Barden Career Model™

What is the BCM™?

When companies are making strategic decisions about their future they call in the experts; management consultants who really know what they’re doing.  With models such as Boston Consulting’s BCG Matrix, McKinsey’s 7S-Model and Porter’s 5 Forces Model, management consultants provide businesses with the tools they need to derive insights; insights that inform strategic decisions about their future.

What makes these models so useful?  First of all they are designed and used by experts; experts who really know their stuff.  Secondly, they are really easy to use.  Thirdly,  they are so robust they can be applied to any company of any size in any industry.

In Barden we searched around for a similar model for recruitment; a model to help professionals make strategic decisions about their future.  But we came up short.  Nothing out there even came close.  So we decided to do it ourselves.

And the Barden Career Model™ was born….

How is it used by professionals?

The Barden Career Model™ enables professionals to take control of their future.  It can be used at each stage of the journey from career planning, to CV & LinkedIn preparation, to recruiter management, to job assessment & application, to interview prep, to offer assessment, to salary negotiation.  It’s versatile and can be adapted to any role in any industry.  Simple.

How is it used by hiring managers?

The Barden Career Model™ enables leaders to take control of talent attraction and development.  It can be used in gap analysis, spec preparation, to understand the competitive landscape for talent, to conduct more informed interviews, to negotiate offers and for succession planning.  It’s versatile and can be adapted to any team, in any industry.  Simple.

Barden Career Model™ Summary

The Barden Career Model™  is a robust, one of a kind, career model through which professionals can strategically plan their future and leaders can plan their hiring strategy.

To properly use our model we recommend you download the full Career Guide below – it contains loads of great stuff on the different variables that go into defining your context (such as nature of industry, nature of supply chain, continuum of activity, organisational structure and much more).  Once you understand the context of your current/most recent experience then you’re ready to take the first step in using the Barden Career Model™…

Barden Career Model

The basic concept

Imagine a circle.  Imagine the centre of that circle represents the company and role in which you will be perceived (very important word) to add the most value, hence you will be compensated most for the value of your time (be paid more) and have a better chance of beating the other guy for that company and role (get the job).  For everyone, their centre is a direct replication of their current or most recent role in that companies nearest competitor.  Hiring managers nearly always try to hire someone who has been there and done that before; it’s just human nature.

Once you’ve defined your center using the Barden Career Guide, you’re ready for Step 2…

Your near & far environment

Your Near Environment: A circle within the bigger circle.  Your near environment contains companies and roles that have something in common with your centre.  Defining your near environment is key –  it’s not about what you want to do, it’s about what types of companies, industries and roles are more accessible than others.  Defining your near environment is not just a linear exercise.  Use the context in the Career Guide to show how organisational structure, position on the supply chain and similar elements can transcend industry and help you populate your near environment in an honest but strategic way.

Your Far Environment: What’s left outside your near environment.  It’s all those companies and roles that have less in common with your centre.

Once you’ve defined your near environment using the Barden Career Guide, you’re ready for Step 3…

Your access curve

Your access curve represents the “likelihood” of you getting a particular job.  The further the job is from your center, the lower the likelihood you will be perceived as being better than the other candidate for the role…the lower the likelihood you will get an interview/offer.  It’s not personal – it’s about the perception of you in the context of your competitors.  Understanding this simple concept can transform your understanding of recruitment.  Promise.

As you travel out into your far environment things become increasingly less likely.  Never impossible,  just less likely.  Why?  Because hiring managers are human beings and will always try and take the path of least resistance – hire someone that has done the job before and will require less training.

Your learning curve increases as your access curve decreases.  The further from your center the higher the perception is that you will have more to learn in the job.  Makes sense right?

Once you’ve understand your access & learning curve, you’re ready for Step 4…

Your trading variables

Trading variables are the things that you can use to bump up your access curve.  If you want to shift your center to realise a future career goal, they’re the things you can use to help make it happen… well… make it more likely at least.

Trading variables is fancy term for compromise.  There are 4 basic trading variables:

  1. Salary:  The closer to your center the more you should be paid.  The further from your center the less you will be paid (but the more you will learn).
  2. Location:  Density of population typically means a higher volume of opportunity, but it also means a higher volume of competition.  The more competition there is, the more choice the hiring managers have, the smaller the near environment they will consider.  If you can be flexible to work in/commute to less populated locations , you might just find that hiring managers there have less options ….and you get to access roles you otherwise would not….
  3. Contracts:  If you are available to consider contract roles it can be a game changer.  Hiring managers for contract roles have far less options than for permanent roles, hence they often need to expand what they consider near environment.  If you can take a calculated risk, contract work can be a great way to shift your centre.
  4. Network:  This breaks the BCM™.  “I know Billy Barden – he’s great and could do this job – I don’t care if he has never done group consol…I trust him”.  We estimate that 54% of finance professionals get jobs through their network.  Smart people cultivate their networks and make the less likely, more likely as a result.

When used correctly these 4 trading variables can help frame a lot of the decisions you are going to make as you plan your future and during the recruitment process.  There are of course many more variables specific to you and your experience/ aspirations.  What other variables could you use to access the things you want out there?

Congratulations!   You’re ready to start making strategic decisions about your future.   Get in touch with one of experts today and we will take it from there…

Download the full Barden Career Model™ Guide

If you're serious about your professional future don't waste any more time. Download your free copy of the Accountancy Ireland & Barden Career Guide today.

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