1、Worlds Most Attractive Employers 2022Research from Universum reveals the aspirations of university graduates as they enter the global workforce and how a growing mismatch between student expectations and economic headwinds may require re-evaluation on both sides of the employment deal.Key FindingsSt

2、udy MethodologyRe-evaluating the Employment DealThe Case for Stronger Performance OrientationTargeting Critical Talent and Local DifferencesWorlds Most Attractive Employers Rankings3611131721CONTENTS123456Each year,Universum surveys over one million career seekers globally.The study asks:Which emplo

3、yers do students hold in highest regard?And what factors most influence that decision?3KeyFindingsKeyFindingsIt may be time to re-evaluate the employment deal.Given record talent shortages in most markets,hiring has been very candidate-driven over the last 12 months(with higher expectations for pay,

4、benefits,and quality of life among young talent).Now most regions face significant economic headwinds and employers are pulling back on hiring.Will companies regain more control in the employer-employee relationship?At the very least,it may be time for employers to re-evaluate the“give and get”deal

5、at the heart of their companies Employer Value Propositions(EVPs)and recruitment marketing.The demand for work-life balance and flexible working accelerates.From a list of 40 attributes,“work-life balance”rose 6 places to rank as#8 most important in 2022,and“flexible working conditions”rose 7 places

6、,landing at#10.This rise was particularly evident among engineering and IT students.The key question:Can employers deliver on the quality-of-life benefits young people have come to expect,even while there is growing pressure to do more with less?Young people are highly focused on compensation.Across

7、 business,engineering,and IT student groups surveyed by Universum,young people put a major emphasis on compensation when choosing their ideal employers.“Competitive salaries”and“high future earnings”make up two of students top-three priorities,and both were among the fastest-growing priorities acros

8、s all variables.Given the friction between high inflation and cooling economic growth,employers will need to rethink starting salaries for recent graduates,balancing students high expectations against protecting the bottom line.Key FindingsStudy methodologyRe-evaluating the Employment DealThe Case f

9、or Stronger Performance OrientationTargeting Critical Talent and Local DifferencesWorlds Most Attractive Employers Rankings5KeyFindingsStudents performance expectations fall short of what may be required.When asked to rank their top priorities in a future employer,young people were significantly les

10、s likely to choose“challenging work”in 2022.This attribute registered the largest one-year drop of any priority in 2022 and may be yet another sign of a growing mismatch between student expectations and the demanding economic environment most companies will need to navigate in the coming year.Studen

11、t career preferences are increasingly polarized.This year,two career profiles “Balance-Seekers”and“Go-Getters ,”which are opposite extremes of the high-performance mindset are both growing in size(see page 10 for a more detailed description of Universums five major talent personas).Should companies

12、continue to stress the inclusive,“come as you are,do what you love”positioning(i.e.,Balance-Seekers)to win new talent,or switch to a more realistic performance-driven positioning given the economic downturn?Key FindingsStudy methodologyRe-evaluating the Employment DealThe Case for Stronger Performan

13、ce OrientationTargeting Critical Talent and Local DifferencesWorlds Most Attractive Employers Rankings6KeyFindingsIts important to balance global positioning with local messaging.While the above findings have implications for companies overall employer brand positioning,its still critical to underst

14、and attraction drivers at the local level.The relative importance of key attributes varies significantly by country and target group.For example,among IT students,flexible working conditions rank as a#4 priority in the US,but#28 in China.Global companies must weigh these differences and flex their E

15、VPs and recruitment messaging to match local preferences.Top-ranked companies are most associated with high performance.Among the top 10 ranked employers within the three key target groups covered in our study(business,engineering,and IT students):“high performance,”“recruiting the best talent,”and“

16、challenging work”stood out as leading differentiators compared with the rest of the WMAE.In other words,students express a high level of preference for employers known to be performance-oriented.Key FindingsStudy methodologyRe-evaluating the Employment DealThe Case for Stronger Performance Orientati

17、onTargeting Critical Talent and Local DifferencesWorlds Most Attractive Employers Rankings7We expect that 2023 will be a year of rebalancing.Over the past 12 months,when talent demand outpaced supply in many regions,employers inflated their employment promises to attract young people.Given the likel

