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The hiring landscape is shifting, and if you want to stay ahead of the curve, it’s all about the numbers: recruitment statistics.
Sure, AI is buzzing louder than ever, but when it comes to building successful teams, it’s still people who power the business world.
The challenge? Talent professionals agree that attracting qualified candidates and building solid candidate pipelines is harder than ever.
While AI can crunch data, spot trends, and streamline processes, leadership, strategy, and innovation are still very much human-driven. That's why 69% of executives say soft skills are the top priority in hiring - emotional intelligence and adaptability are still what set people apart from machines.
Recruitment teams may soon start hosting job fairs for AI assistants and debating how to attract the most charismatic chatbot - but today’s focus remains on people.
So, what are today’s potential candidates looking for? What hurdles are recruiters facing? And what’s really shaping the market right now?
Let’s break it down.
Key Recruitment Statistics: Editor’s Pick
The recruitment market will grow by 13.1% annually through 2032.
Hiring a new employee can cost up to 30% of their annual salary.
52% of companies spend at least $10,000 to fill roles that require AI skills.
Outsourcing the recruitment process can reduce recruitment expenses by 34%.
About 14.5% of companies will probably stop hiring recent college graduates in 2025.
About 50% of employees have a side job, and another 16% are searching for one.
DEI matters to 80% of candidates Aged 18-34 but drops to 61% for older generations.
Job searching peaks between 9 AM and 5 PM, probably while candidates are in their current workplaces.
75% of candidates assess company culture through the hiring process.
Over 60% of Gen Z candidates trust referrals over any other recruiting method.
Recruiting Statistics to Keep in Mind in 2025
Curious about the numbers shaping recruitment in 2025? These statistics provide a snapshot of the trends and shifts in the latest talent acquisition landscape this year.
Recruiting Process Statistics
HR teams are feeling the pressure - 62% are filling more roles than ever.
Source: The Stepstone Group
With 89% facing intense competition for top talent and 81% struggling with longer hiring timelines, talent acquisition isn’t getting any easier. On top of that, 65% say they simply don’t have enough resources to keep up with the demand of potential candidates, especially in high-volume hiring.
Social media recruitment statistics reveal that 91% of employers use this channel for hiring.
Source: StandOut CV
Social media is now a key hiring tool, with 91% of employers leveraging it in their recruitment process. Additionally, 45% of recruiters actively post content to engage and attract candidates.
Employers conduct 2 to 3 interviews before hiring.
Source: What to Become
Most companies interview fewer than 10 potential candidates per role, with 2 to 3 interview rounds before making a hire. The process starts with a phone screen or a video interview, followed by 2 to 4 finalists for onsite interviews.
Over 60% of Gen Z candidates trust referrals over any other recruiting method.
Source: Yello
Employee referrals are the most preferred job-search source for Gen Z, with 61.93% relying on recommendations from current or former employees. Online and traditional job boards follow at nearly 56%, company websites at 55%, and career centers at 54%. Beyond preference, referrals lead to faster, more cost-effective hires who stay longer than traditionally sourced candidates.
Did you know that 82% of employers find referrals outperform other hiring approaches in ROI?
Find out more in our article: Cost-Effective Hiring Strategies
Insights from recruiting process statisticsJob seekers in 2025 expect a seamless, transparent, and efficient hiring process. Long application forms, lack of communication, and ghosting from recruiters are leading candidates to abandon job applications. Companies investing in positive candidate experience - faster response times, structured feedback, and engaging onboarding - are seeing higher retention and employer brand value. |
Will this shift affect recruiting costs?
Recruitment Cost Statistics
Hiring a new employee can cost up to 30% of their annual salary.
Sources: British Business Bank, SHRM, NerdWallet
Recruitment is a significant investment. Businesses in the U.S. spend 15% to 30% of a new hire’s first-year salary, with the average cost of hire of $4,683 and reaching $28,329 for executive roles. In the U.K., mid-level hiring costs average £6,998, while companies across Europe spend 10% to 30% of a hire’s salary.
52% of companies spend at least $10,000 to fill roles that require AI skills.
Source: General Assembly
It’s no surprise that companies are investing heavily in top AI talent. Over 60% of workers believe AI will positively impact their careers, yet nearly two-thirds rely on their employers for AI training. But what happens when a company lacks AI-skilled employees to lead that training?
