Why appreciation is more important than a fruit basket, how fair wages work and why workation is becoming a must-have
The War for Talents is no longer a buzzword, but part of everyday life. Top employees choose their employer as consciously as they choose their streaming service: if the content fits, I stay; if not, I switch.
Companies must therefore deliver more than just a free cappuccino. Appreciation, Personal development, Flexible work locations and a fair payment have long been basic requirements. Those who ignore them not only lose applicants, but also top performers.
Appreciation - the foundation of every bond
"At its core, it's always about appreciation."
What sounds simple has far-reaching consequences. In the past, recognition was defined almost exclusively by salary. Today, the person takes centre stage: individual support, participation in decision-making, trust in personal responsibility.
Rigid hierarchies that allow information to trickle down from the top seem like relics from an analogue age.
Top employees want to feel the impact.
You ask: What mission drives the company? What is the spirit in the team like? Is my voice heard? If you only offer empty phrases, you will be doubly surprised at the next pay round - by rising demands and redundancies at the same time.
Money remains mandatory - but not optional
Inflation has eroded purchasing power in a short space of time. Even the strongest employer branding does not compensate for empty wallets. Companies that do not adjust wages lose their best employees; Those who follow suit maintain stability and secure access to external A-players.
But salary is just an entry ticket. As soon as the basic need is met, the culture makes the difference. Those who clearly communicate their vision, values and development paths differentiate themselves from competitors who rely on the familiar "Benefits" which have long since become standard.
Benefits reloaded - away from the fruit basket, towards real benefits
"Free coffee or a fruit basket no longer set companies apart from the competition."
In fact, these extras are now hygiene factors. If you want to stand out, you have to think more creatively. Workation models, massages, babysitting services or individual training budgets attract attention because they provide real added value and solve real problems: Family organisation, Health, Career progress.
The decisive criterion is fit. A developer may value regular tech conferences more than a company fitness card; a sales professional may be happier about performance bonuses than vegan lunch options.
Successful companies segment benefits according to target groups and clearly communicate what benefits whom.
Social recruiting - fishing where the fish swim
Today, job adverts in local newspapers hardly ever reach active searchers. The big markets have emerged where people scroll anyway: Instagram, LinkedIn, TikTok. Social recruiting combined Precise target group ads with a lean funnel. The entry hurdle is lowered because applicants often only fill out a short form in the first step.
But visibility alone is not enough. Employer brands need a clear presence: authentic videos from the team, stories about projects, insights into meetings. Only this consistency builds trust - and Trust is the currencywho trade top employees for their data, time and ultimately their contract signature.
Workation - holiday from the workplace, not from the job
"The new environment within Workation can give creativity and productivity a real boost."
The idea is simple: those who work away from their usual office chair see problems from a different perspective, recharge their batteries and increase their output. Companies benefit from fresh impetus, employees from motivation and quality of life.
The model has long been standard at Jetstream. Teams can finalise projects under the Dubai or Singapore sun.
Results count - not the place where the keyboard clicks. This trust pays off: higher satisfaction, lower staff turnover and an employer branding signal that is more convincing in job adverts than any fruit basket.
Recruiting starts with the employer brand
Before an advert goes live, it must be clear what the company stands for. Vision, values, target groups - all this forms the core of the message.
A clear spirit attracts exactly the top employees who share it and sorts out those who don't fit. This speeds up selection processes and reduces the number of bad appointments later on.
"Free coffee" is an exchange product. "We are digitalising the healthcare industry with AI-supported solutions" on the other hand, appeals to applicants who are looking for meaning. Those who combine this sense of purpose with development, fair pay and modern working models are at the forefront of the race for top talent.
Keep at it - why follow-up is crucial in recruiting
Top employees have options. Anyone who remains silent for too long after the first application will be erased from memory. A quick response, clear process and respectful communication are mandatory. There should be no more than 24 hours between application and initial contact.
The following then applies: Every step - video call, technical discussion, trial day - must be scheduled and made transparent.
Jetstream projects have shown that applicants value clarity: They know when they will receive feedback, what format will follow and who will decide. This reduces uncertainty and raises the employer brand to a professional level.
Conclusion - winning and holding on is not a contradiction in terms
Appreciation in culture and salary, benefits with real value, flexible working models, a strong brand and fast processes: Those who combine these elements not only attract top employees, but also retain them.
The labour market remains competitive, but companies with a clear identity, bold offers and consistent implementation have a huge advantage. They show that the modern world of work is not buzzword bingo, but lived reality.
Next step
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