Introduction. The current situation with the employment of graduates, when almost half of them do not work in their speciality, is a negative phenomenon for both the state and the citizens. One of the reasons for this situation is a gap between the graduates’ expectations and the real content of labour activity. The core of the problem is inefficient career guidance. The need to modernise the career guidance system is recognised worldwide. Forecasting of new professions for career guidance should be one of the directions of this modernisation. Specialists having new competencies will be able to ensure the systemic and planned nature of transformations in the sphere of career guidance in order to optimise it. The aim of the study is to justify the need for and predict the emergence of new professions to improve the efficiency of career guidance. Materials and methods. The study involved the materials of the European Training Foundation, the World Economic Forum; the documents of the Ministry of Education of the Russian Federation: letters, orders, methodological recommendations; the data of the Russian Federal State Statistics Service; scientific articles by Russian and foreign authors. The following methods were used: theoretical analysis of the career guidance development sphere; inductive inferencing; forecasting based on the study of documents and scientific literature on the problem. Results. At present, there is a problem connected with the professional training of specialists engaged in career guidance. People with education in the fields of pedagogy, psychology, sociology and social work are not able to efficiently solve the numerous tasks of modern career counselling. The solution can be achieved by the introduction of new specialisations of employees in this sphere matching the needs of modernity and development trends. It is predicted that these specialisations will be transformed into new professions in the future. For instance, such new professions for career counselling as career research foresighter (prognosticator), career guidance playwork specialist, career guidance testing specialist and developer, career guidance imagemaker, etc. will presumably appear. Conclusion. The modernisation of the career guidance system requires innovations not only in its content and technical fit-out but also in its staffing. The research results can be further used in the process of development of new qualification requirements; for substantiation of proposals on training specialists in upand-coming professions in the sphere of career guidance. They can also serve as a basis for the development of training programmes in new specialities.