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2022 Job Seeker Nation Report
Each year, Employ, the new parent company of Jobvite, JazzHR,
and NXTThing RPO, surveys U.S. workers for its annual Job Seeker
Nation Report to understand the preferences and experiences of
today’s job seekers. Last year’s report gave an inside look at the
changing dynamics of the U.S. labor market as the country faced
an unemployment rate of 6.2% and nearly 10 million people were
unemployed.
One year later, the labor market has entered an entirely new reality
as priorities and expectations in the workplace have drastically
shifted. With millions of available jobs in the U.S. and talent who
seek roles that better align with their requirements, workers are
making it clear they want more from employers — and they feel
empowered to ask for it. Today’s job seekers are leveraging their
upper hand to secure new jobs, higher wages, and better benets.
Modern workers are so condent that nearly one in every three
would quit a job without having another lined up, and nearly half
are actively looking for a new job or plan to within the next year.
While 62% of respondents are satised with their jobs, close to
half remain open to other job opportunities. As a result, 40% of
surveyed workers have experienced high employee turnover at their
organization during the past year.
This job market shift has many organizations struggling to engage,
attract, and retain top talent, and forgoing recruiting strategies that
previously worked. Recruiters and employers must quickly adapt
to the current reality of talent acquisition to remain competitive in
today’s labor market. This includes creating workplaces that align
with job seekers’ preferences and desires, while also being equipped
with the right systems, tools, skills, and channels to effectively
navigate the current reality.
The 2022 Job Seeker Nation Report enables job seekers, employers,
and recruiting decision makers to understand:
Introduction
• The changing reality of the job market during the past year
• How job market perceptions have shifted during the past year
• U.S. workers’ attitudes toward their jobs
• The impact of organizational turnover on workers
• Top inuences in accepting or rejecting a job offer
• The importance of the recruiter-candidate relationship
• Preferred communication styles, interview tactics, and
platforms
• How today’s job seekers are nding jobs and applying for
them
• The effect of the current job market on salary and negotiations
• The signicance of salary transparency among job seekers
• The essential role of company culture, remote work, and
professional development
• Additional market ndings and insights
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2022 Job Seeker Nation Report
Worker condence is at an all-time high, with 35% of job seekers believing it’s easier to nd a job this year than the previous
year and one-third feeling comfortable quitting a job without having another lined up. (Page 6 & Page 8)
Close to half of all surveyed workers are actively looking for a new job or planning to within the next year. Money is on their
minds with half believing they could make more right now simply by switching jobs. (Page 5 & Page 18)
Engaging top talent requires delivering high-quality candidate experiences, yet recruiters still engage in practices that are
frustrating to job seekers, including promoting too low-paying jobs, not being responsive to prospective candidates, and
posting deceiving job descriptions. (Page 6)
With only 37% of workers feeling like they are paid fairly, employers who fall short on compensation expectations may see an
increase in turnover as it was the most signicant factor among workers who left a job in the past year. (Page 9 & Page 25)
A good employee onboarding experience is critical as one in every three new hires today will leave a job in the rst 90 days.
(Page 9)
Internal mobility lacks emphasis, as 54% of workers who are actively looking for a job have not looked at their current
company for a new position. (Page 5)
As more companies determine their return to workplace plans, nearly half of all workers are willing to accept a lower salary
to work remotely and 30% say their ideal work situation/set up is 100% remote. (Page 20)
As 40% of workers report high employee turnover at their organization and an increase in their workloads, they are feeling
increased stress levels and burnout. However, the number of employers offering mental health benets and resources is at
the lowest level in the past three years. (Page 8 & Page 26)
Key Takeaways
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2022 Job Seeker Nation Report
Using internal and trusted partner resources, thousands of adults were randomly invited to participate in this interactive survey.
Each invitation was password coded and secure so that one respondent could only access the survey one time.
Based on census data, voter registration gures, CIA fact books, and exit polls, Zogby Analytics, an interactive research partner,
used complex weighting techniques to best represent the demographics of the population being surveyed. Weighted variables
may include age, race, gender, region, party, education, and religion.
The nal sample consisted of 60% full-time workers and 59% of workers with college degrees, covering a variety of industries.
Thirty-nine percent of respondents have children under age 18 living in their households, and 40% are currently frontline or
essential workers.
Based on a condence interval of 95%, the margin of error for 1,514 respondents is ±2.5 percentage points. This means that all other
things being equal, if the identical survey were repeated, its condence intervals would contain the true value of parameters 95
times out of 100.
