Job Board Statistics

Steve Goldstein
Steve Goldstein
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Job Board Statistics 2023: Facts about Job Board outlines the context of what’s happening in the tech world.

LLCBuddy editorial team did hours of research, collected all important statistics on Job Board, and shared those on this page. Our editorial team proofread these to make the data as accurate as possible. We believe you don’t need to check any other resources on the web for the same. You should get everything here only 🙂

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Top Job Board Statistics 2023

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Job Board “Latest” Statistics

  • Body language accounts for 55% of communication, whereas the speaker’s voice tone accounts for 38%.[1]
  • The opportunity for further professional growth is the second most important consideration (33%) of job hunters. Being able to attain a better work-life balance came in second with 29%.[1]
  • According to research, 49% of American job seekers are prepared to apply for positions for which they are unqualified.[1]
  • The optimal time to send InMails on workdays is between 9:10 am and 10:00 am, according to Linkedin’s best practices.[1]
  • Nearly 70% of U.S. workers, according to Gallup’s State of the American Workplace research, say they are overqualified for their present position and possess more knowledge and education than is necessary.[1]
  • Only 6% of candidates, according to a report from MIT and the Federal Reserve Bank of New York, were recommended by another firm.[1]
  • 94% of HR professionals, according to Capterra study, said that ATS has improved their recruiting procedure.[1]
  • According to Jobvite’s analysis of social media recruiting data, LinkedIn is the most used job search engine, followed by Facebook with 63% of the market.[1]
  • According to the report, survey respondents worked between the ages of 18 and 24 for over half of the 12.4 average occupations held by Americans between the ages of 18 and 54.[1]
  • Although 50% of respondents preferred word of mouth, 56% of job seekers use professional social networks.[1]
  • 53% of college grads either have no employment or have positions that don’t need a bachelor’s degree.[1]
  • Only 30% of those who are working are actively seeking a job change, while over 70% of the world’s workforce isn’t looking for a new job.[1]
  • While 65% favor hiring applicants with relevant job experience, almost 91% of companies prefer individuals with any work experience.[1]
  • Despite having completed an apprenticeship or internship, 97% of 2017 college graduates said they would need further training to advance their professions.[1]
  • The recruiting process requires feedback, and 80% of job seekers stated they wouldn’t apply again to a firm if they weren’t informed of the status of their application.[1]
  • When accepting a new job offer, money is the most important consideration for 49% of job seekers.[1]
  • Psychology professor Albert Mehrabian from the University of California asserts that just 7% of meaning is conveyed orally.[1]
  • According to Linkedin’s recruitment data, mentioning a past employer alone will boost your chances of receiving an InMail response by 27%.[1]
  • Virtually every industry relies heavily on networking, and a startling 85% of employment is discovered this way.[1]
  • If given the opportunity to work for a reputable organization, 92% of respondents would think about quitting their present position.[1]
  • Only 5% of recruiters reported the ATS program had negatively impacted their process, and 1% indicated it had no effect at all.[1]
  • Compared to other candidates, referrals who get interviews have a 40% higher probability of being hired.[1]
  • A rise in the unemployment rate from 3.5% in February 2020 to 14.7% in April of the same year was followed by a steady decline to 6.7% in November 2020.[1]
  • According to Neumark’s research, individuals who had to reveal their age straight immediately had even thinner prospects, 68% less than those of younger applicants.[1]
  • Various figures on students who work while in college show that 17% of full-time students work 20 to 34 hours per week while 10% work over 35.[1]
  • According to a Gen Z survey by Accenture in 2017, for securing a job after college, data show that only 67% of the 2015–16 graduating class got training from their first company.[1]
  • 27% of job-seekers said they would dissuade others from submitting applications to the same business.[2]
  • In the first 90 seconds of the interview, 33% of HR managers choose if they should employ an applicant.[2]
  • Another 43% are simply recruiting for required positions while 43% have kept up with usual hiring.[2]
  • 45% declare that they will prioritize employing additional midlevel managers. 42% will prioritize recruiting more people for entry-level and junior roles. 30% say they’ll be employing more senior leadership, while 24% promised no changes.[2]
  • 51% of job searchers believe internet job search platforms are where they prefer to locate job opportunities.[2]
