Express Employment Professionals

From “Excel experts” who freeze at a simple formula to “chefs” who can’t chop onions, employers say exaggerated skills are showing up more than ever.

OKLAHOMA CITY — A new Express Employment Professionals-Harris Poll reveals a startling truth about today’s hiring landscape: job seekers may be stretching the truth on their resumes far more than they admit — and employers say they can spot the exaggerations a mile away.

According to U.S. hiring managers, 80% say candidates’ resumes don’t match their real-world skills at least sometimes, with 34% reporting it happens all the time or often.

Meanwhile, just 22% of job seekers confess to listing skills they don’t actually have; a gap raising major red flags for employers.

And now, with AI at every applicant’s fingertips, companies are sounding the alarm. Eighty-six percent of hiring managers believe AI makes it too easy to embellish resumes, and 42% strongly agree it’s becoming a serious hiring risk.

Wild Resume Claims? Hiring Managers Have Seen It All

Employers shared some of their most jaw-dropping experiences when a candidate’s “expertise” evaporated the moment they stepped into the job:

• A self-proclaimed forklift operator who crashed and took out an entire shelf on day one.
• A “chef” who couldn’t cut onions.
• A VP candidate who listed 10 years of experience — without being old enough to have 10 years of experience.
• A new hire who claimed proficiency with a POS system but froze at the screen like it was written in an ancient language, leading to same-day dismissal.
• A kitchen lead who walked out by noon because they didn’t know how to do any of the tasks they claimed they could do.
• A candidate who boasted “exceptional” negotiation skills but fell apart in a de-escalation role‑play, immediately offering a full refund without attempting to solve the problem.
• Another who touted strong communication skills, only for client meetings to quickly prove otherwise.

Job seekers themselves admitted to resume creativity, too — including pretending to be a licensed plumber, a data security expert, an advanced Excel wizard and even listing Google Analytics expertise without knowing what it was.

“In today’s market, you don’t need a perfect resume; you need a truthful one,” said Bob Funk Jr., CEO, President and Chairman of Express Employment International. “When job seekers exaggerate their abilities, they set themselves up for stress, failure and lost opportunities. But when they’re transparent about their skills and what they know, and eager to learn what they don’t, employers take notice. Integrity is still a competitive advantage.”

Discover more research and real-world workforce trends from the America Employed series at ExpressPros.com/Newsroom.

Survey Methodology
The Job Insights survey was conducted online within the United States by The Harris Poll on behalf of Express Employment Professionals from Nov. 3 to 19, 2025, among 1,002 U.S. hiring decision-makers.

The Job Seeker Report was conducted online within the United States by The Harris Poll on behalf of Express Employment Professionals from Nov. 7 to 20, 2025, among 1,003 adults ages 18 and older.

For full survey methodologies, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.

If you would like to arrange for an interview to discuss this topic, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.

OKLAHOMA CITY — Express Employment Professionals has once again demonstrated its leadership in staffing excellence, earning ClearlyRated’s 2026 Best of Staffing^® Client and Talent Awards. In addition, the company received the esteemed Best of Staffing^® Client 5‑Year Gold Award, recognizing consistent, top‑tier client satisfaction ratings.

Based entirely on client and candidate ratings, fewer than 1% of staffing companies in the U.S. and Canada earn both the Client and Talent Awards in the same year, placing Express in an exceptionally select group of service leaders.

On average, clients of winning agencies are 50% more likely to be completely satisfied with the services provided, and placed candidates are 60% more likely to be completely satisfied compared to those working with non-winning agencies.

Industry-Leading Satisfaction Scores

Express continues to outperform the staffing industry by a wide margin, achieving the strongest satisfaction results available from this year’s survey data:

• 77.1% of clients rated their experience a 9 or 10, surpassing the 55% industry average.
• 77.4% placed job candidates rated Express a 9 or 10, compared with the 50% industry average.

“I am deeply proud of our franchisees and their staff for the care and dedication they bring to their work,” said Bob Funk Jr., CEO, President and Chairman of Express Employment International. “In a time when much of the world is turning to automation, our people continue to invest in real relationships with job seekers, with clients and within their communities. That human connection is the heart of Express, and it’s what makes these achievements truly meaningful.”

Baker Nanduru, CEO of ClearlyRated, added it was an honor to introduce the 2026 Best of Staffing award winners.

“These companies keep client experience front and center, pushing the envelope in innovative service approaches,” he said. “Their work is shaping the future of staffing and recruiting, and it’s a privilege to recognize their achievements.”

