There’s notable movement in the job market. And it’s not just about money anymore.
According to Randstad’s latest employer brand research, 25% of professionals changed employers in the last six months of 2024, while 28% plan to switch jobs in the first half of 2025. The top reasons for job changes are improving work-life balance (27%), addressing low compensation (26%), and seeking career growth opportunities (24%).
While this high turnover may indicate client retention issues, it also suggests a robust pool of active job seekers.
What’s driving workers toward new opportunities
Employees commonly become less engaged when they feel undervalued by management (42%), want better compensation (42%), or lack recognition (33%). Conversely, feeling supported by managers and achieving work-life balance are the primary engagement drivers (31% each).
Professional and operational workers have slightly different values when it comes to their ideal employer. While professional talent prioritizes salary and work-life balance equally (53% each), followed by job security (45%), operational talent puts work-life balance first (47%), with salary and benefits ranking second (44%).
AI adoption drives upskilling / reskilling demands
Almost three-quarters (71%) of professionals consider employer-provided reskilling opportunities important for career progression.
And with 36% of workers using AI regularly and 26% expecting AI to significantly impact their jobs, there’s clear demand for AI upskilling. Regular AI usage has increased 4% year-over-year, with Gen Z leading at 42% adoption (up 7% from last year).
Putting the data to work
- Focus on flexibility and recognition: These consistently rank as top priorities across all worker segments and can be key differentiators when presenting opportunities to candidates.
- Emphasize total rewards packages: With compensation concerns prominent, help clients articulate comprehensive benefits beyond base salary, including professional development and work-life balance initiatives.
- Target the 28% planning job changes: This represents a significant, motivated candidate pool for the first half of 2025.
- Highlight learning opportunities: Position clients with strong training programs as premium employers, especially when recruiting younger professionals who prioritize skill development.
Randstad’s research underscores that successful placements increasingly depend on matching candidates’ evolving expectations around flexibility, growth opportunities, and workplace culture—not just compensation and job requirements.
