HR Statistics

HR Statistics: Job Search, Hiring, Recruiting &
Interviews
The definitive list of human resource statistics and research for 2022. See data on resumes, job
interviews as well as hiring and recruiting.
By Bart Tuczynski
What is the average number of applicants per job? How much does it cost to hire
someone? How long does the recruitment process take?

Wouldn't it be helpful if there was a collection of recruiting and job statistics all in
one place?

Breaking down the job hunt into numbers is tricky business—

One report says hundreds of talented people are going after the same job. Another is
full of recruitment statistics that “prove” there isn’t a single talented person out there.

And who has time to research all the human resource and hiring statistics anyway?

25 Most Important Human Resource Statistics

 96% of job seekers say that it's important to work for a company that
embraces transparency.
(Glassdoor U.S. Site Survey, 2017)

 79% of job seekers say they are likely to use social media in their job
search and this increases to 86% for younger job seekers.
(The Open University, 2019)

 On average, each corporate job offer attracts 250 resumes. Of those
candidates, 4 to 6 will get called for an interview, and only one will get the
job.
(Glassdoor)

 1 in 6 candidates who applied for a job were asked for an interview.
(Jobvite 2017 Recruiting Funnel Benchmark Report)

 Recruiters take an average of 6 seconds to scan a resume.
(TheLadders)

 87% of recruiters use LinkedIn to check candidates.
(Jobvite Recruiter Nation Report 2016)

 After finding a job opening, 64% of candidates said they research a
company online and 37% said they will move on to another job opening if
they can’t find information on the company.
(Careerbuilder 2016)

 Top 5 pieces of information job seekers want employers to provide as they
research where to work:
○ Details on compensation packages
○ Details on benefits packages
○ Basic company information
○ Details on what makes the company an attractive place to work
○ Company mission, vision and values
(Glassdoor U.S. Site Survey, January 2016)

 91% of employers prefer their candidates to have work experience, and
65% of them prefer their candidates to have relevant work experience.
(NACE Job Outlook 2017)

 87% of Millennials rate professional career growth and developmental
opportunities as important to them in a job.
(Gallup 2016)

 Nearly 80% of Millennials look for people and culture fit with employers,
followed by career potential.
(Collegefeed, March 2014)

 In 2015, 51% of those who did have jobs were searching for new ones or
watching for openings.
(State of the American Workplace Report Gallup 2017)

 American Millennials are now more likely to say they will stay 5+ years with
a company than to leave within 2 years.
(2017 Deloitte Millennial Survey)

 Average time-to-hire a new employee was 39 days in 2016, down from 43
days in 2015.

 50% of candidates say they wouldn't work for a company with a bad
reputation - even for a pay increase.
(Betterteam Blog 2017)

 92% would consider leaving their current jobs if offered another role with a
company that had an excellent corporate reputation.
(Corporate Responsibility Magazine, September 2015)

 69% of job seekers are likely to apply to a job if the employer actively
manages its brand.
(Glassdoor 2016)

 Average cost per hire statistics for companies is $4,129.
(SHRM Human Capital Benchmarking Report 2016)

 33% of American workers are engaged at work vs. 70% of workers at the
world's best organizations.

 61% of employees say the realities of their new job differ from expectations
set during the interview process.
(Glassdoor 2013)

 80% of job seekers believe their companies foster diversity at work.
(Jobvite 2017 Job Seeker Nation Study)

 Ethnically diverse companies are 35% more likely to have a financial
performance above the industry mean.
(McKinsey 2015)

 41% of US employers plan to use text messages to schedule job interviews.

 By 2016, only 19% of recruiters were investing in a mobile career website.

 78% of 2017 grads completed an internship or apprenticeship.
(Gen Z Report Accenture 2017)

 97% of 2017 grads said they will need on-the-job training to further their
careers.

 In 2020 it's estimated that 35% of job openings required at least a
bachelor’s degree, 30% of job openings required some college or an
associate’s degree and 36% of job openings required no education beyond
high school.
(Georgetown University Center on Education and the Workforce 2020)

 The average number of jobs held in a lifetime is 12.5 for men and 12.1 for
women.
(Bureau of Labor Statistics)

 The number one reason why employees quit is a lack of appreciation at
their current job. 79% of employees who quit claimed this was a major
reason for leaving.
(O.C. Tanner 2019)

 81% of employees would consider leaving their jobs for the right offer.
(Hays)

 Up to 85% of jobs are filled via networking.
(LinkedIn)

Job Search Statistics

 Current unemployment rate in the U.S. is 6.7% with 10.7 million people
looking for jobs.
(US Bureau of Labor Statistics, November 2020)

