Hiring today is more than just matching skills to job descriptions. Today’s job seekers are looking for more than a good paycheck; they want work that supports their well-being and provides meaningful growth. Without understanding these priorities, employers may face longer hiring times, higher turnover, and missed chances to build a strong, lasting team.
When you know what local job seekers truly value, though, you can create an environment where talent is not only attracted but also retained. Meeting these needs is about more than filling positions; it is about building a team that feels appreciated and wants to stay and grow with you.
What Job Seekers Really Want and How You Can Align with It
Here are the new priorities of job seekers in today’s workforce:
1. Competitive Compensation: More Than Just a Paycheck
Offering the right salary is just the beginning; how you structure compensation can greatly impact your hiring success. Candidates expect fair pay, along with benefits that reflect their contributions. So, add perks like performance bonuses, healthcare, and paid leave to your offerings.
To ensure your salary offerings are competitive, conduct regular market research using tools like Glassdoor, Payscale, or LinkedIn Salary Insights. These platforms allow you to compare your compensation packages with similar companies in your industry. When job aspirants see that your offerings align with or exceed industry standards, they feel more confident about joining your team.
Today’s job seekers also prioritize their physical and mental well-being. Incorporating wellness initiatives—such as gym memberships, mental health days, or Employee Assistance Programs (EAPs)—can enhance your compensation package and attract health-conscious candidates.
In fact, employers who offer wellness programs often experience higher employee engagement and lower absenteeism, leading to improved productivity overall.1 Highlight these health benefits in your job postings to draw in candidates who value their well-being.
2. Jobs Offering Growth and Professional Development
Aside from competitive paychecks, candidates are also looking for meaningful career growth. But if you fail to provide clear career advancement paths, you risk losing top talent to competitors willing to invest in their development. When job seekers perceive limited growth opportunities, they may become disinterested or eventually quit.
Recent data from the Society of Human Resources (SHRM) reveals that 63 percent of US adults believe businesses have a positive impact on people’s lives – an 8 percentage-point increase from 2022. Notably, workers strongly prefer smaller businesses over large employers, with 85 percent giving small businesses a thumbs up compared to 42 for big employers.2
This insight highlights how organizations can leverage their size and impact to attract talent.
Organizations can demonstrate this commitment through various development initiatives:
Tailored Training
Offer targeted training sessions that match specific roles. For example, providing skill development programs can enhance their capabilities and prepare them for leadership positions.
Clear Advancement Tracks
Develop a transparent framework that outlines the steps necessary for promotion. Share real examples of employees who have moved up within the organization, demonstrating that growth is not just possible but encouraged. This transparency helps candidates visualize their potential career paths.
Feedback and Development Plans
Regular feedback sessions and personalized development plans show your commitment to employee growth. This approach helps employees improve their skills and feel more engaged in their careers, fostering a supportive environment where they can thrive.
3. Flexibility: The Ultimate Hiring Differentiator
Professionals want the freedom to structure their workday in ways that allow them to perform at their best. Without this, you risk losing high performers and top talent to competitors offering more adaptive work policies.
For instance, if an accounting firm has the option to work remotely a few days a week or adjust its start and end times, this flexibility allows those who often work best during quiet, uninterrupted hours to tackle complex reports or reconciliations when they’re most focused—whether that is early in the morning or late at night.
It also reduces burnout during peak seasons, like tax time, by letting employees plan recovery periods into their schedules.
When your policies reflect this understanding, it shows job candidates that you care about their mental well-being and long-term success. Highlighting flexible work options like hybrid or remote work early in the hiring process signals to professionals that your company values efficiency and personal balance—two things that can tip the scales when job aspirants are weighing competing offers.
4. Technology and Tools
Modern technology can significantly enhance the employee experience. In fact, companies using up-to-date tools reportedly experience a 20 percent increase in productivity and a 15 percent decrease in employee turnover.3 So, investing in modern technology is crucial for empowering your organization.
Here are some essential solutions you can consider:
- Cloud-Based Collaboration Platforms: Tools like Slack or Microsoft Teams facilitate real-time communication and project management, enabling teams to work seamlessly, regardless of location.
- Productivity Software: Applications such as Asana or Trello streamline workflows and reduce miscommunication, ensuring everyone is aligned on project goals.
- Automation Tools: Implementing software that automates repetitive tasks such as scheduling or data entry frees employees to focus on strategic initiatives, enhancing overall efficiency.
For example, administrative assistants using modern software can manage schedules, organize documents, and coordinate meetings more effectively. This improves their performance and increases job satisfaction.
Highlight your company’s tech investments during interviews and onboarding. This demonstrates that your business values innovation and provides employees with the tools they need to succeed – a key factor for high performers looking to make an impact.
Remember: While technology is not the only factor in job satisfaction, it is important to create an efficient, productive work environment that attracts and retains top talent.
5. Inclusive Culture, Belonging, Trust, and Purpose
Job seekers today want connection, purpose, a great company culture, and transparency. They want to join workplaces where they feel they belong and are valued for their contributions. Many candidates, especially from younger generations, seek purpose-driven work that aligns with their values and gives them a sense of belonging.
Consider this: Does your company’s public image reflect the warmth and integrity of your actual workplace? Think about ways to showcase the authentic experiences of your team and the real impact of your community involvement. This can be as simple as sharing stories or highlighting team events, so potential candidates see a workplace they can truly connect with.
Are you providing opportunities for your team to share their experiences and contribute to the company’s culture? Regular check-ins and anonymous feedback channels can help ensure your workplace continues to meet the evolving needs of your employees.
Struggling to attract top talent? Performance Staffing can help you stand out!
With over 30 years of experience, Performance Staffing specializes in connecting you with quality supplemental staff across Office/Professional, Accounting, Technical, and Light Industrial sectors. Our tailored consultation services not only help you navigate the evolving expectations of job seekers but also enable you to build a culture of engagement and purpose.
By understanding your unique needs and the aspirations of our candidates, we ensure you have the right talent to drive your success. Do not let the competition pass you by—partner with us to create a thriving workforce that meets today’s challenges head-on!
References
- Omolara Oluseun Juba. (2024). Impact of Workplace Safety, Health, and Wellness Programs on Employee Engagement and Productivity. International Journal of Health Medicine and Nursing Practice, 6(4), 12–27. https://doi.org/10.47941/ijhmnp.1819
- Maurer, Roy. “Small Businesses Feel Shortchanged on Benefits.” SHRM, 10 Oct. 2023, www.shrm.org/topics-tools/news/benefits-compensation/small-businesses-shortchanged-benefits.
- Walid Abdullah Al-suraihi, Aida Siti, Abdullah Al-Suraihi, Siti Aida Samikon, & Ishaq Ibrahim. (2021). Employee Turnover: Causes, Importance and Retention Strategies. European Journal of Business Management and Research, 6(3). https://doi.org/10.24018/ejbmr.2021.6.3.893
