100+ HR Statistics (New 2025 Report)

Table of Contents

Looking for human resources (HR) statistics to better understand the employment landscape in 2025? We’ve compiled these statistics from reputable sources to help job seekers and hiring managers alike.

If you’re a job seeker, understand what HR professionals are looking for, how prevalent remote work is, and what kinds of benefits and perks employees are negotiating for.

If you’re an HR professional, make the most of our HR statistics to recruit, manage, and engage your teams.

Our HR statistics cover the following areas:

Job searching (who’s looking for jobs, reasons for job searching, how to find jobs)
Recruiting (recruiting challenges, how HR vs. job seekers view recruitment)
Remote working (status of remote work, employee views on remote work)
Employee engagement (worker satisfaction, mental health, pay, and benefits)
Quitting (who’s leaving their job, reasons for leaving a job)

20+ job search statistics

From job seeker demographics to hiring statistics in 2025, we provide data below that spans the job search process.

Whether you’re writing a CV, resume, or cover letter — these statistics will help you gain a stronger understanding of where job trends currently stand.

General job search statistics

The U.S. workforce is projected to grow by 6.7 million jobs from 2023 to 2033, with total employment increasing by 4.0% (U.S. Department of Labor, 2024).
As of March 2024, there were approximately 8.49 million job openings in the U.S., a 29.4% decrease from March 2022 (Consumer Affairs, 2024).
As of November 2024, approximately 5.5 million people want a job (U.S. Bureau of Labor Statistics, 2024).
Average wages are expected to grow by 3.6% in 2025, down from 4% in 2024 (Financial Times, 2024).
The tech sector will recover from prior layoffs, adding 400,000 new jobs in AI and cloud computing by the end of 2025 (Forbes).
As of September 2024, the share of US job postings that mention generative AI or related terminology was up 3.5 times year over year (Indeed, 2024).
On average 118 people apply for a single job posting, and only 20% of applicants are invited to interview (Forbes, 2023).
2.5% of U.S. workers change employers per month, an average of roughly 4 million people (Pew Research Center, 2022).
More than half (56%) of the workforce is likely to look for a new job in the next 12 months, with 37% of workers saying they’re “very likely,” up from 32% in 2022 (Bankrate, 2023).
52% of workers say finding a new job would be difficult, compared with 37% in 2022 (Pew Research Center, 2024).
Workers are now much more likely than in 2022 to say it would be difficult for them to get the kind of job they’d want if they were to look for a new one (Pew Research Center, 2024).

Who is looking for a new job?

45% of surveyed workers are actively looking for a new job or plan to within the next year (Employ, 2024).
- Of those, 54% have not looked internally at their current company for a new position.
The job seekers who are more likely to be actively looking for a new role or planning to within the next year are:
- Veterans: 57%
- Black or African American workers: 53%
- Workers with a disability: 52%
- Workers under age 40: 51%
- Workers with children under age 18: 51% (Employ, 2024).
According to the Bureau of Labor Statistics (BLS), in the fourth quarter of 2023, an average of 3.1 million women and 3.1 million men entered the labor force per month (BLS, 2023).
29% of workers who report having poor or fair personal finances searched for a new job in 2022, compared to 15% of those who report good or excellent finances (Pew Research Center, 2022).
Workers without a high school education are the most likely to change jobs, changing at a rate of 3.5% per month — compared to high school graduates at 2.8%, and workers holding a bachelor’s degree at 2.1% (Pew Research Center, 2022).
45% of workers with low job security looked for a new job in 2022, compared to 14% of workers with high job security (Pew Research Center, 2022).
Workers aged 16 to 24 are the most likely to change jobs compared to other age groups (at 4.4% per month). The next group most likely to change jobs was 25 to 34-year-olds, at 2.8%. The group least likely to change jobs is workers over 65, at 1.4% (Pew Research Center, 2022).
The workers most likely to switch roles are from these industries: technology (53%), manufacturing (49%), education (48%), and retail services (46%) (Employ, 2024).

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Why are people on the hunt for new jobs?

