How important is a sociable workplace to Gen Z? New survey reveals what’s top of their list
The return to office debate continues, with Amazon being the latest company to return back to the office five days a week as it ends its hybrid work policy
Office furniture experts at Slouch have surveyed Brits to find out what is top of their list when looking for a new role
As companies across the UK announce back to office schemes, as they discard their hybrid working policy, what are candidates looking for in a new role?
New research – conducted by office furniture experts at Slouch – has revealed what candidates want from a job role. They surveyed 1,000 Brits to find out what candidates look for when searching for a new job role – outside of salary and the role itself.
While the majority of respondents listed flexible working hours (42%) as the most important factor, clear differences between age groups were found.
Over a third of Gen Z listed the option to work completely remote (34%) as their most important factor whereas Millennial’s stated they wanted a balance of remote working and office – with the option to choose when (33%), while over half of Boomer’s voted for flexible working hours (51%).
While a sociable team might spring to mind as being important to younger demographics such as Gen Z, surprisingly the data found a sociable team is most important to 65+ (30%) compared to over 18-24 year olds, where only 26% listed this as important.
Slouch has partnered with Charlotte Turner, Chief Growth Officer at the Portfolio Group to uncover what candidates are looking for in the current market. With over 20 years in recruitment, Charlotte says: “The majority of candidates we see are still looking for roles that offer hybrid working arrangements.
“Younger generations are placing a higher value on perks that match their lifestyle and values, with younger professionals looking for their own personal growth and development they are looking for employers who can support this outside of their 9-5, whether with educational development, social impact and volunteering schemes and are looking for employers that add value outside of the traditional financial incentives and perks.
“At the other end of the spectrum candidates that have a tenured career are now looking for the chance of flexibility and security in their new opportunities, this is reflective in working parents with childcare flexibility but also with people that feel confident in the ability to their role remotely or feel they are better suited at home in a quiet environment.”
When it comes to the most important factors across all age groups, the top ten were revealed as:
Flexible working hours (42%)
Option to balance remote working and office – with the autonomy to choose (28%)
Free parking (28%)
Option to work completely remote (25%)
Option to work from anywhere (22%)
Transport cost covered (20%)
Perk scheme (19%)
Sociable team (18%)
Company holiday (17%)
Work from office full time (11%)
Charlotte adds: “We often see popular perks including additional days off for their birthday, personal and well-being days; and the opportunity for study support and continuous training remains high on people’s priorities when looking for a new opportunity.”
On changing attitudes to workplace habits, Charlotte adds: “While candidates still desire a competitive salary and flexible working arrangements, benefits are now a vital aspect when assessing a new opportunity – and they can be a deal breaker. Not only is a comprehensive benefits and perks package necessary for attracting new talent, but they also help form an essential part of a retention strategy.
“What may have been considered a perk in previous years such as flexibility, healthcare, gym, fruit/breakfast are now expected as standard by candidates when looking for a new opportunity.
“Interestingly, we have noticed that some candidates will consider a lower salary if the right benefits package is in place that meets their needs.
What factors have affected what candidates are looking for?
“Many factors have contributed to the shift in value placed on perks, including cost of living, and COVID. Working professionals are trying to reduce costs where possible; either by reducing how regularly they commute or by looking for benefit packages that include freebies, discounted goods or memberships.
“Private healthcare has been brought to the front line of perks and benefits in recent years and where this would previously only be seen in larger corporate companies, the SME market is now having to offer this to potential employees to attract the best talent.
“While perks remain crucial for job seekers, there is a growing emphasis on intangible benefits too such as positive workplace culture, sustainability initiatives, and strong corporate social responsibility (CSR) policies. So, it is worth assessing how your business stacks up on these aspects to be competitive.”
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