How to unlock business growth | Solving retention issues with salary? | Is AI really eliminating entry-level jobs? | Using LinkedIn to your advantage!

Unlocking growth: What makes high-growth businesses thrive in 2025?

The employment landscape is tougher than ever with, according to LinkedIn's Economic Graph latest research, only 4.3% of businesses experiencing high growth between 2021-2024 - a dramatic 40% drop from pre-pandemic levels. Yet, according to the new report, entitled The DNA OF High-Growth Business: Understanding what drives business growth, some companies are still defying the odds and scaling rapidly. So, what's their secret?

There are the five key growth drivers currently seen within high-growth businesses: 

➡️ AI skills are viewed as the new competitive edge: High-growth businesses invest in AI skill development at rates 45% higher than their peers. This isn't just about using AI tools - it's about building teams who can harness AI to drive innovation and efficiency. Companies with employees holding 1-10 generative AI skills are twice as likely to experience growth.

➡️ Strategic allocation of resources: Growth leaders are strategic about where they invest their talent. Businesses that strengthen their finance functions see a 15% higher likelihood of growth, while those focusing on engineering and R&D see a 20% boost. The message is clear: treat these functions as growth engines, not cost centres.

➡️ Using internal mobility to power sustainable growth: Your next star performer might already be on your payroll. Businesses that double their internal mobility opportunities can double their chances of growth in a single year. For smaller companies (11-200 employees), this effect is particularly pronounced—making internal talent development a critical early-stage strategy.

➡️ Driving innovation via workforce diversity: Companies with high educational diversity in their workforce have a 100% higher chance of growth compared to those with medium diversity. The lesson? Cast a wider net when recruiting - different perspectives and backgrounds fuel innovation and problem-solving.

➡️ Viewing flexibility as a strategic advantage: Remote and flexible work arrangements aren't just employee perks - they're growth drivers. Businesses that increased remote hiring between 2021-2024 saw improved growth prospects, even among larger companies. Flexibility opens access to broader talent pools and enables faster hiring in competitive markets.

Perhaps most importantly, the research shows that 80% of high-growth businesses excel across multiple areas simultaneously. It's not about picking one strategy - it's about weaving AI adoption, strategic hiring, internal mobility, diversity, and flexibility into the very DNA of your organisation.

What does this mean for employers? 

The most successful businesses we work with are those who:

• Prioritise AI literacy when building job specifications and invest in upskilling current teams
• Think strategically about resource allocation, especially in finance, engineering, and R&D functions
• Create clear internal progression pathways and actively promote from within
• Value diverse educational backgrounds over rigid requirements
• Embrace flexible working arrangements as a competitive advantage in talent acquisition

What does this mean for jobseekers?

To position yourself for opportunities with high-growth companies:

• Develop AI literacy: Even basic familiarity with AI tools and concepts makes you more attractive to growth-focused employers
• Highlight adaptability: Demonstrate your ability to learn new skills and adapt to changing environments
• Consider internal moves: Look for employers with strong track records of promoting from within
• Emphasise diverse experience: Non-traditional backgrounds and varied perspectives are increasingly valued
• Be open to flexibility: Companies offering remote or hybrid options are often the ones experiencing the strongest growth

The bottom line? While growth is certainly getting harder to capture, businesses that adopt these evidence-based strategies are still finding ways to thrive. In an increasingly competitive landscape, having the right talent strategy isn't just an advantage - it's essential for survival.

Get in touch: Are you ready to build a high-growth talent strategy? Get in touch to discuss how we can help you implement these insights and find the people who will drive your business forward.

MD Insights: Are you still trying to solve retention with salary alone?

Recently, our Managing Director, Daniel Bosley , shared his perspective on shifting the traditional salary-first approach to talent retention…

‘’The cost of living crisis isn't just about salary increases - it's about total reward packages, and in my opinion, the traditional salary-first approach to talent retention is fundamentally broken in today's economic climate. When rent takes 40% of your salary and energy bills have doubled, a £5k pay rise barely moves the needle. But flexible working that saves £3k annually on commuting costs? That's real money back in your pocket.

A learning budget that fast-tracks your career progression? That's future earnings potential you can bank on. Mental health support and wellbeing programmes? That's healthcare you don't have to fund privately. The smartest employers I'm working with have stopped thinking in terms of base salary and started thinking in terms of total life impact. They're asking: "How can we genuinely improve someone's quality of life while building our business?"

Some are offering:

➡️ Four-day weeks 

➡️ Home office setup budgets

➡️ Professional development funds

➡️ Access to mental health resources 

➡️ Subsidised childcare

➡️ Financial wellbeing coaching

Benefits like these aren't just perks anymore. They're essential components of competitive compensation. The companies still trying to solve retention with salary alone are missing the point entirely. People want their work to work for their life, not dominate it.

