Job's Worth

Survey questions why professionals choose jobs.

Job's Worth

UK & Europe

Financial recruitment company Core-Asset Consulting has published a survey of professionals working across the financial, accounting and legal sectors in Scotland asking respondents to rank the importance of eight factors in choosing a job. They found that overall the quest for ‘meaningful work’ was the most important factor in choosing a job.

Pay and benefits were the most commonly cited 2nd, 3rd and 4th factors and strangely, flexible working was most frequently cited as the least important factor.


Factors mentioned were:

?Career progression

?Company reputation

?Location/length of commute

?Flexible working

?Meaningful work

?Pay & benefits

?Work-life balance

?Working culture

It may come as a surprise to many that ‘meaningful work’ is the most common number one factor in people choosing a job, particularly as this is a survey of financial, accounting and legal professionals,” said Betsy Williamson, managing director of Core-Asset Consulting. “But however you interpret the term ‘meaningful work’, it seems clear that white collar professionals are now seeking much more from their career than material rewards. The implications for employers is far reaching.


“To retain valuable employees, companies need to clearly articulate the driving purpose of its firm beyond the simple pursuit of profit, and how a particular department, team and individual fits into this bigger picture,” she says. “This can include things such as the creation of a financially secure future for customers, tackling environmental issues and transforming local communities.”

Williamson believes failure tackle these issues not only means employers will have staff retention issues, they will also struggle to attract the very best talent.“It’s very much a candidate-driven market now – particularly in hard-to-fill areas such as risk and compliance,” she says. “Companies that recognise the importance of ‘meaningful work’ will do better in attracting and retaining the best people.

But all this comes with a caveat: ‘over-selling’ roles comes with a similar risk of creating disillusioned employees. A delicate balance must therefore be struck between aspiration and authenticity. 



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