70 Recruitment Statistics for Attracting Top Talent in 2021

70 Recruitment Statistics for Attracting Top Talent in 2021
ByIvana V.
January 06,2021

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.

(Manpower Group)

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.

(Manpower Group)

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.

(Manpower Group)

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.

(Undercover Recruiter)

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.


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.

(Career Builder)

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.

Hiring Process

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.

(The Ladders)

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.

(Career Builder)

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.

(Career Builder)

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.

(Career Builder)

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)

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.

(Career Builder)

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.

(Career Builder)

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.


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.

Frequently Asked Questions
Where to look for a job?

You can’t go wrong if you begin your search online. If you google places that are currently hiring, in the top results you’ll see websites like Glassdoor, LinkedIn, Indeed, and Snagajob. These job search platforms allow users to filter tens of thousands of job posts according to their qualifications, location, job requirements, and other criteria.

Asking friends and family members if there’s a job opening in their companies is also a good idea. Statistics about job opportunities show that having a referral increases your chances of landing a job.

When do companies hire?

Job seekers will be glad to learn that half of companies hire throughout the year. The other half look for workers only when the need for them arises.

How many open jobs are there in the US now?

The Bureau of Labor Statistics reports that there were 7.3 million job openings on the last business day of June 2019. That’s quite an impressive list of hiring jobs.

How big is the recruiting industry?

Statista’s data shows that the staffing and recruitment industry was worth $148.1 billion in 2018. It is projected to grow pretty fast, reaching $157.8 billion next year.

What percentage of applicants get an interview?

Even in a candidates’ market, the competition is tough. According to Web Wire’s job interview statistics, only the top 2% of candidates get invited to sit down and have a conversation with the recruiter.

About author

Ivana is a staff writer at SmallBizGenius. Her interests during office hours include writing about small businesses, start-ups, and retail. When the weekend comes, you can find her hiking in nature, hanging off of a cliff or dancing salsa.