Subsets of the data have a larger margin of error than the whole data set. As a rule, Zogby does not rely on the validity of very small
subsets of the data, especially sets smaller than 50-75 respondents. At that subset, Zogby can make estimations based on the
data, but in these cases, the data is more qualitative than quantitative.
Additional factors can create error, such as question wording and question order.
About the Study
Data snapshot
Frontline workers include, but are
not limited to, healthcare workers,
protective service workers (police and
EMTs), cashiers in grocery and general
merchandise stores, production and
food processing workers, janitors and
maintenance workers, agricultural
workers, and truck drivers.
Source: Essential and Frontline Workers in
the Covid-19 Crisis
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2022 Job Seeker Nation Report
Workers more likely to be actively looking for a
new job or planning to within the next year
Employers need to assess if their systems and processes limit
advancement opportunities for talent across the board.
Veterans: 57%
Black or African American workers: 53%
Workers with a disability: 52%
Workers under age 40: 51%
Workers with children under age 18: 51%
Data snapshot
Just two years ago, according to the
2020 Recruiter Nation Report, 35% of
recruiters ranked internal hires as the
top-rated source for hiring. The drastic
changes that have occurred since this
time show the considerable differences
that now exist for nding and hiring
top talent.
Looking for a new job
A Changing Reality
Keeping a lookout for new job opportunities
45%
45% of surveyed workers are
actively looking for a new job or
plan to within the next year
54%
Of those, 54% have not looked
internally at their current
company for a new position
Top factors for actively looking for a new job
Compensation: 27%
Growth opportunities: 20%
Flexibility to work from home: 16%
Work/life balance: 16%
Health benets: 15%
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2022 Job Seeker Nation Report
Jobs that are too low-paying: 46%
Not getting any interviews after applying for jobs: 42%
Non-responsive employers and hiring managers: 35%
Difculty nding the right jobs to apply for: 31%
The stress of the job-seeking process affecting mental
health: 28%
Being judged by algorithms rather than a recruiter or
hiring manager: 28%
Deceiving job description: 27%
Not enough jobs in the preferred profession: 26%
Writing and updating job materials: 20%
Technology: 53%
Manufacturing: 49%
Education: 48%
Retail services: 46%
Finding a job
38% of workers believe it is now harder to
nd a job than it was last year, compared to
69% who thought this in 2021
35% think it could become easier to nd a
job in 2022, versus 14% who said they think
it could become easier in 2021
35%
A Changing Reality
Keeping a lookout for new job opportunities
38%
Industry breakdown
Workers more likely to be actively looking for a new
job or planning to within the next year
The most frustrating aspects of the
job search
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2022 Job Seeker Nation Report
Workers most satised with their current job yet open to other
possibilities
Frontline/essential workers:
51% (versus 38% non-frontline)
College-educated employees:
50% (versus 38% non-college-
educated)
Workers with children under 18:
49% (versus 39% with no children
under 18)
Males:
48% (versus 38% females)
Job Satisfaction
Satised workers want more from employers
Job satisfaction
62%
of workers are
satised with
their jobs
However,
43%
remain open
to other job
opportunities
despite their
satisfaction
Industry breakdown
Workers in the technology
industry led all other industries
in being satised yet open to
other job opportunities at 54%.
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2022 Job Seeker Nation Report
The impact of employee churn
40% of workers report high employee turnover at their
organization over the past year
40% also report their own workload increasing due to
high employee turnover
This has led to an increase in stress levels and feelings of
burnout in 78% of workers
56% of workers who experienced high employee turnover
did not receive an increase in payment or salary to
compensate for the workload increase
Job seekers most likely to report working more in
the past year because of high employee turnover
Frontline/essential workers: 58%
(versus 28% non-frontline)
Veterans: 53%
(versus 39% non-veterans)
Workers with children under 18: 51%
(versus 34% with no children under 18)
Workers under 40: 46%
(versus 34% over 40)
Organizational Turnover
32% of workers would quit a job without having another lined up
Data snapshot
The impact of employee churn aligns
with the 2021 Recruiter Nation Report
nding that 59% of recruiters believe
their organizations have experienced
increased turnover since the onset of
the pandemic.
Industry breakdown
Perhaps unsurprising, 54% of
workers in the healthcare industry
reported working more in the past
year due to high employee turnover,
higher than any other industry.
