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Career Mapping

During interview, candidates are often being asked “Where do you see yourself in five years’ time?” “What are you going to do to achieve your target?”. The answers are more or less the same.


Instead of asking potential candidates. Employers may need to ask current employees where they see themselves and how the employer can help them achieve their goals. Afterall, continuous improvement is inevitable in this business world.


What is Career mapping?

Career mapping outlines where the employee is today, where they want to be, and what steps will be needed to get from here to there shows employees how they can advance in any given organization. In fact, very often many employees simply don’t know what they want in their career path or even what they want to achieve. Therefore, this offers clear criteria for advancement, which can increase their job satisfaction and ultimately their productivity. Apart from helping to develop employees, it is also a way for companies to develop internally the skills needed to achieve future business goals and, along the way, it benefits the company in other ways as well.

In this ever-changing business world and talent war on the line. Fostering a culture of support for professional development will be a key difference. Nowadays both value and expectations are changing for employees. They are looking for organizations that are willing to invest in their growth.


Who needs a career map?

Employees who grow within the company are more likely to stay with the company. If they don’t see the investment outcome with you in the future, they are very likely to seek for another company. As mentioned talent war is on the line, it can be devastating if attrition appears.


Great leader will have to step in, the challenge for the leader is to identify what team members want and help them to find a way in the organization to get to the position that they want. Some employees may even have their own career map affirmation. Therefore leader will always have to keep track on the employees (especially those top performers that the company can’t lose), and make sure career plan should be in line with the strategy to prevent them to switch to another company.


Communication is always the key

Communication is always 2-way. Instead of asking employees to do different tasks, employers also need to listen to what employees want to achieve in their career path, understand their path to progression and where they are going to see themselves with the company in three to five years. If the vast majority of the responses are not positive, then the career path and clear promotion opportunities are likely to be more clearly communicated.


The three main points that career maps need to find out are:

  • The current situation of the employees.
  • The employees’ goals at their own timeline e.g. 6 months, 1 year, 3 years etc.
  • The skills, experience and training for them to get there.


In order to identify what training, coaching or mentoring the employee will need to make it to the next level. There are two major things that needed to be mapped out. First, employee profile, it shows the skills, education, experience and talent they currently possess. Second, job profile, it determines what skills, education, experience which are needed to achieve their goal.


How to put employees on career map?

Companies can develop career maps for different categories of staff, not limited to individuals. For instance, companies can put entry-level staff and management team into two separate pools. Different pools should have access to tailor-made training and development chances so as to reach their goals. It is confident that personalized maps can boost the loyalty and devotion of employees.


Who helps make career map?

Management team can be responsible for identifying talents that employees have and skills they need to acquire to progress. It is imperative to provide not only career training and tools, but also have career conversations with their crew regularly. Training department should assist by providing learning resources and planning support.

Making a plan is hard. Tracking the progress is even harder. Therefore, companies should quantify when and what steps need to be taken. Postponements will appear sometime down the road for employees such as personal and professional issues. Therefore, management team should follow up regularly to ensure their teams are back on track as soon as possible. Survey tools can be utilized regularly to get employees’ feedback and continuously keep track of employees’ physical and mental health.


Final thoughts for employers

Career maps nurture individuals’ dedication, as well as cater companies’ desires. In many cases, cross-training helps broadening the choices of employees to contemplate in different departments and roles.

Helping employees to recognize their career ambitions and develop with organizations are the fundamental to retain them and keep them involved. However, companies should accept that career maps may ultimately lead an employee to jump ship. Does it mean that making career maps has no value? No need to worry that if companies will lose their top achievers. If employers invest in them and their future, they will be more likely to contribute more.

Successful career mapping is hard to achieve. However, the payoff is cheerier, more controllable and easier-to-retain staff. This will be a win-win situation for both employers and employees.

CV and Interview workshop at the Hong Kong Baptist University

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As a recruitment consultancy, we review tons of CVs every day to make a first selection of candidate, we will get them prepared for interviews and guide them through to the onboarding process.