  • A candidate’s CV will be rejected by 59% of employers if it contains grammatical or spelling mistakes.[2]
  • 61% of workers claim that the job they really do differs from what they were expecting during the interview.[2]
  • The preference of 62% of job applicants is for the application process to be finished in two weeks.[2]
  • Only 25% of firms have gender diversity targets while having 66% of diverse recruiting practices.[2]
  • 70% of companies rejected applicants for jobs because of data they discovered on the applicants’ social networks.[2]
  • The development of people analytics, according to 73% of recruiters, will be a priority for their organizations during the next five years.[2]
  • Internal recruitment is becoming more crucial to their business, according to 73% of recruiters.[2]
  • A diverse workforce is cited by 76% of workers and job searchers as a crucial consideration when assessing businesses and positions.[2]
  • 80% of experts believe soft skills are more crucial to a company’s success than hard abilities.[2]
  • A multigenerational workforce, according to 89% of personnel experts, increases a company’s performance.[2]
  • 92% of hiring managers claim that interpersonal skills, communication skills, and critical thinking are essential traits they seek in candidates.[2]
  • About 32% of workers said they wouldn’t apply for a position at a firm with a lack of diversity in the workforce.[2]
  • Your chances of being hired go up by 29% when you use industry-specific keywords and power phrases.[2]
  • ATS applicant tracking systems and other recruiting systems are used by 98% of businesses, according to estimates.[2]
  • Because of the epidemic, 84% of recruiters now do phone interviews, and 85% now conduct video interviews.[2]
  • Occupational labor statistics 4,700,000 workers as of February 2020 or 3.4% of Americans were already employed remotely.[2]
  • When a candidate’s social media accounts show involvement in regional or national organizations, 60% of recruiters are appreciative and provide extra points.[2]
  • 96% of companies in the business world believe that the candidate’s background is becoming more significant.[2]
  • Companies with racial and cultural diversity in the top quartile are 35% more likely to see greater returns than the industry median.[2]
  • A four-year college degree makes you competitive for an entry-level career, according to 87% of recruiters.[2]
  • 47% of interviewers said they won’t employ candidates without a prior understanding of the organization.[2]
  • Black and Hispanic women who work full or part-time often earn 38% and 46% less than white males, respectively.[2]
  • Despite making up 8% of all U.S. graduates, just 4% of top executive jobs are held by Hispanics and Latinos.[2]
  • When a video is required for a job posting, the number of applicants for the position rises by 34%.[2]
  • A third of recruiters claim that 50% or more of vacancies at their organizations are filled remotely.[2]
  • Since January, job opportunities have increased by 23%, while hiring has only increased by 3%.[2]
  • Following a national campaign against institutional racism and racial inequality, they have now recovered by 55%.[2]
  • According to the Women’s Policy Research Institute, Asian women only make 74.8% of what Asian men make or 93 cents for every $1 they make.[2]
  • According to the Institute for Women’s Policy Research, Gen Z employees are 135% more likely to have a part-time job than baby boomers.[2]
  • Provocative pictures were the major category of material that contributed to this rejection rate of 40%.[2]
  • Employee experience of 94% is among the top 4 trends predicted to influence recruiting in the following years.[2]
  • Compared to October 2019, there were 18% fewer employment applications from 35 to 44-year-olds in October 2020.[2]
  • Companies prioritize diversity in the workplace for three main reasons to enhance culture (78%), to boost performance (62%), and to better reflect consumers (49%).[2]
  • Twin employment training from March to June, fewer job postings connected to diversity and inclusion fell by 60%.[2]
  • With an increase in hiring of 71%, women from underrepresented racial or ethnic groups have driven this transformation.[2]
  • 58% of those who were interviewed for jobs said that they would not want to apply to a firm that has a salary disparity.[3]
  • 67% of job searchers, according to Glassdoor, think that job adverts should include information on pay, perks, location, commute times, and employee reviews.[3]
  • According to LinkedIn, 89% of candidates claim they will accept the post more quickly if the recruiter approaches them.[3]
  • However, the U.S. Bureau of Labor Statistics reports that the jobless rate fell from 15% on March 2020 to 6% on March 2021.[3]
  • Because of the pandemic, 22.7% of workers worked from home on February 2021; however, this percentage decreased to 21% on March 2021.[3]
  • Make sure your application responds to mobile devices to increase applicant volume by 11.6%.[3]
  • According to certain job search data, just 30% of the world’s workforce is actively looking for employment, with the other 70% being inactive.[3]
