70 Pivotal HR Statistics for 2024

Understanding HR statistics and trends is crucial for organizations aiming to thrive. Trends and their corresponding statistics offer insights into various aspects of workplace management, from health and wellness to engagement and productivity. Moreover, staying informed about these trends helps organizations devise effective strategies to support and engage their workforce, and highlights evolving employee expectations and the financial implications of HR policies. 

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This article highlights some of the most important aspects of the workplace and how it is changing. Keeping track of these HR statistics can help your business adapt, proactively, to the changing dynamics of work environments. 

  • General HR Statistics
  • HR Recruitment Trends
  • Onboarding Statistics
  • Diversity Statistics
  • HR Learning Statistics
  • Work-Life & Workplace Trends
  • Future Work Trends
  • Technology Trends
  • Employee Engagement Statistics
  • Wellness Trends

1. General HR Statistics

There were about 8.8 million job openings at the beginning of March 2024

This number is down from March 2022, but it is similar to November 2023’s number of 8.7. 

US Bureau of Labor

HR Geography

States with the highest amount of HR representatives include California (71,130), Texas (49,190), New York (41,880), Florida (36,970), and Illinois (27,580). The highest-paying states by mean salary are the District of Columbia ($97,730), Washington ($77,220), New Jersey ($76,380), California ($76,200), and New York ($76,170).

(US Bureau of Labor

83% of employees would like their company to see them as a person as well as an employee; however, only 45% of employees think that their employers see them this way

There is a growing problem in the workforce with companies only viewing employees as workers. Make sure to value your employees know they have value to you apart from their work. (Gartner)

44% of companies do not provide career paths that encourage or compel employees 

75% of employees look at other positions at other companies. This amount of people could be associated with the fact that many of them do not feel stable in their position with their current employer. Creating career paths with clearly defined skill sets and goals could decrease turnover. 


In 2023, 45% of employees became burned out from organizational changes 

A goal for 53% of HR leaders is to mitigate this burnout. However, many employees doubt their employers' capabilities to make organizational changes since COVID-19. It will be a difficult task for these HR representatives to regain the trust of their workforce.


It takes an employer about 44 days to hire a new employee

Make sure to think ahead about how vacancies may affect your company. If an employee only gives two weeks' notice, make sure to hit the ground running and start looking as soon as possible. 


According to Forbes, for every 100 employees, there should be 1.4 HR staff 

The average HR-to-staff ratio is 2.57; however, this is a product of over-hiring. For smaller organizations and companies, the ratio is even higher at 3.4. However, medium and large organizations under-hire with about 1.22 and 1.03, respectively. 


2. HR Recruitment Trends

86% of surveyed HR professionals said that recruitment is becoming more like marketing 

Being able to spread your brand and “sell” your company to potential candidates is vital to attracting the best talent available. 

(People Managing People)

62% of companies say the current job market is run by candidates

Making sure to inform and keep talented candidates engaged and excited at the opportunity to work for your company is utterly important for the best recruitment program possible. 


Almost 90% of working professionals think mobile phones are essential for their job searches

45% of job seekers use their cell phones at least once a day to hunt for jobs. Additionally, job applications that are submitted through laptops, phones, and tablets make up 16% of all applications. Make sure to target mobile devices when trying to recruit talent for the greatest possible turnout. 


Using AI in the recruitment process reduces 20% of the cost, companies report

Finding ways to make recruiting cheaper and easier is always beneficial. Upgrading or updating your recruitment system may decrease costs and increase efficiency. 


Online job boards pull in 60% of job applications and social networks generate 56% 

For potential candidates, applying for a job can be overwhelming. They have hundreds of options and so many difficult choices to make. Prioritize these two locations to maximize the amount of applications you get so you can have the greatest number of options.


In 2025, it is predicted that millennials will constitute 75% of the global workforce

The global workforce’s demographic is changing rapidly. 25% of millennials actively job hop. It is important to remember that you need to either prepare for job hopping or do everything you can to retain high-quality candidates. 


