If your employees are satisfied with their jobs, they're not likely to leave for another company, right? Not necessarily. In fact, you may have more to worry about than you thought: A recent survey by recruiting software provider Jobvite found that 45 percent of U.S. job seekers across all ages, education levels and industries are satisfied in their current positions but are open to new opportunities.
But what does "job satisfaction" really mean in today's labor market? It's more than just feeling fulfilled by one's work — it's a combination of factors, and companies must get them all right to keep their staff loyal, said Kimberley Kasper, Jobvite's chief marketing officer.
"With so much demand for so little skilled talent, job seekers have their pick of the litter when it comes to job opportunities and growth," Kasper told Business News Daily. "The competition is steep [for employers], and it's not enough for a job seeker to simply feel satisfied anymore."
According to the 2015 Job Seeker Nation survey, nearly 40 percent of job seekers see better work-life balance as a compelling enough reason to jump ship. They'll also take a new position based on location (42 percent), health benefits (36 percent) and growth opportunities (35 percent). But as employers might expect, compensation still matters most: 61 percent of survey respondents said they would leave a job for better pay. [Want to Keep Your Best Employees? Do These 5 Things]
Although company culture (21 percent) and leadership (15 percent) ranked lower on the list of factors influencing a job change, Kasper noted that getting them right can do a lot to encourage loyalty.
"A company's culture and internal structure play a key role in employee loyalty," she said. "People take their careers seriously, so your company should be amenable. Keeping employees challenged is the first step — boredom is a killer of job satisfaction. Throw in some role flexibility and the opportunity to learn new skills, to prove that you're serious about keeping employees around as long as possible."
Ultimately, the key to retaining employees in the modern world is appealing to what they want, Kasper said. The best way to discover what staff members are looking for is to ask for their feedback, and then deliver on it. For instance, if some employees indicate that they'd like some more guidance in their careers, start a mentorship program to show that you want them to grow at your company.
On the flip side, smart employers can leverage job seekers' priorities to sway currently employed candidates toward open opportunities at their company. Competitive salaries, benefits and other perks will certainly generate initial interest, but Kasper reminded employers to promote their growth opportunities and culture as well.
Above all, don't forget to stay up-to-date on the latest job search technologies to see the greatest results when recruiting.
"There's no point fishing where the fish aren't biting," Kasper said. "Today, job seekers are using social media and mobile devices to hunt for jobs almost constantly. They're already paying attention to LinkedIn or Twitter, so make sure you're connecting with them there. The best approach to recruiting new talent is to go where they are, and meet them halfway."