Over the years I have read numerous surveys regarding the reasons that job seekers use when looking for a job, considering a career change or deciding on a job offer. When job seekers are asked why they are looking for a new job or a career change or when asked what was their reason for leaving (RFL) their last few positions, the reasons most often sited are a lack of one or more of the following; career path opportunities, location, job title and responsibility, training and money, with money (compensation) usually in the top five but never number one. When job seekers are asked why they would accept a certain offer it is for one or more of the above reasons, that the company making the offer is giving them something that their current job or career did not or could not.
Recently I read a survey conducted by CareerCast (see www.careercast.com) that ranked 200 jobs from best to worst using five factors, Environment, Income, Outlook, Stress and Physical Demands. The raw data for each factor used for the ranking was then adjusted to account for work hours, potential income, physical and emotional work environments and projected employment outlook. The methodology for the rankings can be found at the following URL, http://www.careercast.com/jobs-rated/2011-jobs-rated-methodology.
With all of this in mind, I feel that both the reasons that job seekers use to look for and accept jobs and the five factors from the CareerCast survey can be extremely useful to both Job Seekers and recruiters, and here is how.
For job seekers, the CareerCast survey criteria, environment, income, outlook, stress and physical demands apply to every job. As you begin your job search compare the various positions that are listed on job boards, targeted company career sites and even positions that are referrals from your network to the ranking of that job. A job may pay well but the outlook for that job may be less than desired; the job posting may not indicate how stressful or physically demanding the position could be. Knowing this type of general information regarding a specific job will allow you to decide whether to consider the job or not. If you apply and get the interview, you will be prepared to ask questions about any of the five criteria from the survey.
Then you can look at the reasons you would consider taking that job; career path opportunities, location, job title and responsibility, training and compensation and benefits and make a much more informed career decision.
For recruiters, the survey data from CareerCast can provide you with a much clearer picture of the position you are working and give you much better information for sourcing and screening the best candidates. Your job order should contain information regarding long term career outlook, physical and emotional environment, job stress, physical demands and salary range compared to income from the survey.
This then allows you to satisfy the concerns from your candidates regarding career opportunities, location, job title, training and compensation.
As the saying goes, the more information you have the better job you can get.
So, is it all about the Benjamins? No, unless you are trying to keep up with the Joneses, and since I am from Texas you know which Jones I am talking about.