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Peer into the Crystal Ball – 3 Essential Things Today’s Candidates Need 

By Kathryn Hines 


We are living in a time of accelerated innovation. For the past 5 years technology has made changes in where we work, how we work, and when we work. Gone are the days of 9-5 schedules and pensions. Welcome to the world of hybrid/remote options where 3 years is a good tenure.  

Let's look at the things that candidates seem to covet the most.  


1. Flexibility 

Covid was transformational for our country in many ways. The biggest impact is bringing the importance of a properly proportioned workday to the forefront. Flexibility is important across generations – Millennials to Generation Xers to Baby Boomers. Millennials are born into a world of options; Gen Xers are hitting the sandwich generation stage, and Baby Boomers are ready to consult on a part-time basis while heading toward retirement.  


Flexibility adds to the quality of life for most stages which is why candidates seem to highly covet it. The good thing about flexibility is it affords an organization the option of choosing which route it will take regarding what options to offer. Different generations and life circumstances vary. Tailoring your work environment to meet individual needs can be productive and add to employee satisfaction. It can increase tenure because it is not easy to find an organization that fits into the dynamics that an individual's life circumstance might dictate.  


2. Total Rewards 

Now is a good time for organizations to discuss their Total Rewards with candidates. Inflation has been on the rise the past few years and so has healthcare. People are focusing on more than salary. They also consider health benefits, retirement plans, and bonus opportunities. Healthcare premiums are rising and can be a large expense for employees. Mental Health awareness is on the rise as well. Creating healthcare packages with lower out-of-pocket expenses and with mental health coverage is important to candidates. Organizations offering gym discounts, mental and financial counseling, and professional development classes are more appealing to candidates.  


3. Cultures of Appreciation and Gratitude 

The goal in recruiting is not only to hire a qualified candidate but also to keep the qualified candidate engaged. “Quiet quitting” is on the rise. That is defined as employees slowly disengaging and doing the bare minimum. Contributors include feeling a lack of appreciation, gratitude, and opportunities to grow in their current position. 


Whether your organization is large or small, the best way to combat this is by having an engaged leadership and supervisory team. Constant communication drives a feeling of connection. This can be especially difficult in a remote environment. Organizations must be intentional about this very essential attribute. It starts with the organization consistently sending a message about where it is headed, what it wants to accomplish and how it's going to get there. That message must be clearly delivered to each individual team member. Performance management is the key in this area. Each employee should have an awareness of their career path in the organization. They should understand how their position pushes the organization forward to create meaning for themselves and their world.  


The key factor here is balance. Employees are looking for a balance of all three of these areas when making career changes. Luckily for businesses, “Balance is not something you find, it's something you create.” (Kingsford, Jana, #UNJUGGLED, 2016.) When recruiting it would behoove organizations to consider all three of these and balance them well. 


What are your thoughts on what candidates want? Let us know in the comments.  


If you feel your recruiting strategy could use a refresh, consider partnering with TalentRemedy. Our industry experts can help your team leverage the things candidates want. Contact us at or 703-362-0175 to set up a time to learn more about how our team can support your hiring needs. 



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