Work location narrowly outranks work-life balance and salary as the most important factor when considering a job offer, according to a new survey by Ceridian HCM Inc.
The survey, which polled nearly 1,700 workers in Canada and the United States who’d been offered a new job in the past year, found 68 per cent consider location the most important factor, followed by salary and work-life balance (at 66 per cent each) and growth opportunities (57 per cent).
“The truth is, every individual is at a different stage of their life and career. For some, work-life takes precedent and for others, home life is the priority,” said Lisa Sterling, chief people and culture officer at Ceridian, in a press release. “Our data shows organizations that want to attract world-class talent have an opportunity to better understand today’s worker preferences and tailor the recruiting and workplace experience to meet a wider range of employee needs.”
The survey also found prospective employees do online research about their would-be employer, searching by salary information (69 per cent), location (45 per cent) and information about benefits (36 per cent). At 36 per cent, millennials were the most likely age group to search for whether the prospective employer offered growth opportunities.
“In a job seeker’s market, candidates have room to be more selective,” said Sterling. “A strong employer brand shapes the perceptions people have of your organization and what it’s like to work there. To foster employee advocacy, businesses need to better communicate the ‘what’s in it for me’ to candidates — things like inclusiveness, professional development, wellness and workplace flexibility.”
In terms of how long the recruitment process takes, 55 per cent of survey respondents said they expect a two-week recruitment, while 52 per cent said their actual recruitment experience met this timeframe.
“While digital tools may have transformed the job market forever, organizations should strive to create a human environment for candidates — from the first email or call, all the way through to selection or rejection,” said Sterling. “The golden formula is to treat people how they want to be treated, sustaining a candidate’s excitement and providing a positive experience with the company throughout the recruiting process.”