Hiring used to rely on gut feelings, but things are changing.
Now, companies are turning to data to make better decisions. With AI becoming a key tool, it’s less about instinct and more about facts. This shift is helping companies find the right talent more easily.
In this article, we’ll take a look at the latest hiring statistics and how these trends are shaping the future of HR.
Top Hiring Statistics (Editor’s Picks)
We’ve handpicked 39+ of the latest hiring statistics, facts, and trends. Here are 6 that we believe will blow you away.
| 1 | 70% of the global workforce is made up of passive talent |
| 2 | The interview process takes an average of 23 days |
| 3 | Top candidates are available for 10 days before getting hired |
| 4 | 50% of candidates apply for jobs from job sites |
| 5 | 76% of companies say recruiting automation frees up recruiters’ time |
| 6 | 68% of employees prefer work-life balance over higher pay |
Global Hiring Statistics
70% of the global workforce is made up of passive talent (LinkedIn)
About 70% of workers aren’t actively looking for new jobs. They are open to the right offer but aren’t applying. The other 30% are actively searching. Reaching the passive group requires a different approach, like networking or personal outreach. This strategy can open doors to talented workers not actively seeking a new position.
It takes 3 to 4 times a position’s salary to hire a new employee (SHRM)
Replacing an employee can be expensive, often costing three to four times their salary. This figure includes recruiting, training, and lost productivity during the transition. The more specialized or senior the role, the higher the costs.
The average cost per hire is about $4,700 (SHRM)
This includes everything from job postings to interviews and onboarding. Costs vary depending on the role and industry, but $4,700 is a standard estimate for many businesses. Higher-level positions or specialized roles often come with a bigger price tag. Knowing this can help companies streamline their hiring processes and save money.
50% of candidates apply for jobs from job sites (Zippia)
Half of all job seekers apply for positions using job boards like Indeed, LinkedIn, or Glassdoor. These platforms are often the go-to for candidates looking for opportunities, making them key resources for recruiters to post job openings.
Here are the top channels people use to look for new jobs:
| Channel | Percentage |
| Online Job Boards | 60% |
| Social Professional Networks | 56% |
| Word of Mouth | 50% |
A referral makes a candidate 18 times more likely to be hired (Fit Small Business)
Candidates referred by current employees are 18 times more likely to get the job. Referrals are often a great way to find strong candidates because employees tend to recommend people they know will perform well. This simple approach saves time and often leads to better hires.
68% of employees prefer work-life balance over higher pay (Business Insider)
More than two-thirds of employees choose work-life balance over higher salaries. The pandemic emphasized how important it is to manage family and work responsibilities. Offering flexible schedules, paid time off, and remote work options can attract candidates who prioritize balance.
Remote Hiring Statistics
Remote workplace services market reaches $30.2 billion (Market US)
The global remote workplace services market size has reached $30.2 billion, reflecting a substantial rise in the adoption of remote work technologies and services.
CAGR of 23.1% expected in remote workplace services market (Market US)
The remote workplace services market is projected to grow at a CAGR of 23.1%, reaching USD 153.6 billion by 2032. This growth is driven by increasing adoption of remote work and technological advancements.
Employers can save $11,000 per employee when switching to remote work (Forbes)
While the challenges are noteworthy, remote work also offers significant financial benefits for employers. Research shows that employers can save $11,000 per employee when switching to remote work. These savings come from reduced costs associated with office space, utilities and other resources.
93% of employers plan to continue conducting job interviews remotely (Forbes)
From the employers’ perspective, the acceptance of remote work is evident as well. A remarkable 93% of employers plan to continue conducting job interviews remotely. This indicates a willingness to adapt to virtual methods and signals the recognition of remote work as a sustainable option.
The major challenges when hiring remotely are to assess a candidate’s emotional intelligence, soft skills, and team culture fit (Statista)
Hiring remotely can make it harder to evaluate key qualities like emotional intelligence and how well someone might fit within a team. These aspects often shine through in person but can be missed in a virtual interview. As a result, remote hiring teams need to find creative ways to gauge these skills, whether through specific interview questions or trial projects.
32.6 million Americans will work remote by 2025 (Forbes)
According to Upwork, by 2025, an estimated 32.6 million Americans will be working remotely, which equates to about 22% of the workforce. This projection suggests a continuous, yet gradual, shift towards remote work arrangements.
Job Seeker Statistics
60% of job seekers quit an application process because it’s too long or complicated (Gitnux)
When applying for jobs, many candidates drop out if the process takes too much time or is overly complex. This can prevent companies from accessing a broader talent pool. Simplifying the application process could help keep applicants engaged and increase completion rates, helping companies fill roles faster.
