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44 Brilliant HR Statistics

by Branka Vuleta

Being an HR manager at a company is a challenging job. That is why statistics became fundamental to the sector. HR statistics are much more than just numbers and graphs. It is necessary to obtain, analyze, and summarize data and reach conclusions based on the gathered information. Such information can help improve the HR processes and companies’ progress. Data collection can provide more insight into the following talking points:

  • Contracting
  • Diversity and inclusion
  • Employee induction/onboarding
  • Employee retention
  • Corporate welfare
  • Commitment or employee loyalty
  • Employee development
  • HR fun facts and trends

Human Resource Statistics (Editor’s Choice)

  • Companies that invest in a good candidate experience improve the quality of their hirings by 70%.
  • 89% of employees who work for companies that offer workplace wellness programs will recommend the company to other job seekers. 
  • 76% of CVs are discarded because of unprofessional email addresses.
  • 66% of employers are willing to hire and train candidates who do not have skills for the job but have the potential.  
  • 92% of employees believe that showing empathy helps promote employee retention. 
  • 36% of company executives say they do not practice onboarding because of insufficient technology. 
  • HR stats show that happy employees can increase productivity by 31% and sales by 37%. 
  • Companies spend 33% of the annual salary of an employee who resigns to find an adequate replacement. 
  • On average, 250 resumes are received for each job position. 
  • 66% of millennial employees will probably quit their current jobs by 2020.

HR Contracting Statistics

1. 67% of hirers list the lack of skilled labor as the greatest challenge. 

According to human resources stats, the shortage of highly skilled candidates is hirers’ biggest problem. This is followed by fierce competition (52%), and budget shortage (36%).

Source: Source Match 

2. A positive interview experience will change the negative opinion of 87% of job seekers about a job position or company. 

Interview statistics suggest that 83% of candidates say that a negative interview experience can change the positive opinion they had about a position or company. Additionally, 87% express that having a positive interview experience can change their opinion about a job or position they did not fancy.

Source: G2

3. Complex and lengthy job applications make 60% of job seekers quit their application process. 

60% of candidates say that they have stopped completing employment applications because of their length and complexity.

Source: SHRM

4. 85% of applicants want constant communication. 

Human resources statistics 2019 show that 85% of the 13,000 applicants surveyed from North America, Europe, Africa, the Middle East, and Asia-Pacific countries say that constant communication during the recruitment process contributes greatly to overall candidate experience. 

Source: G2

5. 64% of candidates say that hirers do not provide clear job descriptions. 

While hirers are left bedazzled by the low-quality of available job seekers, research shows that vague job descriptions might be the leading factor in the inability to put the right peg in the right hole. According to statistics for HR professionals, 72% of hiring managers say they provide clear and accurate job descriptions. However, only 36% of the candidates agree with that statement.

Source: HR Drive

6. Companies that invest in a good candidate experience improve the quality of their hirings by 70%.

When companies invest in strong candidate experiences, their chances of getting high-quality hires increase by 70%.

Source: Glassdoor

7. 80% of job seekers will not reapply for jobs in companies that do not notify candidates of their application status. 

According to HR statistics, one of the practices in recruiting is giving job seekers updates about job applications. Relevant to this is the fact that eight out of ten job seekers said that they would not consider applying for another job at a company that did not give them a notification about their status. However, if they were notified, the chance of them reapplying to the company would increase 3.5 times more.

Source: Workplace Trend 

8. 83% of candidates seek information on the internet about a company before applying for a job. 

HR statistics for 2018 show that a good reputation is a key factor in getting high-quality candidates for a specific job position. A strong brand is capable of attracting top talent. 

Source: Glassdoor

9. 66% of employers are willing to hire and train candidates who do not have skills for the job but have the potential. 

Having the potential is essential for every job applicant. According to employee development statistics, 66% of employers are willing to hire and train candidates who may not have all the skills for the job, but who have demonstrated the potential to assume responsibility and who are motivated enough to do well.

Source: CareerBuilder

10. Companies spend 33% of the annual salary of an employee who quit his or her job to find an adequate replacement. 

Staff turnover is expensive. Companies must spend up to 33% of the annual salary of an employee who resigned to find an adequate replacement, according to a survey conducted by the Work Institute. This situation accentuates the need to have a plan for how to keep employee turnover under control. 

Source: Hubspot 

11. 67% of job seekers claim that it is important to be a part of a diverse team. 

According to diversity and inclusion statistics, job applicants are willing to be included in a diverse team since it can benefit a company in terms of solutions and ideas. 

Source: Glassdoor

12. Businesses in the top quartiles for ethnic and racial diversity are 35% more likely to realize more financial returns. 

New research on 366 companies shows that organizations with diverse workforces realize better performance in terms of financial returns.

