Hired Talent and Their Pathway to Career Advancement

By Cam Velasco

CEO & Co-Founder
Published: Apr 16, 2024
Strategic career path supports the growth of hired talent, crucial for both personal advancement and company success in today's diverse work landscape.
A businessman in a suit points at a digital growth chart, with a figure climbing steps representing career advancement.

Hired talent needs to advance in their career, especially in a global and remote work environment, which is crucial for both employees and companies.

Defining Career Pathing

Career pathing is all about making a plan that shows employees how they can reach their work goals. It’s a map that points out the jobs, training, and steps up the ladder they can take to get better at their careers, both now and in the future.

This isn’t a one-size-fits-all kind of ladder that only goes up. Instead, a career path is customized to fit what each employee is good at, what they’ve done before, and what they’re interested in. It shows them clearly how to get to the roles or jobs they’re aiming for. These paths can go up, leading to higher positions, or move across, to different areas or types of work in the company.

The Benefits of Career Pathing

It keeps hired talent around longer and more involved, when people see a clear future for themselves at the company, they’re more likely to stay and be happy in their jobs. For example, employees who try new roles in the company are 75% more likely to stay for at least 2 years, compared to 56% of those who don’t.

In short, career pathing is a smart way for companies to help their employees grow. This not only makes the employees happier and more productive but also saves the company money and makes it more successful.

Developing Effective Career Paths for Hired Talent

Focused hired talent analyzing critical data, reflecting dedication and expertise.

Section 1: Traditional Career Paths and Ladders

Traditional career paths are all about moving up in the company and getting better jobs with more responsibility and higher pay over time. It usually works with career mapping, which is a map that shows you different jobs you can have in the future and what you need to learn to get there.

Challenges with traditional paths include making sure there are enough top-level jobs for everyone who deserves one and helping people grow whether they manage others or not.

Section 2: Nontraditional Methods of Career Progression

Not all career growth happens by moving up. For example,  the use of job rotation programs identifies the act of employees trying out different jobs in the company for a while. It’s a great way to learn a lot and find out what you really like doing.

Section 3: Career Advancement Outside the Organization

You can also grow your career by stepping outside the company. Try out some contingent work by taking on temporary jobs with other companies that can give you new skills and experiences.

This option might not mean a traditional promotion, but it lets you learn and grow in ways that can make you more valuable in the long run.

Strategic Alignment of Business and Hired Talent Goals

Hired talent collaborating over coffee, showcasing the importance of teamwork.

Assessing Organizational Needs

As hired talent, the first thing to do is look at what skills and people your company needs now and in the future. HR should figure out which skills are important for important jobs and see where there might be gaps. This helps plan for the future and make sure the company has the right people ready when needed.

HR should also keep an eye on who works at the company and who might leave soon. This helps them get ready to find new people for important jobs. Plus, bosses need to tell HR what the company plans to do, so HR can help get the right people in the right jobs to meet those goals.

Discussing Employee Career Goals

It’s also key to talk about what employees want in their careers. Managers should chat with their team members to understand what they want to achieve and what they like or don’t like about their current job.

Some good questions could be what do you want to do in the short and long term? Which parts of your job do you like the most? The least? Are there other jobs or teams you’re curious about?

Writing down what employees say helps managers plan how to help them grow. It also helps HR see what a lot of people are interested in, which can guide programs and special projects.

Building Personalized Career Pathways

Now, it’s time to match what the company needs with what employees want to do. This might mean someone who wants to be a Product Manager gets to try different customer jobs to learn more. Or someone who wants to lead people might get to run a big project.

The plan should include jobs you’re aiming for in the short and long term and the training or learning you need.

Plans should be flexible since business needs and what employees want can change. While moving up is common, sometimes moving to a different job teaches you a lot too. Managers should keep talking to team members to help them keep moving forward in their careers.

Researching and Planning Career Transitions

A cheerful hired talent talking on the phone outdoors, highlighting the flexibility of modern work.

Researching Career Options

When you’re thinking about moving to a new job, it’s smart to look into it deeply. Use websites like LinkedIn, Glassdoor, and ones specific to your job area to see what jobs are out there and what skills they want. Keep an eye out for common skills and tasks.

Explore widely to understand the roles you’re interested in.

Tailoring Developmental Approaches

If you’re hired talent, take classes that teach you the specific skills you need. Look for the ones that give you a certificate, try aiming for chances to show off your skills. You could organize an event or lead a small project.

Be bold and take charge of getting the skills that will help you move up. Show that you’re ready for new challenges.

Taking Action to Progress Your Career

A business professional enjoying a successful moment, a testament to the potential of hired talent.

Moving your career forward means you need to be focused and work hard. Here’s how to make your career plan work for you:

Track Progress Against Milestones

Break your big career goals into smaller, easy-to-track steps with deadlines. For example, aim to finish 2 online courses and get certified by the end of Q3. Keep track of your progress using simple tools like spreadsheets or project management apps. Make sure to update how you’re doing regularly.

Recalibrate Strategies as Needed

Every 6 months, look at the skills you have and what you need for the job you want. See if there’s anything new you need to learn. Once a year, check out what’s new in your job field. You might need to change your goals if the skills companies want have changed.

Seek On-the-Job Development Opportunities

Look for extra tasks and projects at work that can help you reach your goals. Say yes to leading a group or helping with new projects. Ask if you can spend a day watching what someone in your dream job does. Take notes on what their day looks like.

Conclusion and Key Takeaways

A career path is a roadmap for hired talent. It shows you where you can go next in your job or career. You might move up to higher positions, where you manage more people or projects, or you might learn new things and work in different areas. Key steps usually involve learning new skills, taking on different projects, and going for promotions.

This system helps students and workers smoothly move from school to work. It connects classes and programs from high schools to colleges and then to jobs. This makes sure the skills and degrees people get match what businesses need, helping them find better jobs that require more education.

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Cam Velasco

CEO & Co-Founder

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