18、y reduction in hiring and increased pressure on company resources in the coming year,we expect a return to more balanced employment deals,where what you get as an employee is more evenly balanced against what youre expected to give.Mats Rjdmark,Chief Executive Officer,Universum“8Universum surveyed 1

19、85,067 business,engineering,and IT students across nine of the worlds largest economies.The study was conducted from September 2021 to May 2022.The students were asked:(a)which employer characteristics are most influential as they consider future employment,and(b)which employer brands they most admi

20、re.To be considered,companies must rank in the top 90%among the most attractive employers in at least 4 of the 9 countries.Across these student groups,Universum also identifies five major attitudinal“career types.”These groupings,shown on the following page,provide a valuable indication of the diver

21、sity of attitudes and preferences that exist within this Gen Z population.WMAE Study MethodologyStudent Backgrounds WMAE 2022Research Regions WMAE 2022Business(89,189)Engineering(69,817)IT(26,061)Key FindingsStudy methodologyRe-evaluating the Employment DealThe Case for Stronger Performance Orientat

22、ionTargeting Critical Talent and Local DifferencesWorlds Most Attractive Employers Rankings889 9Go-GettersHave a strong performance orientation.Theyre ambitious achievers,hungry to make their mark in successful companies with a reputation for top talent.Theyre comfortable taking on high levels of re

23、sponsibility and tough challenges.In return for their dedicated effort and ability to make things happen,Go-Getters expect high levels of recognition and fast-track career progress.Globe-TrottersHave a cosmopolitan outlook,seeking to broaden their horizons in a multinational company that will provid

24、e opportunities to travel abroad and interact with a diverse international community of colleagues,clients,and customers.They see constant change as a positive,broadening their experience and stimulating their learning.Ground-BreakersHave a strong entrepreneurial orientation.Theyd ideally prefer to

25、work within a dynamic,team-oriented,start-up environment,with a strong focus on innovation.Theyre less interested in working for an established player,and more focused on embracing the latest technologies to create new and exciting products,and lead developments in their chosen field.Change-MakersHa

26、ve a strong purpose orientation.Theyre altruistic by natureand seek organizations that serve the common good,through public service or social enterprise.Theyre strong believers in diversity,equity,and inclusion,and feel most engaged when theyre serving a higher purpose or simply helping people.Balan

27、ce-SeekersHave a strong work-life balance orientation.They generally seek well-established,small-to medium-sized organizations with a friendly,family feel,providing a decent salary and the flexibility for people to balance their responsibilities at work with their wider interests and responsibilitie

28、s outside of work.Universum Career TypesKey FindingsStudy methodologyRe-evaluating the Employment DealThe Case for Stronger Performance OrientationTargeting Critical Talent and Local DifferencesWorlds Most Attractive Employers Rankings10Re-evaluating the Employment Deal“With fears of a recession loo

29、ming,workers who were flush with opportunities are beginning to feel the anxieties of tightened corporate budgets.”3“The Job Market Has Been Like Musical Chairs.Will the Music Stop?”The New York Times,October 2022Early indicators suggest companies are pulling back on hiring due to inflation and soft

30、ening demand.PwCs annual CEO survey found 50%of companies are planning to reduce headcount.1 And in October,the UK Recruitment and Employment Confederation reported hiring growth was the lowest seen in more than a year and a half.2Yet top executives also report that they are still in an all-out batt

31、le for specific talent groups.PwCs global CEO survey,fielded in the second half of 2022,found one in three executives cite“talent acquisition and retention”as a serious risk despite a reduction in overall hiring expectations.In a list of 15 critical challenges facing companies in 2022,only cyberatta

32、cks scored higher.For companies slowing down hiring,the pause presents an opportunity to rethink their employer branding and recruitment strategy in three important ways:1.EVP:Is your overall employer brand positioning and EVP still relevant given the changing economic environment?Is there a need to

33、 re-evaluate the“give and get”expectation-setting at the heart of the employment deal?2.Critical talent strategy:Are you clear about which talent groups are most critical to your current and future success,particularly those for which there is a limited supply and/or a high level of competition?3.Hi

