Employer Branding Statistics By Job Seekers and Employees

Introduction

Employer Branding Statistics: Employer branding has recently become a major focus for companies and talent teams. With growing competition in the job market, having a strong employer brand is one of the best ways to stand out and attract top candidates. In the past, creating a strong employer brand required a big team and a lot of resources. However, with the growth of automated platforms like Outhire, businesses of all sizes can now manage and improve their employer brand.

Whether new to employer branding or experienced, these important Employer Branding Statistics can help you build a case for investing in your employer brand in 2025.

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• Nearly 86% of HR professionals say recruitment is becoming more like marketing.
• Branding Statistics stated that almost 86% of job seekers and employees look at company reviews and ratings before applying for a job.
• Almost 68% of Millennials, 54% of Gen-Xers, and 48% of Boomers check out a company’s social media pages to evaluate its employer brand.
• 50% of job candidates wouldn’t take a job at a company with a bad reputation, even if the pay was higher.
• Nearly 92% of people would think about switching jobs if they were offered a role at a company with a great reputation.
• Nearly 30% of job seekers quit their jobs within the first 90 days, showing a mismatch between expectations and the employer’s brand.
• 7 out of 10 people say they changed their opinion about a company after seeing how it responds to reviews.
• Employees are three times more trusted than the CEO when talking about working conditions at a company.
• Companies that invest in their employer brand can reduce employee turnover by up to 28%.
• Companies with high levels of inclusion earn 1.4 times more revenue and are 120% more likely to achieve their financial goals.
• Almost 83% of Millennials feel more engaged at work if they think the company promotes an inclusive environment.
• Nearly 66% of Gen Z and 73% of Millennials would consider changing jobs to have more control over their work schedules.
• 85% of employees and job seekers expect their employer to help them balance work and personal life.

What is Employer Branding?

Employer branding is about promoting the overall experience a company provides to its employees. It reflects how a company is viewed as a place to work and what it offers employees, often called the employee value proposition (EVP). This is different from the company’s general brand reputation with its customers.

The term “employer brand” was first used in the 1990s and has become a common idea in business. Minchington describes employer branding as the way people see a company as a “great place to work,” including employees, job candidates, clients, customers, and others. Employer branding focuses on attracting, engaging, and keeping employees, and it uses strategies to improve how a company is seen as an employer.

Just like a customer brand proposition helps define a product or service, an EVP outlines a company’s job offerings. HR and talent management use branding methods to attract and keep skilled employees, much like how marketing is used to attract and retain customers.

General Employer Branding Statistics

• Branding Statistics stated that nearly 88% of job seekers think about a company’s reputation as an employer when applying for a job.
• 72% of hiring leaders around the world agree that a strong employer brand has a big impact on recruitment.
• Companies that put money into their employer brand are three times more likely to hire great candidates.
• 78% of businesses focus on diversity to enhance their employer brand.
• Employees who align with their company’s mission and values are 67% more engaged.
• Branding Statistics stated that nearly 67% of job seekers see workplace diversity as a key factor when deciding where to work.
• A good employer brand can boost employee engagement by up to 20%.
• A positive employer brand can raise a company’s employee referral rates by 51%.
• 69% of job seekers would turn down a job offer from a company with a bad employer brand, even if they are unemployed.
• Companies with a strong employer brand see a 28% decrease in employee turnover. 64% of job seekers won’t apply for a job at a company that has no online presence.
• Almost 76% of candidates want to know about a company’s culture and values before accepting a job offer.

(Source: apollotechnical.com)

• Employer branding can lead to a 28% improvement in employee retention rates.
• Employer branding can cut the time it takes to hire by up to 50%.
• Branding Statistics stated that almost 76% of candidates check a company’s reputation before applying for a job.
• 86% of HR professionals agree that recruiting is becoming more like marketing.
• Around 48% of job seekers use social media to research a company’s culture before applying.
• 67% of candidates think how a company responds to reviews is important when considering an employer.
• Branding Statistics stated that almost 82% of employees say that company culture is a major competitive advantage.
• 89% of HR leaders agree that having a strong employer brand helps them attract top talent.

