Competency Category:

15.4 – Work with Clients to Develop Value Proposition

Purpose & Context

Career Development Professionals (CDPs) assist clients in developing a holistic value proposition, which helps them gain confidence, improve self-esteem, better understand their strengths, and communicate a consistent message across work search activities.CDPs ensure that clients have accurate information about themselves as well as the target market. This requires both introspection and research. CDPs guide clients to identify personal attributes and take steps towards their professional development and work development goals. CDPs enable clients to apply their value proposition in various contexts, e.g. résumé, communications, interviews, networking.
The value proposition evolves throughout the career development lifespan. CDPs must enable clients to become self-sufficient in defining and refining value propositions on an ongoing basis.

Effective Performance

Competent career development professionals must be able to:

  • P1. Explain benefits of creating a value proposition, for example:
    • Articulate personal and professional strengths and values
    • Gain a better understanding of what they have to offer employers
    • Focus on the needs of their target market
    • Present authentic portrayal of themselves
    • Differentiate themselves from other candidates
    • Gain confidence and alleviate anxiety about work search
    • Guide their career development
  • P2. Explain the components of the value proposition:
    • Employer’s reasons for hiring the candidate, e.g. generate revenue, save time and money, solve a problem
    • Client’s qualifications that support the employer’s needs, e.g. credentials, experience
    • Client’s qualifications that distinguish them from other candidates, e.g. special skills, unique attributes and
      experiences
  • P3. Help client identify knowledge, skills, abilities, interests, values and beliefs, qualifications, education and
    experience, for example:

    • Skills developed in school, on the job, through volunteer experiences
    • Education
    • Qualifications, e.g. work, leisure, and community accomplishments
  • P4. Guide clients to identify professional goals:
    • Research opportunities, e.g. available jobs of interest
    • Match skills and relevant experiences to identified opportunity
    • Provide evidence of past relevant accomplishments
    • Document daily plans, activities, and tasks
    • Monitor activities to ensure that self-marketing is performed proactively and regularly
  • P5. Help clients define goals:
    • Ask questions, for example:
      • Vision: What does the client see as possible in their future?
      • Purpose: What role will the client play in achieving that vision?
      • Values: What does the client believe in? What, then, are the client’s values?
      • Passions: What excites/angers the client? How can the client use these passions?
    • Administer assessment tools, where relevant
  • P6. Describe information to research on target market, for example:
    • Industry, e.g. sectors, career field, historical and current trends, future forecast
    • Company, e.g. products, mission, values, culture, interviewer, supervisor
    • Work, e.g. position, objectives, responsibilities, requirements
  • P7. Guide the client to identify supporting qualifications, for example:
    • Area of expertise, e.g. specialty, level, stature
    • Background, e.g. education, experience, accomplishments
    • Style, e.g. personality, individuality, goals
    • Exclusivity, e.g. unique offerings, special strengths
  • P8. Confirm that the value proposition is:
    • Authentic, e.g. speaks in the client’s voice
    • Truthful, e.g. honest, legitimate, ethical
    • Compelling, e.g. attracts recruiters, employers, and networking contacts
    • Consistent, e.g. represented in the client’s work, consistent with the client’s brand identity
    • Operative, e.g. client can articulate it, client uses it in many career scenarios
    • Applied, e.g. in self-marketing documents, social media platforms, interviews, and networking

Knowledge & Understanding

Competent career development professionals must know and understand:

  • K1. Components of value propositions

Contextual Variables

Competent career development professionals must be able to perform this competency in the following range of contexts:

None

Glossary & Key References

Terms

Industry-specific terms contained in the standard defined here, where applicable.

Value Proposition: is a message that a client can use to consistently communicate his or her promise of value to potential employers. Note this term originated as a marketing strategy to sell products to buyers. In career development, the client is considered “the product” and the employer “the buyer”.

