A recent article on the unemployment rate remaining steady and its effects on our currency and interest rate levels (read it here) states that there is an increased proportion of people looking for work. It suggests that with Australia’s growing population, new jobs need to be created to keep up with our expanding workforce.

This got me thinking – what effect does an expanded workforce have on the war for talent? What do companies need to do to attract – and then keep - the best talent when their competitors are hiring and more people looking to be hired?

In a time of tightened recruitment budgets, a company needs to communicate value to prospective employees to pique their interest enough to apply. No longer is it enough to post an ad on a job board and wait for an influx of applications (you may still get the influx, but there is likely a high proportion that will be unsuitable for the role you’re trying to fill).

Should putting some thought into the kind of person you want to attract to your company and what their circumstances and aspirations are come in to play as much as their previous experience, skills and qualifications?

The Influencers of Employment Choice Global Research Study surveyed more than 400 employees worldwide on what influences their employment choice.

Not surprisingly, the factors vary according to gender. As an example, females surveyed were six times more likely to be influenced by flexible working patterns. They are also attracted to companies who communicate a friendly working environment.

Male respondents cited attraction to the opportunity to work with thought leaders and an innovative culture.

The study also provides interesting insights into motivations across age, region, organisation type and more. Read more information on the study here.

Most of the job ads I see are still written in the mould of the past – this is the job, this is what you will have to do and this is what you need to have done/studied to be considered.

Rarely is there mention of the benefits of the role or of the organisation, yet clearly there are factors unrelated to job duties that will entice talented individuals to work hard in helping your company to grow.

What are you doing differently to attract outstanding performers to your business?

‘til next time,

Claire.