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2022 Job Seeker Nation Report
90 days or less
30% of workers have left a job within the
rst 90 days of starting
Switching industries
23% of respondents have changed industries
since the onset of the pandemic
Organizational Turnover
32% of workers would quit a job without having another lined up
Higher pay: 40%
Better work/life
balance: 31%
Better benets: 21%
Top reasons for switching industries
Toxic work environment/
culture: 20%
Ability to work remotely:
20%
Ability to physically go into
a workplace: 11%
The day-to-day role was not as expected: 41%
Incident or bad experience: 35%
Company culture was not as expected: 34%
Unsatisfactory company leadership: 32%
Top reasons for leaving a job within the rst 90 days
30% 23%
Top reasons for leaving a job in the past 12 months
Poor work/life
balance: 23%
Poor company
culture: 21%
Compensation:
38%
A need for change:
26%
Limited or no growth
opportunities: 22%
No exibility to work
from home/remotely:
18%
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2022 Job Seeker Nation Report
Technology: 33%
Healthcare-clinical: 30%
Hospitality and event planning: 29%
Construction: 27%
Education: 24%
Top inuences in accepting a job offer or not
What Workers Want
Key considerations job seekers have on their radars
Overall compensation:
Work/life balance and ex-time,
vacation time, or proportion of
work-to-time-off:
Company location(s) and
facilities, including accessibility
and convenience:
Company values and culture:
Healthcare and other benets:
Quality of work:
Job security:
2022
53% 38%
30% 24%
2021
29% 34%
23% 29%
23% 22%
22% 21%
22% 26%
Industry breakdown
How workers from different industries rank company values
and culture in their decision to accept or reject a company
Industry breakdown
When deciding whether to accept a job
offer, 39% of healthcare industry workers
factor healthcare and other benets as one
of their top three considerations — more
than 10 percentage points higher than
workers in other industries, especially the
technology sector at 13%.
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2022 Job Seeker Nation Report
Higher compensation: 67%
Flexibility and autonomy: 49%
Long-term job security: 47%
Praise, respect, and recognition: 39%
100% remote work: 31%
Promotions: 26%
Learning and development opportunities: 26%
COVID-19 protocols
Only 14% of workers said they have declined
a job in the past 12 months due to limited or
no COVID-19 safety protocols
In 2021, 58% said they would decline a job
offer if the employer did not have clear
COVID-19 protocols in place
What Workers Want
Key considerations job seekers have on their radars
What workers want most from employers today
56% of technology industry workers value
exibility and autonomy — nine percentage
points higher than other industries
55% of manufacturing workers value long-term
security — nine percentage points higher than
other industries
52% of clinical healthcare workers want praise,
respect, and recognition from employers today
Industry breakdown
Top reasons for declining a job offer in the past
12 months
No exibility to work from
home/remotely:
22%
58%
14%
Compensation: 38%
Location/geography: 27%
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2022 Job Seeker Nation Report
Preferred communication channels with a recruiter
Preference for email as a method
of communication with a recruiter
continues to decline:
Preferred Communication
How candidates want to get in touch and “feel a vibe”
Email:
Phone calls:
In-person meetings:
2022
28% 44%
28% 25%
2020
26% 17%
Industry breakdown
Preferred communication methods
with recruiters differ by industry. For
instance, 40% of workers in nancial
services prefer phone calls from
recruiters, more than 10 percentage
points higher than other industries.
Text messaging
Video interviews
42% of workers have
received a text message
from a recruiter to
schedule a job interview
37% of job seekers have been
screened or interviewed by a
recruiter using video
Of those,
56% preferred
this process to scheduling
interviews via email or a
phone call
Of those, 59%
preferred this
process to in-person
or phone calls
Preferred Communication
How candidates want to get in touch and “feel a vibe”
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2022 Job Seeker Nation Report
Job seekers are open to
receiving the following
types of messages from a
recruiter as part of their
outreach strategy:
Email: 76%
Phone calls: 70%
Text: 50%
Social messaging,
including LinkedIn
messaging:
22%
Industry breakdown
At 33%, technology workers
are most open to receiving
social messaging from
recruiters.
Data snapshot
While 76% of respondents are
open to receiving email from
recruiters, only 28% listed
on the previous page that
it is their preferred method
of communication from a
recruiter. This gap likely shows
email is no longer the preferred
communication approach in
connecting with job seekers.
