What Jobseekers Are Actually Seeking
Every employer wants to attract and retain the top talent for their industry.
But not every employer knows exactly what Canadian jobseekers most value in an employer.
Thankfully, we’ve put together this handy dandy breakdown of the top priorities for workers to help you boost your hiring and retention metrics!
Job satisfaction is a combination of many dynamic parameters, but the end result is simple: a happy worker stays, and an unhappy one leaves. If you’re concerned about your retention rates, as well as creating the best impression for potential new hires, then take the time to get to learn what employees hold dearest in the company they work for.
Not worried about losing employees? You should be. Nielsen, on behalf of HR software company Ceridian, conducted a research survey that concluded that 3 out of 4 employed individuals were already looking for new work, or wouldn’t hesitate to take a new opportunity under the right circumstances. 1,001 Canadians and 1,000 Americans were surveyed. 37% of whom were actively seeking out new employment, and 36% were open to the idea of a new job if recruiters approached them.
While millennial work ethic is a highly polarized topic, it is clear that the new generation of workers is uncompromising when it comes to finding rewarding work. Ceridian’s Chief People and Culture Officer, Lisa Sterling, had this to say:
“Millennials do have a desire to do work that is interesting to them … I think they’re more willing to walk away than the generations that came before them.”
Let’s explore the top aspects that factor into job satisfaction in today’s market.
Salary & Benefits
It should come as no surprise that since most people work to earn an income, the size of your income is a major factor in choosing a job.
Salary itself, though, is not always a deal breaker or deal maker for employees. In addition to wages, there are other benefits that can make a position even more attractive. For instance, benefits! While Canadians have access to free health care, there are other medical needs that require additional coverage, such as corrective lenses, certain medications, and accessibility devices. Benefit packages don’t need to simply fill in the gaps, though. Add-ons like gym memberships and massage therapy can further incentivize an individual.
Other salary considerations make an impact, as well, such as sales commissions, company stocks, or retirement plans. Travel budgets, company allowances and per diems are also ways to make your company financially fitter than the competition.
What salary and benefit perks does your business offer?
The old school approach of keeping your nose to the grindstone and prioritizing work over your personal life has been exhausted and is simply outmoded. Millennials are looking for employment that lets them strike the right balance between their needs and their employers’.
OfficeTeam surveyed 312 Canadian workers, and stacked the options that an employer could offer that they believe would create a positive work-life balance. In order of priority they are:
- Flexible Work Schedule
- Generous Vacation Time or Sabbaticals
- Telecommuting or Work From Home Options
- Health and Wellness Tools or Programs
- On-Site Services (daycare, food, dry cleaning, gym, etc.)
- Subsidized Transportation or Shuttle/Carpooling
- Paid Parental Leave
What other types of incentives do you offer to help with work-life balance?
Long Term Security
Beginning a new job is a big investment for an employee, the same way it is for an employer. Onboarding processes can be grueling, and the new schedule and structure can cause stress. The last thing a person wants is to take on additional anxiety because they don’t feel secure in their employment.
Job security is a spoken, or unspoken, assurance that an employee can retain gainful employment. Employment contracts can let a person rest assured that they won’t need to head back to the job market too soon. Companies that have high turnover, or revolving door policies, can make themselves unattractive to the type of dedicated employee that would help them reduce their turnover rates.
A new worker also tends to start in some sort of probationary or entry-level position, often with minimal pay. Long term job satisfaction means that a promotional track, or opportunities for growth in any capacity, are always available to the employee. Knowing that their employer has long term aspirations for them signals to a worker that they are valued and secure in their employment. It helps them separate jobs from careers, so to speak.
What do you do to offer job security in the long term?
Company Culture not only affects productivity, but also your hiring and retention potential. No one wants to spend their days myring in negativity and less-than-supportive environments.
A workplace that remains welcoming and friendly is key to inviting the top talent to work for you. Strive to develop a culture that is inclusive and flexible, so you don’t unintentionally bias your recruiting and miss out on some of the best performers.
Positivity, dedication to excellence, and other highly regarded team traits attract workers who value the same. Your work atmosphere should be encouraging and enthusiastic, and promote networking both within and without the company, to prevent the burnout that comes from disconnected employees who don’t feel engaged by their work environment.
What is the atmosphere/culture at your company like?
Workers put a lot of stock in their leadership. If they don’t believe the company is being steered the right direction, or trust that their interests are being looked out for, then they’ll abandon ship.
Effective management operates on common, humanity-wide principles. Entrepeneur.com sites the top 10 techniques of a great manager as:
1. Be consistent.
2. Focus on clarity, accuracy and thoroughness in communication.
3. Set the goal of working as a team.
4. Publicly reward and recognize hard work.
5. Be the example.
6. Never go with ‘one-size-fits-all.’
7. Remain as transparent as possible.
8. Encourage all opinions and ideas.
9. Help people enjoy work.
10. Listen and ask questions.
What else do you feel makes for effective leadership?
A lot happens when you onboard a new employee. It can feel overwhelming for them, especially if they are moving into a highly technical position.
Providing comprehensive training programs that ensure a new worker always has the skills they need to succeed is one way to ensure that your potential recruits don’t see signing on with you as too daunting a task.
Ongoing training and growth opportunities are also a great incentive for workers who want to make the most out of their careers.
What training or learning opportunities do your employees have?
They say find a job you love, and you’ll never have to work a day in your life. Never has that sentiment carried more weight than when it comes to enticing millennials to accept and keep a job.
Compelling work offers a sense of fulfillment and excitement for the modern worker. When they get to shake things up on a daily basis, learn continuously, and even get a rush of adrenaline here and there, they are much more committed to maintaining their employment.
In any marketing strategy, if people find you boring, they’ll simply ignore your offer. And what’s true for sales is true for recruiting, as well. Work that feels groundbreaking and really engages the worker is one of the BIGGEST motivators for jobseekers.
What are the most interesting aspects of your business for your employees?