Express Employment Professionals

However, Most Believe Mandatory Hikes Should Increase with Inflation

Latest Results from The Harris Poll

OKLAHOMA CITY — As of July 1, half of America’s 50 states have enacted a minimum wage increase, and hiring managers say if their company is impacted, they may have to make big changes.

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

More than a third of hiring managers (35%) report their company would increase salaries/wages across the board (not just for minimum wage workers) if/when there is a mandatory minimum wage increase.

Around 3 in 10 would utilize/implement more automation/artificial intelligence (31%) in response to mandatory wage increases.

However, 1 in 5 report that they would need to take more drastic measures — including reducing their workforce (19%), outsourcing more work (17%) and/or decreasing the number of hours employees work (17%).

Despite the challenges that may come with a minimum wage increase, most hiring managers and job seekers (86% and 81%, respectively) believe minimum wage should increase to keep up with inflation rates. Fifty-one percent of hiring managers and 19% of job seekers strongly agree with this statement.

The majority of job seekers also say minimum wage increases help the personal finances of minimum wage workers in the long run (76%), but 68% are concerned minimum wage workers will need to worry more about job security.

And in a sign of potential internal strife, 58% of job seekers would quit their jobs if they found out an entry-level employee and senior-level employee had the same salary/wage at their companies following a minimum wage increase.

Mandate Fallout
In Oregon, minimum wage increased July 1 to $15.95, and Express franchise owner Sara Delafuente says it will likely impact her clients and other businesses in Portland.

“Some may experience higher operating costs, which could lead to price adjustments for their products or services,” she said. “However, there may also be positive outcomes, such as increased employee satisfaction and productivity and a boost in consumer spending power, which could benefit businesses in the long run.

“While the minimum wage increase presents challenges, it allows businesses to innovate and improve. By focusing on efficiency, employee development and strategic planning, companies can absorb the impact of higher wages and thrive in a more equitable economic environment.”

Several thousand miles away in New Hampshire where minimum wage did not increase this year, employers are already paying the “market rate,” according to local Express franchise owner John Roller.

“No one has come close to paying as low of a minimum wage since I moved here in 1983,” he said. “However, if New Hampshire was to increase minimum wage to the mid-to-high teens, businesses and workers that rely on entry-level jobs could be negatively affected.”

For neighboring regions that fall under recent mandated wage hikes, Roller says employers should look for cost savings in all areas with the possibility of raising prices to offset the revenue hit.

“It’s also a great time for businesses to consider flexible staffing solutions, such as temporary- or part-time workers, to manage labor costs more effectively, handle peaks and valleys in workflow and partner with a firm to find the best possible candidates in this competitive recruiting environment,” Delafuente added.

Domino Effect
Roller opposes minimum wage increases that reflect inflation, because of the havoc it can wreak on the market.

“The employment market, like other markets, is best left to itself,” Roller said. “It self-corrects. If an employer pays too little relative to the market, people leave for higher-paying jobs, and the company will have to raise rates to be competitive.

“Reward workers based on work performance, excellence and contributions to the company’s success rather than a mandated wage.”

Conversely, Delafuente believes minimum wage should keep up with inflation, with the caveat of a measured timeline.

“Adjusting the minimum wage for inflation helps maintain the purchasing power of workers, ensuring they can afford basic necessities despite rising costs,” she said. “However, increases must be balanced and gradual to allow businesses to adapt without significant disruption.”

Survey Methodology
The Job Insights survey was conducted online within the United States by The Harris Poll on behalf of Express Employment Professionals between May 16 and June 3, 2024, among 1,003 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 May 28 to June 10, 2024, among 1,002 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.

Seven Discovery Days To-Date Results in 14 New Franchisees Added to the Staffing Provider’s Network

OKLAHOMA CITY — Express Employment Professionals, the leading global staffing provider franchise, announced today its significant growth in the first half of 2024. To date, the company has hosted seven Discovery Days, which resulted in a total of 20 new franchise agreements, eight new franchisees, and 12 resales. These deals will bring Express to eight new markets, including Poughkeepsie, NY; Florence–Sumter, SC; and Temecula, CA, and more.

