56 Recruiting Statistics for Recruiters and Job Seekers (2024)

Recruitment is an essential process for any business looking to grow and succeed. As companies seek to attract and retain top talent, staying up-to-date on the latest recruitment statistics is vital.

Here are some key recruiting statistics that every hiring manager, candidate, and HR professional should know. The below recruiting statistics unveil threads that may help you rethink your hiring strategies as an organization.

Recruiting Process Statistics

1. Talent acquisition teams rank employee referrals as the most important recruiting source. However, they believe that third-party sources (agencies and talent marketplaces) are the least important.

(SHRM)

Employee referrals are the most preferred source of hire because it saves time and effort. Referred candidates are often those with the experience and skills the company needs. Hence, there is no need to screen hundreds of candidates.

When it comes to third-party sources, anybody can apply for a position. They don't want to know if they have the necessary qualifications or not. All they care about is that they want to apply. This makes it difficult and stressful for recruiters to find the right candidate for a position.

2. A typical hiring process in the U.S. is about 23.8 days on average.

(Glassdoor)

On average, it takes a company 23.8 days to complete the hiring process and make a job offer to a candidate. The number of days varies depending on several factors like the time it takes to:

• post a job listing,
• review resumes and applications,
• conduct interviews,
• perform background checks and reference checks,
• negotiate salary and benefits, and
• extend a job offer.

However, another research showed that “a typical hiring process takes about 36 days” to complete (SHRM). Note that it may take more or fewer days for some companies. The length of time also depends on the job's complexity.

For example, the process of hiring a software developer can differ from hiring a proofreader.

Some other factors include the number of applicants, the differences in the hiring process, and other factors.

3. Over 98.8% of Fortune Top 500 companies use ATS when hiring.

(JobScan)

An applicant tracking system (ATS) is software that scans resumes for specific keywords. The purpose of the scan is to take out the ones that don’t fit the job description or lack relevant keywords. More job recruiters are using ATS to simplify the hiring process.

In fact, the ATS market size was worth $2.3 billion in 2021. It is expected to grow at a CAGR of 6.7% and be worth $3.2 billion by 2026 (Markets and Markets).

Many job postings receive hundreds and thousands of applicants. This can make it difficult for a recruiter to find the right candidate.

If you are a job candidate, you need to ensure your resume is optimized with the right keywords that match the job requirements. For example, a job description may require candidates to have both communication and writing skills. If your resume shows you have only one or none of the skills, it will be sieved out.

If you are a job recruiter, you need an ATS to screen candidates and track their journey through the hiring process. Try investing in one of the best applicant tracking systems to make your task easier.

4. It takes job recruiters roughly 7 seconds to review a resume.

(Mercy College)

Even though recruiters use applicant tracking systems, they still need to review each resume manually. These resumes are the ones that successfully passed through ATS. After the ATS process, recruiters look through each resume for an average of 7 seconds. If your resume is not catchy at first glance, it’s turned down.

Your resume shouldn’t beat around the bush. No one wants to know about your biography or if you live in New York with your 9 cats. Your resume should match the job description. This is where you list your key skills that match the job description.

Additionally, your resume should be well structured and formatted, so it’s easier for the recruiter to glance through and find your accomplishments.

5. 52% of talent acquisition leaders say that identifying the right candidates from a large applicant pool is the most difficult part of the recruitment process.

(Ideal)

As mentioned earlier, a job posting can get so many applications, most of which can come from job boards. This makes it difficult for recruiters to pick the right candidate, especially if they are working with a deadline.

Most times, the delay can be due to a lack of time and hiring resources. Sometimes, it could be that the job requirements are quite specific and hard to match.

The solution is to have a clear and concise job description and an effective screening process to easily identify the best candidates.

6. 63% of employers say that including a degree requirement in a job posting makes it difficult to fill in the open positions. However, most employers still prefer their applicants to have a degree.

(Flexjobs)

Employers value applicants with a degree related to the open position. Although most employers believe that having a degree doesn’t automatically make you better than someone who doesn’t, they still require you to have one.

The same recruitment statistics show that 37% of employees value experience over education. This means that experience is a crucial factor and can increase your chances of getting hired. So what should you do?

My answer is simple. Get both. Work on getting both education and experience in the field you are applying for.

You can always take an online course that issues a certificate at the end. There are online course platforms that offer certificates after completion. These platforms include Udemy, LinkedIn Learning, Hubspot Academy, Coursera, and so on.

