Hiring can be tricky, there’s no doubt about it. And finding the person who ticks all the boxes is even more challenging in this strong economy. With the national unemployment rate down at just 3.6%, employers are competing to lock down top talent.
If you too are on the lookout for new workers, then you’ll be glad to know we’ve compiled a list of 70 recruitment statistics to help you create an effective hiring strategy.
We’ve gathered the most relevant stats about the current state of the recruiting industry and the hiring process. You’ll also find information on the latest recruiting trends and the benefits of creating a diverse workforce. We believe a little empathy goes a long way, so we’ve also included statistics about how candidates feel throughout the experience.
Without further ado, let’s take a look at our list.
- More than 73% of job seekers today are only passively looking for a job.
- The candidate application rate goes up by 34% when a job post includes a video.
- 54% of hiring professionals say work flexibility encourages retention and 51% agree it attracts candidates.
- 80% of HR leaders say employer branding has a significant impact on their ability to attract talent.
- On average, a corporate job post receives 250 resumes.
- It takes recruiters only six seconds to revise a candidate’s resume.
- Top talent gets hired by recruiters within 10 days.
- 73% of job seekers say the process of looking for a job is one of the most stressful events in life.
- 83% of candidates say it would greatly improve the overall experience if employers provided a clear timeline of the hiring process.
- Only 25% of companies set gender diversity targets when creating their hiring strategy.
Current Job Market
The national unemployment rate fell below 4% in 2019.
(Bureau of Labor Statistics)
The year began with a fairly low unemployment rate of 4% in January and has only decreased since. In fact, the unemployment rate has now reached its lowest level since 1969; in April and May it was just 3.6%. According to the latest data from the Bureau of Labor Statistics, in July alone approximately 164,000 jobs were created.
There have been 0.9 unemployed people per job opening in the US since September 2018.
(Bureau of Labor Statistics)
Employment statistics confirm that the US job market is currently a candidates’ market. With a hot streak of low unemployment numbers, companies are having a tough time finding the right workers. There simply aren’t enough job seekers since the ratio of unemployed people to job openings fell below 1:1 at the end of last year.
45% of job seekers say it’s harder to find a job than last year.
Despite a booming economy and low unemployment, nearly half of all job seekers feel it’s more difficult to land a job in 2019 than it was a year ago. Rural workers are more likely to say this than city slickers, with 27% and 17% of respondents respectively giving this answer. Job search statistics also show that most candidates from the transportation and real estate industries (56%) find job hunting more challenging this year than they did last year.
On the other hand, 20% of job seekers also say it’s easier to find work in 2019.
On the contrary, a fifth of all job seekers had no difficulty finding employment this year. Some 20% of candidates with a college degree and 20% residing in big cities said job search was easier this year. Even more workers from “high-skill” industries feel this way. A quarter of those looking for work in the tech industry, in telecommunications, and in marketing said it was easier to get a job this year compared to last year.
40% of employers plan to hire full-time, permanent employees this year.
(The Harris Poll)
According to the Harris Poll’s annual recruitment statistics, four in 10 employers reported intent to take on new full-time employees in 2019. Another 47% planned to recruit part-time workers, highlighting the strength of the economy.
66% of US companies were planning to expand in 2019.
Most corporate employers in the US have expressed optimism for this year, with about two in three companies overall reporting plans to growing their human capital and expand their business. This might turn out to be difficult with a shortage of workers. However, offering competitive benefits could sway professionals to leave their current positions and come work for new employers.
More than 73% of job seekers today are only passively looking for a job.
Workonic’s job search stats reveal that nearly three-quarters of American job hunters aren’t actively looking for a new job but would consider one if the right opportunity came along.
More than one in four working Americans weren’t searching for a job when they found their current job.
A lot of people are just somewhat satisfied with their role and wouldn’t mind changing employers if a better position came up. However, employers seem to be missing out on passive job seekers, since 42% of employed Americans say they haven’t been contacted by a recruiter in the past year.
19% of workers admit they have, at some point, turned down a job after signing an official offer but before their first day.