 Long-term unemployed in the U.S. (longer than 6 months) make up 36.9%
of the unemployed at 3.9 million.
(Bureau of Labor Statistics, November 2020)

 The average amount of time to find a job is 24 weeks.
(Bureau of Labor Statistics, November 2020)

 It takes 100–200 job applications to get one job offer
(TalentWorks, 2017)

 As of the last day of October 2020, there 6.7 million job openings available
in the U.S.
(Bureau of Labor Statistics, December 2020)

 The average length of a workweek was 38.7 hours in 2015, up from 38.1
hours in 1980.
(The State of American Jobs Report Pew Research October 2016)

 On average, a full-time employee in the United States of America works
1,786 hours per year.
(OECD, 2019)

 Average number of weeks worked per year increased from 43 in 1980 to
46.8 in 2015. (Combined, it adds up to an additional month of work per
year.)

 The average time at a job is 4.1 years. That's the median number of years
that wage and salary employees have been with their current employer.
(Bureau of Labor Statistics, Employee Tenure in 2020, September 2020)

 59% of employees say they've been working with their current employer for
more than three years. And 22% of older millennials between 30 and 37
have been with their current employer for more than 7 years.
(Udemy)

 In 2015, 51% of those who did have jobs were searching for new ones or
watching for openings.

 89% of Glassdoor users are either actively looking for jobs or would
consider better opportunities.

 87% of organizations cite culture and engagement as one of their top
challenges, and 50% call the problem "very important."
(Global Human Capital Trends 2015, Deloitte, February 2015)

 Current job satisfaction statistics for American workers:
○ Very Satisfied - 49%
○ Somewhat Satisfied - 30%
○ Dissatisfied - 9%
○ Very Dissatisfied - 6%
(The State of the American Jobs Report Pew Research October 2016)

 In 2014, 51% of workers had worked for their current employer for 5+ years
compared to 46% in 1996.

 Job seekers will spend an average of 11 hours a week looking for work.
(Careerbuilder)

 Only 12% of employees agree that their company does a good job of
onboarding new employees.

 33% of American workers are engaged at work vs. 70% of workers at the
world's best organizations.

 In 2015, Millennials became the dominant demographic on the labor
market.
(Pew Research 2015)

 Millennials have the highest rates of unemployment and underemployment.

 Do workers think their credentials and qualifications match up with the
requirements of their jobs?:
○ Overqualified - 41%
○ Qualified - 50%
○ Underqualified - 9%

 68% of employees believe they are overqualified for their current job.
(State of the American Workplace Gallup 2017)

 44% of recent grads found it difficult or extremely difficult to find a job.
(Gen Z Grads Class of 2017 Accenture)

 49% of recent grads accepted a lower salary or compromised on benefits.
(Gen Z Grads Class of 2017 Accenture)

 Jobs requiring social skills have grown 83%.
(The State of the American Job Report Pew Research October 2016)

 Jobs requiring analytical skills (computer / critical thinking) grew 77%.

 Jobs requiring both social and analytical skills have grown 94% since 1980.

See more job search statistics: Job Search Statistics and Gig Economy Statistics

Recruiting and Hiring Statistics for HR

 Top trends for the future of recruiting:
○ More Diverse Candidates - 37%
○ Focus on Soft Skills Assessment - 35%
○ Investment in Innovative Interviewing Tools - 34%
○ Company Mission Used as a Differentiator - 33%
○ Big Data - 29%
(LinkedIn Global Recruiting Trends 2017)

 95% of recruiters say that hiring will remain as competitive in 2017 as it
was in 2015 and 2016.

 On average, each corporate job offer attracts 250 resumes. The typical
employer will then interview 4–6 candidates for the job, and only one will
be successful.
(Glassdoor)

 The average number of applicants per job opening was 29 in 2018, down
from 36 in 2017 and 52 in 2016.
(Jobvite 2019 Recruiting Benchmark Report)

 63% of recruiters say talent shortage is their biggest problem.
(2017 Recruiter Sentiment Study MRI Network)

 Average time to hire a new employee was 39 days in 2016, down from 43
days in 2015.

What barriers are there to identifying qualified talent?

 According to recruiters:
○ Not enough suitable candidates - 63%
○ Candidates don't respond to calls and emails - 42%
○ Difficulty finding passive talent - 34%
○ Too many unqualified junk resumes from job boards - 23%
○ Other - 11%

 In 2016, 56% of recruiters said they can't make good hires because of
lengthy hiring procedures.
(2016 Recruiter & Employer Sentiment Survey MRI Network)

How many interviews before getting a job offer?

