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 indefinitely.
Because, much like extra closet space in a bigger house that seems to disappear as soon as you move in, we can always find someplace to spend a bigger salary. And perks like free lunch, game rooms and workout spaces get old real fast. Even bonuses from a more PTO don’t have lasting value, because bonuses get spent and extra time away only magnifies problems or inadequacies when they return.
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 we work on and a sense of shared purpose within the organization location’s culture never get old. Or lose value.
Numerous recent studies have shown that today’s top candidates are increasingly looking for a more holistic work experience that goes beyond salary.
While competitive pay is still foundational, other factors, like feeling valued for the Inner Hero personal strength they bring to the role, the degree of belonging they’ll feel on the team they’ll be joining, a shared purpose within the organization location’s culture, work/-life balance and career growth opportunities are, more and more, just as, if not more, important to attracting and retaining top talent.
Beyond financial compensation these are the message takeaways you need to attract top talent:
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- “You will be valued for the personal strength you value most deeply about yourself” (their Inner Hero— this is a personal strength that is valued more highly by the hiring manager, their team and the organization than is typically valued elsewhere for the same role. Exercising this strength gives the candidate tremendous satisfaction alone, but being valued highly for it is icing on the cake.
- “You will be instantly feel you belong on the team you’ll be joining”— this ensures that you will have a wider selection of Ideal Fit candidates to select from, and that the interview process will help you land one the candidate who will be the best fit for the team long-term
- “I will feel comfortable I am set up for regular success working within the workplace culture at the location where I’ll be working”— 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
- “I will feel comfortable I am set up for regular success working within the workplace culture at the location where I’ll be working”— 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
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- “I will feel comfortable I am set up for regular success working within the workplace culture at the location where I’ll be working”— 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
- “In this role I’m confident that I will have the flexibility/freedom to succeed and still have a life”— work/life balance has become one of the most significant factors influencing job decisions, and it is a top priority for many job seekers
- Remote and hybrid work: The COVID-19 pandemic permanently reshaped expectations, with many candidates preferring flexible work arrangements over fully in-office roles.
- Flexible hours: Allowing employees to choose their own start and end times to better manage their personal lives is a highly valued perk.
- Generous paid time off: Policies that promote time off, including unlimited PTO, are attractive to candidates who prioritize rejuvenation and personal time.
- “I will feel comfortable I am set up for regular success working within the workplace culture at the location where I’ll be working”— 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
- “In this role, I know I’ll have opportunities to grow, advance and develop new skills within the organization”
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- Training and upskilling: Opportunities for continuous learning are a key reason for increased job satisfaction and employee loyalty
- Clear career paths: Candidates, especially high earners, prioritize organizations that show them a clear path for professional growth
- Mentorship programs: Connecting with experienced mentors provides guidance and support for career progression
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- “In this role, I feel my work will be meaningful and that I am contributing to a mission beyond just profit”
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- Social responsibility: Many job seekers, particularly those in the nonprofit sector, want to work for organizations that positively impact society
- Mission alignment: Feeling a personal connection to a company’s mission and purpose drives engagement and fulfillment
Highlighting the emotional paycheck starts with a mindset-focused hiring approach:
- Be sure your job posts emphasize mindset attributes like adaptability, curiosity, and resilience, using PowerPosts custom content to highlight the evolving nature of the role and the company’s value of growth and development
- Integrate PowerPosts psychometric assessment questions into the interview process to evaluate a candidate’s mindset, motivations, and competencies
- Utilize PowerPosts strategy and content as a basis for behavioral and situational interview questions that uncover a candidate’s approach to challenges and learning
Turns out you’re more powerful than you know.
Able to attract more of the right people…
With the most diverse mix of Ideal Fit candidates to choose from…
Based upon more direct hiring manager involvement…
In a position to get more from every team in the organization…
Start using that power now.
Start using that power now.Request a Demo
