Offering benefits that resonate with candidates based on their own motivations can shorten the time your role remains unfilled.
What really attracts a candidate to a position? In a candidate-short market, it’s important for employers to really understand the top drivers for candidate attraction by industry. Offering benefits that resonate with candidates based on their own motivations can shorten the length of time your role remains open and unfilled.
According to SEEK, there are ‘Laws of Attraction’ that will draw candidates to a role. These priorities, of course, change depending on what industry the candidate works in. While this data isn’t exhaustive, it is indicative. The data set was collected from 6,000 responses from Australian candidates.
The top three motivators for candidates in this sector are:
Salary has been a steady drawcard for candidates in this space for more than 10 years (SEEK). Although, with the introduction of cloud-based software and the ability to complete work from home, work-life balance has risen through the ranks. Flexibility and WFH are drivers for candidate attraction.
In the Newcastle job market, we note there is a steady candidate supply in the part-time accounting space. This is due to the importance of work-life balance, as well as the recent drop-off in available permanent roles.
The top three motivators for candidates in this sector are:
In this market, attractive salary packages often include benefits such as a car, phone, allowances, or bonuses. The construction industry has gone through significant downturns since 2012, particularly in mining, which bolstered the need for job security.
In the Newcastle job market, we often note a candidate’s request for a steady stream of work. Reputation, especially for things like OHS, is also significant.
The top three motivators for candidates in this sector are:
Insurance and compensation are grouped into the salary category when discussing drivers for candidate attraction in the engineering sector. In-house training opportunities or mentorship programs were valued next, followed by work-life balance. If two competing companies ticked all the above boxes, the next most valuable factor is reputation.
The top three motivators for candidates in this sector are:
HR is essential to building the culture of a company, so it’s no surprise that this also ranks as a key consideration for applicants before joining an organisation. Base salary is still the most important driver for candidates in the sector, however, overtime is less crucial.
Interestingly, job security ranked quite low amongst candidates. This could be because they are key decision-makers within a company, and inherently feel more secure in their role.
The top three motivators for candidates in this sector are:
Salary continues to be the largest motivator for candidates in the marketing space. Unsurprisingly, since most marketing efforts can be completed from home, flexibility is particularly attractive.
Marketers are less likely to seek payment for overtime. This could be in part because long hours are expected, particularly in agencies. Or, simply, they understand there is a trade-off: working more for greater flexibility. Lastly, innovative, progressive or collaborative workplaces will pique a candidate’s interest.
If you are still having trouble sourcing candidates for an available opportunity, consider redesigning a job role, refining your EVP and understanding what candidates look for in a new employer.
To consider how a role may be redesigned, ask:
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