7. 41% of employers say they are less likely to interview a candidate if they can’t find them online.

(Career Builder)

Most recruiters will not interview a job candidate if they cannot find any information about them online. If you want to attract more recruiters, build a reputable online presence, such as a professional social media profile or website. This will give you an edge over other applicants.

Employers are less likely to hire you if they see a negative image on your online profile. For example, bad-mouthing your previous employee/colleague, posting images/videos of you taking drugs, etc., can disqualify you from a potential job hire.

8. The top prospective candidates are off the market in around 10 days.

(Built In)

The most desirable potential job applicants will no longer be available in 10 days. In other words, employers and recruiters should act quickly to secure the top job candidates before they are hired.

9. On average, 55% of candidates believe the time between the first interview and a job offer should be less than two weeks.

(Zety)

The statistics above show that most job candidates prefer a quick hiring process. This means that employers may need to keep this in mind to remain competitive and attract top talent. However, different industries or job roles may have varying expectations for the hiring timeline.

10. Companies can increase their talent pool tenfold by recruiting through their employees' networks.

(LinkedIn Business)

This type of recruitment can help companies find high-quality, skilled candidates that they may not have been able to identify through traditional recruiting methods. It can also help to create a positive and supportive work culture, as people are more likely to join an organization where they already have connections.

11. About 82% of top Fortune 500 company executives don’t believe they recruit “highly-talented people.”

(McKinsey)

There is a wide belief among recruiters and executives that there is a talent shortage. This is why they feel they are not hiring highly-talented people for the job position. Additionally, recruiters feel they lack the necessary resources or strategies to appeal to the most sought-after candidates. Hence, they feel they have to compromise when hiring.

12. Texting has been used by 43% of recruiters to contact candidates or current applicants.

(Jobvite)

Texting is a fast, convenient, and effective way for recruiters to connect with job seekers. Texting allows recruiters to quickly get in touch and provide updates or further information on recruiting methods. The same study found that 88% of the candidates gave positive feedback.

13. On average, it takes 27 days to fill a new position.

(SHRM)

Within these 27 days, HR professionals work to complete various stages of the hiring process. These stages involve posting the job, screening resumes, conducting interviews, checking references, and making an offer.

14. Due to the length and complexity of the application procedure, 60% of job searchers give up midway through.

(SHRM)

Let’s be honest, some recruitment processes can be very complex and stressful. For example, most companies want candidates to pass through strings of 30-minute interviews, tests, and so on. These lengthy processes can discourage applicants and make them quit. It gets worse when they are still not sure about getting the job.

If this happens consistently, it means you are not providing enough guidance or helpful resources to help applicants understand the process better. So, you should review your application process and make it more user-friendly.

The job hunting process is already stressful enough, and you don’t need to make the hiring process difficult.

Recruitment Trends

15. Compensation (49%) and professional development (33%) are the most crucial considerations when taking a new position, followed by a better work-life balance (29%) and salary.

(Neat House Partners)

When job seekers evaluate a new job opportunity, they often prioritize factors related to financial stability, career growth, and personal well-being.

Compensation is the benefits an employer offers in exchange for the employee's work.

Professional development refers to opportunities for career advancement, training, and skill-building. A better work/life balance refers to having a manageable workload and enough time to pursue interests outside of work.

16. 27% of applicants state that they are looking for caring workplaces.

(Media Monster)

Everyone wants a work environment that encourages them to grow and be more efficient. This is one of the factors people consider when job hunting. A “caring work environment” is a healthy workplace where employees feel supported, valued, and respected by their colleagues, managers, and the company. A caring workplace allows both personal and professional growth opportunities, encourages constructive criticism in a supportive way, and allows employees to express themselves without fear.

17. 73% of all applicants are passive job seekers.

(Elorus)

Passive job seekers are candidates who are not actively looking for a job but may be open to new opportunities. A majority of job seekers are not actively seeking new work but may be open to hearing about potential new opportunities. In the U.S., 37% of job searchers are passive (Workable).

18. 67% of Gen Z recruiters are increasing outreach to outside organizations with diverse talent pipelines to make it happen.

(Media Monster)

Recruiters are seeking out diverse job candidates from a variety of sources to increase the diversity of their organization's workforce. This involves collaborating with community groups, non-profits, or other organizations representing diverse populations — such as people of different races, ethnicities, genders, or abilities.

Doing this addresses issues of workplace diversity and creates a more inclusive and representative workforce.