Using recruitment process outsourcing can reduce recruitment expenses by 34%.
Source: Serendi
Recruitment Process Outsourcing (RPO) is a type of Business Process Outsourcing (BPO) where companies delegate some or all of their hiring processes to external talent acquisition experts. By embedding recruiters within the organization, RPO ensures cultural alignment, leading to better hires and lower turnover rates. Key benefits include up to 45% cost savings, 68% more candidates, 30% shorter time-to-hire, and stronger talent pipelines.
91% of HR leaders say AI-skilled job candidates are demanding higher salaries.
Source: General Assembly
Recruitment trends show that, as AI adoption grows, job candidates with the right skills are leveraging their value. 91% of HR leaders report that candidates are requesting higher salaries, and companies comply 66% of the time. European (71%) and Asia-Pacific (67%) employers are more likely to meet these demands of potential hires than North American firms (63%), highlighting the increasing competition for AI talent.
Find out more about AI in recruiting: Is AI a new gadget or the future of recruitment?
Hiring becomes more selective, with 40% more interviews per hire.
Source: Ashby.inc
In 2024, recruitment specialists conducted 40% more interviews per hire than in 2021, highlighting the increased focus on finding the best-fit talent for both business and technical roles.
Conclusions we can draw from recruiting cost statisticsRecruitment costs remain a major concern for employers, with a growing emphasis on optimizing hiring processes through AI and automation. Companies are investing more in employer branding and retention strategies to reduce turnover-related hiring expenses. The trend suggests a shift toward smarter, long-term talent acquisition strategies rather than high-volume hiring. |
Can AI optimize the talent acquisition process and reduce costs?
AI Recruitment Statistics
While we’re not quite at the stage of offering AI-powered assistants a corner office (yet), technology is reshaping the hiring landscape faster than ever.
10. AI has a critical role in recruitment- it will grow 7.4% annually through 2029.
Source: Technavio
The adoption of AI in recruitment is accelerating, with the market expected to expand by $287.2 million between 2025 and 2029, growing at a 7.4% CAGR. This reflects the increasing reliance on AI-driven hiring solutions.
11. AI Adoption in hiring will reach 68% in 2025.
Source: Resume Builder
Currently, 51% of companies use AI in their hiring processes, a number expected to rise to 68% by the end of 2025.
12. Among companies already using AI, 82% rely on it for resume screening.
Source: Resume Builder
Recruiting stats show that, with AI adoption accelerating, its role in recruitment is becoming essential. 64% of companies use it for candidate assessments and 40% for AI-powered chatbots.
13. 69% of HR leaders find AI-skilled roles harder to fill than other tech positions.
Source: General Assembly
According to talent acquisition trends, the demand for AI expertise is skyrocketing, making AI-skilled talent more difficult to hire than professionals in data analytics, software engineering, and UX design.
14. AI in job searching? 42% of young job seekers say it is a big advantage.
Source: Statista
In 2024, nearly half of German job seekers aged 18 to 29 believe AI enhances the job search process. But the enthusiasm isn’t universal. Namely, only 10% of those aged 60 to 65 agree, underscoring a major generational gap in adopting AI-driven hiring tools.
15. AI career interest is up by 20.8% in the US but overshadowed by job loss fears – rising by 140%.
Source: Statista
In 2024, US searches for “open AI jobs” (2.9 million) and “what jobs will AI replace” (2.46 million) were similar. However, while interest in AI careers grew by 20.8%, concerns over AI-driven job displacement skyrocketed by 140%, reflecting increasing uncertainty in the job market caused by technological advancements.
What do statistics on AI in recruiting tell us?AI in recruitment is now a standard rather than an innovation, with tools being used for resume screening, skill assessments, and even interview analysis. However, concerns over bias, fairness, and data privacy persist, leading to increased regulation and transparency requirements. The trend indicates a move toward “human-first AI,” where technology supports but doesn’t replace human decision-making. |
Maybe AI will help reduce hiring bias...
Hiring Bias Statistics
16. 96% of recruiters believe that unconscious bias is a problem in the recruitment process.
Sources: Agency Central, Tribepad
Furthermore, a third of recruiters described it as a ‘big problem,’ reinforcing the need for stronger efforts to reduce bias in candidate selection. Job seekers feel it too - research shows that 9 in 10 candidates worry about facing prejudice in the recruitment process.
