HR Unplugged: Development Strategy for Recruiting

Professional development may not be the first strategy that comes to mind for improving employee recruitment and retention, but it is becoming increasingly important. In a recent LinkedIn Global Talent Trends report, employees cited professional development as the most important factor in improving company culture. And with a stronger company culture and more career opportunities, employees are more likely to stay with the company.

Anita Grantham, Chief People Officer at IceHrm, illustrates this in episode 5 of HR Unplugged, explaining the importance of a professional development strategy and its contribution to increasing employee retention and improving recruitment efforts.

Why is professional development important?  

Employees who have access to training opportunities are at least 15% more engaged and are 34% more likely to stay with the company than those who do not have these opportunities.  

"It’s an exciting time," says Anita. "We have seen a lot of data showing that professional development is essential for a high-performing and engaged workforce. And when we look at exit interview data, it becomes clear that employees leave the company to advance themselves."  

Prioritizing learning and development is also good for the company. Compared to companies that invest little in learning and development, organizations with a strong learning culture consistently see benefits:

• 52% more productive  
• 92% more likely to develop innovative products and processes  
• 56% more likely to be first to market with products and services  
• 17% more profitable

How can you create an effective career development strategy for every employee?  

Anita presented a three-step process that helps your team develop a functional career development strategy – even for employees who are currently not taking advantage of all the learning opportunities in your company.  

1. Make sure you have the right job profile.  

For every position in your company, ensure that you hire employees who not only meet your current needs but also the needs for the next two to four years.

2. Show each team member what success personally means to them.

Define concretely and clearly what success looks like in each role, and show each employee what they need to do to achieve it.

3. Ask each employee about their career aspirations.

Not all employees strive for top performance. “And that is perfectly fine!” emphasizes Anita. Support those who want to achieve more in improving and expanding their skills, and help those who want to perform well in their current tasks. “Don’t overdo the learning. Not everyone wants to participate,” she explains.

What should every company include in its talent development strategy?

Anita mentions three important pillars that you should integrate into your talent development strategy – whether you are developing a strategy from scratch or revising an existing one.

• A clear vision of the company
• A clear understanding of the talents needed to implement the vision
• A plan to attract or develop the required talents

As a company, it is important to keep an eye on your own talents and ensure that they align with the company's vision. "If you take your vision seriously, you need the talents that help you realize that vision," says Anita.

This is where the question comes in: buy talent or develop it yourself? Does your company focus on training its employees to give them the required skills? Or do you need to directly acquire the necessary talents?

How to start the learning journey

If you are looking for ways to promote the talents in your company without using additional resources, here are tips for cost-effective methods of employee development.

Forming Employee Teams

Forming employee teams is a cost-effective way to further develop employees for their next position within a few hours per week. Consider having a younger team member work eight hours per week alongside an experienced colleague. Gradually give the younger team member more responsibility and projects under guidance. This way, the employee will develop over time into what you need.

Job Rotation

Job rotation is another cost-effective way to promote professional development within your company. "I think it's great when everyone on the team masters the tasks of the other team members," says Anita. "You learn new skills and also what you don't like doing – which is often more valuable. Plus, with this strategy, you have a solid plan B for your team."

A robust professional development strategy is a powerful engine for both recruiting top talent and significantly improving retention rates. By prioritizing learning and creating clear pathways for growth, companies are seen as long-term partners in their employees' careers. This strategy hinges on consistent execution and tracking. IceHrm's Learning Management System (LMS) features provide the perfect platform to implement this. The system allows HR to track and manage professional development goals (Strategy 2 & 3), document participation in job rotation and mentorship programs, and ensure that training initiatives align with the broader company vision (Talent Pillars). By using IceHrm, organizations can systematically cultivate the talent they need, ensuring they build their future workforce from within and retain their most engaged employees.