Taking Control of Your Job Search: A Strategic Approach to Finding the Right Role

Searching for a new job can feel daunting—like navigating a maze without a clear route out. But it doesn’t have to be that way. With a structured approach and a strong sense of direction, you can take control of your job search and transform it into a focused, empowering process.

In this post, I’ll guide you through a methodical plan to help you identify the right opportunities that align with your goals. Whether you're aiming for a role in local government or exploring options in the private sector, the key is to begin with clarity: What do you want your next step to be? Which councils or organisations are you targeting? What job title are you aiming for—and most importantly, why are you making this move?

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Having a strong “why” will keep you grounded through the inevitable challenges of the job hunt. From there, we’ll explore how to make yourself visible on platforms like LinkedIn and job boards, build a targeted networking strategy with executive search consultants and key stakeholders, and tap into events and conferences that can open doors.

By the end of this guide, you’ll have a clear roadmap to follow—one that puts you firmly in the driving seat of your career journey.

"Your career is your business. It’s time for you to manage it as a CEO." – Dorit Sher

Step 1: Get Crystal Clear on What You Want

Before diving into applications, it’s essential to define exactly what you're looking for in your next local government role. This means going beyond job titles and thinking holistically about the type of work, the level of responsibility, and the kind of council you want to work for. Are you aiming for a borough council, a unitary authority, or a county council? Do you want to work in policy, regeneration, housing, or another service area?

Location is a key consideration—especially with hybrid working now the norm in many councils. Ask yourself: how many days a week are you realistically willing or able to commute? If the hybrid policy were to change in future, could you sustain a full-time office presence in that location? Think about the practicalities: travel time, cost, and how it would impact your personal life.

Salary is another crucial factor. What’s the minimum you’d need to make the move worthwhile? Consider not just your current financial commitments, but also the value of local government benefits like pension schemes, annual leave, and flexible working. Being honest and specific about your parameters now will help you focus your search and avoid wasting time on roles that don’t meet your needs.

Step 2: Understand and Commit to Your “Why”

Changing jobs—especially within local government—can be a significant and often emotional decision. That’s why it’s so important to get really clear on your “why.” Why are you looking to move? Is it for progression, a change in culture, a better work-life balance, or to work on projects that align more closely with your values?

Whatever your reasons, commit them to paper—or screen. Write them down in a document or journal, or type them out somewhere you can revisit when things get tough. Some of the people I’ve coached have found it surprisingly therapeutic to record themselves speaking their “why” out loud. Hearing your own voice articulate your motivations can be powerful. Even more so when you take it a step further: respond to yourself. Challenge your assumptions, acknowledge the emotional hurdles, and talk through the doubts that might arise. It’s like having a ready-made therapist in your pocket.

This exercise isn’t just about motivation—it’s about resilience. When the process gets frustrating (and it will), your “why” becomes your anchor. It reminds you what you’re working towards and helps you stay focused when your confidence wavers or the right role takes longer to appear.

"When you know your why, you can endure any how." – Friedrich Nietzsche

Step 3: Nail Down Your Brand and Be Consistent

Once you know what you want and why you want it, the next step is to make sure your professional brand reflects that—clearly, confidently, and consistently. Your CV is the first place to start. It should tell a coherent story about your experience, achievements, and aspirations in local government. If you haven’t already, read our blog on how to prepare a standout CV tailored for public sector roles.

When the time comes, your cover letter should build on that story—adding context, personality, and a clear link between your experience and the role you're applying for. Again, we’ve got a blog to guide you through writing a compelling cover letter that gets noticed.

Your LinkedIn profile is just as important. Think of it as your digital shopfront. It should mirror the tone and content of your CV, while also showcasing your interests, endorsements, and connections. Make sure it’s up to date and aligned with the roles you're targeting—our blog on optimising your LinkedIn profile can help with that too.