Express is committed to the vision of helping as many people as possible find good jobs by helping as many clients as possible find good people. With its international headquarters based in Oklahoma City, Oklahoma, Express has more than 870 franchises in the U.S., Canada, South Africa, Australia and New Zealand.

To find a location near you, visit ExpressPros.com.

If you would like to arrange for an interview to discuss this topic, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.

Leading Global Staffing Franchise Opens 54 Units in 2025 With Expansion into New Markets Nationwide

OKLAHOMA CITY — Express Employment Professionals, the leading global staffing provider franchise, closed out 2025 with 54 new and resale franchise agreements, bringing the system to nearly 900 locations worldwide.

Over the course of the year, Express hosted 12 Discovery Days, providing prospective owners an in-depth look at the brand’s mission to connect businesses with qualified talent and job seekers with employment opportunities. These events resulted in 38 new franchisees joining the system, while five existing franchise owners expanded their portfolios by acquiring additional locations, signaling continued confidence in the Express franchise model.

The brand also entered seven new territories in 2025, including:

• Raleigh, NC (East)
• Greenville, SC (North)
• Fredericksburg, VA
• Queens, NY (East)
• Naples, FL
• Midlothian, VA
• Virginia Beach, VA

“2025 reinforced the strength and durability of the Express franchise system,” said Melissa Davis, Vice President of Franchising at Express Employment Professionals. “Our franchisees stayed focused on growth, strengthening their operations, and delivering consistent results by meeting the evolving workforce needs of their local communities. That momentum positions us well as we move into 2026.”

Despite 2025 being a year of significant loss for the organization with the passing of both co-founders, William H. Stoller and Bob Funk Sr., Express franchisees demonstrated notable grit and resilience, continuing to support employers and job seekers in their local communities. That determination was reflected not only in system expansion, but also in sustained interest in the franchise opportunity, with more than 5,000 individuals expressing interest in becoming Express franchise owners, underscoring confidence in both the brand and the long-term stability of the staffing industry.

Express’s long-term goal of putting a million people to work annually remains central to the company’s vision: to help as many people as possible find good jobs by helping as many clients as possible find good people.

As the number-one staffing franchise for individuals, communities, and businesses, Express has achieved numerous accolades that showcase its success. For the 15th consecutive year, the brand was recognized as the top staffing franchise in Entrepreneur’s Franchise 500 and ranked #75 on the overall Franchise 500 list. Furthermore, Express ranked #32 on the Franchise Times Top 400 and #10 on FranchiseDirect’s Top 100 Global Franchises.

As Express looks ahead, franchise development efforts are focused on key growth markets across Georgia, California, Pennsylvania, Ohio, Texas, Ontario, Illinois, and New York, supporting the brand’s long-term expansion strategy.

To learn more about franchise opportunities with Express Employment Professionals, contact their franchise development team at franchising@expresspros.com or visit www.ExpressFranchising.com.

New survey reveals rising workloads, shrinking opportunities and growing pressure for better pay and balance as the new year begins.

OKLAHOMA CITY — With 2026 in full swing, U.S. job seekers are entering the new year with mixed emotions and mounting challenges. While optimism about higher wages persists, the majority believe the road to landing a job will be harder than ever.

According to a recent Express Employment Professionals-Harris Poll survey, 58% of job seekers expect it will be more difficult to find a job in the next six months, and 37% believe there are fewer opportunities compared to a year ago, a sharp decline from 48% in 2025.

At the same time, 46% anticipate overall wages will increase in 2026 compared to 2025, fueling hope amid uncertainty.

Interest in full-time work remains strong, with 82% of job seekers focused on securing full-time positions, compared to just 35% considering part-time roles.

Contract and freelance work appeals to 24%, while temporary or seasonal positions hold steady at 23%. Entry-level roles are attracting 22%, and only 11% are willing to accept positions below their most recent pay level, signaling a continued emphasis on stability and growth.

The intensity of job searches is also shifting. Currently, 42% of job seekers report actively looking for a new job, up from 35% in the spring of 2024 but slightly down from 44% in the spring of 2025. This trend suggests a market where urgency is rising but caution remains.

For those already employed, the grind is real: 47% report working longer hours or more shifts than usual in the past year, and 37% have logged more overtime.

Those with household incomes above $50,000 are feeling the strain most, with 49% working longer hours and 39% taking on more overtime, compared to 36% and 28% among lower-income workers.

Why are employed job seekers looking to make a move?

