Nowadays, everything revolves around some stats which tell us a lot more than people think. Where some people see only numbers, we see ways to help you learn more. Therefore, we gathered 12 of the most interesting stats for you to learn about employer branding and what can it do promote employer brand, increase your company’s reputation and attract the best job candidates.
Most important employer branding statistics
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Employer engagement stats
55% of employees think they will definitely leave!
Some of the reasons for leaving are lack of independence, no room for advancement, lack of care and recognition, bad relationships with management and/or co-workers etc. When employees aren't using their significant skills and abilities at their job, they lack pride, accomplishments, and self-confidence.
Therefore, retaining talent, especially millennials, is as challenging as attracting new ones. As retaining current employees is cheaper and less time consuming than attracting and hiring new ones, many employers have started investing in good employee retention strategies.
87% of engaged employees trust their managers
Disingenuous communication and not acting the way it expects from others, makes management not trustworthy. In the process of employer branding and recruiting, focusing on human factors is often more important than focusing strictly on skills. Even with the best intentions, there are countless ways in the business world that can undermine trust – and once lost trust is hard to be restored. Encouraging and communicating engagement and trust are great ways of building a strong and successful employer brand promotion strategy.
Salary raises increase performance by 30%
On average, it will cost an employer 10% - 30% of an employee's gross income to replace him or her! Keeping that in mind, many HR professionals have started paying more attention to connecting employee pay raises to performance reviews in order to encourage a more competitive workforce. This can result in a higher level of productivity based on increased worth ethic and attention.
Employee Value Proposition (EVP)
87% of employees value learning and personal development the most
These are the most important Employee Value Proposition components to attract and retain talent according to a recent EVP research. Today, forward-thinking companies are revisiting their employee value propositions and making sure that they are timely, clear, and relevant. While today most employees are just happy to have jobs, people need a sense of trust and clear focus from their employer.
49% of companies with high EVP and strong employer brand balance teamwork and benefits
EVPs at the best companies are also comprehensive, combining extrinsic motivators such as pay, bonuses and benefits and intrinsic factors including work environment, teamwork and flexibility. In these companies, employees are highly engaged, more likely to achieve desired financial performances and significantly above their peers.
70% of employer brand experience is determined by "people experience"
This is probably one of the most important employer brand statistics in the modern world of HR and recruiting. A well-articulated EVP can improve customer experience, drive employee behaviors that are most valuable to the organization and help employees understand how their individual needs are met.
76% of companies choose social media to communicate Employer Brand
Today, there are many social media platforms companies use to promote their employer brands. Statistics have shown that some companies pointed to social media as a preferred channel has seen more success than through optimized career websites, referral programs, and even online job boards. Social media has truly risen to a prominent place in the Employer Branding toolbox.
79% of job seekers are likely to use social media in their job search
Social media platforms allow advertising your personal “brand” and demonstrating your skills, values, and professionalism. Therefore, they have become one of the most important employer branding strategies. Half of all job seekers are active on social networking sites on a daily basis, and more than a third of all employers utilize these sites in their hiring process.
20% of tech candidates are rejected due to their social media profile!
Employers aren’t limiting themselves to social networks when it comes to researching candidates’ web presences. Forty-five percent of employers use search engines such as Google to research potential job candidates, with 20 percent saying they frequently or always do so.
76% of job seekers prefer to apply through the career site
Even though more and more job seekers are turning to Social and Professional Networks to complement companies’ career websites, many job seekers still prefer to apply through the company’s career pages. Well optimized career site can be a good source of information for young applicants who want to learn about themselves, the company and possible career paths.
Average retention after one year - 33% from career sites compared to 22% from job boards
Historically, recruiters and HR professionals have been neglecting the look and functionality of companies’ career sites. According to some employer branding statistics, the average length of employment of all initial hires is the longest for referred employees, even after 2 years employee referrals remain at #1 at 45% retention, compared to 20% from job boards.
64% of companies use career site as a preferred channel for promoting their employer promotion and branding
Some HR professionals have noticed a great success in building a stronger reputation as employers through well optimized and richer career sites. Therefore, more and more recruiters have started using career sites as their primary tactic for employer brand promotion. Top companies mostly focus on meaningful content to aid site visitors in making a decision. Videos that highlight the important role of employees, community giving campaigns, culture webinars, or publishing podcasts are also included.