The latest studies by Randstad (1) and Hays (2) look at the sources of attractiveness of companies and motivation of employees. In the recruitment process, is salary still the primary criterion?
Verdict = remuneration is neck and neck with the atmosphere at work... But it's social commitment that is the big winner!
In a complex health context, companies in the regions have a real card to play. Parisian talent must be brought to the metropolises. More generally, we can talk about attracting urban people to medium-sized cities. In this process, is the question of salary really a barrier for candidates?
The annual Randstad survey (1) shows the changes taking place in the world of work. "Salary and benefits" classically remains at the top (62%) of the ranking. But it is important to note that this criterion has been declining almost constantly since 2014. The atmosphere at work (56%) and work-life balance (47%) have returned to their 2010 levels.
In a context of stabilisation of unemployment (before the health crisis), the criterion of "job security" comes in fourth place. It will surely experience a significant rebound in the next survey. "Well-being is becoming an increasingly important concern for the French," concludes Randstad.
Today, remuneration is no longer enough to motivate teams. Many factors must be taken into account: the working environment and atmosphere, the integration of newcomers, etc. But also the possibility of reconciling private and professional life, etc.
The latest study conducted by Hays gives us some keys. 71% of executives say that they would accept a position with a lower salary if this new job combined the 3 motivational factors. So apart from salary, the 3 criteria that motivate executives are: the interest of the missions, the development of their skills and the quality of their work.So apart from salary, the three criteria that motivate P&MS are: the interest of the tasks, the development of skills and the atmosphere at work.
Indeed, the survey reveals that 51% of managers name the interest of the tasks as the first motivating factor. This is followed by career development (20%), the need to be active (16%), recognition (10%) and necessity (3%).
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