Source: McKinsey 

13. Companies with diverse human talent are 70% more likely to capture a new market. 

In a survey of more than 1,800 business professionals, it was discovered that firms could benefit a lot from diversity. There is a higher chance of unlocking innovation, which will result in growth in market share. 

Source: Harvard Business Review

HR Statistics - hand shake

Onboarding Statistics

14. 76% of companies underutilize onboarding practices. 

76% of HR leaders express that onboarding practices that involve employees’ adaptation to the work environment are underutilized at their companies. 

Source: Business Wire

15. 55% of organizations do not measure how effective their onboarding programs are. 

Many companies do not practice new staff onboarding. Those that gainfully engage their new members of staff do not conduct research to analyze its effectiveness, and many do not know how adequate the program is. Therefore, that hinders accountability for progress and blocks improvement opportunities, according to onboarding statistics.

Source: Business Wire 

16. 36% of HR executives say they do not practice onboarding because of insufficient technology. 

In the 21st century, there are apps for virtually anything, right? However, for HR executives, that is not the case. At least that is what respondents claim. They say their inability to organize and automate induction programs is the reason why staff onboarding is not implemented.

Source: Business Wire 

17. There are over 150 onboarding apps. 

Human resource statistics do not lend credence to claims of HR executives in the previous stat. According to G2, there are dozens of onboarding apps, from Paylocity, ApplicantStack to BambooHR. Those apps are used in health care, education management, IT services, and more.

Source: G2 Crowd 

18. 53% of HR executives confirm that onboarding leads to more staff engagement. 

In a 2017 survey of over 1,300 executives, 53% of HR professionals admit that when onboarding is introduced or improved, employee participation also improves.

Source: SilkRoad

Employee Morale Statistics

When a company makes the well-being of its employees a priority, the result is an improvement in employees’ morale and, consequently, an increase in performance, overall production, and revenue. In this respect, we will take a look at how employers can improve the general well-being and morale of their staff. Moreover, we will comment on a few cases where the lack of proper management can be detrimental to the company in the long run. We will back this up with real-life HR statistics examples.

19. Around $190 billion in health care costs is spent in the US due to employee burnout. 

Job burnout is a serious issue for HR management. The burnout is a chronic physical and mental exhaustion produced by excessive responsibilities, workaholism, and lack of balance between work life and personal life. 

Source: SHRM

20. 69% of employees would work more if their employers appreciated them. 

According to Tinypulse’s human resources statistics, 69% of employees would work harder if their efforts were appreciated. A recognition program does not necessarily have to involve a lot of resources. Periodic feedback sessions can be enough to improve motivation.

Source: Tinypulse 

21. HR stats show that happy employees can increase productivity by 31% and sales by 37%. 

A positive and motivating work environment encourages employees to give their best, which translates into higher productivity. That is further confirmed by human resources stats from a research made by the Harvard Business Review (HBR) and the University of Warwick.

Source: Forbes

22. 79% of executives say that the redesign of the performance management system is important. 

Performance processes are changing. For 79% of executives, the redesign of the performance management system is a priority. They also emphasize that new strategies need to be incorporated, such as effective feedback, goal setting, and assertive communication with employees.

Source: Deloitte 

23. 87% of staff expect their employers to take their personal commitments into consideration. 

According to HR fun facts on employee behavioral tendencies, 87% of people expect their employers to recognize and support their efforts to maintain a good work-life balance. 

Source: Glassdoor

24. 84% of employers provide financial security programs. 

Many companies have several financial security programs like debt management, loan counseling, access to budgeting resources, and others. Such programs are one of their several wellness strategies. 

Source: G2

25. 70% of companies have invested in the improvement of the physical environments to improve healthy behaviors. 

Healthy practices and environments are essential for employees’ good health and well-being. To achieve this, many companies add healthy meals to the menus at their cafeteria, provide walking spaces, as well as bicycle-sharing programs. The options are endless. 

Source: Willis Towers Watson 

26. 78% of companies say that the welfare of employees is a fundamental part of their business plans. 

It is hard to retain employees if their well-being is not taken into account. HR tech statistics show that the well-being of each individual contributes to overall company’s success in terms of production and revenue. Business executives are incorporating workplace wellness programs into their business plans.

Source: Virgin Pulse 

Employee Loyalty Statistics

27. 89% of employees who work for companies that offer wellness programs will recommend their company to other job seekers. 

If a company wants to retain and attract workers with good potential and skills, then it should implement workplace wellness programs. Employees who are taken care of in the workplace will likely recommend the company to other job seekers. 

Source: APA

28. 51% of employers say that the use of health and wellness benefits will be more important in three to five years. 

According to MetLife, boosting a team’s morale through programs that promote good health and wellness is a smart move. It is estimated that such practices will help improve employee loyalty and retention.   

Source: MetLife 

29. 93% of employees believe that showing empathy helps promote employee retention. 

