Top 10 Employee Rewards That Prospective Hires Actually Want

What Do Today’s Job Seekers Really Want?

Gone are the days when a good salary alone sealed the deal. Today’s job seekers are savvy. They’re not just looking for a paycheck—they're evaluating workplace culture, values, and above all, rewards and benefits. The top 10 employee rewards that prospective hires actually want reflect a shift in priorities. Workers now crave flexibility, growth opportunities, and holistic well-being. So, what incentives make a job offer irresistible in 2024? Let’s take a closer look and dive into the revamped benefits landscape that speaks directly to what top talent is looking for.

The Rise of Strategic Rewards

Have you ever stayed at a company just because the perks were that good? Many do. A well-designed rewards package can be a powerful recruitment and retention tool. Think of it as your company’s handshake—a promise about the experience a new hire can expect. In a competitive market, the smartest companies are adopting rewards that show deep understanding of their employees as whole individuals. This means moving beyond free snacks and ping pong tables. Today, it’s about benefits that support real life—health, family, time, and purpose. Let’s break down which rewards are taking center stage.

Top 10 Employee Rewards That Matter Most

Here are ten rewards and benefits that are shaping hiring conversations across industries. While not all companies can offer every one, implementing even a few can drastically improve your hiring game.

1. Flexible Work Arrangements

Remote work, hybrid models, compressed workweeks—flexibility is the new currency. When workers have the freedom to align their job with their life, engagement soars. One hiring manager shared how offering remote roles increased applicant numbers by over 60%. That’s not just preference—it’s demand. Future-facing companies are adapting to meet employees where they are, literally and figuratively. Flexibility signals trust, and trust breeds loyalty. If you’re not offering it, potential hires may look elsewhere.

2. Health and Wellness Benefits

From comprehensive medical plans to mental health support, wellness perks can be a deciding factor. Consider this: would you join a workplace that ignores your emotional well-being? Likely not. Modern benefits often include fitness stipends, counseling sessions, and mindfulness apps. The best ones treat wellness as integral—not just an add-on. It's about helping employees stay resilient, both at work and beyond. After all, who performs best when they're stressed or burnt out?

3. Career Development Opportunities

Top candidates are hungry to grow. They’re not just chasing a job—they’re looking for a journey. Offering learning stipends, mentorship programs, and pathways for advancement doesn’t just fill roles—it builds futures. Imagine telling a new hire, “We’ll invest in you as much as you invest in us.” That’s magnetic. One employee shared how a company’s promise to fund certification training was the deciding factor in accepting their offer. Learning speaks directly to ambition, and ambition is a trait worth attracting.

4. Meaningful Recognition Programs

Everyone wants to feel seen. A simple “thank you” can go a long way, but structured recognition proves you’ve baked appreciation into your culture. Innovative companies use shout-outs in all-hands meetings, peer-nominated awards, and even surprise bonuses. Recognition isn’t fluff—it boosts morale and encourages positive behaviors. Think about the last time you received genuine praise. Didn’t it make you want to give even more?

5. Paid Parental Leave

Family-friendly policies matter, especially to millennials and Gen Z. Generous parental leave signals you respect work-life harmony. Offering both maternity and paternity leave reflects inclusivity and care. One new father shared how accepting a new role hinged solely on paid time to bond with his child. It’s more than a policy—it’s a value statement. New hires notice when your benefits align with real-life milestones.

6. Student Loan Assistance

With student debt on the rise, offering help to pay it down can set you apart. Imagine the relief of knowing your company is chipping in on that monthly payment. For many graduates, that benefit trumps a higher salary. It shows your company is forward-thinking and attuned to modern financial pressures. In a noisy job market, this perk can be a differentiator worth amplifying.

7. Equity or Profit Sharing

Giving employees a stake in the company’s success creates a sense of ownership. Equity programs, stock options, and profit-sharing plans align everyone toward the same goals. When employees benefit from the company growing, they’re more likely to put in the extra effort. Equity can be especially appealing to high-performers who want skin in the game. Startups know this well—and so do top candidates.

8. Generous Time Off Policies

Unlimited PTO? Yes, please. While policies vary, generous leave builds a culture of trust. People need time to rest, recharge, and return with sharper focus. Let’s face it—an overworked employee isn’t a productive one. Especially post-pandemic, rest is now recognized as strategic, not indulgent. Offering sabbaticals or mental health days shows that you care about longevity—not just immediate output.

9. Charitable Giving and Volunteer Time

Purpose-driven professionals want to do good—both in and outside the office. Giving paid volunteer days or matching charitable donations reflects your company’s values in action. It’s an invitation for employees to be true to themselves. One employee recounted how the first line in their offer letter detailed a cause the company supported. “I knew instantly—they get me,” she said. When was the last time you made empathy part of your EVP?

10. Personalized Perks

Not every reward needs to cost a fortune. Sometimes, it’s the little things. From pet insurance to home office stipends, personalized perks suggest you see employees as people with unique lifestyles. One company even offers a “bucket list fund” to sponsor dreams and adventures. These benefits aren’t just thoughtful—they’re memorable. They stick. And so do your employees.

Putting It All Together: What Prospective Hires Value Most

So what have we learned? Prospective hires want more than standard pay and healthcare. They want to feel seen, supported, and challenged. The best employee rewards reflect a holistic understanding of what it means to be human in today’s work world. They balance performance with presence, ambition with authenticity. When you signal that your culture honors people, not just productivity, candidates notice. They remember. And often, they say yes.

Crafting Your Own Rewards Strategy

• Survey current employees on what they value most.

• Benchmark against industry leaders.

• Update internal messaging to highlight meaningful perks.

• Test and iterate—today’s ideal benefit may evolve tomorrow.

Need a starting point? Begin by adding one new benefit per quarter and track impact on recruitment metrics. Keep listening, keep adapting. When you do, you don’t just attract talent—you grow it.

Final Thoughts

Remember: great rewards don’t just attract—they inspire. Are your benefits an extension of your values? Would they make a top candidate say, “Wow, they really get it”? The perfect package doesn’t need to be flashy—it just needs to be authentic. In a world where employee expectations are rising, your benefits can be your highlight reel. Make it count.

FAQs

Q1: What is the most requested employee benefit by new hires?

A: Flexible work arrangements are currently the most requested benefit, as they offer a better work-life balance and signal trust in employee autonomy.

Q2: Are wellness benefits really that important to employees?

A: Absolutely. Employees value mental and physical health support. Enhanced wellness programs show that you care about their well-being outside the workplace.

Q3: How can small businesses compete with big companies on rewards?

A: Small businesses can focus on personalized perks, flexible work options, and meaningful recognition. Creativity and authenticity often resonate more than high-cost benefits.