Employment: What Talent is Really Looking for

Following the global pandemic we faced, economic recovery was on everyone's minds however several studies suggested otherwise, a phenomenon of collective resignation. As the labor shortage continued to be an issue, more and more individuals, who were keeping their jobs for security purposes, were leaving them as the health context changed. What were these workers looking for, and more importantly, how were they attracted and mobilized? We have conducted a survey with the candidates we follow and will reveal the results as you read on.

The great labour shortage

During the pandemic, many studies were conducted on the subject, an alarming 95% of respondents said they were thinking of quitting! Why? The reasons certainly varied from one person to another; however, exhaustion related to their position at the time, and the lack of internal evolution, should be noted. Half of Canadians were ready to resign if the flexibility they enjoyed (telework, flexible hours, etc.) was not maintained after the pandemic, according to a study by EY. In addition, there were early retirements and higher dropout rates. It was not surprising to see more and more companies launching recruitment campaigns, however, they still needed to consider key elements to attract candidates, methods that should remain in practice.

Understanding employee needs through the Maslow pyramid

You are probably familiar with the famous theory of hierarchy of needs developed by the American psychologist Abraham Maslow, but just in case, I have summarized it in one sentence: people are guided by 5 levels of needs and must, in principle, fulfill one before moving on to the next, hence the pyramid principle. These 5 needs are, in order of priority:

• Physiological: things that are vital to our survival (eating, drinking, sleeping, etc.)
• Security: safety and security (having a roof over our head, health and wellness etc.)
• Social: emotional relationships with people (love, friendship, belonging to a group, etc.)
• Esteem: recognition, consideration and appreciation of others and of oneself
• Self-actualization: self-realization, fulfilling one's full potential

Moreover, satisfying these needs motivates the individual. In fact, it is quite common in the work context. Each level illustrates the needs that an employee might experience, as shown in the image below.

In other words, depending on where the individual is on the pyramid, the competitive salary offered may not be enough to motivate them. Perhaps they are looking to be more valued or to reach their full potential through challenges that push them to excel. In these cases, the individual would be at a level 4 or 5 and most likely earns a sufficient income to meet their basic needs.

This parallel, however, remains purely hypothetical, since there are exceptions. Entrepreneurs who have just started up, for example: most of them are looking for fulfillment without necessarily having the capacity to pay themselves a regular salary, which generates a certain instability and does not completely satisfy the need for security.

What do workers want? We surveyed them!

While our talent acquisition consultants are already accustomed to getting to know the candidates they encounter in order to help them find an opportunity that will meet their expectations, we took this exercise a step further. Over the course of one month, each consultant asked candidates about their aspirations and criteria they had for a job. The data was then compiled and analyzed according to the job type, as presented in the infographic below.

These results reflect trends observed in the current market. In this respect, not all junior candidates are motivated by experience or salary alone. Similarly, some senior profiles are more interested in recognition than in advancement opportunities. However, let's highlight one major observation: regardless of the position level, talent is increasingly looking for flexibility and a better balance outside of work, which can vary for some (telework, unlimited vacation, choice of schedule, etc.). To discover what motivates your employees, you simply need to ask them!

Mobilizing talent: a not so complex art form

You hired new employees and now know their needs and motivations. Bravo! However, the work isn't over just yet, you still need to consider how to engage them to prevent an unexpected turnover. Is your employee motivated to develop their full potential? Offer them ongoing training or a mentoring program to help them achieve it. Does your employee have self-esteem issues? Involve them more in certain decision-making processes or ask for their opinion. Finally, if their main motivation is their salary, why not offer them a raise or bonus?

While there is no magic formula for attracting, mobilizing and retaining talent, one aspect remains essential: active listening. As needs fluctuate over time, listening does not only apply at the hiring stage, but throughout the employee’s career within your company. In the end, each party will come out a winner.