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Corporate crime statistics reveal that a typical white-collar felon is a married male in his forties. (Bajoka) (University of Cincinnati School of Criminal Justice) The typical white-collar criminal doesn’t look any different than the co-workers you sip your morning coffee with. He is likely in his mid-forties, though some start earlier. He doesn’t have a criminal record and hasn’t committed any criminal acts until his late 30s. Most of them boast at least a Bachelor’s degree and belong to the professions not so often associated with illegal activities: lawyers, financial advisors, accountants, and clergy members. Some companies use employee tracking software to get a better insight into their workforce, but these felons are usually in positions of power, where they don’t get tracked or at least know how to circumvent it.  Statistics of white-collar crime in the US show 35.3% of felons have more than $10,000 in assets. (University of Cincinnati School of Criminal Justice) As we can see from the statistics gathered in the research commissioned by The University of Cincinnati School of Criminal Justice, over a third of white-collar criminals are well-established in the society, with more than $10,000 in assets. 63.5% have residential stability, and out of that number, 50.3% are homeowners. They are usually highly ranked in their companies, often at managerial positions, and 65.8% of them have steady employment.  White-collar crime racial statistics reveal 73.9% of offenders are white. (University of Cincinnati School of Criminal Justice) Social and other prejudices often take over the minds of people when they think of criminal activities. Corporate crime is a different beast, though.  Nearly three-quarters of white-collar offenders are white people coming from middle-class or better backgrounds. Notably, income tax frauds are overwhelmingly white-male driven crimes, with 91.4% of perpetrators being male and 89.1% white. Only 6.1% of corporate criminals come from an unhealthy family background. (University of Cincinnati School of Criminal Justice) When we speak or think about thefts, kidnapping, rape, or murders, we often envision the perpetrators coming from tough financial conditions and unhealthy family backgrounds. Statistics on white-collar crime indicate some often overlooked facts regarding the families the felons come from. Namely, only 6.1% of them were raised in families where they were abused, neglected, or abandoned as children. Only 6% grew up with at least one family member involved in criminal activities, and 15% had parents who struggled to provide the necessities of life. Common Types of White-Collar Crimes Asset misappropriation schemes account for 86% of frauds and cause a median loss of $100,000 per case. (2020 Global Study on Occupational Fraud and Abuse) Now that we know who commits white-collar crimes and the statistics behind them, we can determine the most common types of these crimes. According to the data gathered in the Report to the Nations global study on occupational fraud and abuse, the most frequent fraud scheme is asset misappropriation. This felony accounts for 86% of all white-collar crimes, but, luckily, it’s the least costly type with a median loss of $100,000 per case. Asset misappropriation happens when an employee misuses or steals the company’s resources and thus defrauds their employers.  Financial statement frauds are the most costly type of white-collar crime, with a median loss of $954,000. (2020 Global Study on Occupational Fraud and Abuse) Luckily, white-collar crime statistics indicate that financial statement fraud schemes are the least common type of corporate fraud, accounting for only 10% of the cases. So what are financial statement frauds? They involve schemes in which the offender intentionally omits or misstatements the material in the company’s financial statements. Corruption accounts for 43% of cases and causes a median loss of $200,000 per case. (2020 Global Study on Occupational Fraud and Abuse) Corruption takes up an expectedly high proportion of occupational frauds. Offenses such as bribery, extortion, conflicts of interest, bid-rigging, and other illegal activities cause losses of around $200,000 per case. One of the more alarming facts about white-collar crime is that corruption cases often cost companies more than just money. Often their reputation goes on the line, and many have to reach out to costly reputation management services to mitigate the damage. 64% of organizational offenses in the United States happen in closely-held or private corporations. (United States Sentencing Committee) Speaking of the structure of the organizations where frauds are committed, 64% of them are private or closely-held corporations. US white-collar crime statistics show that limited liability companies account for 22.7% of cases, and 9.3% of cases happen in publicly traded corporations. If we dig deeper into the infrastructure of American businesses committing corporate offenses, we can conclude that most are small in size. Namely, 66.1% had fewer than 50 employees, and only 9.7% had more than 1,000.  Only 9% of frauds happen in nonprofit organizations. (2020 Global Study on Occupational Fraud and Abuse) Although nonprofit organizations reported very low white-collar crime rates, the $75,000 in damages per case can be a serious blow to smaller organizations. According to the 2020 Report to the Nations study, private organizations accounted for 44% of corporate frauds, public ones for 26%, government agencies for 16%, and other company types for 6%. General White-Collar Crime Statistics FBI white-collar crime statistics show that these criminal offenses cost the US over $300 billion per year. (Cornell Law School 2020 Global Study on Occupational Fraud and Abuse) According to the Federal Bureau of Investigation (FBI), corporate crime offenses are estimated to cost the US more than $300 billion every year. Aside from fines, other penalties for white-collar crimes include paying the cost of prosecution, home detention, forfeitures, community confinement, supervised release, and even imprisonment.  