Recruiters are blowing up your phone. Now what? Your skills are in demand and the competition is fierce. Could it be the right time to make a change?

You’re not really actively looking but, hey, it never hurts to hear about an opportunity, right? How do you decide if you should take those next steps? The unknown can make any change feel like a scary one. This is true for most situations, including the search for a new job. To combat and alleviate those anxious emotions, you’ll need clarity and a strong why. You must evaluate and identify your catalyst for a potential change. What is the compelling force behind it all?

Michael Pietrack brought his recruiting knowledge and enthusiasm to ThinkingAhead’s last company training where he shared with us some of the reasons that people look for another job. He used the CLAMPS Model to help us “find the pain”. 

What next?

First, take a breath. Clear your mind. Put your “I’m ready to be honest with myself” pants on. Let’s go!

The following are some of the top reasons it may be time to consider a career change. If you couldn’t quite put your finger on it before, the underlying motive could be right here. I’ve broken down each step into practical questions you can ask yourself in order to cut through the noise and take confident steps forward.

CHALLENGE

• Are you feeling bored or stagnant?
• Has there been a significant shift in your interest level?
• Are you feeling too challenged or not challenged enough?
• Is the position still fitting your needs?
• Have you outgrown your role?

LOCATION

• Are you spending too much time commuting to the office?
• If you’re required to travel, is it overwhelming or do you wish you traveled more?
• Would you prefer to work from home?
• Do you like being in the suburbs or the city?
• Would you want to live abroad?

ADVANCEMENT

• Are there sufficient growth opportunities?
• Is there a ceiling?
• Do you want to climb the corporate ladder?

MONEY

• Do you know what your position is worth in the market?
• Are you underpaid?
• Do you need benefits?
• Does the company offer a yearly bonus?
• Do you want stock options?

PEOPLE

• Company culture
• Co-workers with similar personalities
• Strong Leadership team
• Environment embodies similar values
• Does the company invest in its employees?

SECURITY/STABILITY

• Are there consistent Lay-offs?
• What will change if there is an acquisition?
• Turnover – are people constantly leaving?

Now, go ahead and rate these from 1-6, from most important to least important. This could be a pivotal turning point for you. Ranking these should offer some perspective on what to look for and what to avoid in your next opportunity.

Michael reminded us, “The interview process is a fact finding mission to see if both parties alleviate the other’s pain”. Is your pain great enough to instigate the need for change?