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Are you struggling to retain top employees or attract qualified talent? Discover what's driving employee turnover, hiring challenges, and competition for talent. Your best employees know they have options. The candidates you need may not live where you’ve always recruited. Competitors may be paying more, recruiting in different markets, targeting different skills, or reaching talent pools your organization isn’t seeing. For HR leaders, that creates two problems at once: How do we keep the people we can’t afford to lose—and how do we find more of the talent we need? Those concerns aren’t new. In its What’s Keeping HR Up at Night? survey, HR Executive found that 28% of HR executives identified retaining key talent in a recovered economy as one of their top concerns. Close behind, 27% cited attracting and retaining diverse talent. Only employee engagement ranked higher. Years later, the pressure hasn’t disappeared. HR Executive subsequently found hiring and retention dominating HR concerns, while SHRM reported in 2025 that nearly seven in 10 organizations were still having difficulty filling full-time positions. The problem for many organizations isn’t a lack of HR data. It’s a lack of external market intelligence. You know who works for you. You know who applied. You know what you pay. But do you know what is happening in the labor market around you? Pain Point #1: Keeping the Talent You Already Have Retention problems are rarely solved by compensation alone. Culture, managers, career opportunities, flexibility and employee experience all matter. But compensation and external opportunity still matter—a lot. If an employee can earn significantly more for the same occupation elsewhere, that matters. If competitors suddenly increase hiring for the same roles you employ, that matters. If demand for a specific skill is accelerating faster than supply, that matters. And if your organization discovers those changes only after employees start leaving, you’re already reacting. JobsEQ gives HR leaders a view of the market outside their organization so they can better understand the competitive environment around critical talent. You can examine: - Market compensation by role and geography - Current employer hiring activity - Advertised pay - Talent supply and demand - Skills employers are seeking - Employment and wage trends - Hiring competition across markets That changes the conversation from “Are we paying our employees enough?” to “Are we paying competitively given the actual market for this talent?” Those are very different questions. Compensation Benchmarks Need Context Suppose you’re losing experienced cybersecurity professionals. A salary benchmark is useful. But by itself, it may not explain [read more in the first link below] If you're attending HR Executive's HR Tech conference in Las Vegas next week, these pain points are likely top of mind. #EmployeeRetention #TalentAcquisition #HRTech2026 #WorkforcePlanning #RecruitmentStrategy

Surveys are slow and incomplete. JobsEQ uses real resume data to show where graduates work and how programs perform.

Most institutions are not short on data. The hard part is getting it specific and fast, from one place. See what JobsEQ shows for your region.

Show students where programs lead and show stakeholders the demand behind them. JobsEQ plus expert economists.

Spot gaps and prove demand before you build. Align curriculum to what regional employers are hiring for.

Most institutions are not short on data. The hard part is getting it specific and fast, from one place. See what JobsEQ shows for your region.