Only 56% of organizations conducted an investigation of their worst corporate criminal incident. (PwC's Global Economic Crime and Fraud Survey 2020) When we look at white-collar crime report statistics, we can see that the main reason for the persistent recurrence of corporate crime might be the lack of people willing to report it. Figures show that only 56% of businesses conducted an investigation of their worst incidents related to white-collar crime. Simultaneously, barely one-third of organizations reported the incident to the board. 89% of the interviewees reported negative emotions after an incident or fraud happened at the company. Taking all the necessary steps to address and better understand the issue results in fewer fraud cases in the future. Ignoring white-collar crime sentencing statistics for a moment, nearly 60% of companies who conducted detailed investigations into the fraud cases ended up being better off for it.  80% of white-collar crime perpetrators received some punishment in 2020, but only 59% of the cases were referred to law enforcement agents. (2020 Global Study on Occupational Fraud and Abuse) Organizations can refer to the corporate criminal incident internally, through civil litigation, or by reaching out to law enforcement. The statistics on the response to frauds indicate that nearly half of the victim organizations (46%) never refer these frauds to law enforcement, believing that internal discipline is sufficient. Another big reason for refraining from reaching out to the criminal justice system is the fear of bad publicity (32%). There were 755 cases of money laundering in the United States in 2020. (United States Sentencing Committee) White-collar crime statistics by the state indicate that the Southern District of Florida had the highest number of money laundering cases during the fiscal year of 2020 (42). This was followed by the Southern Districts of New York and Texas, with 33 convictions each. One of the ways to prevent money laundering and tax evasion is to engage professional tax software solutions to help companies stay up-to-date and compliant with state and federal tax laws. White-collar crime prison statistics reveal that the maximum prison sentence for insider trading in the United States is 20 years. (US Securities and Exchange Commission) Even though not many people and organizations are willing to go to law enforcement in resolving corporate fraud cases, there are exceptions. When reaching out to the criminal justice system to solve the problem, victim organizations can expect the maximum prison sentence for insider trading to be 20 years. At the same time, the maximum amount of money charged from corporate criminals is $5 million for individuals and $25 million for organizations. Obviously, insider trading is just one of the many corporate frauds that can ruin a company’s finances and reputation, but the steep punishments should serve to encourage more people to speak up and get the felons convicted.
By Danica Djokic · October 07,2021
Diversity and inclusion are some of the most important policies that can not only improve the working environment and enhance employee engagement but significantly contribute to all other aspects of any business. The benefits are numerous, and we will discuss them as we unveil some of the most interesting diversity in the workplace statistics. Being a diverse company means hiring people of different ethnicities, gender, age, religion, etc. Companies that have successfully implemented D&I initiatives are often seen as more desirable for employees due to their broader perspective and the positive attitude they cherish. We have done our research, and these are some of the reasons everyone should embrace diversity. Editor’s Choice of Diversity in the Workplace Statistics In 2019, millennials accounted for 35% of the US labor force. Only 8% of CEOs at Fortune 500 companies are female. Diverse companies are 70% more likely to acquire new markets. 46% of Hispanic and 39% of black women earn less than $15 an hour. During the COVID-19 pandemic, fathers who worked remotely were promoted three times more than women in the same position. General Workplace Diversity Data and Stats In 2020, only 17.9% of persons with disabilities were employed in the US. (US Bureau of Labor Statistics) Based on the report published by the US Bureau of Labor Statistics, in 2020, the unemployment rate for persons with disabilities grew compared to the previous year. In 2019, the percentage of employed persons with disabilities in the US was 19.3. However, those numbers dropped to 17.9 the following year.  Regarding people without disabilities, the report stated 66.3% of them were employed during 2019, but the numbers decreased to 61.8% in 2020. These rates show that there is still much work to be done to overcome the lack of diversity in the workplace, and statistics will need to include more people with disabilities in the workforce going forward. By 2024, it’s expected that 24.8% of the US workforce will be employees older than 55. (Deloitte) It’s not a secret that the US workforce is aging each year. Research on shifting workforce demographics, conducted by Deloitte, suggests that by 2024 employees aged 55+ will make up 24.8% of the workforce. This might not mean much to you, but it is a severe increase if we go back to 1994 when this percentage was significantly lower, or to be precise, 11.9%. The research also projects that the US workforce diversity statistics are about to change and, by 2024, less than two-thirds of the labor force will be defined as “white non-Hispanic.” Back in 1994, over 75% of the labor force fell into that category. In 2019, millennials accounted for 35% of the US labor force. (Pew Research Center) Millennials are all those born between 1981 and 1996, and back in 2019, they accounted for over a third of the US labor force. In 2016, the millennial generation surpassed Generation Xers and became the largest population in the US labor force.  