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35+ HR Statistics & Human Resources Trends (2024)



featured image: HR Statistics & Human Resources Trends

Human resources are a critical part of any business. The right people in the right roles can make or break a company. That’s why it’s important to stay up-to-date on the latest HR trends. In this article, we will discuss some of the most important HR trends.

  • Almost 70% of employees will stay with a company for 3 years if they have a good experience with onboarding.
  • 57% of employees are willing to look for a new job within the following year.
  • The average time to find a job in 2023 is five months.
  • 50% of employers don’t use applicant tracking software (ATS).
  • 84% of recruiters find culture fit an essential factor in hiring decisions.
  • The median pay for human resource managers is $126,230 per year.

Job seekers statistics

Job seekers have a couple of wishes during their job search. They want to make quick decisions when recruiters contact them. The average time to find a job is projected at five months.

Almost 9 out of 10 people say they decide to take a job faster when a recruiter contacts them. [5]

This statistic highlights the impact of proactive recruitment efforts on job acceptance rates. To improve candidate response rates, recruiters should prioritize reaching out to potential candidates quickly.

The average time to find a job in 2023 is five months. [5]

Job seekers should be prepared for a potentially lengthy job search process. It’s important for individuals to maintain persistence and patience while actively networking and developing their skills to enhance their chances of finding employment within a reasonable timeframe.

illustration showing 9 out of 10 people say they decide to take a job faster when a recruiter contacts them

80% of Millennial candidates want to work overseas.

Millennials want to explore global career opportunities and gain international experience. Employers can attract Millennial talent by offering opportunities for international assignments, and promoting cross-cultural growth and development.

84% of respondents are actively seeking new employment opportunities in the upcoming half-year. [6]

This high level of job market activity suggests a competitive landscape for employers. To attract and retain top talent, organizations must focus on providing attractive benefits packages, work-life balance, and opportunities for growth and advancement.

84% of recruiters find culture fit an essential factor in hiring decisions. [4]

Employers find it important to align values, attitudes, and behaviors with the organization’s culture during the hiring process. They should prioritize assessing cultural fit during interviews and consider how candidates will contribute to the overall organizational culture.

70% don’t want to fill out a job application if it takes more than 15 minutes. [7]

Employers should simplify their application forms, focusing on getting essential information while minimizing unnecessary steps to increase candidate conversion rates.

Over 60% of job seekers said that if they received feedback during the interview process, they are more likely to apply for future roles at the same company. [7]

Feedback has a positive impact on candidates. Employers should prioritize giving constructive feedback to candidates, which can enhance their experience and increase the likelihood of retaining their interest for future opportunities.

86% of employees and job seekers research company reviews and ratings to decide on where to apply for a job. [8]

Companies should actively manage their online presence, encourage satisfied employees to leave reviews, and promptly address any negative feedback to attract top talent.

67% of Gen Zers voiced the opinion that it is important to work for a company that matches their values. [9]

Gen Z values purpose-driven organizations and the significance of finding a company that aligns with their personal values. Employers should emphasize their commitment to social responsibility, diversity, and sustainability to attract and retain this demographic.

40% of job seekers find lack of communication from recruiters during or after the hiring process to be a major issue.

Timely and clear communication between recruiters and job seekers is crucial. Recruiters should provide regular updates to keep candidates engaged, informed, and connected.

Waiting to hear back from employers is ‘highly frustrating’ for 48% of job seekers.

A prompt follow-up and communication during hiring can make the process easier. Employers should establish clear timelines for decision-making and ensure regular updates to minimize frustration and maintain positive candidate experiences.

79% of job seekers use social media in their search for employment. [4]

There is a growing influence and relevance of social media platforms in the job market. Employers should actively maintain a strong social media presence, use targeted advertising, and engage with candidates to attract top talent effectively.

41% of LGBTQ+ job seekers have refrained from applying to a company because they perceive a lack of diversity in its workforce. [8]

This statistic highlights the significance of promoting diversity and inclusion in the workplace. Employers should focus on creating diverse and inclusive environments, showcasing their commitment to equality to attract a wider range of candidates.

35% of job seekers have said they would decline a job offer if an employer does not provide a remote work option.

There is an increasing demand for flexible work arrangements among job seekers. Employers should consider offering remote work opportunities or implementing hybrid work models to appeal to job seekers seeking greater work-life balance and flexibility.

55% of job seekers use career sites while 39% of job seekers use job boards. [3]

There are many different channels job seekers use in their job search. Employers should ensure a strong presence on both career sites and job boards to maximize visibility and reach a broader pool of potential candidates.

Job seekers prefer not to spend more than 15 minutes filling out an application, want feedback during their interviews, and use company reviews and ratings when selecting employers. Gen Zers prioritize matching their values to those of prospective employers while Millennial applicants are more likely to pursue overseas opportunities.

