5 ‘must haves’ for your next HR job

1. Opportunities for Career Development

We recently placed an HR Advisor in a new role. Her title and salary stayed the same, but the opportunity excited her. Why? Her new employer offered clear development opportunities. During the interview process the hiring manager agreed to tailor an 18-month career plan that would take her from Advisor to Business Partner.

Consider opportunities for personal and professional growth. A new job might expose you to different HR practices, help you develop new skills, provide invaluable project experience or plug a gap in your resume.

Be crystal-clear about your own strengths and weaknesses. Knowing the gaps you need to fill will help you plan your next step. Partner with a specialist HR recuiter who will advocate for your needs and match you with the right organisations.

During the interview process have open conversations with your recruiter and hiring manager. Explain what you’re looking for and explore the opportunities that are available. Some organisations will support self-directed learning, while others may have more structured career development programs. Work closely with management to identify areas of development and growth.



2. Strong Leadership and Mentorship

It’s often said that people quit bosses, not companies. A change in workplace is an opportunity to seek out an inspirational leader or mentor. This might be a key differentiator when choosing between roles.

Look for people who are interested in providing long-term support. This will add the greatest value to your career. An excellent leader is crucial for tapping into your motivation and drive.

Do your research. What do trusted contacts say about the leadership team and the organisational culture as a whole? Most important is the connection you feel when you meet a potential new leader. Did you build a repour and feel ‘seen’ and inspired by them.



Ask about mentorship programs provided by the organisation. You might also like to explore alternative mentor opportunities through an industry association, organisations such as Mentor Walks or by tapping into your own network. Don’t forget that the best mentoring relationships are a two-way street. Make the association more fruitful by thinking about what skills you might bring to the table in a reverse-mentor arrangement.

3. Wellness and Support Programs

Stagnation, burnout and fatigue are key reasons why people move jobs. These are compounded by the challenges created by the pandemic.

A new role allows you to tackle new tasks with renewed energy. It’s also an opportunity to break bad work habits and reclaim a better work-life balance. We are seeing a rise in the number of roles advertising flexible and hybrid working arrangements. This may be promoted in the job ad, position description or can be broached during the recruitment process. Be upfront about your needs from the outset.

Top of many job wish-lists right now is a genuine focus on wellness and employee support. Increasing numbers of organisations have formal Health & Wellbeing programs which encompass both physical and mental support. Look into which prospective employers offer these.



A strong, supportive workplace culture is also in high demand. Probe hiring managers about how values are ‘lived’ and reinforced within the organisation. Research shows that businesses who understand and care for their people are more productive and successful

4. Clear Purpose and Opportunities to Give Back 

People often search for greater purpose and meaning when they make a career change. During the interview process it’s worth highlighting where organisational values align with your personal principles. This will help to establish a good fit.

If working for a purpose-driven organisation is a priority for you, flag this to your recruiter. When applying for a job look at an organisation's Environmental and Social Governance commitments. Having clearly documented policies, goals and timelines in place is a sign of a strong ESG commitment.

You might also wish to ask about opportunities to ‘give back’. Does the organisation have ties to a not-for-profits or community group for example? If none exist already, probe a little further. Find out how open they are to getting a passion-project up-and-running within the organisation.

5. Increased Salary $$$

Salary remains a key talking point in any new job search. People want to be paid fairly for the value they offer.

With job openings at a record high, HR professionals are in a great position to reflect their worth and negotiate with strong influence. Keep in mind that the scope of many HR roles has expanded beyond traditional duties to encompass strategic and commercial alignments. It’s important to highlight your value proposition ahead of salary discussions. 

Job market conditions continue to change rapidly in 2022. To get up-to-date information, it’s best to talk to your Next Step consultant about current market rates. These can vary according to region, industry sector, responsibilities and size of organisation.

With the pandemic creating a shortage of talent and rumours of The Great Resignation circling, we’ve seen many businesses offering benefits and bonuses to attract staff.



Not all industries are in the position to offer increased salaries so it is important for you to reflect on the attributes discussed in this blog to consider what is important to you. Understanding your priorities and motivations will help you to take the next step in your career.

How we can help?

Let us know which, if any, of these attributes are on your job-search checklist. Has the past couple of years altered what’s important to you? We are here to support your goals in 2022!

At The Next Step we take the time to understand motivations and help align individuals with their career goals.

Victoria Triantis is a Senior Consultant at The Next Step. She recruits for generalist and specialist HR positions in the early career to the mid-level market.

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