34、ring attractors and offer:Are you in a strong position to attract critical talent groups?Are you in tune with the specific needs and expectations of these audiences,and prepared to translate these insights into targeted recruitment campaigns?1 PwC:“PwC Pulse Survey:Managing business risks,”August 20

35、22.https:/ Reuters:“UK recruiters report weakest hiring growth in 19 months,”Oct.6,2022.https:/ The New York Times:“The Job Market Has Been Like Musical Chairs.Will the Music Stop?”Oct.7,2022.https:/ global talent market is at a critical inflection pointKey FindingsStudy methodologyRe-evaluating the

36、 Employment DealThe Case for Stronger Performance OrientationTargeting Critical Talent and Local DifferencesWorlds Most Attractive Employers Rankings12For companies slowing down their hiring,the pause presents an opportunity to rethink their employer branding and recruitment strategy.134 The New Yor

37、k Times:“Facebooks Parent Company Will Make Employees Do Their Own Laundry,”March 11,2022.https:/ Mercer:“Mercer compensation data reveals US employers are struggling to keep up with employee expectations with high inflation,”Sept.30,2022.https:/www.mercer.us/newsroom/mercer-compensation-data-reveal

38、s-us-employers-are-struggling-to-keep-up-with-employee-expectations-with-high-inflation.htmlMany young people are in search of high earnings and high quality of life.Is this pairing a realistic expectation?Across all groups,compensation is a growing priority.Likewise,over the last three years,work-l

39、ife balance and flexible working conditions have both bounded quickly up the attribute preference rankings to become significant priorities.Work-life balance rose 6 ranking positions to#8,and flexible working rose 7 places to#10.In some countries like Canada,Germany,and the US,quality-of-life factor

40、s rank in the Top 5.For companies navigating hiring slowdowns and cost-cutting measures in 2023,can they continue to be generous with both compensation and quality-of-life benefits?Early signs suggest top companies in the WMAE rankings are rolling back some lifestyle perks.Meta recently announced to

41、 employees it will eliminate most laundry and dry cleaning services and cut back on free meals in the company dining room.The New York Times explains,“The changes could be a warning shot for employees at other companies that are preparing to return to the office after two years of the coronavirus pa

42、ndemic.”4When it comes to salary increases,however,concessions will be much harder to extract.A US-based study from Mercer found employers are planning pay increases for 2023 specifically,an average merit increase of 3.8%compared to the 3.4%actually delivered in 2022.5 These increases are unlikely t

43、o keep pace with inflation,meaning even a higher rate of wage growth may breed dissatisfaction among employees.Attributes Growing in Importance(from 2021 to 2022)Competitive Salaryfrom#8 to#3Work-life Balancefrom#14 to#8Flexible Workingfrom#17 to#10Key FindingsStudy methodologyRe-evaluating the Empl

44、oyment DealThe Case for Stronger Performance OrientationTargeting Critical Talent and Local DifferencesWorlds Most Attractive Employers Rankings14Employers Most Associated with High Pay,Flexibility,and Work-Life Balance.Despite the increased focus on high pay,flexibility,and work-life balance,our su

45、rvey suggests it is rare to find a company that offers all of these with the exception of a small group of Big Tech firms.The perception that Big Tech offers both high pay and quality-of-life benefits is no doubt one of the reasons they continue to dominate the employer rankings across all student g

46、roups.Competitive SalaryFlexible WorkingWork-Life Balance1Goldman Sachs#70#722UBS#79#743Bain&Co#66#764Ericsson#36#25Morgan Stanley#69#646Boston Consulting Group#64#717JPMorgan Chase&Company#65#688Exxon Mobil#15#179Credit Suisse#68#6610McKinsey#62#70Flexible WorkingCompetitive Salary1Google#112Facebo

47、ok#133SAP#214Microsoft#185Amazon#236Nike#827Apple#168Accenture#349Oracle#5710Bosch#43Work-life BalanceCompetitive Salary1Google#112Ericsson#43Volvo Cars#374Nike#825Facebook#136Texas Instruments#627Mars#708Toyota#489SAP#2110Ford#35Key FindingsStudy methodologyRe-evaluating the Employment DealThe Case

