As you’re probably already aware, we love a bit of benchmarking here at Cactus. Our Salary & Benefits Surveys have fast become an industry benchmark, and are used by HR professionals and contact centre specialists alike to measure the trends across all sectors and disciplines – a fact that we’re rather proud of!
But we’ve also always been big fans of the slightly less tangible areas of recruiting – the ‘fluffier’ stuff, if you will. Cultural fit, for example, is one of those things that’s hard to get across in a job specification – which is why, as we’ve said before, finding the right candidate for the right business is rather like matchmaking (and we love that!)
In fact, we like to think that’s what makes us different as an agency in this sector. We spend a lot of time really getting to know both our candidates and our clients, because we believe that it really makes a difference when everyone’s on the same page. Having a clear understanding of the things that you can’t quite put into words – the sense you get when you walk into a workplace, or when you first talk to someone on the phone – can really change the way we recruit, and the way your business works. It might sound a bit cheesy, but all the best (and most successful) relationships we have with our candidates and clients are based on this premise – so we stand by it!
That’s why we’ve decided to benchmark something a little more in keeping with this philosophy – and last week, we launched our Job Satisfaction survey. It took us quite a while to work out how, exactly, you do that – because it’s not just a matter of getting the numbers and figures. Nope – this is a tad more complex.
We decided that the best way to go about it would be to compare what our candidates want with what they feel they get – ranking in order of importance various aspects of their role under these categories:
The Package – that’s the basic salary and benefits, in order of their importance.
The Company – things like culture, environment, facilities, and (rather importantly) job security.
The Job – including workload, autonomy, and opportunities for improvement.
The Future – for instance, training, career opportunities and the chance for an increase in salary and benefits.
We’ve already seen some very interesting results – but we can’t make this work without as many people as possible getting involved, across all levels in the industry. So if you’re a contact centre management or specialist professional, head over here to take part in the survey – we’ve got a bottle of champers on offer as part of a free prize draw to make things a little more exciting too, so it could be an excellent way to spend five minutes of your time on a Friday afternoon!