Candidate motivations for changing jobs vary by geography and generation, according to a global study from RPO provider ManpowerGroup Solutions, part of ManpowerGroup Inc. (NYSE: MAN). The paper, “Below the Surface: Emerging Global Motivators and Job Search Preferences,” found 56% of job seekers globally reported the type of work as the most important factor in making career decisions, followed closely by compensation at 54%.

“A person’s job role is an important differentiator in developed markets — as high as 76% in the UK — but in markets like Mexico and China, it’s as low as 31%,” said Jim McCoy, VP of ManpowerGroup Solutions and RPO practice lead. “So what’s important for candidates in countries like Mexico and China? It still comes down to compensation — 73% and 81% respectively, compared to just 27% in the UK.”

Additionally, the survey found job seekers in China rank company reputation highly; Mexico shows very little preference towards industry. Both use social media to research their potential workplaces much more so than developed markets.

Important factors in making career decisions – global and US:

• Type of work: 56% (US 58%)
• Compensation: 54% (US 57%)
• Benefits offered: 44% (US 49%)
• Geographic location: 39% (US 35%)
• Opportunity for advancement: 35% (US 34%)
• Schedule flexibility: 31% (US 29%)
• Company brand/reputation: 20% (US 18%)
• Industry: 19% (US 18%)

The study also found several generational differences, including Gen Y’s desire for better onboarding, upward mobility and the need for employers to value corporate social responsibility. These findings point to the importance of several emerging best practices among employers.

“From bold new strategies that involve collaboration within industries, to old-fashioned boots-on-the ground tactics, employers need to customize their outreach to attract and retain the best talent across the globe,” McCoy said.

The report listed seven keys to attracting and retaining talent globally:

1. Be candidate driven
2. Improve onboarding for Gen Y hires
3. Good recruiting practices outweigh self-reliance
4. Do not abandon traditional outreach strategies
5. Build a talent pipeline
6. Be transparent about compensation
7. Be cognizant of new technology

The report is based on a survey of 4,479 job seekers. Breakdown of respondents included 28.8% from the US, 18.6% from the UK, 17.7% from China, 17.6% from Australia and 17.4% from Mexico.