Finally, your brand doesn’t stop at documents. It needs to carry through into interviews and networking conversations. Whether you're speaking to a recruiter, a senior officer, or a peer at a conference, your message should be consistent: this is who I am, this is what I bring, and this is where I’m going. For more on how to present yourself with confidence and clarity, check out our blog on personal branding in interviews and networking.

"Your personal brand is what people say about you when you're not in the room. Consistency is what makes it believable." 

Step 4: Manage the Flow of Opportunities—Reactive and Proactive

Once your brand is in place, it’s time to open the tap on opportunities. This means managing both the roles that come to you reactively—through job boards and recruiters—and those you pursue proactively through networking and direct outreach.

Start by making sure you’re registered with all the relevant recruiters who specialise in local government. To identify the key players in your space, try this simple trick: Google the job title you’re targeting along with the location or region, and see which recruitment agencies consistently appear in the listings. These are likely the go-to recruiters for your field. Reach out to them with a clear, concise email outlining what you’re looking for, connect with them on LinkedIn, and ideally arrange a phone or Teams call. It’s worth remembering—recruiters are people too. If they like you, they’re more likely to keep you in mind, advocate for you, and support you through the recruitment process. It’s just human nature.

Next, make sure you’re signed up to all the major job boards: LinkedIn, Reed, Indeed, Guardian Jobs, and The MJ. Depending on your profession, there may also be specialist sites—like Lawyers in Local Government or Planning Jobs. Register, set up alerts, and be specific about your preferences so that the roles coming through are relevant and useful.

On LinkedIn, ensure your profile is set to “Open to Work.” Recruiters—both internal and agency—often filter by this setting when searching for candidates. Also, register for job alerts directly with the councils you’re interested in, as many now advertise roles in-house before going to agencies.

The proactive side of your job search is all about networking. Start by connecting with key people at your target councils: HR Directors, Recruitment Managers, potential line managers, Chief Executives, and even Leaders of the Council. Send your CV to HR teams, clearly stating the types of roles you’re interested in and asking if there are any upcoming opportunities. Look out for relevant networking events and conferences, and when you attend, be consistent and clear about what you’re looking for. Always follow up with a polite email after any meaningful conversation—it leaves a lasting impression.

"Don’t wait for the right opportunity: create it." – George Bernard Shaw

Step 5: Make Your Application Count

When you’ve identified a role that fits your criteria, don’t rush to submit your application. Instead, take a moment to engage with the process more thoughtfully. If possible, reach out to the person responsible for recruiting the role—this could be the hiring manager, HR lead, or a recruitment consultant. A short, polite message or call can give you valuable insight into what they’re really looking for, which you can then use to shape a more tailored and impactful cover letter.

If you do manage to speak with someone, ask if they have any advice for your application. Not only does this show initiative, but it also helps you stand out as someone genuinely interested in the role. Be sure to connect with them on LinkedIn afterwards—it’s a small step that helps build your professional network and keeps you on their radar.

https://www.truthaboutlocalgovernment.com/post/crafting-the-perfect-cv-your-ultimate-guide-to-landing-your-dream-job

Once you’ve gathered this insight, follow the steps in our blog on interview preparation to ensure you’re ready if shortlisted. The more you understand the context of the role and the expectations of the hiring team, the more confident and prepared you’ll be—not just in your application, but in the interview too.

"You never get a second chance to make a first impression." – Will Rogers

Conclusion: Take Control of Your Job Search

By following these five steps, you can take control of your job search and approach it with clarity, confidence, and purpose. It’s not always an easy process—there will be moments of doubt, delays, and disappointment. That’s why resilience, patience, and consistency are key. Keep reminding yourself of your “why,” stay focused on your goals, and trust the process you’ve put in place.

“Success is the sum of small efforts, repeated day in and day out.” — Robert Collier

A well-planned job search isn’t just about finding any role—it’s about finding the right one. So stay proactive, stay visible, and stay true to what you’re looking for.

Good luck—you’ve got this.