48、 for Stronger Performance OrientationTargeting Critical Talent and Local DifferencesWorlds Most Attractive Employers Rankings15Are young peoples attitudes about challenging work falling short of employers expectations?When asked to rank their top priorities in a future employer,young people were les

49、s likely to choose challenging work in 2022;that factor dropped 2.5 places in terms of relative importance,the largest one-year drop in 2022.This general trend was also reflected in the increasing size of Universums Balance-Seeker career type(i.e.,students who are looking for a combination of job se

50、curity and work-life balance rather than challenging,high performance work).It is tempting to see the lower emphasis on challenging work and/or high performance as an extension of“quiet quitting”a way for people who feel undervalued at work to express their dissatisfaction by quitting outright or pu

51、shing back on unreasonable employer demands by 6 Gallup:“Is Quiet Quitting Real?”Sept.6,2022.https:/ 9to5 Google:“Google slows hiring as Pichai calls for consolidating investments,more productivity,Aug.11,2022.https:/ FindingsStudy methodologyRe-evaluating the Employment DealThe Case for Stronger Pe

52、rformance OrientationTargeting Critical Talent and Local DifferencesWorlds Most Attractive Employers Rankingsdoing the bare minimum.A Gallup poll published in September 2022 found at least half of all U.S.workers are quiet quitting,which Gallup defines as“not engaged”at work,or“people who do the min

53、imum required and are psychologically detached from their job.”6Some employers have even addressed the issue head on.In a town hall meeting with Meta employees,Zuckerberg announced,“And part of my hope by raising expectations and having more aggressive goals,and just kind of turning up the heat a li

54、ttle bit,is that I think some of you might just say that this place isnt for you.”Sundar Pichai from Google made a similar statement,warning employees would need to show“more hunger than weve shown on sunnier days.”716Key FindingsStudy methodologyRe-evaluating the Employment DealThe Case for Stronge

55、r Performance OrientationTargeting Critical Talent and Local DifferencesWorlds Most Attractive Employers RankingsBut there may be a more positive interpretation of this trend.While doubtlessly some took advantage of leniency shown during the pandemic,for most young talent,the shift away from challen

56、ging work may be much more about setting clear expectations about the“where and when”of work.Ariana Huffington,founder of Thrive Global,explains,“As an employer,I really love when people in interviews say,I give 100%when Im working,and these are my boundaries.Thats very different from,I do the bare

57、minimum to get by.”8 Another interesting qualification to this general trend away from“challenging work”is that our research indicates that the career types at both ends of the performance orientation spectrum Balance-Seekers and Go-Getters are growing in size.This is good news for those employers t

58、argeting the more challenge-seeking,results-oriented Go-Getters within the general student population.Whether students are looking for a less demanding work life or simply a healthy work-life balance,the reality is that the working environment is likely to get tougher,with fewer resources and higher

59、 performance expectations.This means most companies will need to be careful about positioning themselves solely in terms of what potential recruits can expect to“get”from their employer,and instead tip the balance more realistically toward what they are expected to“give”in return.8 https:/ Case for

60、Stronger Performance OrientationWhile the most favored pre-pandemic positioning among leading global employers was purpose-led performance(“Making an Impact”),in the last two years,companies have put a growing emphasis on employee-centric,“Be You”inclusivity.Employers should of course continue to re

61、cruit talent with an eye toward diversity,equity,and inclusion,but they may want to push back against a broader movement to accept all attitudes,mindsets and work styles.Weathering a downturn will require a greater number of ambitious,performance-oriented students who are up for a challenge,and fewe

62、r students who are inflexible about the time,place,and pace of work.Our research certainly suggests this equation works for the top 10 most attractive employers identified by business,engineering,and IT students.The attributes below are those that most differentiate the best(Top 10 employers)from th

63、e rest and the most attractive among them are seen as performance-oriented,future-focused,and offering competitive pay and good development opportunities(in that order,with high performance the most differentiating attribute compared with other WMAE).The case for stronger“performance”positioningKey

