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Talent Attraction and Retention Depend on Employer Offerings

Randstad unveils its 2024 Workmonitor report, capturing the pulse of the American workforce and shedding light on the key trends shaping employee expectations. This year’s report uncovers the latest workforce dynamics, with a focus on the preferences and expectations of different generations in the workplace.  

“Attracting and retaining talent is always a top priority for businesses, but it’s even more critical in today’s competitive labor market,” says Greg Dyer, chief commercial officer at Randstad. “Our report showcases the unique perspectives of the workforce, allowing organizations to get a glimpse of what’s top of mind of their employees.”  

Here are three of the seven key insights uncovered by the survey in the United States.  

The Remote Work Debate 

According to the data, an increasing number of employees in the United States prefer returning to the office, but this impacts the younger generations more. The survey reveals that 23% of Gen Z and 19% of millennials in the U.S. are working from home more to avoid commuting costs.  

Interestingly, in an ideal world, most people are interested in returning to the office. Younger workers in the U.S. (21% of Gen Z, 23% of millennials, and 23% of Gen X) want to return at least five days, while baby boomers (27%) prefer remote work. Moreover, 29% of U.S. Gen Z and 40% of millennials would consider quitting their jobs if their employer asked them to spend more time in the office compared to older Americans (48% of Gen Z and 53% of baby boomers), who were more likely to disagree. 

Work-Life Integration and Career Development 

Approximately 42% of Gen X employees and 38% of baby boomers agree they would quit a job if it prevented them from enjoying their life. For younger generations, this number is even higher, with 57% of Gen Z and 53% of millennials expressing the same sentiment.  

It is worth noting that different generations place varying levels of importance on development and advancement opportunities. Gen Z (50%) and millennials (54%) consider these opportunities crucial in influencing their career ambitions, while Gen X (37%) and baby boomers (19%) also acknowledge their significance to a lesser extent.  

When asked what learning and development opportunities they would be most interested in if provided by their employer, there are several noteworthy responses—among Gen Z respondents, programming and coding, coaching and mentoring, and management and leadership rank highest in their top three choices. Similarly, millennials are interested in management and leadership skills, IT and technological literacy, and programming and coding as their top selections.  

Meanwhile, Gen X employees express interest in management and leadership skills, well-being and mindfulness, IT and technological literacy, and coaching and mentoring. Baby boomers, on the other hand, select well-being and mindfulness, artificial intelligence training, and IT and technological literacy for their training. 

Job Satisfaction and Retention 

Approximately 57% of Gen Z employees in the U.S. agree they would quit a job if it prevented them from enjoying their life. Most of the older generations agree.  

Dyer continues, “These trends showcase the continued shift in employees’ perspectives on the role of work in their lives and the expectations from organizations. As the market evolves, organizations must adjust their strategies to remain competitive.” 

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