With salary and compensation lower on the list of priorities for candidates in the community services and development industry, employers will need to consider a range of other factors to attract the best talent. Workplace culture and environment are among the major drivers, however job security and work-life balance stand out as key factors for candidates when looking for their next role.
Employers who can demonstrate support for work-life balance look set to attract more candidates in community services and development. It is the number one driver of attraction, with 14.3% ranking it as number one. Flexible working hours and the opportunity to work part time are considered highly desirable.
Job security moved from fifth place in 2012 and is now the second most important factor (11.3%) for industry candidates when looking for a new role. Related factors, such as low staff turnover and high retention are also considered attractive.
While job security is clearly a key driver, its movement up the ranks may also be due to other factors becoming less significant, such as career development and workplace location.
Salary and compensation slipped from second place five years ago to third place in 2017 with 10.9% of respondents ranking it as the most important factor in their employment decisions. While this is significantly lower than for other industries, it is still among the top three drivers of attraction. In addition to base salary, candidates are motivated by factors such as compensation for overtime, a company car allowance and opportunities for salary sacrificing.
Workplaces that support diversity are also attractive to candidates in community services and development with one in two respondents listing it as a ‘must have’. Candidates are also interested in companies that provide volunteering opportunities, with 47% of respondents listing it as a ‘must have’ or a prospect that would delight them.
Candidates in community services and development are significantly less driven by salary and compensation when it comes to their employment choices. As a result, companies must look at other enticements such as flexibility, culture and job security.
Candidates in community services and development are significantly more likely to be living regionally (35%) than the total number of respondents in other industries. They are also more likely to be highly qualified, with nine in ten having a tertiary education, and to have been born in Australia (73%).
About this research: The data points referred to on this page are drawn from the SEEK Laws of Attraction survey. For more information about the SEEK Laws of Attraction survey and the terms and conditions governing the use of this data, click here.