(Source: explodingtopics.com)

• 86% of job seekers read company reviews and ratings before applying for a job.
• Branding Statistics stated that almost 21% of people worldwide prioritize mental health initiatives as part of a well-balanced work environment.
• 45% of people value fair treatment and inclusion, making DEI (Diversity, Equity, and Inclusion) key to building trust and attracting talent.
• Branding Statistics stated that nearly 30% of people globally prioritize flexible work schedules, showing how important personalized work arrangements are.

 Impact of Employer Brands on Recruitment

• Branding Statistics stated that 9 out of 10 candidates are more likely to apply for a job at a company with a well-known employer brand.
• 69% of job seekers would turn down a job offer from a company with a bad reputation, even if they were out of work.
• 88% of people looking for jobs pay attention to a company’s reputation when deciding where to apply.
• Companies that focus on their employer brand are 3 times more likely to hire top-quality talent.
• A strong employer brand can increase employee referrals by 51%.
• Almost 76% of job seekers want to know about a company’s values and work culture before accepting a job offer.

(Source: apollotechnical.com)

• Focusing on employer branding can cut the time it takes to hire someone by 50%.
• 92% of people would consider changing jobs for a position at a company with an excellent reputation.
• Branding Statistics stated that almost 67% of candidates think the way a company responds to reviews is important when choosing whether to apply.
• 60% of recruiters say a candidate’s fit with the company culture is the most important factor in their hiring decision.
• A strong employer brand leads to a 50% increase in the number of qualified candidates.

Employer Branding Statistics that Focus on Employee Retention

A strong company culture helps boost employee motivation and productivity. With more people leaving their jobs and dissatisfaction growing, companies can lower turnover by offering benefits and perks. These statistics show how taking care of their brand can help companies keep their workers:

• Branding Statistics stated that nearly 49% of employers in 2023 said their main concern was keeping their employees.
• 60% of people now believe that just having a good salary isn’t enough. They want to work for companies that align with their values.
• 56% of people between 18-24 said they would quit a job if it stopped them from having free time.

(Source: selectsoftwarereviews.com)

• Almost 83% of workers agree that having flexible working hours is important, including 80% of Millennials and 79% of people aged 55-67.
• 34% of workers would accept a lower salary if their job made a positive difference in society.
• 60% of people think the best thing a company can do is take good care of its employees.

(Source: selectsoftwarereviews.com)

• 30% of employees leave within the first three months. Of those, 32% say they quit because of the company culture.
• After COVID-19, 40% of people didn’t agree with companies not offering work-from-home options. 20% said they wouldn’t apply to such companies, and another 20% felt the same way.

Employee Value Proposition (EVP) Statistics

87% of employees say learning and personal growth are the most important.

• Research on employee value propositions (EVPs) shows that to attract and keep good workers, companies need to offer chances for personal growth.
• While many people today are just happy to have a job, they also want to feel trust and clear direction from their boss.

(Source: contentstadium.com)

49% of companies with a strong EVP and employer brand manage to balance teamwork and benefits well.

• The best companies offer a mix of rewards like pay, bonuses, and benefits, along with things like a good work environment, teamwork, and flexibility.
• Workers at these companies are more engaged and often achieve better results compared to others.

70% of an employer’s brand is shaped by the “people experience.”

• This is a key point for today’s HR and recruitment world.
• A well-communicated EVP not only improves the customer experience but also encourages employees to behave in ways that benefit the company.
• It also helps workers feel like their personal needs are being met, building a stronger connection with the company.

