Looking for deeper insights? Explore part 1, part 2, and part 3 of our series on candidate motivation and behavior to attract and retain top talent.

On average, it takes just 14 seconds for candidates to decide whether to apply for a job. How can you craft job descriptions that truly connect — from entry-level to C-suite? This is where Maslow's hierarchy of needs comes into play. 

Maslow categorized human needs into five types: physiological, safety, love, esteem, and self-actualization. People are motivated to fulfill basic needs before moving to higher-level needs.

Map perks to candidate motivations

Strengthen your company's foundation by hiring smarter. Maslow's hierarchy of needs can help you achieve long-term commitment, better fit, and lower turnover.

• Use it as a blueprint to understand your candidate's unique needs.
• Highlight unique benefits to attract the right candidate.
• Design exclusive perks and incentives.

The five levels of motivators in hiring

Level 1 | Physiological needs

Start by fulfilling all the necessities. Give food breaks, drinking water, restrooms, a hygienic workspace, and comfortable temperature settings. Then, focus on vital factors such as fair salary and reasonable work hours. This will solidify your foundation for employee well-being.

68% of employees with a positive employee experience are unlikely to leave. Highlight these benefits to help entry-level employees feel welcomed and valued in your workspace. 

Note: Every employee, regardless of their position, prioritizes salary and basic stability. Always get the basics right —they are non-negotiable.

Level 2 | Safety needs

Nearly 70 percent of professionals still feel their employers are not doing enough to prevent burnout within their organization. This is why physical safety and mental wellness are crucial for employee productivity and retention.

Safety needs include:

• Employment safety: Job stability, career growth opportunities, performance feedback, role clarity, and clear expectations.
• Workplace safety: Clear safety protocols, transparent policies, and a culture that supports respect, diversity, and inclusion.

Junior to mid-level employees often prioritize these motivators when evaluating job opportunities. Craft role-specific job descriptions to attract the right talent and reduce your time-to-fill.

Level 3 | Love and belonging

95% of respondents in a self-disclosure survey reported that a deep sense of connection with teammates, peers, subordinates, and bosses improves their likelihood of staying at an organization.

When hiring, love and belonging translate to supportive onboarding experiences, positive peer dynamics, feeling heard and included, and access to mentorship programs. Team bonding activities and managers who check in beyond tasks can amplify employee experience and retention.

Level 4 | Esteem needs

Once candidates feel safe, valued, and part of a team, they're driven to show their worth by demonstrating competence, gaining recognition, and making meaningful contributions. When you get this right, you will create thriving and bold leaders who move with purpose and clear goals. 

Carefully craft job descriptions for candidates seeking esteem needs. They may become future leaders, and onboarding the right candidate is paramount. 

Level 5 | Self-actualization

Hiring for these roles will directly influence your organization's success and employee retention. They are smart, clear on what they want, and have laid the groundwork to achieve their goals. This is the final and essential level of needs in Maslow's hierarchy when hiring.

Candidates at C-level need purpose, innovation, and freedom to experiment. They want to make an impact. When hiring for these roles, focus on offering factors that give these candidates a sense of ownership. They thrive when trusted, challenged, and empowered.

Zoho Recruit x ChatGPT

According to an Indeed survey, 52% of job seekers say the quality of a job description is a highly influential factor in their decision to apply.

With Zoho Recruit's Zia AI Assist, you can generate quality and on-point job descriptions in seconds. Use Maslow's insights to write role-specific prompts and highlight perks that resonate with job seekers. This ensures you find the right candidates, retain them longer, and reduce employee turnover. 

Save time with auto-complete and pre-defined prompts, reducing time-to-fill and time-to-hire.

Speak the candidate's language

Candidates are more likely to engage with you when you speak their language. When you offer candidates what they truly value, you empower them to thrive. Generate descriptions that meet real human needs—quickly, consistently, and strategically.

To quote Abraham Graham Bell, "The sun's rays do not burn until brought to a focus." Focus on building each level block mindfully with Maslow's hierarchy to attain employee engagement, organizational well-being, and higher retention rates.