One of the biggest themes in this year’s Job Seeker Nation Report? Trust.

The results from our annual survey of 1,500+ US job seekers reveal that candidates are gravitating toward organizations that earn and reinforce their trust. From motivations for leaving a job to first impressions of employers and reasons for accepting (or declining) an offer, the importance of trust kept showing up across responses.

Trust isn’t just a candidate priority—it’s your differentiator. When you build and reinforce trust at every stage of the candidate journey, it becomes a competitive edge for attracting and retaining top talent. Keep reading to see where trust breaks down—and how you can build it back up.

Challenge #1: Even Satisfied Employees Are Ready to Walk

Job satisfaction may not be an indicator of employer loyalty anymore. Nearly 90% of survey respondents said they were at least somewhat open to other job opportunities—even though over 80% said they were at least somewhat satisfied in their current roles. This openness presents employers with a new question: how to hire candidates who aren’t just excited about coming on board but who are looking to stick around.

The Solution: Attract Talent with Long-Term Value

The right benefits help candidates envision a long-term future with your organization—starting from the very first interview. While many respondents ranked health insurance and a 401(k) as “very important,” the benefits that drive lasting loyalty often go beyond the basics. Be sure to highlight programs like parental leave, tenure-based PTO increases or sabbaticals for long-serving team members—these are the signals that you’re invested in their future, not just their start date.

Challenge #2: Workers Are Questioning Employer Stability

This year’s survey results told us it’s not just job security on candidates’ minds—it’s company stability, financial health and long-term direction. These concerns weigh heavily in deciding whether to join or jump ship.

The Solution: Build Trust Through Transparency

Trust starts with open, honest communication—especially in uncertain times.

Recruiters have the power to soothe candidates’ layoff-related fears by sharing what they can about the health of the organization, the team’s goals and what growth looks like in the role.

Give your TA team clear, consistent talking points to proactively address any recent layoffs, restructurings and the overall stability of the organization. Proactive transparency builds trust—and gives recruiters the confidence to address tough questions head-on, without being caught off guard.

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