71% of employees say they would be willing to have their pay cut to work somewhere whose beliefs and mission align with his or her interests

A possible way to attract high-end talent to your company is to establish a clear set of beliefs or values. Additionally, if your company’s values align with a candidate’s, they may be more likely to work with you. 


3. Onboarding Statistics 

Formal onboarding programs result in 50% higher employee retention and 62% productivity increase within the same group 

Creating a detailed system positively affects the onboarding of new employees. Making sure that employees have a comprehensive list of responsibilities and expectancies gives them more confidence and security. 

(Harvard Business Review)

69% of employees say that they are likely to stay and work for a company for 3 years if they have a great onboarding experience

Creating positive onboarding experiences is important. According to reports, 20% of employee turnover happens within the first 45 days. It is important to show new employees that your company is structured and organized from the jump. 


Organizations with a standardized process for onboarding experience 50% greater new-hire productivity

Setting up clear expectations for your employees helps them perform better immediately. Everyone wants to start as best as possible. Make sure to give your new hires the programs they need to succeed. 


91% of new hires who received company swag felt effectively welcomed to their new company

Creating a welcoming and friendly environment for new hires is vital. Everyone wants to feel welcomed in their workplace. Giving out some company merchandise is a simple way to make people feel welcome. 


On average, it costs $1,400 to onboard a new hire

This value is most likely more for smaller businesses with fewer employees and resources. For larger companies, it can be far less. Usually, it takes 6 months for a company to break even on a new hire. 


Bad hires could cost up to 30% of the employee’s first-year earnings 

Although having a vacancy in a company can be difficult, you should not hire someone without diligent consideration. Bad hires slow down work and cost the company money. 

(Apollo Technical)

42% of new employees find information too scattered in their organization 

When onboarding a new employee, it is important to stay organized. Having a standardized and consistent method for organizing information keeps new and old employees happy and stress-free. 


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4. Diversity Statistics

90% of Fortune 500 companies have some sort of diversity, equity, or inclusion (DEI) groups

Additionally, these groups have proven to be effective. 85% of women stated these groups aided them in their careers, and 70% of these women said that they helped enact real policy change. 


The most gender-diverse companies outperform the least gender-diverse companies by 48% 

There seems to be a correlation between a more unified and diverse workforce and higher productivity. 


The top 25% of companies regarding racial and ethnic diversity are 36% more likely to outperform the bottom 25% of companies 

Keeping a diverse workplace is good for efficiency, performance, and inclusivity. In fact, in a survey from Forester in 2021, about 60% of respondents claimed that their sales team’s success was tied to their diversity. 


63% of respondents to a study reported that they would rather work for a company that prioritizes DEI over one that doesn’t

The ages of the respondents in this study span multiple generations. DEI efforts and programs were even more important to millennial and Gen Z individuals. A way to attract talented individuals could be to invest in more DEI efforts.


About 40% of African American workers have reported workplace discrimination 

Additionally, according to a study, individuals with “distinctively black names” are less likely to move forward in an interview process. It is important to enact positive and inclusive programs so that employees of every race can feel welcome. 


More diverse companies are 1.7 times more likely to be innovative in their market

These companies are regarded as being well-run and exceptional businesses as well as innovative. 

(Josh Bersin)

Diverse companies are 70% more likely to capture new markets

According to the Harvard Business Review, diverse companies are also 45% more likely to say that their market share grew the previous year

(Harvard Business Review)

5. HR Learning Statistics

92% of survey respondents say that good formal workplace training positively impacts their engagement with their job

Making and distributing the right programs to your employees can help them feel secure in their occupations. These programs encourage employees to progress in their careers and increase trust with their employers.  


68% of employees prefer to learn on the job

This statistic indicates a strong desire for practical, hands-on experience during their work hours. Giving employees the option to problem solve on their own could increase their confidence and comfortability on the job.  


70% of employees rather online or self-paced courses in comparison to physical courses

If employees favor online or self-paced courses over traditional classroom-based courses, your job as an employer should be to empower employees by allowing them to learn how they wish. New environments in the workplace show employees prefer more flexible learning environments.


