HERC Releases 2026 Workforce Survey: Job Satisfaction Alone Is No Longer Enough to Retain Higher Education Talent
San Francisco, CA — The Higher Education Recruitment Consortium (HERC) released the findings of its 2026 HERC Higher Education Workforce Survey, providing a data-driven snapshot of how current and prospective higher education employees evaluate work, stability, and career opportunities. Conducted from April 20, 2026, to May 22, 2026, the survey gathered input from 810 respondents, providing higher education institutions with valuable insights on attracting and retaining talent in a volatile market. [The full report, Closing the Gap: Recruitment, Retention, and Career Sustainability in Higher Education, is available to HERC members. If you are interested in learning more about the report, please contact Marcia Silva – see info at the bottom.]
The findings point to a workforce that remains drawn to higher education’s mission, but is more mobile, more selective, and more focused on whether higher education can support a sustainable long-term career.
“Higher education continues to attract people who are inspired by its purpose, but purpose alone isn’t enough to sustain a workforce,” said Jennifer O’Neill, Director of Programs and Research at the National HERC Office. “Institutions that align their workplace culture, career opportunities, and employee experience with the values they promote will be best positioned to attract and retain talented professionals. We’re encouraged by the work our member institutions are already doing to close that gap, and HERC is proud to support them as they build stronger, more sustainable workplaces.”
The annual survey, formerly known as the HERC Job Seeker Survey, was expanded this year to include two new indices: the HERC Workload Strain Index and the HERC Retention Risk Index.
Recruitment and Retention Now Depend on the Same Workplace Conditions
Salary transparency, flexibility, benefits, workplace culture, leadership, career growth, and workload all play a vital role in shaping whether candidates choose to apply, whether employees feel content enough to stay, and whether higher education seems like a viable career path.
Year-over-year data indicates both opportunities and risks for higher education employers. Active job searching increased from 38% in 2025 to 45% in 2026, and 79% of current higher education professionals are either actively seeking new roles or open to new opportunities. Those already employed in higher education have not dismissed the sector, presenting an opportunity for employers to attract and keep talent by strengthening their employer brand and clearly communicating their advantages.
Job Satisfaction Has Improved But Does Not Equal Stability
The good news is that those currently working in higher education report higher job satisfaction. Seventy percent of current higher education employees report being satisfied or somewhat satisfied with their roles.
However, increased job satisfaction does not necessarily mean employees are more likely to stay with their current employer. Nearly half say they are somewhat or very likely to leave their current role within the next year. Many employees remain committed to higher education work while questioning whether their current workplace is sustainable long-term.
Workload is one of the clearest pressure points in this year’s survey. Half of higher education employees fall into the Rising or Critical categories of the new HERC Workload Strain Index. Because strain is not concentrated in one single role type, institution type, modality, or age group, it should not be treated as a problem carried by one segment of the workforce. It is a capacity issue that affects retention, recruitment, and the ability to continue the work in higher education.
Looking Ahead: From Insight to Action
This year’s results show that the workforce remains committed to higher education but is now examining employers more closely and reevaluating what makes a role sustainable. Institutions shouldn’t try to solve all issues at once. The most effective approach is to focus on improving workplace conditions that influence both candidate choices and the employee experience, while also providing those responsible for the work with adequate support and development opportunities.
HERC will use the results of this year’s survey to inform new programming, resource development, and learning opportunities for its member institutions.
ABOUT THE HIGHER EDUCATION RECRUITMENT CONSORTIUM: The Higher Education Recruitment Consortium (HERC) is a nonprofit membership association dedicated to expanding the higher education candidate pool and fostering inclusive workplaces. HERC advances the recruitment, retention, and career growth of talented faculty and staff, helping to create workplaces where everyone can thrive. Our membership includes higher education institutions ranging from technical and community colleges to research institutions and teaching hospitals. Through resources and collaboration, HERC supports member institutions in attracting and retaining top talent. For job seekers, HERC Jobs is a central hub for discovering, applying for, and succeeding in higher education careers.
CONTACT: Marcia Silva, Higher Education Recruitment Consortium, marcia@hercjobs.org, 650-417-3193