Information Sources and Resources for Consideration

Graham, Sharon. The Canadian Employment Strategist 2020 Edition: Certified Employment Strategist Study Guide. 3rd edition. Career Professionals of Canada, Milton, Ontario, 2020.

Context Rating Scales

Criticality

Q: What is the consequence of a professional being unable to perform this skill according to the standard?

Minimal risk: SOMEWHAT CRITICAL

Frequency

Q: How frequent and under what conditions is this skill performed?

Routinely, regular course of procedure

Level of Difficulty

Q: Under routine circumstances, how would you rate the level of difficulty in performing this skill?

Moderate difficulty or complexity

Time Required to Gain Proficiency

Q: What is the average length of time or number of repeated events that are minimally necessary for an individual to become proficient in performing the skill to the standard?

A competent career development professional requires a minimum of one year of experience with at least 40 different clients, representing a broad range of individuals.

Autonomy

Practitioners typically perform this competency without supervision, and alone.

Automation

It is somewhat likely that this competency will automate.

Requisite Work Aids, Tools, Equipment or Materials

None

Career Development Professional Centre

Help us cultivate a community we all enjoy by reviewing and following the Code of Conduct.  

Our Purpose  

Thank you for being a part of the online CDPC social learning community. To ensure that all members have the best possible experience, we have a few ground rules that we ask everyone to adhere to. This code of conduct applies equally to every person in the community and is intended to foster an online space that is inclusive, safe, and welcoming to all. 

Community Rules 

Be welcoming 

We strive to be a community that welcomes and supports people of all backgrounds and identities. We aim to create and facilitate a community that promotes excellence and innovation in career and workforce development. Please extend respect to all members; we all come from different backgrounds and levels of knowledge and there is no such thing as a stupid question. 

Be respectful 

We won’t all agree all the time, but when we disagree don’t let those disagreements turn into personal attacks. A community where people feel uncomfortable or threatened will not be a productive one. Instead, when having discussions in the online community, create productive conversations around the content being presented, not the person behind the content. Any post that is determined to be “hate speech” towards any individual or group will be deleted, and the user account may be locked until an investigation regarding the post has been concluded. The user may be given a written warning or removed from the CPDC community platform depending on the findings of the investigation.  

Hate Speech could include and is not limited to:  

  • Violent threats or language directed against another person 
  • Discriminatory jokes, language, or materials 
  • Defamatory or abusive language or materials 
  • Profane or illegal materials 
  • Advocating for, or encouraging, any of the above behavior 

A good rule of thumb is to never post anything that you wouldn’t be comfortable with the world seeing or that you wouldn’t want anyone knowing came from you. We ask that you keep in mind the focus of this community, which is building excellence and innovation in career and workforce development for all individuals.  

Be considerate of the purpose of the community 

This community will be focused on building excellence and discussing innovation in the career and workforce development field. The goal of this community is to communicate goals, challenges, constructive feedback, and questions in relation to career and workforce development. The community should be a place for continued learning and development as well as a place to discuss the future of our field (solicitation without written consent by the Project or Advisory team, is strictly prohibited). Any post that is determined to be soliciting any individual or group will be deleted, and the user account may be locked until an investigation regarding the post has been concluded. The user may be given a written warning or removed from the CPDC community platform depending on the findings of the investigation. 

Post your discussions or documents in the most appropriate group or topic 

Make reasonable efforts to ensure that posts and materials are allocated to the appropriate group or topic. This will prevent cluttering the community and make it easier for everyone to find the information that they are seeking. Individuals who do this repeatedly will be contacted by one of the group admins and asked to follow these guidelines.  

Privacy and Release of Information  

CDPC-CEDC will not release your information to any third-party agencies.  

Group Admins 

There are four group admins who are available to you. Below are their names and their spoken language. 

Heather Powell | Anglophone 

Gabrielle St-Cyr | Francophone/Anglophone 

Florence Desrochers | Francophone/Anglophone

Muriel Andoblé-Yao | Francophone

Thank you and welcome to the CDPC Community!