By Chris Hillman, Recruiting Professional
SearchPath of Chicago, Inc.
searchpathofchicago.com
It’s imperative for any company to keep a pulse on the key motivators for candidates as they look to add talent and grow their team. These motivators encourage talent to transfer to new opportunities that arise – especially to those passive job seekers. The top 4 motivators are:
- Opportunity for Advancement
- Better Quality of Life
- Money
Everyone wants to be recognized for their work and feel as though they are valued and making an impact in their company. Some of the ways this can transcend into opportunities is to add responsibility, clearly map outopportunities for advancement or give people special projects to work on. Candidates that don’t currently feel ‘fulfilled’ in their currently position may seek outside opportunities. Some questions that give you insight into that being a motivator for a candidate are: What does the future of this position look like? What opportunities might somebody in this role have to help other departments.
Work life balance and the need to adjust for evolving families is also important for people. If people feel as though they are missing out on personal life milestones, they may seek to find a career move that allows them more flexibility. Allowing candidates to have flexible schedules, remote work and open PTO time are attractive to people whose motivator is a better quality of life. Some questions that give you insight into that being a motivator for a candidate are: What opportunities do I have to work from home? What is the schedule of this position?
Money, the motivator for all things. When someone is happy with their opportunities for advancement and satisfied with quality of life, money might be the biggest motivator if all of the others can be matched. For some people, money might also influence all of the other points too as it can improve quality of life and reduce the need for advancement opportunities. Some questions that give you insight into that being a motivator for a candidate are: What is the review process for the position? What is the bonus structure?
Ultimately – if you find a passive candidate that your organization would benefit from, listening to their questions carefully and transitioning those questions into your pitch will help make your position more appealing to them.
For additional information, please email Chris Hillman or call (815) 261-4403 x 100