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2022 Job Seeker Nation Report
The Recruiter-Candidate Experience
Engaging top talent requires positive candidate experiences
Top reasons for a recent candidate experience that
was positive
Easy to schedule interview:
Easy job application process:
Great communication, including
prompt feedback and follow-ups:
Short/quick hiring process:
Right amount of personal
conversation during interview:
No cover letter requirement:
Great explanation of company
values, vision, mission, and culture:
2022
52% 44%
51% 49%
2020
47% 58%
35% 37%
34% 40%
25%
No
comparison
available
23% 28%
Data snapshot
An easy application process ranks high
among the top reasons for a positive
candidate experience. However,
Jobvite’s 2021 Fortune 500 Candidate
Conversion Audit found that nearly
85% of Fortune 500 companies lack
optimized job application processes,
and only 30% of applicants who start
the application process actually
complete it.
56% of workers would share a
positive experience applying for a
job with an organization publicly or
with their personal or professional
network, while
24% would not
Sharing good experiences
56% 24%
Areas job seekers want employers and hiring
managers to abandon or focus on less
Ghosting/not following up: 33%
Candidate’s social media: 37%
Gaps in a resume: 35%
Cover letters: 31%
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2022 Job Seeker Nation Report
The Application Process
Convert job seekers into candidates
Data snapshot
The use of online job boards among job
seekers is down 13 percentage points
since 2020. On the ip side, nding jobs
on employers’ career sites is on the
rise — up seven percentage points from
the previous year. Learn strategies to
optimize your company’s career site.
Indeed: 52%
LinkedIn: 17%
Top used job boards
Facebook: 9%
CareerBuilder: 6%
How workers search for or nd out about job openings
Online job boards: 59%
Friends: 46%
Social media, such
as LinkedIn or
Facebook:
39%
Employer career sites: 33%
Professional
connections:
25%
Career fairs: 23%
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2022 Job Seeker Nation Report
The Application Process
Convert job seekers into candidates
74% of workers prefer to be
employed on a permanent basis
as opposed to contractually (
13%)
Permanent versus contract workers
74% 13%
Job seekers most likely to prefer being a permanent
worker versus a contract worker
Frontline/essential
workers:
82%
Manufacturing
workers:
89%
Veterans:
83%
Ghosting recruiters
19%
19% of workers have ghosted
a recruiter, hiring manager,
or company during the hiring
process
Veterans:
36%
Workers
under 40:
28%
Ghosting is most common among the
following groups
Workers
with
disabilities:
30%
—Julie Sowash, Executive Director, Disability Solutions
Recruiters and employers should take a deeper look at
their talent acquisition strategies to ensure that they
are inclusively built to reduce ghosting in these talent
communities. This year’s Job Seeker Nation Report is
providing organizations an opportunity to get statistically
signicant data to drive decision making to better engage
underrepresented communities.
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2022 Job Seeker Nation Report
Technology in the recruiting process
25%
25% of workers have encountered
new technologies during the recruiting
process that helped them answer
questions more quickly
Chatbots and Articial Intelligence
Job seekers’ views on commonly-used recruiting tools
Data snapshot
Of those workers with disabilities
who have interacted with a chatbot,
68% felt it improved the candidate
experience and 26% believe they
accelerate the recruiting process.
TA leaders must look at their systems
and processes to ensure they are
streamlining recruiting efforts and
creating positive experiences for all
demographics of talent.
36% of nance workers and 33%
of technology workers have
interacted with a chatbot during
the recruiting or interview process
Only 6% of government workers have
interacted with a chatbot during the
recruiting or interview process
Industry breakdown
Interacting with chatbots
22% of workers
have interacted with
a chatbot during
the recruiting or
interview process
63% of those who
have interacted with
chatbots believe
they have improved
the process or
experience
Of those, 80%
rated their
experience as
good or very good
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2022 Job Seeker Nation Report
Salary and Negotiations
Workers are more condent than ever negotiating salaries
Negotiating salaries is at an all-time high
71% of workers are comfortable negotiating salaries in the
current job market — up 19 percentage points since 2018
29% are very comfortable negotiating a salary — up 11
percentage points since 2018
Data snapshot
Check out insights from Allie Kelly,
Chief Marketing Ofcer of Employ,
on the impact of ination on raises in
this Vox.com article.
Asking for a raise
63% of workers are comfortable asking for a raise
28% of workers have asked for a raise in the past year
Of those workers, 72% were given a raise
35% of workers who were denied their raise request left the
job because of it
Data snapshot
This aligns with ndings from the
2021 Recruiter Nation Report, in which
73% of recruiters reported at least a moderate
increase in negotiating for higher salaries among
candidates and current employees — up more
than 20 percentage points since 2020.
