As the job market continues to heal and the unemployment rate inches closer to the pre-COVID 3.5 percent, employers are working hard to become more marketable. With the increase of remote positionsinclusive workplaces, and upskilling, employers must finetune their brand and assure work-life balance is achievable for their team. 

Earlier this month, the team at Glassdoor For Employers pieced together 45 statistics employers need to review in order to shape a healthy recruitment model and attract top talent. We review a few of our favorites below:

COVID-19: Health & Safety

As companies continue to reopen offices and create hybrid positions, the wellness of employees cannot be taken lightly. Ensuring the proper health and safety protocols are in place is an essential piece to retaining your key employees and attracting new candidates. Beyond the tangible health and safety measures, employers must stay attuned to their responsibilities of their team’s mental health as well.

  • 86% of employees say they would prefer to continue working from home, at least in a hybrid role, when their office reopens.
  • 68% of hiring managers say remote work is working better than when they first started working remotely in 2020. Reasons included reduced non-essential meetings (70%) and increased schedule flexibility (60%).
  • The challenges of working from home: 20% cited they lack interactions and often feel isolated when working from home, and 16% don’t have a home office or dedicated space, so they feel distracted.
  • 70% agree that employees should be required to get a COVID-19 vaccine in order to return to the office.

Employer Branding

Over 85% of job-seekers admit to searching a company’s reviews before choosing to interview. Whether it is on Glassdoor, Indeed, LinkedIn, or another social platform, responding to past or present employees plays an essential role in your future hires. A strong brand will not only help you attract top talent but will help you retain your top employees as well. 

  • 86% of HR professionals surveyed indicated recruitment is becoming more like marketing.
  • 75% of active job seekers are likely to apply to a job if the employer actively manages its employer brand.
  • 92% of people would consider changing jobs if offered a role with a company with an excellent corporate reputation.
  • Employee voice is 3x more credible than the CEO’s when talking about working conditions in that company.


How much does diversity matter to job seekers? 76% of job-seekers and employees reported a diverse workforce as a critical factor when evaluating companies and job offers. In addition to the expanded creativity and innovation that a more inclusive workforce provides, the McKinsey firm also found that ethnically diverse and gender-diverse companies have proven to be more profitable.

  • About 1 in 3 employees and job seekers (32%) would not apply for a job at a company with a lack of diversity among its workforce. 
  • 71% of employees would be more likely to share experiences and opinions on diversity & inclusion at their company if they could do so anonymously.
  • Nearly half of Black (47%) and Hispanic (49%) job seekers and employees have quit a job after witnessing or experiencing discrimination at work, significantly higher than white (38%) job seekers and employees.

Work-Life Balance

As the stress and fatigue behind the 40+ hour work weeks continue to be spotlighted, the value of a healthy work-life balance is becoming more fundamental. Enhanced by the remote work shift, the blurred lines between work life and home life are a gateway to career burnout that cannot be ignored.

  • 70% of employees said that their work defines their sense of purpose. Still, only 15% of frontline managers and frontline employees say they live their purpose at work, compared with 85% of executives and upper management.
  • Employees on average are working three more hours per day than before the pandemic.
  • 41% of workers feel ‘burnt out’ at work, and 45% feel emotionally drained.
  • A survey at Imperative found that people who engage in peer coaching are 65% more likely to feel fulfilled; 67% more likely to report being a top performer; 73% more likely to report feeling a sense of belonging; and 50% more likely to expect to stay in their job for more than five years.

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