Each year at Nexxt, we survey a sampling of our job seekers to understand what’s important to them, how they search for jobs, and how priorities may have changed from the previous year. It’s always fascinating to see how job seeker preferences change over time! In our most recent survey, participants had an opportunity to express what’s most important to them when it comes to finding their next job. Here are the top five things job seekers value most in a new job opportunity:

1. Competitive Pay. No surprise here (hopefully)! Most employees are working to be able to pay their bills and support their lifestyle, and they want to be compensated fairly for their skills and experience level. Do some market research and a competitive analysis to learn if your company’s pay is competitive for the local marketplace, the types of roles you’re hiring for, and the experience you’re seeking from your new employees when you hire them.
   
   
2. Positive Work Environment. Whether a job is in-office, hybrid, or fully remote, a sense of community, positive office culture, and inclusion is important. Are new team members welcomed into the fold with kindness and optimism? Is there a spirit of friendliness, collaboration, and a positive outlook for the future of the business? A toxic work environment can quickly permeate new hires, so it’s important to ensure your company’s culture is healthy and vibrant.
   
   
3. Flexible Hours. Flexible schedules can go a long way in establishing a healthy work-life balance in the modern era. For example, do you offer flex hours that allow employees to begin their eight-hour workday any time between 6am and 9am? This can be great for early risers who like to get a jumpstart on their day. Can a team member take a long lunch break to volunteer at their child’s school, or can they leave an hour early to pick their pet up from the vet? Schedule accommodations like these might seem small in the moment, but they go a long way in helping your employees feel valued on a personal level over time. In addition, consider if certain roles might even be eligible for a modified work week consisting of four ten-hour days rather than five eight-hour days. If this approach is something you’re open to for applicable roles in your organization, allow your team members to choose which schedule they prefer.
   
   
4. Professional Development/Mentoring Opportunities. Whether an employee is just starting out post-graduation or continuing a decades long career, professional development is important for the longevity of your team members. Consistent coaching and mentoring from peers, supervisors, and managers is extremely valuable. Opportunities for growth are critical to keep team members engaged and interested at work. If there’s no room for growth or if job duties remain stagnant for too long, employees might leave the company to pursue another opportunity.
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