73%
Switching jobs
49%
49% of workers believe they could
make more money right now simply by
switching jobs
Job seekers most likely to switch
jobs to make more money
Workers under 40: 58%
Workers with children under 18: 56%
Veterans: 56%
Frontline/essential workers: 55%
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2022 Job Seeker Nation Report
Salary transparency
82% of workers wish that more employers would disclose
wage and benets information on job postings
74% said they would feel more condent in negotiating
the salary if a job description did share the salary range for
the position
In the past year, 30% of job seekers have been asked about
their salary history
Of these, 86% answered truthfully
Salary and Negotiations
Workers are more condent than ever negotiating salaries
Side hustles
Black or African
American workers: 56%
Veterans: 51%
Workers under 40: 49%
Frontline/essential
workers: 49%
Workers with children
under 18: 49%
Workers with
disabilities: 47%
Top reasons for side hustles
Need for money: 60% Passion project: 23%
Food insecurity
21%
21% of workers report
that they or someone in
their immediate family
have gone without food
for 24 hours due to a
lack of food or money
(versus
30% in 2021)
Job seekers most likely to pursue a side hustle
Employers should examine their pay policies to root out
inequities.
41%
of workers
plan to have a
second source
of income
outside of their
current job
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2022 Job Seeker Nation Report
Remote Work
40% of job seekers would be willing to accept a lower salary to work remotely
The state of work today (2022 versus 2021) Ideal work situation/set up
100% in-ofce:
39% versus 28%
100% remote:
25% versus 28%
50/50 remote and in-ofce:
16% versus 24%
100% remote: 30%
100% in-ofce/on-location
work:
26%
50/50 remote and in-
ofce/workplace:
21%
(down 9 percentage points
from 2021)
Flexible/up to
discretion of
employee:
14%
Remote one or
two days per
week:
10%
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2022 Job Seeker Nation Report
65% of workers say remote work is important
in their decision to accept or reject a job offer
(versus 74% in 2021)
31% believe remote work is very important in
their decision to accept or reject a job offer
(versus 37% in 2021)
26% have declined or would decline a job
offer if required to work full-time on location
(versus 35% in 2021)
Remote Work
40% of job seekers would be willing to accept a lower salary to work remotely
Job seekers most likely to decline a job offer
that requires them to work full-time on
location/in an ofce/worksite
Veterans:
Workers with disabilities:
Black or African American workers:
39%
34%
33%
Data snapshot
Experts share that remote and exible work for
Black employees increases sense of belonging
at work and reduces certain instances of
microaggressions and discrimination.
(Source: Future Forum: A new era of
workplace inclusion)
84% of workers in the nancial services
industry said remote work is at least somewhat
important in their decision to accept or reject
a job offer
41% of workers in nancial services would
decline a job offer if they were required to work
full-time on location
Industry breakdown
Accepting or rejecting job offers
2022
65% 74%
31% 37%
2021
26% 35%
Regardless of the work environment — remote or on-site,
organizations must consider how they are fostering
inclusive cultures, where all employees are heard, can
succeed, are actively engaged, and feel secure.
Industry breakdown
Tuition reimbursement is offered to 40% of
survey respondents working in the nancial
services industry, which is at least nine
percentage points higher than in all other
industries.
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2022 Job Seeker Nation Report
Learning and Development
Building new skills to enhance current abilities
Most common learning and development
opportunities offered by employers
Learning and development
54% of workers were not offered an increased number of
opportunities for learning and development by their
employers over the past year
35% said their employer does not offer any learning and
development opportunities
52% of workers in the technology
sector are offered learning and
development opportunities versus
33% of hospitality/retail workers.
Industry breakdown
Paying for continuing education: 27%
Tuition reimbursement: 23%
Compensation for conferences: 20%
Reimbursement for tools, software, and technology: 17%
Succession planning: 16%
One-on-one mentoring/coaching: 14%
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2022 Job Seeker Nation Report
Job seekers who have learned new skills or reskilled
Veterans: 60%
Frontline/essential workers: 59%
Workers under 40: 57%
Workers with children under 18: 57%
Workers with disabilities: 56%
Construction: 61%
Technology: 55%
Education: 52%
Healthcare-clinical: 49%
Learning and Development
Building new skills to enhance current abilities
Reskilling
46%
of workers
have learned
new skills or
reskilled to
adapt to a new
industry over
the past year
(versus 52% in
2021)
Industry breakdown
Workers who have learned new skills or reskilled
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2022 Job Seeker Nation Report
Employee Values
Company culture remains critical
The importance of social justice and Diversity,
Equity, & Inclusion (DEI) focus
45% of workers want their employer to
have an active voice in moral and social
justice conversations, while 32% do not
38% would turn down a job offer if the
company lacked diversity in its workforce or
had no clear goals for improving diversity
Creating a more diverse, equitable, and
inclusive workforce takes commitment to
organizational change.
