HR Statistics That Have Changed The Way We Recruit

These are game-changing HR statistics that have resulted in innovative recruiting strategies and methods. Advances in technology and HR analytics enabled us to measure and get useful insights. Today, every stage of recruiting process is measurable! We should use these HR stats to make better and more informed decisions.

Top HR Statistics

#1: 73% of all candidates are passive job seekers

This statistic is my favorite from the list of HR statistics. Passive job seekers are people who are not actively looking for new opportunities, but would be willing to accept a better offer. Today, a better offer doesn’t necessarily mean more money. Often times, they include ability to learn and grow, flexibility and ability to innovate.

But what does this stat mean for the world of Talent Acquisition?

So let’s take, as an example, the simplest and one of the oldest ways of recruiting. This method is called “Post & pray” method with which you post a job to job boards and wait for candidates to apply. Which group of candidates, do you think, you reach with these job ads? Passive or active job seekers?

Want to learn more about most productive Recruitment Marketing strategies? Here is our free guide!

#2: Top candidates stay available for 10 days

According to research, top candidates stay available on the market for 10 days only. This is one of the HR statistics because of which Candidate Experience and Candidate Engagement emerged as innovative talent attraction strategies.

Being able to engage candidates prior to job opening gives you a huge competitive advantage. This way you can build relationship with candidates, fasten and ease the application process and deliver better candidate experience.

These are just a few examples of how you can engage candidates, provide exceptional candidate experience, build great talent pools and fasten your recruiting process.

#3: There are 50+ candidate-employer touch-points throughout candidate journey

A touch-point is any kind of interaction between the candidate and the organization. Touch-points can be direct person-to-person interactions like emails, phone screenings and interviews to indirect interactions such as visiting a company website, career site, social media profiles or filling out application forms.

Did you know that even before a candidate gets a screening call or enters their first interview, most have already had as many as 50+ touch points across the employer brand and organization? — Christopher Mengel

Why is this stat on my list of HR statistic that have transformed recruiting?

Many HR professionals are not aware of the importance of consistency when communicating Employer Brand and EVP throughout all the touchpoints and channels.

Not having a clear strategy hurts your company’s reputation and credibility. As a consequence, you are unlikely to attract high-quality job candidates.

Attracting high-quality candidates is very similar to attracting customers to buy your product. For that reason, the approach should similar. Many HR professionals have realized that and are using marketing strategies to convert candidates into applicants.

So this is my list of top HR statistics that have changed the way we recruit… What is your favorite HR stat?