This is what job seekers want most

Expressed opinions Entrepreneur Contributors own.

Great resignation. Big exit. Great disturbance.

The mass exodus of workers across the country, no matter what people say, makes the point clear, and deafening complaints about a lack of talent.

But not all is lost. Talent is out there. Recruiting leaders and their hiring partners simply need to use new ways to find it.

Before starting a job search, it’s a good idea to take a step back to consider what job seekers are looking for from their employers. After all, the workplace has changed, and so have workers’ priorities.

As Kern Ferry noted in his Future of Work Trends 2022 report, power has shifted from the organization to the people.

Salary remains a key driver

Salary is always a top consideration for new recruits – they want stability and are valued for what they believe. For example, companies should consider starting candidates near the top of the salary range instead of below.

Many employers have heeded this suggestion: According to the US Bureau of Labor Statistics, in 2021, employee wages and salaries will increase by 4.5%.

Companies looking for a competitive edge should evaluate their annual salaries against the competition and consider sweetening the contract with benefits such as creative new benefits such as signing bonuses, tuition support and emergency savings accounts.

Related: Why Young Professionals Don’t Discuss Salary (And Why They Should)

A purpose-driven culture

But other than pay, candidates are looking for purpose-driven jobs, asking “What is it for?” And “Why am I doing this?”

In particular, knowledge workers expect that the companies that hire them are a force for them, the workforce, and the world. This is especially important for employees 45 years of age and younger, according to research conducted by management consulting firm Blue Beyond Consulting and human-resources research firm Future Workplace. In fact, more than half (52%) of knowledge workers said they would quit their jobs if their employer’s standards did not match their own.

Rethinking other benefits

Employees want to work for an organization that they trust and whose values ​​match their own. They also want reassurance that their company will look after them. This includes not only their physical health, but also their mental, financial, social and career well-being.

Employees want to spread their wings and take on new jobs in a new location. They want to work for a company that receives a lifetime of education and is willing to invest in upskilling and recycling. And they want to know if there is a clear career path that includes opportunities for advancement.

Fairness and equity are becoming defined issues for employees, not only related to race and gender, but also inclusion and flexible work options.

Related: We need inclusive leaders now more than ever

A hybrid work environment

In addition to more benefits, more job seekers are choosing hybrid or remote work environments. Needless to say the office is not here to stay – it is – but so is the hybrid work.

Today, less than one-third of knowledgeable workers work from the office every day, according to Future Forum research. And – the good news – 83% of employers say remote work transfers have been successful. The same study found that those who work from home are 35% to 40% more productive than their office colleagues.

As the work model from home began to take hold, 70% of the companies interviewed in the 2021 Mercer study began to embrace this change by planning to adopt a hybrid workplace. This number continues to grow based on data from other research studies.

Related: What the world of hybrid work will look like in the future

Recruitment in a new environment

Employees’ attitudes towards their jobs and employers have changed, and they need to think differently about how they look for top talent in hiring leaders.

Gone are the days of posting positions on the job board and praying to come up with the perfect candidate. Instead, companies must look for creative ways to find “passive” candidates who, on the surface, don’t want to change jobs but will consider a good opportunity. To get new recruits on the last line they must communicate frequently and transparently. And they should keep in touch with “silver medalists” who were interviewed but not selected for a specific position but may be placed in another area of ​​the company.

This is the new workplace. With a clear mission, a value-driven culture, and the ability to recruit in a variety of ways, including a newly designed pay and benefits package, it will undoubtedly rise to the top in attracting top talent and retaining existing employees.

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