Once rate has been removed from the equation, the work itself comes out on top. Almost a quarter choose an assignment because it offers something genuinely interesting or challenging, with flexibility running a very close second.

There's an important lesson here for how temporary assignments are presented. “Six-month accountant required”, “contract auditor needed” or “interim tax specialist wanted” may accurately describe the transaction, but none tells a good candidate why they should choose it. What's happening in the business? What will they own? What problem are they solving? What will they have achieved when the assignment finishes?

And only 4% put the employer's name or reputation first. A shiny brand can certainly help, but good work appears to beat a good logo. Employers – and recruiters – should sell the assignment, not merely the organisation providing it