Business visionary and co-founder of Apple, Steve Jobs, was legendary in his hiring practices and advised the following, “Go after the cream of the cream. A small team of A+ players can run circles around a giant team of B and C players.” However, the number of job opportunities far outpaces the supply of high-quality job candidates. Population and demographic forecasts only reinforce an impending overall talent shortage.

This poses an enormous challenge for companies who are looking to attract the best and brightest. So, what exactly is top talent looking for when it comes to an employer? While every individual has their own unique needs and personal motivations, according to Gallup research, there are some common characteristics that high-quality job candidates, regardless of role or industry, tend to look for in a company:

Having a say on where and when to work.

But does that mean having a choice in different workplace settings or is it more flexible hours and work-from-home opportunities or does it mean more vacation time? Try all of the above. Flexibility may seem like an overused buzzword these days, but top talent no longer considers it a “nice to have” but, rather, a “must-have” employee perk. Top performers especially value autonomy and consider it a vital ingredient to job satisfaction and engagement.

Access to growth and development opportunities.

High-quality job seekers tend to be attracted to organizations and roles that provide ample opportunities to learn and grow. This includes having a well-defined career advancement ladder and access to professional development and mentorship resources. According to Ceridian’s 2017 Pulse of Talent Report, 91% of high performers reported that working for an employer that offered learning and development opportunities was important to them. Because top talent craves intellectual and creative challenges that push them to acquire new skills, organizations that foster a culture of continuous learning will be seen as much more attractive employers.

Open and supportive leadership.

Leadership style within an organization is a defining element of company culture. High performers value transparency and the ability to share opinions and ideas openly. They want candid communication about both the good and the bad—whether that’s about the company, a project, or their own performance. Leaders who are able to serve as advisors are appreciated and help to motivate high achievers. And, for a job well done, top talent values when leaders recognize and acknowledge their hard work and contributions.

Programs that support total well-being.

Mercer’s 2018 Global Talent Trends survey found that one in two employees would like to see a greater focus on well-being at their company and top performers are no different. They know that employers who have established well-being programs—ones that address not only physical but psychological and financial health as well—are walking the talk that people come first in their organizations.

Another way to get the best is by learning from your best. Discover what works within your business by interviewing your own top performers to find out what attracted them in the first place and what has made them stay. This will allow you to craft tailored messaging to draw in other high-performance candidates who will appreciate your company culture and employee experience.

of workers agree that a strong benefits and perks package is the largest determining factor when considering job offer

Source: Ranstad US Survey, June 2018