Opportunity pathways are a win-win strategy that helps both employers and employees. Functioning like a roadmap, opportunity pathways utilize skills, data and organizational needs to outline how employees can grow and advance within an organization, plus how employers can identify, connect and recruit with both their current and new talent. 

Opportunity pathway benefits

Here are a few reasons you might want to consider opportunity pathways for your business: 

• Talent development and retention: Opportunity pathways show employees how they can advance, which makes them more likely to stay with the company. The American Psychological Association found that lack of career development is a top reason employees leave an organization.
• Business planning: When key players leave, you’re able to use cross-training and opportunity pathways to have a solid succession plan in place. If these strategies are used effectively, employers can often fill open positions with current employees who already understand the company culture and processes.
• Skill utilization and growth: Mapping out skills needed for roles helps employers to better match employees to opportunities that fit both their strengths and ambitions. It may seem like common sense, but it’s important to remain intentional when it comes to placing the right person in the right seat. It’s clearly correlated with higher job satisfaction and productivity.
• Succession planning: Opportunity pathways help organizations prepare for future leadership needs by identifying and developing high-potential employees. In an ideal world, these shifts happen with plenty of notice and planning, but if a key person does leave suddenly, it takes the panic out of selecting potential replacements. 

How do opportunity pathways work? 

Opportunity pathways aren’t just identifying an employee’s strengths, next steps or what roles are needed in the company. They involve investment in those strengths and skills, so that the employee can realize the potential you see in them. It’s important to give them access to internal and external educational opportunities, training and support services. 

Here are some strategies to help you implement opportunity pathways: 

• Skills mapping: Take the time to analyze the skills and experiences of your workforce, even outside of what might be required for their current position. Separately, look at what skills are needed for each position to be done well. This process will help match employees with the right positions and help employers to spot any opportunities for growth or movement.
• Internal job postings: When posting new positions, be sure your employees are aware of openings in the company. It makes these opportunities more visible and accessible and serves as a reminder to your workforce that you prioritize their advancement in the company.
• Training and development: Providing training and development programs to help employees bridge skill gaps and prepare for new roles is crucial to building successful opportunity pathways.
• Personalized plans: Career paths can be tailored to individual interests and goals, supporting both vertical and lateral moves within the organization. Having consistent, collaborative conversations with employees helps direct these plans and gives them ownership of their career path. 

Advantages opportunity pathways create for hiring

When you’ve set up intentional pathways based on skills needed, it might become apparent that you have an opening or need for somebody new. Doing the work of understanding the gap that needs to be filled will make the recruitment process even more seamless. Clearly defined roles are bound to get the best match. 

There are several advantages of having opportunity pathways in place when it comes time to hire new talent: 

• Attracting talent: When it’s clear that promoting your employees internally and finding a place for all skills is a top priority for your company, you’re more likely to attract top talent. Quality candidates don’t want to job hop, and opportunity pathways will help put you at the top of their list as well.
• Skills-based hiring: Recruiters are prioritizing candidates’ competencies over formal qualification more and more often, and for good reason. This opens more doors for individuals and employers.
• Expanded talent pools: Adopting opportunity pathways can help employers consider candidates with adjacent or transferable skills, not just those with direct experience or specific degrees. This approach helps fill roles more efficiently and inclusively, especially in tight labor markets. 

Opportunity pathways are essential for building a motivated, skilled and loyal workforce. These strategies benefit companies by strengthening the culture, employee retention and better productivity. 

When you continue to move your best people to the best seats suited for them, that means you know exactly what you’re looking for when it comes time to hire. This can greatly help recruiting teams like ours find the best talent that will fit in perfectly with the pathways that you’ve built. 

If you’re ready to get started, but aren’t sure where or how to begin, our recruitment services team is happy to help you determine the components needed to create pathways that make strategic sense for your business.