Here are the most important factors for job seekers in accepting new jobs:
| Factor | Percentage |
| Compensation | 49% |
| Professional Development | 33% |
| Better work/life balance | 29% |
55% of candidates expect a job offer within 1-2 weeks after their first interview (Zety)
Most job seekers believe the hiring process should move quickly, with over half expecting an offer in one to two weeks. A drawn-out process can lead to candidates losing interest or accepting other offers, so it’s important for employers to streamline their recruitment process to meet these expectations.
The interview process takes an average of 23 days (Zippia)
It usually takes around 23 days to complete the interview process for most jobs. This timeframe can vary based on the industry and company. A lengthy process might cause job candidates to lose interest or explore other opportunities, so businesses may want to consider ways to streamline their hiring process to avoid losing top talent.
57% of job seekers use social media in their job search (Zippia)
More than half of job seekers rely on social media platforms like LinkedIn and Facebook to find job opportunities. They use these platforms to connect with employers, discover open roles, and network with other professionals.
37% of US candidates are passive candidates interested in a new job (Zippia)
About 37% of job seekers in the U.S. aren’t actively applying but would consider a new job if the right opportunity came along. These passive candidates may not be searching job boards daily, but they’re still open to making a move.
Employers check social media profiles to screen candidates (PR Web)
Over 70% of employers use social media to screen job candidates. More than half have rejected candidates because of what they found on their profiles. This shows how important it is to manage your online presence.
Diversity in Hiring Statistics
Age is the most tracked diversity recruiting metric (Fit Small Business)
About 90% of companies track at least one diversity goal in their hiring process, with age being the most common. Inclusivity goes beyond hiring. It means treating everyone fairly when it comes to promotions, pay, and work opportunities.
Businesses that prioritize diversity in their hiring are 25% more likely to outperform their peers (LinkedIn)
Companies that focus on diversity in hiring have a clear edge. They’re 25% more likely to see better business performance than those that don’t prioritize diverse teams. This advantage often comes from having varied perspectives, which can lead to more creativity and smarter solutions.
1 in 4 C-suite leaders is a woman, and only 1 in 20 is a woman of color (Mckinsey)
In leadership roles, women hold about 25% of C-suite positions, but representation of women of color remains significantly lower. Only 1 in 20 top executives is a woman of color. This gap highlights the ongoing need for diversity efforts, especially in leadership positions.
75% of U.S. applicants say a diverse workforce is important when choosing a job (Glassdoor)
Most U.S. job seekers consider diversity a key factor when deciding on a job. For companies, this means fostering an inclusive environment could help attract more candidates. Diversity is becoming as important as salary and benefits in job offers.
The average gender pay gap in the U.S. is about 17% (G2)
Women earn 17% less than men on average in the U.S. for the same job. This gap shows that pay inequality is still a significant issue that needs addressing in many industries. Understanding this can lead to more informed conversations about fair pay.
AI Recruitment Statistics
27% of talent professionals are exploring GenAI in their day-to-day recruiting tasks (LinkedIn)
About a quarter of recruiters are now using Generative AI in their hiring tasks. They’re finding that AI tools help with things like screening resumes, sourcing candidates, and automating communications.
76% of companies say recruiting automation frees up recruiters’ time (Clear Company)
Most companies, about 76%, say using automation in recruiting helps recruiters focus on bigger tasks. It makes the hiring process smoother and gives recruiters more time for important decisions.
85% of recruiters think AI is useful (Zippia)
Most recruiters find AI helpful in hiring. It automates tasks like screening resumes and scheduling interviews, making the process smoother. This gives recruiters more time to focus on building relationships with candidates. The growing use of AI in recruitment shows it’s becoming a regular part of how hiring works today.
79% of recruiters believe AI will soon be competent enough to make hiring and firing decisions (Zippia)
Many recruiters think AI is advancing to the point where it could handle important tasks like hiring and firing. This belief reflects growing trust in AI’s ability to evaluate job candidates and employee performance.
35% of recruiters are concerned about AI overlooking unique and unconventional talents (Zippia)
Some recruiters think AI might miss out on spotting skills or traits that don’t fit the usual patterns. These concerns suggest AI could focus too much on conventional qualifications, leaving out candidates with diverse or creative abilities. As AI grows in hiring processes, recruiters must balance its efficiency with a careful look at what makes candidates stand out in less obvious ways. This can help avoid missing out on valuable, unconventional talent.
