Explanation:

Attraction of staff into an organisation is considered one of the main HR activities and is usually the first step towards acquiring skilled employees or talent to build competitive advantage (Holland, Sheehan & De Cieri 2007). The relationship between employee attraction and organisational factors can be perceived through the workplace attraction model developed by Amundson (2007). In developing his model, Amundson (2007, p. 161) reviewed different approaches and identified ten attractors that appeared to heavily influence workplace attraction; ‘security’, ‘location’, ‘relationships’, ‘recognition’, ‘contribution’, ‘work fit’, ‘flexibility’, ‘learning’, ‘responsibility’, and ‘innovation’. Amundson (2007) drew meaning of attractors from Bright and Pryor’s (2005) ‘chaos theory of careers’ whereby career behaviour needs are mostly understood in relation to ‘uncertainty, adaptability, possibility, ongoing change, and predictability’ ( p.156). Amundson (2007) also espoused that the impact of each attractor differs for everyone and can change with time. In addition, there are basic guides that encourage behaviour on one hand and limits on the other (Bright & Pryor 2005). Consequently, it is important for organisations to actively motivate and retain employees once they become part of the organisation since attracting factors vary according to individual’s needs, desires, and circumstances.