If you're struggling to attract or retain talent, stop adding zeros to the salary and start adding value to the experience. As an employee, what's the most valuable non-salary benefit you've received? I'd love to hear what's actually making a difference in people's lives right now.’’

Share your thoughts: Have you experienced the shift from salary-focused to total-reward thinking in your workplace? We'd love to hear about the non-salary benefits that have genuinely improved your quality of life…or, when traditional pay rises alone just weren't enough to make a real difference! ⬇️

Hot topic: Is AI really eliminating entry-level jobs – or creating new opportunities?

Recent data, trending on LinkedIn News recently reveals that European tech companies have slashed entry-level hiring by over 70%, while AI increasingly handles tasks once reserved for junior staff. This isn't just a European phenomenon – US graduates are facing their toughest job market in years, particularly in finance and technology.

But here's the opportunity hidden within the challenge: while AI may be eliminating some traditional entry-level roles, it's simultaneously creating demand for new skill sets and reimagining how we think about talent development.

What does this shift mean for forward-thinking companies? 

Research shows that smart organisations aren't just cutting junior positions – they're evolving them. The most successful companies we're working with are identifying which human skills remain irreplaceable: creative problem-solving, emotional intelligence, strategic thinking, and client relationship building. They're hiring for potential and investing heavily in rapid upskilling programs for existing staff.

How can you use this to your advantage?

This market shift presents a unique opportunity for companies willing to think differently. While your competitors retreat from graduate hiring, you can access exceptional talent at competitive rates. The graduates entering the market today are digital natives who've grown up alongside AI – they don't fear the technology, they leverage it.

Consider this your competitive edge moment. The organisations that continue investing in human talent, while thoughtfully integrating AI as a productivity multiplier rather than a replacement, will emerge stronger. The future belongs to companies that see AI not as a threat to their workforce, but as a tool to elevate human potential.

Get in touch: Are you ready to turn these market shifts into your hiring advantage? Get in touch to discuss how to position your organisation ahead of the curve ⬇️

In today's competitive job market, LinkedIn has become the essential platform for career advancement. With over 1.15 billion users worldwide and 44 million in the UK alone, it's where recruiters actively hunt for talent and where your next opportunity is likely to emerge. 

Whether you're actively job hunting or simply keeping your options open, mastering LinkedIn can dramatically accelerate your career progression. Here's our proven 8-step strategy to transform your LinkedIn presence into a powerful job-hunting tool!

➡️ Perfect your profile: Use a professional headshot and compelling headline with industry keywords. Write a summary that highlights achievements, not just responsibilities. Include quantifiable results in your experience section.

➡️ Connect strategically: Focus on quality connections in your target industry. Always personalise connection requests and engage regularly with your network's content to stay visible.

➡️ Master job search tools: Use advanced filters and set up job alerts for specific roles and companies. Check the "People" section on job listings to find potential referrals within your network.

➡️ Research before you apply: Follow target companies and research key decision makers. Understanding company culture and recent developments will set your applications apart.

➡️ Reach out directly: Don't wait for job postings. Message hiring managers and recruiters directly with personalised, value-focused messages. Many roles are filled before being advertised.

➡️ Share valuable content: Post industry insights and engage with relevant discussions to position yourself as a thought leader. Consistent activity increases your visibility to recruiters.

➡️ Engage actively: Like, comment, and share meaningfully. Congratulate connections on achievements and participate in industry conversations to strengthen professional relationships.

➡️ Track and refine: Monitor which strategies work best for you. Use LinkedIn analytics and keep records of applications and networking activities to continuously improve your approach.

Implementing these strategies during your job search will position you ahead of other candidates and open doors to opportunities you might never have discovered otherwise. Remember, LinkedIn success doesn't happen overnight – it's about building genuine professional relationships and demonstrating your expertise over time.

Check out our blog for more career advice and employment tips.

Working in partnership with clients and candidates to deliver trusted recruitment solutions since 2009

Working in collaboration with our fantastic portfolio of clients nationwide to connect them with the right talent, at the right time, is what we do best, so if you’re looking for a new role, or to expand your team, we’re the people for you! We specialise in a multitude of sectors nationwide, including HR, Legal, Finance, Procurement, Social Housing, Local Government, Engineering, Property Management and Technology and work with high quality contractors, consultants and professionals in both temporary and permanent placements.

So, whether we’re helping you find the perfect candidate, or you're looking for your own next career step, you can be assured, as a trusted specialist recruitment partner since 2009, that we’re with you on every step of the journey.

To register a vacancy or discuss how we can help you find the perfect fit for your next permanent or temporary career step, you can find our regional contact numbers here. For more about our specialist team of consultants and read testimonials from our clients at www.jarsolutions.co.uk.