A company that encourages a diverse and inclusive workforce has more growth opportunities.

19. 45% of job seekers use their mobile devices at least once a day, and 89% believe they are crucial for job searching.

(AIHR)

Many job seekers use their mobile devices to search for job listings, research potential employers, and submit job applications.

Furthermore, 45% of job seekers use their mobile devices for job searching at least once per day. This indicates that mobile job searching is a frequent activity for a significant portion of job seekers.

20. Candidates must be better at articulating their skills, according to 50% of employers.

(Media Monster)

Your resume is the first impression employers have of you. Unfortunately, not everyone knows how to present their employability skills. Employability skills are skills that would help you succeed in any job position. These are skills recruiters and employers look for in your resume. They show if you are worth employing or not.

In your job search, always ensure you have a well-structured resume that represents your abilities properly. Don’t use unnecessary and complex words. Your resume should be simple and easy to understand at first glance.

Note: Ensure the skills you are presenting are relevant to the position you are applying for. For example, if you are applying for a managerial or leadership position, present your top leadership qualities.

21. The recruitment statistics show that 88% of applicants are too weak to proceed to an interview, and 75% of applicants are unqualified.

(Ideal)

Most job applicants are not qualified or strong enough to proceed in the hiring process. These unqualified people may lack the required skills, education, or experience for the opening.

In addition, the statement suggests that 88% of applicants are not strong enough to move forward to an interview. It means that their resumes were not sifted out by an applicant tracking system, but an HR professional did not find them worthy enough for the next step – an interview.

22. On average, 250 resumes are submitted in response to a job posting.

(Ideal)

With so many job seekers vying for the same position, it can be challenging for hiring managers to find the right candidate. This recruitment statistic highlights the importance of having a strong recruitment strategy and effective screening tools to identify top talents.

23. In 2022, 93% of employers planned to do some sort of hiring (up from 82% in 2021).

(Media Monster)

Several employers were actively looking to fill open positions or expand their workforce in some way. This increase in hiring activity could be caused by various factors, such as a growing economy, changing business needs, or an increase in demand for products or services.

There is a high demand for new hires across many industries, and job seekers may have more opportunities to find employment than in previous years. However, the exact nature and quality of these job opportunities may vary depending on the specific industry, location, and qualifications of the applicant.

Onboarding Statistics

24. About a quarter of employers are increasing job ads to stay competitive.

(Media Monster)

Believe it or not, job ads are a way of advertisement. When people see your job ad, they tend to research your company and see what you do. These potential job applicants can turn into potential customers. The more visibility you get, the more likely you are to reach more potential customers.

25. More than ever, according to 37% of employers, prospects want to know about a company's DEI initiatives. When recruiting Gen Z candidates, this rises to 47%.

(Media Monster)

The top DEI objectives are:

1. Creating a diverse workforce (39%)
2. Pay equity irrespective of gender (36%).
3. Establishing a structure or procedure, such as mentorship programs (28%).

The younger generation of job seekers is motivated to find a company actively working to create an inclusive and equitable workplace.

26. Nearly half of US and UK recruiters said that offering flexible work schedules helps them to retain talent.

(Media Monster)

The United States and the United Kingdom believe that offering flexible work schedules is an effective way to retain talent. Flexible work options could refer to various arrangements, such as remote work, flexible hours, or part-time work. With these arrangements, employers may be able to accommodate the needs of their employees and help them achieve a better work-life balance.

This results in increased job satisfaction and loyalty, as employees may be more likely to stay with an employer that values their well-being and offers them flexibility in their work arrangements.

27. 88% of companies don’t onboard efficiently.

(Exclusive Multibriefs)

It means that they are not successfully transitioning new employees into their roles or organizations. Onboarding involves introducing new employees to their roles, the organization, and colleagues.

28. A well-designed onboarding process increases new hire retention by 50% for companies.

(Business News Daily)

A well-designed onboarding process includes the provision of new hires with detailed job descriptions, orientations, training and support materials, and learning opportunities.

Employees who receive comprehensive onboarding are more likely to stay with the company longer as they feel more connected to the organization.

29. The retention rate of new workers rises by 16% as a result of automating onboarding procedures.

(OutSystems)

Automating onboarding tasks means using technology to streamline and simplify the process of welcoming new employees to an organization. It can include providing online training modules, creating digital handbooks, and setting up alerts and reminders.