Jobvite’s hiring stats show an eight-point increase from last year’s results, when only 11% of the US workforce admitted to having bailed on an employer. Of those who back down on a signed offer, 58% say they got a better one from another company. Another 38% cite personal reasons for such a move, 28% decide to stay at their current company, while 17% discover new information about the company’s culture that changes their mind. Some respondents gave more than one answer to this question.
More than 20% of recruiters feel they cannot meet the demands of the best candidates.
In this candidates’ market, job seekers get to be picky about the company they want to work for. They ask for all the perks they deserve and employers compete for who’ll meet their demands. Unfortunately, hiring statistics reveal that one in five talent-acquisition specialists admit their companies can’t deliver what worthy candidates ask for.
The median employee tenure for all occupations in the US is 4.2 years.
(Bureau of Labor Statistics)
Once the hiring process is complete, workers tend to stay with a company for just over four years. Employees aged 55 to 64 have a median tenure of 10.1 years, which is more than three times what their younger counterparts aged 25 to 34 have (2.8 years).
Gig economy workers make up 36% of the US workforce.
Gallup’s statistics about the job market show that over a third of the American workforce participates in the gig economy through either their primary or secondary jobs. This might seem like a large percentage, but think about all the Uber drivers out there. Then there’s independent contractors like translators, writers, and marketers. The number of these non-traditional, independent, short-term working relationships is projected to jump to 43% by 2020.
Corporate employers plan to offer new hires holding an MBA degree a median starting salary of $115,000 per year in 2019.
Hiring candidates with the right set of skills and knowledge is a tough task in this competitive market. That’s why employers looking to hire candidates with MBAs offer big bucks. Hoping to attract the right talent, recruiters plan to provide annual salaries of around $115,000. This is more than double the amount they’re giving new employees with bachelor’s degrees: $55,000.
4,000 jobs were lost in the retail sector in July 2019.
(Bureau of Labor Statistics)
And while highly qualified white-collar workers find themselves in an excellent position in the current economy, some blue-collar workers are going through a rough patch. The retail sector witnessed 4,000 layoffs in the month of July alone, while the number of mining and logging jobs decreased by 5,000 during the same month, according to jobs statistics published by the BLS in August 2019.
75% of the global workforce will consist of millennials in 2025.
As aging baby boomers leave the workforce, millennials are becoming the dominant generation and calling most of the shots in the workplace. Employer loyalty might turn out to be one of the biggest challenges for HR specialists, since 25% of millennials plan to leave their company in the next 12 months.
Millennial turnover costs the US economy $30.5 billion annually.
Gallup’s job change statistics signal that employer loyalty already poses a problem among this demographic. According to the company’s research, 21% of millennials have changed jobs during the past year, compared to only 7% of respondents from other generations. This high turnover rate among workers born between the early 1980s and the 2000s places a huge burden on the American economy, costing $30.5 billion per year.
74% of US talent professionals say anti-harassment strategies are very important to the future of recruiting and HR.
Company culture is an increasingly important factor candidates consider when choosing their workplace. If a company is known for poorly handling harassment cases, its reputation sinks with it. That’s why, according to Linkedin’s hiring statistics for 2019, almost three-quarters of recruiters agree that anti-harassment policies and practices will be essential in future hiring strategies.
45% of employers say they can’t find the workers with the skills they need.
A survey conducted by Manpower Group that included around 40,000 employers from 43 countries shows that recruiters around the globe are experiencing difficulty filling positions. In fact, HR leaders reported the highest levels of talent shortages since 2006 when the research was first carried out.
27% of employers say candidates don’t have either the interpersonal aptitude or job skills they’re looking for.
Recruitment data gathered in the same study reveals that 27% of employers attribute the talent shortage to applicants’ lack of required skills and strength of character. Another 29% of global recruiters say the sheer lack of candidates applying for the job is the reason they can’t hire the right personnel.
54% of employers provide additional training and development in order to overcome talent shortages.
With plans for growth and expansion on one side and a lack of skilled applicants on the other, more than half of employers looking for workers are stepping up. If they can’t find candidates with the right skills, they have to train prospective workers and provide them with the required expertise.
Recruitment industry trends show that employers are also lowering their education and experience requirements (36%) and recruiting from outside the traditional talent pool (33%) in an attempt to tackle the talent-shortage conundrum.
Since 2016, there has been a 78% increase in LinkedIn job posts that highlight work flexibility.
