What Do Candidates Want From Employers? Insights from the Job Satisfaction in Talent Barometer
In today’s fast-evolving job market, understanding what candidates truly want from their employers is crucial. The Global Talent Barometer provides insights into these priorities, offering a clear view of what individuals want from their work environments. Developed by ManpowerGroup, this tool measures well-being, job satisfaction, and confidence within the global workforce, evaluating twelve key benchmarks to capture employee perspectives in the changing world of work.
The Job Satisfaction Index focuses on four key areas: current job satisfaction, job security, job-search confidence, and manager trust. With the Job Satisfaction Index as a guiding framework, here are the four key benchmarks that candidates consider when evaluating employers, explained below:
Job Satisfaction Index: 63% of Workers Are Satisfied
According to the Talent Barometer, 60% of workers are satisfied with their current roles and are unlikely to leave voluntarily within the next six months. However, this leaves a substantial portion of the workforce—40%—who are either dissatisfied or open to new opportunities.
Key Insights:
More than one-third of the global workforce plans to leave their current job in the next six months.
47% of young workers (ages 18-27) are considering changing jobs, highlighting the restlessness of Gen Z in the workforce.
41% of remote workers are likely to change jobs despite reporting higher well-being and work-life balance.
What Employers Can Do:
Conduct regular employee satisfaction surveys to identify pain points.
Offer tailored benefits and perks that address the unique needs of different demographics, such as Gen Z and remote workers.
Focus on creating meaningful work experiences that go beyond just a paycheck.
Job Search Confidence: 59% Believe They Can Find Another Job
59% of workers are confident they can find another job within six months. This high level of job search confidence underscores the importance of retaining top talent in a competitive market.
Key Insights:
In Asia, 72% of workers in Singapore are the most likely to change jobs but Japan shows otherwise with only 25%
Only half of IT workers expect to stay in their current roles, signaling a high turnover risk in this sector.
What Employers Can Do:
Invest in upskilling and reskilling programs to make employees feel more valued and secure.
Highlight career growth opportunities within the organization to reduce the allure of external roles.
Build a strong employer brand to attract and retain top talent.
Manager Trust: 63% Trust Their Managers
Trust in management is a critical factor in employee satisfaction. Currently, 63% of workers trust their managers to have their best interests in mind for career development. However, this leaves a significant portion of the workforce feeling unsupported.
Key Insights:
Consumer Goods and Services workers report the lowest levels of manager trust.
Gen X women have the lowest levels of overall manager trust, indicating a need for more inclusive leadership practices.
Financials and Real Estate workers report the highest levels of manager trust, suggesting best practices that other industries can learn from.
What Employers Can Do:
Train managers to be more empathetic and supportive leaders.
Foster open communication and transparency between managers and employees.
Implement mentorship programs to build stronger relationships within teams.
Job Security: 71% Feel Secure in Their Roles
Job security remains a top concern for workers, with 71% feeling secure in their current roles for the next six months. However, this means 29% of workers are uncertain about their future, which can lead to decreased productivity and engagement.
Key Insights:
One in four workers globally anticipate job termination in the next six months.
Communications Services workers are the most concerned about job security.
Women report lower feelings of overall job satisfaction, which may be linked to concerns about job security.
What Employers Can Do:
Provide clear communication about the company’s financial health and future plans.
Offer long-term contracts or permanent positions to reduce uncertainty.
Create a culture of stability and reassurance, especially during times of change.
Additional Insights from the Talent Barometer
Gen Z men are 14% more likely than the global average to voluntarily leave their organizations, highlighting the need for targeted retention strategies for this demographic.
Remote workers, despite reporting higher well-being, are still likely to change jobs, suggesting that flexibility alone is not enough to retain talent.
Women and Gen X women workers report lower levels of satisfaction and trust, indicating a need for more inclusive and supportive workplace policies.
The Job Satisfaction Index reveals that candidates are looking for more than just a paycheck. They want:
Work-life balance and flexibility.
Career growth and development opportunities.
Competitive compensation and benefits.
Trustworthy leadership and a supportive workplace culture.
Job security and stability.
Employers who prioritize these factors will not only attract top talent but also build a loyal and engaged workforce. With more than one-third of the global workforce planning to leave their jobs in the next six months, the time to act is now.
What’s Next for Employers?
Use the insights from the Talent Barometer to assess your organization’s strengths and weaknesses.
Implement targeted strategies to address the unique needs of different demographics, such as Gen Z, women, and remote workers.
Foster a culture of trust, growth, and security to reduce turnover and boost employee satisfaction.
By aligning your talent strategy with the priorities of today’s candidates, you can position your organization as an employer of choice in a competitive global market.