What Are the Top 3 Things Job Seekers Want in 2023?

Employers have a strong talent pool to pick from in 2023, but the job market is quite competitive. Offering a larger paycheck than a competitor won't draw in potential employees alone, nor will it ensure employee retention.

It's about more than just a title, salary, and location – those searching for jobs are also looking for a company that aligns with their values and offers the opportunity to pursue a career they're passionate about. It's clear that job seekers have many considerations when choosing which role to pursue.

In this article, we'll cover the top three things job seekers are looking for in potential employers and work opportunities in 2023. From job stability to an inclusive workplace, we'll discuss the factors that potential hires prioritize as they search for meaningful employment.

1. Culture and Values

When considering work opportunities, job seekers are increasingly looking for employers whose culture and values align with their own. Now more than ever, workers want to feel like their careers matter to the companies they work for, and that they are not only viewed by their employers as resources to be exploited.¹

Job seekers value employers who prioritize respecting their employees, as well as allowing them the freedom to express their opinions without retaliation from supervisors.

Employers who demonstrate a commitment to transparent communication from top executives also have an edge when it comes to attracting talented employees in today's competitive job market.

Additionally, potential hires are attracted to companies that prioritize diversity, inclusion, and social impact initiatives. With many workers feeling overwhelmed by public discourse on current events such as climate change and social justice issues, it is important for employers to create spaces for meaningful dialogue between employees.

Companies that strive to create a diverse workforce free of discrimination based on race, gender, sexual orientation, age, and disability gain the trust of job seekers looking for an inclusive work environment. By establishing a safe workplace culture where everyone feels comfortable expressing their opinion, employers can ensure a high level of employee engagement and satisfaction among the workforce. 

2. Career Advancement and Stability

With more individuals entering the market in search of positions that promise career growth or long-term stability, prospective employers must make sure they can offer career development programs and increased responsibilities to attract an ambitious workforce. Job seekers are particularly drawn to roles that have clear paths for professional advancement within the organization.

One metric commonly used to gauge this is whether past employees at said organization have been promoted through internal mobility, or kept roles within the same department during their tenure with said company.

Employers should focus on creating an environment where employees can continuously learn new skills to grow alongside the company.

People searching for jobs are looking for employers with a commitment to long-term employment. Many people actively avoid contract work and seasonal positions in favor of positions that offer a stable future for them and their families – only taking these short-term positions with the hope of becoming direct employees.²

That is why employers should strive to communicate the prospects of long-term stability within their business. This can be done by highlighting opportunities via internal mobility or career development programs designed with sustainability in mind.

These should not be empty promises, either. Employers must follow through with providing what they've offered, or they sabotage the trust that new and old employees have vested in them.

As previously mentioned, people searching for work are searching for a workplace that respects them as an individual. An indicator of both stability and respect is a commitment to offering competitive wellness benefits and pay packages.

Job seekers search for employers that offer flexible hours, health insurance, and other forms of assistance such as childcare services or financial coaching.

Enrich’s financial wellness program offers a simple and comprehensive solution to staying on top of financial health. It provides employers with the tools and support they need to create a financial wellness program tailored to their organization – reducing financial stress in the process.

The program helps employers foster their employees’ financial well-being through step-by-step guidance on budgeting, savings strategies, and debt management techniques. Combining Enrich's Financial Wellness Program with the commitment to fostering an environment of professional success and growth, employers can more easily attract a dedicated and motivated workforce.

3. Reskilling and Upskilling

Despite a wide range of talent to hire from, there are still many skills that individuals only learn after they have spent time in their respective industries. That is why job seekers are hungry for companies that practice conscientious reskilling and upskilling.

Forward-thinking employers must invest in expanding the knowledge of their workforce to stay ahead in the competitive market. This means creating training programs for employees that correlate with the organization's goals and values while also encouraging them to continue developing themselves further on their own time. 

By investing in reskilling and upskilling programs, employers can not only attract talent who value continuous improvement and career growth, but they can also greatly increase employee retention.³

Businesses can support new and established employees by allowing them opportunities to develop new skills, hone their craft, or move up to leadership positions within the company.

Though it requires some effort on behalf of businesses to facilitate this, the return on investment is astronomical, considering both the immediate and long-term benefits of reskilling and upskilling. Businesses should always strive toward exploring opportunities for employee growth – both internally and externally – if they want to stand out in the competitive job market.

On the subject of employee growth, it may be worthwhile for organizations to consider the advantages of tuition reimbursement and continuing education contribution to retain existing talent. Initiatives like these can assist workers in cultivating their professional growth and benefit the company long-term, while simultaneously attracting prospective job seekers.

Staying Competitive in the Job Market

Making a business competitive in the job market may require a bit of strategic and innovative thinking. It might be wise for employers to consult with their Human Resources department as well as current employees to get a better understanding of where to take their company's culture.

Employers can appeal to talented job seekers through resources like retirement readiness programs that indicate a position’s stability and leave a positive imprint on their niche in the marketplace. 

Keep Reading: 5 Steps to Get Your Employees Ready for Retirement

Mentorship programs help new hires learn the skills they're looking to develop while encouraging collaboration and innovation in the workplace.

Employers who are willing to invest in their staff by offering premier benefits or career-awarding recognition have a good chance at standing out among the competition while gaining worthwhile long-term loyalty from the workforce. 

Keeping these key considerations top of mind will enable employers to find and maintain the right talent for their company. Organizations can not only attract a strong candidate pool but also nurture employee satisfaction and longevity within the company.

Create a Sustainable Workforce

As companies become increasingly competitive when searching for new talent in this digital era, understanding what potential hires are looking for is essential if employers are to attract and retain top talent.

From aligning with job seekers’ values to offering career growth opportunities, prospective employers should keep these things in mind if they want to stand out among the most sought-after positions.

By giving potential employees what they need – in the present and the future – companies can create a sustainable workforce that lasts in 2023 and beyond.

1 - https://www.shrm.org/resourcesandtools/hr-topics/people-managers/pages/managers-respect-employees.aspx

2 - https://techequitycollaborative.org/2021/08/18/a-broken-career-ladder-how-contract-work-hurts-and-helps-worker-advancement/

3 - https://www.forbes.com/sites/forbescoachescouncil/2022/05/23/leveling-up-the-benefits-of-upskilling-for-employees-and-organizations/?sh=314e423c45a5