○ Three - 51%
○ Four - 22%
○ Two - 17%
○ Five or More - 9%
○ One - 1%

 The recruitment process can be longer depending on screening methods:
○ Phone Interview - +6.8 - 8.2 days
○ Group Panel Interview - +5.6 - 6.8 days
○ One-on-one Interview - +4.1 - 5.3 days
○ Background Check - +3.1 - 3.4 days
○ Presentation - +2.7 - 4.2 days
○ IQ Test - +2.6 - 4.4 days
○ Job Skills Test - +0.6 - 1.5 days
○ Personality Test - +0.9 - 1.3 days
○ Drug Test - +0.3 - 0.8 days
(Glassdoor)

 Where do hires come from? Which source is used most for job searching
and recruiting? Here are the top five sources:
○ Career Sites - 27.35%
○ Job Boards - 18.76%
○ Referrals - 15.83%
○ Internal Hire - 15.25%
○ Agency - 4.52%

 Where are applications coming from? Here are the top five sources:
○ Job Boards - 52.17%
○ Career Sites - 33.90%
○ Referrals - 3.07%
○ Internal Hire - 2.26%
○ Agency - 1.76%

 Internal hiring is 6x more effective than all other sources of hiring.

 Referrals are 5x more effective than all other sources of hiring.

 46% of employees hired through referral programs stay for three years or
more, while only 14% of those hired through job boards stay.
(Jobvite Index)

 Referrals are hired 55% faster than those hired through a career site.
(Jobvite Index)

 To get quality referrals, 64% of recruiters report awarding monetary
bonuses as incentive.

 Average conversion rate of career websites visitors to applicants - 8.59% in
2016, down from 11% in 2015.

 In 2016, 1 in 6 candidates who applied for a job were asked for an interview.

 The average conversion rate from interview to offer - 19.78% in 2016
translating to 5 interviews per offer.

 The conversion rate of offers accepted - 83.1% in 2016, down from 89% in
2015.

 The average time from interview to job offer is 20–40 days, depending on
your industry and location.
(Jobvite 2018 Recruiting Benchmark report and Glassdoor Time to Hire report 2017)

Why are job offers rejected?

○ Accepted Another Offer - 32%
○ Compensation - 25%
○ Took Counteroffer - 15%
○ Lengthy Hiring Process - 11%
○ Other - 6%
○ No Rejection - 5%
○ Limited Promotion or Career Pathing - 2%
○ No Flexible Scheduling - 2%
○ Inadequate or No Relocation Package - 2%

 According to candidates:
○ No Offer Was Rejected - 40%
○ Compensation - 27%
○ Accepted Another Offer - 12%
○ Limited Promotion or Career Pathing - 6%
○ No Flexible Scheduling - 6%
○ Other - 6%
○ Too Long Ago to Remember - 2%
○ Inadequate or No Relocation Package - 1%
○ Took Counteroffer - 0%
○ Lengthy Hiring Process - 0%

How many interviews before a job offer was rejected?

○ Three - 45%
○ Two - 20%
○ Four - 17%
○ No Rejections - 10%
○ One - 4%
○ Five or More - 4%

How much time passed between the first interview and a rejected offer?

○ 5-8 Weeks - 46%
○ 1-4 Weeks - 39%
○ 9+ Weeks - 5%

 Candidates don’t want to complete an application that will take longer than
20 minutes.
(Careerbuilder)

 76% of job seekers want to know how long it’s going to take to fill out an
application before they start.
(Careerbuilder)

 66% of job seekers said they would wait only two weeks for a callback after
which they consider the job a lost cause and move on to other
opportunities.
(Careerbuilder)

 Average cost per hire for companies is $4,129.
(SHRM Human Capital Benchmarking Report 2016)

 The average cost of a bad hire is up to 30% of the earnings of the employee
in the first year according to the Department of Labor. But a report from
one CEO put the cost as high as $240,000.(US Department of Labor
and Jörgen Sundberg, CEO of Link Humans)

What is most attractive to prospective hires? Company culture
statistics.

○ Advancement Opportunities - 72%
○ Better Compensation Packages - 64%
○ Improved Work-life Balance - 58%
○ Better Company Culture - 37%
○ Fun Company Culture - 11%
○ Collaborative Environment - 10%
○ Access to Emerging Tech - 8%
○ Other - 7%
○ Training / Continued Education - 5%
○ Sense of Camaraderie - 2%

 According to candidates:
○ Competitive Compensation Packages - 52%
○ Emphasis on Work-life Balance - 38%
○ Advancement Opportunities - 31%
○ Collaborative Environment - 29%
○ Training / Continued Education - 27%
○ The Organization's Ethics - 27%
○ Work From Home Options - 25%
○ Ease of Commute - 21%
○ Access to Emerging Tech - 16%
○ Sense of Camaraderie - 10%
○ Other - 3%

