Generally speaking, candidates of different ages will have different priorities when it comes to their decision to accept or decline your employment offer.
More seasoned professionals may desire a stable company with a steady income, comprehensive benefits, a decent amount of PTO, and an attractive retirement savings plan.
Those of a younger generation may seek a more casual work environment, flexible schedule, free snacks, ping-pong tables, special awards, and really cool projects.
And neither set of priorities is any more important than the other, because it’s all about personal preferences and what items may attract the top performers to your organization.
No matter the age, however, I believe that nothing can replace the ‘love factor’. The ‘love factor’ cannot be deposited or consumed or spent or framed. The ‘love factor’ is intangible, nebulous, and immeasurable. However, the ‘love factor’ is powerful.
When you’re trying to attract a top performer to your team, chances are pretty good that you’re not the only organization attempting to do so. And if the candidate is really a key contributor, they’ll have several options from which to choose. So, how will you win that candidate over? Pay the highest salary? Offer the greatest benefits? Promise the brightest future? Let’s face it, you probably won’t be the top competitor in each of those categories.
So, what might tip the scales in your favor? The ‘love factor’! You need to express to the candidate, in no uncertain terms, that you recognize their talent and that you would love to have them join your team. Make sure they really feel the love. Essentially, you need to court that candidate. It’s not all about the compensation and benefits your organization has to offer...for money can’t buy me love.
But, make no mistake, the ‘love factor’ will be a critical element to your talent attraction success! Happy Valentine's Day.