50 Real-Time Stats That Prove What Job Seekers Want in Their Next Role

50 Real-Time Stats That Prove What Job Seekers Want in Their Next Role

By Tricia O'Connor

Should employers pay a higher starting wage?

How many people really want to work in an office?

Are financial benefits still an attractive recruiting tool?

The questions surrounding not only who to hire, but how to hire, have reached epic levels throughout the course of the pandemic. With so much continued uncertainty, it’s getting increasingly challenging for employers to fill important roles and for job seekers to find opportunities with enough income and flexibility.

The pandemic has changed how we work, or in many cases, how people want to work, yet employers are still struggling with how to adjust their traditional talent acquisition schematics.

Perhaps the best thing to do is look at the numbers. Job seekers have not shied away from sharing what structure, systems, benefits, wage, culture, and other details they need to accept a new job. So, to make it easy for hiring managers, we’ve compiled a master list of the most relevant statistics that show what applicants really want in their next role.

Current Workforce

  1. Over two-thirds of workers believe that getting a job will be more challenging than before the pandemic. (Jobvite)
  2. More than 75% of the workforce does not wish to return onsite full time. (HealthEquity)
  3. 70% of this survey’s respondents agree that employees should be required to get a COVID-19 vaccine to return to the office, and 23% would consider quitting their job if they were required to return to the office before all employees have been vaccinated. (Glassdoor)
  4. As many as 47% of people in one study say they’ve considered relocating. (Microsoft)
  5. 53% of surveyed workers have or plan to have a second source of income outside of their current job, compared to 36% in February 2020. (Jobvite)
  6. 43% of full-time employees in one study transitioned to remote work owing to COVID-19. (HealthEquity)
  7. One-quarter of workers have changed industries since the onset of the pandemic reports this study. (Jobvite)
  8. 41% of workers report in this survey they’re considering changing employers. (Microsoft)

Job Seekers

  1. In the past year, 40% of unemployed respondents in this survey have applied for between one and 10 jobs. (Jobvite)
  2. 125 million American adults are living paycheck-to-paycheck. (LendingClub Corporation)
  3. 60% of job seekers in this study are using online job boards, 44% are relying on social media, and 35% are connecting with friends to find new jobs. (Jobvite)
  4. 72% of those who make less than $50,000 per year live paycheck-to-paycheck, with 33% struggling to pay their bills. (LendingClub Corporation)
  5. 73% of applicants surveyed only apply to a company that has similar values to them. (Apollo Technical)
  6. 24% of job hunters have participated in more than 5 interviews over the past year reports this study. (Jobvite)

Compensation/Benefits

  1. 58% of job applicants say a company with a pay gap isn’t an ideal fit. (Glassdoor)
  2. Aside from healthcare, ‘flexible work schedules’ is the most important employee benefit. (HealthEquity)
  3. Employers need to embrace COVID-19 safety measures and diversity initiatives, as both significantly influence workers’ decisions to accept or reject a job. (Jobvite)
  4. Cutting commuting time and cost are the top reasons people prefer working remotely. (HealthEquity)
  5. 68% of companies introduced at least one new wellness benefit to aid employees during the pandemic. (Gartner)
  6. 32% of employers plan to expand virtual health benefits following the pandemic. (Benefits Pro)
  7. Employers that support employees with their life experience see a 23% increase in the number of employees reporting better mental health. (Gartner)
  8. 56% of employers offered undergraduate or graduate school tuition assistance in 2019. (Statista)

Hybrid or Remote?

  1. 17% of employees would consider quitting their job if they were required to return to the office five days per week (regardless of vaccinations). (Glassdoor)
  2. 44% of people prefer to work in a hybrid model because they have more flexibility. (HealthEquity)
  3. The ability to work remotely heavily influences a candidate’s decision to accept or reject a job offer, especially for workers with children. (Jobvite)
  4. 41% of people say they are more productive when working remotely full-time. (HealthEquity)
  5. 64% of managers believe that office workers are higher performers than remote workers, and in turn are likely to give in-office workers a higher raise than those who work from home. (Gartner)
  6. 38% of people with children at home say they can better manage home responsibilities by working remotely. (HealthEquity)
  7. More than 1 out of 4 companies has purchased new technology, for the first time, to passively track and monitor their employees. (Harvard Business Review)
  8. 35% of people say maintaining healthy habits is their biggest challenge while working remotely full-time. (HealthEquity)

Hiring Process

  1. The average job opening attracts 250 resumes. (Glassdoor)
  2. The average time it takes to fill a given position is 42 days. (HireVue)
  3. Easy-to-fill online application forms can increase the application rate by 2.3%. (Apollo Technical)
  4. 67% of job seekers believe ads should contain information about salaries, benefits, location, commute time, and employee reviews. (Glassdoor)
  5. The average time-to-hire across all industries is 3 – 4 weeks. (Yello)
  6. This survey says you have an 8.3% chance of getting a job interview from a single application. (Hire Lehigh)
  7. 89% of applicants say if the recruiter contacts them, they will accept a position faster. (LinkedIn)
  8. The cost of replacing an individual employee can range from one-half to two times the employee’s annual salary. (Gallup)

Job Opportunities

  1. Companies listed 33% more skills on job ads in 2020 than they did in 2017. (Harvard Business Review)
  2. Hiring for entry-level college graduate positions fell 45% in 2020. (Burning Glass Technologies)
  3. 87% of respondents in one study say their company is either experiencing skill gaps now or expect them within a few years. (McKinsey)
  4. 46% of employees say their organizations will reskill more than one-fifth of their workforce in the years ahead. (Glassdoor)
  5.  Roughly 8% of companies had planned to revoke job offers to 2020 college graduates. (National Association of Colleges and Employers)
  6. The median employee tenure is 4.1 years as of January 2020. (BLS)

Diversity, Inclusion, and Belonging

  1. About 1 in 3 employees and job seekers (32%) would not apply to a job at a company where there is a lack of diversity among its workforce. (Glassdoor)
  2. 41 CEO positions (8.2%) in America’s 500 biggest companies were held by women in the first quarter of 2021. (NBC News)
  3. 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. (Glassdoor)
  4. Cognitive diversity can enhance team innovation by up to 20%. (Deloitte)
  5. There are approximately 6.5 million people in the U.S. with autism, intellectual, and/or developmental differences. (Working Nation)
  6. 75% of employees think more diversity is needed. (McKinsey)

Hire Smarter and Safer with EBI

Your workplace has changed forever. So should your hiring expectations.

It’s critical to embrace the new needs job seekers and existing employees alike are voicing. It’s our goal to make learning important information about recruiting easy and digestible no matter what your role is in the hiring process.

For 27 years, EBI has been an industry leader in modern talent acquisition. Our background screening and drug testing solutions are unrivaled. We’d love the chance to speak with you about how EBI can help you hire smarter and safer to meet the expectations of this new workforce.

HR & Recruiting

About the Author

Tricia O'Connor

Tricia O'Connor

Writer. Digital marketer. Storyteller. An award-winning writer and editor, Tricia O'Connor is the Marketing Content Manager at EBI. Tricia worked as a broadcast and print journalist for nearly two decades writing and producing programming for high-profile networks like ESPN Radio, History Channel, and Hallmark Channel, as well as contributing editorial work to publications nationwide. Tricia joined the EBI marketing team in 2019 and is responsible for content strategy, development, and engagement. Tricia earned a master's degree in journalism from the Medill School of Journalism at Northwestern University and is a proud undergraduate alumna of Wheaton College in Massachusetts.

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