Why Recruiters Should Care About Employee Satisfaction

recruiters and employee satisfaction

As a recruiter, employee satisfaction doesn’t necessarily fall into your line of responsibilities or area of expertise, but it does impact your ability to do your job well. You are charged with finding high-quality talent for your open roles, but top talent has many choices when it comes to where they want to work. If you want to win them for your team, you need all the help you can get—and satisfied employees can make a tremendous difference.

Employee satisfaction improves your employer brand

Employee satisfaction is crucial for your employer brand. It’s not enough to craft and promote the image you want to portray—your employees have to back it up. Current and past employees (as well as interviewees) may be writing about their experiences at your company on websites like Glassdoor and InHerSight. The majority of job seekers read at least six reviews before forming an opinion of a company. Your employee reviews may be the difference between a top candidate considering your opportunity, or walking away. As you can imagine, happier employees leave better reviews and, therefore, a better impression on candidates.

Employee satisfaction increases employee referrals

Happy, satisfied employees are also more likely to refer candidates. When someone likes where they work, they will recommend their company’s opportunities to friends, family, and former colleagues. If not, a referral bonus probably isn’t incentive enough for them to risk damaging their personal relationship. When one in 16 referrals are hired–compared to only one in 152 applicants–employee satisfaction directly impacts your hiring efficiency. This is due, in large part, to the high quality of candidates found through employee referrals. Make sure your organization is a place current employees want to work, so they can genuinely recommend your opportunities to their network connections.

Employee satisfaction increases retention

Finally, satisfied employees will want to stay at your company longer. This will help you attract more great talent, because A-players want to work on a winning team. While the days of retaining employees for 40 years are long gone, you can aim to stay around the median employee tenure of 4.2 years. Some turnover is actually good to introduce fresh perspectives and ideas, but employees leaving too soon can slow your team down and cause you to lose productivity. You work hard to recruit great talent, now make sure you can keep them.


Employee satisfaction is incredibly important for the success of your recruitment program. While it doesn’t usually fall into your job description, it does directly impact you. If you see that it’s negatively impacting your ability to hire the talent your organization needs, speak up. Get your HR leader, department leaders, hiring managers, and your CEO on board with improving employee satisfaction. It’s in everyone’s best interest to attract and retain top-tier talent, and everyone should do their part to make sure employees are satisfied at your company.