In talent acquisition, understanding what job seekers are looking for from an organization and open role is essential for landing top talent.
In a recent survey, we asked candidates about their preferences and priorities, and now we’re sharing those results with you. We hope that you find these insights valuable and that they help you refine your recruitment and retention strategies.
Below, we outline the key findings and offer actionable recommendations using the results.
What Do Job Seekers Value Most When Looking for a New Role?
- Compensation (33.3%) is the leading factor for job seekers.
- Mission & Values (19.6%) also play a significant role, underscoring the importance of aligning with a company’s core ethos.
- Work-Life Balance (15.9%) remains a critical consideration for many candidates.
To no one’s surprise, compensation is still tops when choosing a new job. However, as shown in the results above, money isn’t everything. Candidates also want to work at organizations that are mission-driven, with great cultures, and those that offer remote and hybrid schedules.
Including these points in your employer branding and job descriptions can make roles more appealing to top talent.
Work Schedule & Flexibility: A Non-Negotiable Expectation
- A hybrid work model is clearly in demand, with 53.6% of candidates preferring a mix of in-office days.
- Specifically, 1-2 days in the office tops the list (24.6%), while 5 days in-office comes next (23.2%).
Rigid, 100% in-office policies are unpopular and may hurt talent acquisition efforts. HR leaders should advocate for and implement flexible work arrangements to meet modern workforce expectations and capture top talent.
Highlighting hybrid and remote options in job postings, and interviews can help widen your talent pool and bring in more talent.
Compensation Expectations: Balancing Salary with Growth
- A notable 22.5% of candidates expect at least a 16% pay increase to take a new position.
- Meanwhile, 21.7% are comfortable with a more modest increase of 3-5%.
Compensation is a large factor when it comes to job seeker mobility, but not every candidate demands significant salary hikes. HR strategies should balance competitive base pay with strong benefits, career growth opportunities, and overall job satisfaction to attract a broader talent pool.
Benefits & Work-Life Balance: Beyond the Paycheck
- Medical Insurance Coverage (47.8%) is the most prized benefit for job seekers.
- Paid Time Off (PTO) is the next highest rated benefit, with 38.4% of candidates expecting at least 20 days of PTO and nearly 70% expecting 15+ days.
Organizations offering fewer than 15 days of PTO may struggle to attract high-quality candidates. Emphasizing medical benefits and generous leave policies in employer branding and job postings can help set your company apart from the competition.
Career Development & Workplace Culture: Investing in Long-Term Success
Career Growth Priorities
- Established Career Pathing (41.3%) and On-the-Job Training (37%) are top priorities for job seekers considering a potential employer.
- Mentorship Programs (33.3%) are also highly valued, reinforcing the desire for guided career advancement.
Cultural Values
- Transparency (71.7%) is the most critical element of workplace culture that job seekers are looking for in a new organization.
- Collaboration (43.7%) and Fairness (17.8%) further illustrate the importance of a supportive, open work environment.
Job seekers prioritize organizations that prioritize professional development and maintain a transparent, collaborative culture. HR leaders should establish clear career paths, implement training programs, and offer mentorship while integrating these values into the company’s culture.
Strategic Recommendations for HR Leaders
- Recruitment Messaging:
- Emphasize flexible work arrangements, mission-driven leadership, and career development opportunities in job postings.
- Compensation & Benefits Positioning:
- Balance competitive pay with benefits like medical coverage and ample PTO.
- Customize salary negotiations based on candidate expectations, recognizing that some may seek large increases while others may be more flexible.
- Retention Initiatives:
- Invest in structured career pathing, on-the-job training, and mentorship programs to promote employee growth.
- Foster a workplace culture that prioritizes transparency, collaboration, and fairness to enhance employee satisfaction and retention.
Conclusion
For HR leaders, these insights serve as a call to action. By aligning recruitment and retention strategies with these findings, organizations can attract top talent and cultivate a thriving, engaged workforce.
Embrace these data-driven insights to enhance your HR strategy and establish your organization as an employer of choice in today’s talent market.
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