  • This professional social network has a 65% audience reach in the U.S., making it a useful talent pool.[3]
  • The likelihood that a Glassdoor user would react to a recruiter from a known firm is 62%. 65% of people read at least five reviews before making a judgment on a business.[4]
  • LinkedIn is used by 75% of persons who are changing careers. LinkedIn also reports that over 830 million professionals use it.[4]
  • 69% of job searchers will not take a position with a firm if they have a terrible reputation, according to Glassdoor, which claims that the typical job seeker reads at least six reviews before developing an opinion about a company.[4]
  • 80% of businesses that advertise on ZipRecruiter, according to the service, find a qualified applicant there in only one day.[4]
  • According to Q3 FY22 Earnings, there was an 88% rise in confirmed hiring on LinkedIn.[4]
  • Nearly 72% of all interviews from job sites in the United States were supplied by indeed in 2016.[4]
  • 77% of CEOs are concerned about finding the necessary talents for their business, particularly soft skills.[5]
  • LinkedIn is used by 77% of businesses to locate competent applicants. 23% of hiring managers spend less than 30 seconds on each document, and 39% spend less than a minute per resume.[5]
  • Conversely, people who have been working for less than six months have a 7.2% chance of getting an interview.[5]
  • In 2020, over 35% of job vacancies needed a bachelor’s degree, while 30% also required at least an associate’s degree and 36% just a high school diploma.[5]
  • The current state of the trends is as follows. In their companies, 87% of employers actively support diversity.[5]
  • Employers still highly value graduates, but before making that initial move, there are some crucial statistics to be aware of. Eighty of graduates want employment that will give them a feeling of purpose.[5]
  • Some recruiters believe that 70% to 80% of jobs aren’t advertised and are instead discovered only via networking.[5]
  • 60% of Americans have had job gaps at some point in their careers, according to data from Monster.[5]
  • In mid-2020, little under 50% of Americans said they were interested in new employment opportunities.[5]
  • 58% of workers intentionally steer clear of organizations where there is a recognized gender wage disparity. For most job seekers, landing their first job after college is a significant milestone.[5]
  • Businesses that are the most diverse in terms of race and ethnicity are also 35% more likely to earn more than the national industry median in their field.[5]
  • Millennials said they prefer occupations that have the following advantages. Work from home is possible (38%), unmistakable career path (32%), the possibility of using contemporary technologies (23%), company benefits (17%), and open layouts (14%).[5]
  • According to PWC, 87% of recruiters use LinkedIn to locate candidates and screen them, while 43% also use Facebook, and 22% use Twitter.[5]
  • Posting offensive images and material (39%), signs showing you often use alcohol or use drugs (38%), comments that are biased due to race, gender, or religion (32%), and 30% of them had heard bad things about their employer or a coworker.[5]
  • The top three soft talents you should include on your resume are communication (11%), leadership (9%), and time management (8%).[5]
  • These are the revelations made by researchers on these two generational groupings. By 2025, it is expected that millennials would account for 75% of the workforce.[5]
  • 95% of employers want to hire college grads with talents that can spur innovation in their businesses.[5]
  • Over 70% of employed respondents in a TopResume study said that they had an open relationship with their employer and will consider other chances should they present themselves.[6]
  • Roughly five out of every 250 people who apply for a job are actually contacted for an interview, so by applying to more positions, you improve your chances.[6]
  • 21% said that writing a resume and getting seen were their fundamental problems, while 18% said it was difficult to learn about the organization they were applying for.[7]
  • One of the major obstacles, according to 40% of job seekers, is dealing with recruiters’ silence throughout or after the hiring process.[7]
  • Because 50% of online be aware of the typical mistakes ATS detects in resumes and fix them in your papers to avoid being disqualified before you’ve even interviewed.[7]
  • Because 50% of online job applications do not satisfy the requirements listed in job adverts, ATS is employed.[7]
  • 9% of businesses said they aim to use social media as a recruitment strategy if they haven’t previously, with over 84% of organizations currently doing so.[7]
  • A detailed breakdown of the highest 44% of respondents reported waiting a few weeks to hear from an employer.[7]
  • For instance, 47.3% of those who apply for up to 10 jobs get interviewed, showing that the more applications you submit, the more interviews you’ll get.[7]
