Satisfied employees still leave. What predicts who stays? BPI research finds emotional connectedness predicts retention and discretionary effort more reliably than satisfaction. Get your free Most Loved Workplace® Employer Brand Report. Link below.

New this week: a free, confidential benchmark of your existing survey data against the Love of Workplace Index™. Built from 1,800+ Most Loved Workplaces and 2.8M employees since 2001. No new survey required. Most internal survey numbers get compared only to a company's own past. External benchmarking shows where a company actually stands relative to a validated norm.

New research question we are tracking: does employer content built from documented candidate questions function differently, in credibility and AI citability, than content built from internal preference? Content decided internally answers the question a company wants to answer. Content anchored on documented, real candidate questions answers the question candidates are actually asking. Those are not always the same content. We're studying how organizations that anchor content decisions on documented candidate questions compare to those that don't. More on this as the research develops.

New research question we are tracking: does pairing caregiver benefits with explicit advancement programs produce measurably different promotion outcomes than caregiver benefits alone? Caregiver benefits like childcare assistance and paid parental leave mostly address whether an employee can remain employed through a demanding life stage. They don't automatically address whether that employee continues to advance. Organizations that pair both, as Nicklaus Children's Health System does, may be structurally better positioned on both outcomes. We are studying this using promotion-rate data alongside caregiver benefit design. More on this as the research develops.

New research question we are tracking: does verifiability, independent of writing quality, measurably change how AI systems evaluate and cite an employer’s claims? Early patterns suggest specific claims, a real number tied to a named program and a defined population, function differently than generic claims like “great culture,” which carry no checkable content for either a human reader or an AI system to evaluate. We’re studying this using real examples of verifiable versus unverifiable employer claims. More on this as the research develops.

New research question we are tracking: does a structured, claimed employer profile actually change what AI systems tell candidates, compared to a default, unclaimed one? Early patterns suggest the mechanism is specificity. A default profile forces an AI system to infer answers from scattered public data. A structured FAQ removes that inference step entirely for the questions it covers. We're studying whether that translates into measurably more accurate, more trusted answers. Stay tuned as the research develops.

The employer reputation gap most organizations discover after it costs them a hire. Verified signals outperform uncontrolled ones. The research is consistent: independently certified employer reputation content drives stronger candidate conversion than unmanaged review aggregates. #BestPracticeInstitute #MostLovedWorkplace #EmployerBrand #EmployerReputation #HRResearch

The Best Practice Institute's Competitor Intel scoreboard measures eight employer brand dimensions and compares a certified organization against its peer competitors. Mission Pet Health, certified Most Loved Workplace® and recognized on the Top Most Loved Workplaces® For Young Professionals 2026 list, scored 78/100. The peer chain average scored 45/100. Three differentiators drive the 33-point gap: 1. Culture Visibility: Culture-Led versus Balanced 2. AI Presence: Third-Party Validated versus Self-Reported Only 3. Certification: Most Loved Workplace® Certified versus None In veterinary medicine, where demand for new vets consistently outpaces supply, these three dimensions are exactly what early-career candidates evaluate when choosing where to start their careers. The certified organization with AI-validated employer brand presence captures the limited pool of new graduates. The uncertified national chain doesn't. Full research on the BPI blog this week. See how your organization scores against your actual competitors in 60 seconds. Where in your industry do you see the widest gap between genuine culture strength and employer brand verification?