How to get the right people onto your team
LinkedIn, who recently passed 50 million members in Asia, recently collaborated with Lou Adler, author of performance-based hiring guides, to survey over 18,000 professionals in 26 countries and shed light on the workforce’s attitude toward job seeking, job satisfaction and career evaluation for its Talent Trends 2014 Report.
Only 27% of professionals say they’re ‘very satisfied’ with their jobs. Plus, more than half of active candidates say they’re satisfied in their current roles, so satisfaction doesn’t guarantee loyalty. At any rate, a mere 15% of respondents claim to have no interest in discussing new job opportunities, which means there are plenty of fish in the sea.
So what should you do to woo ‘the one’ into a meaningful relationship with your company? Consider the following rules of attraction:
• Strut your stuff—or rather, your company’s stuff. Polish up that talent brand. The first thing professionals consider when evaluating a prospective employer is whether or not it’s considered a great place to work.
• Show them the money. The top motivator for candidates to switch jobs is excellent compensation and benefits. That said, the importance of compensation varies depending on who you’re asking, where they live and even where they are in their lives. For example, financial rewards are highly important to millennials, but far less so for professionals over 40.
• Don’t miss the big picture. While compensation is important, there’s more to the story. Good work/life balance and challenging work round out the top three motivators to switch jobs. It’s also worth noting that certain motivators carry more weight in some countries than others. For example, your message about making an impact is more likely to resonate in the US, Denmark and Germany but candidates in India, China and Brazil are more interested in a strong career path.
Paul Arkwright
Publisher