17. 57% of job candidates cite age bias as their biggest hiring concern.
Source: Tribepad
Personal appearance (25%) and disabilities (23%) follow as the second and third most common concerns. Other factors such as mental health, weight, parenting, pregnancy, race, and gender all fall below 20%. Interestingly, age bias isn’t just a concern for older candidates. Namely, 52% of job seekers under 24 believe they’ve faced discrimination by recruitment teams for being too young - a significant jump from 31% in 2022.
18. Objective or subjective? Recruiting statistics show that Gen Z and Millennials feel they are victims of hiring bias.
Source: HR Magazine
A recent survey showed that younger job applicants feel the impact of bias in hiring - 37% of those aged 16-34 say they’ve faced it, compared to 22% of all job seekers. Is this bias real, or is it a reflection of younger generations questioning outdated systems while older ones accept them? Either way, perception matters. Recruiters must not only eliminate bias but also make it clear that fairness is a priority in hiring.
19. About 14.5% of companies will probably stop hiring recent college graduates in 2025.
Source: Inteligent.com
Well, Gen Zs from the previous paragraph may be right – some companies claim they will stop hiring them. This decision comes from bad experiences with previous recruitment strategies. Namely, according to one study, 94% of companies hired recent grads last year but recruitment metrics show that only 25% saw full success, 62% had mixed results, and 14% struggled.
20. Around 60% of companies fired a recent college graduate they hired last year.
Source: Inteligent.com
90% of hiring managers say new college degree holders need etiquette and interpersonal skills training, citing a lack of preparation and soft skills, workload struggles, and unprofessionalism. While age data isn’t provided, it is safe to assume that hiring managers are older than candidates, raising the question of whether this is a skills gap or a generational divide. One thing is clear – recruitment approaches must improve to get better company culture and candidate matching.
Conclusions we can draw from hiring bias statisticsDespite advances in AI and structured hiring processes, bias in recruitment remains a challenge. Companies are prioritizing DEI initiatives, but economic uncertainties have led some to scale back their efforts. In 2025, there’s a growing demand for accountability in fair hiring practices, with new tools designed to audit and mitigate bias in hiring decisions. |
Will these trends affect job search and candidate behavior? Let's find out...
Job search statistics
21. Passive candidates make up 39% of the talent pool.
Source: LinkedIn
Nearly four in ten professionals aren’t actively job hunting but are open to the right job opportunity. Recruitment teams who engage passive candidates can strengthen their talent pipeline and gain access to top talent before they enter the job market.
22. Online job statistics show that 16% of employed people are looking for a side job.
Source: Forbes
Almost 50% of employees have a side job, and another 16% are searching for one. With worker shortages and skill gaps growing, professionals are turning to contract work for extra income and flexible work options. Businesses are rethinking their hiring strategies – they are leveraging gig workers in this global pool of candidates to fill short-term needs without the cost of a full-time hire. Online platforms like Fiverr and Upwork make it easier than ever for employers to connect with high-quality candidates, changing how work gets done.
23. 48% of Gen Z and Millennials apply to jobs found on social media.
Source: CareerArc
Social media is a key job search tool, with 58% of job seekers researching employers online. Among them, 48% of Gen Z and Millennials have applied to jobs they discovered on social media platforms.
24. 64% of job website visits come from smartphones and other mobile devices.
Source: Ubeeo
This proves that having a mobile-friendly website is very important. However…
25. Desktop users are nearly 4x more likely to complete applications.
Source: Ubeeo
Only 1.5% of mobile visitors complete their job applications, compared to 5.84% of desktop users. Candidates may prefer mobile devices for browsing job openings, but when it comes to applying, they switch to desktops or laptops - likely due to better usability and ease of uploading resumes.
26. Job searching peaks between 9 AM and 5 PM.
Source: Ubeeo
This insight into candidate behavior might suggest that many people look at online job boards and job posts while still on their current job - rather than in their spare time. Not only that, but application completions also peak during standard business hours.
27. The recruitment industry statistics show that the market will grow by 13.1% annually through 2032.
Source: Business Research Insights
Valued at $757 billion in 2024, the global recruitment market is projected to grow at a 13.1% CAGR, reaching $2.03 trillion by 2032. This surge reflects the increasing demand for talent acquisition solutions.