Benefits of Employer Branding

Employer branding trends and statistics are important for businesses to stay ahead of the competition. By understanding these trends, companies can learn how to attract, keep, and motivate the best talent, which helps boost overall success. Here’s why these insights are valuable:

(Source: explodingtopics.com)

#1. Better Candidate Experience

• By knowing current trends in employer branding, companies can improve their hiring process and communication.
• Understanding what job seekers care about helps businesses adjust their hiring strategies to match what different generations value.
• For example, Gen Z values different things than Millennials or Gen X, so companies can shape their brand to connect with these groups and draw in fresh talent.

#2. Stronger Social Media Strategy

• Understanding how job seekers use social media during their job search helps businesses improve their online presence.
• Since 79% of candidates use social media to find jobs, companies can design a better strategy to attract talent by choosing the right platforms and content that appeal to job seekers.

#3. Better Employee and Customer Retention

• Staying updated with employer branding trends helps companies create better plans for keeping both employees and customers.
• Strong employer brands improve employee retention, and satisfied employees are more likely to provide great service to customers.
• This information helps businesses build a brand that benefits both employees and customers.

#4. Smart Planning for the Future

• Studying employer branding trends helps companies plan for future challenges.
• By knowing what’s on the horizon, businesses can stay ahead of industry changes and evolving employee expectations.
• For example, recent studies show that Gen Z cares about diversity, inclusion, and sustainability.
• Armed with this knowledge, companies can plan by building programs that support diversity, environmental efforts, or mental health, which can take time to implement but will help businesses stay competitive in the long term.

Employer Branding Statistics for Job Seekers and Employees Statistics

• Branding Statistics stated that almost 30% of new hires quit their job within the first 90 days.
• 86% of job seekers check company reviews and ratings before applying for a job.
• Branding Statistics stated that 9 out of 10 job seekers would apply for a job if the company’s employer brand is actively managed.
• 60% of job seekers research a company on LinkedIn before applying.

(Reference: blog.walls.io)

• 79% of job seekers have used social media for their job search in the past year.
• 84% of job seekers say the company’s reputation as an employer is important when deciding whether to apply.
• Job seekers find social media and professional networks more helpful than job boards, recruitment agencies, events, or ads.
• The biggest issue candidates face when job hunting is not knowing what it’s like to work at a company.

Employee Branding on Social Media Statistics

• Branding Statistics stated that 79% of job seekers use social media when searching for a job.
• 82% of employees check the online presence of a company’s CEO before deciding to join the company.
• Nearly 82% of workers expect leaders to share the company’s mission, vision, and values on social media.
• 68% of Millennials, 54% of Gen-Xers, and 48% of Baby Boomers visit a company’s social media profiles to learn about its brand.

(Reference: statista.com)

• Over 75% of people who recently changed jobs used LinkedIn to help make their decisions.
• 52% of job seekers check out a company’s website and social media profiles to find out more about the employer.
• Branding Statistics stated that 64% of job seekers would avoid applying to a company that doesn’t have an online presence.
• 48% of job seekers look at a company’s culture on social media before applying.

Employer Branding Statistics About The Acquisition

• Branding Statistics stated that almost 86% of HR professionals think that recruiting is starting to resemble marketing more and more.
• 75% of job seekers are more likely to apply if the employer is actively managing its brand.
• 86% of women and 67% of men in the U.S. wouldn’t want to work for a company with a bad reputation.

(Reference: capitaloneshopping.com)

• Branding Statistics stated that almost 50% of candidates say they wouldn’t accept a job with a poor company reputation, even for higher pay.
• 92% of people would consider changing jobs if a company with a great reputation offered them a position.
• Branding Statistics stated that almost 86% of job applicants and employees check company reviews and ratings before they apply.

Conclusion

In conclusion, having a strong employer brand is key to attracting, keeping, and engaging the best talent. The data shows that a positive employer brand can lower hiring costs, increase employee happiness, and improve company performance. Today, job seekers care more than ever about a company’s reputation, culture, and values.

By actively working on their employer brand, businesses can improve their hiring process, keep employees longer, and create a more loyal workforce, which leads to long-term success. We have shed enough light on Employer Branding Statistics through this article.