LinkedIn’s 2019 Global Talent Trends Report highlights a huge spike in the number of job posts mentioning flexibility in the past three years. As employees’ ability to work remotely and at hours that suit them becomes the norm, companies who provide these conditions early on are at a great advantage.
54% of hiring professionals say work flexibility encourages retention and 51% agree it attracts candidates.
Employers who follow this hiring trend have a better shot at acquiring top talent as well as retaining workers. In today’s fast-paced world, employees really appreciate the possibility of working from home and the freedom to set their own hours. The perks of a flexible work environment account for a higher job satisfaction rate and a better work-life balance.
67% of job seekers try to find information about salaries when researching a company or looking at job ads.
The majority of job seekers focus on money when skimming through a job post. It’s a high priority for nearly 70% of applicants, according to job searching statistics published by Glassdoor earlier this year. Benefits come in as a close second, with 63% of candidates looking for this information in a job ad.
Only 27% of businesses share salary ranges publicly.
Even though candidates are eager to know what their salary would be, only 27% of companies disclose this information publicly. Of those who don’t shy away from sharing salary ranges, 67% inform candidates early on in the hiring process. A further 59% share ranges with employees and only 48% share ranges publicly on job posts.
75% of companies that don’t disclose salary information do so because they fear it would create salary disputes.
While sharing salary ranges decreases the average time to hire, a lot of companies remain reserved. According to LinkedIn recruiting statistics, 75% of employers who are not open about compensation with both their workers and applicants say they’re concerned about causing salary disputes. Another 34% worry it would harm their negotiating position.
13% of AI job advertisements on Glassdoor’s US site are posted by Amazon.
As AI replaces more and more menial jobs, large companies are increasing the amount they invest in developing and proliferating the technology. In the US, Amazon stands out as the employer looking to hire the most AI workers, with 64 active AI job posts on Glassdoor. NVIDIA and Microsoft are the second- and third-largest employers in the sector, posting 6% and 4% of the AI job ads on the same network respectively.
Eight in 10 employers say soft skills are increasingly important to company success.
One of the growing trends in recruitment is the search for employees who possess soft skills. As many as 80% of HR specialists say they have a hard time filling some positions because many otherwise qualified candidates lack the necessary soft skills for the jobs. Among the skills in highest demand and lowest supply are creativity, persuasion, collaboration, adaptability, and time-management skills.
More than 80% of HR leaders say employer branding significantly on their ability to attract talent.
Employer branding statistics published by Undercover Recruiter speak volumes about the importance of having a positive employer brand. When a company is renowned for treating its staff well, candidates line up whenever a position opens up. Such employers barely notice the talent shortage others are currently struggling with.
Nearly two in three job seekers acknowledge that they are less likely to apply for a job through a social network due to recent security breaches.
Overall, 65% of candidates feel apprehensive about submitting job applications through social media because they fear their personal data might get into the wrong hands. Baby boomers are the most suspicious of such an application process, with 69% saying they would avoid it. Similarly, 67% of millennials and 60% of people from Generation X feel the same way, according to social media recruitment stats.
In 2018, 43% of all open jobs at tech companies on Glassdoor were for non-technical roles.
Non-tech positions have been opening up faster than ever in the tech industry. The most sought-after candidates are those with sales skills. This is no surprise given that the top five roles that needed filling in 2018 were account executives, project managers, sales representatives, operations managers, and account managers.
The number of blockchain-related job posts on Glassdoor in August 2018 was 300% higher than in August 2017.
Global tech recruiters are fighting over the limited talent pool in this technical niche. As Glassdoor data shows, the number of job openings in the blockchain industry tripled in the 12-month period between August 2017 and 2018.
The average salary for blockchain jobs is $84,884 per year.
This emerging technology that has the potential to transform the financial world forever is not only in high demand, but it’s well paid, too. The annual salaries of blockchain specialists tend to be around $85,000, exceeding the national average of $52,461 by 62%.
With roughly three million applicants per year, Google has an acceptance rate of just 0.2%.
Google hiring statistics reveal just how difficult it is to become a Google employee. While the search engine company is acclaimed as a wonderful place to work, receiving awards for top employer year after year, it’s nearly impossible to get a job offer from Google. The competition is as fierce as the recruitment procedure is long.
