Pay Is Not The Driver In Job Search, Reveals New Survey

Contrary to popular belief, money or perks are not the main attraction for job-seekers, according to a new survey from leading workplace expert Croner, part of Wolters Kluwer UK.

In two recent surveys, bosses and employees were asked for their views on what potential job candidates look for in a company.

And the results have revealed a considerable gap between what employers think makes their companies attractive places to work and what motivates employees in their job search.

The top two attractions job candidates looked for in a company while job hunting are holiday entitlement (43%) and location of work (47%).

More than a third (39%) listed equally flexible working and bonuses as important drivers in their search for the perfect employer.

Next up, it was the quality of a companyís workplace culture and environment (38%), while just over a quarter (28%) listed staff development opportunities as a factor as part of their job search.

But, says Croner, the results will shatter the illusions of many bosses about what makes their companies attractive places to work, suggesting that many are out-of-step when it comes to formulating recruitment strategies aimed at attracting the most talented people.

More than 150 employers - almost two-thirds (65.1%) - thought that company reputation was the most attractive attribute for potential employees, followed by workplace culture/environment (54.5%) and staff development initiatives such as training and promotion (52%).

This was in direct contrast to employeesí views. Only 22% of those surveyed felt that reputation was important, placing it sixth on their wish list of things that gave a company the crucial ëwowí factor.

Gillian Dowling, employment technical consultant at Croner, believes many employers will be surprised at the surveysí results and will have to re-think long held entrenched views.

ìTodayís employees arenít solely motivated by money and are looking for other perks and conditions to help them balance their work and home life.

ìAlthough little can be done about location, home working can be a powerful benefit to employees, as can offering other flexible solutions such as later start times or job sharing.

ìEmployers may be missing out on top talent by failing to accommodate flexible working needs. Evidence suggests that offering such benefits can lead to commercial gains due to improved employee relations, staff morale and retention.

ìOver the coming months employers will have to rethink how they are going to attract the top people. Employers may have to be more inventive about the benefits they offer.

ìAnd, with increases to statutory holiday entitlement to come in from this October onwards, even the option of being able to offer extra holidays as an enticement will have less appeal to job candidates in a competitive market place.î

Here are some top tips from Croner for improving recruitment and securing the best candidates:

- Consider the needs of the business and how the position you are recruiting for fits into your mid to long term plans

- Prepare a well thought out job description which describes exactly your expectations of the position. It will make the selection process easier and also help your new employee understand what is expected of them

- Avoid the ëgolden haloí effect of external job applicants. Employers sometimes fail to look inside their organisations to promote from within. External candidates often seem more dynamic and attractive than existing employees this is because it is easier for external candidates to ësellí themselves whereas internal candidates have been viewed in all circumstances by management

- Keep a central database of job applicants and those who write in with their CV on a speculative basis. Advise all applicants that you are keeping the details of their applications or CVs on a central database for a limited period of time (e.g. six months) to consider for future vacancies

- Keep an open mind. Do not make assumptions about a candidate. Assumptions that a woman or a member of a particular racial group would not feel welcome in the community or would not be able to relate well to others of different groups are damaging, potentially discriminatory and will work against your diversity efforts. Also, do not make assumptions about a person's willingness to re-locate