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Iryna Viter

HR Statistics Overview: What to Take Note of in 2024

Get the edge in HR for 2024! Stay informed with our comprehensive statistics overview and learn what matters most for HR success.

The HR landscape is changing, and so do HR statistics. The way people look, find, and apply for jobs is different than it was a mere decade ago and many HR managers promise it will change even more.

But human resources is what drives businesses so knowing how the staffing world functions is crucial for overall company outputs.

In this article, we're going to look into the most recent human resource statistics and what they mean for hiring managers or anyone who manages resources at large.

General Human Resources statistics

An average corporate job opening gathers up to 250 resumes. Processing that many candidates is no easy feat. So many HR professionals are already using HR software and workforce planning tools to process, analyze, and even predict resource-related data.

Human resource planning can be full of surprises, which means accurately forecasting what kind of resources you will be needing soon is often a challenge. In the US alone, 80% of small businesses are already using HR software to make informed staffing decisions.

At the same time, 75% of recruiters use software to track potential candidates, while 79% increased their social media presence for better reach.

In a recent survey, Greenhouse has discovered that "talent is on the move" as out of 1500 employees they talked to 84% said they would be looking for or are open to new job opportunities in the following six months.

But even though so many people are interested in a career change, their experience looking for a job or trying to find the right company can be complicated. In this same survey, over 75% of respondents said they have been ghosted after an interview, meaning that they showed up, talked to the recruiter or a hiring manager, and then never heard back from them on how the interview had gone or what they could expect next.

In 2021, Slack conducted research that found that people are really looking for that work-life balance — 85% of women said they are already working fully remotely or are looking for a hybrid option, while 79% of men had the same sentiment.

But work in general still is and has always been a stressful thing, which HR professionals should always keep in mind. Deloitte, for example, discovered that for 91% of people the stress they experience at work impacts the quality of their outputs.

Recruitment statistics

People are becoming more mindful when it comes to the companies they support. That goes both for the brands they choose to buy from and the ones the choose to work for.

In a recent survey, Glassdoor found that professionals these days are more eager to join the companies they click with, the ones that have the same mission and values. Here is a deeper look into their findings:

  • 89% of people said it's essential for organizations to have a clear purpose and mission
  • 73% of respondents said they wouldn't apply to work at a company that doesn't share their values
  • 56% said that company culture is more important to them than salary when it comes to work satisfaction
  • 79% of people said they look into the company's mission before applying for a job there
  • 77% of candidates said they would investigate the company's culture before submitting an application there

According to research by Zippia, 86% of recruiters said that we're currently dealing with a candidate-driven market so in order to attract the right talent, companies have to reflect the values and ambition those candidates tend to have.

At the same time, the way recruitment is handled at scale is changing, and the reason for that, among others, is AI. According to the same research by Zippia, by the year 2025, 47% of HR departments in the US alone will have invested in AI to supercharge their efficiency.

Nevertheless, according to research by Indeed, you usually need an HR staff-to-employee ration of around 2.57, while for smaller organizations that ratio stands at 3.40.

Employee experience and retention statistics

Employee retention and employee engagement are two of the biggest topics HR leaders look into when trying to improve their hiring process and improve employee loyalty. After all, having engaged employees is a great sign for job seekers, a boost in reputation for the employer, and a way to cut back on hiring costs. Having new employees join is one thing, but convincing them to stay is crucial for your workforce planning process to be accurate.

According to a recent investigation by McKinsey, you need to help employees find a sense of purpose within the company, otherwise you will watch them leave. Only 18% of respondents in the survey said they are getting as much purpose from their work as they would want.

At the same time, 88% of respondents in a survey conducted by Gallup said their company doesn't have an adequate onboarding process. When people don't get that smooth integration experience within the company, it is more difficult for them to go at full throttle or even feel like they belong. This, in turn, has a negative impact on employee retention rates, making human resources a thing that comes and goes within the company.

In their "Job Seeker Nation Study", Jobvite found that 30% of people are likely to leave their new jobs within the first 90 days, and the number of people who change their job every 1-5 years has been growing in the past years.

Interestingly enough, married people are more likely to seek stability, so before changing jobs they will always double-check whether that leap is worth it.

Wrapping up

There are lots of human resource factors you need to account for when investigating and analyzing the trends driving human resources stats. If there is one thing that really stands out wherever you look it would be the massive issue of employee retention.

Company culture, mission, vision, and the general experience companies give to their employees are detrimental factors for overall business success. These days, people are willing to go through thorough research to find the company they would be able to commit to for a long period of time.

Curious how we do it at Runn? Read about our story here.

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