Automating the onboarding process is an effective way to help new employees feel more connected and engaged with the company, resulting in improving the likelihood of staying with the organization in the long term.

Work Culture Statistics

30. 43% of employers think hybridization is the way of the future.

(Media Monster)

Companies are now embracing the hybrid work culture, thanks to the Covid-19 pandemic. After the pandemic, remote workers found it hard to fully return to the office. Hence, companies had to adopt a hybrid work culture.

Several employers see the benefits of hybrid work, such as increased flexibility and a better work-life balance for employees.

31. 68% of recruiters and 53% of employers say candidates request work-from-home possibilities somewhat often to very often.

(MRI network)

This trend reflects the changing dynamics of the workplace, where more employers are offering flexible working arrangements to accommodate the needs of their employees.

32. 90% of organizations will have a hybrid working policy. This means that they will combine both remote and on-site work.

(McKinsey)

Several organizations are likely to adopt a work policy that combines both in-office and remote work options for their employees. Employees will have the flexibility to work from remote locations for a certain period while having the option to come to the office when necessary.

The Covid-19 pandemic forced many organizations to implement remote work policies to ensure the safety of their employees.

The hybrid work policy varies but involves a combination of remote work and office work, either on a set schedule or a more flexible arrangement. This may include using remote collaboration tools, regular communication between remote workers and in-office staff, and flexible work hours to accommodate different time zones and work styles.

33. 54% of recruiters say they have seen applicants refuse an interview or a job offer due to no remote work options or a lack of flexibility in the workplace.

(Forbes)

Ever since the Covid-19 pandemic, most applicants tend to turn down job offers for reasons of inflexibility. Almost everyone wants the luxury of working from home or other remote locations and coming to the office when necessary.

Additionally, 60% of recruiters believe that companies will lose talented and high-quality employees if they do not adopt a “remote-first” culture.

34. 50% of all Generation Z workers in the U.S. have tried freelance.

(Statista)

“Generation Z” typically refers to individuals born between the mid-1990s to mid-2010s. Gen Z values flexibility, independence, and the ability to work on a variety of projects. They often work on a project-by-project basis and have more control over their schedule and workload.

Freelancing has allowed more Gen Zers to take up multiple jobs and be flexible. Freelancing has changed the work culture and has encouraged remote work. There are various freelance job websites where you can find high-paying available positions.

More Gen Zers, and even millennials, are taking on more freelance options to make their work life more flexible.

35. Before the pandemic, only 6% of the employed worked primarily from home, and about three-quarters of workers had never worked from home.

(NCCI)

Before the Covid19 Pandemic, working from home was rare. However, during and after the pandemic, there was a significant rise in the numbers working from home.

36. 89% of companies have adopted virtual recruiting, but only 19% of them believe it’s better than in-person.

(Nigel Frank)

The majority of organizations are recruiting virtually; the interview process and the work itself are often done virtually. However, some organizations still conduct in-person interviews.

Candidate Experience Statistics

37. 24% of candidates are skeptical of promises companies make about job expectations, benefits, perks, and culture.

(Media Monster)

Most candidates are not confident that the job will be what was promised and are taking a wait-and-see approach before committing. If the company doesn’t reach the expectations, they are most likely to quit.

In fact, this number is growing. According to Statista, 94% of surveyed respondents believe that employee experience will change the global recruiting industry. HR professionals have to focus on improving employee experience. 92% of employers plan on making the employee experience a top priority in 2024 (Cross Country Consulting).

38. 61% of Gen Z think virtual recruiting is better than in-person – a much higher percentage than other age groups.

(Media Monster)

Generation Z believes virtual recruiting (such as online job fairs, virtual interviews, or virtual career events) is better than in-person recruiting (such as attending job fairs or in-person interviews). This is one of the reasons why they don’t apply for non-remote job positions.

39. 50% of candidates have said they do not want to work for an employer with a poor reputation, irrespective of the pay hike.

(Rise People)

Most job candidates cite factors such as a toxic work environment, poor company culture, unethical practices, or bad management as more important than monetary compensation. It indicates that most job seekers do prioritize non-financial aspects of their work experience. They may be willing to accept a lower salary if it means working for an employer with a positive reputation and work environment.

The same job search statistics show that 55% of job applicants will abandon a job application or interview process if the company has bad online reviews. This shows that your reviews can affect your company's image.

40. About 80% of candidates who experience a dissatisfying recruitment process say they will openly tell people about their experience.

