When it comes to attracting and keeping great employees, one thing is clear: salary alone isn’t enough.
This is especially true in industries like tech, energy, and manufacturing, where skilled professionals have more opportunities and higher expectations than ever before. Today’s candidates are asking better questions, comparing the full offer—not just the base pay—and thinking long-term about what matters most.
Let’s take a closer look at what total compensation really includes in 2025, and how your business can use it to stand out and secure the talent you need.
The Shift Toward Total Compensation
For years, the focus in hiring was mostly on salary. But the conversation has shifted. Today’s top candidates—particularly in technical and engineering roles—are looking at the full picture:
- Equity or stock options
- Annual or performance-based bonuses
- Health and lifestyle benefits
- Retirement contributions
- Flexible work arrangements
- Reduced commute or hybrid options
As Debbie Mastel shared in a recent ICTC-CTIC video, companies are starting to present these extras more clearly so candidates can see the full value of the offer.
“We created a spreadsheet that candidates can use to calculate their total compensation,” Debbie explains. “It’s helpful to sit down with them and compare what they have now with what you’re offering. In one case, a candidate took a job with lower pay simply because the commute was five minutes from home. The savings in time and money made a big difference.”
What Candidates Want in 2025
It’s not just about the paycheck anymore. Candidates today are looking for a better quality of life, a sense of purpose, and future growth.
Here’s what many professionals are prioritizing:
- Work-life balance – flexible hours, compressed workweeks, and extra time off
- Career development – learning opportunities, mentorship, and clear pathways for growth
- Company culture – values, inclusion, and community involvement
- Financial stability – retirement plans, bonuses, and lifestyle accounts
If your offer only focuses on salary, you might miss out on highly qualified candidates who care more about the full picture.
How to Build Stronger Offers
If you’re hiring in energy, tech, or industrial sectors, here are three ways to make your compensation packages more competitive:
1. Provide a Total Compensation Breakdown
Show candidates the full value of what you’re offering—salary, bonuses, benefits, and perks. A clear breakdown helps them understand how your offer stacks up.
2. Focus on What Matters to Them
During the interview process, ask candidates what they value most. One person may want flexible hours for family time, while another may prioritize professional development or long-term incentives. Tailor your offer where you can.
3. Don’t Overlook Lifestyle Benefits
If your company is in a location with an easy commute or access to the outdoors, make that part of the conversation. Extra time in the day, less stress, and a better lifestyle can be just as important as compensation.
If you’re a tech or tech-enabled business in Alberta, you can also watch the full video here: Digital Workforce Catalyst Alberta (DWCA)
Key Takeaways
- Total compensation includes more than just salary—it’s the full package.
- Top candidates today want flexibility, purpose, and long-term value.
- Companies that clearly communicate their full offer have a better chance of landing the right hire.
Need support with recruiting or building a better compensation offer? Connect with Debbie Mastel & Associates – we help hire the right people and structure offers that work.