By Cliff Kanto

According to Robert Walters, an Australian recruitment consultancy, approximately 80 per cent of employees or prospects would either leave their positions or decline a job opportunity if the organization did not make clear their intentions for career progression.

According to the study, more than half of all job seekers actively look for positions that advertise a career trajectory. In contrast, less than 40 per cent of companies promote career advancement in their advertisements for new employees.  More than 65 per cent of respondents, however, do address it in the later stages of the recruiting process.

Although this is an Australian study, the results would be similar in Canada as a Commonwealth country with a comparable economy. The study tells us that an opportunity exists for including career progression as a carrot in recruitment advertising. The ‘elite’ of your prospects are automatically attuned to their future needs through career progression.

Don’t waste an opportunity for attracting excellent talent. Consider these four tips when including career progression in your recruitment strategy:

• First Impressions
  A first impression is important. When seeking the best talent for an open position, you must present an attractive brand: accurate, compelling and with an open door for future advancement and success. By promoting the opportunity for advancement, it is likely that you will attract those best suited for your needs. Advancement is just as important as any other criteria for the role that the organization wishes to fill.
• Define Progression
  Progression and advancement in a career doesn’t necessarily mean promotions. Assistance for continuing education and professional development are tangible means to attract the right candidate. Ensure that these opportunities are made evident and clear from the job advertisement and throughout the interview process.
• Be Realistic with Your Promises
  Be sure to be candid and realistic when presenting these opportunities. Not delivering on what may have been honest intentions will create a chasm between the organization and the employee and quite possibly do some damage to your employer brand.  At the same time, make sure your expectations of the prospect are made very clear and that both sides are agreeable to the potential opportunities.
• Establish a Career Path
  It is essential to establish a progression programme with your new employee.  It should focus on development, performance, flexibility, mobility and training.  Allow your new recruit to manage their own development and performance by giving them the necessary tools to do so.  Feedback and support of their goals and achievements are priceless in their overall progression.  Ensure that these aims are achievable and that the recruit is accountable.  Reviews of performance are critical to the ongoing success of the recruit and helps each of you stay on the right track.

Cliff Kanto, CMA, CPC is the founder and managing director of Mercer Bradley. Mercer Bradley is hired by some of the most respected companies and organizations in the Vancouver area to identify high calibre accounting and finance professionals to join their teams.  Cliff currently lives in downtown Vancouver and enjoys hot yoga, competitive squash, tennis, skiing and all the beauty of living in one of the world’s best cities.