Top Ten Questions You Should Ask Yourself Before You Make Your Next Career Move

Jeremy Tiffin • August 18, 2016

So you’re trying to find work, or you’re looking to make a career change. In either situation, when starting the job search, it’s important to know exactly what you’re looking for before you start applying for jobs.


But how are you supposed to know exactly what you want for your career?


Well it’s about gaining perspective, understanding what you want in your career, and asking yourself the right questions to find that perspective. What are those right questions? That’s what we’re here for!


 


1. Why do I want/need to make a move?


Honing in on why you want to make a move might reveal that by making a couple key changes to your situation could enable you to make major progress towards your career objectives. Remember that in each career it’s an individuals’ unique characteristics and objectives that should guide the way not what someone else says or does. Stay true to what is important to you. If after careful consideration the situation you’re in is a good one, then perhaps a move doesn’t make sense right now.


 


2. What kind of situation am I looking for?


Once people move past survival and “I need a job” the first thing you should consider is, what's the situation. When you are employed your perspective is very different than when you are not employed and for how long you’ve not been employed. The situation is about the growth trajectory of the company, the approach of your immediate supervisor, the leadership team, the opportunity for advancement, the culture of the company and the day to day demands. As you can see this is much deeper and career effecting than how much money you’ll make.


 


3. Work/life balance or career progression?


So many people don’t effectively evaluate the impact of this consideration on their overall career happiness and effectiveness. Get this wrong and everything else that’s not right will get amplified. Everyone’s objectives and desires are different, change at different stages of life and are unique to them. In it’s simplest terms if you get this wrong you will either quite or get fired. So what’s more important to you now and in the future? Really think about this. This is an area that doesn’t just effect you it effects your personal life to a large degree especially if you have kids. Here’s some clues:


How quickly is the company growing?


Who owns the company (privately held, investment bank, publicly traded, crown corp)?


What industry demand for R&D and change


What is their financial performance look like in the last 3 years


If you’re looking at an opportunity in a company that is owned by private equity or an investment bank and they are thirsty for reporting you may very well be in for some longer hours so if you need to be home by 5:30 each day it could be a real problem, but on the other hand if you don’t care about that and you simply want to move up quickly if you’re able to perform then this scenario could be perfect.


 


4. Who do I want to work for?


Your boss is as important, if not more important than the company you work for.


You must evaluate, research and find out all you can about your boss and those that you’ll report to. Remember your high school teachers? Can you remember one who made their subject come to life and how it effected you? Good teachers made difficult or potentially boring subjects interesting because of there approach. Good bosses can do the same. If you can find a good boss in a challenging company that may be a great situation for you.


 


5. What is my market value?


What does total compensation look like for people at your level? This involves tenure and performance characteristics. What is the range and where do you fit into it currently? If you don’t have a good grasp on this equation, then you could be in for a bumpy ride. If you base your compensation target on one data point or piece of advice, it could be quite damaging and cost an offer. If you’ve taken the time to establish a two-way relationship with a good recruiter they can assist, online resources can give clues but take them with a grain of salt, peers at other companies with the same skill set and industry associations can all be good resources.


Remember to look at total compensation not just salary.


 


6. How will my next role get me closer to my long term career objectives?


This of course assumes you have a clear long term career objective. What projects, systems and people will you be exposed to in your next role.? One of the fundamental career management principles is that of “goodwill”. This principle says the more goodwill you have the more options you have and the easier it is to navigate the job market based on your terms. If you can find a situation where you will be able to amplify and build goodwill at a quicker deeper rate than elsewhere this is very likely a good one.


 


7. Who can actually hire me?


One of the biggest problems people who are looking to make a career move have is that they don’t know enough people who can actually hire them. They have friends who work in companies they may want to target or they approach a bunch of recruiters but very few of the people in their network can actually hire them. This builds on the principle of goodwill and how much of it you have in your market. This is one of the key reasons people always need to be networking, volunteering and exchanging value with those in their area of expertise. This is a proactive planned initiative that so very few people do effectively in a meaningful targeted way. The key here is that these types of initiatives must be done over a long period of time consistently for great results.


 


8. Who do I need to tell I’m going to be making a move?


If you’ve got well established goodwill, then making it known to your network that you are up for a move to a better situation is a snap. Telling your current boss likely isn’t the best but if you’ve got a great one it may be although he/she may not be too excited about it. Simply updating your LinkedIn profile doesn’t really count here.