Having the opportunity to meet young graduates and sharing our experience, is the chance to give them:

  • Advice that will enable them to be more visible with a recruitment consultancy or an HR manager;
  • The chance to know and understand specific codes that govern the job market;
  • Adapt themselves as best as possible to this new environment.

In this perspective, Maude Piegay and Laurine Vié from McLaren Consultancy have been invited by the Hong Kong Baptist University to host two workshops focused on CV and Job interview on 22nd February 2019.

The main purpose of these workshops is to support Postgraduate students in their search of first job or Management Trainee program position.

To do so, Maude and Laurine proposed 2 workshops adapted to the audiences’ need with practical information and play role to better understand the market, the challenge of job search and how to maximize their chance to get a job adapted to their expectations.

The first 1-hour workshop was held in front of a small group of students. This allowed the consultants to offer a more personalized support with an individual screening of each CV, advice adapted to each situation and a session of answers to more detailed questions.

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The second 1.5-hour workshop was held in front of a group of students revolved around topics such as the preparation of the job interview, the positioning of the candidate, and the work ethic. The students were able to practice on their pitch elevator, and putting themselves in the shoes of a candidate and / or a recruiter to identify the main points of attention during the interview (verbal and non-verbal communication, different types of questions and how to answers…).

At the end of the workshop, students were able to interact with our consultants by asking them more personal questions about their own situation.

It has been the 2nd participation of McLaren Consultancy at this kind of event with the Hong Kong Baptist University. Like previous session, it has been a great moment of sharing for both students and consultants.

We take the opportunity to thank Hong Kong Baptist University and Mavis Mak for their warm welcome and great organization.

For sure, it will be a pleasure for our team to participate to the next session!

New year? New goal?


Stepping into 2019, we all have different new goals. Keeping fit? Doubling revenue? Or stepping out of comfort zones? Enthusiasm is usually sparked in the beginning, which started to fade after a few days. No matter how large your goals are, there are a few suggestions to help you to get over the struggles when reaching them.


Be consistent.

Consistent is a substantial element when approaching your goals. Otherwise, the outcome may not be the one that you anticipated for. In fact, as human beings, are naturally programmed to the take the path of least resistance. However, don’t let inertia get to you!

Consistency does not mean you are committed to your goals day-to-day. This means dedicating to a goal routinely, just like a habit. Despite how long it takes to get to it, stay focused and commit the right amount of time to confirm the progress. You can reward yourself for any progress once you met one of the milestones.


Be persistent.

Time is needed for the goal to be reached, no matter the size of them. Sometimes you may underestimate the time that takes to complete different tasks. Working towards your goal, you may feel frustrated, devalue yourself or give up accomplishing things you planned to do.

Check the goal regularly if you are on the line of giving up. Track the progress and identify barriers you met. Diagnose what motivates you and what discourages you. Keep motivating you by rewards, ranging from a small bite of biscuit to travelling. Frame your goal statement positively and make a to-do-list and action plan (make sure you stick to it).


Take criticism productively.

Instrumental to reaching goals is taking others’ perspectives into account. For example, a writer reads her work 10 times and finds no error, while her mother finds typo at her first read. However, facing constructive criticism, you are not alone that many of us may react with defensiveness and anger, so don’t take the criticism personally.

You should see criticism as a stepping stone for you to move forward to achieve a better outcome. After all, people have blind spots. Take the appraisals enthusiastically and try to improve on your weakness. Adopt the most effective approach to reach your goals and then you will definitely become a stronger leader.


Have a concrete plan.

Having a solid plan is important to accomplish your goals. Without planning and focus, it is hard to have persistent progress, especially ambitious goals. You can’t build Rome in one day, right?

Facing large or long term goals, it is critical to break these goals into smaller goals. Short term aims can serve as stepping stones to reach the full goals. Break down the ultimate goal into smaller goals, you will find it easier to keep track on the progress, measure your achievement and make changes if needed.

These are the keys for you to accomplish your goals and pave your way to success. Remember in heart and wish you can reach your new year resolutions.

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