Featured

Expert Insights: Are Career Planners Better Hires?

This will differ significantly, depending on who you ask; however, this is often measured by title, recognition, fame or wealth in the business world. When it comes to achieving career success, many people will create a plan to get to where they want to be. This may start with goals and a step-by-step strategy; however, if we look at the superstars in any industry, only some credit their success to a linear plan.

Do career planners make better career decisions?

“Each end of the spectrum will suggest their way works for them, but as an instinctive decision maker, I don’t think you can dispute that a planned move, targeting the key criteria behind a change, will help to improve the chances of the right outcome.

Another consideration is that many people who don’t plan their career moves thoroughly end up accepting and moving roles for the wrong reasons (former boss, more money, comfort zone, etc.). I never fully understand when someone gives a reason for leaving, such as “my boss was fired.” Your career success can’t rely on the inclusion of one individual.”

Tristan Heywood, Oakstone Divisional Director

“I think it’s subjective; in my twenties, I worked my way through a firm to reach a certain level within the company, knowing that there was no way to progress to where I wanted to be. I knew the milestones ahead and the risks of leaving the business to reach that next level. That decision to leave was instinctive, and I almost got out of bed that day, knowing I would initiate the next step.

Having clarity of goals and knowing the risks attached to moves enables you to follow a path, especially in the developmental stages of your career. It can push you to build networks to leverage knowledge and relationships, encouraging you to learn and keep track of the latest trends/topics/tech in your chosen field. However, you must be prepared for the unexpected curve ball; just because this new thing wasn’t part of the plan doesn’t mean that it’s not worth exploring. The key is to have short to medium-long-term goals throughout the journey to keep you from straying too far from the long-term path.”

Dan Hammond Smith, Oakstone Divisional Director

“My gut reaction to this is a greater % of ‘career planners’ will make better decisions than those who make reactive career decisions, but it’s never clear cut. Regardless of whether you do or don’t plan, there is always an element of luck and timing in any career move. The benefit of planning is that you give yourself time to make the best decision instead of firefighting and being forced to pick between what’s on the table when you’re forced into looking. Many of the best people I’ve worked with know when their pipeline is dry, their accounts are maxed out, their stock is fully vested… so they ensure they are on the radar of their network ahead of time. That way, when you’re ready to leave and your stock is at its highest, you will often have your pick of opportunity. This is only half the battle, though. The art of a great career move is also qualifying your next career step and ensuring it’s the best move for your chosen criteria.”

Steve Farr, Oakstone Divisional Director

Are career planners better at making strategic internal decisions?

“I don’t think career planners make better strategic decisions. Some of the most critical decisions need to be made instinctively and in the moment. People can plan/ think themselves out of decisions that are potentially correct/better in the first instance.”

Tristan Heywood, Oakstone Divisional Director

“I don’t know if better is the right word; internal decisions need to also involve a certain level of emotional intelligence and the ability to pivot and adapt, as well as being aware of the cultural impact of certain choices.

I think a career planner would have a certain level of selflessness in their decision-making process, being aware of what they bring to the table; they are aware of their strengths and weaknesses and, hopefully, of those around them.

That being said, one can’t help but think that there could be a certain level of selfishness in decision making ensuring that opportunities taken by the individual are ones that sit within their career plan restricting opportunity from others.”

Dan Hammond Smith, Oakstone Divisional Director

Do you think career planners make better employers?

“Career planners probably make better employees; however, I think a combination of both extremes applies. It makes sense to have a scripted version of what “good” looks like and have key measurement criteria. However, there is always room for subjective aspects such as likeability!”

Tristan Heywood, Oakstone Divisional Director

“I think you need a balance; there needs to be some disruption, some reactive decision-making, something to keep the ship rocking; otherwise, you end up with a room full of robots.

Goal setting is excellent; it enables you to know where you are going and how you will get there, but you need to be able to blur the lines and get creative at times. It’s nice to have that combination of someone who wants to dip their toe in the water and the other person who cannonballs in, no questions asked; they complement each other. From a managerial perspective, everyone can be a career planner – you should be helping people plan their careers on a one-by-one individual basis; it’s not one size fits all, and everyone needs different levels of assistance running/walking/cannonballing down their own path.”

Dan Hammond Smith, Oakstone Divisional Director

“There is an equal need for people who plan strategically and move reactively. Typically, you would expect strategic planners to be stronger in certain roles, such as leadership or major account sales. That said, I can’t stress the need enough for diversity in any team to ensure that you bring the best of both worlds and a well-rounded approach.”

Steve Farr, Oakstone Divisional Director

Speak to an expert

Featured Case Studies