 


9. What does my digital footprint say about me?



Your digital footprint is becoming more and more important so if there is something in your resume that isn’t backed up by your online presence, or lack thereof, then it could be detrimental. Do a quick audit to see what is out there. Matching the information on your LinkedIn profile with what’s on your resume is a great start.

10. How will I handle the bumps along the way?


Career management and change is an active “contact sport”. Making contacts isn’t always easy especially for those who haven’t done so for a while or never made the effort in the past. Non responsive people and long time lag between messages sent and sometimes rejection is to be expected. Decide and understand that in most cases these are not personal its just part of the reality of the process. Work on becoming familiar to your target market. The more familiar people are with you (provided it’s in a positive way) the more dexterity you will have in managing your career and changing paths when you see fit.


 


11? What will happen when I give notice?


This top 10 list wouldn’t be complete without this final bonus question. This final point is often overlooked but, you do need to formulate a plan to exit gracefully.


What will you do if you get a counter offer? Plan as though you will get one and don’t assume you won’t. If you’ve thought through all the items above there is no reason at all to stay, it’s time to make that next move.

Share Blog
Latest Blogs

Why Soft Skills Give You a Competitive Edge in an Automated World

By Jeremy Tiffin • May 22, 2025
We hear a lot about the importance of technical skills - and for good reason. Technical expertise has always mattered - but in today’s environment, where automation is taking over the routine, it’s the human skills that are becoming the main point of differentiation. It’s no longer just leaders who need to think strategically, communicate clearly, and influence outcomes - those expectations are moving down into roles at every level. Communication. Adaptability. Emotional intelligence. Critical thinking. These are the abilities that help professionals stand out, especially as repetitive tasks get absorbed by technology. Soft skills are no longer supplementary - they’re essential. Automation Is Reshaping Roles, Not Just Replacing Tasks Across industries like finance, supply chain, and accounting, automation has changed the nature of work. AI systems now handle much of the data entry, reconciliation, and transactional processing that once consumed hours each week. In the accounting world, for example, firms are leveraging AI to pull data from receipts, invoices, and bank statements - eliminating the need for manual entry and dramatically improving speed and accuracy ( Invensis ). The result isn’t just increased efficiency - it’s a shift in focus. What’s being asked of professionals now goes beyond executing tasks. It’s about applying judgment, interpreting insights, and influencing decision-makers. These responsibilities require strong interpersonal and analytical abilities - things automation simply can’t replicate. Soft Skills Are Becoming the Differentiator A recent LinkedIn study shows that soft skills now rank among the most sought-after competencies in hiring decisions. Communication, leadership, and adaptability top the list, signaling a clear pivot in what employers value most. This growing emphasis reflects what organizations are dealing with every day: hybrid teams, fast-changing environments, and the need for strong collaboration across functions. In this context, professionals who can clearly express ideas, respond to change, and build alignment across departments are the ones who consistently create impact. Soft skills are also increasingly visible in how professionals navigate conflict, make decisions, and influence outcomes. These aren’t soft in the sense of being secondary - they’re powerful tools that create trust, drive clarity, and elevate execution. Leadership Expectations Are Evolving The profile of effective leadership is changing in lockstep with technology. While domain expertise and operational know-how are still important, they’re no longer enough on their own. Leaders today are being measured on how well they engage people, adapt to change, and manage complexity. Emotional intelligence, for instance, has emerged as a critical leadership skill. It includes self-awareness, empathy, and the ability to stay composed under pressure - traits that make a tangible difference in how teams perform. In fact, Forbes recently reported that emotional intelligence now ranks as the number one leadership skill for 2024. Today’s leadership isn’t about having all the answers. It’s about fostering alignment, communicating vision, and creating the kind of trust that allows teams to take initiative and follow through - even when the path forward isn’t perfectly clear. This shift is particularly relevant for those in cross-functional roles. Finance leaders need to communicate priorities to operations. Supply chain executives are collaborating with IT. HR professionals are influencing cultural transformation. None of this happens effectively without strong interpersonal capability. Soft Skills and Career Mobility For professionals aiming to grow their careers, soft skills offer a real and lasting advantage. They’re often the deciding factor between candidates with similar technical credentials. And in a world where tools and platforms evolve quickly, it’s these human strengths that carry over from one role - or industry - to the next. Research from Washington State University echoes this, noting that soft skills are now a cornerstone of long-term career development. As organizations evolve, they're increasingly prioritizing traits like adaptability, emotional intelligence, and resilience when making hiring and promotion decisions. The takeaway is simple: soft skills help people perform better, connect better, and lead better. They show up in the ability to listen carefully, manage a difficult conversation with tact, or adapt quickly when the landscape changes. These aren’t personality traits - they’re competencies that can be developed, practiced, and refined. Conclusion Technology will continue to change how we work - but not why we work or how we connect. The ability to influence, adapt, and communicate effectively has always been important. What’s changed is that now, it’s essential. As automation takes care of the transactional, soft skills will define who moves forward. The professionals who prioritize these capabilities won’t just stay relevant - they’ll become the ones who drive progress. In a world increasingly shaped by AI and automation, human connection, emotional insight, and critical thinking aren’t being replaced. They’re becoming the edge. Whether you're actively searching or just exploring your options, we support professionals like you in taking the right steps toward meaningful career growth. Search current opportunities.

