The balance of power is shifting from employer to candidate as today’s job seekers have more information than ever about a company and a position at early stages of the job search process, according to The Rise of the Well-Informed Candidate report released today by RPO provider ManpowerGroup Solutions.

More than one-quarter of global candidates surveyed, 28%, reported having information about an employer’s brand pre-application — and candidates in the US, Australia and the UK report having access to almost double the amount of information about brand than they did in the prior year.

The report also noted increasing transparency on compensation globally. Nearly half of candidates, 44%, know compensation details before applying; in the five markets with year-over-year data, this number has increased by more than 10%, which suggests this is a trend on the rise. In the US alone, this percentage rose to 45% in the 2017 survey from 31% in the same survey one year prior.

“Easy access to information has changed the way individuals find jobs and jobs find individuals,” said Jim McCoy, VP and global practice leader, ManpowerGroup Solutions. “As organizations across the globe continue to report difficulties filling roles, understanding candidate preferences is critical.”

Compensation and the type of work are the two most important draws for prospective candidates globally. Schedule flexibility and benefits tie as the third most important factors, indicating that lifestyle while on the job is a key consideration for job changers. In the US, survey respondents reported the most important factors when making career decisions included:

• Compensation: 55%
• Type of work: 51%
• Benefits offered: 51%
• Schedule flexibility: 45%
• Opportunity for advancement: 35%
• Geographic location: 33%
• Brand/reputation of company: 14%

ManpowerGroup Solutions also provided companies with advice for attracting the best candidates:

• Reach the right talent where they are. Candidates consider company websites to be the No. 1 source of information. Employers must recognize the importance of the content on their website and the potential of their HR portals to build employer brand and increase access to the information candidates are seeking.
• Be open to new conversations and new ways of having them. To meet the information expectations of candidates, employers should consider being open to sharing more information about their company. This includes more transparency around compensation.
• Monitor the buzz. It is important for organizations to understand how they are being talked about and perceived on channels they do not own — such as social media and employer review sites like Glassdoor. While control is limited, there is always an ability to respond and often, educate.

“Candidates worldwide want to be able to visualize themselves in an organization,” McCoy said. “They want to know about compensation and benefits. And increasingly, they identify the company mission, corporate brand, culture and commitment to corporate social responsibility as key deciding factors in making a move. It’s time for employers to move beyond the final interview disclosure to being up-front and open and own the conversation.”

The survey included a total of 13,961 global respondents and was fielded in19 influential employment markets across the globe. Overall, the survey respondents were between 18 and 65 years old and currently in the workforce (not retired or homemakers).