According to research from 2019, Millennials are expected to comprise 75% of the global workforce by 2025.  Gender Diversity in the Workplace Statistics Only 8% of CEOs at Fortune 500 companies are female. (Statista) The gap between male and female leadership roles has always been a thing, and there are multiple statistics to confirm that. However, it looks like things are changing for the better. As Statista confirmed earlier this year, there’s been a new record when it comes to female CEOs. As of June 14, 2021, there were 41 female CEOs employed at Fortune 500 companies. According to the statistics, this wasn’t the only record that got broken. For the first time ever, two black women are running America's 500 highest-grossing companies, giving us hope that gender diversity on executive boards might become a reality in the not-so-distant future. In terms of the median salary in the US, women earn around 18% less than men. (PayScale) The gap between the leadership roles isn’t the only hurdle that women are facing in business nowadays. PayScale, a company that helps employers and employees understand the appropriate pay for every position, reviewed these issues in its Gender Pay Gap Report for 2021. According to this report, women earn only $0.82 for every dollar a man makes. Although it might sound discouraging, this is a slight improvement compared to 2020, when they earned one cent less, as per employment diversity statistics. Also, bear in mind these are uncontrolled pay gap statistics - when doing the same job with the same qualifications, the numbers are less dire: women earn 98 cents for every dollar a man does. During the COVID-19 pandemic, fathers who worked remotely were promoted three times more than women in the same position. (CNBC) The ongoing COVID-19 pandemic has affected all aspects of the business as we know it. Many had to adapt to the new reality and switch to their home offices instead. According to a CNBC report, 34% of men with children working from home received some kind of promotion during this period.  On the other hand, women’s jobs have been hit much harder by the pandemic. According to an analysis conducted by the National Women’s Law Center, of the 1.1 million workers ages 20 and over, who left the labor force between August and September of 2020, 865,000 were women. Racial and Cultural Diversity in the Workplace Statistics 46% of Hispanic and 39% of black women earn less than $15 an hour. (The Washington Post) In 2019, around 39 million people earned less than $15 per hour. These 39 million employees made about 28% of the workforce at the time, and the majority of the low-wage category consisted of Hispanic and black women. In fact, they were more than 2x as likely as white men to fall into this wage category.  Based on the Washington Post’s research on diversity in the workplace, statistics haven’t really changed since 2019. Roughly 46% of Hispanic women and 39% of Black women still make less than $15 an hour. On the other hand, only 18% of White and Asian men hover around this wage bracket. More than 90% of all Google employees are white or Asian men. (Statista) According to Statista, the distribution of Google employees in the US from 2014 to 2021 does not look very racially or gender-diverse. The data for 2021 shows that white men account for 50.4% of employees, with Asian men following with 42.3%. On the flip side, only 4.4% of the employees are black men and women. If you look at the timeline of these statistics on diversity in the workplace, you will see the Asian population is experiencing steady growth, while the white population dropped from 64.5% in 2014 to 50.4% in 2021.  In 2019, black people held only 3.2% of senior leadership roles in large organizations in the US. (Coqual) “Being Black in Corporate America” is the name of Coqual’s intersectional exploration aimed to show if and how things have changed for the black people in the US during the past few years. The research on the representation of black adults in the US has shown that only 3.2% of black people held senior leadership roles in major companies, with just 0.8% of them being Fortune 500 CEOs. Benefits of Diversity in the Workplace Statistics Diverse companies produce 19% more revenue than those with non-diverse leadership. (Forbes) A study by the Boston Consulting Group (BCG), published in 2018, has found that diverse leadership increases the bottom line for companies. According to the study, increasing the diversity of leadership teams can lead to improved financial performance and better innovation. The study included 1,700 companies of all sizes across eight different countries. These findings are important as they show that diversity isn’t just an inclusion metric but an integral part of any successful business. In 2019, gender-diverse companies were 25% more likely to outperform their competitors. (McKinsey) Various diversity in the workplace stats show just how important diversity is and how it can help boost the overall performance of businesses of all sizes. Based on the findings from McKinsey’s research in 2019, companies with gender diversity have 25% higher chances to achieve higher profits than those with less gender diversity on the executive boards. Ethnic diversity in leadership teams is another vital factor. According to the report, companies implementing ethnic and cultural diversity on the executive level have a 36% likelihood of outperforming the competition.  Diverse companies are 70% more likely to acquire new markets. (Harvard Business Review) (Josh Bersin) Establishing a diverse workplace is vital for all modern organizations, and there are many diversity in the workplace statistics that prove this. Diverse companies also have 2.3 times higher cash flow per employee. They are also far better at capturing new markets when compared to the companies that do not practice diversity hiring.  80% of US job candidates look for inclusion when choosing an employer. (Deloitte) Salary and working hours aren't the only deciding factor when it comes to choosing a new employer. Back in 2017, Deloitte published a research paper that surveyed more than 1,300 full-time employees from a range of organizations all across the US. The paper showed just how important diversity and inclusion initiatives are by showing that four-fifths of all employees look for an inclusive workplace. 39% of respondents confirmed they would quit their current job if they found a more inclusive working environment, while 23% indicated they already left a job for that very reason.
