Top drivers for candidate attraction by industry

Candidate attraction

Top drivers for candidate attraction by industry

What really attracts a candidate to a position?

In a candidate-short market, it’s important employers really understand the top drivers for candidate attraction. 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 of Australian candidates.

 

Drivers for candidate attraction: Accounting

 

The top three motivators for candidates in this sector are:

  • Salary
  • Work-life balance
  • Career development opportunities

 

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 both due to the importance of work-life balance, as well as recent drop-off in available permanent roles.

 

Drivers for candidate attraction: Construction

 

The top three motivators for candidates in this sector are:

  • Salary
  • Job security
  • Work-life balance

 

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 request for a steady stream of work. Reputation, especially for things like OHS, is also significant.

 

Drivers for candidate attraction: Engineering

 

The top three motivators for candidates in this sector are:

  • Salary
  • Career development opportunities
  • Work-life balance

 

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.

 

Drivers for candidate attraction: HR

 

The top three motivators for candidates in this sector are:

  • Salary
  • Work-life balance
  • Culture of the company

 

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.

 

Drivers for candidate attraction: Marketing

 

The top three motivators for candidates in this sector are:

  • Salary
  • Work-life balance
  • Culture of the company

 

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.

 

Redesign the role for candidate attraction

 

If you are still having trouble sourcing candidates for an available opportunity, consider redesigning a job role.

To consider how a role may be redesigned, ask:

  • What parts of our EVP matter to our ideal candidates?
  • What parts of our EVP do not matter to our ideal candidates?
  • Will the redesigned role meet an emerging or immediate business need?
  • Does the redesigned role include drivers for candidate attraction?

 


MCR has a 95 per cent success rate with 81 per cent of placements still in their position two years later. If you are looking to partner with MCR, reach out to a  team member or call the office (02) 4967 5236.

 

Related:  How to reduce hiring bias when virtually recruiting, How to secure sought after candidates, Redesigning a job role.