• 42% want better growth opportunities within their current industry.
• 41% are seeking the work-life balance they’ve been missing.
• 36% cite the need to negotiate better compensation.

Top concerns about staying put:

• 34% worry about not getting the salary increase they deserve.
• 32% fear a slowdown in work opportunities.
• 28% are concerned about losing their job if the economy declines.

Despite these pressures, satisfaction gaps remain a driving force behind career decisions.

Salary continues to lead with a 20-point gap between importance and satisfaction, followed by work-life balance at seven points and advancement opportunities at five points. While these gaps have narrowed slightly since the spring of 2025, they underscore persistent frustrations that could shape the job market in the months ahead.

“As the job market continues to evolve, success will come to those who stay focused, flexible and proactive,” said Bob Funk Jr., CEO, President and Chairman of Express Employment International. “Job seekers who invest in their skills, remain open to new opportunities and clearly communicate their value will be best positioned to thrive and find the right fit in 2026.”

Survey Methodology
The Job Seeker Report was conducted online within the United States by The Harris Poll on behalf of Express Employment Professionals from Nov. 7 to 20, 2025, among 1,003 adults ages 18 and older.

For full survey methodologies, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.

If you would like to arrange for an interview to discuss this topic, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.

This holiday season, generosity may come with strings attached.

OKLAHOMA CITY — As festive lights go up and office parties fill calendars, a new Express Employment Professionals-Harris Poll survey reveals a surprising truth: while workplace celebrations and gift exchanges are widespread, many employees feel more pressured than joyful when it comes to giving.

Nearly all U.S. hiring managers (94%) say their company hosts celebrations, most commonly for holidays (61%), birthdays (51%) and work anniversaries (50%). And nearly two-thirds (64%) report that employees regularly exchange gifts. But beneath the surface of these cheerful traditions lies a growing sense of obligation.

Gift-Giving Pressure in the Workplace
From interns to executives, no one seems exempt from the unwritten rules of workplace gift-giving. More than half of hiring managers say their employees feel compelled to give gifts to:

• Direct Reports: 56%
• Managers/Supervisors: 55%
• Mentors, Peers and/or Senior Leadership: 52%

Notably, more than a third say their employees feel a lot of, or extreme, pressure.

Among job seekers, the sentiment is echoed. While 87% report their company hosts celebrations and 54% say gift exchanges are common, around half feel pressured to give gifts to coworkers — especially for birthdays, work anniversaries or holidays.

However, three-quarters (75%) say they are comfortable giving gifts to peers for personal occasions.

Younger Workers Feel It More

Gen Z and millennials are significantly more likely than Gen X to feel extreme pressure:

• • To give gifts to managers: 33% and 29% vs. 10%
  • To senior leadership: 32% and 27% vs. 12%
  • To mentors: 37% and 24% vs. 12%

The Financial and Emotional Toll:
Most job seekers (71%) also say the pressure to give gifts disproportionately affects employees who earn less, while 68% believe it opens the door to favoritism. Additionally, 62% agree these exchanges foster a sense of obligation that can negatively impact team dynamics.

Nearly half (46%) feel pressured to spend a specific amount on gifts, adding financial strain to what should be a season of goodwill.

“Gift giving is never about the item itself. It’s about the relationship,” said Bob Funk Jr., CEO, President and Chairman of Express Employment International. “In any workplace, the real value comes from the exchange of support, time and shared achievements. When expectations around price or participation creep in, it shifts the focus away from what matters. The holidays should strengthen connections, not create pressure or financial strain. The real value is in the relationship.”

Survey Methodology
The Job Insights survey was conducted online within the United States by The Harris Poll on behalf of Express Employment Professionals from June 2 to 28, 2025, among 1,000 U.S. hiring decision-makers.

The Job Seeker Report was conducted online within the United States by The Harris Poll on behalf of Express Employment Professionals from June 12 to 27, 2025, among 1,000 adults ages 18 and older.

For full survey methodologies, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.

If you would like to arrange for an interview to discuss this topic, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.

This Thanksgiving, Employers Say Thanks — But Are They Saying It Often Enough?

OKLAHOMA CITY — Gratitude is at the heart of Thanksgiving, and in the workplace, recognition is its closest cousin.

Nearly all U.S. hiring managers (99%) believe recognizing employees for their work is important, and more than half (53%) say it’s “absolutely essential,” according to a new Express Employment Professionals-Harris Poll survey. Yet 45% admit they don’t have the resources to manage recognition effectively.

Recognition isn’t just seasonal, it’s strategic year-round.

