Let’s face it. Very few of us are self-aware enough to deeply assess, much less effectively articulate what naturally attracts us to one thing over another. Be it a car. A furniture style. A house style.someone to date. Or a job.
Yet, the way we are wired, combined with our life experience, sets us up to be moved deeply, often subconsciously, but visual and audio stimulation— imagery, music, video and spoken and written messages, without always consciously knowing why.
Little wonder candidates find so few job postings instantly attractive or irresistibly motivational.
The reason for this is simple. Most traditional job postings focus too much on skillset, educational and experiential requirements the organization is looking for, written from the organizational perspective. With little to nothing the candidate can relate to that brings all the possibilities and potential of the role to life.
Top candidates don’t just look for competitive compensation, they expect it. Because money, even great money, goes only so far— it gets spent, and suddenly, the intangibles, or the lack of them, become all important. So top candidates also expect, no, demand more. They want to feel valued for the personal strength they value deeply within themselves— their Inner Hero. They want to feel they will fit seamlessly into the work dynamic of the team they’ll be joining. They want to feel the workplace vibe at the organization location where they’ll be working will free them to be most productive and successful. They want to feel that they are part of something greater than just a job.
It all comes down to a little thing called Maslow’s Hierarchy of Needs— having our basic needs for survival taken care of (i.e., a good, solid, competitive paycheck to pay for food, shelter, etc.), frees us up to focus on higher level needs that are important to us on a deeply emotional level. Things like being valued and making a difference in their role, a team work dynamic for which they’re a natural fit, a generally positive and inclusive work environment, a strong work-life balance, and opportunities for personal and professional growth through career mobility and skill development.
Maslow’s Hierarchy of Needs
Maslow’s hierarchy of needs pyramid, developed by psychologist Abraham Maslow, is a motivational theory breaking human behavioral motivation into five levels of needs that must be fulfilled in a specific order— the most basic (Level One) must be substantially fulfilled before a person feels comfortable moving on to next level needs (Level Two, then Three, then Four and finally, Five). From the base of the pyramid upward, these levels are Physiological, Safety, Love and Belonging, Esteem, and finally, Self-Actualization.
Emotional paycheck factors top candidates look for
- Impact and Value— candidates want to feel that their work is important, they make a difference, and they are valued by their organization.
- Work-Life Balance— the ability to maintain a healthy balance between their professional and personal lives is highly valued.
- Career Growth & Development— opportunities for personal growth, advancement within the company, and learning new skills are essential for top performers.
- Company Culture & Values— top candidates seek companies with a purpose-driven culture, strong values, and an inclusive environment that respects diversity.
- Flexible Work Arrangements— flexible work options, such as remote work or flexible schedules, continue to be a significant draw for candidates.
- Strong Leadership— transparent and self-aware leadership is highly sought after, as it contributes to trust and a positive work environment.
- Job Stability— candidates look for security and stability in their employment, which provides confidence in their future with the company.
Attracting more top candidates requires a simple strategic shift.
You simply have to speak their language. Your posts need to resonate with what’s important to them. Beyond just a paycheck. That’s why, when you PowerPost:
- Your job posts will emphasize mindset attributes like adaptability, curiosity, and resilience, using PowerPosts custom content to highlight the evolving nature of the role and the company’s value of growth and development
- You can integrate PowerPosts psychometric assessment questions into the interview process to evaluate a candidate’s mindset, motivations, and competencies
- You can utilize PowerPosts strategy and content as a basis for behavioral and situational interview questions that uncover a candidate’s approach to challenges and learning
Turns out you’re more powerful than you know.
Able to attract more of the right people…
With the most diverse mix of Ideal Fit candidates to choose from…
Based upon more direct hiring manager involvement…
In a position to get more from every team in the organization…
Start using that power now.
Start using that power now.Request a Demo