Job seekers are also frustrated by lack of communication from recruiters as well as diversity concerns when applying to companies. Remote work options are becoming increasingly desired by applicants.

Employee retention statistics

Employee retention and turnover is a major challenge for HR leaders, with lack of appreciation, lack of opportunities for growth, and better work-life balance being key reasons for leaving. Good onboarding processes can increase employee retention and productivity significantly, but many workers believe organizations do not have adequate employee retention infrastructure in place yet.

47% of HR teams report that employee retention and turnover is their biggest challenge. [4]

Many HR teams face the ongoing struggle of retaining employees and managing turnover rates, highlighting the importance of implementing effective strategies to enhance employee satisfaction and engagement.

57% of employees are willing to look for a new job within the following year. [7]

A significant percentage of employees express openness to exploring new job opportunities, suggesting the need for organizations to focus on creating a positive work environment, offering growth opportunities, and addressing employee concerns to retain top talent.

Almost 70% of employees will stay with a company for 3 years if they have a good experience with onboarding. [1]

Providing a positive onboarding experience significantly contributes to employee retention, with a majority of employees more likely to remain with a company for an extended period when they have a smooth and engaging onboarding process.

24% of HR professionals say that retention rate improvement is a priority for them. [3]

Retaining employees is a key focus for HR professionals, with a considerable percentage recognizing the significance of improving retention rates within their organizations. Implementing retention strategies and initiatives can help address this priority.

Onboarding programs have been linked to significantly higher employee retention and improved productivity in the same groups – with increases of 50% for the former and 62% for the latter. [10]

Effective onboarding programs have shown to have a positive impact on both employee retention and productivity. Investing in comprehensive onboarding processes can lead to increased employee satisfaction and performance.

Great onboarding processes can improve new hire retention by 82% and productivity by over 70%. [4]

Implementing well-designed onboarding processes can have a significant impact on new hire retention and productivity, demonstrating the value of providing thorough orientation, training, and support to ensure successful integration into the organization.

Employees in their first job have a turnover rate of 33%. [7]

The turnover rate among employees in their first job is relatively high, underscoring the importance of nurturing and supporting early-career professionals to promote job satisfaction and retention.

Employees prioritized the lack of opportunities for growth as the number one reason to leave their job, followed by a desire for better work-life balance. [9]

Employees value opportunities for growth and development in their careers, making it essential for organizations to provide clear pathways for advancement. Ensuring a healthy work-life balance is crucial for retaining employees who seek greater harmony between their professional and personal lives.

top reasons for leaving a job as reported by employees, bar chart

95% of HR managers believe that burnout has the most serious consequences on employee retention. [11]

Burnout has emerged as a significant concern for HR managers, with the majority recognizing its detrimental impact on employee retention. Organizations should prioritize initiatives to prevent and address burnout, such as promoting work-life balance, providing resources for stress management, and creating a supportive work environment.

In 2022, the average tenure was 4.1 years, with government positions leading at a 6.8 year expectancy rate across all industries. [5]

The average length of time employees stay in their jobs varies across industries, with government positions having a higher average tenure. Organizations should focus on creating an engaging and fulfilling work environment to encourage longer-term commitment from employees in other sectors.

36% of workers say that organizations have no employee retention infrastructure in place. [7]

A sizable percentage of workers believe that organizations lack effective strategies or infrastructure to retain employees. Employers should invest in developing comprehensive retention programs that address employee needs, recognize contributions, and foster a positive workplace culture.

58% of respondents said lack of appreciation was a reason for leaving their jobs. [12]

Feeling unappreciated can significantly impact employee satisfaction and retention rates. Organizations should prioritize recognizing and acknowledging employee contributions to create a supportive and appreciative work environment that fosters employee engagement and loyalty.

3 out of 5 employees suffer from work-related stress, including lack of motivation or energy (26%), lack of effort (19%), cognitive weariness (36%), emotional exhaustion (32%), and physical fatigue (44%). This is a 38% increase since 2019. [12]

Work-related stress has become a prevalent issue, affecting various aspects of employee well-being and performance. Employers should take proactive measures to address the causes of stress, promote work-life balance, and provide resources for mental health support.

bar chart showing top reasons for work related stress

Employee engagement statistics

Employee engagement is strongly impacted by the team leader’s quality, and recognition for their efforts. Younger workers may be particularly at risk of feeling emotionally exhausted, while onboarding processes and recognition can have a positive impact on engagement levels.

employee engagement infographic

A significant majority of employees (70%) have reported that the quality of their team leader is the key factor in creating a more engaged workforce and strong working relationships. [13]

The role of team leaders in promoting employee engagement and fostering positive working relationships is highly valued by employees. Organizations should invest in leadership development programs and provide support to team leaders to enhance their ability to inspire and motivate their teams.

