Career development advisor: this is a job that has recently taken off and is set to develop further. In particular, as a result of technological change (AI, etc.) and the greening of professions (ecological transition, etc.). HR departments and training managers would do well to take an interest. So, what are the main challenges of this role? In practical terms, what are the tasks of a career development advisor? What skills are needed to enter the profession? What are the attractions and constraints? Find out in this job description.
With labour shortages and rapidly evolving skills, it can be in companies' direct interests to use the services of a career development advisor, or even to integrate such a profile into the HR/training department. The stakes are twofold. On the one hand, the aim is to support the company's transformations by employing, at all times, people with the right skills for their job, up to date with the latest technological, regulatory and societal developments. Secondly, we need to ensure that these employees have a career plan that is always in line with the company's strategy, so that they remain motivated. Because motivation equals performance! For their part, career development advisors respond to these challenges. They have the know-how to support the development of skills within the company.
For example, he can be counted on to put the oil in the wheels, whether it's :
- skills management (GPEC/GEPP)
- internal mobility
- retaining talent
- employee support for training initiatives
- developing a learning culture
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"According to a study by the Banque de France, 41 % of companies will have difficulty recruiting in 2024. It is therefore essential to develop existing skills within the company, and above all not to lose them.
What are the main tasks of the career development advisor?
The career development advisor helps people to develop their career plans. They inform, guide and provide the necessary tools to help them develop in line with their aspirations, while taking into account the constraints of the job market. And, if they work in an HR/training department, they also take account of the company's strategy.
3 main missions for the beneficiaries of career development advice
Welcome and definition of support objectives
The advisor welcomes the beneficiary (company or individual), listens to their needs and takes stock of their professional situation. First of all, he or she presents the services available and likely to help them develop their project (skills assessment, VAE, individual or group outplacement, etc.). The advisor also provides personalised information on the job market, professions, career development schemes (retraining, setting up a business, etc.) and funding for training (CPF, OPCO, etc.). The advisor can refer the beneficiary to specialists. For example, for the legal aspect: lawyers, DREETS, etc. Finally, they define the objectives, schedule and terms and conditions of the service.
Drawing up a support plan
The support is co-constructed with the beneficiary to make them autonomous and active players in their career plans. It takes place in several phases:
Firstly, the advisor analyses the career path: training, positions and assignments held, transferable skills.
It then analyses and identifies the qualifications to be acquired and the training required.
Finally, they carry out a personal assessment of the beneficiary: values, motivations, aspirations, obstacles, professional interests, personality traits, etc.
Validation, monitoring and implementation of the career plan
On a day-to-day basis, career development advisers carry out a wide variety of tasks.
In particular:
- assess and validate the feasibility of the career plan
- make recommendations tailored to the beneficiary's personal situation
- define a personalised action plan with the customer
- help with the practical implementation of the project (putting together training and funding applications, etc.)
- administrative management of the schemes (agreements, invitations, etc.)
- provide advice on job search techniques and tools
Please note:
The activity can take a variety of forms: face-to-face interviews, group interviews, day-to-day support in the field, etc.
Other missions
Activity report, network and monitoring
The advisor draws up a report on his activity (results indicators). They also assess the results of their work at the end of the service. They draw up the deliverables of the support systems (follow-up reports, etc.). They also maintain their network (local employers, employment intermediaries, training organisations, etc.). Finally, he/she monitors the literature on professions, their development and employment legislation.
Secondary activities
The career development advisor may also be required to :
- run themed group workshops for beneficiaries or other advisers (use of social networks, optimising your digital identity, mock interviews, etc.)
- managing a team of advisers and/or mentoring junior advisers
- carrying out and interpreting psychological tests
- helping to draw up skills grids (description and assessment)
- provide other HR consultancy or development services (e.g. recruitment consultancy, training, etc.)
- combine business development assignments
Generalist or specialist
The career development advisor can supporting a wide range of audiences : employees, jobseekers, managers, young people, senior citizens, people made redundant or in redeployment schemes, people undergoing professional retraining or with disabilities, company founders, the self-employed... Or, on the contrary, be specialised in one type of audience.
