The Intern, movie that explains the difference between workers in the industry. 

Career growth is no longer a one-size-fits-all ladder that everyone must climb step by step. Today, it’s more like a “choose your own adventure.” For some candidates, growth means finding purpose and sharing knowledge; for others, it’s about reaching new goals and building leadership strength.

At Signature Staff, a recruitment agency with almost 30 years of experience in Cairns, Townsville, and remote regions of North Queensland, we’ve witnessed first-hand how workers’ priorities have shifted over time. Our founder and director, Vlasta Eriksson, has seen how the labour market continues to evolve — and how employers must adapt if they want to attract and retain talent.

The latest Indeed Global Talent Report confirms what we’ve been seeing on the ground: as people move through different stages of their careers, their needs and expectations change too. For employers, the key is not to choose just one definition of career growth, but to embrace them all.

Starting Out and Hungry to Grow

Younger workers —especially Gen Z and early-career Millennials in Australia— are focused on learning, developing, and having strong guidance. They want training opportunities, clear career pathways, and constant feedback.

In sectors such as hospitality, labouring, and administrative jobs, we see that candidates value:

• Mentorship and coaching
• Plenty of training opportunities (formal and informal)
• Recognition and clear feedback
• Exposure to diverse projects and teams

Employers who invest in strong onboarding, continuous training, and mentorship are seen as true career heroes.

Ambition Meets Balance in Mid-Career

Fast-forward a decade or two, and the priorities look different. Mid-career professionals still want advancement, but now work-life balance is just as important as progression.

This group values:

• Opportunities for leadership and professional growth
• Flexible work arrangements (including hybrid options)
• Stability, competitive benefits, and job security
• Recognition of their hard-earned expertise

From our experience in recruitment across North Queensland, mid-career candidates are most engaged when employers offer flexible conditions along with clear career pathways.

Purpose and Flexibility for Experienced Professionals

For late-career workers, career growth doesn’t always mean moving up. Instead, it’s about legacy, sharing knowledge, and finding purpose in their work. Flexibility becomes non-negotiable, whether that’s part-time schedules, consulting, or phased retirement.

They value:

• Reduced or flexible hours
• Opportunities for mentoring and coaching
• Roles that leverage their experience
• The chance to contribute beyond the formal job description

At Signature Staff, we’ve seen that overlooking this segment is a huge mistake. Their experience is gold — and it can strengthen teams in hospitality, labouring, and administrative roles across the region.

Why It All Matters

Today, Australia’s workforce is more multi-generational than ever. In our almost 30 years as a recruitment agency in Cairns and Townsville, we’ve learned that if you want to attract and retain top talent, you need to meet workers where they truly are in their career journey.

Because when employees —whether fresh graduates, mid-career leaders, or seasoned professionals— feel that their career growth expectations are understood, they stay, grow, and give back to the organisation.

At Signature Staff, we continue to support both employers and candidates in building the best match between talent and opportunity across hospitality, labouring, and administrative jobs in Cairns, Townsville, and beyond.