Posted by Paladin on July 11, 2018
At-work massages. On-site farmer’s markets. In-house coffee shops and baristas. These days, company perks can get pretty elaborate. It’s easy to imagine job search candidates base their employment decisions on fun features like those. But the truth is they likely have plenty of other more meaningful factors on their minds. Knowing exactly what things employees want is a pressing perennial problem all employers face.
Research conducted by management consulting company Gallup shows that high-quality job candidates and low-quality candidates are not attracted to the same things. For example, companies recognized for having a great workplace attracts top talent. However, lesser talent is more interested in a convenience like company location, and novelty.
What other criteria are top of mind for the employees you hope to acquire? Let’s take a look.
1. Satisfying and Challenging Work
According to Gallup, jobs that offer “intellectual or creative challenges” draw high-quality candidates. Such candidates enjoy work that allows them to “make a difference” to society and their community.
Communicating your company’s goals and objectives and encouraging team members to provide solutions will present the problem-solving opportunities your employees are looking for. During the recruitment process, Gallup recommends listening to candidates explain what they value most about a job so you can be sure to deliver.
2. Corporate Culture
There are some major businesses advantages to having a strong corporate culture, from increased productivity to reduced turnover and better employee morale — and job seekers favor organizations that express a vision, mission, and values they can get behind.
Top-notch employees strive to align themselves with a company they can respect and that aligns with their own personal brand and beliefs. Cultural fit is a big consideration when it comes to accepting a job offer. Make sure to convey your company’s personality to your candidates and point out what makes it unique.
This won’t come as a surprise, but salary plays a big part in employment decisions, along with employee motivation, satisfaction, and retention.
Salary figures and trends can vary from year to year, so make sure you’re up to speed by reviewing our 2018 Creative and Marketing Salary Guide. It’s your go-to source for job descriptions and industry insights sourced from leading staffing and recruitment professionals.
If you want your employees to be healthy, productive, and focused on their work, you’ve got to give them benefits. These can range from medical, dental, and vision insurance to employer-sponsored 401(k) plans, paid sick leave, paid parental leave, and student loan debt reimbursement.
While a game room or in-house chef might be nice, benefits like these are vital, so consider your current offerings and what you could add to improve your workers’ quality of life. Trust us: They’ll notice.
5. Opportunities for Advancement
Few employees would be eager to accept a position that doesn’t offer some potential for growth. As noted in the Harvard Business Review by the head of People at Facebook, “having a job that provides autonomy, allows you to use your strengths, and promotes your learning and development” is “at the heart of intrinsic motivation.”
During the interview process, explain to your candidates how they might be able to advance at your company and how long it typically takes to receive a promotion. Emphasizing possible advancement opportunities is important, but so is setting a candidate’s expectations so they aren’t disappointed down the line.
6. Flexible Hours
For creative professionals, the ability to set flexible hours is an increasingly important perk. Creativity doesn’t only occur between the hours of 9 and 5; studies have shown that night owls tend to be more creative thinkers, which suggests they might be better off working later in the day rather than forcing an early-morning brainstorm.
As Fast Company reports, sleep habits and energy levels can vary from employee to employee. To capitalize on this while also pleasing their staff, companies should make sure workers are performing the right duties at the right times of day.
7. Personal Time
Organizations have long been granting their employees personal days. Yet many are slow to adopt the concept of encouraging workers to pursue personal projects. Creatives are bound to have interests that extend beyond their jobs, and the ability to strike a balance between their work and other passions is certain to be appealing.
Providing employees with paid time off to nurture side projects keeps their creative juices flowing. It also keeps them happy and loyal to your business. “Why not let people take that MA in creative writing, sign up to that comedy course, write that film,” asks Katie Carruthers, a Creative Director at global marketing agency Digitas. “Here’s to a new era of encouraging creative people to be more creative.”
Download our 2018 Creative and Marketing Salary Guide and let us help you plan your recruitment strategy today.