficient guidance experience, you could consider relevant voluntary work, work shadowing or employment in a related field to build up the relevant skills you will need, particularly in terms of communication and ability to listen to clients. Demonstrating knowledge and an interest in the world of work and careers is also considered to be important. Developing contacts and networks can also enable you to get into this area of work. Competition for entry is generally moderate.
For more information, see work experience and internships and search courses and research.
Most entrants into careers consultancy already have relevant qualifications and training through their previous employment.
Once you have gained your Qualification in Careers Guidance (QCG), or NVQ/SVQ Level 4 in Advice and Guidance, you are deemed fully qualified. However, it is important for all careers professionals to be reflective practitioners and you will be expected to monitor and follow up your own personal development needs. This is particularly important if you are working in a specialist areas.
Large organisations or consultancies may provide further in-service training, but in small consultancies this may be limited to on-the-job training or self-funded courses. Typically, you may receive standard management training in-house, such as reviewing and analysing client support materials that will enable consultants to deliver sessions to clients. Training on data management may also be provided. Any additional further training is generally via external bodies.
Some organisations offer consultants the opportunity to observe and participate in client sessions. Topics can range from stress management, coping with change or CV development. This is useful for consultants who are delivering such sessions.
Further training may also be available through a relevant professional body, such as the Chartered Institute of Personnel and Development (CIPD) , which runs an extensive programme of short courses and conferences. Organisations such as Association of Careers Professionals International (ACPI) provide resources for members on professional and skills development.
Membership of relevant professional bodies, including the CIPD and the Institute of Career Guidance (ICG) require evidence of continuing professional development (CPD) to maintain registration as a practitioner and/or member.
The ICG places a great emphasis on continuing professional development (CPD) and has a framework in place. This framework essentially enables practitioners and their employers to consider the way in which they can continuously develop skills and areas of expertise. This covers planning, recording, assessment and accreditation of CPD that individuals can undertake either formally, e.g. courses or conferences, and more informal methods such as reading professional journals and work shadowing.
There are a range of further study options such as undertaking Masters qualifications in subjects such as career management, guidance, counselling or psychology. You can also undertake life/career coaching qualifications, or add to your psychometrics portfolio may also be another area of professional development.
Careers consultants come from varied backgrounds and their career paths are usually individual, depending on training and areas of expertise.
Opportunities for career progression can also depend on internal staffing requirements and the size of the organisation.
In larger consultancies, or for those consultants employed in the human resources/personnel department of an organisation, there may be opportunities for promotion to senior consultant, team leader or managerial posts. This can involve managing team members, management of large scale projects, budgeting and financial responsibilities.
For those in small consultancies, there are few opportunities for promotion other than becoming a partner in the business or leaving to establish your own consultancy.
For the self-employed and those in small firms, career development can take the form of specialisation following several years of more general work. Specialisation may focus on the needs of specific client groups, such as women, those with mental health issues or those at particular career transition points, e.g. mid-life career change, returning to work after having a family or early retirement. Specialist areas can also include particular types of advice, such as CV preparation or use of specialised career tools like Myers Briggs personality type indicator or innovative techniques for managing work-life balance.
Experience as a careers consultant may lead to a variety of other areas. Depending on your previous work and training, these might include:
Typical employers of careers consultants include:
A large number of practitioners are self-employed and provide services to clients on a fee-paying basis.
Some careers consultants are employed in the public services sector and may work in settings involving education provision and occupational health. Typical employers include local education authorities and health-related public bodies.
There are also a number of recruitment agencies and websites that are useful for searching vacancies:
Get tips on job hunting, CVs and covering letters and interviews.
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