20+ Essential Employer Branding Statistics [2026]

Employer branding research summary. In today’s competitive job market, effective branding is a vital component of business success. Your company’s brand not only influences conversion rates and customer feedback but also significantly impacts your ability to attract top talent.

Just as employers select candidates carefully, job seekers are equally discerning about potential employers. This article explores the importance of employer branding through the latest insights and statistics:

A strong employer brand leads to a 50% reduction in cost per hire.
75% of candidates investigate a company’s reputation prior to applying.
86% of job seekers evaluate a company’s reviews and ratings when considering job applications.
92% of individuals would contemplate changing jobs for a company with a stellar reputation, even without a salary increase.
Candidates place 3x more trust in a company’s employees than in the company itself.

For further analysis, we’ve categorized the data in the following sections:
Sourcing Candidates | Recruiting Leaders’ Opinions | Impact on Hiring Process | Impact on Business Success

Job Seekers’ Opinions on Employer Branding

Job seekers are increasingly aware of employer branding, often steering clear of companies with negative reputations or being willing to switch jobs based solely on branding. Here are some of the latest insights:

84% of job seekers prioritize the reputation of an employer’s company.

Moreover, 86% of employees identify a company’s reputation for DEI (diversity, equity, and inclusion) as a significant factor in their job selection.
Job seekers are 3x more likely to trust current employees over CEOs.

While 79% of CEOs believe their employees trust the company, only 65% of employees actually do.
50% of candidates would not work for a company with a negative reputation, even for a pay increase.

Reputation holds substantial value for job seekers, with many considering it equally or more important than salary. For instance, 92% of workers are willing to switch jobs for a company with an excellent reputation, without a salary incentive.
80% of Glassdoor users believe that a company’s response to reviews enhances their perception of it.

Additionally, 75% of users are more inclined to apply for a job opening when they see the company engage with reviews and provide consistent updates.
68% of Millennials assess employer brands via social media.

In comparison, 54% of Gen Xers do the same, indicating that branding is more crucial for younger generations compared to their older counterparts.
Women are over 28% more likely to avoid joining a company with a poor reputation.

Women are particularly cautious, with 86% stating they would not work for a company with a bad reputation, compared to 67% of men.

Employer Branding’s Impact on Sourcing Candidates

Attracting the best talent is essential for any business, and the quality of a company’s brand can significantly affect this outcome. Here are key statistics regarding the impact of employer branding on sourcing candidates:

Employers with a robust brand receive 50% more qualified talent leads.

Moreover, these employers tend to retain talent more effectively, experiencing an average 28% reduction in turnover.
75% of active job seekers are likely to apply if the employer actively manages their brand.

Simply establishing a positive brand isn’t enough; candidates expect ongoing management and engagement with the brand.
86% of job seekers will not consider a company with a poor social standing.

This includes negative reputations among former employees and the public alike, both of which can damage branding.

Recruiting Leaders’ Opinions on Employer Branding

Recruiters are always seeking effective strategies for hiring the best candidates, which is why they are keenly aware of how employer branding influences recruitment. Here are some notable insights from recruiting leaders:

72% of recruiting leaders believe employer branding significantly impacts hiring.

Recruiters recognize the challenges of attracting candidates for positions with poor branding.
86% of HR professionals assert that recruitment is increasingly resembling marketing.

Many recruiters find themselves in a position where they must market their company’s brand to potential candidates.
55% of recruiting leaders have a proactive employer brand strategy.

Over half of recruiters are now focusing on enhancing employer branding to foster positive discussions and control narratives about their companies.
59% of recruiting leaders are increasing their investment in employer branding.

This trend is evident globally, as many recognize the importance of employer branding in successful recruitment strategies.

Employer Branding’s Impact on the Hiring Process

Employer branding also plays a critical role in the hiring process, as companies with strong brands can hire and retain candidates more efficiently. Here are the key facts:

Effective employer branding can reduce the time to hire by up to 2x.

This can mean the difference between a hiring process taking two weeks versus over a month.
78% of candidates believe their experience reflects how a company values its employees.

Candidates are less inclined to apply or accept job offers if they feel they will be treated poorly, indicating that first impressions matter.
69% of candidates would decline an offer from a company with a weak employer brand.

This reluctance can create significant hurdles during the hiring process.

Employer Branding and Business Success

Ultimately, employer branding is crucial for a business’s overall success, particularly in attracting and retaining employees. Here are some important statistics highlighting the significance of branding for business success:

A strong employer brand decreases turnover by 28%.

This reduction can result in fewer employees leaving their positions, which in turn lowers hiring costs.
96% of companies believe that employer brand can impact revenue.

Companies with consistent branding often see an average of 33% higher revenue.
44% of companies actively monitor the impact of employer branding.

This includes assessing metrics such as hiring costs and employee referral rates to gauge branding success.

Employer Branding FAQ

How do you measure employer branding?

Several quantitative and qualitative metrics can be used to assess employer branding. These metrics can provide insights into brand quality through various outcomes.

Quantitative metrics include:
- Retention rates. Companies with a strong brand often enjoy 28% higher retention rates.
- Application rates. A decrease in applications may indicate a poor employer brand.
- Employee satisfaction surveys. Gathering direct feedback from employees can reveal valuable insights about brand perception.
On the qualitative side:
- Employee reviews. Current employees are trusted 3x more than the company’s CEO, so monitoring employee feedback is essential.
- Perception surveys. Conduct surveys with potential candidates to understand how they view your company as an employer.
- Engage with recruiters. Recruiters can provide insights into candidate reactions to your brand.
What are trends in employer branding?

The top trends for employer brands in 2026 include diversity, equity, inclusion, and sustainability. Employees increasingly prioritize a company’s reputation in these areas when considering job offers.
What is the impact of a strong employer brand?

A strong employer brand reduces turnover, shortens hiring time, and boosts revenue. Strong branding simplifies recruitment and enhances employee retention, leading to an average 33% increase in revenue.
What companies have the strongest employer brand?

Google is renowned for its exceptional employer branding. The company receives over 3 million resumes annually, selecting only about 7,000 new employees each year. Other companies known for their strong employer brands include:
- Starbucks
- Cisco
- HubSpot
- Shopify
- The Home Depot
- Netflix
- Salesforce
Is employer branding marketing or HR?

Employer branding encompasses both marketing and HR. Successfully managing an employer brand requires collaboration between marketing, HR, and executive leadership.
What is the difference between an employer brand and a corporate brand?

The distinction lies in the target audience. Corporate branding targets the general public, while employer branding specifically focuses on attracting and retaining talent.

Conclusion

In 2026, employer branding remains crucial for business success, facilitating the hiring and retention of qualified candidates. Companies with effective employer branding experience a 28% reduction in turnover and can complete hiring processes 1x to 2x faster. These advantages translate into significant financial benefits, as organizations with strong employer brands see an average revenue increase of 33%.

As an employer, it’s essential to work closely with your HR and marketing teams to cultivate a strong employer brand. Stay attentive to current trends, ensuring your branding evolves to meet the expectations of today’s workforce.

References

Author

Jack Flynn

Jack Flynn is a writer for Zippia. In his professional career he’s written over 100 research papers, articles and blog posts. Some of his most popular published works include his writing about economic terms and research into job classifications. Jack received his BS from Hampshire College.

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