Building on Express’s strong momentum this year, the recent promotion of Bob Funk, Jr. to Executive Vice President of Corporate Development and Global Growth signifies the brand’s continued commitment to strategic expansion. This leadership focus, alongside the dedicated franchise sales’ team’s efforts, has undoubtedly contributed to the impressive YTD franchise growth Express is seeing.

“We’re really excited about the momentum we’ve built in 2024 thus far. Our strong year-to-date performance is a result of several factors, and all of these achievements position us for continued success throughout the remainder of this year, even amidst potential economic headwinds,” said Vinny Provenzano, CFE, Senior Vice President of Global Franchising. “Investing in a staffing franchise is a lucrative opportunity, particularly in today’s climate. Numerous individuals are finding it challenging to secure new roles, while businesses need expert help to fill open positions. Recognizing this, several of our prospective franchisees have discovered that now is the perfect time to capitalize on the staffing industry.”

As the brand continues to expand across the country, qualified franchisees can take advantage of Express’s new incentive program, making now the perfect time to invest in a proven leader with a loyal customer base. The program offers a refund of up to $40,000 on the initial franchise fee and lowers the barrier to entry for new owners, boosting their chances of early success. Express also offers comprehensive training and support throughout each franchisee’s first two years of operation, enrolling them in the “Success Track” program, which lays the groundwork for achieving success in their initial years.

Express Employment Professionals is the number-one staffing franchise for people, communities, and businesses, and has received numerous awards to speak for the brand’s success. For the 13^th consecutive year, Express was ranked as the top staffing franchise in Entrepreneur’s Franchise 500. Additionally, Express received the Franchise Research Institute’s World-Class Franchise award and was ranked #25 on FranchiseDirect’s Top 100 Global Franchises. Franchise Business Review also named Express as a Top Franchise, Top Franchise for Women, and a Top Franchise for Culture. The company annually employs nearly 500,000 people across more than 860 franchised locations worldwide. Express franchises open more than two years have proven to average more than $6.4* million in sales.

Express’s long-term goal of putting a million people to work annually is at the heart of its company’s vision: to help as many people as possible find good jobs by helping as many clients as possible find good people. The brand is actively seeking qualified candidates to help grow its footprint where resale and new territories are available including Ontario, California, Texas, Pennsylvania, British Columbia, and South Carolina.

To learn more about franchise opportunities with Express Employment Professionals, contact Vinny Provenzano at Vinny.Provenzano@expresspros.com or www.ExpressFranchising.com.

However, Employers Encourage Authenticity, Promoting Positive Mental Health

Latest Results from The Harris Poll

OKLAHOMA CITY — Although overall company culture has become more casual, 41% of U.S. job seekers still don’t feel comfortable being themselves in the workplace as 79% believe employees are discouraged from discussing certain topics.

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

The top three topics still follow the “tried-and-true” philosophy of topics to avoid at work: salary/wages (51%), politics (50%) and religion (47%). Additionally, Gen Z perceives discussing politics (64%) as more frowned upon than discussing salary/wages.

While job seekers may feel there are subjects they shouldn’t talk about at work, that doesn’t mean that they are uncomfortable doing so.

Discussing family is a topic that 4 in 5 job seekers (80%) are fine with, proving even higher for Gen X (85%). More than half of job seekers are also okay with discussing physical health (69%), DEI&B (67%) and mental health (53%).

And, as for the traditional three topics to avoid at work, at least 2 in 5 are comfortable sharing salary/wages (53%), religion (48%) and politics (43%). Gen Z and Millennials are far more comfortable discussing salary and wages (70%, 58% vs. 45%, 40%) and religion (62%, 52% vs. 42%, 39%) compared to Gen X and boomers/seniors.

Workplace etiquette can be a moving target though, as more than half of job seekers (56%) feel it is confusing to know what is and isn’t acceptable etiquette in the workplace because it has changed so much. Perhaps for that reason, most job seekers (86%) say they like to keep their home life separate from their work life.

Encouraging Authenticity

Around three-quarters of hiring managers (76%) say their company places a great deal/moderate amount of priority on encouraging employees to be authentic (i.e., bring their whole selves) at work.

