The Job Hunt Toolkit: Session 4
This was the final episode in our Job Hunt toolkit focusing on CAREER MOVES (AND WHEN TO NOT MAKE THEM) with Rosie Allan from The Sophie Macpherson team.
Members get exclusive access to the event recording and our full list of takeaways:
Takeaways
It is important to understand what is prompting you to leave, to avoid making an impulsive decision. Questions you may ask yourself include:
What moment made me think about leaving? Was it a difficult conversation, or did it happen in the run-up to a deadline or during a busy period?
Am I trying to move towards something, or away from something?
What do I want my career to look like in five years?
Is my dream job realistic, and is it accessible right now?
What is my ultimate goal and priority? Growth, higher pay, a new job title?
What do I want to keep, or avoid, from my current role in my next role?
What is my timeline? Do I have time to plan?
Career decisions are deeply personal. There is never a right or wrong answer, but they require a lot of introspection.
Signs it may be time to leave
Stagnation in scope of work, job title, or pay. If you have raised this and nothing is changing, it may be a sign to move on.
Misalignment with your career goals. For example, if you are a sales assistant but want to move into a logistics role, this may indicate a mismatch.
Environmental or internal issues. Some environments are not sustainable, particularly if you are constantly burnt out. Ask yourself whether this is a structural or situational issue. Is it a deeper organisational problem, or simply a busy period? An increasing workload with decreasing support is a valid reason to consider leaving, especially if the environment is affecting your mental health.
When staying and observing may benefit you more than exiting
If the first few months feel overwhelmingly administrative, it is important to recognise that even in research or curatorial pathways, entry-level roles often carry a heavy administrative load. Moving may not solve this issue, as taking a similar-level role too soon can lead to the same situation.
If you feel driven to leave due to “career FOMO” and seeing others climb the ladder, this may be a sign to stay put. Depth of experience often matters more than variety. Moving every 12 months or less can be a red flag, and if you do move quickly, be prepared to explain why.
If you have not communicated your concerns, it may still be worth staying. A supportive manager can keep your aspirations in mind and advocate for you when opportunities arise.
Actions
You can always apply and have conversations within the industry. What roles are available right now? Is the market active or slow? This will help you set realistic expectations for your job search.
Consider whether you are experienced enough yet. What can you gain from your current role to support a transition into the role you want?
Seek out a mentor, either within or outside your workplace, to help you explore ideas.
Make sure you are registered with a recruiter, as this can give you early access to roles.