{"references": ["K. Holcome Ehrhart, and J. C. Ziegert, \"Why Are Individuals Attracted to Organizations?\" Journal of Management, vol. 31, 2005, pp. 901\u2013919.", "D. B. Turban, and D. W. Greening, \"Corporate social performance and organizational attractiveness to prospective employees.\" Academy of Management Journal, vol. 40, 1996, pp. 658-672.", "C. Q. Trank, S. L. Rynes, and R. D. Bretz, \"Attracting applicants in the war for talent: Differences in work preferences among high achievers.\" Journal of Business and Psychology, vol. 16, 2002, pp. 331-345.", "D. B. Turban, \"Organizational attractiveness as an employer on college campuses: An examination of the applicant population.\" Journal of Vocational Behavior, vol. 58, 2001, pp. 293-312.", "F. Herzberg, B. Mausner, and B. Synderman, The Motivation to Work. New York, NY: John Wiley, 1959.", "C. E. Jurgensen, \"Job preferences (What makes a job good or bad?)\" Journal of Applied Psychology, vol. 63, 1978, pp. 267-276.", "W. J. Bigoness, \"Sex differences in job attribute preferences.\" Journal of Organizational Behavior, vol. 9, 1988, pp. 139-147.", "P. Warr, \"Work values: Some demographic and cultural correlates.\" Journal of Occupational & Organizational Psychology, vol. 81, 2008, pp. 751-775.", "A. M. Konrad, E. J. Ritchie, P. Lieb, and E. Corrigall, \"Sex differences and similarities in job attribute preferences: A meta-analysis.\" Psychological Bulletin, vol. 126, 2000, pp. 593\u2013641.\n[10]\tW. B. Lacy, J. L. Bokemeier, and J. M. Shepard, \"Job attribute preferences and work commitment of men and women in the United States.\" Personnel Psychology, vol. 36, 1983, pp. 315-329.\n[11]\tD. B. Turban, A. R. Eyring, and J. E. Campion, \"Job attributes: Preferences compared with reasons given for accepting and rejecting job offers.\" Journal of Occupational and Organizational Psychology, vol. 66, 1993, pp. 71-81.\n[12]\tB. Shamir, \"Meaning, self and motivation in organizations.\" Organizational Studies, vol. 12, 1991, pp. 405-424.\n[13]\tC. C. Pinder, Work motivation in organizational behavior. Upper Saddle River, NJ: Prentice Hall, 1998.\n[14]\tP. Lieb, \"The Effect of September 11th on Job Attribute Preferences and Recruitment.\" Journal of Business and Psychology,vol. 18, 2003. pp. 175-190.\n[15]\tC. Ba\u015flevent, H. Kirmano\u011flu, Do Preferences for Job Attributes Provide Evidence of \"Hierarchy of Needs\"? Social Indicators Research 111, 549-560 (2013).\n[16]\tS. Simon, N. Scheidegger, and A. M\u00fcller, \"Dem Fach- und F\u00fchrungskr\u00e4ftemangel in KMU mit St\u00e4rken begegnen.\" KMU-Magazin, vol. 6, 2010, pp. 67-69.\n[17]\tJ. Kickul, \"Promises Made, Promises Broken: An Exploration of Employee Attraction and Retention Practices in Small Business.\" Journal of Small Business Management, vol. 39, 2001, pp. 320-335.\n[18]\tH. Aldrich, and N. Langton, Human Resource Management Practices and Organizational Life Cycles. Frontiers of Entrepreneurship Research, Wellesley, MA: Babson College Center, 1997.\n[19]\tD. Y. Golhar, and S. P. Deshpande, \"HRM Practices of Large and Small Canadian Manufacturing Firms.\" Journal of Small Business Management, vol. 35, 1997, pp. 30-38.\n[20]\tH. Gross, and M. Schwarz, \"Betriebs- und Arbeitszeiten 2005. Ergebnisse einer repr\u00e4sentativen Betriebsbefragung,\" Dortmund Sozialforschungsstelle Dortmund, 2007.\n[21]\tJ. Sutherland, \"Job attribute preferences: who prefers what?\" Employee Relations, vol. 34, 2012, pp. 193-221.\n[22]\tG. Combs, I. Milesovic, W. Jeung, and J. Griffith, \"Ethnic Identity and Job Attribute Preferences: The Role of Collectivism and Psychological Capital.