A key part of the whole self of an employee is their mental health — and three-quarters of hiring managers say their company also promotes positive employee mental health (77%). Yet digging deeper, only around 2 in 5 say their company places a great deal of priority on authenticity (39%) and promoting positive mental health (40%), perhaps leaving room for improvement in these areas.

An inability to discuss topics openly at work could hinder some employees from feeling welcome to share and add their unique perspectives at the company.

The majority of hiring managers (70%) say there are topics employees are discouraged from discussing at their company — including politics (38%), salary/wages (38%), religion (35%) and their health (both physical and mental) (24%). Diversity, equity, inclusion and belonging (12%) and family (12%) are also off the table at some companies.

“Several company environments now lean toward a more laid-back atmosphere in the post-pandemic era; however, some sensitive conversations are not appropriate for the workplace,” said Bill Stoller, Express Employment International CEO. “While people should be comfortable being themselves at work, employees should respect the beliefs of their colleagues, creating a safe space for everyone. A healthy company culture is an inclusive and supportive one, no matter the personal differences.”

Survey Methodology
The Job Insights survey was conducted online within the United States by The Harris Poll on behalf of Express Employment Professionals between Oct. 31 and Nov. 10, 2023, among 1,007 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. 9 to 26, 2023, among 1,002 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.

Business Owners Caution Former Students of Competitive Market

Latest Results from The Harris Poll

OKLAHOMA CITY — American employers continue to show interest in hiring college graduates with more than half (55%) planning to hire recent alumni, a positive trend over the past few years, aside from a dip in the first half of 2023.

This is according to a recent Express Employment Professionals-Harris Poll survey in which companies also outlined other in-demand demographic segments and industries.

In addition to college graduates, hiring managers say they plan to employ college students (41%), vocational/career tech graduates (37%), high school students (23%) and adults with a disability (21%). Fewer companies plan to hire immigrant workers in 2024 (19%) — lower than the first half of 2023 (23%) and the second half of 2022 (24%).

Some also plan to hire retirees (16%), migrant workers (15%) or justice-involved individuals (13%).

Laborers Needed, Full-Time Employee Demand Surges

Businesses are also looking to hire employees in many key departments in 2024, most commonly in general labor (28%), customer service (27%), sales (27%) and IT/technology support (26%).

Interest in hiring specifically for IT/technology support has increased since the second half of 2022 (26% in the second half of 2023 vs. 23% in the second half of 2022).

The majority of hiring managers (86%) report their company plans to hire full-time employees, either hourly (61%) or salaried (52%) this year, with interest in this group the highest it’s been since the survey began in 2020.

Hiring Landscape

“There are a lot of jobs out there, but it is much harder to land them than in the previous two years,” said Jake Domer, Senior Vice President of the Specialized Recruiting Group. “Graduates will have to be more deliberate, strategic and work hard — but the opportunities are there.”

He adds that overall hiring is still good for college graduates, however, the market has become more competitive and constrained towards proven skills vs. education.

In West Virginia, Express franchise owner Chad Drainer says his market has tightened, and it’s a tough one for college grads to dive into.

“I believe the market is worse than previous years because of concerns with the economy,” he said. “Many companies have tightened their budgets. When they are hiring, they are looking for more experience.”

When alumni start the job hunt, Domer says demand will always be there for the healthcare industry, while Drainer encourages them to consider an additional avenue.

“I believe the best opportunity for college grads is in any sales capacity, whether that is insurance, marketing, advertising sales or staffing,” he said. “Most companies are more willing to hire the right attitude and drive and are willing to train a salesperson.”

Workforce Prep Starts Now

To future graduates, Drainer encourages them to be open to new opportunities to gain experience.

“The perfect position may not be readily available after graduation,” he said. “Take a position to continue to sharpen skills and gain work-related experience.”

Workforce prep is a subject dear to Domer’s heart as he prepares his daughter to graduate college in a few years. For college seniors, he suggests:

• Don’t get caught up in the “down” narrative. There is still a significant labor shortage at all levels, and this is only getting worse with the rate of retirement of boomers and the historically low birth rates in the U.S.
• Get out and meet employers face-to-face. Don’t rely on a “post and pray” approach of submitting online applications only.
• Make sure your social presence is professional. Everyone will look at least, if not further, at LinkedIn, Instagram and other platforms.
• Internships are critical to giving students a real-world perspective.
• Use expanded networking and mentorship opportunities offered by colleges.
• Utilize reputable and reliable recruiters, such as ones available through staffing agencies, to avoid falling for “unicorn” job posts that are scams.