64、FindingsStudy methodologyRe-evaluating the Employment DealThe Case for Stronger Performance OrientationTargeting Critical Talent and Local DifferencesWorlds Most Attractive Employers Rankings1High performance focus 2Recruiting only the best talent 3Good reference for a future career 4Challenging wor

65、k 5Embracing new technologies 6Innovation 7High future earnings 8Competitive base salary 9Professional training and development 10Prestige 19EmployerBusiness Rank 2022Apple1Google2Microsoft3Amazon4LOral Group5Deloitte6JPMorgan Chase&Company7Goldman Sachs8EY(Ernst&Young)9KPMG10EmployerEngineering Ran

66、k 2022Google1Microsoft2Apple3BMW Group4Siemens5Volkswagen Group6Daimler/Mercedes-Benz7GE-General Electric8Intel9Amazon10EmployerIT Rank 2022Google1Microsoft2Apple3Amazon4IBM5Intel6Sony7Oracle8Samsung9BMW Group10Employers that improved most in the WMAE rankings this year were most highly associated w

67、ith challenging work likely a winning formula for 2023 as well.For example,among the top five“risers”among business students(Sony,Pfizer,Nike,Mercedes and UBS),challenging work was the strongest association compared to other employers.Employers associated with Challenging WorkKey FindingsStudy metho

68、dologyRe-evaluating the Employment DealThe Case for Stronger Performance OrientationTargeting Critical Talent and Local DifferencesWorlds Most Attractive Employers Rankings20Flexibility:A quality-of-life indicator and a driver of high performanceAs we saw on page 15 employers most associated with fl

69、exibility,work-life balance,companies like Google,Apple,Microsoft,and Amazon continue to dominate the top end of our student rankings because they combine an entrepreneurial/high performance positioning with an equally strong association with flexible working.Its important to note that the emphasis

70、on flexible working does not consistently extend to work-life balance,with the exception of Google.This suggests that flexible working can play both ways by enhancing work-life balance and productivity.Recent messaging from top tech companies bears this out:Google CEO Sundar Pichai:“The future of wo

71、rk is flexible.Empowering people with flexibility will bring out the best in them,personally and professionally.”(Note the emphasis on“bringing out the best.”)Twitter CEO,Parag Agrawal,to employees:“Wherever you feel most productive and creative is where you will work,and that includes working from

72、home full time forever.”Microsofts career site:“At Microsoft,we value and support flexibility as part of our hybrid workplace where every employee can do their best work by working the way they work best.”For employers,its important to consider the“give and get”balance when developing positioning ab

73、out flexible working.Flexibility is no longer a Covid-driven safety measure,nor is it solely about work-life balance or wellness.With economic headwinds growing,flexible work can be a way to empower employees and give them autonomy to choose the work setting that is most productive for them a win fo

74、r employees and employers alike.Key FindingsStudy methodologyRe-evaluating the Employment DealThe Case for Stronger Performance OrientationTargeting Critical Talent and Local DifferencesWorlds Most Attractive Employers Rankings21Targeting Critical Talent and Local DifferencesWhile this report provid

75、es an overview of student talent trends,it is of course important to consider regional variations and differences between target groups.Universums research highlights some quite significant differences in attribute preferences between countriesFor example:CSR credentials are very important for young

76、 job seekers in China,but much less so in Italy.Professional training and development opportunities are critical when recruiting in Brazil,but less so in France.Performance recognition is a big deal in Canada,but less so in India.Future education sponsorship is a top attraction driver in Germany,but

77、 less so in the USA.Likewise,there are important differences between student groups according to their main fields of study.For example:Engineering students place a much higher value on innovation than business students.IT students are most attracted to flexible working conditions.Business students

78、are the most likely to prioritize leadership opportunities.Targeting Critical Talent and Local DifferencesKey FindingsStudy methodologyRe-evaluating the Employment DealThe Case for Stronger Performance OrientationTargeting Critical Talent and Local DifferencesWorlds Most Attractive Employers Ranking

79、sIf you want more detail on these differences to guide your local messaging and recruitment marketing to specific target groups,Universum can provide the data and insights you need to tune-in to these more specific needs and preferences.Contact us to know more.23Worlds Most Attractive Employers Rank

