A great paycheck is nice to have, but it’s not the be all and end all for workers – and in 2018, they’ll be asking for much more than just compensation.
’s new salary guides for 2018 reveal five key drivers that professionals want from a new role.
Unsurprisingly, their pay packet is a key factor in recruiting them – but Robert Half
encourages companies to also promote the benefits, incentives and perks they can offer.
The most common perks? Flexible work schedules, offered by 62 percent of employers, followed by regular social events (39 percent), telecommuting (34 percent), an on-site gym or gym access (25 percent), a compressed schedule (17 percent) and subsidized meals (13 percent).
More than half (54 percent) of companies offer a healthcare spending account, and 42 percent offer wellness programs. Other, slightly more unusual, benefits include legal services (16 percent), identity theft protection (11 percent) and pet insurance (seven percent).
And nearly two-thirds of companies offer some time of performance pay, with spot awards for individual or team achievements the most common (37 percent), with 18 percent offering retention bonuses.
But throwing money at these workers won’t win them over. Culture remains a crucial factor – and candidates are asking hiring managers about employee experience, referrals, retention rates and community spirit.
They also dig into their opportunities for advancement within an organization, and what type of career paths the employer might be able to provide.
More than ever, the cost of living and commute times are weighing on candidates, who will want to know what the impact of a new role might be on either aspect – including whether the company offers flexible work schedules, public transport subsidies and telecommuting options.
While salaries are still “pivotal” in helping get candidates over the line, candidates want to know they’ll have a good quality of life and plenty of opportunities, says Robert Half
’s president of international staffing operations, Greg Scileppi.
"Top professionals want to know that a company will take an active interest in their career goals, and invest in their development.
“Organizations that promote learning opportunities for their staff will not only attract skilled candidates, but also keep current teams engaged while encouraging an innovative work environment."
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