75% of companies plan to create learning programs for their new employees

Companies are planning to implement these programs for their employees, showcasing a commitment to continuous professional development.


About 57% of companies invest between $500 and $3,000 per employee for their training programs/courses

Giving context to how much companies spend on training can help you create programs that empower employees effectively and economically. 


83% of HR managers believe that training significantly aids in employee attraction

A significant 83% of HR managers believe that having strong training programs substantially enhances their ability to attract potential employees.


34% of employees chose to leave their previous job because of a greater chance of professional advancement elsewhere 

It is important to prioritize employee advancement in your company. Highlighting career development opportunities can be instrumental in retaining staff.


6. Work-Life & Workplace Trends

32% of employees say they would like to continue remote work

According to Forbes, 73% of workers have a hybrid or fully remote schedule. This could mean that priorities among workers are changing or that new policies need to be instituted. 


84% of EX professionals thought that helping employees by supporting remote, hybrid, and in-person employees is of the utmost importance for their business

The strong focus on supporting all these work arrangements underscores the need for adaptability and flexibility in today’s work environment. Businesses see this as critical not only to meet diverse employee needs but also to ensure seamless collaboration and productivity regardless of physical location.


53% of engaged employees say they are comfortable with AI, compared to just 30% of disengaged employees

Most people are comfortable with the use of AI for menial tasks at work. These tasks include writing (61%), personal assistance (51%), and internal workspace queries (46%). However, they would rather engage with a human for more subjective and meaningful aspects of work. For example, only 37% of people think that employee performance appraisals should be primarily AI-driven, and only 29% of people think the same for job interviews. 


Organizations that are engaged with their employees have 59% less employee turnover

High engagement levels within organizations correlate strongly with lower turnover rates. This suggests that when employees feel connected and valued by their employer, they are less likely to seek opportunities elsewhere, reducing recruitment and training costs associated with high turnover.

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63% of workers who feel they have balanced work and personal lives are willing to go “above and beyond” for their company, business, or organization

It is important to preach positive balance to your employees. Balance makes employees happier. Furthermore, this extra commitment driven by personal satisfaction and well-being translates into better performance and potentially higher business outcomes.


More than a third (38%) of employees feel they’re burnt out due to ineffective processes and systems within their organization

A significant portion of the workforce feels overwhelmed by inefficient processes and systems at work. This highlights a critical area for improvement, as streamlined and effective processes not only prevent employee burnout but also enhance productivity and job satisfaction.


23% of workers who work remotely report that they struggle with loneliness

A noteworthy segment of remote workers experience loneliness, which can impact their mental health. Addressing this issue is vital for organizations to support their remote workforce fully, potentially through virtual social interactions, regular check-ins, and providing access to mental health resources.


7. Future Work Trends

43% of HR leaders say that they do not have a future of work plan or strategy

Nearly half of HR leaders acknowledge the absence of a specific plan or strategy for the future of work. This indicates a potential vulnerability in organizational adaptability, highlighting the necessity for strategic foresight in managing future workforce dynamics and technological shifts.


According to People Managing People’s annual trends report, 39% of HR leaders said AI and technology adoption would cause the biggest disruption to the workforce in the next 10 years

AI is revolutionary, but the tool could cause worry among your workforce. It is important to be transparent with your team about how you plan to incorporate this amazing tool into your day-to-day operations. 

(People Managing People)

Currently, 56% of candidates report applying for jobs outside their current area of expertise

A majority of job candidates are exploring opportunities beyond their current expertise, suggesting a shift towards a more dynamic job market where individuals are willing to cross traditional boundaries to find fulfilling roles. This trend may encourage companies to offer more diverse training options and cross-skilling programs to retain more employees. 

(People Managing People)

63% of candidates rated a four-day workweek as the top “future of work offering” that would be most attractive for a prospective job

The strong preference for a four-day workweek among candidates points to a growing demand for improved work-life balance. Organizations that consider such scheduling flexibility may have a competitive advantage in attracting top talent looking for better personal time management and reduced burnout.


