What Do Candidates Want From Employers? Insights from the Well-Being Index
In today’s competitive talent market, understanding what employees value most is essential for attracting and retaining top candidates. The Global Talent Barometer sheds light on these priorities, offering a clear picture of what individuals seek in their work environments. The Global Talent Barometer is a robust tool by ManpowerGroup that measures the well-being, job satisfaction, and confidence of the global workforce. It assesses twelve unique benchmarks to capture employee perspectives in today’s evolving world of work. The Well-Being Index focuses on four key areas: Meaning and Purpose, Minimal Daily Stress, Values Alignment, and Work-Life Balance. With the Well-Being Index as a guiding framework, here are the four key benchmarks that candidates consider when evaluating employers, explained below:
1. Meaning and Purpose
Work is no longer just about earning a paycheck—it’s about making a difference. Candidates want roles where they can:
Contribute to something larger than themselves. Whether it’s through corporate social responsibility initiatives or meaningful projects, employees crave purpose-driven work.
See the impact of their efforts. Providing transparency about how individual contributions support company goals can increase engagement and job satisfaction.
According to the Well-Being Index, 65% of employees feel their work has at least some meaning or purpose, highlighting the importance of purposeful roles in today’s workforce.
What Employers Can Do: Share your company’s mission and values prominently, and align job roles with that purpose. Regularly communicate how employees’ work impacts the organization and the community.
2. Minimal Daily Stress
The modern workforce prioritizes mental health and well-being. Overwhelming workloads and lack of support can drive talent away. Candidates value:
Supportive environments: Workplaces that foster open communication and provide resources for mental health.
Clear expectations: Minimizing ambiguity in roles and responsibilities to reduce unnecessary stress.
The Well-Being Index reveals that 71% of employees report feeling little to no daily stress in supportive environments, emphasizing the value of stress management in attracting and retaining talent.
What Employers Can Do: Offer flexible working arrangements, provide access to wellness programs, and regularly check in with employees to identify and address stressors.
3. Values Alignment
Job seekers are increasingly selective, choosing employers whose values align with their own. Key considerations include:
Corporate ethics: Commitment to sustainability, diversity, and inclusion.
Leadership transparency: Leaders who practice integrity and open communication.
Alignment with company vision and values matters greatly, with 41% of employees feeling somewhat or closely aligned with their organization’s values, according to the Well-Being Index.
What Employers Can Do: Foster a culture where values are not just written statements but lived practices. Share stories that demonstrate your commitment to ethical business practices and social responsibility.
4. Work-Life Balance
In the era of hybrid work, achieving work-life harmony is a top priority for candidates. They want:
Flexibility: The ability to choose when and where they work.
Boundaries: Respect for personal time, with clear expectations about availability outside working hours.
The Well-Being Index highlights that 80% of employees who feel well-supported in achieving work-life balance are more likely to remain engaged and productive in their roles.
What Employers Can Do: Implement policies that support flexible schedules and encourage employees to disconnect after hours. Promote a results-driven culture over one focused on "face time."
Why This Matters
According to the Global Talent Barometer, understanding and addressing these benchmarks is crucial for employers to stand out in the global talent market. Candidates are more empowered than ever, and they’re seeking workplaces that prioritize their well-being and align with their personal values. By meeting these expectations, employers can not only attract top talent but also foster loyalty and long-term engagement.
Closing Thoughts
The workplace is evolving, and so are employee expectations. To succeed in this new landscape, employers must adopt a people-first approach, prioritizing the well-being, purpose, and values of their workforce. By doing so, organizations can build stronger, more resilient teams that drive sustained success. Are you ready to adapt to what today’s candidates want?