31% of job seekers aged 25 to 54 cite higher pay as the reason for their job search, compared to 16% who want to change careers (Indeed & Glassdoor, 2023).
From 2021 to 2022, workers who changed employers saw a 9.7% increase in their pay, while workers who stayed with the same employer saw a 1.7% decrease (Pew Research Center, 2022).
Top factors for actively looking for a new job include:
- Compensation (27%)
- Growth opportunities (20%)
- Flexibility to work from home (16%)
- Work/life balance (6%)
- Health benefits (15%) (Employ, 2024)

The job search process

The top three ways that job seekers find out about a job are from:
- Online job boards (59%)
- Friends (46%)
- Social media (e.g., LinkedIn, TikTok) (39%) (Employ, 2024).
Gen Z job seekers are more likely to search for jobs on their phone — 32% of Gen Z job seekers conduct job searches with a mobile device or app, compared to 22% across all age groups (Monster, 2022).
The most frustrating aspects of the job search for applicants are:
- Jobs that are too low-paying (46%)
- Not getting any interviews after applying for jobs (42%)
- Non-responsive employers and hiring managers (35%)
- Difficulty finding the right jobs to apply for (31%)
- The stress of the job-seeking process affecting mental health (28%)
Although 76% of respondents are open to receiving emails from recruiters, only 28% listed on the previous page that it’s their preferred method of communication from a recruiter (Employ 2024).

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30+ recruiting statistics

The Great Resignation underscored one of the biggest challenges in recruitment: mismatched expectations between employers and workers. These statistics will help you to better understand and manage recruitment in 2025 — no matter which side of the interview table you’re on.

Recruiting challenges

65% of employers will prioritize skills and practical experience over formal education by 2025 (Stand Together, 2024).
31% of recruiters say they’ll increase their use of AI or similar technology during the recruitment process, while 40% think keeping up with AI and other tech advancements will increase the difficulty of their job (Monster, 2024).
- 40% of recruiters think AI streamlined the search process by identifying candidates with the right skills (Monster, 2024).
Over 40% of job postings in the U.S. include salary ranges, a trend expected to grow as states enact pay transparency laws (Insight Global 2024).
However, 96% of recruiters say they’re confident they’ll find the right candidates for open positions (including 55% who are “very confident”) (Monster, 2023).
34% of employers believe that the skills gap between the roles to be filled and the applicant pool increased in 2022 over the previous year (Monster, 2023).
Recruiters offering flexible/hybrid work are almost 50% more confident they’ll find the right candidates for open positions, compared to those recruiting for onsite work (68% compared to 46%) (Monster, 2023).
According to recruiters, the most important soft skills they are searching for from candidates are:
- Communication (39%)
- Problem-solving/critical thinking (25%)
- Teamwork/collaboration (8%) (Monster, 2024).

According to Employ’s 2023 Recruiter Nation Report:

The biggest challenges reported by recruiters in 2023 are:
- Not enough candidates to fill open positions (31%)
- Competition from other employers (30%)
- Not able to compete with salary requirements (25%)

On average, 24% of workers are skeptical about the promises companies make regarding job expectations, benefits, and culture. Among these respondents:
- 28% are millennials (workers aged 25 to 34)
- 26% are Gen Z (aged 18 to 24)
- 20% are workers aged 55 to 67 (Monster, 2022)
Employers and candidates don’t match on their top priorities. In order of importance, candidates are most looking for:
- Salary protection/fair compensation
- Bonuses
- Healthcare benefits
- Flexible work schedules
- PTO
By contrast, employers most frequently advertise these benefits (in order of frequency):
- Healthcare benefits
- PTO
- Flexible work schedules
- Remote work flexibility
- Salary protection/fair compensation (Monster, 2022).
- While 44% of employers are prioritizing remote flexibility, only 24% of job seekers are looking for it (Monster, 2022).
The top reasons for declining a job offer in the past 12 months are due to:
- Compensation not reflecting the job seeker’s expectations (38%)
  Location/geography challenges (27%)
- No flexibility to work from home/remotely (22%) (Employ 2024).