Companies are planning to decrease their office space by 30%

The reduction in office space reflects the lasting impact of remote work trends and a strategic shift towards cost savings. Potentially, there will (and should) be a greater emphasis on flexible work locations.


57% of managers report being fully responsible for resolving their direct reports’ conflicts

This statistic underlines the need for effective leadership training in conflict resolution to enhance team dynamics and maintain workplace harmony. Prioritizing soft skills in managers is becoming more and more prevalent in today’s hiring process. 


71% of millennial workers report the pandemic as something that made them “rethink the place that work should have in their lives.”

This introspection from younger workers is another factor driving changes in corporate cultures and policies. This new culture emphasizes flexibility, employee wellness, and a more meaningful integration of work with personal life priorities.


8. Technology Trends

Last year, 12.1 million employers in the U.S. spent over $5 trillion on HR tech and 74% of companies intend to raise HR budgets for tech

Last year's substantial investment in HR technology shows a significant trend toward digital transformation in human resources management. This trend reflects a strategic emphasis on enhancing HR functionalities and operational efficiency.

(Hiring Thing)

80% of businesses use some sort of HR software

The widespread use of HR software in businesses indicates that digital tools have become integral to managing modern workplaces. These systems often streamline processes such as payroll, employee benefits management, and performance tracking, thereby improving overall business operations.


IBM artificial intelligence is now 95% accurate in predicting workers who are planning to leave their jobs

Achieving high accuracy in predicting employee departures highlights the advanced capabilities of AI in workforce management. This predictive power can provide crucial insights for HR departments to implement preemptive strategies to improve retention and address potential dissatisfaction.


Mundane and/or repetitive tasks are one of the main reasons for employees’ quitting Automation could help increase retention by eliminating these tasks from the day-to-day responsibilities many employees face. Incorporating these functionalities could also optimize an employee’s workday by allowing him or her to work longer on more important and complex tasks.


33% of HR teams say they have used some form of AI technology, and 41% are actively creating apps to distribute HR services

With a third of HR teams employing AI technology and many developing apps to distribute HR services, there's a clear move towards more interactive and automated HR solutions. These advancements can facilitate more personalized and efficient employee experiences.


53% of businesses use technology to optimize their employee training procedures

These businesses want to shift towards more dynamic, accessible, and customizable training solutions. Such technology-driven approaches can significantly enhance learning outcomes and employee development.


22% of companies have some sort of HR tech plan but have not implemented it yet

The tech plans not being implemented could indicate potential hesitancy or challenges in execution. Even though these changes may be intimidating, upgrading your HR procedures should be more exciting than worrisome. This gap highlights the need for clear strategies and support systems to fully leverage technology in HR practices.


9. Employee Engagement Statistics 

65% of workers report being happy or satisfied with their current job

A significant majority of workers feeling content with their jobs suggests a generally positive sentiment towards current employment conditions. However, maintaining or improving this satisfaction level requires ongoing effort in areas like work environment, compensation, recognition, and professional development opportunities.


Office, sales, and construction workers are the most disengaged employees 

A mere 12% of these professions are engaged in their organization. These jobs can be very grueling and tiresome. It is important to prioritize these employees’ engagement to increase retention and satisfaction. 

(Oak Engage)

Highly engaged employees correlate with a 23% increase in profitability

Of course, employees are more than their ability to be productive. However, this correlation between highly engaged employees and increased profitability is a great bonus for valuing and engaging with workers. These engaged employees also often demonstrate better customer service and are less likely to leave the organization.


16% of organizations use technology to track progress and engagement among their employees

With a small percentage of organizations using technology to monitor employee progress and engagement, there is considerable room for more to adopt these tools. Such technologies can provide valuable data to inform management practices and improve employee engagement strategies.


Disengaged employees are 48% more likely to experience daily stress

The higher incidence of daily stress among disengaged employees highlights the health and wellness implications of workplace dissatisfaction. Organizations need to be proactive in identifying and mitigating factors that contribute to employee disengagement to foster a healthier work environment.