  • A reference who is given an interview has a 40% higher probability of getting hired than other applicants, therefore if there was only one competent applicant, they may just invite that one individual.[7]
  • In fact, almost 70% of positions are never even made publicly available, meaning that the great majority are discovered and filled via networking, employee recommendations, and recruiters.[7]
  • 50% of online job applications don’t even satisfy the requirements given in job adverts, and 75% of online applications are rejected by ATS because of formatting difficulties.[7]
  • LinkedIn is an important site to be on, particularly because fewer than half of organizations, 96% of them, analyze the effect of employer brand and reputation on sales.[7]
  • Over 90% of recruiters use LinkedIn, one of the most popular networking sites for employment, to look for new prospects.[7]
  • Meanwhile, among individuals who submitted 21-80 applications, the percentage falls to slightly under 20%.[7]
  • Over 90% of recruiters use LinkedIn to look for applicants to fill positions with their companies.[7]
  • Over 35% of applicants who submit less than 10 applications will not be contacted for an interview.[7]
  • 44% on average, similar to how modern technology has transformed job applications, social networking has altered what a job search could entail.[7]
  • 44% of job searchers hear from companies within a few weeks, 37% within a week, and just 4% within a single day.[7]
  • Only 44% of businesses regularly monitor how their reputation and brand affect hiring trends.[7]
  • 48% of candidates report they find it very aggravating when companies take a long time to react to their job applications.[7]
  • There are many approaches to determining the proportion of candidates who are invited for an interview. Only around 30% of candidates are chosen for an interview.[7]
  • 79% of job searchers conduct their job hunt using social media.[7]
  • How long does the typical job hunt last? 81% of candidates get a response from the business within a week to two weeks.[7]
  • When looking for a job, 18% of candidates stated they would research hiring managers on social networking sites.[8]
  • Among 2017 graduates, 29% anticipated working for a major organization for five years, compared to 9% at smaller ones.[8]
  • Globally, 31% of millennials, up from 27% in 2016, expect to work in their current position for over five years.[8]
  • Compared to employees at the greatest companies in the world, 33% of American workers are engaged at work.[8]
  • Investment in cutting-edge interviewing technologies is cited by 34% of recruiters as a priority trend for the near future.[8]
  • When contemplating a new job, 36% of workers feel a company’s reputation in the market is extremely significant.[8]
  • In the foreseeable future, 37% of recruiters predicted that hiring more diverse applicants will be a major trend.[8]
  • Globally, 38% of millennials want to quit their employment over the next two years, down from 44% in 2016.[8]
  • Market reputation, according to 40% of millennials, has the greatest impact on how they perceive an employer.[8]
  • If an applicant cannot be found online, according to 41% of employers, they may not be invited for an interview.[8]
  • Employers claim they use social media for 41% of their personnel research and use search engines for 32%.[8]
  • Increasing their skill set is a top priority, according to 42% of job searchers, when selecting an employer.[8]
  • Paid maternity leave, paid work on independent projects, paid professional development programs, and 44% paid time off 41%.[8]
  • 45% of millennials, compared to 31% of Gen Xers and 18% of baby boomers, consider professional career progression to be extremely essential.[8]
  • Compared to those employed via job boards, just 14% of those hired through recommendation programs remain on for three years or longer.[8]
  • Recent graduates now perceive themselves to be underemployed by 54%, up from 51% in 2016 and 41% in 2013.[8]
  • 62% of Glassdoor users agree that seeing an employer reply to a review changes their opinion of the business.[8]
  • Because of the job stability and set income that full-time work provides, 65% of millennials prefer it.[8]
  • Compared to 44% of small businesses, 66% of 2017 graduates think they can earn more than $35,000 a year in big businesses.[8]
  • After two weeks, 66% of job searchers stated they would consider the position a lost cause and move on to other options.[8]
  • 69% of 2017 graduates expect to earn more than $35,001 annually. Among recent graduates, just 49% earn that much.[8]
  • If an employer actively maintains its brand, such as by responding to reviews, updating profiles, and sharing information on culture and work environment, 69% of job searchers are more inclined to apply for the position.[8]
  • Compared to 57% of small businesses, 72% of 2017 graduates think they can acquire training at major corporations.[8]
  • 63% of 2017 graduates feel they can improve their careers in small businesses, compared to 81% of graduates who think they can do so.[8]