“I offer my heartfelt congratulations to the Class of 2024 and a warm welcome to the workforce,” said Bill Stoller, CEO of Express Employment International. “While many things have changed since my college graduation years ago, a diligent work ethic and dedication to lifelong learning remains a cornerstone of career success. If you’re prepared to do the hard work of investing in yourself, the road ahead is paved with endless opportunities.”

Survey Methodology
The Job Insights survey was conducted online within the United States by The Harris Poll on behalf of Express Employment Professionals between Oct. 31 and Nov. 10, 2023, among 1,007 U.S. hiring decision-makers.

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.

Health Issues, Caregiving and Schooling Acceptable 

Latest Results from The Harris Poll

OKLAHOMA CITY — Although sizable unexplained work gaps (36%) may deter some U.S. hiring managers from interviewing applicants, an overwhelming majority (95%) of decision-makers recognize valid reasons for such interruptions.

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

1 in 3 Delaying Family Plans

Latest Results from The Harris Poll

OKLAHOMA CITY — A lack of work/life balance is impacting job seekers in a very personal way as one-third of employed U.S. job seekers (34%) report having to put starting a family on hold due to a lack of work/life balance. And nearly 3 in 5 (59%) say it’s essential that their future company prioritizes work/life balance as they look to start a family.

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

“From what I’ve seen, a generational focus shift is happening for many after seeing their parents devoted to work at the expense of their private lives and family time,” said John Roller, an Express franchise owner in New Hampshire. “As a result, there is less of a desire to start families altogether, with many choosing to delay until ‘everything is in place’.”

Across the country in California, fellow Express franchisee Neil McMillian adds that with so many couples having to work to earn enough for a reasonably comfortable life, it’s not surprising that work/life balance is a priority for job seekers.

“However, maybe a work/life ‘harmony’ or ‘integration’ would be a better description of what companies and employees should be looking to achieve in the future,” he said. “Work/life ‘balance’ implies or suggests the two are competing priorities rather than being complementary priorities.”

Creative Benefit Offerings

In a tight labor market, companies are having to meet candidates half (or all the) way on benefits, and Roller said several of his clients have “bent over backward to retain employees who have dealt with personal issues,” including:

• Lending an employee a truck so he could get to work when he was evicted from his apartment.
• Picking up and driving an employee to work each day when his car was being repaired.
• Creating a special shift so an employee could take his child to school every day.

Kim Sullivan, an Express franchise owner in Wisconsin, attributes the rise of job seekers delaying families to the rising cost of childcare and says businesses can do more to help shoulder the burden.

“Childcare is expensive and can be difficult to find, so yes, it doesn’t surprise me that people would have to really think through when the best time is to start a family,” she said. “One way a company could improve work/life balance is provide on-site daycares, more part-time employment and more job sharing. Perhaps also offer paid time off in smaller increments than whole or half days.”

Impact on Recruiting and Retention

Failing to offer flexible arrangements or other means of achieving work/life balance can harm a company’s ability to recruit and retain candidates, ultimately affecting the bottom line.

“We hear from a lot of candidates who are looking to work remotely or have the option to work some days remotely,” Sullivan said. “They will turn down opportunities that require on-site attendance 100% of the time.”

With more than 40 years of experience in human resources, Roller said he has implemented many programs in the past that focus on improving work/life balance for employees.

“These types of programs are now becoming less of a request and more of an expectation,” he said.

As with any other segment of the workforce, embracing working parents is crucial for businesses, according to Express Employment International CEO Bill Stoller.

“It’s evident from this survey that job seekers are feeling forced to choose between their careers and home lives,” he said. “A little bit of creative flexibility can help attract and retain top talent for skills that are desperately needed.”

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. 9 to 26, 2023, among 1,002 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.

