January 7, 2024
In the current market, people typically aren’t moving into something new unless they are offered the right position. However, I have often observed a disconnect between candidates’ motivations and the value proposition of the role, which means a lot of opportunities don’t appear attractive enough to compel candidates to actually move.
So, what can be done to bridge this gap and ensure the right Sales and Marketing talent connect with the right employers?
What is Motivating Candidates Right Now?
The motivations for a candidate to move to a new role are very personal and varied, however, I often see the same categories popping up across the industry, which include:
- Value alignment – When a candidate cannot see how a role aligns with their values, they won’t move for that role.
- An impactful move – Candidates want to feel as if they are making an impact in a business that has a purpose and a clearer vision.
- Seeking trust – This is something that manifests itself in connectivity with their manager, salary/remuneration package and work flexibility. Candidates want to feel valued and trusted in their roles.
- Progression – Candidates aren’t moving for positions that have a ceiling. They want a future in their work and clear opportunities for advancement.
Understanding these driving factors is essential for both employers to be able to attract talent, and for candidates to find roles that align with their goals.
What is Causing the Disconnect?
The current market reflects the lowest unemployment rate we have seen in a while (well… 48 years) but there is still a lot of hiring activity going on at the same time. It’s now a candidate-led market and candidates are inundated with choices for roles receiving a huge number of calls, texts and emails in any given week regarding multiple opportunities.
Many of the candidates out there are open to having a conversation, but we are seeing that it’s usually curiosity that’s driving them – people are settled in their roles but want to understand what could be waiting for them should they choose to move on. For others, however, they’re having these conversations because they are underwhelmed with their current role or company, and they are seeking something more.
To move beyond those exploratory discussions, candidates need to feel that their needs, goals and interests align with what a company has on offer. And it’s a two-way street! Candidates need to identify what really matters to them, and employers need to know how to create and present their roles to the market in a way that connects with their ideal hire.
The disconnect comes in when hiring managers and employers forget this step, and the work they are doing to attract talent ends up being futile. Employers miss out on great people and candidates don’t get the chance to appreciate the full advantages of an opportunity.
What Does This Mean for You?
For Candidates
Before starting a job search, here are two things that you need to know: whether you want to move to a new role, and what your motivations are for doing so.
Some candidates who consider a move to a new position do so because they are too nervous to flag issues with their current employer, however, sometimes a simple conversation could alleviate the need to search for a new role. I would also say that it’s never smart to be tempted by a huge salary jump, especially if it’s the only bargaining chip that a company is offering.
At the same time, if candidates receive a counteroffer from their employer with an offer of more money and a promise – but the company hasn’t addressed any of their concerns – then this is another red flag to be mindful of.
It’s important to be confident in your reasons for moving, as well as what your non-negotiables are for a new role.
For Employers
No employer or company is perfect, but you do need to know why someone should want to work for you above anywhere else. Does your company have a clearly defined EVP? And if so, how effectively do the hiring managers (or the recruiters supporting them) articulate this?
Employers need to be clear about what they can offer and how their offer aligns with what a potential candidate is looking for. What career prospects can you offer to a candidate? What benefits could you lay on the table? If bonuses and commission are a part of that package, clarity on what is needed to achieve this is important.
Remember, candidates want to see transparency and authenticity from potential employers. Maybe you don’t have a defined strategy in place or your Employee Value Proposition (EVP) is still a work in progress. I believe that’s fine – as long as you’re upfront with the candidates about it.
Additionally, if employers are choosing to use the services of a recruiter, they should take the time to make their intentions, EVP and needs as clear as possible. Recruiters need to know the challenges they are trying to solve, how the role became available and the key skills that the employer wants from the candidate. Nothing beats a detailed brief!
Get in Touch
Whether you’re looking to grow your team or seeking the next step in your career, finding your perfect fit can be a challenge. To find a new role that’s going to help you reach your goals or for specialist Sales and Marketing recruitment support in Sydney, feel free to get in touch with me today.
