Explore how you can precisely attract and hire best-fit candidates with Laws of Attraction developed by JobsDB.com, Asia’s best talent sourcing partner.
Use the requirements for your job vacancy to define the candidate segment. As a sample case study: We are interested in Engineering candidates with 1 – 4 years of working experience. Now, let’s see how we can use Laws of Attraction to understand what matters most to this candidate segment.
Step 1: To begin, navigate to the Laws of Attraction Data Lab here.
Step 2: Using our sample case study, select Role / Function from the list of categories.
Step 3: Click on 
and select Engineer as the preferred option.
Step 4: You will be presented with the Top drivers of attraction for engineering candidates in general, compared against the Hong Kong’s market.
Step 5: Scroll down for a detailed view of all the Drivers of attraction for engineering candidates, compared against the Hong Kong’s market.
Step 6: Let’s be more specific and overlay this with job experience. Scroll down, and select 
Step 7: For the field Tell me more about, select Seniority; for the field With focus on, select Junior level and Junior management.
Step 8: Scroll down for a detailed view of all the Drivers of attraction for engineering candidates, between Junior and Junior management levels.
In this instance, the top 3 drivers of attraction are:
- 1) Salary compensation
- 2) Work-life balance
- 3) Career / development opportunities
Step 9: You can deep dive into the specifics by clicking on the drop-down menu and selecting driver #1; in this case it is Salary / compensation.
Step 10: Now you can identify the top influencers in Salary / compensation. For candidates in this segment, Base salary matter most.
Tip:
Salary as one of the top drivers doesn’t mean it’s all about paying more money – it’s also about surfacing the right information at the right time, in the right way.
Find out whether there are elements other than base salary that may interest the candidate such as Mandatory Employer Benefits or even Insurance.
If salary is out of the picture, showcase intangible drivers such as Management Quality or Culture to attract candidates.
Step 11: Toggle along the slider to learn candidates’ degrees of preferences towards each component.
Step 12: Let’s move on to driver #2. Repeat Step 8 by clicking on the drop-down menu and select Work-life balance.
Step 13: Now you can identify the top influencers in Work-life balance. For candidates in this segment, Five-day work week matters most.
Step 14: Let’s move on to driver #3. Repeat Step 8 by clicking on the drop-down menu and select Career / development opportunities.
Step 15: Now you can identify the top influencers in Career / development opportunities. For candidates in this segment, Promotion opportunities matters most.
Step 1: Now that you know the Top 3 key drivers (& top influencers) for Engineers, between Junior – Junior Management levels, be sure to emphasize these summary points when writing your Job Ad’s description.
- a. Base salary
- b. Five-day work week
- c. Promotion Opportunities
Need help to create a Job Ad? Follow our step-by-step guide here.
Step 2: To attract the best-fit candidates, use Branded AD+ to make your Job Ad stand out on the Search Results Page. This will instantly differentiate your Job Ad among the thousands of other jobs!
Step 3: Found the right candidates by using Talent Search?
Be sure to emphasize the top 3 drivers when you reach out to them.
Step 4: You can always download our Industry Spotlight to learn more about a particular industry too (click here).
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