Here’s the thing. It’s almost impossible to pay someone enough to put up with a job they find unrewarding, unchallenging, unfulfilling or uncomfortable.

Because, perks like free lunch, game rooms, and workout spaces get old real fast. Even bonuses from more PTO don’t have lasting value to a dissatisfied employee — bonuses get spent and extra time away only magnifies the fact that skilled as they may be, their dissatisfaction suggests that they are not a good fit for their particular job your organization.

When was the last time someone mentioned in an exit interview that lack of ping pong tables, a workout gym or free lunch was the driving factor in their decision to leave?

However, unlike any of the aforementioned options, feeling valued for the personal strength we value deeply within ourselves… feeling a real sense of belonging with the team… having a sense of shared purpose within the organization location’s culture… these things never get old. Or lose value.

Numerous recent studies have shown that today’s top candidates are increasingly looking for a more integrated work experience beyond salary.

While competitive pay is still foundational, other factors are just as, if not more important to attracting and importantly retaining top talent. Factors like feeling valued for the “Inner Hero,”or personal strength they bring to the role…  their sense of belonging on the team they’ll be joining… a shared purpose within the organization location’s culture… and work/-life balance. 

Beyond financial compensation, these are the message takeaways you need to attract top talent:

• • “You will be valued for the personal strength you value most deeply about yourself” (their Inner Hero)— this is a personal strength that  the hiring manager, the team and the organization value more highly than is typically valued at other organizations.) Having the opportunity to exercise this strength and be recognized for it gives the candidate tremendous satisfaction
  • “You will be instantly feel you belong on the team you’ll be joining”— this ensures that the interview process will help you land the candidate who will be the best fit for the team long-term
  • “I will feel comfortable within the workplace culture”— a  positive work environment and shared values are critical for job satisfaction and a sense of being part of something greater than just a job
    • Psychological safety: Creating a culture of trust and psychological safety is essential for high performance and innovation
    • Cultural alignment: Many candidates will not consider working for an organization that does not share their values, such as a commitment to work-life balance, DEI, or environmental sustainability
    • Inclusivity and respect: Fostering a diverse and inclusive atmosphere where employees feel valued and respected is highly sought after