Successful business operations are not just about looking inwards and showing concerns for work activities but are also about understanding and showing compassion to employees.  

Source: Businessolver 

Employee Retention Statistics

30. 22% of employees leave their current positions because of professional development. 

There are five main reasons why employees quit their jobs:

  • Professional development (22%)
  • The balance between work and family life (12%)
  • Administrative behavior (11%)
  • Compensation and benefits (9%)
  • Wellness (9%)

Source: Hubspot 

31. 61% of employees admit that their company’s wellness programs influence their healthy lifestyle. 

One of the new human resources trends that improve quality staff retention is the introduction of wellness programs. More than half of surveyed employees agreed that workplace wellness programs inspired them to make healthier lifestyle choices. 

Source: Aflac 

32. 49% of small and medium-sized businesses say they cannot attract or retain high-quality or skilled employees without offering competitive health and wellness programs.

Offering health benefits has to be an integral part of the retention programs at any company. According to small business HR statistics, that is especially challenging for small and medium-sized businesses. Hence, they find it hard to keep their top quality staff members.

Source: Entrepreneur 

33. 66% of millennial employees will quit their current jobs by 2020. 

There is a high demand for millennials in many organizations due to the paradigm shifts in the 21st century. According to research by Glassdoor, those people will resign from their current jobs by 2020. 30% say it is because they need a better offer, 27% say their career goals are not aligned with their companies’ goals, and 13% will leave because they have no opportunities to grow.

Source: Glassdoor 

34. Older workers quit their jobs because their companies do not offer workplace flexibility (47%), professional flexibility (45%), and work hour flexibility (44%).  

Those are the topmost reasons cited by older workers upon leaving their job positions. Flexibility has proven to be a key factor in increasing employee satisfaction.

Source: SHRM

Human Resources Fun Facts

35. 76% of CVs are discarded because of unprofessional email addresses. 

76% of the time, candidates’ resumes are not taken into consideration because of unprofessional email addresses that include sexual references, words related to drugs and alcohol, current employer’s name, cell phone number, nicknames, and similar. Job seekers should think about how their email addresses will be perceived by future employers. 

Source: Recareered 

36. There are over 3 million job openings and 11.8 million people who are unemployed in the US.

According to HR statistics US, there are 11.8 million job seekers in the US. However, not every person on the job market is qualified for available job positions. Due to the rise in automation and digital manufacturing, companies are looking for high-quality workers with digital skills. The problem is that there is a shortage of skilled candidates in the labor market.

Source: Insider Hub 

37. On average, 250 resumes are received for each job position. 

For each vacant job position in the labor market, 250 resumes are submitted, and only 4 to 6 candidates will be interviewed, according to research from the Insider Hub.

Source: Insider Hub 

38. Your recruiter will spend between five and seven seconds on your resume. 

You may have spent hours writing and perfecting your resume. However, on average, employers or recruiters will only spend a few seconds on each resume they receive.  

Source: The Undercover Recruiter 

HR Statistics - resume

HR Technology Statistics

39. There are over 21 different types of HR software. 

Such software is developed for things like employee welfare, time tracking, financial security, employee benefits, and more.

Source: G2 Crowd 

40. Hiring stats indicate 75% of HR professionals use recruiting software.

To improve the hiring process, three out of four hiring managers say they use HCM software. They utilize various software that can easily track their applicants. 

Source: Capterra 

41. 64% of employees say that the use of mobile devices at work makes them more productive.

According to research from ArubaNetworks, mobile devices such as tablets, iPods, and smartphones can improve productivity when used during working hours. For example, listening to music at work has been proven to reduce stress and improve productivity.

Source: ArubaNetworks

HR Automation Statistics

42. 76% of hirers say the impact of AI will be significant in the future. 

We are moving toward a time when repetitive jobs will be replaced by artificial intelligence, and recruiters will only look for highly skilled workers who can handle demanding tasks.

Source: LinkedIn 

43. Only 7% of HR managers fear that robots will take over their jobs. 

According to HR statistics 2019, most HR recruiters are not afraid of losing their jobs to AI. Over 55% of them are confident that no one will be replaced in the next few years. 

Source: Devskiller 

44. 76% of recruiters believe that AI saves more time. 

The biggest advantage of AI is that it saves time. It also removes human biases (43%), finds the best candidate matches (31%), and even saves 30% more money. 

Source: LinkedIn


The use of statistics in human resource management is important for companies in today’s business world. Companies and their HR departments need to collect and analyze the necessary data. That way, they will be able to track their growth on different levels. They can use such strategies to improve productivity, employees’ well-being, and overall job satisfaction

As we have seen from this set of stats, it is highly recommended that HR professionals keep abreast of their profession through evaluations designed to determine satisfaction, productivity, and attitude in general.

HR statistics show that it is useful to request guidance from other HR professionals and employees who have been surveyed about their positive and negative experiences. 

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