Nearly 9 in 10 employers (89%) agree it’s a competitive advantage, and 93% say it significantly boosts loyalty. Leadership understands the stakes:

• 85% believe recognition helps reduce turnover
• 82% are willing to invest in recognition for long-term success

When recognition happens, the benefits ripple through the organization. Employers say employees feel valued (64%), morale rises (60%), productivity improves (57%), engagement grows (52%) and loyalty strengthens (51%).

How Companies Give Thanks
Most employers say recognition is frequent and ongoing (71%), often through private praise (70%), public praise in meetings (65%) and shoutouts in company communications (59%). But for many employees, these gestures are rare.

Among job seekers:

• Only 54% say recognition is regular while 46% say it’s reserved for big wins
• Monthly recognition is uncommon — private praise (27%), shoutouts (24%), public praise (20%)
• Most employed job seekers (72%) say they currently feel or previously felt appropriately recognized for their contributions at work

Job seekers echo the importance of gratitude:

• 74% agree leadership understands recognition reduces turnover
• 68% say leadership is willing to invest in recognition

Experts recommend varied, personalized approaches, from on-the-spot praise to special projects and non-monetary rewards. A Forbes article notes recognition can lead to a 366% increase in fulfillment and 208% increase in community, creating a culture of gratitude that extends beyond the holiday season.

“Recognition is a simple act with a powerful impact,” said Bob Funk Jr., CEO, President and Chairman of Express Employment International. “It’s the everyday expression of gratitude that builds trust and strengthens teams. When companies make recognition a priority, they create an environment where employees feel valued, morale improves and productivity rises. In a season focused on giving thanks, it’s a reminder that appreciation should be part of every day, not just once a year.”

Survey Methodology
The Job Insights survey was conducted online within the United States by The Harris Poll on behalf of Express Employment Professionals from June 2 to 28, 2025, among 1,000 U.S. hiring decision-makers.

The Job Seeker Report was conducted online within the United States by The Harris Poll on behalf of Express Employment Professionals from June 12 to 27, 2025, among 1,000 adults ages 18 and older.

For full survey methodologies, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.

If you would like to arrange for an interview to discuss this topic, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.

Survey shows rapid AI adoption, but a critical training gap, as automation accelerates.

OKLAHOMA CITY — While 72% of U.S. hiring managers say their company uses AI — up from 66% last fall — 55% admit their company doesn’t have the resources or training to help employees use it effectively.

This is according to a recent Express Employment Professionals-Harris Poll survey.

Employers Embrace AI, But Fear Falling Behind
AI’s promise of productivity and collaboration has driven adoption, with 34% of companies using it regularly, a jump from 25% last year. And the long-term strategy seems clear: 76% of hiring decision-makers agree training employees on AI is essential for success. Yet readiness gaps loom large, not only for employers but also for workers.

In fact, more than half of employed job seekers (54%) share the same concern about their own companies lacking resources or training, underscoring a widespread challenge across the workforce.

AI: Ally or Job Killer?
Job seekers agree training is critical, with 75% believing it’s essential for companies to succeed, but anxiety runs deep. Nearly two-thirds (64%) worry AI will significantly limit job opportunities, and 47% fear their job could be eliminated entirely.

Concerns spike among Gen Z (74%) and lower-income workers (70%). Gender differences also emerge: employed men are more likely than women to fear being replaced (52% vs. 43%).

Beyond job loss, many fear skills will erode:

• 37% say employees will put in less effort
• 37% worry about losing creativity
• 36% fear problem-solving will decline
• 35% cite skill development loss
• 32% predict weaker collaboration

Despite Concerns, Job Seekers Turn to AI
Even as they worry, job seekers are leveraging AI to get ahead. The majority believe it’s appropriate to use generative AI for key steps in the job hunt:

• 82% for drafting resumes and cover letters
• 69% for creating professional headshots
• 53% for answering interview questions in real time

“AI is advancing at an unprecedented pace, but success isn’t measured by speed alone. It’s about balance,” said Bob Funk Jr., CEO, President and Chairman of Express Employment International. “The key is to harness AI efficiently while preserving the human qualities that drive creativity, judgment and collaboration. Technology should amplify human potential, not replace it.”

Survey Methodology
The Job Insights survey was conducted online within the United States by The Harris Poll on behalf of Express Employment Professionals from June 2 to 28, 2025, among 1,000 U.S. hiring decision-makers.

The Job Seeker Report was conducted online within the United States by The Harris Poll on behalf of Express Employment Professionals from June 12 to 27, 2025, among 1,000 adults ages 18 and older.