By Nikolina Cveticanin · October 04,2021
Women account for 50.8% of the US population, hold 57% of all undergraduate degrees, and approximately 60% of all master’s degrees. And even though they hold about 52% of all management-level jobs, American women cannot keep pace with men in terms of representation when it comes to top leadership roles.  As male vs. female CEO statistics show, it’s the profit and loss roles or P&L responsibilities such as leading a brand, unit, or division, that set executives on the track to becoming a CEO. On the other hand, women who advance into C-suites - the “chief” jobs in companies - typically take on the roles such as head of human resources, legal, or administration. Although all of these functions are extremely important, the line of work they focus on doesn’t involve profit-generating responsibilities, which rarely makes them a path to running a company. Why does the percentage of CEOs that are female remain low in all parts of the world? There isn’t a simple answer to this question. Several studies have shown that it’s the fusion of work-life constraints, early professional trade-offs, and firmly established attitudes towards women in power and the skills and traits that make a good leader that can explain why the careers of equally ambitious and capable men and women often take such different turns. Let’s take a look at some of the most interesting findings. Male vs Female CEO Statistics - Editor’s Choice Female CEOs are running 41 Fortune 500 companies. There are two Black women among the Fortune 500 CEOs. Women made up only 5% of the CEOs appointed in 2020 globally. At the CEO level, men outnumber women by approximately 17 to one.  59% of male employees aspire to become CEOs versus 40% of women. 77% of women say the biggest obstacle to gender equity at the workplace is the lack of information on how to advance. Between 2015 and 2020, the share of women in senior vice president roles in the US increased from 23% to 28%. (McKinsey & Company) Over the same period, the percentage of women in the C-suite went up from 17% to 21%. All women, especially those of color, remained significantly outnumbered in senior management positions. However, prior to the start of the coronavirus pandemic, the representation of female workers in corporate America was slowly trending in the right direction.  According to 2020 statistics on female CEOs in the United States, 21% of C-suite members were women.  (McKinsey & Company)  Based on the survey results published by McKinsey & Company, there’s a leaky pipeline for women in leadership. In 2020, female workers accounted for 47% of entry-level positions, 38% of management roles, and 33% senior management/director roles. Women were entrusted with under one third (29%) of all vice president positions in American organizations. For every 100 men who got promoted to a managerial role, only 85 women advanced to the same position, based on the 2020 data.  (McKinsey & Company) This gap was even larger for women of color as only 71 Latinas, and 58 Black women received a promotion. Consequently, women remained underrepresented at the managerial level holding just 38% of manager positions, while men accounted for 62%. Male vs female CEO statistics from 2020 indicate that 39% of senior-level women burned out compared to 29% of men. (McKinsey & Company) Furthermore, 36% of women felt pressured to work more, in comparison with 27% of men. At the same time, 54% of C-suite women reported that they constantly felt exhausted, and so did 41% of men in similar positions. More than 50% of women in senior leadership roles promote gender and racial equality at work, in comparison with approximately 40% of male top executives. (McKinsey & Company) Women in leadership positions are more likely than men in senior-level roles to take a public stand on racial and gender diversity and champion the advancement of employee-friendly programs and policies. Women CEOs are also more likely to sponsor and mentor other female workers. According to the results of a recent survey, 38% of women in senior-level positions currently mentor or sponsor at least one woman of color, compared to only 23% of men in the same roles.   Female CEOs are running 41 Fortune 500 companies. (Fortune, Statista) In 2021, the number of women appointed to CEO positions in America's 500 highest-grossing companies reached an all-time high. However, the new record still only translates to approximately 8% of female representation at the top of the country's largest public businesses.  On the plus side, the number of women CEOs of Fortune 500 companies almost doubled in comparison with 2018 when there were 24 females leading the nation’s biggest businesses. Calls for diversity and inclusion in the highest echelons of America’s business world are starting to bear fruit as the number of female Fortune 500 chief executive officers increased for the third consecutive year. The top five biggest female-led Fortune 500 businesses as of August 2021 are CVS Health (rank four), Walgreens Boots Alliance (rank 16), General Motors (rank 22), Anthem (rank 23), and Citigroup (rank 33).  