The candidate application rate goes up by 34% when a job post includes a video.
If you would like to broaden your talent pool, consider adding a recruitment video to your job post. A study conducted by Career Builder shows that people respond very well to video material. More applicants will be inspired to contact you if you include a video that depicts your company culture or shares the day-to-day experience of your employees.
On average, a corporate job post receives 250 resumes.
If you were wondering how many applicants there are per job post, here’s your answer. Job application statistics indicate that some 250 candidates apply when a position opens up in a large corporation. Though this piece of information seems encouraging, going back to the second stat will give you a dose of reality. Even if a lot of people apply, unfortunately many of them don’t meet the basic requirements.
It takes recruiters only six seconds to evaluate a candidate’s resume.
With a slew of CVs to go through and a deadline for bringing in new workers, HR specialists need to be efficient. And according to this stat, they are. Resume statistics show it takes recruiters just six seconds to decide if a candidate will go to the next round. How did researchers come up with this number? By analyzing the eye-movement of hundreds of recruiters while they evaluated CVs.
Only 2% of applicants are called for an interview for the average job opening.
According to EBI’s interview statistics, only a small fraction of job seekers get called back for a meeting with a company representative in person. Deciding which candidates are worthy of one-on-one attention and your time definitely isn’t easy. Unfortunately, you need to eliminate most candidates based on their CVs to streamline the hiring process.
The best candidates only have to wait 10 days to find a new job.
High-quality candidates with loads of experience, robust soft skills, and a network of contacts have an average job search time of only 10 days. HR managers should take this into consideration when they spot a promising applicant. If they want that candidate to join the company, they need to act quickly.
64% of prospective workers would rather hear about the success of their job application via text than through an email or a phone call.
Two-thirds of job seekers would rather be contacted via text message than via email or phone call. It appears recruiters are aware of this and tend to adjust their method of communication according to the applicant’s age. Jobvite’s recruitment statistics from 2019 show that 44% of candidates under 40 get a text from a recruiter compared to only 24% of older applicants.
48% of businesses say their high-quality hires come from employee referrals.
If you are an employer looking for new employees, your best bet is to ask your current staff if they can recommend someone. Nearly 50% of business owners cite employee referrals as their top source of quality workers. Other places for sourcing great talent include third-party websites, online job boards, and professional social networks, according to 46% and 40% of recruiters respectively.
51% of talent professionals recruit throughout the calendar year for positions that may open up later on.
(The Harris Poll)
Hiring statistics published in The Harris Poll’s annual survey reveal that half of HR managers never stop hiring. In fact, they’re on the lookout for quality candidates all year round. Of those who continuously recruit, 55% say their time-to-hire goes down thanks to this practice and 42% say it reduces their cost-per-hire.
82% of recruitment professionals say they view candidates’ experience as very or extremely important.
A little over eight in 10 HR specialists consider candidate experience highly important. And they should, since roughly as many job seekers (78%) say they form their opinion of the employer based on how they are treated during the application process.
59% of companies assess candidates on their soft skills.
Workonic’s recruiting industry statistics indicate just how much employers value soft skills. Almost 60% of recruiters judge candidates based on their personality traits, social skills, emotional intelligence, and other skills they deem necessary for successfully doing the job at hand.
A recruiter’s conversation skills (40%) and appearance or personal style (37%) often prove to be the decisive factors that impact candidates’ view of the company.
And while HR specialists are judging the applicants, applicants are judging them right back. Those who work in recruitment are candidates’ first point of contact with any company, so it’s only natural that applicants form their opinion of the enterprise based on how well the HR employees converse and dress.
60% of applicants are at least somewhat comfortable negotiating their salary and working conditions.
As job seekers become aware of the fact that the current job market is a candidates’ market, they get more comfortable negotiating with employers. Recruiting statistics show a nine-point increase compared to last year, when 51% of job seekers reported being open to negotiation.
69% of men and 51% of women say they would enter into salary negotiations with an employer.
The figures show that men tend to be more confident than women in the workplace. This is true in the early stages, too. Even before securing a job, men boldly ask for better conditions more often than their female counterparts, according to Jobvite’s hiring stats.