80、ingsBusiness Student Rankings:All the Big Four accounting firms dropped 1 2 places in the rankings this year this despite students choosing the auditing and accounting industry more often.Why?We suspect that as students increasingly prioritize flexibility and work-life balance,they are more likely t

81、o find balance at mid-tier firms or working in industry.As one recent graduate who chose a mid-tier firm explained,“Knowing I wont be working 85 hour weeks is absolutely wonderful.”Unlike the Big Four,the three leading investment banks,Goldman Sachs,JPMorgan Chase&Company and Morgan Stanley,improved

82、 their position in the business student preference rankings.This undoubtedly reflects the strong trend in preference towards competitive base salaries and high future earnings,attributes more associated with investment banking than any other industry.Each year,Universum asks students across the glob

83、e which companies they most want to work for.Based on this survey,Universum ranks the Worlds Most Attractive Employers.Engineering Student Rankings:Just one Big Tech firm vaulted ahead in the rankings in 2022 Facebook(Meta)rose 10 points from 34 in 2021,to 24 in 2022.The company had a lot of ground

84、to make up after the fallout related to whistleblower Frances Haugen and publicized walkouts by Facebook/Meta employees.What made a difference for Meta in 2022?In October 2021,CEO Mark Zuckerberg announced the companys new priority:building the metaverse.While the announcement was derided by many la

85、rge media companies,top analysts and tech-watchers saw it as a bold step into the future.Analysts at Jefferies wrote at the time,the metaverse has“the potential to disrupt almost everything in human life.”9 Universums research shows engineering students prioritize innovation much more than other stu

86、dent groups and we believe Metas race to the metaverse is probably the biggest innovation play of the last year.IT Student Rankings:Among IT students,one of the top movers was JPMorgan Chase&Company,which rose 4 places to capture the#12 spot(an impressive feat given that the banking industry ranks o

87、nly#10 among IT students).Investment banking has pushed hard to attract tech workers to its ranks including business-critical talent like data scientists and cybersecurity experts.In an admission of the challenges the banking industry faces competing against Big Tech,Lori Beer,JPMorgan Chase&Company

88、s global chief information officer,asked,“How do we bust the myth and help people understand the innovation thats happening here,the complex problems?”In late September 2022,JPMorgan Chase&Company announced it will hire 2,000 additional tech professionals by the end of the year.10 Given that many te

89、ch companies are slowing or freezing hiring amidst a financial slowdown,its an excellent opportunity for JPMorgan Chase&Company and other investment banking firms to cash in on this opportunity to soak up the IT talent leaking from big tech companies.Key FindingsStudy methodologyRe-evaluating the Em

90、ployment DealThe Case for Stronger Performance OrientationTargeting Critical Talent and Local DifferencesWorlds Most Attractive Employers Rankings2022 Worlds Most Attractive Employers Rankings9 Business Insider:“Mark Zuckerberg is creating a future that looks like a worse version of the world we alr

91、eady have,”Jan.9,2022.https:/ Fox Business:“JPMorgan plans to hire 2,000 tech workers by years end:report,”Sept.30,2022.https:/ Group6Deloitte7JPMorgan Chase&Company8Goldman Sachs9EY(Ernst&Young)10KPMG11PwC(PricewaterhouseCoopers)12BMW Group13McKinsey&Company14Morgan Stanley15The Boston Consulting G

92、roup(BCG)16Nike17Daimler/Mercedes-Benz18Sony19Bank of America Merrill Lynch20Nestl21Adidas22Unilever23Procter&Gamble(P&G)24Samsung25Deutsche Bank26IBM27LVMH Mot Hennessy Louis Vuitton28The Coca-Cola Company29Facebook30Johnson&Johnson31Bain&Company32PepsiCo33Accenture34HSBC35IKEA36Volkswagen Group37H

93、&M38Pfizer39Ferrero40BNP Paribas41Toyota42Credit Suisse43UBS44Barclays45Airbus Group46Allianz47HEINEKEN48Ford Motor Company49Intel50Electronic ArtsTop 50 Worlds Most Attractive EmployersBusiness Student Rankings 2022Key FindingsStudy methodologyRe-evaluating the Employment DealThe Case for Stronger

