Whether you’re just starting out in your career, or you’ve been in the game for years, the desire to progress professionally is something we all share. Yet, knowing how to take that next step—and doing it intentionally—can be challenging.
As a recruiter, I speak with candidates every day who are looking to level up, pivot industries, or position themselves for leadership roles. Many of them have the skills but lack a clear roadmap. This article aims to offer guidance to professionals across all sectors on how to strategically plan their next career move.
Step 1: Define What Progress Means to You
Progress doesn’t look the same for everyone. For some, it’s climbing the corporate ladder. For others, it’s moving into a more flexible or meaningful role, even if it comes with less money or prestige.
Ask yourself:
- Do I want to lead people or deepen my technical expertise?
- Am I looking for more responsibility, or just better work-life balance?
- Do I want to stay in my industry, or explore something new?
👉 Top tip: Take a moment to reflect. Write down what success looks like for you in 1, 3, and 5 years. This becomes your “North Star.”
Step 2: Assess Your Current Skills & Gaps
Once you know where you want to go, it’s time to figure out what’s standing between you and that goal.
- Skills audit: List the competencies your target role requires. Then tick off what you have vs what you need to learn.
- Feedback loop: Speak with a manager, mentor or recruiter to get honest feedback. What are your strengths? Where do you need to grow?
- Certifications & training: Could a course, workshop, or certification help bridge the gap?
👉 As a recruiter, I can’t stress this enough: candidates who show proactive development—even if they aren’t 100% “qualified”—stand out.
Step 3: Create a Professional Development Plan
Now it’s time to build a roadmap.
Your plan might include:
- Shadowing a colleague in a different department
- Enrolling in online courses (like LinkedIn Learning or industry-specific providers)
- Taking on a stretch project at work
- Seeking out mentorship or joining a peer network
Treat this like you would a business goal. Set timelines, milestones, and regular check-ins.
👉 Progress isn’t just about landing a new job—it’s about growing into the kind of person who’s ready for that job.
Step 4: Network With Intention
We’ve all heard “it’s not what you know, it’s who you know”—and to an extent, it’s true. But networking shouldn’t feel transactional. The best career moves often happen through authentic, ongoing relationships.
Try this:
- Attend industry meetups or virtual events
- Reach out to old colleagues for catch-ups (without asking for a favour)
- Follow leaders on LinkedIn and engage with their content
- Join LinkedIn groups or Slack communities related to your field
👉 Don’t wait until you need something to start networking. Build those bridges now.
Step 5: Refresh Your CV, LinkedIn & Personal Brand
Even if you’re not actively job-hunting, your online presence should reflect your most current skills and career direction.
Update:
- Your LinkedIn headline and “About” section
- Key achievements on your CV
- Any certifications or volunteer work
Share content that reflects your interests and values—whether it’s resharing an article, posting your own thoughts, or shouting out a colleague’s success.
👉 Personal branding isn’t about self-promotion—it’s about showing up with clarity and consistency.
Step 6: Know When It’s Time to Make a Move
Sometimes, growth means moving on. If your current company can’t offer the progression, culture, or support you need, it may be time to look elsewhere.
Warning signs:
- You’re stagnating despite asking for opportunities
- You’re underpaid or undervalued
- You’re no longer aligned with the company’s mission or leadership
👉 When that happens, speak to a recruiter. We can help you navigate the market discreetly and strategically.
What This Means for the Recruitment Industry
As someone working in recruitment, I’ve seen firsthand how attitudes toward career progression are shifting—and what this means for our sector.
1. Candidates are savvier than ever.
Job seekers come prepared. They’re doing their research, asking questions about culture, leadership styles, DEI, and long-term development. As recruiters, we need to go beyond job specs and offer consultative, long-term career support.
2. Retention matters more than ever.
Clients are increasingly focused on hiring candidates who align not just with the role, but the vision. We’re no longer just placing candidates—we’re helping clients build strategies to retain and grow them.
3. Upskilling is a key value-add.
Recruitment agencies who offer insights on skills trends, learning platforms, and career coaching are ahead of the curve. We’re not just filling jobs—we’re shaping careers.
4. Candidate experience can make or break a placement.
In a competitive market, top talent has choices. A poor experience—even during early outreach—can deter high-calibre professionals. Recruitment needs to be human, responsive, and tailored.
Final Thoughts
Career progression isn’t always a straight line—and that’s okay. The key is to approach it with intention, clarity, and adaptability. Whether your next move is a promotion, a pivot, or a fresh start, make sure it aligns with your values, goals, and vision for your future.
And if you need a sounding board, some honest advice, or help navigating the recruitment landscape—we’re here.
At Premier Group, we don’t just connect people with jobs. We help professionals build careers they’re proud of.
📩 Let’s talk about your next move.
Feel free to connect with me here on LinkedIn or drop me a message.
tillingworth@pg-rec.com
