Expert Insights: How Growing Companies Promote Career Advancement to Stay Competitive
JazzHR is thrilled to continue our quarterly feature blog highlighting responses from expert HR service and technology partners. This quarter, we asked a few JazzHR partners for their insights on the following question. See how these thought leaders responded and apply their insights to your small business.
According to the 2024 Employ Job Seeker Nation Report, beyond compensation, job seekers are primarily motivated by career advancement (52%) and greater work flexibility or remote work opportunities (49%).
- How are you seeing growing companies promote career advancement and flexibility to keep candidates central to their hiring process and compete more effectively with larger organizations?
Karen A. Young, SPHR, SHRM-SCP, President/Founder, HR Resolutions, LLC
The more employers promote these items as “wins” when recruiting, the more candidates they will attract. Our job, as recruiters, is to speak to the good at the company (positives) instead of the negatives (our job requirements). This was a lesson I learned years ago (a really, really long time ago) when I began my career in personnel, and it has stuck with me. Use this opportunity to continue your brand message — you certainly put your best foot forward in seeking customers; HR and recruiters have the same responsibility when seeking candidates.
We recently completed our own recruiting assignment through JazzHR. Our job posts always include our Core Values — and we live those values. While we knew much of the work needed once hired, we focused more on how the person would fit with the existing dream team. Then we went one step further — we were prepared to pivot in any number of directions so that OUR job would speak to the candidate’s interests. Lastly and just as importantly, we wanted to make sure our team was a fit for the candidate. That’s how you grow loyalty — how you grow your dream team.
Smaller organizations have many more advantages in terms of providing flexibility. Look at our own position mentioned above. It started as an HR Coordinator — our offer went out as an HR and Operations Specialist. The responsibilities morphed to meet the needs of the business and the candidate.
Hiring should be all about fit and not just job specifications. To grow a stellar team, you need to determine how your recruiting supports your mission, vision, and values. It must all be tied together to help make a cohesive team and successful employees.
About HR Resolutions
HR Resolutions strengthens companies through expert HR strategy and services. We are committed to working side-by-side with clients to create strong, drama-free, and productive workplaces. HR Resolutions saves you time and money. We help reduce risks and increase your effectiveness by delivering a savvy human resource strategy that produces real results. From hiring to firing, policies to payroll, coaching to recruiting, if it has to do with HR, we can help. For more information, visit hrresolutions.com.
Ginger Miley, Ph.D., Talent Manager, Performentor, LLC
As companies grow, promoting career advancement and flexibility has become critical to attracting and retaining top talent.
Unlike larger organizations, growing companies have the unique advantage of creating new positions organically as they grow. This natural growth allows for exciting career advancement opportunities, making it an attractive prospect for ambitious candidates.
Here are some trends we’re seeing regarding career paths:
- Current candidates are not just looking for a job; they are seeking a career trajectory at a company with a mission and core values that align with the candidate’s own values.
- Career path maps have transitioned from a ‘nice to have’ to a fundamental expectation for job seekers.
- Growing companies can demonstrate commitment to employee development and long-term success by outlining possible career paths.
While companies cannot predict the exact leadership roles that will be needed in 3 – 5 years, strategic foresight is necessary to compete effectively in today’s job market. Work arrangements are another key area where flexibility can be strategically leveraged.
Here are some trends we’re seeing regarding work flexibility expectations:
- Companies can offer hybrid, remote, or in-office work options depending on the role and the specific responsibilities.
- Hybrid models are particularly popular as they combine the best of both remote and in-office work.
- Additionally, flexible hybrid schedules appeal to the diverse needs of employees, which enhances job satisfaction and productivity.
- Tailoring work arrangements to fit the nature of the job and the needs of the employee can be a powerful differentiator.
By strategically promoting career growth plans and offering flexible work arrangements, growing companies can effectively compete with larger organizations and keep candidates central to their growth strategy.
About Performentor
Performentor provides fractional human resources using our Unleash People Energy™ Framework for Human Resources, which helps business owners, founders, and leaders create dynamic workplaces that propel growth. Our people energy principles challenge long-held beliefs that organizations must make painful people/profit tradeoffs in order to be successful. We challenge and replace these long-held beliefs with purposeful, people-centric organizational reframes from our Unleash People Energy™ framework. The result? Engaged and empowered workplaces where great people are energized to do great work. Learn more at performentor.com.
Anastasia Pshegodskaya, Director, Talent Acquisition, Remote
As Director of Talent Acquisition at Remote, I’ve observed a significant shift in how growing companies adapt their recruitment strategies to meet evolving expectations of employees, particularly when competing with larger organizations. It’s not surprising that career advancement is a top concern for candidates.
Progressive companies are tapping into this trend by transparently mapping potential career paths during the hiring process. They are not just filling a position, but offering a journey of growth and learning. This approach not only attracts talent, but also fosters long-term engagement and retention. Employees also want flexibility, but the distinction between remote work and flexibility is crucial. Remote work refers to the ability to work from anywhere. It has opened up a global talent pool for companies and allowed individuals to seek opportunities beyond their immediate geographical locations.
On the other hand, flexibility — often manifested as asynchronous work schedules — addresses the when of work. It allows employees to manage their work hours around personal commitments, enhancing work-life balance and overall job satisfaction. Forward-thinking companies promote both aspects by implementing robust remote work policies and flexible scheduling options.
This dual approach positions these companies as attractive employers and enables them to compete effectively with larger corporations that offer higher salaries but less personalization in work arrangements. As companies navigate the complexities of the modern hiring landscape, those who can authentically integrate career advancement opportunities with genuine flexibility are set to thrive by attracting and retaining top talent in an increasingly competitive market.
About Remote
Talent is everywhere — opportunity is not. Remote’s mission is to create opportunities everywhere, empower employers to find and hire the best talent, and enable individuals to build financial and personal freedom. Businesses worldwide use Remote to hire, manage, and pay their globally distributed workforces simply and compliantly. Remote was founded in 2019 by Job van der Voort and Marcelo Lebre and is backed by leading investors, including SoftBank Vision Fund 2, Accel, Sequoia, Index Ventures, Two Sigma Ventures, General Catalyst, and B Capital. Learn more at Remote.com.
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