Job Seekers’ Point of View
73% of job seekers say the process of looking for a job is one of the most stressful events in life.
All that waiting and high hopes that amount to nothing leave candidates stressed out by the job hunt. Almost three-quarters of candidates view the process as a very stressful life event, according to Career Builder’s Candidate Experience Report.
Lack of information about pay and benefits (50%) and interview schedule changes (50%) are the two main reasons job seekers view the search as stressful.
Glassdoor’s recruitments statistics have localized the cause of frustration candidates feel when looking for work. Applicants don’t appreciate mystery regarding salary and benefits, nor do they like when employers disrespect them by changing the interview time. Untimely responses (47%) and a lack of information about job responsibilities (46%) are also disheartening for candidates.
83% of candidates say it would greatly improve the overall experience if employers provided a clear timeline of the hiring process.
For most candidates, being in the dark is one of the worst parts of the job hunt. The vast majority would feel much better if employers searching for employees set some expectations about the length of the hiring process.
Across all skill levels, nearly a third of US workers were looking to change jobs in 2019.
(The Harris Poll)
The latest stats on jobs show that 32% of American employees would like to get a new job this year. This doesn’t necessarily mean they want to change their employer; some would be happy with a promotion within their current company.
24% of unemployed job seekers consider company culture an important factor when deciding to apply for a job.
When people are having trouble getting a job, company culture becomes a secondary concern. They cannot afford the luxury to be picky and discard a potential bread-winning opportunity just because they have read negative reviews about the work environment in a particular organization. Their employed counterparts, on the other hand, can. Recruitment trends indicate that 38% of job seekers who can count on a regular paycheck take organizational culture under serious consideration.
More than 70% of candidates apply for jobs in the same metro area, while 28.5% apply for jobs that would require them to move to a new metro area.
Companies that hire out of state applicants have a bigger candidate pool to choose from. The findings of the 2019 Job Seeker Nation Survey suggest that almost 30% of Americans looking for work wouldn’t have a problem moving to a different metro area for a good job opportunity. However, most workers feel deeply rooted in their current location and send applications only to local companies.
78% of employers feel they do a good job setting expectations upfront and communicating throughout the hiring process, while only 47% of job-seekers agree.
Career Builder’s recruitment statistics highlight a discrepancy between how employers view their ability to set candidates’ expectations and how applicants perceive this ability. While companies think they’re doing a good job at defining the application process and sharing information with interested candidates, the other side cares to disagree. Applicants often wish for clearer communication and better-defined timelines. This is important to note since only 36% of potential candidates are job seekers!
51% of workers and job seekers say their preferred source for finding a relevant new job opportunity is an online job platform.
According to online recruitment statistics, people are trusting of websites that post job ads, such as Glassdoor, LinkedIn, and Jobs.com. These websites are the preferred method of slightly more than half of job seekers, regardless of whether they currently have a job or not. Hearing about a job opportunity from a friend (45%) and finding it on a company’s careers site (35%) are the next-most common methods of discovering open positions.
Competitive benefits (48%), a convenient commute (47%), and a relatively high salary (46%) are the factors that attract most job seekers.
These were the top three reasons candidates named when asked what inspires them respond to a job ad. Glassdoor stats indicate that job seekers value benefits and a short commute more than a generous salary, reinforcing the importance of work-life balance.
Women are 22% more likely than men to look for work flexibility when deciding whether or not to take a job.
Since women tend to take on more family responsibilities than men, they value a flexible work environment more than their male colleagues. Women aged 36 to 45 are the most likely to make flexibility a top priority when choosing a job.
Female candidates are 50% more likely than male candidates to give up on a potential job because of CEO misbehavior.
Hiring stats show that as many as 42% of women have encountered CEOs whose misconduct has made them drop out of the application process. This happens to men less often – only 21% of male candidates report having done the same.
89% of job seekers agree that an employer’s career website is important for finding key information.
When in search of info on a potential employer, candidates turn to the company’s website. As HR statistics strongly suggest, having an informative and well-designed career website bodes well with candidates. Indeed, 56% of applicants think they can tell what it would be like to work for a company based on its career site. If you manage one of these sites, make sure to regularly update it.
