The most sought-after benefits to unlock top professional talent for public sector recruitment

As public sector employers in the UK face increasing pressure to attract and retain top professional talent, understanding the benefits most valued by professionals is essential to developing appealing employment packages.  

A recent research report published by Comensura, powered by Impellam Group, reveals how diverse demographic factors and distinct business functions shape the benefits professionals truly value, offering public sector employers fresh, actionable strategies to create workplaces that are not only competitive, but also genuinely inclusive and appealing to top talent. 

Leading benefits in demand by professional candidates 

The research identifies a generous pension as the most highly valued benefit among professionals and head office staff, with 32 - 35% of respondents ranking it as their main priority. This is perhaps unsurprising with the state pension age getting higher and the cost of living an ongoing concern for the elderly. 

Private healthcare and wellbeing resources follow closely, while family support options such as subsidised childcare are increasingly important. Additional benefits such as financial wellbeing support, reward vouchers, and life insurance also contribute to overall satisfaction, although are chosen less often as a priority. 

Employers can actively drive public sector recruitment and retention by delivering dynamic, flexible benefit packages that address both long-term financial security and immediate wellbeing. By proactively shaping these offerings, public sector organisations in the UK not only attract top talent but also energise and engage a diverse workforce, generating ongoing employee satisfaction and loyalty. 

Gender and age specific benefit talent acquisition strategies  

The report showed that while both men and women value salary and career advancement, women are more likely to seek flexible working opportunities (14%), whereas men emphasise work-life balance (12%). Flexible working opportunities refer to arrangements like remote work or adjustable hours, while work-life balance focuses on maintaining a healthy separation between professional and personal life, a distinction well worth noting. 

Low pay is a stronger deterrent for women, with 35% citing it as a reason not to join a new organisation, compared to 24% of men. Conversely, men are more concerned with career progression opportunities (22% vs. 15% for women). 

Different age groups have distinct priorities. Younger professionals (under 25) are especially salary-focused, with over 40% in this age bracket considering it the most important factor. Those aged 25–34 prioritise career development, while employees 55 and older are most interested in work-life balance (21%) and flexible working (18%).  

Offering a wide range of benefits appeals to diverse candidates across gender and age, helping attract talent from varied backgrounds. Where organisations aim to balance representation, analysing benefit preferences by demographic enables targeted strategies, ensuring public sector recruitment efforts effectively address gaps in gender and age diversity for a more inclusive workforce. 

Contract type: Permanent vs. temporary workers 

Benefit priorities also differ depending on contract type, with significant differences between permanent and temporary employees. Permanent staff are primarily motivated by salary, making competitive pay bands crucial for retention. Temporary staff, on the other hand, place greater value on work-life balance and opportunities for career progression. 

To engage both groups, public sector employers should offer ongoing professional development, flexible work arrangements, and visible recognition of achievements, ensuring all employees feel valued regardless of their contract type. 

Employers should use these insights to tailor their offerings, ensuring that each department receives the benefits most relevant to their needs. This targeted approach can boost job satisfaction and nurture greater organisational loyalty. 

Building an Employer Value Proposition for 2025 and beyond 

In today’s competitive talent market, public sector employers must go beyond offering competitive salaries. By understanding and responding to the nuanced benefit preferences shaped by gender, age, contract type, and business function, organisations can build more inclusive Employer Value Propositions. A focus on proactive pensions, healthcare, wellbeing resources, flexible working, and tailored support will help attract, engage, and retain top professionals and head office staff, driving lasting organisational success. 

Unlock more actionable insights for your organisation.  

Download the full research report today to discover the latest trends and strategies in public sector recruitment and talent acquisition.