 Common benefits and perks that companies offer:
○ Paid Vacation - 92%
○ Health Insurance - 91%
○ Paid Leave - 86%
○ Other Insurance Coverage - 82%
○ Retirement Plan - 68%
○ Wellness Program - 58%
○ Reimbursement of Conference Fees - 57%
○ Professional Development Programs - 57%
○ Employee Assistance Programs - 56%
○ Company Perks (Discounts, Paid Memberships) - 55%
○ Free or Subsidized Parking or Transportation Passes - 50%

 How important are work from home options for candidates?
○ Somewhat - 37%
○ Not Very - 28%
○ Not At All - 18%
○ Extremely - 18%

 Top five pieces of information job seekers want employers to provide as
they research where to work:
○ Details on Compensation Packages
○ Details on Benefits Packages
○ Basic Company Information
○ Details on What Makes the Company Attractive
○ Company Mission, Vision, Values
(Glassdoor US Site Survey January 2016)

 What job seekers expect to find on a job description:
○ Salary - 74%
○ Total Benefits Package - 61%
○ Employee Ratings - 46%
○ Contact Info of Hiring Manager - 40%
○ Work From Home Options - 39%
○ Description of Work / Life Balance - 35%
○ Photos / Videos of the Work Environment - 31%
○ Descriptions of Team Structures and Hierarchies - 27%
○ Number of People Who’ve Applied - 25%
(Careerbuilder)

 90% of job seekers say that it's important to work for a company that
embraces transparency.

 76% want details on what makes the company an attractive place to work.
(Glassdoor survey, October 2014)

 61% of job seekers say they would leave their job for health insurance.

 92 percent would consider leaving their current jobs if offered another role
with a company that had an excellent corporate reputation.
(Corporate Responsibility Magazine, September 2015)

 53% of employees who get paid vacation would leave for more at another
company.

 50% of employees with retirement plans would leave for a better retirement
plan.

 48% of employees who get paid leave would leave for more paid leave.

 35% of employees would change jobs for a flexible working location (off-
site full time), only 12% of companies offer it.

 40% of employees would change jobs for profit sharing, 20% say
companies offer it.

 51% of employees would change jobs for a retirement plan with a defined
pension, 43% say companies offer it.

 51% of employees would change jobs for flextime, 44% say their company
offers it.

 Real cost of employee turnover:
○ Entry-level Employees - between 30-50% of the annual salary to replace them.
○ Mid-level Employees - upwards of 150% of their annual salary to replace them.
○ High-level or Highly Specialized Employees - 400% of their annual salary.
(ERE)

Read Zety's unique Candidate Experience Survey of 1,000+ job seekers.

4
Resume Statistics

 Here’s what recruiters say will get a resume rejected in 2016:
○ Impersonal Applications (No Hiring Manager’s Name) - 84%
○ No Thank You Note After Interview - 57%
○ Resumes Aren’t Customized and Tailored - 54%
○ No Cover Letter - 45%
○ No Follow Up With Employer After Interview - 37%
(Careerbuilder)

 What recruiters say they look for on a resume:
○ Job Experience - 67%
○ Cultural Fit - 60%
○ Cover Letters - 26%
○ Prestige of College - 21%
○ GPA - 19%

 On average, each corporate job offer attracts 250 resumes. Of those
candidates, 4 to 6 will get called for an interview, and only one will get the
job.
(Glassdoor)

 62% of employers are specifically looking for your soft skills.
(Careerbuilder)

 93% of employers consider soft skills an “essential” or “very important”
factor in hiring decisions.
(Wonderlic.)

 42% of job seekers say that expanding their skill set is a top priority when
choosing an employer.
(Udemy)

Learn more about skills employers look for.

 What recruiters look for in job seekers:
○ Resumes Tailored to the Open Position - 63%
○ Skill Sets Listed First on a Resume - 41%
○ Cover Letters - 40%
○ Application Addressed to the Hiring Manager - 22%
○ Links to Personal Blogs, Portfolios, or Websites - 16%
(Careerbuilder)

 Recruiters take an average of six seconds to scan a resume.
(TheLadders)

 Not using your professional skills can hurt a resume as much as one year
of unemployment. The damage is limited for those who had temp agency
employment.
(American Sociological Review)

 80.4% of resumes errors come from mistakes in former job experience
descriptions.
(TheLadders)

 71.6% of resume errors come from the miscommunication of skills on a
resume.
(TheLadders)

 68.7% of resume errors involved missing accomplishments.
(TheLadders)

 75% employers caught a lie on a resume.
(CareerBuilder, 2018)

 The typical job seeker writes only one resume in their job search. Typically,
it's one page long.
(Zety, 2020)

Job Interview Statistics

 The average conversion rate from interview to offer was 19.78% in 2016,
translating to 5 interviews per offer.

