In the face of uncertainty, temporary workers aren’t changing their minds

Now more than ever keeping your temporary workforce strong and engaged is critical. Navigating complex supply chains, market demand changes, and AI revolutions is requiring employers to keep up regardless.

The good news is that one thing is staying constant: what temporary workers want from their jobs.

Our 2025 Associate Survey gathered insights from our temporary talent across the country, spanning industries, age groups, education levels, and more.

Comparing this year’s results with our 2024 survey, it’s clear that our associates aren’t wavering on what they’re looking for in a job. That means it’s up to employers to hone in and start tackling those expectations.

Workers will still follow the money

Amidst the ups and downs of the past few years, what workers want remains the same – better pay.

When Adecco asked, “What most influences your decision to take a new job?”, our associates overwhelmingly pointed to wage rates as their primary motivator. It’s also the top decision-maker at every education level, from those without a high school diploma to workers with a master’s degree.

Every generation – besides Gen Z who prioritized career opportunities – also ranks pay as their top reason for what attracts them to a job.

Of the 6% of workers who abandoned a job during the hiring process, 50% shared that the reason for job abandonment was because they received another job offering more.

It boils down to an obvious but critical truth: To attract and retain top talent, employers must prioritize competitive pay.

Transportation remains a barrier

Transportation and commute times impact associates’ job decisions, and it’s an obstacle that’s spreading.

When we asked in this year, 11% passed on a job due to lack of transportation, nearly double the 6% reported in 2024.

It remains in the top three reasons why workers stay at jobs, and that means employers can give themselves an edge over their local competitors by proactively addressing transportation concerns and commute times.

While you may not be able to relocate operations, you can make a significant impact by offering more flexible schedules or aligning shift starts to avoid peak traffic hours.

Older workers are ready for a new gig

Temporary workers are on the move. When Adecco asked associates, “Whether they plan on looking for or seeking a new position within the next six months?”, about half said yes.

The trend is particularly apparent for Baby Boomers and Gen X, with over half saying they’re planning to look elsewhere.

This offers a challenge and opportunity. Employers who fail to engage with their temporary workers risk losing them. On the other hand, those who take the initiative to invest in career development and recognition programs can build loyalty.

Don’t underestimate predictability

A steady job is a predictable one. When we asked, our associates expressed a strong preference for more traditional hours and structures. More than half wanted a 5-day workweek with 8-hour shifts.

In addition, 85% of workers don’t see their company’s attendance policy as too stringent or not flexible enough, suggesting that most employers are striking the right balance and meeting workers’ expectations.

Another major factor influencing job acceptance? The potential to become a permanent employee or get hired by the client. This was the second most cited reason for taking a job, making it another data point reiterating that temporary workers are looking for long-term opportunities, not just short-term gigs.

AI isn’t a worry

The rise of artificial intelligence is transforming industries and changing how leaders think. However, most temporary workers aren’t overly concerned about being replaced by machines. Only 2 in 10 associates believe their job is at risk due to AI.

There are some sharp divides though. Associates without a high school diploma and those with a bachelor’s degree are the most concerned about AI. Meanwhile Baby Boomers and Gen Z are the most confident that AI won’t displace them.

For employers, this presents an opportunity to educate and upskill their workforce by offering training in emerging technologies and digital tools.

What else did we find?

Today, the key is to focus on what matters most to temporary workers. Employers who listen and act on these insights will be better positioned to attract, engage, and retain their top talent.

Download the full report and dive deeper into associates’ feelings on:

• What they don’t value
• Shift differentials
• Their financial health
• Burnout

At Adecco, we’re committed to building resilient workforces and helping associates find meaningful, rewarding work. The 2025 Associate Survey is just one of the many tools we use to stay connected. Reach out today to learn more about our support.