WOODCLIFF LAKE, NJ As the job engine heats up, workers say an offer of more money won’t be enough to make them choose one employer over another, according a survey by global career management services company Lee Hecht Harrison.

The Lee Hecht Harrison survey of 946 recently-outplaced professionals found that if they were presented with multiple job offers, 39% would definitely accept and 57% might accept one offering a lesser compensation and benefits package, but better corporate culture, work-life balance, career/leadership development opportunities or other quality-of-life enhancements. Only 4% would definitely accept the one with the most generous compensation and benefits, regardless of other factors.

"What we're seeing is a fundamental shift in what is valued by prospective employees,” observed Lee Hecht Harrison Executive Vice President Bernadette Kenny. “While compensation will always be important, workers today are placing less emphasis on monetary rewards and more on benefits and programs that contribute to professional development and work/life balance.”

Among those who definitely would or might accept a lesser compensation and benefits package, the plurality (47%) would be willing to accept 5-10% less than the top offer. Kenny noted, however, that nearly a quarter would be willing to accept more than 15% less. “Not surprisingly,” she said, “the more respondents made in their last position, the more receptive they were to a larger cut in compensation.”

Approximately how much less per year would you be willing to accept in exchange for other aspects you value in an employer?

< 5% less than top offer - 9%

6-10% less than top offer - 47%

11-15% less than top offer - 22%

16-20% less than top offer - 11%

21-25% less than top offer - 5%

>25% less than top offer - 6%

Specifically, in addition to compensation and benefits, 93% of respondents said they seek opportunities for advancement; 87% for capable/respected management, and flexible work hours respectively; 67% for employee participation in decision-making; and 60% for challenging job responsibilities. “Since money clearly isn’t everything to job candidates, companies seeking to recruit them must both offer and emphasize the types of features which prospects value,” Kenny said. She added that companies would benefit by tailoring their pitches as much as possible for each individual prospect. “The interview can be used to determine each candidate’s priorities and the offer should stress those aspects of the organization that play to those needs. For example, the pitch for a person with young children may be the company’s flexible hours. For someone who is interested in career advancement, it may be a leadership development program.”

With over 180 offices in 36 countries, Lee Hecht Harrison is the global performance leader in career and leadership consulting providing outplacement, leadership development, executive coaching and career development services. Its focus is helping organizations and their employees deal with career transitions, career management and the effect of change on careers, work and employability. Established in 1974, Lee Hecht Harrison's experience includes helping companies of all sizes effectively manage change, downsizing and internal career mobility. Lee Hecht Harrison is the flagship brand of the Adecco Career Services division of Adecco S.A, the world’s largest HR solutions company with nearly 6,000 offices in 62 countries. For more information about the company and its recent research on HR topics, please visit Lee Hecht Harrison's website at <http://www.LHH.com>www.LHH.com.

Contact: Bernadette Kenny, Executive Vice President, Lee Hecht Harrison, 201/782-3703, Bernadette_Kenny@LHH.com or – Laura Morrison, communications consultant, 212/206-0033, lauramorrison@verizon.net