Beyond the Paycheck
As competition for skilled workers intensifies, South Jersey companies are finding new ways to attract and retain talent.
The current job market has been tough, not only on those seeking jobs but also on employers looking for talented workers to add to their teams. Hiring is an expensive and time-consuming process, and skilled labor is scarce, particularly in certain industries throughout the state.
Incoming employees, especially from the younger end of the talent pool, also have different expectations of their workplaces than before. These challenges have meant that companies have had to adapt to the changing marketplace and the needs and desires of the incoming workforce in creative ways.
To get an idea of how local businesses are managing the current landscape, we spoke with a few hiring professionals, executives and business founders to see what their solutions have been in recent years.
What are some of the new and different expectations of the modern workforce?
“Candidates are always interested in competitive compensation. But we’re also seeing people who want more flexibility in their work-life balance. We’ve seen a lot of people who are really invested in their own professional growth at an organization. They want to work at a company that supports their professional growth, offers supportive leadership and is a place where they feel their contribution is valued. For some of the newer generations entering the workforce, they are looking for more hybrid or flexible roles. Also, I’ve seen people really ask a lot of questions, and they want that clear communication. They want to know what the expectation is of them so that they can meet that.”
--Kimberly D’Auria, SHRM-SCP, senior director of human resources, Acenda Integrated Health
“The new workforce embraces the notion that career mobility is more easily achieved through shorter tenures at more companies. Organizations that provide diverse work experiences and transparent career paths will be much more successful at retaining these employees. Employees expect modern, easy-to-use technology that simplifies their work and enhances their overall employee experience. Organizations that provide remote work, flexible, self-scheduled or even nontraditional work shifts are extremely appealing to these employees.”
--Lisa Satteson, vice president of human resources, Inspira Health
What challenges has your business had in hiring new employees in the last few years, if any?
“Many behavioral health organizations have been experiencing a highly competitive labor market, particularly for licensed clinicians and other specialized positions. So we’re not alone. This is a widespread limitation. There’s a limited number of candidates, and there’s a lot of competition for the people who are graduating and entering health care systems. It has been challenging. Also, Acenda operates in 13 counties across New Jersey, so some of our areas are rural, and we serve underserved areas. Trying to find clinicians with a master’s degree and licensure, and a couple of years’ experience in those areas is extremely difficult.”
--Kimberly D’Auria
How should companies adapt to these recruitment challenges?
“There are now several generations in the workplace, more than ever before, and employers should not limit themselves to one demographic. The key is to harness the age diversity. No different from marketing, employers need to understand and target their audience—young, old and in between. Talent is talent.”
--Christopher Jerjian, founder and CEO, Kiwi Offices
“Health care workforce shortages and saturated regional markets have created significant competition for talent, making recruitment and retention even more challenging. We spend a great deal of time listening to our employees to understand what is important to them. Do they feel safe on the job? Are their supervisors supportive and open to feedback? What barriers can we remove to help them work efficiently? Are we making career advancement opportunities easy to access and affordable?”
--Lisa Satteson
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Published (and copyrighted) in South Jersey Biz, Volume 16, Issue 8 (August 2026).
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