A big part of successful recruitment campaigns is understanding what candidates want. This gets even more important when you get into executive search in Toronto. Top management and leadership candidates have an even more specific list of things they want from an employer if they are going to make a career move.
As an employer, you must have your finger on the pulse of the expectations of the talent in your industry. Fortunately, LinkedIn surveys professionals across multiple industries each year to find out what they expect from employers.
What do candidates want from employers this year?
LinkedIn surveyed its members to select the most important factors when considering a new job. They found that there were three things that candidates wanted most from employers – compensation, balance, and flexibility.
In total, there were 15 main things candidates think about when considering a new position.
Here is the complete list of what respondents prioritized when looking for a new job:
- Compensation (62% of respondents selected as one of their five most important)
- Balance (49%)
- Flexibility (44%)
- Security (34%)
- Advancement (33%)
- Impact (33%)
- Upskilling (33%)
- Management (29%)
- Happiness (27%)
- Leadership (27%)
- Innovation (25%)
- Culture (24%)
- Mission (23%)
- Diversity (13%)
- Talent (11%)
Source: LinkedIn Talent Drivers survey
Why compensation, balance, and flexibility are priorities for candidates
It’s no surprise that compensation, balance, and flexibility continue to top the list of job priorities for candidates. These factors have consistently been key drivers in job selection for years, as employees seek fair pay, manageable workloads, and the ability to integrate their professional and personal lives effectively. Competitive salaries ensure financial stability, while balance and flexibility allow workers to maintain well-being and productivity, making them non-negotiable aspects of any attractive job offer.
However, job security has become a more significant concern in today’s uncertain economic climate. With ongoing market fluctuations, layoffs, and industry shifts, employees are placing greater value on stability. They want reassurance that their jobs are not at risk and that they can rely on their employers for long-term career sustainability. Companies that can demonstrate financial resilience and offer clear job security will have an advantage in attracting top talent.
Beyond stability, opportunities for advancement and upskilling are crucial factors influencing career decisions. Ambitious professionals seek roles where they can grow, develop new skills, and progress within the organization. If a company does not offer a clear path for career growth, employees may take it upon themselves to upskill, improving their qualifications to secure better opportunities elsewhere. Employers that fail to provide career progression or professional development programs risk losing talent to organizations that actively invest in employee growth.
In today’s competitive job market, understanding these priorities and addressing them effectively can make all the difference in attracting and retaining top-tier candidates.
Culture and diversity are lower than expected
Culture and diversity ranking lower than expected may reflect shifting workforce priorities, particularly in the face of economic uncertainty. While these factors have been central to workplace discussions in recent years, candidates may now be prioritizing more immediate concerns such as compensation, job security, and career growth. When faced with financial instability or job market unpredictability, employees often focus on securing roles that offer stability and clear professional advancement rather than placing as much emphasis on broader workplace values.
Another possible reason for the decline in diversity and inclusion as a top priority is the recent scaling back on DEI (Diversity, Equity, and Inclusion) initiatives in some industries. Over the past few years, many organizations made significant commitments to DEI, investing in programs, hiring diversity officers, and promoting inclusive workplace cultures. However, as economic and political pressures mount, some companies have cut back on DEI efforts, reallocating resources to what they perceive as more immediate business needs. This may have led candidates to view DEI as less of a distinguishing factor when choosing an employer, particularly if they perceive that many companies are pulling back on these initiatives.
That said, workplace culture and diversity remain important to many job seekers, particularly those looking for inclusive and values-driven organizations. Employers that continue to prioritize strong company culture and diverse, equitable workplaces may still have a competitive edge in attracting talent who seek a sense of belonging and alignment with their personal values. While compensation and security may dominate immediate priorities, organizations that maintain a long-term commitment to inclusivity and a positive workplace culture will likely see benefits in employee engagement, retention, and overall company reputation.
What is the biggest change in candidate priorities?
The survey also compared the changes in candidates’ priorities from the previous quarter. There was an increase in two key areas and a decline in three other areas:
- Challenging, impactful work (+2.5%)
- Collaborative culture (+1.9%)
- Flexible work (-1.5%)
- Opportunities for career growth (-1.6%)
- Opportunities to learn new skills (-2.5%)
Why the change in priorities? Current economic uncertainty changes what people prioritize.
Co-authors Greg Lewis and Jamila Smith-Dell explain,
“These shifts might reflect a broader trend: In times of economic uncertainty, candidates often prioritize immediate emotional benefits over longer-term potential gains. The increased emphasis on challenging work and collaboration suggests people want clear value and connection in their day-to-day work, while the declining focus on future opportunities might indicate a preference for certainty over possibility.”
Source: LinkedIn Talent Drivers survey
Where should employers focus their recruitment strategy in 2025?
A candidate-focused strategy is always the best way to attract the best of the best. For a successful recruitment strategy in 2025, prioritize these five key areas in your job ads, interviews and when communicating with candidates:
- Competitive Compensation: Offering attractive salaries and benefits remains crucial to attracting and retaining top talent. Consider performance-based incentives, equity options, and personalized benefits packages.
- Work-Life Balance: Candidates increasingly value flexibility, including remote work options, flexible hours, and wellness programs. A strong work-life balance enhances employee satisfaction and productivity.
- Job Security: Stability and long-term career prospects are major factors in job selection. Clear communication about company growth, financial stability, and long-term career paths reassures potential hires.
- Career Advancement Opportunities: Providing employees with a clear path for growth through mentorship, training programs, and internal promotions helps attract ambitious professionals and improves retention.
- Meaningful and Impactful Work: Employees seek purpose in their roles. Highlight how your company’s mission, values, and projects contribute to a greater cause, fostering motivation and engagement.
By focusing on these priorities, your recruitment strategy can align with evolving workforce expectations, ensuring a strong and loyal team.
Final thoughts on what job candidates want in 2025
By staying attuned to shifting candidate priorities and emphasizing key factors like compensation, work-life balance, job security, career growth, and meaningful work, employers can build a recruitment strategy that attracts top talent and fosters long-term success.
Reach out to our recruitment team to develop a strategy that will help you hire better, hire less & retain more.
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