What Is Career Development?

Written: 6 March 2025

To commence, it is important to acknowledge a common misunderstanding regarding the scope of this profession. Many individuals significantly underestimate its complexity, often perceiving it as merely focused on supporting people in choosing a career field, facilitating job placements, or identifying skills gaps, among other aspects. In reality, the field encompasses a broad array of strategic career development services that extend far beyond these functions.

Renowned career development practitioners and authors Richard N. Bolles, Barbara Sher, and Daniel H. Pink emphasise that career development is more than just finding a job. They highlight the importance of discovering one's purpose and meaning in work (Bolles); uncovering deepest desires and aligning them with career choices (Sher); and finding work that ignites passion, challenges skills, and brings fulfilment (Pink). These perspectives underscore the significance of holistic nature of career development approaches.

What is Career Development Coaching?

In simple terms, career coaching, also known as career guidance or career counselling, is a personalised process that helps individuals explore their career interests, values, skills, and strengths to inform their future career decisions. However, this process involves a nuanced interplay of various factors, including personal dynamics, labour market trends, and societal influences, requiring a deep understanding of the intricate relationships between these elements to facilitate truly effective career development.

Moreover, at Goshen, we embrace Richard Bolles' perspective that "Career coaching transcends mere job placement; it’s fundamentally about uncovering a sense of purpose and significance within one's professional endeavours." We assert that a career should be viewed not solely as a mechanism for financial sustenance but as a conduit for realising one's innate purpose. To this end, we offer guidance to help individuals build resilient careers that align with their unique purposes, passions, and strengths, ultimately empowering them to fulfill their God-given destinies.

According to the South African Qualifications Authority (SAQA) (2012), in South Africa, different sectors use distinct terminology for career development services. Educational institutions refer to these activities as "life orientation," focusing on careers and career choices. In the post-school environment, terms like "student counselling services" and "student support services" are used, covering career counselling and personal support. The Department of Labour calls these services "employment services," which include career guidance and employability initiatives. At the enterprise level, "career management" indicates a self-directed approach to career planning.

In light of the aforementioned points, SAQA advocates for the adoption of the term career development to encompass all services and activities aimed at supporting individuals of all ages at various stages of their lives in making educational, training, and occupational decisions, as well as in managing their careers. The Department of Higher Education and Training (2015) has acknowledged this recommendation, while also noting that in specific contexts, the terms career guidance, career information, and career counselling may be more suitable, and thus, these terms are utilised accordingly.

However, consistent with SAQA's recommendation, this article will use the term Career Development Practitioners (CDPs) to refer to professionals in this field, acknowledging the comprehensive and inclusive nature of their role in supporting individuals' career development journeys.

When should Career Development be provided?

According to the SAQA (2012), comprehensive and coordinated career guidance is provided at critical stages such as:

• Grade 9: when learners choose subjects
• Grade 10-11: when learners make career choices
• Grade 12: When learners either access post-school education and training or job opportunities
• After graduation or when students complete their studies.

Additionally, according to Munro (2024), career development is a lifelong process that benefits not only students, but also employed individuals, helping them navigate career transitions, enhance skills, and achieve professional growth through various pathways, including training, mentorship, networking, and entrepreneurial ventures.

Given the career development stages highlighted by SAQA, it is important to note that career guidance begins as early as school, when students start exploring their interests, skills, and passions, and continues through critical phases, including decisions about post-secondary education, internships, and first real jobs, marking the beginning of a lifelong journey of career development and growth.

Who should provide Career Development Support?

The career development landscape in South Africa is complex, characterised by varying qualifications and settings, making it essential to consider the diverse contexts and environments in which career development services are delivered (The Department of Higher Education and Training, 2015).

A collaborative effort among government, professional bodies, non-government organisations, statutory and non-statutory bodies, and education institutions provides comprehensive career development services to citizens. The government also acknowledges the valuable role of private and for-profit organisations in supporting this endeavour and encourages their participation in creating a harmonised national career development service (SAQA, 2012).

The key features of the South African Career Development Services include:

• Accessible, high-quality, personalised and impartial career advice
• Face-to-face support for those whose career development needs are greatest
• Support for parents and carers so they can help their children to make the right decisions, at key stages of learning
• Ongoing feedback from users to improve service delivery; and state-of-the-art, web-based resources backed up with professional advice (SAQA, 2012).

Core Competencies of Career Development Practitioners

In the context of international competency frameworks, the International Association for Educational and Vocational Guidance (IAEVG) is an international organisation for career and educational guidance practitioners. It has over 16,000 members from 53 countries across six continents. Its mission is to promote educational and vocational guidance for all and improve service quality by endorsing minimum qualifications for practitioners (The Department of Higher Education and Training, 2015).

The IAEVG competency framework outlines 10 specialised areas of competence which are: assessment, educational guidance, career development, counselling, information management, consultation and coordination, research and evaluation, program and service management, community capacity building, and placement. Each area comprises 5-10 specific competencies, which may be required by practitioners depending on their work setting and role, acknowledging the diversity of career development practices.

Moreover, career- and labour market-related information plays a central role in career guidance and is seen as key to labour market efficiency. Without comprehensive educational, occupational, and labour market information it is impossible to provide effective career development services.

In the United States, the NCDA, a division of the American Counselling Association, represents career counsellors and other career service providers. Acknowledging the varied backgrounds and range of work of career development practitioners, the NCDA has established competencies (listed below) for both career counsellors and career development facilitators.

• Helping Skills - Be proficient in the basic career-facilitating process while including productive interpersonal relationships.
• Labour Market Information and Resources - Understand labour market and occupational information and trends. Be able to use current resources.
• Assessment - Comprehend and use (under supervision) both formal and informal career development assessments with emphasis on relating appropriate ones to the population served.

• Diverse Populations - Recognise the special needs of various groups and adapt services to meet their needs.
• Ethical and Legal Issues - Follow the Career Development Facilitator (CDF) code of ethics and know current legislative regulations.
• Career Development Models - Understand career development theories, models, and techniques as they apply to lifelong development, gender, age, and ethnic background.
• Employability Skills - Know job search strategies and placement techniques, especially in working with specific groups.
• Training Clients and Peers - Prepare and develop materials for training programs and presentations.
• Program Management/Implementation - Understand career development programs and their implementation, and work as a liaison in collaborative relationships.
• Promotion and Public Relations - Market and promote career development programs with staff and supervisors.
• Technology - Comprehend and use career development computer applications.
• Consultation - Accept suggestions for performance improvement from consultants or supervisors (The Department of Higher Education and Training, 2015, p.69).

In conclusion, career development is an ongoing journey of self-discovery, encompassing the pursuit of employment, skill enhancement, and alignment with one's purpose, values, and passions. Therefore, CDPs play a crucial role in guiding clients through this journey, empowering them to find meaningful careers that align with their unique talents, interests, and values, and advocating for continuous learning and employability skills development. Also, by acknowledging the complex interplay of psychological, sociological, and environmental factors that shape career choices, effective career development programs can support individuals in navigating their unique career paths and fulfilling their purpose.