The talent market is shifting—again. Are you ready?
At Engage Staff, we work with forward-thinking employers and candidates daily, and we’re seeing clear patterns in what today’s job seekers actually want—and expect. If your organization hopes to stay competitive in 2025, understanding these priorities isn’t optional—it’s essential.
Here’s a breakdown of the key hiring trends we’re seeing, and how employers can evolve to attract (and keep) top talent.
1. Hybrid and Flexible Work Isn’t a Perk—It’s the Baseline
What job seekers want:
Hybrid work remains a top priority. A recent survey by Gallup found that 59% of job seekers would choose a job with remote flexibility over one without.
What employers can do:
- Offer flexible work arrangements where possible.
- Be clear about remote policies in job descriptions.
- Focus on outcomes and deliverables, not hours at a desk.
2. DEI Isn’t Just a Buzzword—It’s a Deciding Factor
What job seekers want:
Candidates, especially Gen Z and Millennials, want to work for companies that actively support diversity, equity, and inclusion. They’re not just looking for statements—they’re looking for action.
What employers can do:
- Share transparent DEI goals and progress.
- Diversify leadership and hiring panels.
- Invest in inclusive culture-building, not just compliance training.
3. Mental Health Support Is a Competitive Edge
What job seekers want:
Wellness isn’t a nice-to-have—it’s a must. Job seekers expect resources that support mental health, from EAPs to flexible time off and psychologically safe work environments.
What employers can do:
- Offer mental health days and open PTO policies.
- Train managers to recognize and support employee wellness needs.
- Normalize discussions around burnout and stress.
4. Transparency Is the New Currency
What job seekers want:
From salary transparency to honest job previews, today’s top talent expects clear, upfront communication. Glassdoor, LinkedIn, and Reddit have made opaque hiring practices a liability.
What employers can do:
- Post salary ranges (where legally allowed).
- Share realistic expectations about the role and team culture.
- Communicate clearly during every stage of the hiring process.
5. Growth and Purpose Over Perks
What job seekers want:
It’s not just about a paycheck. Candidates are looking for roles that align with their values and offer long-term growth opportunities.
What employers can do:
- Highlight clear career paths and mentorship programs.
- Share how the role connects to the company mission.
- Encourage internal mobility and skill-building.
Final Thoughts: Engage the Future, Today
At Engage Staff, we believe the future of work belongs to companies that listen, evolve, and genuinely value their people.
If your hiring strategy still relies on outdated perks and vague job posts, you’ll lose the race for top talent in 2025. But by aligning with what job seekers actually want—flexibility, inclusion, wellness, transparency, and purpose—you position your company as a modern employer of choice.