\" Journal of Leadership & Organizational Studies, vol. 19, 2012, pp. 5\u201316.\n[23]\tW. S. Blumenfeld, D. C. Brenenstuhl, and L. E. Jourdan, \"A comparison of the job attribute preferences of British, Hungarian, Japanese and United States managers.\" International Journal of Management, vol. 5, 1988, pp. 323-332.\n[24]\tJ. Van der Pligt, N. de Vries, A. Manstead, and F. van Harreveld, \"The Importance of Being Selective: Weighing the Role of Attribute Importance in Attitudinal Judgment.\" Advances in Experimental Social Psychology, vol. 32, 2000, pp. 135-200.\n[25]\tP. Mayring, Qualitative Inhaltsanalyse: Grundlagen und Techniken. ed. 11, Weinheim: Beltz, 2010.\n[26]\tA. Herrmann, F. Huber, and S. Regier, in Conjointanalyse, B. D., M. Brusch, Eds., Heidelberg: Springer, 2009, pp. 113-127.\n[27]\tP. E. Green, and V. Srinivasan, \"Conjoint Analysis in Marketing: New Developments with Implications for Research and Practice.\" Journal of Marketing, vol. 54, 1990, pp. 3-19.\n[28]\tR. D. Luce, and J. W. Tukey, \"Simultaneous Conjoint Measurement: A new type of fundamental measurement.\" Journal of Mathematical Psychology, vol. 1, 1964, pp. 1-27.\n[29]\tM. Klein, \"Die Conjoint-Analyse: Eine Einf\u00fchrung in das Verfahren mit einem Ausblick auf m\u00f6gliche sozialwissenschaftliche Anwendungen.\" ZA-Information, vol. 50, 2002, pp. 7-45.\n[30]\tD. B. Montgomery, and C. A. Ramus, \"Calibrating MBA job preferences for the 21st century.\" Academy of Management Learning & Education, vol. 10, 2011, pp. 9-26.\n[31]\tA. Herrmann, D. Schmidt-Gallas, F. Huber, in Conjoint Measurement: Methods and Applications, A. Gustafsson, A. Herrmann, F. Huber, Eds. (Springer, Heidelberg, 2000), pp. 253-277.\n[32]\tK. Backhaus, B. Erichson, W. Plinke, and R. Weiber, Multivariate Analysemethoden, ed. 13, Berlin: Springer, 2011.\n[33]\tC. Grund, \"Jobpr\u00e4ferenzen und Arbeitsplatzwechsel.\" Zeitschrift f\u00fcr Personalforschung, vol. 23, 2009, pp. 66-72.\n[34]\tU. Fueglistaller, ed., Jahresbericht 2003 des KMU-HSG, (Schweizerisches Institut f\u00fcr Klein- und Mittelunternehmen an der St. Gallen: Universit\u00e4t St. Gallen, 2004.\n[35]\tR. Florida, The rise of the creative class: And how it's transforming work, leisure, coummunity, and everyday life. Boston, MA: basic books, 2003.\n[36]\tA. Hacket, Demografie und Ungleichheit, Berichterstattung zur sozio\u00f6konomischen Entwicklung in Deutschland, in Forschungsverbund Sozio\u00f6konomisches Berichterstattung, ed., chap. 22. Wiesbaden: VS Verlag, 2012, pp. 659-691.\n[37]\tG. Russo, and E. van Hooft, \"Identities, conflicting behavioural norms and the importance of job attributes.\" Journal of Economic Psychology, vol. 32, 2011, pp. 103-119.\n[38]\tR. Benna, Bedarfsorientiertes Filialbanking: empirische Identifikation erforderlicher Leistungsstrukturen mit Hilfe der Conjoint-Analyse. Frankfurt a.M.: Knapp, 1998."]}

Job preferences are a well-developed research field. Many studies analyze the preferences using simple ratings with a sample of university graduates. The current study analyzes the preferences with a mixed method approach of a qualitative preliminary study and adaptive conjoint-analysis. Preconditions of accepting job offers are clarified for professionals in the industrial sector. It could be shown that, e.g. wages above the average are critical and that career opportunities must be seen broader than merely a focus on formal personnel development programs. The results suggest that, to be effective with their recruitment efforts, employers must take into account key desirable job attributes of their target group.