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72% of Australians say flexible working options would outweigh financial benefits when considering a new job, according to Talentpath

72% of Aussies say flexible options would appeal to them more than financial benefits when considering their next job, while 51% said the industry reputation of a company would impact their decision to take a job, according to the 2019 Talent Guide.

The results follow a national survey conducted across multiple occupations streams and seniority levels by Australian recruitment agency Talentpath as part of their annual guide, which looks beyond the typical salary guides and looks at: what do Australian workers really want from future employers?

The guide, launched on 17th October 2019, is the first in Australia to truly delve into what drives jobseekers and top talent when considering their next steps. To provide real insights the guide includes the results of the national survey and features profiles of real people – across all sectors – with real stories revealing what appeals to them, what motivates them and what they look for in future employers. 

Accompanying the real life profiles, the Talent Guide also includes interactive salary guides for each sector, listing average bands and the desired benefits of modern job roles, such as flexible working options, career growth opportunities, leadership and development, health and wellbeing perks, professional development, corporate social responsibility and professional bonuses.

The team at Talentpath, led by directors, Jody Fazldeen and Dionne Sharp, created the annual guide to assist both jobseekers and employers in having stronger and more meaningful conversations as the war for top talent heats up across all sectors.

“There are two important themes recruiters need to be aware of,” Fazldeen said. “Employees want to know their work is not going to take over their lives, that when their family needs them, they can be there without fear of judgement. They want to be able to take time off to recharge or to pursue education and vocational opportunities.

“Just as importantly, they also want to know they matter, are valued and trusted, they want their work to matter as much as their own time; they want to feel part of something bigger than themselves. A workplace which ignores work-life balance is not going to be able to keep its top performers who will be enticed away by employers who openly converse about the needs of their employees.  

 “While there are commonalities among top performers across the board, there are also some interesting insights into what talent in different sectors are motivated by.

“Interestingly, 75 per cent of human resources and recruitment talent said good company culture would outweigh financial remuneration when looking for their next career opportunity.”

Within sales and marketing, only 38% believe additional financial benefits such as a performance bonus would attract them to a new role while 54% of marketing coordinators belief a positive company culture would outweigh financial benefits.

Among C-suite talent in finance and accounting, 67% were influenced to accept a role because of the company’s leadership team, and 66% of business services professionals would be attracted to a role because of the company’s values.

Sharp said while candidates like the quirky benefits being offered by companies these days including taking pets to work, baristas, annual paid family holidays and even initiatives such as “no meeting Wednesdays”, ultimately they need to know they are valued.

“Candidates no longer just want big money and rapid career progression,” Sharp commented. “They want to know they are valued and trusted and this is where concepts such as flexible working locations and hours make a tangible difference to the wellbeing of the workforce.”

Sharp said it was also critical for companies wanting to attract and retain the best talent to understand what the modern world of employee expectations looks like so employers  can have any chance of securing them.

“The 2019 Talentpath Talent Guide offers insights into what people want and this helps us have stronger conversations with our clients and candidates,” Sharp added. “It’s no longer as simple as offering the highest wage and as business advisors and consultants; it’s our job to help jobseekers and employers navigate the modern world of employment and the 2019 Talent Guide sparks the conversation to do just this.”

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