For full survey methodologies, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.

If you would like to arrange for an interview to discuss this topic, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.

New survey reveals why fears of quick exits and low engagement keep companies from fully embracing top talent.

OKLAHOMA CITY — A new survey from Express Employment Professionals and The Harris Poll reveals a growing tension in the hiring process: while most employers welcome overqualified candidates, concerns about retention and motivation often outweigh the benefits, leaving job seekers frustrated and anxious.

Employers See Value — But Worry About Retention
Seven in 10 U.S. hiring managers (70%) say their company typically considers overqualified candidates. The reasons are clear:

• 50% believe they have more confidence on the job
• 48% say they’re more productive
• 47% cite better decision-making skills
• 46% value their ability to mentor junior employees
• 45% appreciate that they require little to no training

But hesitation runs deep. Three-quarters of employers believe overqualified hires struggle to stay motivated in lower-level roles (75%), and nearly as many fear they’ll leave as soon as a better opportunity comes along (74%). More than a quarter strongly agree with these concerns (26% and 28%, respectively). In fact, nearly 3 in 5 (58%) would rather train someone new than risk disengagement from an overqualified employee.

Job Seekers Feel the Pressure
For job seekers, the presence of overqualified candidates feels like an uneven playing field.

• 55% say it’s impossible to compete against them.
• 74% believe companies are more likely to hire an overqualified applicant than someone with only entry-level experience.
• 67% worry employers prefer these candidates because they “bring more to the table,” even if the role doesn’t match their level.

Despite these concerns, most job seekers aren’t backing down. Eighty-seven percent believe it’s appropriate to apply for jobs they’re overqualified for, and nearly two-thirds (65%) have done so, often for reasons beyond pay, such as better work-life balance (56%) or passion for the industry (41%). The need for income remains the top motivator (59%).

Generational Differences Add Complexity
Younger job seekers feel the pressure most. Gen Z and millennials are significantly more likely than Gen X to believe it’s impossible to compete against overqualified candidates (67% and 60% vs. 44%) and to think companies favor them (84% and 77% vs. 66%). They’re also more likely to worry that employers prefer overqualified candidates because they bring more to the table (73% and 72% vs. 57%).

“Overqualified candidates represent a chance to secure top talent in today’s market,” said Bob Funk Jr., CEO, President and Chairman of Express Employment International. “The key is to focus on skills-based hiring, which widens the talent pool by looking beyond résumés and degrees and makes the best use of a candidate’s abilities and ambition. Without that alignment, the risk of a quick exit is real.”

Survey Methodology
The Job Insights survey was conducted online within the United States by The Harris Poll on behalf of Express Employment Professionals from June 2 to 28, 2025, among 1,000 U.S. hiring decision-makers.

The Job Seeker Report was conducted online within the United States by The Harris Poll on behalf of Express Employment Professionals from June 12 to 27, 2025, among 1,000 adults ages 18 and older.

For full survey methodologies, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.

If you would like to arrange for an interview to discuss this topic, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.

Twenty-five percent expect a six-month search, and 83% are willing to take different roles to secure work.

OKLAHOMA CITY — The labor market is sending mixed signals, and America’s job seekers are taking notice. While employers may feel confident, workers are bracing for a tougher road ahead, and many are already making moves.

The latest Express Employment Professionals–Harris Poll survey paints a clear picture: nearly 8 in 10 job seekers (78%) believe employers have the upper hand in today’s market. That perception is fueling action. Forty-four percent of job seekers are actively looking for a new job, a steady climb from 41% in fall 2024 and just 35% in spring 2024.

But optimism is in short supply:

• 59% believe it will be harder to find a job in the next six months, up significantly from 48% in fall 2024 who believed there were fewer job opportunities.
• 48% now believe there are fewer job opportunities than a year ago, a sharp increase from 33% in fall 2024.
• 25% expect it will take more than six months to find a job.
• 48% still hope for a wage increase within the next year, though confidence is waning.

And for some, the timeline feels daunting: one in four job seekers (25%) expect it will take more than six months to find a job, signaling growing anxiety about the future.

Challenges Ahead
Finding the right fit remains the biggest hurdle. More than half (52%) say their top challenge is finding opportunities that match their qualifications, while 46% worry about landing a job quickly enough to cover basic expenses. Another 44% struggle to stand out in an increasingly competitive market.