It can also specialise in a specific support system or service. For example :
Skills assessment
Individual or group outplacement*
*Professional repositioning support service, which can be offered and financed by a company for the benefit of an employee following a contractual termination or redundancy.
VAE** (FRENCH ONLY)
Coaching
**Validation of acquired experience
[History of the business]
The career development advisor: not born yesterday...
The function already existed in the 1980s and 1990s, long before it was given this name. Against a backdrop of economic crisis and de-industrialisation that led to waves of mass redundancies, outplacement units were set up to help redundant employees find new jobs. Often with the help of advisers specialising in "career transition or reorientation". With the creation of the skills assessment in 1991, the function became more professional and structured. The profession was further developed with the creation of the Conseil en évolution professionnelle in 2014, which gave its name to the profession. The system was consolidated in 2018 with a strengthening of the quality of support and the entry of new private players into this market.
... but ready to wake up your tomorrows!
From 2020 onwards, the covid-19 crisis has been an opportunity for many employees to review their life and therefore their career objectives. Recent economic, geopolitical and technological upheavals (inflation, shortages of raw materials, artificial intelligence) could lead many working people to consider changing careers. Alternatively, they could encourage companies to become more involved in helping their employees retrain. The profession of career development advisor therefore has a bright future ahead of it.
What training is needed to become a career development adviser?
To become a career development advisor, it's best to focus on solid training in the areas of :
- business management or human resources
- occupational psychology or sociology
- support (guidance, integration, outplacement) or training
In this way, a 5-year higher education diploma will usually be required, such as a master's degree in human resources, business management or work psychology. Some qualifications are particularly popular with recruiters: a diploma from an institute of political studies with a human resources option, a diploma from a business school with a human resources or management option, or a diploma from a school specialising in human resources.
What's more, several years' professional experience will be a useful addition to this profile. Career development advisers generally work in the following areas after having had a first job. It is very useful to have experience of the world of work, particularly in positions such as recruitment officer, HR manager or psychologist. Most recruiters require at least 2 years' experience in the field of support (outplacement, career management, training, guidance, integration).
What skills do you need?
TECHNICAL SKILLS (hard skills)
- knowledge of the business world, the job market, professions, qualifications and skills
- knowledge of the initial and continuing training ecosystem, its mechanisms and funding methods (CPF, VAE, etc.)
- advanced knowledge of human resources processes (skills development, recruitment, etc.) and employment legislation
- personality and professional interest tests (MBTI...)
- knowledge of work psychology
- mastery of communication techniques (active listening, CNVassertiveness...)
- control of collaborative working tools
- proficiency in office automation tools (Outlook, Word, Excel)
BEHAVIOURAL AND RELATIONAL SKILLS (soft skills)
- good interpersonal skills, ability to listen, open-mindedness, empathy
- ability to analyse and summarise
- organisational skills, rigour
- control over emotions and the ability to step back
- discretion, respect for confidentiality
- adaptability and autonomy
How much does a career development advisor earn?
Career development advisors can expect to receive gross annual remuneration of between €28,000 and €43,000. That's an average of €35,000.
What are its development prospects?
The career development advisor works within/under the status of :
- HR/recruitment or outplacement consultancies
- skills assessment centres,
- HR services/company training
- associations
- OPCO (skills operators)
- public bodies or bodies with a public service remit (Apec, France travail, etc.)
- independent
In a company, they may report to :
- HR Development Manager
- recruitment manager
- training manager
- or Human Resources Director
It is therefore only natural that they should progress to positions such as recruitment manager, training manager, career management manager, HR development manager, career management manager, international mobility manager, diversity manager or human resources director.
Within an HR/recruitment consultancy, you may become a recruitment consultant or head up a coaching department. They may also become managers of a coaching consultancy.
What are the attractions and constraints of working as a career development advisor?
Attractions
- sense of achievement (direct impact on people's lives)
- wide variety of tasks
- numerous interactions with a wide range of audiences
- continuous learning: knowledge and skills that are always up to date
- stability of employment (among public operators)
Constraints
- high emotional charge
- modest remuneration (particularly for public operators)
- complex legal and administrative framework requiring regular updating of knowledge
- Target pressure
- objectives that sometimes conflict with the needs of the people supported
