Right Now This Is the No. 1 Priority for Job Seekers

Game rooms and sleeping pods don't top the priority list for job seekers anymore. New talent just about to enter the workforce desires something beyond all the fancy perks and creative passion, reveals new research released in March by Adecco Staffing USA.

For 70 percent of students, a stable job takes priority over a job that's all about the passion and requires a lot of emotional investment. For now, the majority (31 percent) say landing their dream job needs to take a back seat to becoming financially stable. Since many new professionals witnessed the economic recession firsthand, it's no surprise financial stability and job security are at the top of this generation's priority list.

So tuck away the flashy promises of catered meals and bring your pet to work days -- instead, exude job security by providing employees these key things:

1. A clear career path.

With job security at the forefront of candidates' minds, room to grow within your company is a feature they'll desire. Growth means they won't be stuck performing the same tasks year after year, they'll develop their skills, and, of course, eventually earn more money.

When talking to candidates, show opportunities for growth within your company. Share stories from current employees on the top management level who started out in entry-level positions. Show opportunities to transfer departments, or even move with the job geographically, if your company has multiple locations.

2. Someone to learn from.

A key part of becoming a valuable employee is crafting skills to meet the needs of the position. Candidates want to know they will have the resources necessary to become a valuable asset to the company.

Show you provide this resource through a mentorship program. Supplying someone to learn from will be an attractive feature of your employer brand as new candidates think about transitioning into a position on your team.

3. Consistent communication.

Candidates learn a lot about an employer within the initial stages of communication. Let's say Cora reaches out to James, the hiring manager at the Gregory Brothers law firm.

At first, James is responsive. He asks her for a resume and a few work samples. She sends them along, but three weeks pass before she hears back from James. Finally he contacts her and says he would like to schedule an interview. They plan one, he cancels, and says he'll call back to reschedule. Two weeks pass and still no phone call.

The intermittent communication James provides with Cora is unsettling, and demonstrates a culture of instability. If work at the law firm is overwhelming enough to impede James from keeping in touch with Cora, a viable candidate, what a mess it would be to work directly with him and his team. Cora might not get all the information she needs to learn how to do her job properly.

A major part of job security involves the candidate's ability to learn quickly and become a contributing team member as soon as possible. When candidates reach out to you, always reply back with an update, even if you're still waiting on a decision. In a workforce where everyone is so busy, messages get missed often. Be the distinct company that keeps in touch, giving your employer brand a sense of responsiveness and consistency.

4. An outplacement plan.

Of course, no candidate wants to think about losing their job with your company before starting. But you can show candidates you will take care of them if you ever must separate. Develop an outplacement plan as extra insurance and make candidates feel more secure joining your company.

According to our research, the majority of companies (60 percent) offer severance packages to employees who leave the company, and that's great. But, beyond a severance package, consider providing resources like relocation assistance, job search software, skills training, career fair information, resume and personal brand building.

Appealing to the new wave of talent entering the workforce won't look the same as it has for the last few years. Sure, your employer brand can still demonstrate creativity and fun, but it should all rest on a strong foundation of security and stability.

How does your employer brand currently demonstrate job security? In which areas can you enhance this quality?

Val Matta is the vice president of business development at CareerShift, a comprehensive job hunting and career management solution for companies, outplacement firms, job seekers and university career centers. Connect with Val and CareerShift on LinkedIn.