Interim Roles: A Strategic Move to Fast-Track Your Career

By Jeremy Tiffin • May 22, 2025
For years, interim roles were seen as temporary fixes - gap-fillers until a full-time leader could be hired. But that perception has changed. Today, interim assignments, especially in Accounting & Finance and Supply Chain, are becoming strategic career accelerators. These are not just stopgap gigs. They’re high-impact opportunities that can move your career forward faster than a traditional path ever could. If you’re the kind of professional who enjoys variety, wants to build real influence, and thrives in environments where your work has immediate value - interim work could be a smart step forward. Here’s why interim roles are worth your attention. Access to High-Impact Projects and Decision-Makers Most interim professionals don’t come in to “help out.” They’re brought in because something important needs to get done - and it needs to happen soon. Whether it’s supporting a finance transformation, navigating a system upgrade, or optimizing supply chain performance, interim professionals are often trusted with responsibilities that are central to business success. As the Association of Executive Search and Leadership Consultants (AESC) notes, these assignments typically offer direct access to senior leaders. You’re working side-by-side with decision-makers, not watching from the sidelines. The result? You gain visibility. You’re involved in shaping outcomes. And when you show what you can deliver in those moments, it opens the door to lasting relationships and new opportunities. Companies are increasingly relying on interim finance talent during transactions and transitions - because the need is real, and the right person can make a measurable difference. Demonstrating Value in Evolving Business Environments One of the most rewarding aspects of interim work is the variety. Each engagement introduces you to new systems, teams, and goals - which means you're constantly stretching your skills and building new strengths. You’re not just showing up to do a job - you’re being brought in to improve processes, solve meaningful challenges, and add value quickly. Interim roles are a gateway to personal growth. Because each environment is different, you’re learning how to adapt, communicate, and contribute in ways that drive results across sectors and industries. Interim professionals often play multiple roles - a strategist, a builder, and a trusted partner - helping organizations get where they need to go with added clarity and momentum. Accelerated Learning and Hands-On Skill Development Interim roles are one of the fastest ways to grow as a professional. You’re regularly stepping into new challenges, learning different business models, and working with a wide range of tools and technologies. Rather than spending years in one environment, interim professionals collect diverse experience that builds real confidence - and a standout resume. According to a ScienceDirect study on interim leadership , these roles create powerful “situational learning” opportunities. You're constantly observing, adjusting, and applying what you know in ways that drive action, not just discussion. Interim leaders are often the ones helping companies improve, not just execute operations. That means your voice matters. You’re not just using systems - you’re shaping them. Each assignment becomes a way to refine your toolkit, add new capabilities, and expand your understanding of how to lead in the real world. Strategic Career Advancement and Future Flexibility Interim work also gives you something most traditional roles don’t - freedom to choose the path you want. Want to explore different industries? You can. Prefer to take on leadership responsibility without long-term bureaucracy? You’ll get that. Looking to build a network across several companies? That happens naturally in interim work. And when the right opportunity shows up - many interim professionals convert to full-time roles after demonstrating their value. Many professionals use interim roles to step into bigger, more influential positions over time. Because they’re already delivering results, the conversation around advancement becomes easier - and faster. Interim work is especially well-suited for people who want autonomy, impact, and meaningful contributions - without having to wait years for promotions or permission. Final Thoughts: Don’t Overlook the Power of Interim Interim roles aren’t about filling in - they’re about stepping up. If you’re a finance or supply chain professional looking to sharpen your skills, grow your network, and take on roles that matter, interim assignments can offer a powerful way forward. You’ll learn fast. You’ll build trust with senior leaders. And you’ll develop a portfolio that shows you’re the kind of professional who creates momentum - not just manages tasks. At Horizon Recruitment, we’ve seen it time and time again: professionals who step into interim roles often find themselves on a faster, more rewarding path than they expected. If you're open to that kind of growth - interim might be exactly the move your career needs. Search current opportunities.