Recruitment from the hiring manager’s perspective

Almost half of employers (46%) no longer consider job hopping a red flag (Monster, 2022).
Living outside the company’s geographic area shifted from a red flag to acceptable for 42% of employers in 2022, compared to 38% of employers who held that opinion in 2021 (Monster, 2022).
50% of employers think candidates need to articulate their skills better (Monster, 2022).
A college degree is not as important as it once was — employers ranked a college degree as the 8th most important factor that makes a candidate stand out in 2022, down from the 7th most important in 2021 (Monster, 2022).
College grades are becoming less important to employers, with hiring managers ranking GPA/grades as the 12th most important in 2022 (down from 10th in 2021) among factors that make applicants stand out (Monster, 2022).
63% of employers are willing to hire and train candidates with transferable skills (Monster, 2022).
Employers say the most effective resources for finding candidates are:
- Personal connections (34% of employers)
- Job board postings (29%)
- Candidates’ online profiles (28%)
- Networking (27%)
- Posting on a career site or the company’s site (27%)
- Resume database searches (24%) (Monster, 2022)
42% of employers believe that flexible work arrangements give them a recruiting advantage and help them retain talent (Monster, 2022).
The number of U.S. job postings on Indeed offering signing bonuses in July 2022 (5.2%) was more than triple what they were in July 2019 (Indeed & Glassdoor, 2023).

Recruitment from the job seeker’s perspective

Gender gaps in salary negotiation

A significant majority of U.S. workers, both men and women, don’t negotiate their starting salaries, with men slightly more likely to negotiate than women (32% vs. 28%) (Pew Research Center, 2023).
However, 66% of those who do negotiate their pay report success in obtaining a higher salary than initially offered (Procurement Tactics, 2023).
Women are more likely than men (38% vs. 31%) to say that after asking for higher pay, they were only given what had initially been offered. (Pew Research Center, 2023).
Men are more likely than women to say they are satisfied with the pay initially offered (42% vs. 36%), while women are more likely than men to say they don’t feel comfortable asking for higher pay (42% vs. 33%) (Pew Research Center, 2023).

The recruiting process

54% of candidates have abandoned a recruitment process due to poor communication from the recruiter or employer (Criteria, 2023).
89% of employers recruited virtually in 2022 (Monster, 2022).
Young recruiters are the biggest advocates of virtual interviews, with 61% of Gen Z recruiters preferring them (compared to 26% of Millennials, 13% of Gen X, and 6% of Boomer recruiters) (Monster, 2022).
82% of workers wish that more employers would disclose wage and benefits information on job postings (Employ, 2024).
- 74% say they’d feel more confident in negotiating the salary if a job description did share the salary range for the position.
In 2024, 57% of recruiters’ strategies will be focused on retention over acquisition. Another 26% will focus less on strategic diversity hires and more on simply filling positions (Monster, 2024).

10+ remote work statistics

Since the pandemic, the rise of remote work has reshaped the modern workplace — and it’s clearly here to stay. These statistics paint a picture of where remote work is heading in 2025.

Employee views on remote work

More women than men are motivated by the option of remote work. A total of 16% of women job seekers aged 25 to 54 want a remote job, compared to 11% of same-aged men job seekers (Indeed & Glassdoor, 2023).

The state of remote work in 2025

As of 2023, 35% of U.S. workers with telework jobs are working from home all the time, a decrease from 43% in January 2022, but significantly higher than the pre-pandemic figure of 7% (Pew Research Center, 2023).
40% of job seekers would be willing to accept a lower salary to work remotely (Employ, 2024).
The proportion of workers in hybrid work environments (working from home some days and at the office on others) has increased to 41%, up from 35% in January 2022 (Pew Research Center, 2023).
Among workers in hybrid work setups, 63% report that their employer requires in-person work for a certain number of days per week or month (Pew Research Center, 2023).
32% of companies surveyed in 2022 said they are likely to expand hybrid and remote work in the coming year (McKinsey & Company, 2022).
In 2022, 39% of workers were fully in-office, 25% were fully remote, and 16% were hybrid (Employ, Zippia, 2023).
In the U.S., 46% of employers think hybrid work is the future while 35% of employers think work will be fully in-person and 19% believe work will be fully remote in the future (Monster, 2022).
Approximately 8.6% of U.S. job postings in 2022 were remote, compared to 2.9% in 2019 (Indeed & Glassdoor, 2023).
Marketing job postings offering remote work more than tripled between 2019 and 2022 (7.1% in September, 2019 and 27% in September, 2022) (Indeed & Glassdoor, 2023).
62% of companies provide training for managers on how to support remote and hybrid employees (McKinsey & Company, 2022).
84% of companies ensure remote and on-site employees receive the same company updates (McKinsey & Company, 2022).
17% of companies track outcomes, such as promotion and attrition rates, for remote and hybrid employees (McKinsey & Company, 2022).

30+ employee engagement statistics

By examining statistics surrounding worker satisfaction and mental health, managerial styles, and pay, we can see that workers want and need employers to do more for their employees.

General employee engagement statistics

86% of workers reported to Indeed that how they feel at work impacts how they feel at home (Indeed & Glassdoor, 2023).
Low engagement costs the global economy $8.8 trillion USD per year (Gallup, 2023).
Globally, 51% of currently employed workers said they’re watching for or actively seeking a new job (Gallup, 2023).
23% of workers in the U.S. and Canada feel engaged on the job (Gallup, 2023).
52% of workers from Canada and the U.S. report “quiet quitting” during their workdays (Gallup, 2023).
62% of workers are satisfied with their jobs (Employ, 2024).
- However, 43% remain open to other job opportunities despite their satisfaction.

Generational differences

Most young workers (18 to 29 years old) express satisfaction with their jobs, with 85% reporting they are at least somewhat satisfied (Pew Research Center, 2023).
Young workers show high levels of satisfaction with their relationships with colleagues (65%) and managers (62%), but are divided on their satisfaction with pay and opportunities for promotion (Pew Research Center, 2023).

Management

About half or more workers say their direct manager or supervisor is excellent or very good when it comes to:
- Giving employees flexibility to balance work and their personal life (63%)
- Giving employees credit when it’s due (56%)
- Staying calm under pressure (56%)
- Setting high standards (53%)
- Being open to new ideas (52%)
- Being clear about expectations (50%)
- Making tough decisions (49%) (Pew Research Center, 2023)
Employees with a supervisor who is a woman are somewhat more likely to describe their boss as excellent or very good at giving employees credit (59% vs. 54% whose supervisors are men) and significantly more likely to describe their supervisor as caring (63% vs. 55% whose supervisors are men) (Pew Research Center, 2023).
43% of employees say their manager shows interest in their careers (McKinsey & Company, 2022).
50% of employees say they have a manager who makes sure employees get credit for their work (McKinsey & Company, 2022).
60% of employees say their manager gives them helpful feedback (McKinsey & Company, 2022).
53% of employees have managers who encourage respectful and inclusive behavior (McKinsey & Company, 2022).
62% of employees have managers who check on employees’ wellbeing (McKinsey & Company, 2022).
38% of employees have managers who make sure their employees’ workload is manageable (McKinsey & Company, 2022).
Majorities of workers say they are highly satisfied with their manager (Pew Research Center, 2024).

Worker satisfaction and mental health

52% of workers in the U.S. and Canada reported feeling stressed for much of the day (Gallup, 2023).

Worker compensation

64% of U.S. workers say they’re living comfortably on their present income (Gallup, 2023).
60% of U.S. workers reported a wage increase over the previous year (2022 vs. 2021) when they changed employers, compared to 47% of U.S. workers who reported a wage increase but stayed with the same employer (Pew Research Center, 2022).
63% of workers are comfortable asking for a raise (Employ, 2024).

Work benefits and perks

83% of large U.S. companies (200+ employees) offer wellness programs, with 53% of small and medium-sized companies (3 to 200 employees) offering these programs (Statista, 2025).
47% of employers plan to increase their benefits/employee perks to remain competitive in hiring (Monster, 2024).
58% of U.S. workers have access to some form of flexible work arrangements, either being able to vary their start/end times or work from home at least occasionally. This percentage has remained steady since 2021 (Forbes, 2023).
23% of U.S. employers offer mental health benefits and resources (Fortune, 2022).
The percentage of U.S. job postings advertising retirement plans, health insurance, and paid time off approximately doubled between January 2019 and May 2022 (Indeed & Glassdoor, 2023).
45% of companies have budgets for team bonding activities (McKinsey & Company, 2022).

