How to have effective conversations with candidates
The most meaningful candidate conversations are based on a mutual understanding. So, what’s the best way to understand your candidate market? Tap into SEEK’s Laws of Attraction data portal.

The easy-to-use portal features a wealth of local candidate data that’s refreshed regularly to support Australian employers in strengthening their attraction and retention strategies. It can be filtered to give a deeper understanding of what candidates are really looking for in a job, so you can focus conversations around the specific drivers and perks that they value.

Aimee Hutton, Head of Customer Insights and Strategy at SEEK, explains the Laws of Attraction data is based on more than 9,000 local candidate responses.

“The insights are not vanilla,” she says. “The data is granular and cuts across industries and demographics, so you can use it to show how much you understand your candidates better than the competition.”

How the candidate market is changing

In the current employment market, employers need to take every opportunity to capture the interest of candidates.

Our Laws of Attraction portal enables hirers to maximise their chance of capturing the moving candidate market through informed data and insights.”

For some hard-to-fill roles, for instance, Hutton says the best way win to over candidates is to show them that you understand them.

“For senior IT workers, for example, it’s important for hirers to know that salary and work-life balance are top drivers for these candidates, but also that 59% say that the ability to work from home is a must have. You can use this information to put you in the best position to ttract the right person to your business.”

Leveraging the Laws of Attraction data

Before starting candidate conversations, tap into the Laws of Attraction portal to gain an understanding of what they are likely to want in their next role. With this knowledge, you can reflect on how your organisation fits with their priorities and how you can best discuss this with candidates, leading to a more effective and positive conversation.

“In that engagement phase, it's important to go back into the portal and get underneath all of those drivers,” says Hutton. “If you’re going to be talking about corporate social responsibility, for instance, how can you talk about it in a way that is meaningful and relevant to your specific candidate market? It’s all in the data for you to leverage.”

Dig deep into the data

The data in SEEK’s Laws of Attraction portal goes beyond specific industries. You can filter it to discover what drives candidates from specific generations, gender and levels of seniority. This knowledge can be used during your conversations to show that you understand candidates as individuals and that your organisation is designed to fit their needs.

“For, example, we know that people’s priorities may shift as they progress through their career,” says Hutton. “Our data shows that Baby Boomers value jobs that are close to home with easy parking, whereas Gen Z candidates want to know about their manager and their leadership style, so it’s important to explore these drivers and then use this knowledge in your conversations with specific candidate groups.” 

To remain competitive a deep understanding of candidates can make the difference between attracting top talent or losing out to another employment. The valuable insights in SEEK’s Laws of Attraction portal can help you to build meaningful conversations with candidates and support your successful recruitment strategy.

What’s driving the employment choices of candidates in your industry today? Visit SEEK’s Laws of Attraction portal for the latest insights.