Rino Maltais, search consultant, helps organizations identify and attract key talent through executive and professional search and strategic advice.
A leader recently asked me: “To attract the best candidates, has salary become the most important factor?”
The answer is simple. Salary matters, but it is no longer enough.
For a long time, many organizations believed that competitive compensation was enough to attract the best talent. Today, the reality is much more nuanced.
The most sought-after candidates are often already employed. They are capable, perform well and are generally valued by their current organization. They are not necessarily looking to leave, and they rarely change jobs for a few thousand dollars more.
Before considering a move, they often ask a more important question: “Is this opportunity really worth making a change?”
What prompts a candidate to make a move
When a successful professional considers a transition, several factors come into play. Salary is part of the equation, but it is rarely the only deciding factor.
People also assess:
- The impact they could have.
- The challenges they would face.
- The opportunities to grow.
- The quality of leadership.
- The organization’s culture.
- The organization’s stability.
- Work–life balance.
- The meaning they find in their work.
For these candidates, the question is whether the move offers a worthwhile next step.
What no longer works
Many organizations still approach recruitment as they did ten years ago. They post a role, list responsibilities, add a salary range and wait for candidates to respond.
But the best talent is not always actively looking. People are often focused on their current responsibilities. They may have several options and can afford to be selective.
Recruiting in this market requires more than a posting. It takes a clear understanding of the role, targeted outreach and a compelling explanation of the opportunity.
The real question
When we struggle to attract candidates for key roles, the question is not always “Are we offering a high enough salary?”
It is often “Can we show this person why the opportunity would be a worthwhile next step?”
People do not leave a stable situation simply to earn more. They move when they clearly see how they can grow, contribute more or have a greater impact.
The search consultant’s role
This is exactly where our approach matters. The best talent is not always visible, does not always respond to job postings and is not necessarily looking for a new job.
My role is to understand what truly motivates people, start a conversation and assess whether an opportunity would be a worthwhile next step toward their goals.
The best hires do not necessarily happen when someone wants to leave. They happen when an organization offers an opportunity compelling enough to make someone want to move forward.
Does this resonate with you?
If you are struggling to attract candidates for key roles or reach people who seem inaccessible, there are often alternatives to traditional recruitment methods.
Explore how our search approach helps organizations reach candidates beyond the applicant pool.