The most current recruitment statistics illustrate dramatic changes in hiring, especially over the last few years. These changes are influenced by different factors—some by emerging trends in applicant behavior and HR practices and others by societal and environmental shifts.
- Job seekers consider WFH (work-from-home) flexibility and company culture right after salary.
- Most job seekers want to work for a diverse company.
- A negative interview experience may result in a declined job offer.
- Many applicants find job openings on social media.
Using data as a guide, your organization can adapt and stand out to potential employees. Here are the most important recruiting statistics in 2023 that you need to know.
Remote Work & Contractor Statistics
1. 12% of full-time workers are fully remote; 29.4% work on a hybrid schedule (WFHResearch)
Many companies have adopted remote work setups—and with the convenience that this has brought to employees, many will look for roles that still accommodate it. As such, 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. 29% of employees want to continue working fully remote; an average of 13% want to work remotely at least one day a week (WFHResearch)
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 may actually help improve their efficiency and productivity in the long run.
3. 73% of workers are expected to turn to freelance work in 2023 (Fiverr)
Hiring of freelancers, contractors, and gig workers has increased dramatically over the last few years—and that trend is expected to continue, 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
4. Job seekers say the ease of remote video technology influences their decision to join a company (CareerPlug)
The convenience and time-saving efficiency of video interviews have made it a useful tool for screening candidates—and recruiters will likely continue to use it over the next few years. As such, 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. Job seekers rank work-from-home flexibility and company culture just below salary when considering a job opportunity (Impact)
Although salary/overall compensation is generally always the most important factor to job applicants, it isn’t the only thing they look for. Emphasize the other benefits of the role during the recruitment process, mainly focusing on skills training that can lead to advancement opportunities and workplace flexibility, as these are top incentives in today’s work setup.
6. 74% of new hires are actively looking for a new job within the first six months on the job (Lattice)
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 the rest of your workforce 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.
7. Providing feedback to finalists can help increase perceptions of fairness and soften the blow of rejection (The Talent Board)
In so many parts of life today, people get ghosted. They expect a business not to do that to them, and nearly every job applicant surveyed wants to hear why they weren’t selected for a position. Even sending a quick rejection 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’s reputation intact.
8. 42% of respondents declined a job offer because of a negative interview experience (SHL Labs)
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.
Learn more about how to hire employees and keep them.
Diversity, Equity & Inclusion (DEI) in Hiring Statistics
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. Should it not meet their expectations, 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. 70% of companies have a diversity and inclusion policy within their hiring process (Culture Amp)
Improving the diversity of an organization begins with the hiring process, and having a clear policy in place will help you attract and retain top-qualified talent. An anonymous screening (or blind hiring) process can help reduce bias when hiring; however, only 18% of companies are reporting using this practice.
11. Two-thirds of companies build a culture of trust through DEI initiatives (Affirmity)
Integrating DEI into your business strategy not only increases the diversity around your hiring practices but also creates a culture of inclusion throughout your entire organization. It goes beyond just being mindful when hiring—you must incorporate an overall spectrum of equality within your business strategies and the way you work with and embrace your workforce.
12. 86% of organizations feel their company is adequately diverse (Affirmity)
As company cultures become more inclusive, workforces are beginning to reflect the demographics of today’s market. Companies report that their workforces are more diverse now than they have been in the past. However, small businesses still struggle to maintain diversity, with very few reporting a fully diversity culture. Taking steps to prevent bias in the workplace can lead small businesses on a path to becoming more diverse.
13. Age is the most tracked diversity metric—followed by gender, race, and disability (findem)
As companies strive to be more inclusive in their hiring, 90% of businesses have at least one diversity goal. But, being inclusive is more than just hiring from multiple diverse groups; it means treating all employees fairly and without bias. Additionally, it extends to every aspect of an organization, including promotions, pay raises, work assignments, and access to resources.
Check out our DEI stats article for more key statistics and trends.
Work Culture Statistics
14. 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.
15. 92% of passive candidates would consider changing jobs for a company with an excellent brand and reputation (Recruitment Marketing)
Passive candidates are currently employed people not actively looking for a new job but would entertain an excellent opportunity if it came around. 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. If your brand isn’t well managed, those passive candidates may run in the other direction.
General Recruitment Statistics
16. Talent shortages are at an all-time high, and 75% of companies report hiring difficulties (Talent Board)
Following the high unemployment rate post-pandemic, job seekers are now back to work. This has created a talent shortage—the highest in over 16 years. Part of this is due to companies offering robust hiring packages, including flexible work arrangements, remote-only positions, and higher pay. To stay competitive, businesses must put their best foot forward and offer as many incentives to workers as their budget will allow.
Read our article to find out how to find employees.
17. 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 jobs that require 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 and find new employees.
18. Candidates are recommended to apply to two to three jobs online daily (Indeed)
In general, applicants must apply to multiple jobs in a day—which means numerous companies are looking at the same candidate at the same time. As such, it’s vital to have a process that will ensure that all candidates move through your recruiting process as efficiently as possible. Applicant tracking technology will come in handy here, as this can streamline your process and help your hiring managers make the best hiring decisions as swiftly as they can.
19. A referral makes a candidate 18 times more likely to be hired (CareerPlug)
Employee referral programs 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.
20. 39% of applicants find job openings on social media (Jobvite)
Embrace new hiring tools; advertising jobs on social media platforms like 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.
21. The median worker age is 42 (Bureau of Labor Statistics)
And it’s continually 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.
22. 76% of employers use skills-based hiring to find new talent (Test Gorilla)
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.
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.