However, Offering All Desired Benefits Impossible

Latest Results from The Harris Poll

OKLAHOMA CITY — Offering all the benefits employees want is seemingly impossible, according to a recent Express Employment Professionals-Harris Poll survey. However, companies appear tuned in to the advantages benefits may provide — including attracting and retaining employees, as well as potentially easing turnover rates.

Nearly half of U.S. hiring managers (48%) report more employees at their company have asked for better benefits this year, compared to last year, because of an increase in the cost of living. But delivering on this expectation may not be possible for all. Two-thirds feel it’s impossible to offer all the benefits employees want now (66%).

While half of hiring managers (50%) anticipate their company’s traditional benefits will remain the same next year, it appears some companies are trying to meet the demands. More than 2 in 5 (42%) report their company plans to increase benefits in 2024 — up from the second half of 2022, where 37% planned to increased benefits in 2023.

Seventy percent of hiring managers say their company has modified benefits specifically in the hopes of retaining current employees or attracting new ones.

Around 3 in 10 report they have offered cost of living raises (31%) and/or increased the amount of paid time off offered to employees (27%). Others say their company has offered customizable benefits packages (21%), offered additional healthcare incentives such as a gym membership or mental health resources (21%) and/or increased the amount of sick leave available (21%).

These modifications may even help to alleviate turnover, as better benefits and perks being offered at other companies are thought to be contributing to employees’ desire to look elsewhere for employment.

Reducing Benefits

As the labor market has softened and employment costs have soared, Express experts across the country said clients are pulling back on the generous benefits that were extended not too long ago.

“Clients have stepped back from attendance awards, retention bonuses and even referral bonuses,” said Nancy Reed, Express franchise owner in Texas. “They don’t think they need to be offering so many bonuses now that there are more people available seeking employment.”

Companies were forced to be creative with retention efforts coming out of the COVID-19 pandemic due to record unemployment, and Express franchise owner Alyssa Chumbley in Indiana cites examples such as an onsite meal service, 30-minute arrival grace windows, shorter shifts and money for “shout-out” appreciation gift cards given between coworkers.

“The creativity of benefit options has dwindled, and the extension of offerings are less abundant,” Chumbley said. “However, flexibility in screening and onboarding, in addition to schedule flexibility once hired, continues to be apparent in order to retain employees.”

Despite the availability of more workers in the current labor pool, continuing to shape a healthy company culture should be top of mind for business owners to avoid affecting the bottom line.

“Turnover can cost as much as up to 150% of the departing employee’s salary, not to mention the strain on the remaining staff,” said Bill Stoller, Express Employment International CEO. “It’s not feasible to offer every desired benefit but choose the ones that resonate the most with your workforce. Investing in people is what makes them stay.”

Survey Methodology
The Job Insights survey was conducted online within the United States by The Harris Poll on behalf of Express Employment Professionals between Oct. 31 and Nov. 10, 2023, among 1,007 U.S. hiring decision-makers.

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.

Unprofessional Behavior Likely to Cost Offers Latest Results from The Harris Poll

OKLAHOMA CITY — Despite expecting professionalism in interviews, U.S. hiring managers say they’ve seen it all from candidates — and job seekers report they have a few wild stories to tell about recruiters, too.

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

National Broadcast Hosted by Express Employment Professionals

OKLAHOMA CITY — Hear from top industry leaders in staffing and market research in the latest virtual installment of ExpressTalks: Equipping Business Leaders for the Year Ahead on Tuesday, March 26.

Participants will hear from experts Sheena Hollander, International Spokesperson, Director of Corporate Communications & PR at Express Employment International, and Latoya Welch, Vice President, Research for Public Release for The Harris Poll, as they take a deep dive into hiring decision-maker and job seeker survey data that reveals challenges for the months ahead, but also several opportunities.

The free, one-hour webinar starts at 11:30 a.m. CDT on Tuesday, March 26, and attendees can register online at ExpressPros.com/ExpressTalks.

