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The Analysis Comment
Money still main job motivator
However, other factors are now important to modern-day professionals
Tracy Evans HR director, Pertemps Network Group,
A good salary is still the most important consideration for the majority of people when looking for a job, our new survey has revealed. Just under half of respondents (43%) said
it was the main motivator when seeking their next role. However, a company’s culture and values
are now the second most important factor, with 35% citing this as their primary concern, giving organisations a clear steer on how to build their recruitment strategies.
No shock It is perhaps no shock that salary remains the biggest motivator for most people. However, what is more surprising is how close behind culture and values are. We
themselves
all know that people like to align with brands that
they feel an
affi nity with or share the same ethos, but the fact that so many people are valuing this so highly does speak volumes about candidates out there. It gives employers an important steer in the current employment market, where we have a vacancy vacuum and candidates who have more choices than ever before. It is not just about the package, it is about
how the company is run, how it presents itself and how socially conscious it is.
A company’s culture and values are now the second most important factor, with 35% citing this as their primary
If you want to attract and retain the best
talent, you have to be the best business you can be.
Lockdown It was widely reported during lockdown that employee benefi ts had climbed the ranks in terms of importance to people looking
new role. The results from our poll though, show
benefi ts were a key job motivator for just 6% of people. Career progression was the most important consideration for 17%. For a while, during the pandemic, there was
much more of a focus on benefi ts and how that amplifi ed the fi nancial package of a role. That does seem to have receded now though. In the new working environment, companies must work with recruitment specialists on long-term recruitment retention
and strategies rather than seeking
knee-jerk staffi ng solutions when there are vacancies. Only by off ering the right roles at the right
organisations a clear steer on how to build their recruitment strategies
concern, giving
remuneration from an organisation that has a clear sense of identity, social purpose and culture of inclusivity and support will you be able to attract the best people who are the right cultural fi t. CCR
for a
50
www.CCRMagazine.com
May 2022
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