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For employers looking to lure talent, what you offer might not matter as much as where you offer it from.
Hanover Research on behalf of Ceridian, a global human-capital management technology company, released “The Optimal Recruiting Experience” survey, which targeted more than 1,500 recent hires and employed individuals who have turned down a job within the past year.
The survey found job candidates cite salary as the most common reason (40%) for pursuing a new opportunity and the feeling is shared across all generations of workers.
While salary remains pivotal, a complete compensation package that supports a good quality of life is increasingly important to candidates, especially if they see more value in the long term. Notably, when respondents were asked to select the factors important when considering a job offer, 68% were influenced by job location. This was closely followed by 66% pushing for work-life effectiveness and salary and 57% were attracted to the company offering growth opportunities. (Respondents could select multiple answers.)
“The truth is, every individual is at a different stage of their life and career. For some, work-life takes precedent, and for others, home life is the priority,” said Lisa Sterling, chief people and culture officer at Ceridian. “Our data shows organizations that want to attract world-class talent have an opportunity to better understand today’s worker preferences and tailor the recruiting and workplace experience to meet a wider range of employee needs.”
Just as people consult with friends and family for big, life-changing decisions, for all age groups, word-of-mouth trumps any online resource when candidates evaluate companies. The data also reveals that while 38% of job candidates turn to friends, family and colleagues to research potential new jobs, 68% consider the same sources very important when determining a good fit with a prospective employer.
The survey showed candidates also search online for information about their prospective employer. Not surprisingly, salary (69%), job location (45%) and information on benefits (36%) rank high, correlating with the top reasons candidates seek new employment or accept offers. Millennial workers (ages 18-34) are particularly keen (36%) — more than any other group — on researching details around growth opportunities with an employer.
According to those interviewed, the actual length of time required for the recruiting process was “just about right” when compared to employee expectations. The majority of individuals (55%) expected a two-week recruitment process. Employers, for the most part, are delivering on that expectation, with 52% of those surveyed reporting that their actual recruiting experience was two weeks or less.
“While digital tools may have transformed the job market forever, organizations should strive to create a ‘human’ environment for candidates — from the first email or call, all the way through to selection or rejection,” Sterling said. “The golden formula is to treat people how they want to be treated, sustaining a candidate’s excitement and providing a positive experience with the company throughout the recruiting process.”