Insights from the Randstad Employer Brand Research 2025.
In a year marked by global uncertainty, inflation pressure, and rapid technological change, Australian workers are sending a clear message to organisations: get the basics right and lead with purpose.
According to the 2025 Randstad Employer Brand Research, the profile of the ideal employer in Australia has remained remarkably consistent over the last three years. But the stakes have never been higher. Even in a cooling job market, talent is still walking out the door and many business leaders are missing the warning signs.
So, what do today’s job seekers really want? And what’s driving them away? Let’s unpack Randstad’s research.
the top 5 drivers of an ideal employer in 2025
What workers want isn’t rocket science, but delivering it is proving harder than it should be:
1. Work-life balance
2. Attractive salary & benefits
3. Job security
4. Good training
5. Pleasant work atmosphere
Sound familiar? These top 5 have been steady for the past three years. But dig deeper and the expectation gap between employees and employers is only growing wider, especially around pay and flexibility - the two areas most impacted by Australia’s cost-of-living crisis.
why are employees leaving?
People aren’t jumping ship as quickly as last year. Job switching intent is down 5%, and actual job changes have dropped 6%. But make no mistake: when workers leave, it’s often for reasons employers can fix. Here’s why talent is reigniting their job search:
- 41% for better work-life balance
- 33% for an offer they couldn’t refuse
- 33% because of low compensation
- 26% due to a lack of career growth
- 22% because of poor leadership
These drivers reveal that too many people are feeling overwhelmed, underpaid, and undervalued. It’s a clear signal to employers: if you’re not offering meaningful balance, competitive pay, and a culture that recognises people’s contributions, you risk losing your best talent, even in a soft job market.
generational priorities: why a one-size EVP won’t cut it
Your EVP (Employer Value Proposition) needs to flex across life stages:
- Gen Z: Prioritises equity and training over salary. They're the most likely to be changing jobs - 23% already have this year.
- Millennials: Value work-life balance above all else.
- Gen X: Driving the resurgence of a positive work environment.
- Baby Boomers: Least likely to switch - just 5% did - but they want recognition and stability.
The challenge? Building one cohesive EVP that speaks to all four generations and being smart about segmenting your internal engagement strategies.
motivation is high but so is risk.
The good news is 61% of Aussie workers feel motivated, and 46% say they're more engaged than last year. The bad news? If motivation drops, your retention risk spikes.
- 37% of disengaged workers are planning to leave within 6 months
- Compare that to just 19% of their engaged counterparts
Want to boost engagement? It’s not just about perks. Workers say work-life balance and recognition are key. In today’s evolving workplaces, people skills like empathy, communication, and adaptability are just as important for leaders as technical capability.
salary is an issue. but so is leadership.
The expectation gap on salary and benefits is widening and that’s no surprise. In a high-cost-of-living economy, employees are watching their pay packets more closely than ever.
But money alone won’t fix culture.
Employees still rate strong management and pleasant work environments in their top 10 when describing their ideal employer. Yet they don’t think employers are delivering. In fact, poor leadership is a key reason 1 in 5 people are ready to quit their job.
upskilling and digital transformation: the new employer imperative.
With 69% of the workforce valuing reskilling, now is the time for employers to take the lead on learning and development.
As businesses undergo digital transformation, success increasingly depends on upskilling staff to meet new demands, especially in areas impacted by automation and AI. Employees, particularly Gen Z, want to grow their skill sets to stay relevant in a shifting workforce. If you’re not investing in their future, they’ll look elsewhere.
what HR leaders should do now
If you’re a senior HR leader, now’s the time to act. Here are 5 moves to make today:
- Audit your EVP by generation: Do you know what your Gen Z engineers and Gen X managers value most? If not, ask them.
- Get serious about skilling: With reskilling and career growth a top priority, launch training initiatives that align with your business’s future capabilities.
- Reassess your reward strategy: What do you offer beyond base salary? Transparency, bonuses, benefits, and recognition all play a role, and all are under scrutiny right now.
- Put leadership on the agenda: Your people don’t leave jobs, they leave managers. Invest in leadership development that builds empathy, clarity, and communication.
- Double down on flexibility: Don’t just say you support work-life balance, prove it with policies, systems, and culture that allow it.
The data is in. The mandate is clear. Employees want to be paid fairly, upskilled regularly, supported by strong leaders, and given the space to live a full life outside of work. And they’re not afraid to leave to find it.
If your EVP isn’t delivering on these expectations, or if you don’t know where your gaps are, now’s the time to partner with a recruitment and HR expert who does. Let’s talk.
angela anasis
executive director