Check out Jobvite’s e-book,
“The Who, What, Why, Where, and When of Diversity,
Equity, and Inclusion: A Comprehensive Guide for
Amplifying Your DEI Approach”
to learn more about expanding DEI in recruiting.
Determining if a new organization is a good
culture t does not take long
65% of workers believe it takes less than one month
27% believe it takes less than one week
55% said they would leave a new job if the culture was
not aligned with their expectations or values
Job seekers continue to acknowledge that
company culture matters
52% of workers believe that, in an increasingly remote
work environment, company culture is just as important
as ever
36% believe it’s more important
Only 12% believe it is less important
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2022 Job Seeker Nation Report
Finally, Benets and Perks
What workers want from employers today versus what they have
Workers reported employers currently provideWorkers expect the following benets from
employers
Fair employee compensation:
37%
Emphasis on teamwork:
21%
Good work/life balance:
35%
Wellness offerings:
22%
Flexible work arrangements:
35%
Learning and development
opportunities: 24%
Clear communication:
31%
Continuous feedback on
performance: 24%
Onboarding and orientation:
32%
Healthcare: 66%
401k program: 49%
401k matching:
40%
Bonuses and stipends: 40%
Paid family leave: 39%
Casual dress code: 38%
Remote work: 32%
Mental health resources: 30%
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2022 Job Seeker Nation Report
Finally, Benets and Perks
What workers want from employers today versus what they have
Job seekers more likely to feel comfortable
disclosing mental health challenges to company
leadership or HR
Mental health in the workplace
Technology workers: 59%
(versus lowest in manufacturing at 46%)
Workers with children under 18: 57%
(versus 42% with no children under 18)
Frontline/essential workers: 56%
(versus 43% non-frontline)
40% said their employer offers mental
health benets/resources to employees —
the lowest level in the past three years
27% of workers whose employers offer
mental health benets report using them
more since the onset of the pandemic
63% said the pandemic has caused them to
focus more on their own mental health
48% feel comfortable disclosing their
mental health challenges to company
leadership and/or HR
Data snapshot
Mental health
benets/resources
offered to employees
over the years
compared to this year
2022: 40%
2021: 53%
2020: 46%
2019: 45%
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2022 Job Seeker Nation Report
Torin Ellis
Principal,
The Torin Ellis Brand
Terry Terhark
President,
NXTThing RPO
William Tincup
President & Editor-at-Large,
Recruiting Daily
Julie Sowash
Executive Director,
Disability Solutions
Employ Inc. is pleased to share the results of the 2022 Job Seeker Nation Report and acknowledges the following
contributors who served as thought leaders during this process to drive greater insights into the habits of today’s job seekers
Industry Contributors
employinc.com
28
2022 Job Seeker Nation Report
Employ Inc. empowers organizations of all sizes to overcome their greatest recruiting and talent acquisition
challenges. Offering a combination of purpose-built, intelligent technologies, services, and industry expertise,
Employ provides SMB to global enterprises with a single solution for recruiting and growing a diverse workforce.
Through its Jobvite, JazzHR, and NXTThing RPO brands, Employ serves more than 12,000 customers across
industries. For more information, visit www.employinc.
About Employ Inc.
employinc.com
29
2022 Job Seeker Nation Report
Zogby Analytics is respected nationally and internationally for its opinion research capabilities. Since 1984,
Zogby has empowered clients with powerful information and knowledge critical for making informed
strategic decisions.
The rm conducts multi-phased opinion research engagements for banking and nancial services
institutions, insurance companies, hospitals and medical centers, retailers and developers, religious
institutions, cultural organizations, colleges and universities, IT companies, and Federal agencies. Zogby’s
dedication and commitment to excellence and accuracy is reected in-of-the-art opinion research capabilities
and objective analysis and consultation.
About Zogby Analytics
2022 Job Seeker Nation Report
Dynamic Motivations of Modern Workers