Speaking of women in leadership roles, statistics show that there are two Black women among the Fortune 500 CEOs. (Fortune) For the first time, two Black women are running Fortune 500 businesses - Roz Brewer of Walgreens Boots Alliance (rank 16) and Thasunda Brown Duckett of TIAA (rank 79). Before Duckett and Brewer started their new jobs in 2021, only one Black woman - Ursula Burns, former Xerox chief - had ever been appointed CEO at a Fortune 500 business on a permanent basis. After Burnes stepped down from the role in 2017, and, with the exception of Bed Bath & Beyond's Mary Winston, who worked as interim chief for a few months in 2019, Black female chief executive officers have been missing from the Fortune 500 list ever since. Citigroup CEO Jane Fraser is the first woman to run a major Wall Street bank. (Fortune) Fraser’s appointment marked huge progress for the financial industry. Much like Dick's Sporting Goods chief Lauren Hobart, Clorox chief Linda Rendle, new Coty CEO Sue Nabi, Walgreens Boots Alliance’s Roz Brewer, Thasunda Brown Duckett of TIAA, and CVS’s CEO Karen Lynch, Fraser took over from a male CEO. Statistics on Fortune 500 CEOs by gender reveal that there were only 37 female and 463 male chiefs leading America’s highest earning businesses in 2000. (Fortune) The number of women in CEO positions in the Fortune 500 hasn’t been growing steadily throughout the last two decades. There were 24 female chiefs in 2015, 21 women CEOs in 2016, and 32 women running Fortune 500 businesses in 2017, while that number dropped to 24 in 2018.  At the median, 16 female CEOs earned $13.6 million in 2020, in comparison to $12.6 million for the 326 men included in a study. (Equilar) According to a study published in May 2021 comparing a male CEO salary vs. a female CEO salary, women have outpaced men in total pay but remained underrepresented in executive positions. Equilar’s study indicates that Lisa Su, the chief executive officer of Advanced Micro Devices, was the highest-paid woman for the second consecutive year and the highest-paid CEO overall in 2020.  Globally, women made up only 5% of the CEOs appointed in 2020. (Heidrick & Struggles) The highest percentage of newly-appointed female CEOs was in Ireland (15%), while the lowest was in Brazil (0%). This is according to a paper that analyzed the backgrounds of chief executives leading 965 of the largest companies in 20 markets around the world. It sought to identify the skills and experience that shaped their path to the top while taking different male vs. female CEO statistics into account.  At the CEO level, men outnumber women by approximately 17 to one.  (Morningstar) According to a study that explored the gender gap in US companies, the number of male executive officers is seven times higher than the number of women holding the same positions. More than 50% of the companies analyzed didn’t have a single female on their lists of executive officers. Jackie Cook, the author of the Morningstar report, found that online retail giant Amazon didn’t have any women among its highest-paid executives as of 2020.  Women who negotiate for raises and promotions are 30% more likely to be considered as "too aggressive" or "intimidating". (Business Insider) Speaking of male managers vs. female managers, statistics reveal that women who don’t negotiate at all are 67% less likely to receive the same negative feedback. The proportion of women in senior management roles increased from 20% in 2011 to 29% in 2020, globally. (Grant Thornton) As 2019 saw a jump of 5% compared to 2018 (amounting to a total of 29%), 2020 represents a leveling off of the progress made during the previous year. This lack of movement doesn’t necessarily reflect a failure of companies to address the existing gender gap. Globally, the proportion of companies with at least one woman in senior management was 87% in 2020.  (Grant Thornton) The number of female CEOs and senior managers has risen by almost 20 percentage points over the last few years. For comparison, this figure stood at 68% in 2015 and 68% in 2017.  77% of women say the biggest obstacle to gender equity in the workplace is the lack of information on how to advance. (Working Mother Research Institute) Only 41% of female survey participants, as opposed to 64% of male respondents, said they have a network of coaches, mentors, and sponsors offering them career guidance. 37% of women versus 64% of men said that their companies provide information on career paths that lead to executive roles. (Working Mother Research Institute) Additionally, women CEO statistics indicate that 74% of female employees understand what the specific requirements are for advancing to the highest-paying roles in their companies even though they don’t receive this type of information directly.  60% of women believe they have the same opportunities to advance as anyone else at their workplace versus 74% of men.  (Working Mother Research Institute) Similarly, 65% of women express they are satisfied with the way their careers are progressing, and so do 78% of men.  Male vs female CEO stats reveal that 59% of male employees aspire to become chief executives versus 40% of women.  (Working Mother Research Institute) Of those women who aspire to become CEOs, 6% are first-level managers (as opposed to 13% of men) and 39% are executives. The same goes for 40% of men hoping to take on the role of chief executive officer.  Businesses with high representations of women in leadership roles had a 35% higher return on equity and 34% higher total shareholder return in comparison with male-dominated companies.  (Catalyst) Female vs male CEO statistics compiled by an NGO during a review of 353 Fortune 500 companies show that the differences were most apparent in facial services, consumer discretionary, and consumer staples industries.
By Milica Milenkovic · September 24,2021

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