How Career Growth Is Reshaping Pay Expectations

Key Takeaways

1. Pay remains a top priority for workers, but it isn’t the only factor shaping job decisions.

2. Many workers now see skill development as a path to higher wages, stronger job security and long-term mobility.

3. Defined training and career growth programs may help employers compete when they cannot offer the highest starting pay.

4. Employers can strengthen their value proposition by clearly connecting training opportunities to advancement.

Pay remains job seekers’ top motivator, but many are also weighing how new skills can support long-term career growth. Our Job Seeker Survey: Q3 2026 indicates that 80% of respondents say pay is important when deciding whether to accept a job, while 81% say the same about opportunities to add new skills. This suggests job seekers not only want roles that offer competitive pay but opportunities that can help them move their careers forward.

Workers Are Rethinking How Pay Affects Their Careers

Many workers appear willing to make short-term tradeoffs when they see a clear long-term opportunity. According to the survey, 68% of respondents said they may be willing to start a job that didn’t meet their pay expectations if it offered a defined advancement program. For employers, this means clearly communicated career growth initiatives can enhance job offers while improving retention. The key is showing how a job can lead to higher earnings, greater stability or future mobility.

Workers Prefer Purposeful, Supportive and Growth-Oriented Cultures

Job seekers express an interest in learning new skills at trade schools, community colleges and independent learning, but the majority (68%) of respondents say their preferred method of learning new skills is on-the-job training. While most workers are expanding skills to increase their pay, a significant amount are focused on stability and career advancement. Employers can use this data to build recruiting messages and training programs that show candidates how skill growth can lead to higher wages, greater job security and long-term career growth.

Managerial Relationships Are Key to Employee Satisfaction

Once employers understand why workers want to build skills, the next step is identifying which skills matter most to their workforce. Companies can create stronger training programs by aligning business needs with the skills job seekers want to develop. For industrial applicants, that often means hands-on technical skills, though the survey also points to a broader range of interests that employers can support with practical, accessible training options.

Workers Want to Build Skills but What’s in Their Way?

Understanding the barriers to training program participation is also key to improving how companies help their workers advance their careers. Cost and lack of employer support are the top barriers to skill development. Training can be made more accessible by reducing these obstacles and helping workers identify which skills are worth pursuing.

How Employers Can Position Career Growth as a Recruiting Advantage

There are a few tactics employers can add to their training strategy to better accommodate workers seeking training opportunities for long-term benefits.
• Promote defined training and advancement programs in job postings, recruiter conversations and onboarding materials.

• Connect skill growth to tangible outcomes, such as higher wages, promotions or leadership opportunities.

• Prioritize on-the-job training, mentorship and hands-on learning opportunities that align with how workers prefer to build skills.

• Reduce barriers by offering paid training time or helping workers identify which skills are most valuable for their goals.

• Make career pathways easier to understand by showing what skills are needed for progression in the company and how employees can get there.

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