08/11/2016  //  By deanna kane  //  Talent Acquisition
[socialwrap][socialicon name=”linkedin”][socialicon name=”twitter”][/socialwrap]Today’s job seekers simply cannot be bought. Solely increasing the salary for in-demand candidates no longer works; according to the 2016 Yello Recruiting Study, millennials are two times more likely to value career growth and learning over salary when accepting a job. The most successful employers will offer continued growth and learning opportunities. As a department leader, take the initiative to ensure your company offers the five career growth opportunities employees value most.

Set career paths for entry-level positions.

Collaborate closely with other department heads to establish set employee development paths that also align with long-term business goals. Include placeholders so hiring managers can work individually with employees on specific, personalized goals and the tactical plan required to achieve those goals.

Regularly check in on career development progress.

Once the paths are outlined, establish a company-wide cadence to review career development plans. Whether these are part of the formal review process or independent, accountability is key to ensuring employees receive the career coaching they need to grow with the company.

Offer leadership development and mentorship programs.

Establish a leadership development program by inviting high performers from a variety of departments. Meet quarterly to discuss how they are reaching their goals, company expectations, challenges, best practices and guided learning opportunities. Also consider launching an internal mentorship program that pairs senior-level leaders with these high-potential entry-level employees for added support.

Use technology to help employees grow independently.

A low-effort, high-reward way to facilitate employee growth is to implement a corporate-level membership to online courses, through a site like Lynda.com or Skillshare. Employees will benefit from learning both technical (Excel, Photoshop, Google Analytics) and softer (public speaking, how to manage others) skills to help them advance in their careers.

Pay for professional development opportunities.

For employees to take the step from their current to future roles, an outside perspective can help them make that transition. Work with your organization’s CFO to allocate budget to professional development opportunities for employees. This investment can make the difference between your company’s future executive team coming up through the ranks internally, or watching them jump ship to a competitor.

Are you ready to show candidates how your company values career growth? Find out how Yello’s TRM software can automatically communicate these details to members of your talent community.