 The average interview process length in the US was 27.5 days in 2019.
(CMD Recruitment)

 In 2016, 1 in 6 candidates who applied for a job were asked for an interview.

How many interviews come before a job offer?

○ Three - 51%
○ Four - 22%
○ Two - 17%
○ 5 or More - 9%
○ One - 1%

 Conducting a phone Interview can add 6.8 - 8.2 days to the recruitment
process.
(Glassdoor 2015)

 Conducting a group panel interview can add 5.6 - 6.8 days to the
recruitment process.
(Glassdoor 2015)

 Conducting a one-on-one interview can add 4.1 - 5.3 days to the
recruitment process.
(Glassdoor 2015)

How long does it take between an interview and a job offer?

 According to recruiters the interview-to-offer timeline is most often three to six
weeks:
○ 5-6 Weeks - 35%
○ 3-4 Weeks - 31%
○ 7-8 Weeks - 23%
○ 1-2 Weeks - 8%
○ 9+ Weeks - 3%

How many interviews happen before a job offer is rejected?

○ Three - 45%
○ Two - 20%
○ Four - 17%
○ One - 4%
○ 5 or More - 4%

How much time passed between the first interview and a rejected offer?

○ 5-8 Weeks - 46%
○ 1-4 Weeks - 39%
○ 9+ Weeks - 5%

 61% of employees say the realities of their new job differ from expectations
set during the interview process.
(Glassdoor 2013)

 41% of employers say that they might not interview a candidate if they can’t
find them online.
(Careerbuilder)

 A 10% harder interview process is associated with 2.6% higher employee
satisfaction later.
(Glassdoor 2015)

 34% of recruiters list investment in innovative interviewing tools as a top
trend for the near future.

 The most popular interview technique is structured interviews, used
frequently by 74% of HR professionals. This is followed by behavioral
interviews (73%), phone screening (57%), and panel interviews (48%).
(LinkedIn Glocal Recruiting Trends 2018)

6
Millennials Recruitment Statistics

 Millennials make up 38% of the American workforce, on track for up to 75%
by 2025.
(Gallup 2016)

(Gallup State of the American Workplace Report 2017)

 71% of Millennials say they're not engaged or are actively disengaged at
work.
(Gallup 2016)

 Estimates show that Millennial turnover due to poor engagement costs the
US economy $30.5 billion a year.
(Gallup 2016)

 Millennials change jobs an average of four times in their first decade out of
college.
(LinkedIn 2016)

What methods and tools engage and retain Millennials?

 According to Recruiters:
○ Ability to Work from Home - 38%
○ Career Pathing - 32%
○ Cool Technology - 23%
○ Not Applicable - 18%
○ Company Perks - 17%
○ Open Floor Plans - 14%
○ Mobile over Desktop - 13%
○ Internal Social Sharing Platforms - 10%
○ Groups Devoted to Mentoring and Diversity - 9%
○ Other - 3%
(2017 Millennial Hiring Trends Study MRI Network)

 60% of Millennials (US) say they’re open to different job opportunities.
(Gallup 2016)

 Yet, American Millennials are now more likely to say they will stay 5+ years
with a company than to leave within 2 years.

 In 2016, 64% of US Millennials planned on leaving their jobs in the next 5
years.

 What will Millennials change their job for?:
○ Flextime - 63%
○ Flexible Location (Off-site Part Time) - 50%
○ Flexible Location (Off-site Full Time) - 47%
○ Student Loan Reimbursement - 45%
○ Tuition Reimbursement - 45%
○ Paid Maternity Leave - 44%
○ Paid to Work on Independent Project - 42%
○ Paid Paternity Leave - 37%
○ Child Care Reimbursement - 30%

 38% of Millennials worldwide plan on leaving their jobs within 2 years,
down from 44% in 2016.

 31% of Millennials worldwide plan on staying 5+ years in their job, up from
27% in 2016.

 7% of Millennials worldwide say they will "leave soon," down from 17% in
2016.

What are the top channels used to attract Millennials?

 According to Millennials:
○ Market Reputation (Employer Brand) - 40%
○ Goodwill/Community Outreach - 16%
○ Employee Ambassadors - 15%
○ Online Presence - 12%
○ Quick Mobile-apply Process - 11%
○ Other - 6%

What is most important to Millennials?

