Attracting Candidates with Job Satisfaction

Link: AdlerConcepts.com: Articles & Resources - Job Satisfaction as a Recruiting Tool.

When you're deciding which job to take, what factors do you consider? Sure, money is important, but at the end of the day money won't keep you at a job where you don't feel satisfied, or feel that you haven't made any accomplishments or progress. It wouldn't keep you there if management gives you no direction or support. That's why job satisfaction is such a big factor to weigh in. In last week's AdlerConcepts newsletter, Kathy Barton explored what the common denominator is for all management approaches to motivating employees: setting clear goals.  When people have clear goals to work towards, they can gage their progress and truly feel satisfied when they accomplish a task or can sense progress towards it.

How can you use this in recruiting? Adler talks about the 30% solution when hiring - which is offering a candidate a job that is 30% better than their current job - in terms of challenge, growth and compensation. Here's how job satisfaction is factored in:

The concept of greater job satisfaction can easily be added to the 30% solution. Just using a performance profile is a positive differentiator. Since a performance profile focuses on what a candidate would DO in the job, rather than the attributes the candidate HAS, you can talk about how your company has a commitment to providing its employees with clear goals. Discuss with them the specific things that the candidate would need to do to be successful in the job. Then tie these goals to company strategy and how it benefits the company's clients and you've just "branded" the job, giving it even greater value. . . The 30% solution also helps you tap into a candidate's desire for greater challenge and satisfaction from the job. 

The big draw is to show how the company will help and support the candidate accomplish what they have to stretch for in this new role. Add a competitive salary, benefits and other fun perks and you have a great job offer a wise candidate couldn't turn down.

~~~~~~~~~~~~~~~~~ ADS

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Comments

[Mark Derricutt]

Sometimes I wish employers would remember this as well. "Employee Retention with Job Satisfaction" is something that often seems to drop off the radar after that early honeymoon period.

[Steven Kempton]

I have to agree that employers seem to forget this or don't see it as a focus. The sad thing is that I think this is a simple Manager/Employee issue. Most Managers should be able to empower a motivated and driven employee even if the company itself is weak. The Manager has to want to do it though.

[Dr. Womack]

Seems to me that it'd be really important for the employee (or potential hire, if we're starting there...) to have an excellent sense of their own goals and objectives. The question: "Where do you see yourself in 5 years?" is a tough one to answer honestly in many situations. (I mean, if it's true how do you say, "Not here!"???)

Fully identifying the opportunities available, not only within the new organization, but in the area of employment can alter the decision making process. How, for example, does a long commute interfere with (see above) someone starting a family?

Being aware of, strengthening and empowering personal competencies is another area that would come into play in a discussion regarding a new job, employee retention and job satisfaction. Is this a career move? or a job move? or a "boss move?"

Sadly, when someone needs to be motivated is exactly when it's not motiving to be motivated... I'm sure there's a LOT more we could say on that topic!

[Steven Kempton]

Jason,

Great comment. No doubt about it. Know thyself, is the first rule. Know thyself VERY well is the second. If employers can get to know their candidates a lot better before hiring they can find the right motivators without necessarily just having to reach for their checkbook. At the same time candidates can drive their own success by teaching employers what they want and need.