Meeting Employee Expectations: More Than Just Flexible Working

When we interview candidates, we always ask why they are looking to leave their current job, and what they want from a new employer. Despite salary being a key driver, they are not just looking for a job that pays more money. Flexible working remains a key concern.

During Q2 2026 we conducted a survey attempting to answer these questions:  Why do employees stay; why might they leave and how can companies best attract new talent? 

Some highlights are below, and for more information just request a copy of the Marketing & Creative Talent Report 2026.

Top things employees want:

• Flexible Working:  As mentioned, the desire for flexible work arrangements continues apace. This includes: remote working; hybrid working; flexible hours; compressed work weeks.  Companies who do not offer any flexibility will find it much harder to attract and keep the best talent. What our survey showed is that employers who are in the office 5 days a week only have access to 8% of the talent pool, whilst companies who are in the office have access to 59% of the talent pool. 

• Work-Life Balance: Employees want to balance their personal and professional lives effectively. It is often mistakenly perceived as a lifestyle choice but for many it is driven by the challenges of expensive and inflexible childcare arrangements and ageing or ill parents. Long commutes, expensive travel also have an impact. No-one gains from a 90-minute daily commute, employees are neither working nor looking after children or enjoying hobbies. 

• Competitive Salaries: Competitive salaries and good benefits packages remain important. Employees want to feel valued and fairly rewarded for their contributions. This applies to both retention and attraction. If you would like a copy of our latest marketing and creative salary survey, specifically for the North of England, just let us know. 

• Career Development and Growth: Opportunities for professional development, whether that’s developing new skills or having a defined career path, are important for employee satisfaction and retention.  

Attraction and retention are not separate issues. Many of the factors that persuade someone to accept a job, including market rate pay, flexibility, good management and a good work culture, also influence whether they stay. The difference is that existing employees experience the reality every day. 

The post Meeting Employee Expectations: More Than Just Flexible Working appeared first on Creative Resource.

PakarPBN

A Private Blog Network (PBN) is a collection of websites that are controlled by a single individual or organization and used primarily to build backlinks to a “money site” in order to influence its ranking in search engines such as Google. The core idea behind a PBN is based on the importance of backlinks in Google’s ranking algorithm. Since Google views backlinks as signals of authority and trust, some website owners attempt to artificially create these signals through a controlled network of sites.

In a typical PBN setup, the owner acquires expired or aged domains that already have existing authority, backlinks, and history. These domains are rebuilt with new content and hosted separately, often using different IP addresses, hosting providers, themes, and ownership details to make them appear unrelated. Within the content published on these sites, links are strategically placed that point to the main website the owner wants to rank higher. By doing this, the owner attempts to pass link equity (also known as “link juice”) from the PBN sites to the target website.

The purpose of a PBN is to give the impression that the target website is naturally earning links from multiple independent sources. If done effectively, this can temporarily improve keyword rankings, increase organic visibility, and drive more traffic from search results.

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