The commercial imperative
Aside from improving the employee experience, there are also essential business benefits, including:- Driving productivity through employee engagement, growth and performance.
- Improving internal recruiting.
- Increased retention of your top talent.
- Building and nurturing the skills needed in the business for the future.
- Greater business agility and therefore competitive advantage.
- A more compelling proposition for new hires.
‘We worked with Jarred Consulting to help us develop a series of technical competency frameworks for our organisation. It was a complex exercise, which required an understanding of multiple international departments and differing stakeholder perceptions. Our consultant, Sarah, guided us effectively through the process and helped to ensure robust design, development and calibration of the frameworks. She was extremely responsive in answering our questions and provided valuable support for our HR team.’ Talent Acquisition Manager, medical tech company.
The sweet spot
An employee’s experience during their time with you is in your hands. What are you going to do to get the best out of them and what part do you play in their career? Looking at it from the other way around, joined-up thinking asks where you want to go and then how you’re going to attract, retain and engage the right people to take you there. The two are intrinsically linked and work best when in perfect balance. From ensuring diverse and inclusive early talent pathways to designing career pathways to specific positions or promotions, strategy is vital but don’t forget more holistic approaches like different career experiences across functions. Looking at the whole picture brings clarity to teams and individuals on the path to career progression and what they need to do to get there.‘Kerry’s expertise and advice have been an integral part of the successful introduction of our new assessment strategy. In particular, she has provided invaluable strategic support during the review of our assessment procedures. Most importantly she can quickly identify solutions that will suit the business together with tailored but cost-effective implementation options. Grad Recruitment, multinational law firm.’
Make every touchpoint matter
When everyone grows, your business grows.- Develop bespoke career pathways in your organisation that demonstrate to your people the steps they need to take to grow their careers.
- Offer training and development opportunities to support them in getting where they want to be, whether it’s via horizontal or vertical moves.
- Make space for and equip your line managers to support your employees in their careers.
- Ensure managers are having constructive career conversations to facilitate the right moves internally. This will meet individuals’ skills, goals and needs, and develop your organisational capability.
‘Kerry worked with us on a project to design and deliver a firmwide Career Framework. Her deep subject matter expertise, ability to work collaboratively with stakeholders and excellent change and programme management skills were key factors in helping us to deliver an excellent product to the business. Kerry was an absolute pleasure to work with and set a high benchmark for what organisations should expect from consultants. Associate Director.’
This is what we do
Keeping these principles in mind but reshaping for the needs of each client, these are a few of the projects we’ve worked on recently:- Diversifying early talent pathways aligned to new qualification routes for solicitors in law firms (for example, solicitor and paralegal apprenticeships, graduate apprenticeships, business services apprenticeship schemes, and solicitor training contracts).
- Defining alternative career pathways for senior employees as part of career framework and competency design
- Creating new career paralegal pathways in law firms.
- Creating new career pathways in organisations across a range of sectors.