Changing specialisation, although an attractive proposition for many candidates, can be difficult to achieve. We ask the state manager of Randstad, Kieren Wrafter, what to consider.
Before any candidate pursues a new opportunity in another area of specialisation, they must determine the viability of the transition and consider the following issues:
1.What are the main factors motivating your move?
Do you want to become an industry specialist? Will the transition meet your long-term career objectives? Are your skill-sets and interests better aligned to a different specialisation?
2.Have you carried out due diligence on the industry specialisation?
Do some research into the area of specialisation and the firms that work in that space so you have a full understanding of what you will be exposed to in the new role. What is the sustainability of the specialisation? What are the growth opportunities for a candidate in this specialisation? What training would be required to up-skill?
3.How are you going to make the transition: what training will be required?
As part of the due diligence process you will determine quickly what training/up-skilling you will need to successfully make the transition. What type of training will you need? On-the-job training or through an approved institution? Will this be a viable option for you?
4.What attributes do you have that are valuable to a client employing someone from a different specialisation?
This is an essential part of the process as it will help you to sell yourself into the role. Analyse your experience; make a list of the key features you can bring to the role and then determine what the benefits of those features are to the firm and the role you are applying for.