So, what do job search statistics tell us?The job search process in 2025 is becoming more digital and automated, with AI-driven platforms making job applications faster and more targeted. However, competition remains high, leading job seekers to focus on optimizing their resumes and networking on platforms like LinkedIn. The shift toward remote and hybrid work continues to influence job preferences and search behaviors. |
Companies need to work on their work culture. But, do they?
.
Work Culture Statistics
28. 75% of candidates assess company culture through the hiring process.
Source: The Stepstone Group
Additionally, 63% believe the application experience reflects how tech-savvy a potential employer is, making every recruitment step a key part of employer branding. Virtual recruitment and video interviews are a must.
29. Candidate experience statistics reveal that interviews are the top factor in job acceptance for 44% of candidates.
Source: Gallup
Beyond salary, interviews had the greatest influence on 44% of candidates, compared to 25% who prioritized hiring speed. This highlights the need for engaging, well-structured interviews to secure top talent.
30. Two-thirds of job candidates accepted offers due to a positive experience.
Source: CareerPlug
A strong hiring experience drives job acceptance - 66% of candidates in 2024 said a positive interview process influenced their decision. In contrast, 26% declined offers due to poor recruitment experiences like lack of communication or unclear expectations. Even in a shifting economy, candidate satisfaction remains crucial for successful hiring.
Wondering why candidates are turning down job offers?
Discover the key reasons behind rejected offers and how to prevent them: Why Job Candidates Are Saying No.
31. Onboarding statistics reveal - 75% of employees say onboarding Is key to candidate experience.
Source: CareerPlug
The candidate experience goes beyond the offer, Namely, 75% of employees believe onboarding is a critical part of the process. A strong onboarding program helps with better retention and long-term hiring success.
32. Soft skills matter – hiring statistics show that 69% of US employers prioritize them.
Source: Linkedin
While AI expertise is in demand, teamwork and adaptability remain crucial. Over two-thirds of US executives focus on soft skills in potential employees, recognizing their long-term impact in the workplace.
33. 76% of candidates consider diversity when evaluating job offers.
Source: Linkedin
Furthermore, a recent survey found that 80% of job seekers prefer employers who actively support diversity, equity, and inclusion (DEI). Diversity hiring statistics show that 60% of employees want business leaders to speak up on diversity issues, showing that DEI isn’t just a hiring priority - it’s a leadership expectation and a sign of a strong employer brand.
34. Diversity recruitment statistics show that DEI matters to 80% of candidates aged 18-34, but drops to 61% for older generations.
Source: Glassdoor
Prospective candidates with minority backgrounds tend to value DEI more, with 82% of AAPI job seekers emphasizing its importance, compared to 71% of white candidates. Gender differences are smaller overall (76% of men vs. 72% of women), but generational divides are striking. Namely, key statistics say: only 56% of baby boomer men believe DEI is important, while 72% of women in the same age group do.
35. 22% of US companies say lack of remote work options hurt hiring.
Source: Statista
The biggest recruitment challenge for US employers in 2023 was a shortage of qualified candidates. Additionally, 22% struggled to attract talent due to the inability to offer remote work opportunities and flexible work arrangements. Nearly 25% also reported losing skilled candidates because their hiring process was too slow.
36. While Europe’s average work-from-home rate is 8.9%, adoption levels fluctuate considerably between countries.
Source: Statista
Finland (21.7%), Ireland (21.4%), and the Netherlands (17.8%) led in remote work adoption, while Romania (1.2%) and Bulgaria (1%) had the lowest rates. These differences highlight how remote work preferences (and their influence on hiring) differ across European markets.
37. Employees with Work Autonomy Are 2.3x More Likely to Perform at a High Level.
Source: Gartner
Implementing human-centric hybrid work models requires granting employees autonomy over when, where, and how they work. Research shows that employees with schedule flexibility are 2.3 times more likely to achieve higher performance. Additionally, autonomy reduces worker fatigue by 1.9 times and makes employees 2.3 times more likely to stay with their organization—critical factors for retention and long-term success.
38. Employees in organizations with a strong workplace culture are nearly four times more likely to stay.
Source: SHRM
Organizations with a strong working culture see only 15% of employees actively looking for a new job, compared to 57% in poor workplace cultures. Positive culture also directly influences employee motivation and job satisfaction, with 83% of employees in strong cultures feeling motivated compared to just 45% in weak cultures.