On average, candidates will read six company reviews before forming an opinion about the business.
We trust online reviews, and not only when it comes to hotels and restaurants. Former employees and job seekers post reviews about employers too. And other candidates trust them. Thankfully, they won’t base their entire opinion on a single review, but will instead read as many as six before coming to a conclusion.
48% of applicants say the pre-employment screening experience affects how favorably they view a potential employer.
Recruitment statistics published in Career Builder’s Candidate Experience Report point to the significance of the manner in which companies conduct background checks. Even though most job seekers understand such checks are necessary and accept them, they appreciate employers’ discretion during the process.
Only 47% of workers trust that job descriptions accurately depict job responsibilities.
Maybe they have been assigned additional tasks too many times in the past, or maybe they are just sceptical. For whatever reason, jobs stats show approximately 50% of employees fear their new job will entail more than was initially disclosed.
29% of workers admit to having left a job within the first 90 days.
Thorough job descriptions are essential to retaining new hires. Of those who have left their jobs within the first three months, 45% say they did it because the day-to-day role was not what they had expected. Honesty is the best policy as it will set the right expectations among employees and consequently keep your churn rate low.
26% of American workers have quit a job because they were unsatisfied with the onboarding or training process.
First impressions matter, so do your best to properly introduce new hires to the organization and train them well. This is another key takeaway from human resources stats published by iCIMS last year. Perhaps an even more alarming fact is that 44% of workers didn’t quit during that period but considered doing so.
79% of job seekers say they use social networks in their job search.
Social media recruitment statistics recently published by Zety confirm that social networks are effective channels for attracting talent. Some eight in 10 job seekers turn to these platforms in their search for a new job. So, if you’re an employer searching for employees, post your ad on Facebook and Instagram in addition to career websites like Glassdoor and LinkedIn. It will surely broaden your talent pool.
60% of millennials say they are open to new job opportunities.
Workers who belong to this generation have earned a reputation for being job-hoppers. In fact, Gallup’s recruitment statistics show that six in 10 millennials say they would change their job if the right opportunity presented itself, while 21% say they worked for a different employer a year ago.
76% of job seekers state that not hearing back after submitting a job application trumps the frustration of not hearing back after a first date.
As awful as it is to receive no news from a date, being ignored by a company is apparently much worse. When potential employers don’t get in touch with a candidate, they annoy the candidate and harm their own reputation, world market hiring stats show.
Diversity in the Workplace
Companies with racially and culturally diverse teams are 33% more likely to achieve above-average profitability than companies with executive teams made up of people with the same background.
People with different backgrounds have their own unique ways of solving problems. When an executive team is made up of members from different cultural and racial backgrounds, its profitability goes up by 33%, as Glassdoor’s diversity hiring stats reveal.
For nearly 30 years, white applicants have been, on average, receiving 36% more callbacks than black applicants with identical resumes.
(Harvard Business Review)
A longitudinal study carried out by scientists from Harvard University highlights some disappointing results. After analyzing data from 24 field experiments, which included more than 54,000 applications across 25,000 positions, researchers published these discouraging hiring discrimination statistics. Black American candidates have been suffering the same levels of discrimination for the past quarter of a century.
Only 25% of companies set gender diversity targets when creating their hiring strategy.
(Women in the Workplace)
Two-thirds of employers report having a strategy in place to increase hiring for underrepresented groups. However, just a quarter say they have defined targets for employing an equal number of male and female workers according to Lean In’s gender bias in hiring statistics.
Hispanics and Latinos comprise 8% of all US graduates but they hold only 4% of senior executive positions.
This is yet another stat that shows we have a long we to go until we as a nation accomplish our diverse hiring goals. The hiring rate for black Americans in executive positions is even lower: 10% of all American graduates are black, yet this racial group comprises only 4% of senior executives in our country.
Winning Over Top Talent
With the current talent shortage, employers are forced to up their game in order to attract high-quality staff. The latest recruitment statistics indicate that being upfront with candidates about the duration of the hiring process and remuneration enhances their experience and creates a positive employer brand. Job seekers increasingly value a flexible work environment. They also respond well to job posts with video content about what it’s like to work in a company.
Hopefully, you are now armed with the knowledge you need to win over the workers you want on your team.