(Deloitte)

When people have bad experiences during the recruiting process, they are most likely to tell other people. Although 70% of recruiters believe a positive candidate experience is very important, only 40% monitor it.

There is also a high tendency that most candidates are already-existing customers of the company. So a bad experience will cause them to switch over to your competitors. A bad candidate experience will hurt your brand image, giving it a bad reputation.

41. Candidates said that 81% of employers who provide regular status updates improve the application experience.

(Career Builder)

Employers who provide continuous updates on the status of their job applications improve candidate experience. Job seekers appreciate regular communication from employers about their job applications. Employers who keep job seekers informed throughout the hiring process leave a positive impression on candidates, even if the applicants are not ultimately offered the job.

42. 89% of job search candidates say a company’s career site is very important for getting useful information about the job.

(Career Builder)

People go to your career site because they trust you to include detailed information about the position and your company. Yes, there are various job search websites they can apply through. But these job search websites can only contain limited information about the company or the vacant position.

From the statistics above, candidates feel more comfortable applying through a company’s career site. Having a career site can help you target and attract the right candidates. It also makes your hiring process easier.

43. 76% of job search candidates and employees consider a diverse workforce as very important when assessing companies and job offers.

(Glassdoor)

Several job seekers value workplace diversity and inclusivity and consider it important when rating their job satisfaction. Employees may be more likely to stay with a company that values and promotes diversity and inclusivity.

Between 2017–18 and 2019–20, the demand for recruiters with expertise in diversity hiring increased by 800% (Gartner). This means that most employers are willing to hire more diverse candidates and grow a more diverse workforce. Still, according to Gartner, women and men of color make up only 10% and 18% of senior-level positions in the U.S., respectively.

Companies are looking to increase their diversity and inclusivity. Those that do not prioritize diversity and inclusivity in the workplace may be at a disadvantage when it comes to attracting and retaining talent. So if your company promotes diversity, ensure to include it in the job description.

Bad Hiring Statistics

44. 75% of HR managers have discovered a resume lie.

(CNBC)

Over the years, hiring managers have been discovering false and misleading job applicants' resumes. Some candidates exaggerate their skills, work experiences, job titles, or education. Candidates ought to be honest and accurate in their resumes, as lies are detectable.

45. A bad hire often costs 30% of his/her first-year salary.

(Northwestern Education)

When an employer makes a poor hiring decision and hires the wrong person for a job, it can result in financial losses for the company. This cost may include expenses related to recruiting, training, and employee onboarding. It can also include potential legal fees associated with the employee's poor performance or misconduct.

46. Employee morale might decline by 32% and productivity can decrease by 36% as a result of bad hires.

(Inspire Selection)

A bad hire can hurt the overall performance of the organization. It can cause problems such as poor job performance, lower quality work, lack of initiative, and reduced team morale.

When employees are working with an underperforming colleague, it can create tension and negative feelings, which can spread throughout the organization.

So if a bad hire can cost a company so much, why do recruiters keep making bad hires? According to hiring statistics, 44.3% of recruiters said they made bad hires because there was no time. Another 13.4% said it's because they used the wrong technique.

What this means is that employers should make adjustments to their hiring process. They can give more time for recruiters to scout for talents and interview them properly. Employers should also encourage recruiters to use the right hiring techniques suitable for the company.

Bad hires are so common that 74% of employers say they have hired the wrong person for a job position before (Northwestern Education).

47. As of 2019, businesses invested an average of $1,286 in employee training annually. Each employee was required to put in an average of 42.1 hours of training.

(Research)

Companies spend huge amounts of money each year on training employees. Training programs may include activities designed to enhance an employee's skills, knowledge, and abilities. These activities can be classroom training, e-learning, mentoring, coaching, workshops, conferences, and on-the-job training.

The purpose of these programs is to help employees acquire new competencies, improve their job performance, and achieve their career goals. Through this training, these companies create continuous improvement and position themselves for long-term success.

48. According to 89% of recruiters, poor hires frequently lack soft skills.

(LinkedIn Business)

Hiring managers always demand hard skills and job experience. However, soft skills are the necessary drivers for success in an organization. Lack of soft skills leads to communication breakdowns and conflicts in the workplace.

80% of companies say these skills are very important for company success. Hence, this is one of the key elements recruiters look out for when scanning a resume. Soft skills like creativity, time management, and adaptability are vital skills to include in your resume so you can stand out from others.