(Oak Engage)

68% of employees would consider leaving their position if they did not feel as supported by senior employees

This statistic emphasizes the importance of leadership in employee retention. Leaders play a critical role in providing support, guidance, and recognition, which are key to retaining talent.

(Oak Engage)

Only 22% of organizations know what is causing their employees to be disengaged

The ignorance of many of these companies is a significant concern. Without this understanding, efforts to improve engagement can be misdirected or ineffective. Investing in regular feedback mechanisms and employee surveys can help organizations gain better insights into employee sentiments.

(Oak Engage)

10. Wellness Trends

Employees who don't exercise are 50% more likely to have poor productivity than those who do

The importance of physical health concerning work performance cannot be ignored. Promoting exercise and active lifestyles could greatly enhance productivity levels within an organization.


86% of employers report mental well-being, stress, and burnout as the highest priorities for them to address in their positions

With a vast majority of employers recognizing mental well-being, stress, and burnout as critical areas for action, it highlights the growing recognition of mental health as integral to workplace health. Initiatives to address these concerns can lead to a more engaged and resilient workforce.


33% of employees working for organizations in the US say that their job somewhat negatively impacts mental health

Workplaces need to adopt more supportive and health-oriented practices. Organizations could benefit from programs that address work-life balance and provide mental health support.


74% of employees report that they would work longer hours if their employer were more empathetic

This report contradicts the statistic that 92% of CEOs feel their organization is empathetic. CEOs need to be conscious about how they show their empathy to their employees for them to feel cared for and prioritized. 

(People Element)

Every dollar spent on wellness programs saves $5.82 in lower employee absenteeism costs for the organization

The significant return on investment from wellness programs, where every dollar spent can save multiple times that in reduced absenteeism, demonstrates their financial viability. These savings reflect fewer days lost to illness and other health-related absences.

(People Element)

Implementing wellness programs has been shown to reduce absenteeism by 14-19%

The notable decrease in absenteeism following the implementation of wellness programs highlights their effectiveness in promoting healthier lifestyles among employees, which in turn can enhance their overall work attendance and engagement.

(People Element)

60% of respondents said that wellness programs reduced their company’s healthcare costs

The reduction in healthcare costs reported by 60% of companies with wellness programs shows that such initiatives not only promote better health outcomes but also contribute to financial savings by reducing medical expenses.

(People Element)

HR Statistics 2024: Key Trends and Insights for Proactive Business Management

The landscape of Human Resources continues to evolve rapidly, influenced by technological advancements, changing workforce demographics, and emerging business practices. As we step into 2024, HR statistics 2024 provide crucial benchmarks and insights that can help HR professionals and business leaders make informed decisions.

Workforce Analytics

By 2024, data-driven decision making will become even more integral to HR operations. Organizations that harness the power of big data and analytics are expected to see a 15% increase in productivity. Metrics such as employee turnover rates, engagement levels, and training effectiveness will be pivotal in shaping strategic HR interventions.

Talent Acquisition and Retention

The competition for top talent continues to intensify, with a projected 30% increase in demand for skilled workers. HR leaders will need to focus on designing attractive compensation packages and enhancing the employee experience to boost retention rates. Employee wellbeing programs are expected to be at the forefront, with 85% of companies planning to expand their offerings.

Diversity, Equity, and Inclusion

DEI initiatives will play a critical role in corporate strategies by 2024. Companies showing a commitment to diversity are likely to see a 20% higher rate of innovation and a 35% advantage in outperforming competitors. HR statistics will need to monitor the effectiveness of DEI programs rigorously.

Technology Adoption in HR

Automation and AI integration in HR processes are set to increase by 40%, reducing the time spent on administrative tasks by half and allowing HR professionals to focus on strategic planning and human interaction. Virtual and augmented reality tools are expected to revolutionize training and development programs.

By leveraging , businesses can proactively adapt to these trends, ensuring a robust, efficient, and inclusive workplace.

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