According to Indeed's Hiring Lab, which analyzed millions of job searches and applications, **49% of job seekers now rank benefits as a primary consideration** when weighing offers. Higher pay still leads the pack, but perks are closing the gap fast, influencing where candidates apply and which roles they accept.
The Benefits Job Seekers Crave Most
When you drill down into the numbers, the priorities are crystal clear—and perhaps unsurprising given rising living costs and healthcare expenses in the U.S.
- **Health insurance** tops the list, valued by **63%** of searchers.
- **Paid vacation time** ties for first place at **63%**.
- **Paid sick days** follow closely at **59%**.
These aren't fringe desires—they're table stakes for attracting serious candidates.
Generational Divide: One Size Doesn't Fit All
Here's where it gets fascinating: preferences vary sharply by age (and to some extent, gender).
Workers **45 and older** tend to zero in on traditional, stability-focused benefits:
- Comprehensive health coverage
- Robust retirement plans
In contrast, those **35 and younger** cast a wider net, seeking a more holistic package that supports modern life:
- Free or discounted meals
- Education and tuition assistance
- Childcare support
- Generous parental leave
This generational split means blanket benefits packages are losing effectiveness. Younger talent, in particular, views perks as a signal of how much an employer truly values work-life integration and long-term well-being.
What This Means for Employers: Time to Strategize
If you're struggling to fill roles or retain stars, it's time to rethink your approach. Leading companies are winning by:
1. **Highlighting benefits early** — Feature them prominently in job postings, career pages, and interview discussions.
2. **Customizing offerings** — Segment your perks to appeal to your target demographic. Recruiting early-career talent? Amp up parental leave and learning stipends. Going after experienced pros? Double down on health and retirement matching.
3. **Communicating value** — Don't assume candidates understand your package. Spell out the dollar impact: "Our health plan saves employees an average of $X annually."
In a market where nearly half of seekers are motivated by better benefits over their current setup, a thoughtful, competitive package isn't just nice-to-have—it's your secret weapon for landing and keeping the best people.
The message is clear: Pay opens the door, but benefits seal the deal.