 According to Millennials:
○ Compensation and Benefits - 28%
○ Mentorship - 26%
○ Opportunities for Advancement - 26%
○ Sense of Purpose from Work - 16%
○ Work-life Balance - 16%
○ Flexible Arrangements (Remote Work) - 5%
○ Teams - 2%
○ Other - 2%
○ Company Perks - 1%
○ Cutting-edge Technology - 1%

 50% of Millennials say they’d consider taking a job with a different
company for a raise of 20% or less.
(Gallup 2016)

 87% rate professional career growth and developmental opportunities as
important to them in a job.
(Gallup 2016)

 Nearly 80% of Millennials look for people and culture fit with employers,
followed by career potential.
(Collegefeed, March 2014)

 45% of Millennials rate professional career growth as "very important" to
them as opposed to 31% of GenXers and 18% of Baby Boomers.

 65% of Millennials prefer full time employment as it offers them "job
security" and a "fixed income."

 Two thirds of Millennials have employers with flexible arrangements - 69%
with flexible working hours and 68% with flexible roles.

 61% of Millennials believe GenZ will have a positive impact on the
workplace.

 In 2015, Millennials became the dominant demographic on the labor
market.
(Pew Research 2015)

 What will Millennials change jobs for?:
○ Flextime - 63%
○ Flexible Location (Off-site Part Time) - 50%
○ Flexible Location (Off-site Full Time) - 47%
○ Student Loan Reimbursement - 45%
○ Tuition Reimbursement - 45%
○ Paid Maternity Leave - 44%
○ Paid to Work on Independent Project - 42%
○ Paid Paternity Leave - 37%
○ Child Care Reimbursement - 30%


 Body odor turns off 56% of recruiters, while dressing “too casually”
impacts hiring decisions for 62% of them.

Learn stereotypes and the truth about millennials: Millennials Are Killing... It

Online and Social Media Recruitment Statistics

 Where do job seekers go to look for jobs?
○ Company Websites - 77%
○ Referrals - 71%
○ Suggestions from Friends or Family - 68%
○ Online Job Sites (Monster, Careerbuilder) - 58%
○ Publications or Online Sources in a Field - 57%
○ General Web Search (Google, Bing, Yahoo) - 55%
○ Professional Network Site (LinkedIn) - 47%
○ Professional or Alumni Organization - 41%
○ News Media - 39%

 Job seekers say they use an average of 7.6 job sites during a job search.
(Glassdoor 2016)

 79% of job seekers say they are likely to use social media in their job
search
(Glassdoor 2013)

 18% of job seekers said they will check out hiring managers on social
media platforms while job hunting.

 After finding a job offer, 64% of candidate said they research a company
online and 37% said they will move on to another job offer if they can’t find
information on the company.

 50.5% of recruiters say social media has changed their recruiting results.
(2016 Recruiting Benchmark Survey NACE)

 29% of recruiters are investing in recruiting via social media platforms.

 60% of recruiters are investing in company career websites.

 28% of recruiters are investing in recruiting via job boards.

 The top social media platforms recruiters use to check candidates include:
○ LinkedIn - 87%
○ Facebook - 43%
○ Twitter - 22%
○ Blog - 11%
○ Instagram - 8%
○ Youtube - 6%
○ Snapchat - 3%

 87% of recruiters use LinkedIn to check candidates, but only 43% use
Facebook and 22% Twitter

 67% of social job seekers use Facebook to search for jobs.

 60% of recruiters use social networking sites to research candidates.
(Careerbuilder)

 59% of recruiters use search engines to look up candidates.
(Careerbuilder)

 Recruiters will disqualify candidates if they find evidence of the following
on their social media profiles:
○ Provocative or Inappropriate Content - 46%
○ Alcohol and Drugs - 43%
○ Bigoted Content (Race, Religion, Gender, etc.) - 33%
○ Bad-mouthing Previous Company - 31%
○ Poor Communcation Skills - 29%
(Careerbuilder)

 Recruiters will disqualify candidates if they find evidence of the following
on their social media profiles:
○ Typos - 72%
○ Marijuana - 71%
○ Oversharing - 60%
○ Alcohol - 47%
○ Selfies - 18%

 For recruiters over 65, 63% find evidence of alcohol consumption on social
media as negative.

 41% of employers say that they might not interview a candidate if they can’t
find them online.
(Careerbuilder)

 Only 36% of recruiters will try to add candidates as friends on a private
account. When asked, 68% of job seekers granted permission, which is
down from 80%.
(Careerbuilder)

 41% of employers say they research current employees on social media,
with 32% using search engines.
(Careerbuilder)

 63% of US employers expect employees to have social media experience.

Employer Branding Statistics

 51% of recruiters say that employee branding is the number one
investment that they will increase in the next year.