94、Performance OrientationTargeting Critical Talent and Local DifferencesWorlds Most Attractive Employers Rankings26Top 50 Worlds Most Attractive EmployersEngineering Student Rankings 20221Google2Microsoft3Apple4BMW Group5Siemens6Volkswagen Group7Daimler/Mercedes-Benz8GE-General Electric9Intel10Amazon1

95、1Samsung12Johnson&Johnson13IBM14Ford Motor Company15Bosch16Airbus Group17Volvo Car Corporation18Sony19Toyota20Boeing21Nestl22Pfizer23LOral Group24Facebook25General Motors26Tesla27Shell28The Coca-Cola Company29Schneider Electric30JPMorgan Chase&Company31McKinsey&Company32Goldman Sachs33Dell34Huawei35

96、Bayer36IKEA37Procter&Gamble(P&G)38Deloitte39Lenovo40Volvo Group41Unilever42Philips43Honda44Nissan45Nike46The Boston Consulting Group(BCG)47Accenture48ExxonMobil49ABB50Texas InstrumentsKey FindingsStudy methodologyRe-evaluating the Employment DealThe Case for Stronger Performance OrientationTargeting

97、 Critical Talent and Local DifferencesWorlds Most Attractive Employers Rankings27Top 50 Worlds Most Attractive EmployersIT Student Rankings 20221Google2Microsoft3Apple4Amazon5IBM6Intel7Sony8Oracle9Samsung10BMW Group11Cisco Systems12JPMorgan Chase&Company13Dell14Deloitte15Facebook16Huawei17Accenture1

98、8Goldman Sachs19Daimler/Mercedes-Benz20Siemens21Lenovo22Ubisoft23McKinsey&Company24EY(Ernst&Young)25Electronic Arts26Volkswagen Group27LOral Group28Tesla29adidas29KPMG31PwC(PricewaterhouseCoopers)32Airbus Group33The Boston Consulting Group(BCG)34Capgemini35The Coca-Cola Company36Bank of America Merr

99、ill Lynch37HP Inc.38Nike39Toyota40Boeing41SAP42IKEA43Bosch44Deutsche Bank45Philips46Morgan Stanley47Johnson&Johnson48Hewlett Packard Enterprise49HSBC50NestlKey FindingsStudy methodologyRe-evaluating the Employment DealThe Case for Stronger Performance OrientationTargeting Critical Talent and Local D

100、ifferencesWorlds Most Attractive Employers Rankings28At Universum we have partnered with True Original Documents.This means that when you receive one of our badges or diplomas via True Original Documents,it is an attestment of its validity with the support of their blockchain technology.Read more ab

101、out what it means here.Is your company ranked in the 2022 Worlds Most Attractive Employers Rankings?Then you have the opportunity to download our visual assets.Find your diploma and badge here.Follow the QR code if you want more information on how to use your visual assets from TRUE.Secure Documents

102、 by TRUE29Access by Universum is a platform that provides compiled responses from over 1 million respondents to Universum surveys.With our world-class data base,all your unique,customizable data(including WMAE data)is in one place where you can view,dissect,and gain important answers from an extreme

103、ly large variety of data insights.With these insights,you will learn where to focus your Employer Branding efforts in order to attract and retain the best talent for your company.Access is an essential tool for growing your Employer Brand that comes with a variety of specialized and tailored service

104、s to ensure that you can achieve your Employer Branding goals.Visit to learn more,book a demo,or ask any other related questions.Lets work together to attract your talent!Unlock your Employer Branding Potential with Access by Universum30ABOUTUniversum is a data-driven,insight-led employer branding a

105、gency.Headquartered in Stockholm,we are now active in over 60 countries,with key hubs in Paris,Berlin,London,Zrich,New York,Singapore,and Shanghai.Every year we survey over one million students and young professionals and provide our clients with the analytics,strategy,and creative solutions they need to compete more effectively for talent.31THANK YOU!To find out more abouthow best-in-classEmployer Brands think,visit: