If you're like many small business owners, you've probably felt the hiring crunch. You post a role, offer competitive pay, maybe even flexible work—and still, qualified applicants are few and far between.
Here’s the hard truth: it’s not just about salary anymore. Today’s employees want growth. And if your business isn’t offering clear, consistent professional development opportunities, you’re losing out—likely to competitors who are.
According to LinkedIn, employees are 12 times more likely to consider leaving if they can’t achieve their career goals with their current employer. For new hires, that jumps to 30 times more likely. (Source: LinkedIn Learning SMB Playbook)
And it’s not just younger workers. A full 94% of employees say they would stay longer if their employer invested in helping them learn. (Source: LinkedIn Learning Report, 2018)
This shift isn’t theoretical—it’s showing up in resignation letters, job board behavior, and interviews every day. Candidates now expect employers—big or small—to help them grow.
92% of employees consider training a deal breaker if choosing between two potential employers
It might seem impossible to keep up with enterprise-level learning programs. Fortune 500 companies have whole departments dedicated to training, after all. But here’s the secret: eLearning has leveled the playing field.
Small businesses no longer need a massive budget or full-time trainer to offer structured growth paths. With the right eLearning partner, you can:
And that matters—a lot. When candidates see that you’ve built learning into the fabric of your company, you become the place they want to grow, not just work.
Strategic investment in eLearning doesn’t just help you train employees—it attracts better candidates from the start.
Companies with strong learning cultures are:
(Source: Deloitte Insights)
Why? Because offering learning sends a signal:
“We invest in our people. We want you to succeed here.”
That’s the kind of employer brand that stands out—especially when you're competing with big names.
You don’t need to overhaul your business. Small shifts can make a big impact:
And don’t forget the first week matters most: one-third of employees decide whether they’ll stay long-term during their first seven days. (Source: Bamboo HR)
Use onboarding as a chance to show new hires that learning here isn’t a bonus—it’s the norm.
The best part about integrating eLearning into your hiring strategy? You don’t have to keep reinventing the wheel. Once the system is in place, it serves:
Learning isn’t a cost—it’s a growth engine.
1. Is training really something candidates look for when choosing where to work?
Yes—numerous studies show that learning and development opportunities rank among the top three criteria job seekers use when evaluating potential employers. It’s especially critical for younger workers and those in growing industries.
92% of employees consider training a deal breaker if choosing between two potential employers, amid a growing trend of employees expecting employers to offer better opportunities for learning and development. (Source: Scheer IMC)
2. We’re a small business with limited budget. How can we afford to offer learning?
That’s exactly why curated eLearning is such a good fit. You can access high-quality content without needing to hire trainers or buy complex systems.
3. How do I highlight learning opportunities in job postings?
Be specific. Instead of saying “growth opportunities,” mention access to structured learning paths, onboarding programs, or soft skills development. It helps differentiate you from employers who only make vague promises.
4. Will this really help with retention?
Yes—when employees see a clear path for growth, they’re more likely to stay. Retention isn’t just about culture or pay; it’s about knowing they’re investing time somewhere that’s investing in them.