What Do Job Seekers Want? Flexible Work Arrangements, Pay Transparency, and Growth.

The workforce is evolving with new generations increasingly bringing their unique skills and attitudes to the workplace. It’s essential to understand the motivations and expectations of these younger workers since they’ve shifted from the traditional work benefits that were enough to retain older generations.  

EG Workforce Solutions provides customized recruitment and talent strategies for both employers and job seekers. Our approach is consultative, personalized, and focused on helping all parties succeed.  

Through our partnership with Indeed and proprietary data insights, we understand the generational shift in priorities. Now, more than ever, younger professionals prioritize:  

  1. Work-life balance
  2. Career sustainability (i.e., pay, career growth, trust) 
  3. Passion about work 

What does this mean for employers?  

You may be struggling with recruitment and retention because you’re not focusing on what job seekers want.  

Here are three strategies to attract and retain the Millennial and Gen Z workforce—and how to implement them at your organization. 

Provide Flexible Work Arrangements 

Gen Z and Millennials value work-life balance and prioritize flexibility in the workplace. With remote and hybrid work becoming increasingly popular, offering flexible work arrangements can be an excellent strategy for attracting and retaining top talent. It also leads to higher employee engagement, satisfaction, and retention.  

People want flexible work arrangements. 

Industries continue to embrace remote work. As of 2023, 12.7% of full-time employees work from home. Remote work is on an upswing, with a projected 22% of the workforce working full-time from home by 2025 (WFHResearch). 

Similarly, workers’ preference for remote and hybrid work aligns with this upward trend. A staggering 98% of workers express a desire to work remotely, at least part of the time (Buffer). 

To have a successful remote and hybrid workforce, organizations must have a competent tech stack and digital infrastructure that supports efficient communication and workflow. 

You can have flexibility and in-office productivity, too.  

Your organization doesn’t have to implement a remote or hybrid work model to provide a work-life balance. 

Allow employees to have flexible start and end times, within certain limits. This can accommodate their schedules and preferences while ensuring that core working hours are covered in-office. 

Working parents crave flexibility. 

According to a recent study conducted by FlexJobs, 76% of working parents said flexible schedules are more important than salary when choosing jobs. The best way to support working parents is to offer a variety of flexible work options, depending on the industry and each role.  

The most in-demand flexibility among working parents are:  

  1. A remote model (83%) 
  2. Flexible schedules, such as flexible start and end times (72%) 
  3. A hybrid, telecommuting model (49%) 
  4. Part-time schedule (46%) 
  5. Alternative schedule, such as a 4-day workweek (45%) 
  6. Freelance (37%) 

However, flexible work options are not just for working parents. Flexible work programs should be available for all workers. Being aware of how flexible work arrangements help work-life balance for working parents means an organization can be more inclusive of every lifestyle.  

Stay Ahead of Pay Transparency

Pay transparency has been a hot topic of conversation lately. According to the Society of Human Resource Management, 82% of U.S. workers are more likely to apply for a job if the pay range is listed in the job posting. Candidates are demanding pay transparency—and so are legislators and policy groups. 

Organizations may soon be required by law to provide pay transparency. 

Salary transparency laws are a relatively new phenomenon in the US. An increasing number of legislators and lobbying groups are calling for additional action, citing pay transparency will solve gender salary gaps, wage gaps, and pay equity. 

To stay compliant, businesses and HR teams need to plan for the likelihood of future salary transparency legislation in your state.  

Each state has different requirements. As of September 2023, 10 states have enacted pay disclosure laws. The main trend is the distinction between written and verbal pay transparency. 

Include salary ranges and other types of compensation in the job description. 

All 10 states with mandated pay transparency laws require a form of written disclosure, such as in the job description or via email during the interview process. Organizations can get ahead of upcoming pay transparency laws and significantly increase their qualified talent pipeline by including estimated pay ranges and how salaries are determined in job descriptions 

It can be as simple as writing, “Estimated $55,000 – $65,000 annual salary depending on experience.” 

Disclose compensation and benefits during the interview process. 

Some states require verbal disclosure during the interview process, whether at the applicant’s request or before discussing an offer. EG Workforce Solutions finds success in initiating this discussion during the first screening call to ensure our candidates’ expectations align with our compensation plans. 

Fostering Passion isn’t Impossible

People usually feel more passionate about the workplace when they feel: 

  1. Belonging 
  2. A sense of purpose 
  3. Mutual trust 

Based on the research of EG’s partnership with Indeed, people will stay at your organization if you can develop those three emotions—an indicator of workplace passion. 

Connect with your colleagues. 

Creating stronger bonds with other team members in the workplace can help people feel more passionate about their work. When people feel connected to their manager and colleagues, they look forward to spending time with them and may feel more engaged in their projects.  

You can build greater connections in your organization by creating opportunities for collaboration. For example, having a shared space to eat lunch or invite team members for an after-hour dinner may help them connect on a more personal level.  

A sense of purpose begins with your mission. 

People typically feel more passionate about the workplace when they feel the work they do has a purpose.  

You can lead group discussions about your organization’s mission. If your organization’s purpose seems unclear or unimportant, you may want to adjust its mission and objectives. At EG, we believe in Helping People Succeed. From helping people find sustainable careers to helping organizations with retention, our mission is reflected in everything we do internally and externally. 

Encourage experimentation. 

Giving employees the space to experiment can help them boost their sense of ownership and passion for their work. This freedom signals that management trusts their judgment and abilities.  

In addition, boredom is a passion killer, so keep employees engaged with experimental work.  

You can build a culture of psychological safety, in which employees feel comfortable taking risks and learning from mistakes. Emphasize the importance of celebrating successes and failures. Recognizing effort and learning from failure is critical for promoting experimentation. You’ll notice employees will naturally join group discussions and share ideas. 

Honesty + transparency is a winning formula for trust.  

When employees see that leadership is honest and forthcoming, they are more likely to trust the organization’s top brass. In addition, encouraging employees to ask questions and express their opinions about the company’s “flight plan” signals a willingness to engage in two-way dialogue.  

You can discuss business financials, strategies, and goals in all-hand meetings, videos, or quarterly get-togethers. You will see a more engaged workforce. Every single internal employee at EG is aware of the direction we are going in through weekly all-hands meetings and quarterly kickoffs.  


As the demographics of the workplace continue to shift to a majority of Millennial and Gen Z workers, it will be vital for organizations to focus on what motivates these professionals to apply, stay, and grow at a company. Knowing the top three drivers for young professionals: flexible work environments, pay transparency, and fostering passion will be critical for organizations to build strategies around when it comes to finding, keeping, and growing top talent. 

About EG Workforce Solutions 

We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work, or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired. 

But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people. 

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