Come away with data-driven knowledge to:

• Create experiences employees need and expect from their employers
• Ideate sustainable benefits that positively impact your organization
• Mitigate unexpected turnover and initiate practices to retain skilled staff

About the Experts

Hollander boasts a Bachelor of Arts in Journalism and Mass Communication and Master of Public Administration from the University of Oklahoma and began her career at the United Way of Central Oklahoma. Building on her business development, operational management and communications expertise, she transitioned to Ackerman McQueen, a national advertising and media agency, serving as Vice President in the Office of the Chief Operating Officer where she worked on matters related to business operations, strategic and crisis communications, client relations, new business outreach and personnel with various national clients.

At Express, Hollander manages the Corporate Communications Team, overseeing media relations, social media/branding, external communications, crisis management and community relations efforts for nearly 900 franchise locations globally.

Fellow presenter Welch has provided market research and consulting services to her clients for more than 15 years and has worked at The Harris Poll since 2014. As a Vice President on the Research for Public Release Team, Welch provides end-to-end management of quantitative research, offering actionable intelligence and strategic recommendations to help shape her clients’ communication programs.

She received a Bachelor of Science degree in Economics with a dual concentration in Marketing and Communication from The Wharton School at the University of Pennsylvania. Welch also earned a Master of Arts degree in Communication Management from the Annenberg School for Communication at the University of Southern California.

Prior to joining The Harris Poll, she worked in the research arm of several well-known public relations agencies, including Edelman, Ogilvy and MSLGROUP.

“Our longtime partnership with The Harris Poll has proven to be invaluable, providing real-time feedback from both hiring managers and job seekers that paints a more complete picture of the workforce,” said Express Employment International CEO Bill Stoller. “Armed with this data and insight from our expert speakers, leaders can feel confident about implementing relevant takeaways at their businesses and organizations.”

This program has been approved for 1 HR credit hour with SHRM, HRCI, HRPA and CPHR.

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

Demonstrating Passion for the Role Key for Job Seekers Latest Results from The Harris Poll

OKLAHOMA CITY — As companies receive applications, information and candidates may blend — but U.S. hiring managers say certain factors can help prospective employees stand out.

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

Demonstrating passion for the role (52%), quantifying their achievements (43%) and showing that they’ve researched the company (43%) are among hiring managers’ top methods for a candidate to stand out to their company.

Having a personal referral from someone who works at the company (38%), showing their creativity (36%) and keeping the resume short/concise (36%) may also be beneficial.

Beyond Tangible Qualifications

About half of job seekers believe, to a company, dependability (52%) and work ethic (49%) are absolutely essential skills/traits for a candidate to possess when applying for a job.

At least 2 in 5 also believe communications skills (45%), ability to work well in a team (43%), willingness to learn (43%) and time management skills (40%) are also absolutely essential.

Perhaps a sign of a shift in the generational workforce, Millennials, Gen X and boomers/seniors are more likely to consider dependability absolutely essential compared to Gen Z (50%, 58%, 64% vs. 29%). However, Gen Z is far more likely to consider problem-solving skills absolutely essential compared to Millennials and Gen X (56% vs. 38%, 36%).

Distinguished From the Competition 

As U.S. job seekers consider which skills/traits may be important to have, they also think about the ways to stand out when applying to a job.

Nearly half of U.S. job seekers say that demonstrating passion for the role (48%) or quantifying achievements (48%) will make them stand out.

At least one-third also believe that keeping their resume short/concise (38%) or showing their creativity (33%) will separate them from the competition.

No more than 3 in 10 believe reaching out to the company (30%), having a visually appealing resume (30%), including links to relevant work (26%), including contact information upfront (23%), connecting on social media (15%) or including a photo (13%) would be beneficial.

Women are more likely than men to believe that demonstrating passion for the role (56% vs. 43%), showing they’ve researched the company (49% vs. 40%), having a personal referral from someone who works at the company (49% vs. 37%) or including a cover letter with the application (38% vs. 25%) would help them stand out.

“In the competitive landscape of job interviews, it is vital for candidates to grasp the importance of standing out,” said Bill Stoller, Express Employment International CEO. “It is not merely about meeting basic qualifications, but surpassing expectations with distinct strengths and qualities that make a lasting impact.”

Survey Methodology

The Job Insights survey was conducted online within the United States by The Harris Poll on behalf of Express Employment Professionals between Oct. 31 and Nov. 10, 2023, among 1,007 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 November 9 to 26, 2023, among 1,002 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.