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4 Tips for Employers: Top Advice We’re Taking into the New Year

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From shifts in employee priorities to the rise of new technology and hybrid work models, the modern workforce requires thoughtful strategies to attract, engage, and retain talent. Here are four employer tips we’re taking with us into the new year that we hope will help you and your organization thrive.

Focus on Flexibility

Job seekers have become more discerning about finding opportunities that align with their values and allow them flexibility. According to FlexJobs’ 2025 State of Remote Work Overview, a majority of workers agree that a fully remote (65%) or hybrid (34%) job is their ideal work arrangement moving forward.

By this year, mobile workers are expected to account for 60 percent of the U.S. workforce. One of the best ways to attract and retain talent is to offer flexible working accommodations, whether that’s a hybrid model, flexible hours that accommodate childcare and other caregiving responsibilities, or total freedom to set their own schedules.

Along with flexibility, you can promote robust work-life balance through your PTO policies. Encourage employees to take vacations, offer paid holidays, and create other opportunities for self-care and time away to recharge.

Benefits of offering a flexible schedule

  • Higher employee satisfaction, retention, and productivity.
  • Cost savings for the company with reduced office overhead.
  • Enhanced team communication and morale.

Company Culture is Key 

Hiring new talent still starts with your company culture. Employees continue to seek out jobs that offer not just financial rewards, but a great workplace culture, empathetic leadership, and professional development or career growth opportunities. 

The hiring process needs to be compelling, from the moment job seekers land on your website to their hire. This is your opportunity to appeal to their emotions, highlighting who you are and what you need in the person you hire.

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Showcase why someone wants to work for you with photos, videos, and testimonials highlighting your benefits. You want to send a strong message to job seekers that your company is a great place for them to work. Help them imagine themselves in the role.

Ideas of what to highlight

  • What does the day-to-day work environment look like?
  • What kind of benefits are you offering that are above and beyond what other employers offer?
  • Where are you in your equity journey, and where do you aspire to be in the future?

Retain and Train Talent 

Employee retention is as important as recruitment. Investing in professional development and internal mobility helps keep top talent engaged.

LinkedIn data finds that employees with high internal mobility stay at their companies almost two times longer. While the average employee tenure at companies with low internal mobility is 2.9 years, it’s 5.4 years at companies with high internal mobility. 

Another consideration to make is offering a 4-day work week. Under a 4-day work week, employees are more likely to pursue skill building with extra free time and energy. This can translate to increased productivity, a more robust talent pool, and better retention rates for employers. 

Ideas for continuing education benefits

  • In-house trainings and workshops
  • Access to programs like LinkedIn Learning
  • A yearly stipend toward education, conferences, and certifications
  • Career planning and development programs

Rethink Your Must-Haves

Inclusivity starts with accessible job postings. Nearly half of candidates now ask about a company’s equity, diversity, and inclusion initiatives during interviews, and unnecessary degree requirements can exclude skilled talent.

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Start by making your job requirements more accessible and equitable. You can broaden your talent pool by ditching degree requirements for professional positions that don’t truly require a formal college education. Unnecessary degree requirements can perpetuate hiring biases and often decrease the diversity of candidate pools. 

According to recent LinkedIn data, the share of managers hired without a 4-year degree increased 20% in 2021 compared to 2019. Many employers are prioritizing competency over credentials.

Tips to make job listings more accessible

  • Eliminate unnecessary degree or experience requirements
  • Use gender-neutral and inclusive language
  • Highlight your equity, diversity, and inclusion journey

Wherever you are in your journey as an employer, these four tips can help you to grow as a leader and create a better work environment for your team. Try to keep this advice top of mind as we enter a new year.