As a recruiter, I've seen firsthand how crucial growth opportunities are to an organization's ability to attract talent. In today's competitive job market, employees want more than just a paycheck -- they want to evolve both professionally and personally. Companies that don't promote growth and internal mobility risk losing valuable talent to organizations that offer better opportunities for advancement.

How can organizations put their growth values into practice? Here are a few tips I can offer as the corporate recruiter at Stride Bank:

Define your growth values. What makes working at Stride Bank unique is that our growth opportunities are dynamic. Our team gets to thrive in the fast-paced, evolving fintech industry while still benefiting from the trust and reliability of a long-standing, 110-year-old community institution. The growth values of each organization will vary depending on the business and operational strengths, mission and values.

Foster a growth-minded environment. When employees are encouraged to take risks, explore new opportunities, and step outside their comfort zones, everyone wins. This benefits both the individual and the company, helping employers remain resilient and adaptable in a changing business landscape. It's also incredibly rewarding to see staff members take on leadership roles or develop new skills that benefit their careers and the organization.

Provide avenues for growth. Encourage and train leaders in your organization to identify opportunities that align with team members' skills and goals, as well as the organization's needs. Whether it's taking on new challenges, acquiring new skills or moving to a new department, employees want to feel that they are evolving. When managers and leaders make it a part of their regular one-on-ones to identify ways to encourage team members to excel. And top performers are less likely to leave for competitors who may be offering those same chances for career and skill advancement.

Promote from within. Before opening new positions to external candidates, give current employees the chance to apply. An internal review period ensures that existing team members have first dibs on new opportunities, rewarding dedication and ambition within the organization.

I've seen over and over how an employee's desire for growth can drive them to seek out new challenges if they feel stagnant in their current role. At Stride Bank, our commitment to growth means creating a culture that encourages learning and development at every level. This fosters a sense of purpose and fulfillment that goes beyond day-to-day tasks. When employees feel empowered to grow, they become more engaged, more invested, and more likely to stay with the company long term.

Ultimately, we all seek the same thing: an opportunity to grow. By providing that, employers can retain our best talent, attract new leaders, and continue to build a strong, resilient workforce for many years to come.