Job security is joined by salary and compensation to take out equal first place (15.7%) when it comes to the key drivers of attraction for candidates in manufacturing, transport and logistics. However, the desire for job security appears to play a key role in a number of other drivers for candidates in this industry.
Job security may be a strong motivator due to the decline in manufacturing in Australia. The lower-skilled nature of the demographic (38% have completed year 12 or below versus 17% of the total sample group) may also result in a perception of fewer employment options and this may lead to a greater emphasis on job security.
The lower-paid nature of work in this industry may be why salary and compensation (such as a clothing allowance) is a strong motivator for candidates, 37% of whom earn $51,999 or less a year (compared to 33% of the total sample group). Candidates in this industry are also more likely to have children living at home (51% versus 41% of the total group) and this may also help explain why salary and job security are the greatest drivers.
"Showcasing your learning and development programs will certainly be looked upon favourably by top candidates in this sector. Companies that are able to present clear upward mobility and career paths to candidates, whether that be advancement up the ladder, or the prospect of working in another city or country, is often seen as highly attractive to candidates." - Matthew De Silva, Head of Sales & Strategic Accounts, Adecco
Work-life balance follows as another key driver of attraction (14.5%), however, candidates in this industry appear to be less ‘demanding’ as they are significantly less likely to say flexibility of hours, part time hours or the ability to take unpaid leave is a 'must have' or something that would ‘delight’ them.
Candidates in this industry are also more likely to be attracted to a workplace culture that exhibits traditional values, such as respect (86% versus 76% of the total group), a down-to-earn approach (57% versus 46%), structure (33% versus 22%) and recognition (35% versus 27%).
As candidates in the manufacturing, transport and logistics industry tend to be less engaged or demanding when it comes to the key drivers of attraction, it may be more challenging to form connections via your employee value proposition. However, low staff turnover/high retention levels will present an opportunity to delight candidates in this industry.
The male to female ratio in manufacturing, transport and logistics is identical to that of the information and communications technology sector. Both have a ratio of 4:1 males to females (81% males versus 19% females).
About this research: The data points referred to on this page are drawn from the SEEK Laws of Attraction survey. For more information about the SEEK Laws of Attraction survey and the terms and conditions governing the use of this data, click here.