Nearly eight in ten hiring managers (79 percent) assess whether recruits will be loyal to their organizations if hired, according to new research from The New York Times Job Market Report. And nearly the same percentage of job-seekers (70 percent) say they believe that hiring managers assess their capacity for loyalty.

Almost all hiring managers (94 percent) and job-seekers (95 percent) say that showing a good attitude during recruitment is the top factor in tipping whether a candidate will become loyal.

But how is a good attitude defined? One hiring manager says demeanor can identify a good attitude. "It is how (job candidates) present themselves, their knowledge of the field they are in and their desire to improve on it," the report says. Another manager describes "a candidate who wants to do well and takes pride in his work and who has a healthy relationship with his last employer-someone who is a team player."

While hiring managers say referrals, followed by length of previous employment and level of position sought, are the next most important factors in weighing whether recruits will be loyal, job-seekers believe a candidate’s education and the level of position sought follow referrals in importance.

Job-seekers are twice as likely to say that education and age of the candidate are important in assessing whether recruits will be loyal.

Here’s a breakdown of the attributes both groups consider extremely or very important in assessing whether recruits will become loyal employees:

Hiring Job-

Managers Seekers

________________________________________________________________________

Demonstrating a good attitude during the recruitment process 94% 95%

Providing good referrals from previous employers 70 69

Length of previous employment 55 58

Level of position sought 53 65

Candidate’s education 34 66

Candidate’s age 11 23

Another finding: Time is no guide. Neither hiring managers nor job-seekers believe employees must stay at a company long to be considered loyal. Three years with a previous employer is the average length of time hiring managers consider an indicator of loyalty. Job-seekers think two years is average.

Four ways to build employees’ loyalty 

When people talk retention, they mention perks, benefits, opportunities for advancement, and compensation. But they seldom mention loyalty. That doesn’t mean you shouldn’t try to earn the loyalty of your workers. Here are a few ways to do it:

• Screen for loyalty when you hire. If you don’t make a concerted effort to hire people who have the potential for loyalty, nothing else you do is likely to have a great impact. Look at their work histories and see how often they change jobs. And ask questions designed to root out workers who are looking for a long-term opportunity with an organization that appreciates them.

• Make the commitment-or stop complaining. No, people don’t just sign on for life anymore. Some workers will always want to go where the grass looks greener, but there are those who genuinely want to be part of an ongoing effort. Concentrate on keeping them.

• Recognize that it won’t be easy. Trying to build loyalty to your department, our organization, or your leadership means bucking current trends. Commit whatever time and energy are needed to accomplish the task.

• View it as an investment in the future. If you don’t teach employees the value of loyalty now, they won’t know how to build loyalty when they become mangers.

What breeds loyalty? 

Hiring managers and job-seekers most often identify these attributes:

Hiring managers Job-Seekers

_______________________________________________________________________

Employees’ perceived fairness of workplace 94% 90%

Highly ethical organization 90 81

Employee satisfaction with daily responsibilities 89 85

Organizational concern for employees’

Mental/physical health 87 83

Good reputation of organization 87 66

Financially healthy organization 80 82

Good employee benefits 74 88

Organizational concern about employees’

career development 74 82

Diverse workplace 53 58

High salaries 52 75

Company activities outside the workplace 14 22