mobile-hiring
career-development

CAREER DEVELOPMENT:

CAREER DEVELOPMENT:

CAREER DEVELOPMENT:

THE SMARTEST HIRING & RETENTION STRATEGY FOR A COMPETITIVE MARKET

THE SMARTEST HIRING &

RETENTION STRATEGY FOR A

COMPETITIVE MARKET

THE SMARTEST HIRING &

RETENTION STRATEGY FOR A

COMPETITIVE MARKET

CAREER DEVELOPMENT:

CAREER DEVELOPMENT:

THE SMARTEST HIRING & RETENTION STRATEGY FOR A COMPETITIVE MARKET

THE SMARTEST HIRING &

RETENTION STRATEGY FOR A

COMPETITIVE MARKET

career-development

INTRO

INTRO

Professionals today are starting to realize something: loyalty is not a good enough reason to stay in a job.

 

Today’s tightening job market means more than a highly competitive hiring process—companies are losing their best employees as well. Top talent is continuously chasing more engaging work, better benefits, higher pay, and most importantly, career development.

 

Employers in the past could expect loyalty in exchange for standard pay, benefits, and stability, but employees aren’t settling anymore. Instead, they’re looking to find more meaning in their careers.

JOB VS. CAREER:

Employee Mentality Over The Years

expand

OLD MODEL:

Work for the company

work-for-the-company
contract
pay-benefits
Employees were in search of pay, benefits, and stability in exchange for loyalty to the employer.
expand

NEW MODEL:

Work for career development

career-development
contract
professional-marketability
Employees today are in search of purpose, personalization, and development to improve professional marketability.

What does this mean? Young professionals are different—and they need more than the old, standard employment package to stick around. When employers fail to persuade employees that this is the best company for their unique needs and goals, they will not hesitate to seek this out elsewhere.

What does this mean? Young professionals are different—and they need more than the old, standard employment package to stick around. When employers fail to persuade employees that this is the best company for their unique needs and goals, they will not hesitate to seek this out elsewhere.

MILLENNIAL TURNOVER COSTS THE U.S. ECONOMY

MILLENNIAL TURNOVER
COSTS THE U.S. ECONOMY
MILLENNIAL TURNOVER COSTS THE U.S. ECONOMY

$30.5 BILLION ANNUALLY

$30.5 BILLION ANNUALLY

Gallup

career-developmentemployee-reviews
12%

Just 12% of employees feel their employers

aid them in career development

73% of professionals have stopped applying to a job because of poor employee reviews

What’s worse is that many organizations aren’t acting fast enough to stop talented employees from leaving. Despite the high cost of employee turnover, many employers simply accept that “it is what it is” instead of working to better understand their employees—and the evidence is clear.

"LACK OF ADVANCEMENT OPPORTUNITIES" WAS THE

"LACK OF ADVANCEMENT OPPORTUNITIES" WAS THE

#1 REASON

PROFESSIONALS LEFT THEIR LAST JOB

PROFESSIONALS LEFT THEIR LAST JOB

The Execu|Search Group 2019 Hiring Outlook

In the most competitive market in a generation, you must start to consider employee career development as a serious initiative. The longer you wait to take charge of and invest in your employees’ growth, the more your company suffers—not only from increased turnover costs, but also from a less skilled workforce and the inability to attract top talent to the company.

career-development
12%

Just 12% of employees feel their employers

aid them in career development

73% of professionals have stopped applying to a job because of poor employee reviews

What’s worse is that many organizations aren’t acting fast enough to stop talented employees from leaving. Despite the high cost of employee turnover, many employers simply accept that “it is what it is” instead of working to better understand their employees—and the evidence is clear.

"LACK OF ADVANCEMENT OPPORTUNITIES" WAS THE

"LACK OF ADVANCEMENT OPPORTUNITIES" WAS THE

#1 REASON

PROFESSIONALS LEFT THEIR LAST JOB

PROFESSIONALS LEFT THEIR LAST JOB

The Execu|Search Group 2019 Hiring Outlook

In the most competitive market in a generation, you must start to consider employee career development as a serious initiative. The longer you wait to take charge of and invest in your employees’ growth, the more your company suffers—not only from increased turnover costs, but also from a less skilled workforce and the inability to attract top talent to the company.

career-development
12%

Just 12% of employees feel their employers

aid them in career development

73% of professionals have stopped applying to a job because of poor employee reviews

What’s worse is that many organizations aren’t acting fast enough to stop talented employees from leaving. Despite the high cost of employee turnover, many employers simply accept that “it is what it is” instead of working to better understand their employees—and the evidence is clear.

"LACK OF ADVANCEMENT OPPORTUNITIES" WAS THE

"LACK OF ADVANCEMENT OPPORTUNITIES" WAS THE

#1 REASON

PROFESSIONALS LEFT THEIR LAST JOB

PROFESSIONALS LEFT THEIR LAST JOB

The Execu|Search Group 2019 Hiring Outlook

In the most competitive market in a generation, you must start to consider employee career development as a serious initiative. The longer you wait to take charge of and invest in your employees’ growth, the more your company suffers—not only from increased turnover costs, but also from a less skilled workforce and the inability to attract top talent to the company.

Read on for detailed strategies on how employers today can provide the career development necessary to attract and retain top talent through:

 

 

Read on for detailed strategies on how employers today can provide the

career development necessary to attract and retain top talent through: