1. 43% of HR professionals cited \u201ccompetition from other employers\u201d as the top reason they’re struggling to hire the right employees. (SHRM)<\/p>\n
2. 60% of applicants quit filling out application forms<\/a> due to complexity or length. (SHRM)<\/p>\n 3. \u00a01 in 2\u00a0jobseekers have had a negative experience during a hiring process and\u00a050% of respondents had declined a job offer due to a poor experience. (CareerPlug<\/a>)<\/p>\n 4. 72% of hiring managers claim they provide clear job descriptions, but just 36% of candidates agree. (HR Dive)<\/p>\n 6. Job seekers consider attractive benefits (48%), convenient commute (47%) and relatively high salary (46%) before applying. (Glassdoor)<\/p>\n 7. Candidates say clear and regular communication (58%), clear expectations (53%), and feedback regarding rejection<\/a> (51%) are the most important factors for a positive application experience. (Glassdoor)<\/p>\n 8. CareerPlug’s analysis of over 10 million applications showed that an applicant who applied from a referral was 85 times more likely to be hired than an applicant from a job board. (CareerPlug<\/a>)<\/p>\n 9. Companies in the top quartile for racial and ethnic diversity are 35% more likely to see financial returns above the national medians for their industry. (McKinsey & Company)<\/p>\n 10. Inclusive companies have a 2.3X higher cash flow per employee over a three-year period. (Josh Bersin)<\/p>\n 11. Just 51% of companies agree that the diversity of their employees accurately reflects the diversity of the market they serve. (HR.com)<\/p>\n 12. 78% of respondents to Deloitte\u2019s Global Human Capital Trends survey stated that diversity and inclusion gave them a \u201ccompetitive advantage\u201d over other companies. (Deloitte)<\/p>\n 13. 6% of companies said they use AI for recruiting to a \u201chigh degree,\u201d while 24% responded that they would likely be using AI for recruitment to a high degree within the next two years. (HR.com)<\/p>\n 14. 36% of HR professionals cite insufficient technology for their inability to automate and improve the organization of onboarding programs, further inhibiting their ability to train managers in proper onboarding techniques. (Kronos)<\/p>\n 15. 57% of companies use a specific performance management technology such as Kissflow HR Cloud or BambooHR. (HR.com)<\/p>\n 16. 71% of employees that went through an onboarding process had a clearer understanding of their role and felt equipped for their responsibilities. (TalentLMS<\/a>)<\/p>\n 17. In a survey of employees who quit shortly after being hired, 23% revealed that if they had received clearer direction around their role and duties, their decision might have been different. (BambooHR)<\/p>\n 19.61% of new hires do not get any training on company culture. (TalentLMS)<\/p>\n 20. 53% of HR professionals believe employee engagement increases when onboarding is improved. (SilkRoad)<\/p>\n 21. 72% of new hires desire one-on-one time with their direct manager. (LinkedIn)<\/p>\n 22. Company culture is important to new hires. Indeed, 32% of workers said they would agree to a 10% reduction in salary if they cared about their job strongly enough. (Jobvite)<\/p>\n 23. Treating workers \u2013 at all levels \u2013 with respect was rated as \u201cvery important\u201d to 67% of employees, higher even than compensation<\/a>, which was rated by 63% of employees as very important. (SHRM)<\/p>\n 24. 84% of HR professionals agree that recognizing employees increases engagement, and 82% agree that it boosts employee happiness and staff availability<\/a>. (SHRM)<\/p>\n 26. Lack of clarity and communication factor heavily into employee burnout. Just 60% of employees have a strong understanding of their boss\u2019s expectations, while employees who are confident in their worker-manager relationship are 70% less likely to feel burned out. (Gallup)<\/p>\n 27. 83% of employees would prefer to be recognized with praise over a present. (OfficeVibe)<\/p>\n 28. 4 out of 10 employees say their managers fail to frequently engage in honest conversations about work. (SHRM)<\/p>\n 29. One in five US employees is uncomfortable when it comes to engaging in conversation with their manager. (SHRM)<\/p>\n 30. 36% believe their manager doesn’t know how to lead a team. (SHRM)<\/p>\n 31. One in four employees dread going to work, don’t feel safe voicing their opinions about work-related issues, and don’t feel respected and valued at work. (SHRM)<\/p>\n 32. 58% of those who left a job due to culture claim people managers are the main reason they ultimately quit. (SHRM)<\/p>\n 33. Almost 30% of new hires resign in the first three months of employment. (Jobvite) Check out these employee retention strategies<\/a> to help combat this.<\/p>\n 34. The top reasons given by employees for leaving their jobs include lack of career development (22%), lack of support with work-life balance (12%), their manager\u2019s behavior (11%), unsatisfactory compensation and benefits (9 %), and poor well-being (9%). (Work Institute)<\/p>\n 35. 49% of employees who intend to leave their full-time job in the next 5 years would remain longer with their employer if they received a higher salary, while 29% would stay for more or better benefits. (MetLife)<\/p>\n 37. The top three contributors to employee burnout are unfair compensation (41%), unreasonable workload (32%), and too much overtime or after-hours work (32%). (Kronos)<\/p>\n 38. 92% of employees say showing empathy is an important way to advance employee retention. (Businessolver)<\/p>\n 39. 51% of employees say they would change jobs for one that offers flexible working. (Gallup)<\/p>\n 40. Businesses have incurred $223 billion in costs due to turnover linked to workplace culture over the past five years. (SHRM)<\/p>\n 41. 89% of HR professionals agree that conducting performance management on an ongoing basis is more effective than yearly or twice-yearly reviews. (HR.com)<\/p>\n 42. More than three-quarters of employees want to learn new skills, but two-in-five claim they lack the time to take advantage of reskilling. (Mercer)<\/p>\n 43. Just 34% of HR leaders are investing in workforce learning and reskilling as part of their future of work strategy. (Mercer)<\/p>\n 44. 40% of HR leaders are not aware of the skills their workforce possesses. (Mercer)<\/p>\n 45. 45% of Millennials say a job that accelerates their professional or career development is “very important” to them. This compares to 31% of Gen Xers and 18% of Baby Boomers who said the same thing. (Gallup)<\/p>\n 46. 56% of employees report that additional paid time off would make them more loyal to an organization. (Fierce, Inc)<\/p>\n 47. 39% of employees want to be seen as a \u201cwork martyr\u201d to their boss, yet these over-workers are less likely to receive a promotion or raise than their peers. (US Travel Org)<\/p>\n 48. Americans left 662 million unused vacation days, forfeiting a huge $66 billion in benefits. (US Travel Org)<\/p>\n 49. 77% of executives see contingent working playing a far greater role in the future. (Mercer)<\/p>\n 50. 34% of employees expect their jobs to disappear over the course of the next three years. (Mercer)<\/p>\n Looking to boost the efficiency of your workforce, or move to a flexible working model? Get in touch<\/a> with the team at ZoomShift to see how we can help you hit your HR goals.<\/strong>![\"\"](\"https:\/\/www.zoomshift.com\/blog\/wp-content\/uploads\/2020\/12\/HR-Statistics-Image-1-1.png\")
<\/p>\n<\/span>Diversity and Inclusion<\/span><\/h2>\n
<\/span>HR Tools<\/span><\/h2>\n
<\/span>Onboarding<\/span><\/h2>\n
![\"HR](\"https:\/\/www.zoomshift.com\/blog\/wp-content\/uploads\/2020\/12\/HR-Statistic-2-7.png\")
<\/p>\n<\/span>Employee Engagement<\/span><\/h2>\n
![\"\"](\"https:\/\/www.zoomshift.com\/blog\/wp-content\/uploads\/2020\/12\/HR-Statistic-3.png\")
<\/p>\n<\/span>Management<\/span><\/h2>\n
<\/span>Retention<\/span><\/h2>\n
![\"HR](\"https:\/\/www.zoomshift.com\/blog\/wp-content\/uploads\/2020\/12\/HR-Statistic-4-2.png\")
<\/p>\n<\/span>Performance Management and Training<\/span><\/h2>\n
<\/span>Holiday and Sickness<\/span><\/h2>\n
<\/span>Future<\/span><\/h2>\n
\n<\/p>\n