Recruitment statistics illustrate dramatic changes in hiring, especially over the last few years. Applicants have influenced some of these changes, with societal and environmental changes influencing others.
Using data as a guide, your organization can adapt and stand out to potential employees. Here are the most important recruiting statistics you need to know.
Remote Work & Contractor Statistics
1. 57% of workers are remote at least part time (Upwork)
To attract and retain the best talent, your company must allow some level of remote or hybrid work options or you risk missing out on a substantial amount of job talent.
2. 86% of employees want to keep working remotely at least part time (Glassdoor)
This is exactly why you must embrace flexible work schedules—your employees expect it. If they don’t get it from you, they will get it from a competitor. Remote work options don’t mean a loss in productivity, either. In fact, helping your employees achieve a better balance can improve their efficiency and productivity.
3. 90% of hiring managers expect some form of remote work to continue (Gartner)
Even hiring managers recognize the power of remote work options. Not only can it vastly expand your potential applicant pool, but giving your employees flexibility can lead to higher-quality job applicants while reducing your company’s overhead. Embracing this change lets you plan for it instead of react to it.
4. 61% of recruiters expect video interviews to be the default norm (Jobvite)
Even as employees return to some offices, they’re still finding themselves on video calls with remote colleagues and clients. Hiring for new jobs is expected to continue that trend. Your hiring managers should prepare to conduct video interviews routinely. Setting up those processes and getting technology in place is vital to ensuring a smooth hiring process.
5. 73% of hiring managers plan to increase freelance hires (Upwork)
Hiring of freelancers, contractors, and gig workers has increased dramatically over the last few years. That trend is expected to continue, especially as many workers prefer the freedom offered through this working arrangement. By looking only for direct employees, you may be overlooking a proportionately large pool of candidates. Including freelancers and contractors in your search may lead you to more talented professionals.
Job Seeker Experience & Expectations Statistics
6. Job seekers will sacrifice up to 12% of salary for training and flexibility (PwC)
Although salary/overall compensation is generally always the most important factor to job applicants, it isn’t the only thing. Emphasize the other benefits of the role during the recruitment process, mainly focusing on skills training and workplace flexibility.
7. Businesses with reputable brands receive 50% more qualified applicants (Finances Online)
You can help reduce your time to hire by ensuring your brand has a positive image. Recruiters have already noted a shift from selling a company’s benefits to discussing the company’s values and reputation. Consider an employee value proposition and other employer branding strategies.
8. 89% of passive candidates evaluate your brand before applying (CareerArc)
Passive candidates are currently employed people not actively looking for a new job but who would entertain an excellent opportunity. These candidates are often contacted by you or a recruiter who thinks they might be the right match for your job. Before applying, however, they’re going to dig deep into your brand and workplace culture. Not only can you miss out on potential candidates by avoiding passive applicants, but if your brand isn’t well managed, those passive candidates may run the other direction.
9. Company diversity matters to 76% of job seekers (Glassdoor)
Diversity is an increasingly important trend to which businesses must pay attention. Regardless of whether your company has policies or plans to increase diversity, many applicants will look for evidence of diversity before applying and during the interview process. What they find may not meet their expectations, and they will look for employment elsewhere. Consider having other employees speak to your company’s diversity as job seekers place more trust in them than recruiters on this subject.
10. 49% of respondents declined a job offer because of a poor recruitment experience (PWC)
If you don’t have a great hiring process, you may miss out on the best talent in your industry. Job applicants are interviewing you as much as you’re interviewing them, so asking inappropriate interview questions or giving vague answers about the job throughout the screening process can be detrimental to your success. If you don’t make a stellar first impression, you could lose top candidates.
11. 31% of new hires have left a job within six months (BambooHR)
Many companies give lots of attention to hiring but ignore the onboarding experience. This can cause many new hires to leave the company before they really even get into a groove in their role. Turnover at such an early stage can demoralize employees and put a heavy burden on your budget. Pay attention to the onboarding process, make new hires feel welcome, and start the relationship off on the right foot.
12. Rejected applicants who get no feedback are twice as likely to not apply to or do business with your company again (The Talent Board)
In so many parts of life today, people get ghosted. They expect a business will not do that to them, and nearly every job applicant surveyed wants to hear why they weren’t selected for a position. Even a quick email to let applicants know their skills didn’t match up as much as other candidates can go a long way to keeping your company reputation intact.
General Recruitment Statistics
13. The average time to hire across a range of functions is 41 days (LinkedIn)
This number is a good average to keep in mind, although internal recruiting will take less time and some jobs requiring unique skills will take more time. If you have an employee who gives two weeks’ notice of their departure, you may have to manage several weeks or longer without an employee in that seat. Keeping data on your company’s time to hire is important, so you can properly plan.
14. The average job posting gets 250 resumes (Glassdoor)
Because your job postings will receive so many candidates, applicant tracking technology is vital to helping your recruiters and hiring managers make the best hiring decisions they can. Sorting through 250 resumes per job is time-consuming and mentally draining. Of those 250 resumes, you may only choose to interview half a dozen.
15. A referral makes a candidate 85 times more likely to be hired (CareerPlug)
Referrals should be every company’s No. 1 source for hiring. Existing employees are only likely to put their reputation on the line if they are certain their referral can do the job extremely well and won’t flake out. Referrals often result in organizations landing the best talent possible, with reduced overhead to fill the position.
16. 35% of applicants find job openings on social media (Jobvite)
Embrace new hiring tools. Advertising jobs on social media such as Facebook and LinkedIn is essential and can help your company’s branding through constant activity. It’s also important that employers are not afraid to go beyond the usual social media networks and meet applicants on the platforms they use. Some companies have even made good hires using their business Twitter account.
17. The median worker age is 42 (Bureau of Labor Statistics)
And rising. People are working later in life, and the projected median age is expected to increase by almost an entire year by 2030. While this might not seem like important information, it is crucial when hiring for your company. Right now, the oldest millennials are the median worker age making up the bulk of employees, so ensuring you are attractive to those employees could be key to making the right hiring decisions.
18. Increased skills testing is vital to 64% of hiring managers (Toggl)
Job-specific skills have always been important. However, as more companies receive more applicants for each position, skills testing has become increasingly important in weeding out unqualified candidates. Automated skills testing can also more effectively screen applicants, so only the most qualified are reviewed by hiring managers. Excel, for example, may be a skill you want to screen for.
19. 87% of employees see skills gaps at their company (McKinsey)
Existing employees see the need for increased skills testing too. Workers are on the front lines, seeing when new and existing employees have a skills gap. This skills gap often means other employees have to step in and take on extra work, reducing employee morale. Most frequently, this gap comes in web development and other IT positions. Modern and needed skills should be a focus for recruiters.
You wouldn’t run your business without constant eyes on your finances, as your budget helps you determine strategic business decisions. The same is true of recruiting statistics. If you ignore the data, you’re flying blind. You can, however, take proactive measures using the data at hand so that you can stay on top of hiring trends and continue to attract and retain top talent within your industry.