{"id":2611,"date":"2024-01-07T00:00:00","date_gmt":"2024-01-07T00:00:00","guid":{"rendered":"https:\/\/talent-web.applyflow.site\/aligning-candidate-motivations-with-employee-value-propositions\/"},"modified":"2025-01-03T06:42:21","modified_gmt":"2025-01-03T06:42:21","slug":"aligning-candidate-motivations-with-employee-value-propositions","status":"publish","type":"post","link":"https:\/\/www.talentweb.com.au\/aligning-candidate-motivations-with-employee-value-propositions\/","title":{"rendered":"Aligning Candidate Motivations with Employee Value Propositions"},"content":{"rendered":"<article>\u200bA global talent shortage has been a major component of our \u201cnew normal\u201d over the past couple of years, with low unemployment rates and a large number of roles in the market making it difficult for employers to secure the Sales and Marketing talent they need. Despite the talk of \u2018Great Resignation\u2019, employees in this industry aren\u2019t always moving from their roles; though they are happy to discuss opportunities.In the current market, people typically aren\u2019t moving into something new unless they are offered the right position. However, I have often observed a disconnect between candidates\u2019 motivations and the value proposition of the role, which means a lot of opportunities don\u2019t appear attractive enough to compel candidates to actually move.<\/p>\n<p>So, what can be done to bridge this gap and ensure the right Sales and Marketing talent connect with the right employers?<\/p>\n<p>&nbsp;<\/p>\n<h2>What is Motivating Candidates Right Now?<\/h2>\n<p>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:<\/p>\n<ul>\n<li>Value alignment \u2013 When a candidate cannot see how a role aligns with their values, they won\u2019t move for that role.<\/li>\n<li>An impactful move \u2013 Candidates want to feel as if they are making an impact in a business that has a purpose and a clearer vision.<\/li>\n<li>Seeking trust \u2013 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.<\/li>\n<li>Progression \u2013 Candidates aren\u2019t moving for positions that have a ceiling. They want a future in their work and clear opportunities for advancement.<\/li>\n<\/ul>\n<p>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.<\/p>\n<p>&nbsp;<\/p>\n<h2>What is Causing the Disconnect?<\/h2>\n<p>The current market reflects the lowest unemployment rate we have seen in a while (well\u2026 48 years) but there is still a lot of hiring activity going on at the same time. It\u2019s 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.<\/p>\n<p>Many of the candidates out there are open to having a conversation, but we are seeing that it\u2019s usually curiosity that\u2019s driving them \u2013 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\u2019re having these conversations because they are underwhelmed with their current role or company, and they are seeking something more.<\/p>\n<p>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\u2019s 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.<\/p>\n<p>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\u2019t get the chance to appreciate the full advantages of an opportunity.<\/p>\n<p>&nbsp;<\/p>\n<h2>What Does This Mean for You?<\/h2>\n<h3><b>For Candidates<br \/>\n<\/b><\/h3>\n<p>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.<\/p>\n<p>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\u2019s never smart to be tempted by a huge salary jump, especially if it\u2019s the only bargaining chip that a company is offering.<\/p>\n<p>At the same time, if candidates receive a counteroffer from their employer with an offer of more money and a promise \u2013 but the company hasn\u2019t addressed any of their concerns \u2013 then this is another red flag to be mindful of.<\/p>\n<p>It\u2019s important to be confident in your reasons for moving, as well as what your non-negotiables are for a new role.<\/p>\n<h3><b>For Employers<br \/>\n<\/b><\/h3>\n<p>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?<\/p>\n<p>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.<\/p>\n<p>Remember, candidates want to see transparency and authenticity from potential employers. Maybe you don\u2019t have a defined strategy in place or your Employee Value Proposition (EVP) is still a work in progress. I believe that\u2019s fine \u2013 as long as you\u2019re upfront with the candidates about it.<\/p>\n<p>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!<\/p>\n<p>&nbsp;<\/p>\n<h2>Get in Touch<\/h2>\n<p>Whether you\u2019re 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\u2019s going to help you reach your goals or for specialist Sales and Marketing recruitment support in Sydney, feel free to <a href=\"https:\/\/www.talentweb.com.au\/consultants\/michelle-rubinstein\" target=\"_blank\" rel=\"noopener\">get in touch<\/a> with me today.<\/p>\n<p>\u200b<\/p>\n<p><!-- = @blog.main_content.html_safe --><\/p>\n<\/article>\n","protected":false},"excerpt":{"rendered":"<p>\u200bA global talent shortage has been a major component of our \u201cnew normal\u201d over the past couple of years, with low unemployment rates and a large number of roles in the market making it difficult for employers to secure the Sales and Marketing talent they need. Despite the talk of \u2018Great Resignation\u2019, employees in this&hellip;<\/p>\n","protected":false},"author":4,"featured_media":2182,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_seopress_robots_primary_cat":"none","footnotes":""},"categories":[24],"tags":[],"class_list":["post-2611","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorised"],"_links":{"self":[{"href":"https:\/\/www.talentweb.com.au\/af-api\/wp\/v2\/posts\/2611","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.talentweb.com.au\/af-api\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.talentweb.com.au\/af-api\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.talentweb.com.au\/af-api\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"https:\/\/www.talentweb.com.au\/af-api\/wp\/v2\/comments?post=2611"}],"version-history":[{"count":3,"href":"https:\/\/www.talentweb.com.au\/af-api\/wp\/v2\/posts\/2611\/revisions"}],"predecessor-version":[{"id":3412,"href":"https:\/\/www.talentweb.com.au\/af-api\/wp\/v2\/posts\/2611\/revisions\/3412"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.talentweb.com.au\/af-api\/wp\/v2\/media\/2182"}],"wp:attachment":[{"href":"https:\/\/www.talentweb.com.au\/af-api\/wp\/v2\/media?parent=2611"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.talentweb.com.au\/af-api\/wp\/v2\/categories?post=2611"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.talentweb.com.au\/af-api\/wp\/v2\/tags?post=2611"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}