45% of employees feel emotionally exhausted by their job, and this feeling is more pronounced amongst younger workers. [14]

Emotional exhaustion is a prevalent issue among employees, particularly among younger workers. Employers should prioritize employee well-being, promote work-life balance, and create supportive environments that address the factors contributing to emotional exhaustion.

50% of employers don’t use applicant tracking software (ATS). [3]

Despite the availability of applicant tracking software, a significant percentage of employers have yet to adopt this technology. Implementing ATS can streamline recruitment processes, improve efficiency, and enhance the candidate experience.

54% of organizations with onboarding processes saw increased employee engagement. [7]

Having effective onboarding processes has been linked to higher employee engagement levels. Organizations should invest in comprehensive onboarding programs that focus on assimilating new hires, providing necessary training, and fostering a sense of belonging to drive employee engagement from the start.

Just one in five employees is actively engaged at their job, while 13% of American workers are fully disengaged. Employee engagement remains a challenge for many organizations, with a large portion of employees not fully engaged in their work. Employers should prioritize initiatives to boost engagement, such as fostering a positive work culture, providing opportunities for growth, and recognizing employee contributions.

A majority of Human Resources professionals (84%) agree that recognizing engaged employees, while 82% believe it promotes employee satisfaction and increases staff availability. [4]

Recognizing engaged employees is seen as a crucial practice by HR professionals, with a high percentage recognizing its positive impact on employee satisfaction and availability. Employers should implement recognition programs to acknowledge and reward employees’ dedication and efforts.

84% of those employees who are actively engaged in their work receive recognition for taking extra measures. [15]

Actively engaged employees are more likely to receive recognition for going above and beyond in their roles. Organizations should establish a culture of recognition, ensuring that employees’ exceptional contributions are acknowledged and appreciated.

According to G2, there are over 525 employee engagement tools and HR software. [7]

The market offers a wide range of employee engagement tools and HR software options. Organizations can explore these tools to enhance employee engagement initiatives, streamline HR processes, and improve onboarding and workforce management.

How to improve human resource management?

The traditional role of HR, which is hiring and retaining new talent, now includes more diverse workforce management. HR can’t apply the same old strategies to manage diversity in the workforce. Here are some ways to ensure that the approach is modern, relevant, and effective.

1. Improving the Quality of Hires

The first step towards building a successful workforce is to make hires with a high level of skill and experience. One mistake many companies make is to rush through the hiring process in order to fill a vacancy quickly. Instead, they should focus on attracting the right candidates to the job. This can be achieved by creating a comprehensive job description, knowing what skills the candidate must possess, and setting clear hiring benchmarks.

Moreover, it’s essential to distribute the job listing on websites that cater to the right audience. For instance, it must be posted on LinkedIn, Glassdoor, or other social media channels where qualified candidates could interact together. Screening resumes thoroughly and checking references can help teams hire effectively.

2. Increasing Employee Retention Rates

Once you’ve hired and onboarded new employees, retaining them can be tough. To increase retention rates, HR professionals must establish feedback channels between HR and employees. Identify the reasons by which employees may resign, such as poor communication, inadequate supervision, or poor work-life balance, and work to address those issues.

Encourage and provide opportunities for professional development and promotion from within. Offer health benefits, bonuses, or pay raises after a certain amount of time or performance. Regular employee recognition for their hard work is also critical.

3. Decreasing Hiring Time

While hiring can take a long time, accelerating the process can be dangerous to identify top talent. However, when companies move too slowly, they can lose candidates who obtain employment elsewhere.

One way to speed up the hiring process is to remove unnecessary steps. It’s essential to focus on the candidate’s qualifications, experience, and personality in the first screening stages. Additionally, small tweaks in the job listing could make a massive difference. For instance, simplifying the application process or including information on any useful information that might appeal to employees.

4. Growing Talent Pipelines

Growing talent pipelines for candidates is essential. One way to do this is to create an internship or apprenticeship program. Doing so helps young professionals gain necessary experience while giving companies flexibility in assessing potential new hires. Establishing mentoring opportunities that connect experienced professionals with junior employees also helps foster leadership skills and develop new talent internally.

5. Diversity Hiring

Diversity in the workforce can encourage creativity, bring in different perspectives, and provides economic benefits. However, diversity recruiting must be done responsibly by looking beyond the minimum requirements of diversity legislation.

To initiate a proper approach, human resources managers should gather data on current diversity referrals and current management styles and hiring practices. They should also avoid falling into the “like-me” trap; that is, hiring people whose background is similar.

Human resource statistics conclusion

HR has a critical role in shaping the workforce of the future. Maintaining a diverse talent pool, retaining employees while providing opportunities for growth, and improving the quality of hires is crucial. It’s crucial to identify where improvements can be made to sustain and improve employee engagement and increase the company’s profile. By providing support and creating a better work environment, HR can help employees reach their potential and maintain a cohesive, competitive company.


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