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“Hindi na uso ang bare minimum, bes. Kung benefits mo ’di pa updated, wag ka magtaka kung seen-zoned ka rin.”
Let’s be honest, recruiter bestie.
You’ve got an amazing opening. A role with growth, stability, and a manager who doesn’t breathe down your neck every 30 seconds. You post the job. Wait for the applicants to pour in… and crickets. Nada. Walang apply. You start questioning the headline. You double-check the platform. Then it hits you: maybe it’s the benefits.
Because here’s the real talk—today’s job seekers are no longer just looking for a job.
They’re looking for a life they can live outside of it.
They’re looking for:
✔ security
✔ flexibility
✔ growth
✔ humanity
So let’s break down exactly what makes them say yes in 2025—and how you, their recruiter, can show up with perks that truly deliver.
Because of waiting three months for coverage? That’s not it.
Job seekers today are health-conscious, financially cautious, and emotionally drained from a pandemic that changed their outlook permanently. They’re not just asking, “Is there HMO?” They’re asking:
“Is it day 1? May dependent coverage? May mental health support?”
And they’re asking for good reason. Medical bills? Hindi biro. And if they’re the breadwinner (which, let’s be honest, most Filipino job seekers are), they’re not just looking after themselves—they’re thinking of their mom, lola, and baby brother with asthma.
What you can offer:
Yobi’s take: I once posted a job with day 1 HMO + dependent coverage, and the applicants were coming in like black friday sale shoppers. One even said, “This feels like a job that respects I’m a human with responsibilities,” and I thought, exactly.
🔗 Related: 5 perks that Metro Manila job seekers love
The commute is the enemy. Wfh is the dream.
“Permanent wfh” continues to top jobseeker wishlists, especially for Gen Zs and millennials living in the chaos of Metro Manila traffic. Imagine two hours of daily commute turned into two hours of rest, family time, or side hustle money. G na g sila doon.
And don’t underestimate the parents, especially single moms, who need flexibility to survive. For them, remote jobs in the Philippines aren’t just a perk, they’re a lifeline.
What you can offer:
Yobi’s take: I remember a candidate crying during onboarding because she could finally work from home while caring for her child with special needs. Sabi niya, “i don’t have to choose between being a mom and being employed.” That stuck with me.
🔗 Try it: remote jobs on jobyoda
Training ≠ growth. Filipino job seekers know the difference now.
Gone are the days when “may training” was enough to excite someone. Today’s applicants want actual career paths. They want to know: “will I still be in the same seat next year, or will I get to level up?”
They don’t just want a job—they want direction.
What you can offer:
Yobi’s take: I once joined a company that promised “quick promotion.” Three years later, still CSR, no TL track, just unlimited pizza Fridays. Moral of the story: say what you mean, mean what you say.
🔗 Related: How to wow candidates during recruitment
Because sometimes, it is about the money.
Let’s not pretend money doesn’t matter. In a world of rising rent, inflation, and grab fares na parang gasolina, a ₱10k - ₱30k sign-on bonus can be a game-changer for someone who needs to pay off bills or start fresh.
This is especially true for call center veterans looking to transfer. That bonus makes the jump worth it.
What you can offer:
Yobi’s take: when I added a ₱20k sign-on bonus tag on a job post, the clicks doubled. One applicant messaged me saying, “ate, 'di ko sure kung gusto ko yung account pero gusto ko talaga yung bonus.” at least honest!
🔗 Explore: sign-on bonus jobs on Jobyoda
Not everyone wants the graveyard shift—and that’s reality.
Some applicants are night owls. Others? Just trying to survive without melatonin. But guess what? no matter their body clock, they all want a life outside of work.
What you can offer:
Yobi’s take: one candidate I met once told me, “Ma’am, hindi po talaga ako tamad. I just can’t function on 3 hours of sleep.” he needed a job, not judgment.
Related: Why job location matters: How to target the right candidates
Because “fun Fridays” won’t fix toxic leadership.
This is the silent dealbreaker. You could offer the highest salary in the job market, pero kung toxic ang environment? Red flag 'yan. Job seekers now care about:
What you can offer:
Yobi’s take: I’ll never forget one applicant who said, “i left my last job because i was treated like a number, not a person.” That stuck. Let’s not forget—you’re not just offering employment. You’re offering experience.
Related: effective onboarding: setting new hires up for success
This generation of job seekers?
They’re smarter. Louder. More self-aware. They know what they need—and they’re not afraid to walk away from a job post that doesn’t deliver it.
So don’t just recruit.
connect. Understand. And offer value.
Want to stand out?
✨ Post smarter.
✨ Sell the right perks.
✨ Use platforms like Jobyoda that match your offer with people who care about it.
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