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Posted by Rowan O'Grady, Hays Canada President, on Wednesday, Apr 1, 2015
Cross-industry demand for top construction candidates is driving competitive base salaries, and more employers are using incentives such as company vehicles or extra vacation to attract top candidates, according to the Hays and VRCA Salary Guide.
However, employers may be ignoring an important factor for attracting top candidates. For the first time, career progression surpasses salary as the main reason employees change jobs. Good candidates think in the mid to long-term rather than just what project they would be working on in the immediate future and employers may need to change their approach to recognize this.
Employers must present a comprehensive summary of the opportunity including project type, business growth plans, succession planning and mentoring/training opportunities to attract competent, ambitious candidates.
Candidates have a lot of options available, but it is worth waiting for the right opportunity. Think hard about your long-term objectives and make sure any career move is in line with these objectives.
There are ways to develop professionally without changing companies, so the decision to accept an offer should be strategic with a view on your long-term career plan.