Insights from Flexa’s candidate data: What do job seekers want?

As job seekers’ preferences and priorities evolve, understanding these shifts is crucial for attracting the right talent to your company. At Flexa, we analyse millions of data points to uncover what the future of work looks like and how candidate demands are changing. In this blog, we’ll explore the significant changes we've observed over the past six months, and offer insights on how to attract and retain diverse talent.

When candidates join Flexa to find their ideal role, we ask them to share their top preferences. Here’s what our data from 2024 reveals about what employees are looking for in their next job.

🌍 The freedom to work from anywhere

Work From Anywhere schemes have gained significant traction since the pandemic. Since January 2024, we've seen an increase of 177% when it comes to candidates selecting WFA schemes as a preference in their next role. Companies like Boomi, Not On The High Street, and Cronofy are leading the way, offering employees the freedom to work from different countries for extended periods.

With the flexibility to work from any location, employees can take advantage of travelling to new places or visiting family abroad without using up their annual leave. As long as work commitments are fulfilled, the location is not a concern. However, it's important to note that Work From Anywhere policies often have tax implications, and employees could be limited to working abroad for a certain number of days each year.

These schemes offer many advantages, such as enhanced flexibility and control over work schedules, better work-life balance, and increased productivity. They provide employees with a unique opportunity to blend work and travel while enjoying the perks of remote working.

💻 Hybrid vs remote – what do candidates want?

Post-2020, the rise of remote working has been undeniable. Candidates who previously rarely questioned their work location now have a voice in deciding where they want to work. While hybrid working and in-office arrangements may be gaining traction, flexibility remains a key consideration for many employees.

Although there’s been a slight decline in demand for flexibility—dropping from 75% in April to 64% in August—it’s important to acknowledge that the freedom to work in a way that suits one’s lifestyle is still a priority for candidates. The ability to choose where work happens, whether from home, a co-working space, or even a beach in Bali, has become non-negotiable for many. This shift reflects a deeper change in how we view the relationship between work and life.

As hybrid working rises, offering a balance between office time and remote options, it's important for employers to continue providing flexibility. It’s not just about how often employees work in the office—it’s about empowering them to integrate work seamlessly into their lives. This freedom is what drives engagement and attracts top talent in today's evolving workplace.

🗓️ The evolved working week: a growing trend

The candidate preference for an evolved work week (which might look like a 4-day week, 4.5-day week or 9-day fortnight) has increased by 68% over the last year.

But what exactly is an evolved working week?

• The 4-day week is when, instead of the traditional 5-day schedule, employees work for 4 days, maintaining their standard daily hours. This setup doesn't involve compressed hours or reduced pay, making it an attractive option for employees seeking a better work-life balance.
• The 4.5-day week may work differently for each company. At Flexa we have half-day Fridays, meaning our team can switch off for the weekend earlier, and come back refreshed on Monday.
• The 9-day fortnight is a flexible working set-up where employees work nine days out of each two week period, for example, taking every other Friday as a non-working day.

The increase in demand for an evolved working week reflects significant changes in modern lifestyles and employee preferences. People want more flexibility in how they work, with a balance that accommodates their personal commitments and allows them to prioritise their wellbeing.

We’ve already seen companies of varying sizes and across different industries, including Huel, Coppafeel, Simprints and Atom Bank, leading the way with an evolved working week.

Forward-thinking companies that are able to adapt to these preferences will have a competitive advantage in being able to attract and retain top talent. Through understanding the flexible working preferences that candidates want, companies can better attract talent that aligns with their organisational culture and goals. And they’re investing in retaining them through providing a working environment where they can thrive.

❤️ Prioritising mental health: a benefit employers can’t afford to miss

Research indicates that 89% of employees believe their mental health affects their work life. Additionally, new findings from Deloitte reveal that poor mental health costs employers £51 billion annually.

Given these figures, it’s no surprise that mental health support has become a non-negotiable factor for candidates when considering new roles. Our data shows that preferences for mental health days have risen significantly, from 8% in January to 34% by August 2024.

Offering mental health days and platforms as part of employee benefits is important for creating a healthy and productive workplace. Mental health is just as important as physical health, and providing time for employees to rest and recharge can prevent burnout, reduce stress, and improve overall well-being. Mental health days give employees the chance to focus on self-care, which can lead to better concentration, creativity, and job satisfaction when they return to work.

Beyond mental health days, offering platforms for support—such as counselling services, wellness apps, or mindfulness programs—shows that an organisation genuinely values the well-being of its staff. These resources help employees feel supported during difficult times. By prioritising mental health in the benefits package, employers create a more engaged, resilient workforce that can adapt and thrive in a demanding environment.

In a competitive job market, these benefits can also be a deciding factor for top talent when choosing between potential employers.

🌴 Unlimited leave is on the rise

The 20% increase in candidates preferring unlimited leave, signals a growing demand for work-life balance. This shift reflects an increasing value placed on work-life balance and personal well-being, driven by the modern workforce’s desire for autonomy and support.

For employers, this trend means it's important to adapt to evolving expectations by considering or enhancing their leave policies. Companies that offer flexible benefits like unlimited leave can gain a competitive advantage, boost employee morale, and improve retention. However, successful implementation requires clear guidelines and effective management to ensure the policy is beneficial and fair.

Unlimited annual leave can have both benefits and challenges, but when implemented properly it can be a standout benefit for companies. It can boost productivity by motivating employees to complete their work efficiently to fully enjoy their time off; improve work-life balance by allowing employees to take necessary breaks; and attract and retain top talent who value flexibility. However, challenges include concerns about potential misuse and the risk of employees taking less time off due to uncertainty about what's acceptable. To maximise its effectiveness, companies should ensure clear guidelines, encourage regular use, and lead by example to create a supportive culture around this benefit.

Unlocking talent with a powerful EVP

As we move further into 2024, one thing is clear: the companies that will thrive are those that listen to what job seekers really want and aren't afraid to innovate in response. The future of work is here, and it's more flexible, balanced, and employee-centric than ever before.

Job seekers now prioritise roles that offer balance, flexibility, and alignment with their personal values. But what does this mean for employers? And how can companies leverage this data to attract talent that aligns with their values and culture?

To succeed, employers must adapt to these evolving expectations by creating work environments that resonate with the modern workforce. Central to this is embedding these preferences into your Employee Value Proposition (EVP). Companies on Flexa are already doing this successfully, showcasing their mission, values, culture, and benefits. To get started, try Flexa's 2-minute EVP quiz for insights into how you can enhance your EVP and attract talent that truly aligns with your organisation.