7 quitting statistics

As of November 2024, the U.S. Bureau of Labor Statistics (BLS) reported that approximately 4.5 million men and women exited employment and moved out of the labor force.
In any given month in 2022, an average of 53% of women who separated from their last job (compared to 43% of men in the same situation) ended up leaving the labor force (Pew Research Center, 2022).
The U.S. unemployment rate as of December 2024 is 4.2% (U.S. Bureau of Labor Statistics, 2024).
40% of workers report high employee turnover at their organization over the past year (Employ 2024).
32% of workers would quit a job without having another lined up (Employ 2024).
Workers’ top three reasons for leaving a job in the past few months are due to:
- Compensation (38%)
- A need for change (26%)
- Poor work/life balance (23%) (Employ 2024).
57% of workers would rather quit, and 32% would rather get laid off from their jobs than work in a toxic workplace (Monster, 2024).

Sources

Bankrate, “Survey: 56% of Workers Plan to Look for a Job in the Next 12 Months”
Consumer Affairs, “Job Search Statistics 2024”
Criteria, “2023 Candidate Experience Report”
Employ, “2024 Job Seeker Nation Report”
Employ, “2023 Recruiter Nation Report”
Financial Times, “US Pay Raises Forecast to Shrink as Inflation and Worker Demand Ease”
Forbes, “How The Flexible & Remote Work Debate Will Carry Into 2024”
Forbes, “Is The End Of Remote Work Jobs Approaching?”
Forbes, “7 Things You Probably Didn’t Know About Your Job Search”
Fortune, “23% of Workers Say Employers Are Offering New Mental Health Benefits. But Is It Enough?”
Gallup “Americans Remain Discouraged About Personal Finances”
Gallup, “State of the Global Workforce 2023 Report”
Indeed & Glassdoor, “Indeed & Glassdoor’s Hiring and Workplace Trends Report 2023”
Insight Global, “5 Job Market Trends for 2025”
Monster, “Recruitment Survival Guide”
Monster, “The Future of Work 2022 Global Report”
Monster, “2024 Monster Work Watch Report”
McKinsey & Company, “Women in the Workplace 2024”
Pew Research Center, “Job Satisfaction”
Pew Research Center, “Most American Workers Say Their Boss Is Capable, Confident And Fair”
Pew Research Center, “Young Workers Express Lower Levels Of Job Satisfaction Than Older Ones, But Most Are Content With Their Job”
Pew Research Center, “When Negotiating Starting Salaries, Most US Women And Men Don’t Ask For Higher Pay”
Pew Research Center, “Majority of U.S. Workers Changing Jobs are Seeing Real Wage Gains”
Stand Together, “What will the 2024 Job Market Look Like? Key Trends and Insights”
Statista, “Workplace Health and Wellness in the US – Statistics & Facts”
U.S. Bureau of Labor Statistics, “Ability to Work From Home: Evidence From Two Surveys and Implications for the Labor Market in the COVID-19 Pandemic”
U.S. Bureau of Labor Statistics, “Labor Force Statistics from the Current Population Survey (December, 2023)”
U.S. Bureau of Labor Statistics, “Employment Situation (December, 2024)”
U.S. Department of Labor, “New BLS Employment Projections: 3 Charts”
Zippia, “25 Trending Remote Work Statistics [2023]: Facts, Trends, And Projections”

Methodology

In addition to the research on U.S. employment and recruitment cited here, we have calculated labor force inflows and outflows for women and men based on the seasonally adjusted average of employment movement for October, November, and December 2024 from the U.S. Bureau of Labor Statistics Labor Force Statistics from the Current Population Survey.

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Eva Chan

Senior PR Expert & Certified Professional Resume Writer

Eva Chan is the Senior PR Expert and a Certified Professional Resume Writer (CPRW) at Resume Genius. Born and raised in Vancouver, British Columbia, Eva is passionate about researching and discussing the ever-changing career space and its latest trends, and channels this enthusiasm into supporting professionals of all experience levels so they stand out in a competitive job market. Eva graduated from the University of British Columbia with a bachelor’s degree in English. Eva's insights and career advice have earned recognition from leading platforms including CNBC, Harvard Business Review, The Globe and Mail, Forbes, Newsweek, and Entrepreneur. For any media-related queries or for a future quote, you can reach her at [eva] @ [resumegenius.com] or connect with her via LinkedIn. Please note that we don’t accept any guest posts.

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