90% of employees are “open to new opportunities,” according to a LinkedIn survey.
According to Gallup’s just-released Workplace report, that’s not quite true.
The single most important thing for employees considering a new job isn’t income, it’s “the ability to do what they do best” in a role when considering a new job at a new organization.
Gregory Lewis has highlighted the top three takeaways to inform talent acquisition professionals.
Self-fulfillment and meaningful work matters most to candidates considering a switch
Most employees—60%—say “the ability to do what they do best” is “very important” when considering a new job at a new organization.
Gallup explains that, “essentially, ‘do what I do best’ comes down to matching the right person with the right role and the right culture.” Employees do their best, the report argues, “in roles that enable them to integrate their talent (the natural capacity for excellence), skills (what they can do) and knowledge (what they know).”
Employees want to be in a position where they can reach their full potential and realize the height of their powers.
Surprisingly, this tops all the other criteria offered, including “greater work-life balance and better personal well-being” (which 53% considered very important), “greater stability and job security” (51%), and even “a significant increase in income” (41%).
Takeaway: Make it clear to candidates that you value their strengths, and that they’ll be in a position where they can exercise, develop, and master those skills.
Freedom and flexibility to work when and where they’d like is most important to millennials
The report confirms millennials’ reputation for job-jumping, and recruiters should know what particularly appeals to millennials: the freedom and flexibility to work when and where they’d like.
While 51% of employees would change jobs to have flextime, 63% of millennials would switch jobs for flextime, while only 47% of baby boomers and Gen Xers feel the same.
Millennials are 37% more likely to see flextime as a reason to jump ship.
Similarly, 50% millennials would join a new company for a “flexible working location where you can choose to work off-site part time,” yet only 33% of older cohorts share that sentiment.
Takeaway: Emphasize flexible hours and workplaces when recruiting millennials—and if you don’t currently offer it, talk to HR about how you can start.
Job-seekers look to your website, employees, and reputation more than job posts
As a recruiter, you’re always looking for the most effective way to reach potential candidates—whether that’s job postings, networking events, or referrals.
The question is: which resources do employees actually use to learn about job opportunities?
Gallup has the answer.
The most commonly used resource wasn’t job sites, as some might expect—it was a company’s website. This implies that employees already know where they want to go next: instead of casting a wide net and trawling for any opportunity that comes their way, more candidates are searching for specific jobs at companies they admire. It also means that you shouldn’t ignore your web presence: make sure it’s easy for interested candidates to find the info they need and apply online through your site.
Referrals are the most popular source after websites, so if you don’t already have an employee referral program, you might want to show your boss this stat and get them to incentivize successful referrals.
After websites and referrals, suggestions from friends and family is the most resource—and this is where your employer brand makes the difference.
if everyone knows your company treats people right, friends and family will encourage a candidate to take the job.
Takeaway: Don’t neglect your online presence, incentivize employees with a referral program, and elevate your employer brand.