Barriers compound these challenges:

• 43% cite lack of relevant experience
• 36% point to limited openings in their field
• 30% say their skills don’t align with employer demands

Flexibility Becomes a Survival Strategy
Faced with uncertainty, job seekers are broadening their horizons. Eighty-three percent are willing to accept a different role than initially planned, and 75% would consider temporary or contract work. Some are even willing to make bigger sacrifices—24% would relocate, 23% would switch industries and 19% would take a pay cut.

Why They’re Leaving—and What They Fear
The motivations for change are clear—42% want better pay, 39% seek improved work-life balance and 31% are chasing career advancement.

At the same time, fears about current roles loom large:

• 40% worry about layoffs
• 31% fear reduced hours or pay
• 31% see no path for advancement

“Today’s labor market is full of contradictions. Opportunities exist, but finding the right fit is harder than ever,” said Bob Funk Jr., CEO, President and Chairman of Express Employment International. “Job seekers who understand these dynamics and seek expert guidance from staffing companies like Express are better equipped to navigate uncertainty, shorten their search and uncover roles they might otherwise miss.”

Survey Methodology
The Job Seeker Report was conducted online within the United States by The Harris Poll on behalf of Express Employment Professionals from June 12 to 27, 2025, among 1,000 adults ages 18 and older.

For full survey methodologies, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.

If you would like to arrange for an interview to discuss this topic, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.

New survey reveals disconnect: Nearly half of hiring managers say employee concerns about job security are rising, despite widespread use of retention policies.

OKLAHOMA CITY — As economic uncertainty continues to shape the labor market, a new Express Employment Professionals–Harris Poll survey reveals a striking contrast between employer confidence and employee concern about job security.

While 84% of companies are confident in their ability to provide both short- and long-term job security, 46% believe their employees are more concerned about job security now than they were a year ago.

Transparency and Communication Matter
The survey shows 46% of hiring managers say their company takes an “all hands on deck” approach to communicating job security and organizational stability, meaning leadership consistently and transparently shares information with employees. This approach is more common among white-collar leaders (49%) than blue-collar leaders (36%).

Conversely, 54% of blue-collar hiring managers favor a “selective sharing” approach, where information is shared only as needed, compared to 34% of white-collar leaders.

From the employee perspective, 88% of job seekers say they would feel more secure working for a company that clearly communicates its future. However, only 33% report their company uses an “all hands on deck” approach, while 49% say their company uses “selective sharing,” and 18% report an “at arm’s-length” approach, where leadership rarely shares information.

Policies That Support Job Security
Employers are backing their confidence with action. Eighty-seven percent of hiring managers report their company uses specific policies or practices to support job security, including:

• Upskilling/reskilling opportunities (37%)
• Reducing expenses in other areas to avoid layoffs (35%)
• Creating emergency funds/reserve budgets (28%)
• Utilizing flexible staffing models (27%)
• Using data analysis to forecast staffing needs (26%)
• Covering the cost of employee education (25%)

These practices align with what job seekers say would make them feel more confident about long-term job security:

• Training for additional roles/responsibilities (41%)
• Clearer communication from senior leadership (41%)
• Access to cross-training or upskilling programs (38%)

External Pressures and Stress
While companies are taking steps to protect jobs, external factors continue to weigh heavily on workers. Seventy-two percent of hiring managers say changes to government policies (e.g., tariffs, taxes, regulations) have a bigger long-term impact on job security than internal company decisions.

Recent studies reinforce the emotional toll of job insecurity:

• A Staffing Industry Analysts report found 81% of U.S. adults are worried about losing their jobs in 2025.
• The American Psychological Association’s 2025 Work in America study revealed:
  • 44% of employed adults said they were concerned that an economic slump, downturn or recession could lead to being laid off, furloughed or having their job eliminated within the year.
  • 54% say job insecurity significantly impacts their stress levels at work.

“In a labor market shaped by uncertainty, job security is no longer just about stability. It’s about adaptability,” said Bob Funk Jr., CEO, President and Chairman of Express Employment International. “Organizations that invest in transparent communication and continuous skill development aren’t just retaining talent, they’re building a workforce equipped to navigate change and drive long-term growth.”

Survey Methodology
The Job Insights survey was conducted online within the United States by The Harris Poll on behalf of Express Employment Professionals from June 2 to 28, 2025, among 1,000 U.S. hiring decision-makers.

The Job Seeker Report was conducted online within the United States by The Harris Poll on behalf of Express Employment Professionals from June 12 to 27, 2025, among 1,000 adults ages 18 and older.

For full survey methodologies, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.

If you would like to arrange for an interview to discuss this topic, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.