A recent CV-Library report highlights how job-seekers are currently feeling and what is driving their career decisions. Some key findings were as follows:

💼 Job-seeker mindset in 2025: cautious optimism – many feel hopeful, but concerns around security remain.

📊Hiring landscape: increased employer NI costs and economic uncertainty have impacted some hiring organisations’ confidence. Despite this, compared to 2024 there was an almost even split between those making more (31%), less (33%) or the same (33%) number of hires.

💼 Top job seeker motivators in order: salary, work-life balance, career growth, job security, and location. “Location” was a new entry, replacing “career change”, linked to a shift back to office working.

🧑‍💻 Working preferences: hybrid is king (preferred by 40%), while fully remote continues to decline (16%).

✨ Workplace culture matters: burnout, poor communication, and lack of recognition are major dealbreakers.

🌟 Most valued benefits: training & development, flexible working, holiday allowance, pension, and sick pay.

🚀 Risk appetite: 1 in 3 candidates would leave a role without another job lined up.

The full report is available here https://www.cv-library.co.uk/recruitment-insight/candidate-behaviour-barometer-2025-whats-driving-todays-job-seekers/

#TalentAttraction #EmployeeExperience #WorkplaceCulture #HybridWork #JobMarket

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Tonic Healthcare Recruitment is a leading recruitment consultancy specialising in leadership and specialist experienced positions, for organisations involved in healthcare, social care and public health.

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By Tonic Healthcare Recruitment Ltd

In today’s competitive job market, attracting and retaining top talent is crucial for the success of any organisation. One of the key factors that can significantly impact an organisation’s ability to attract, recruit and retain employees is its compensation strategy. A competitive compensation strategy not only helps in attracting top talent but also plays a vital role in retaining existing employees, reducing turnover, and fostering a positive work culture. Here are some essential steps to develop a competitive compensation strategy to attract and retain staff:

Conduct a Comprehensive Market Analysis

The first step in developing a competitive compensation strategy is to conduct a thorough market analysis. This involves researching and analysing the compensation packages offered by other companies in the same industry and geographical location. Understanding the market rates for different positions will help you determine the competitive salary ranges for your employees.

Align Compensation with Business Goals

It is essential to align your compensation strategy with your organisation’s overall business goals and objectives. Your compensation strategy should reflect your company’s values, culture, and long-term vision. By aligning compensation with business goals, you can ensure that your employees are motivated to contribute towards the success of the organisation.

Offer a Total Rewards Package

In addition to base salary, consider offering a comprehensive total rewards package that includes benefits such as health insurance, retirement plans, paid time off, bonuses, and other perks. A well-rounded total rewards package can make your compensation offer more attractive to potential candidates and help in retaining existing employees. Allowing employees to have a healthy work-life balance is much more attractive than gimmicky rewards and freebies.

Implement Performance-Based Compensation

Consider implementing a performance-based compensation structure that rewards employees based on their individual performance and contributions to the organisation. Performance-based incentives such as bonuses, commissions, profit-sharing, or stock options can motivate employees to perform at their best and drive results.

Communicate Transparently About Compensation

Transparency is key when it comes to compensation. Clearly communicate your organisation’s compensation philosophy, pay structure, and performance evaluation criteria to your employees. Open communication about compensation can build trust, increase employee satisfaction, and reduce misunderstandings.

Regularly Review and Adjust Compensation

Market conditions, industry trends, and internal factors can change over time. It is crucial to regularly review and adjust your compensation strategy to ensure that it remains competitive and aligned with the market standards. Conducting annual salary surveys and performance reviews can help you stay updated on changes in the market rates.

About us:

Tonic Healthcare Recruitment is a specialist recruitment consultancy, focused on senior appointments and experienced hires across healthcare, social care, public health and health and wellbeing. We are a family-owned business with many years’ experience of offering recruitment solutions, coupled with the insight gained from our own hands-on business management experience.

As well as quality-driven, targeted recruitment services we are also able to offer additional related services such as salary benchmarking and employee benefit surveys. Contact us to discuss your needs and how we can support you. Our individual contact details can be found here https://www.tonichealthcare.co.uk/about/

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