68% of recruiters expect AI to remove unconscious bias from hiring (Zippia)
Many recruiters believe AI can help reduce bias in the hiring process. They think using AI will help create fairer hiring by removing personal or cultural biases that might influence human decisions. However, AI still needs to be monitored to ensure it promotes true diversity and inclusivity.
Challenges for Recruiters
76% of recruiters say their biggest challenge is attracting quality candidates (Glassdoor)
Most recruiters struggle to find qualified people for open roles, with 76% naming this as their top issue. It shows how competitive the job market has become and why businesses need to offer more than just salary to appeal to top talent. This focus on quality over quantity highlights the importance of refining recruitment strategies and making roles more attractive to the best candidates.
Recruiters spend a third of their workweek sourcing candidates (Entelo)
Recruiters spend about one-third of their workweek finding candidates. This shows how much time goes into sourcing, which is a key step in hiring. Streamlining this process could save time and improve hiring results.
30% of new hires leave within 90 days (Clevry)
Almost a third of new employees quit within the first three months. This shows how crucial the onboarding and initial experience is for retaining talent and reducing turnover.
Top candidates are available for 10 days before getting hired (Workleap)
You need to move fast to secure top talent since most of the best candidates receive offers quickly, often within just ten days. A streamlined hiring process can help you make decisions faster and increase your chances of landing top-quality hires before they’re no longer available.
Technical jobs are the hardest to fill (Jobvite)
These roles demand specialized skills, often making the candidate pool smaller. Fields like engineering, IT, and data science are known for having fewer qualified candidates available, which can slow the hiring process. This makes it important for businesses to adopt strategies that quickly attract top technical talent while also offering competitive compensation and growth opportunities.
Let’s take a look at this graph breaking down the most difficult roles to fill:
Recruitment Trends
Mobile devices account for 16% of all applications submitted (Pageuppeople)
About 16% of job applications come from mobile devices. This means many candidates prefer using their phones to apply for jobs. Companies that make their application process mobile-friendly could attract more applicants.
82% of companies use pre-employment tests to assess candidates (SHRM)
Most companies now rely on pre-employment tests to evaluate job candidates. These tests help employers measure skills and traits before making hiring decisions. It’s a practical approach that can improve the chances of finding the right person for the job. This method also speeds up the hiring process by providing clear insights into each candidate’s abilities, making recruitment more efficient and effective.
90% of job applicants use their smartphones to look for work (AIHR)
Most people (90%) now turn to their smartphones to search for jobs and submit applications. As mobile devices become essential for job hunting, it’s important for businesses to optimize their job listings for mobile platforms. Clear navigation and a smooth application process on mobile devices can help companies attract a wider pool of candidates. Making job searches easier for mobile users can also lead to quicker and better matches between applicants and employers.
32% of organizations now overlook candidate resume gaps (Jobvite)
More companies are now open to candidates with gaps in their work history. Around 32% of businesses don’t see breaks between jobs as an issue anymore. Instead, they focus on the candidate’s skills and experience. This change comes as employers adapt to non-traditional career paths and recognize that gaps don’t define a candidate’s potential.
60% of corporate recruiters see online degrees as equal to in-person degrees (GMAC)
A growing number of recruiters value online degrees just as much as traditional ones. With 60% now viewing them equally, it shows how much online education has gained credibility. This change means more opportunities for those pursuing flexible learning options while still meeting the expectations of employers. It’s another sign that what matters most is the quality of education and the skills you gain, not where or how you earn your degree.
Conclusion
Hiring is no longer guesswork; it’s becoming a science.
With 70% of the global workforce made up of passive talent, companies must adopt new strategies to reach these candidates. The rise of AI is transforming recruitment, with 76% of companies reporting that automation frees up recruiters’ time, making the process more efficient.
As we move forward, technology will continue to drive these changes, enabling businesses to attract top talent faster and with greater precision, ensuring that they stay competitive in an increasingly complex job market.
FAQ
How long does the average interview process take?
The average interview process takes about 23 days, though it can vary depending on the industry and role.
What percentage of candidates apply through job sites?
50% of candidates apply for jobs through job boards like LinkedIn, Indeed, and Glassdoor.
How much can companies save by switching to remote work?
Employers can save about $11,000 per employee annually when switching to remote work, primarily through reduced office costs.
What is the average cost per hire?
The average cost per hire is about $4,700, but it can be higher for specialized roles.
How much more likely is a candidate to get hired through a referral?
Candidates referred by employees are 18 times more likely to be hired than those without a referral.