 Employer branding has a significant impact on hiring talent according to
80% of recruiters.

 46% of Glassdoor members read reviews before they speak with a
company recruiter or hiring manager.
(Glassdoor Survey September 2013)

 86% of Glassdoor users read company reviews and ratings before making
a decision to apply for a job.

 55% of jobseekers who have read a negative review have decided not to
apply for a job at that company.(CareerArc)

 36% of employees say a company's market reputation is "very important"
when considering a new job.

 39% of women vs. 33% of men say market reputation is "very important"
when considering a new job.
(Gallup)

 40% of Millennials say market reputation has the biggest influence on their
impression of an employer.

 69% of job seekers are likely to apply to a job if the employer actively
manages its brand (e.g., responds to reviews, updates profiles, shares info
on culture and work environment).
(Glassdoor 2016)

 62% of Glassdoor users agree that their perception of a company improves
after seeing an employer respond to a review.

 Companies with positive brands get 2x as many applications as companies
with negative brands, and they spend less on employees.

 Companies with bad reputations pay 10% more per hire.
(Harvard Business Review 2016)

 50% of candidates say they wouldn't work for a company with a bad
reputation - even for a pay increase.

 Only 8% of the recruiting budget is spent on employer branding.

 Given an unlimited budget, 53% of recruiters would invest in employer
branding.

 Organizations that do invest in employer branding are 3x more likely to
make a quality hire.
(Brandon Hall 2015)

 The majority of job seekers read at least 6 reviews before forming an
opinion of a company.

 Fewer than half (49%) of employees would recommend their employer to a
friend.
(Glassdoor Data Labs, December 2015)

 Best channels to build an employer brand:
○ My Company's Career Site - 61%
○ LinkedIn - 55%
○ Third-party Website or Job Board - 40%
○ Facebook - 35%
○ Campus Recruiting - 31%

 Nearly 3 out of 4 employees say their employer does not (or doesn't know
how) to use social media to promote their brand.
(Glassdoor 2013)

9
Diversity Statistics

 Employed workforce demographics by race:
○ African American - 11.9%
○ Asian - 6.1%
○ Hispanic or Latino - 16.7%
(US Bureau of Labor Statistics 2016)

 Women make up 47% of the overall workforce.
(Pew Research October 2016)

 Women make up 55% of workers holding jobs requiring social skills.

 Women make up 52% of workers holding jobs requiring analytical skills.

 Men make up 70% of workers holding jobs requiring physical or manual
skills.

 67% of active and passive job seekers say diversity is important to them
when they’re evaluating companies and job offers.
(Glassdoor Survey 2014)

 80% of job seekers believe their companies foster diversity at work.

 Here's who thinks diversity is "very important" in the workplace:
○ African Americans - 60%
○ Hispanics - 43%
○ Women - 36%
○ Asian/Pacific Islanders - 32%
○ Men - 29%
○ Whites - 27%

 32% of job seekers ranked diversity as "important," and 18% as "not
important."

 37% of recruiters ranked recruiting more diverse candidates as a top trend
in the near future.

 In 2015, American women working full time were paid 80% of what their
male counterparts made on average, creating a pay gap of 20%.
(AAUW 2017)

 Women are 82% more likely to believe that men are paid more for the same
work.

 Ethnically diverse companies are 35% more likely to have a financial
(McKinsey 2015)

 Gender diverse companies are 15% more likely to have a financial
(McKinsey 2015)

 Companies with the highest level of ethnical diversity will bring in 15 times
more sales revenue than companies with the lowest level of racial diversity.
(McKinsey 2015)

 Women account for 19% of corporate board members in the US.
(McKinsey 2017)

 There are 32 female CEOs (1 Latina) of Fortune 500 companies up from 21
in 2016, but only accounting for 6.4% of the list.
(2017 Fortune 500)

 There are only 4 African American CEOs (all men) of Fortune 500
companies, accounting for 2% of the list.
(2017 Fortune 500)

 Fortune 500 CEOs by Ethnicity and Race:
○ White - 73%
○ Asian - 21%
○ Latino/a - 3%
○ African American - 2%
○ Two or More Races - 0.6%
○ Native American - 0.2%
○ Hawaiian or Pacific Islander - 0.1%
(2017 Fortune 500)

Learn more from Zety's studies on: ageism, resume bias, political conflict at work.

10
Mobile Recruiting Statistics

 Conducting a phone Interview can add 6.8 - 8.2 days to the recruitment
process.
(Glassdoor)

 In 2014, 48% of job seekers thought mobile devices would be the most
common way to search for jobs by 2017.
(Glassdoor 2014)

 41% of US employers plan to use text messages to schedule job interviews.

