Pull factors driving the German workforce, that recruiters need to know about 

Research from Intelligence Group shows that the German workforce is attracted to new opportunities based on certain essential pull factors. What are these pull factors, and how can recruiters utilize them?  

Victoria Egba on August 25, 2023 Average reading time: 3 min
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Pull factors driving the German workforce, that recruiters need to know about 

The German workforce is dynamic, with new opportunities and trends constantly emerging. For recruiters to meet their talent acquisition needs for local or international job opportunities, there are pull factors to be aware of and leverage.  

Deciphering what entices employees to leave jobs and take new opportunities, recruiters can refine their recruitment and HR strategies to attract top talents and create an environment that curbs high staff turnover. Research from the Intelligence Group highlights the top 5 pull factors for the German workforce.  

Good salary 

Good salary tops the list as the number one pull factor for Germans, based on the research from Intelligence Group. A competitive wage has undoubtedly established itself as the paramount pull factor captivating the attention of the German workforce. In the landscape of employment preferences, this aspect stands firmly atop the hierarchy, wielding an influential power that can’t be ignored. Research findings resoundingly emphasize its prominence, with a striking 62% acknowledging a robust salary as the ultimate magnet for alluring opportunities. 

As a recruiter, knowing the salary range and expectations for each role can be a good strategy for attracting top talents.

Recruitment marketing platforms like Giant give the specific salary expectancy for each role, allowing recruiters to position themselves properly.  

Permanent contract  

Following closely on the heels of a competitive salary, a permanent contract emerges as a vital consideration in the German workforce’s employment equation. While Germany has multiple types of contracts, including fixed-term and contract employment, the German workforce prefers having a permanent contract. The stability of a permanent contract is an essential pull factor, as 59% consider it when choosing an employer.  

Variety in work       

While competitive salaries and permanent contracts hold the lion’s share of pull factor preferences, the significance of work variety should not be understated within the German workforce. According to Intelligence Group research findings, 28% consider diversity in job roles as an influential pull factor when making employment decisions. 

Work variety holds appeal for individuals seeking continuous intellectual and professional growth. Germans are typically known for having a productive work culture, despite their somewhat smaller number of working hours.

According to the same research, Germans prefer an average working hour of 35 hours, less than the typical European workforce. They value a dynamic work environment that offers diverse challenges and opportunities that helps keep them engaged. 

Working environment  

The working environment holds its own significance, capturing the attention of a notable 27% based on the findings by the Intelligence Group.  

While salary and job security often take the spotlight, the working environment quietly shapes the quality of an employee’s experience. It encompasses elements such as company culture, office atmosphere, teamwork dynamics, and work-life balance.

A positive working environment can uplift daily comfort and shape the overall narrative of one’s career journey. 

One of the fundamental principles deeply embedded within German work culture is the notion of community. A workplace that encourages respect, collaboration, and the exchange of ideas fosters motivation and productivity. For recruiters, creating a space that aligns with candidates’ values can significantly enhance recruitment efforts and aid talent retention.  

Acceptable workload  

Germans are known for their diligent work ethic and the value placed on achieving both professional success and personal well-being. The notion of an acceptable workload emerges as a notable factor, with 29% acknowledging its significance when considering new job opportunities. Germans generally prefer not to work overtime. When they do, it’s important for the extra hours to stay within the overall limits of maximum working hours. 

In Germany, there are principles in place that control how much time someone can spend working. These rules cover both the regular hours and any additional hours someone might work. 

This approach reflects the value placed on having a good balance between work and personal life. Germans believe in having enough time for leisure and other activities alongside their jobs. An organization that emphasizes work-life balance and offers an acceptable workload will attract the German workforce. 

Employers, TAs and recruiters need to understand the pull factors for their target groups and incorporate them in job listings to attract the right talent. Additionally, a recruitment data platform like Giant will help recruiters with the insights needed to create an effective talent acquisition strategy.

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