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New HERC Report Highlights Changing Higher Ed Candidate Pool Make-Up

By Marcia Silva posted 06-15-2022 09:17:48 AM

  
We’re excited to share the results of HERC’s annual job seeker survey in our new publication, “2022 HERC Job Seeker Survey Report: Reaching, Attracting, and Keeping Today’s Higher Ed Professional.” Employers continue to grapple with the “Great Resignation,” trying to fill job vacancies and address quickly evolving employee needs. One of our goals for the report is to help higher education employers identify actionable, realistic, and impactful improvements to finding, selecting, and retaining staff and. Members can download the full report here. The report delves into how to grow the job candidate pool, appeal to job seekers, and retain employees. Some of the trends identified in our report from last year remain, such as job seekers finding remote jobs attractive, but some new data has emerged that could help reshape how higher education institutions conduct their recruitment activities and communicate their offerings right away. Some highlighted report findings include: • Of the 85% of survey respondents that noted they were actively or passively job searching, more than half were not exclusively seeking opportunities in higher education. Another revealing datapoint is that half of all survey respondents reported that they have not worked or are not currently working in higher education. • While 74% of survey respondents would “definitely” or “probably” choose a remote job over in-person, there’s also a strong willingness to relocate for the right opportunity across all age groups: 18-37-year-olds are the most likely to say yes to relocating (46%), followed by 38-53-year-olds (42%) then 54+-year-olds (37%). • When asked to rate various career aspects and employee benefits, a healthy workplace culture and supportive leadership were top-rated by both minority & underrepresented and white respondents. However, “acceptance of my background” was rated third for minority and underrepresented job seekers, while “work-life satisfaction” was third for white respondents. • The majority of respondents (81%) noted that diversity and inclusion policies were important to them. Concrete evidence of salary equity (78%), inclusive workplace culture (72%), and a positive reputation from employees (71%) were rated by respondents as the most important indicators of an employer’s commitment to diversity and inclusion. Our access to a wide range of perspectives of higher education professionals is invaluable to the development of our programming and content for HERC members and job seekers. We encourage you to use the survey results and key takeaways to advocate for and inform changes in your institution’s recruitment and retention policies.


We’re excited to share the results of HERC’s annual job seeker survey in our new publication, “2022 HERC Job Seeker Survey Report: Reaching, Attracting, and Keeping Today’s Higher Ed Professional.”  Employers continue to grapple with the “Great Resignation,” trying to fill job vacancies and address quickly evolving employee needs. One of our goals for the report is to help higher education employers identify actionable, realistic, and impactful improvements to finding, selecting, and retaining staff and. Members can download the full report here.

The report delves into how to grow the job candidate pool, appeal to job seekers, and retain employees. Some of the trends identified in our report from last year remain, such as job seekers finding remote jobs attractive, but some new data has emerged that could help reshape how higher education institutions conduct their recruitment activities and communicate their offerings right away.

Some highlighted report findings include:

  • Of the 85% of survey respondents that noted they were actively or passively job searching, more than half were not exclusively seeking opportunities in higher education. Another revealing datapoint is that half of all survey respondents reported that they have not worked or are not currently working in higher education.
  • While 74% of survey respondents would “definitely” or “probably” choose a remote job over in-person, there’s also a strong willingness to relocate for the right opportunity across all age groups: 18-37-year-olds are the most likely to say yes to relocating (46%), followed by 38-53-year-olds (42%) then 54+-year-olds (37%).
  • When asked to rate various career aspects and employee benefits, a healthy workplace culture and supportive leadership were top-rated by both minority & underrepresented and white respondents. However, “acceptance of my background” was rated third for minority and underrepresented job seekers, while “work-life satisfaction” was third for white respondents.
  • The majority of respondents (81%) noted that diversity and inclusion policies were important to them. Concrete evidence of salary equity (78%), inclusive workplace culture (72%), and a positive reputation from employees (71%) were rated by respondents as the most important indicators of an employer’s commitment to diversity and inclusion.

 
Our access to a wide range of perspectives of higher education professionals is invaluable to the development of our programming and content for HERC members and job seekers. We encourage you to use the survey results and key takeaways to advocate for and inform changes in your institution’s recruitment and retention policies. 





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