 Only 10% of recruiters were investing in providing applications via mobile
in 2016.

 In 2014, 45% of job seekers said they used their mobile devices to search
for jobs at least once a day.
(Glassdoor 2014)

 By 2016, only 19% of recruiters were investing in a mobile career website.

 Mobile job seekers reported searching for jobs in bed (52%), at their
current job (37%), or in the restroom (15%)

 In 2014, 89% of job seekers believed a mobile device was an important tool
for the job search.
(Glassdoor 2014)

11
Students and Recent Graduates Statistics

 It takes the average college graduate three to six months to secure
employment after graduation.(University of Washington 2019)

 In 2016, 44% of new grads wanted to work for medium or small businesses
and startups.
(Accenture 2016)

 In 2017, 19% of grads want to work for large companies, up 37% over 2016
grads.

 69% of 2017 grads expect to make more than $35,000 a year, only 49% of
recent grads make that much.

 66% of 2017 grads believe they can make more than $35,000 a year at large
companies vs. 44% at small companies.

 81% of 2017 grads believe they can advance their careers in large
companies, vs. 63% in small companies.

 78% of 2017 grads completed an internship or apprenticeship.

 72% of 2017 grads believe they can get training at large companies vs. 57%
at small companies.

 29% of 2017 grads believe they will stay 5+ years at a large company vs. 9%
at small companies.

 Recruiters are hiring recent graduates for:
○ IT Positions - 27%
○ Customer Service - 26%
○ Finance - 19%
○ Business Development - 19%
○ Sales - 17%
(Careerbuilder)

 Recruiters are looking for candidates with the following majors:
○ Business - 35%
○ Computer and Information Sciences - 23%
○ Engineering - 18%
○ Math and Statistics - 15%
○ Health Professionals and Related Clinical Sciences - 14%
○ Communications Technologies - 11%
○ Engineering Technologies - 11%
○ Communication and Journalism - 8%
○ Liberal Arts and Sciences, General Studies, and Humanities - 7%
○ Science Technologies - 7%
○ Social Sciences - 6%
○ Biological and Biomedical Sciences - 6%
○ Architecture and Planning - 6%
○ Education - 5%
(Careerbuilder)

 94% of 2017 grads expect to find a job in their field of study.

 Only 57% of recent grads work full-time in their field of study.

 In 2016, 68% of new grads said they wanted on-the-job learning and 67%
got training from their first employer.

 97% of 2017 grads said they will need on-the-job training to further their
careers.

 Only 27% of college graduates are working in a job directly related to their
major. (Undergraduate degree holders)
(Federal Reserve Bank of New York)

 Only 24% of employers feel that new graduates are not prepared for work at
all.
(Careerbuilder)

 Recruiters blame missing skills on
○ Book Learning Over Real-world Learning - 47%
○ No Blend of Technical and Liberal Arts Skills - 39%
○ Not Prepared for the Complexity of Entry-level Roles - 25%
○ No Focus on Internships - 13%
○ Are Up-to-date with Technology Changes - 13%
○ Wrong Degree - 11%
(Careerbuilder)

 83% of 2017 grads believe their education prepared them for their career,
but 84% still expect formal training.

 54% of recent grads consider themselves underemployed, up from 51% in
2016 and 41% in 2013.

 Recent grads are 2.5x more likely to stay for 5+ years if they don't feel
underemployed and their skills are being used.

 2017 grads are flexible about:
○ Relocating for the Job - 75% (up from 72% in 2016)
○ Weekends and Evening - 58% (up from 52% in 2016)
○ Unpaid Internship in Place of Paid Opening - 71%

 In 2016, 92% of new graduates said that it’s important that their company is
socially responsible.
(Accenture 2016)

Key Takeaway

Facts, figures, and HR statistics can put your job search into perspective. It’s good to
know how fierce the competition is and what you’re up against whether you're a
recruiter or a job seeker. As a job seeker, it suddenly makes a lot of sense to put the
effort and time into your resume when you know that hundreds of others also applied.

As for recruiters, knowing the numbers behind the job search can result in huge
savings.

Either way, having a tangible sense of what it looks like to get a job in today’s market
will give you the upper hand. And HR statistics are here to help.

HR Statistics

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HR Statistics: Job Search, Hiring, Recruiting &

25 Most Important Human Resource Statistics

Job Search Statistics

Recruiting and Hiring Statistics for HR

Job Interview Statistics

Millennials Recruitment Statistics

Online and Social Media Recruitment Statistics

Employer Branding Statistics

Mobile Recruiting Statistics

Students and Recent Graduates Statistics

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