- Catalyst Search Inc.

Do you know what that potential recruit really wants? Have you thought about terms and compensation that go beyond dollars and cents?

One of the many things a great recruiter does is communicate with the candidate about what really matters to them. Granted people work to pay their bills, save for the future and have purchasing power, but they often have a whole host of things they value in a potential role that go beyond actual cash compensation received. I often ask in an interview, 'If asked to choose between money, time and career advancement, which would you say is the single most important to you?'. I can count on one hand the number of times someone has chosen the first option. I'm not saying that money doesn't matter, rather, what I am saying is that it probably matters less to some people than you think it does. Most candidates assume that there is an approximate salary range appropriate to their function, so they anticipate being somewhere in that range. Few will say no to being at the top of the range, but by the same token few demand it.

In general, the people I encounter who are the most unhappy are those who accepted their last job offer based solely on dollars. Those who made their career choices for more complicated reasons are generally more content with their roles. The things that matter to candidates are as diverse as they themselves are, but they can be broken down into a few basic categories.

Career

Job title can create an enhanced sense of appreciation. Whether someone is titled 'Accountant' or 'Senior Operations Accountant' has little bearing on the actual functions performed but it does several things for the Candidate. It demonstrates a value given to their function by the company, enhances their feeling of pride when dealing with external partners, providers and contacts, and is part of a sound overall career plan. In our industry, most candidates know that they will likely face an acquisition, potential downsizing or subsequent opportunity. As a result, candidates with an eye to long term career growth often place a value on their title whether they are willing to articulate it or not.

Opportunities for Growth or Mentoring have a significant impact on the desirability of your offer. Those can be as basic as cross training for back-up in another function or the ability to get involved in a special project. People generally don't like to feel like they are stagnant and see these potentials as ways to grow personally and professionally. By the same token, it is essential not to over promise and under-deliver. Candidates who feel they were oversold on a role and it's potential quickly become frustrated and unhappy. If you are going to promise growth, make sure you can deliver.

Life Balance

A flexible work schedule is one of the most frequently mentioned intangibles. For some candidates this means a reduced work week, but for many it's as simple as being able to structure their day in a way that facilitates meeting outside obligations. Several organizations I deal with have parameters like '8 hour work day, with core hours of 9 am to 3 pm.' What this says to a candidate is that if they like to be home before rush hour, they have the freedom to arrive early and leave early and vice versa. The ability to work from home is also greatly valued whether that's the ability to put in any overtime after the kids are in bed, or a more structured telecommuting arrangement.

Holidays, flex days and personal days. These all have a cost to the employer, but often the benefit of allowing an employee to refresh themselves, get all their personal errands and appointments done in one day, or stay home with a sick child create a better work environment and more productive staff that pays off in overall productivity and reduction of turnover.

Small things can add up to increase retention and better attract new employees. They all create a sense of being valued and appreciated by the employer and many candidates will base their decisions at least partly on these factors.