When it comes to attracting candidates in the education and training industry, employers may need to consider extra benefits on top of base salary. Money certainly matters, however candidates are also interested in additional compensation, such as overtime payments, time-in-lieu or options for equity in the business.
While salary and compensation is the top driver of attraction for these candidates (14.7%), companies who can help education and training industry employees achieve work-life balance look set to entice the best talent. Respondents rank work-life balance as the second most motivating factor (14.0%) when choosing their next role.
Job security is the third most important factor (11.8%) for candidates in education and training. While permanent and long-term contract roles may represent security, candidates are also interested in an employer’s track record including employee turn-over and retention. Interstate employment prospects also present an opportunity to delight one in four candidates in education and training.
“Early childhood employers need to communicate in their employee value proposition the work-life balance opportunities their rosters offer, along with their offering of non-child facing time for planning, career development opportunities, staff management practices and desirable working environments.”
– Alex Jones, Hays Regional Director
Company ownership is another key driver with one in 10 candidates looking to work for an Australian-owned company. This is twice as many as the total number of respondents to list an Australian-owner company as a ‘must have’ and suggests the importance of a country’s reputation in the education and training market.
While salary and compensation is the number one driver of attraction for candidates in the education and training industry, employers would be wise to consider other important factors, such as work-life balance and job security, in order to entice top talent.
While career development opportunities is a relatively low priority as the number six driver of attraction, many elements associated with it are considered as 'must haves' or would delight candidates. These include on-the-job skills development and in-house and external training and mentoring programs. External training programs are important to eight in ten candidates, suggesting that career development opportunities could play an important role in retention.
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.