92% of companies say that soft skills are as important, or even more, than hard skills. Soft skills are essential for developing strong relationships with coworkers and clients, contributing to a positive work environment, and attaining organizational goals. On the other hand, technical skills and qualifications are critical for carrying out specific professional obligations.

Social Media Hiring Statistics

Social media plays an important role in the hiring process. Because we now live in a world dominated by social media, it is essential to consider it when searching for a job or talent. In fact, a survey shows that 79% of candidates use social media as a job search tool (PageUP People).

49. 32% of Gen Z job seekers say they do most of their job searching via a mobile device or app.

(Media Monster)

Gen Z uses a mobile device, smartphone or tablet, as their primary means of searching for job opportunities. These job search statistics show that mobile devices are now an important tool for job seekers. This also shows that Gen Zers use their mobile phones to access job boards and company career sites, attend virtual interviews, etc.

50. 77% of recruiters use LinkedIn. This makes it the most-used channel for recruitment efforts, followed by Facebook (63%).

(Smart Dreamers)

Social media platforms are becoming increasingly important tools for recruiting and hiring candidates. In fact, 25% of recruiters are using Instagram for recruitment efforts too.

As a job seeker, building a strong online presence on these platforms, especially on LinkedIn and Facebook, is very important. You never know who is following you or which company can approach you with a job.

51. About 73% of job seekers between 18 and 34 years found their last job through social media.

(Forbes)

Social media is an effective tool for job seekers, both the millennials and Gen Z. Employers and recruiters may need to adjust their recruitment strategies to reach and engage this demographic.

Having a strong social media presence on various platforms is beneficial to job seekers looking to connect with potential employers and find new job opportunities.

52. 66% of recruiters publish job openings on social media platforms.

(Inhunt World)

By using social media to post job openings, recruiters and employers can reach more potential job searchers.

Through social media, recruiters and employers can engage with potential job candidates and build relationships with them. This helps to attract and hire top talent. In fact, about 70% of job recruiters use social media to search for job candidates and top talents (PR Newswire).

53. To recruit passive talent, HR professionals typically check 7.8 different social media platforms.

(Hubspot)

Passive talents are people not actively looking for a job but are still open to taking on new jobs. Using a variety of social media platforms allows recruiters to reach a broader pool of potential candidates and access a wider range of talent.

Your social media presence is so important that it can increase or reduce your chances of being hired. 57% of job recruiters and employers are less likely to interview a candidate they can’t find online. Additionally, 54% of employers will not hire a candidate due to their social media profiles (PR Newswire).

When seeking a job, ensure you have a positive social media presence. Ensure it is presentable, showing you are a person with valuable skills.

54. Around 16% of all applications are made using mobile devices.

(PageUp People)

Many job seekers use mobile devices as their preferred method for submitting job applications. Let’s just say mobile devices are more convenient and easily accessible. Applicants can easily apply for a job opening without waiting till they can access a desktop.

For employers and hiring managers, ensure your job application process is mobile-friendly and easy to use.

55. When on a desktop, 70% of candidates read the entire job description. Yet, when they watched it on a mobile device, only 10% of them did so.

(Harver)

Job hunters who apply for jobs on their desktop computers tend to be more engaged and invested in the job application process. They take the time to read the job description thoroughly. This shows that although mobile devices are more accessible, they can be inconvenient for some tasks.

56. 67% of job seekers try to find information about salaries when researching a company or looking at job ads. Also, 63% are interested in the benefits attached to the salaries.

(BizMag)

Salary is a key factor for many job seekers when considering a new job opportunity. For job seekers, access to salary information can help them decide whether to apply for a job.

By researching salary information for a particular job or industry, job seekers can gain an understanding of typical pay ranges and assess whether the compensation offered for a specific job is competitive.

Conclusion

If you are a recruiter or job searcher, you need these recruiting statistics to make informed decisions.

As a recruiter, it is best to know the latest recruiting trends so you can make better hiring decisions.

As a job searcher, you can use these job search statistics to improve your job search and application process. You should know what recruiters are looking for and use it to your advantage, even when applying via job boards.

More Statistics Articles

• Employee Productivity Statistics
• Work From Home Statistics
• Leadership Statistics for Initiative Leaders
• Small Business Statistics

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48. 2018 Recruiting Trends: Our Top 10 Hiring Trends to Watch
49. 7 Key Recruitment Metrics every Recruiter Should Know
50. Salaries and Candidate Value Within a Highly Competitive Market

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