39. 36% of employees would give up higher pay for stronger friendships.
Source: World Economic Forum
Workplace culture plays a critical role in employee satisfaction, with 83% seeking a sense of community at work. Additionally, 37% of workers would trade higher pay for more social enrichment, reinforcing the importance of meaningful connections at work.
40. Employee retention statistics reveal that upskilling increases retention by 58%.
Source: HR Digest
Companies investing in employee development saw a 58% boost in retention and a 24% rise in productivity. These results are driving a growing trend of businesses prioritizing employee growth.
Work culture statistics paint a clear pictureWorkplace culture in 2025 is undergoing a transformation centered on employee care and recognition. Organizations are moving beyond traditional compensation models, adopting Total Rewards strategies that address mental well-being, career growth, and emotional intelligence. Employee recognition is emerging as a key factor in mental health and employee retention. The emphasis on meaningful job transitions and a supportive work environment reflects a shift toward a more holistic and people-first approach to workplace culture. |
Recruitment Statistics: Conclusion
Looking at the future of talent acquisition, the landscape is poised for further transformation. Key statistics paint a clear picture: AI will continue to play a larger role, but the human element will remain indispensable. Identifying and engaging passive job seekers is more important than ever. Candidate expectations go beyond competitive salaries: they want purpose, flexible work arrangements, career growth opportunities, and a strong company culture.
Recruiting statistics show that DEI is not just a trend (despite hearing otherwise from the US) - it is a fundamental expectation, especially for younger generations. Organizations that prioritize candidate experience, embrace innovative recruiting strategies, including remote hiring, and foster inclusive workplaces will win the talent competition.
Recruitment and Hiring Statistics: Frequently Asked Questions
What are the most common recruitment challenges faced by employers today?
Today, recruitment faces several key challenges. The talent shortage requires creative solutions like broadening candidate searches, tapping into passive talent pools, and investing in training programs.
Changing candidate expectations demand more than just compensation; they seek growth opportunities, work-life balance, and positive company culture.
Achieving diversity, equity & inclusion (DEI) goals is crucial but challenging. Companies must also adapt to digital transformation, leveraging AI-powered recruitment tools while maintaining a human touch.
They also have to establish a strong employer brand to attract top talent by showcasing achievements on social media platforms and ensuring a seamless candidate experience through streamlined processes.
Strategies such as skill-based hiring or hybrid work models can improve the chances of successful hiring within an increasingly competitive landscape - shaped by recruiting trends like AI integration in talent acquisition processes.
How has remote work influenced recruitment and hiring processes?
Remote work has significantly impacted recruitment and hiring processes:
Global Talent Access: Companies can now hire from anywhere, expanding their talent pool and increasing diversity.
Technological Integration: Virtual interviews and AI tools streamline the process, saving time and costs.
Candidate Expectations: Flexibility is a top priority for many candidates, requiring companies to adapt their employer branding.
Cultural Fit Emphasis: Ensuring cultural fit is crucial in remote settings to maintain organizational cohesion.
How is 'time to hire' different from 'time to fill'?
Time-to-hire and time-to-fill are recruitment metrics with distinct focuses:
Time to Hire: Measures the time from a candidate's application until they accept an offer. It focuses on processing applications efficiently.
Time to Fill: Measures the time from when a job is posted or approved until it is filled by an accepted offer. It covers the entire recruitment process.
What is the dropout rate of candidates during the hiring process?
26% of candidates decline offers due to poor experiences like lack of communication or unclear expectations. Even in a shifting economy, candidate satisfaction remains crucial for successful hiring.
What role does social media play in modern recruitment?
Social media enable:
Expanded Reach: Social platforms like LinkedIn, Facebook, and Twitter allow recruiters to connect with a broader global audience and passive candidate pools.
Employer Branding: Companies use social media posts to showcase their culture, values, and vision effectively.
Better Candidate Engagement: Social media facilitates real-time interaction with potential candidates through quick responses to inquiries and engagement with followers. It also allows for personalized communication to attract passive candidates who may not be actively searching for jobs but are open to new career opportunities.
Recruitment statistics show social media plays a key role: 91% of employers use it for hiring, and 45% of recruiters actively post content to engage and attract candidates. 48% of Gen Z and Millennials apply to jobs found on social media.
Sources:
CareerArc