  • Professional career development and opportunity are crucial to 87% of millennials when looking for a job.[8]
  • Only 43% of recruiters use Facebook, and 22% use Twitter, whereas 87% of recruiters use LinkedIn.[8]
  • 87% of people say that having the chance for professional development and progress is vital to them in a job.[8]
  • Employers like applicants with job experience 91% of the time, and 65% of the time they favor individuals with relevant work experience.[8]
  • If given the opportunity to work for a firm with a stellar corporate reputation, 92% of respondents would think about quitting their present positions.[8]
  • 93% of companies say that when making recruiting choices, soft skills are critical or extremely important.[8]
  • An interview procedure that is 10% more difficult is linked to 26% greater employee satisfaction afterward.[8]
  • Took up another offer of 12%, limited career path or promotion of 6%, and lack of adaptive scheduling of 6%.[8]
  • Market reputation/employer brand (40%), as per millennials goodwill community involvement (16%), ambassadors for workers (15%), online activity (12%), the process of quick mobile-apply (11%), and other (6%) in 2017 hiring trends among millennials from MRI network.[8]
  • According to hiring managers, two (20%), three (45%), and four (17%), no rejections (10%), and one to five or more (4%), according to the MRI network’s 2017 recruiter sentiment study.[8]
  • Opportunities for advancement (72%), better reward structures (64%), enhancing work-life balance (58%), better organizational culture (37%), jovial corporate culture (11%), and collaborative setting (10%).[8]
  • The employed workforce demographics by race statistics showed Asian (6.1%), Hispanic or Latino (11.9%), and African American (11.9%), based on the U.S. Bureau of Labor Statistics 2016.[8]
  • Upon receiving a job offer, 37% of applicants showed they would go on to another job offer if they can’t discover information on a firm online, according to the 64% of candidates who said they investigate a company online.[8]
  • Millennials in America are now more likely to show they will remain with a firm for 5 years rather than depart after 2 years.[8]
  • 80.4% of resume problems result from erroneous descriptions of prior jobs.[8]
  • Visitors to employment websites converted on average 8.59% of candidates in 2016, down from 11% in 20.15.[8]
  • Based on the data on global recruiting trends on LinkedIn for 2017, recruiting will still be competitive up to 95% of recruiters, just as it was in 2015 and 2016.[8]
  • Body odor puts off 56% of recruiters, and 62% of them say that wearing too casually affects their hiring judgments.[8]
  • Employee tenure at the Bureau of Labor Statistics in September 2020 over three years, according to 59% of workers, they’ve been with their present employment.[8]
  • Industry (35%), information and computer sciences (23%), engineering (18%), statistics and mathematics (15%), and clinical sciences and related health professionals (14%).[8]
  • Company benefits (17%), open floor plans (14%), users who prefer mobile over desktop (13%), internal social sharing platforms (10%), groups committed to diversity and mentoring (9%), and other (3%) were the methods and tools engage and keep Millennials, according to recruiters at MRI Network’s 2017 Millennial Hiring Trends Study.[8]
  • According to the State of the American Workplace Gallup 2017, 53% of staff members who get paid vacation time would switch to a business that paid more.[8]
  • If the firm actively maintains its brand, 69% of job searchers are more inclined to apply for the position.[8]
  • Data on employee branding is the top investment that recruiters say they will make in the next year, according to 51% of them.[8]
  • According to 80% of recruiters, employer branding has a substantial influence on acquiring talent.[8]
  • Companies with a diverse workforce are 35% more likely to outperform the industry average financially.[8]
  • Focus on soft skills assessment (35%), investment in groundbreaking interviewing tools (34%), and use of company mission as a differentiator (33%) were the top trends for the future of recruiting.[8]
  • Based on the 2017 State of the American Workplace survey by Gallup when contemplating a new job, 39% of women and 33% of men feel that the market reputation is extremely significant.[8]
  • 15% more organizations with a diversity of genders are likely to outperform the industry average financially.[8]
  • Web searches like Google, Yahoo, and Bing (55%), a professional networking site organization of professionals or alumni like LinkedIn (47%), and News sources (39%) were what job seekers used to find jobs in 2017.[8]
  • 50% of firms say the issue is extremely significant, while 87% list culture and engagement as one of their top issues.[8]
  • Who of the following believes that diversity is crucial in the workplace in 2017? Asia/Pacific Islanders (32%), men (29%), whites (27%), women (43%), Hispanics (43%), and African Americans (60%).[8]
  • There were IT (27%), finance (19%), customer service (26%), business development (19%), and sales (17%) available jobs looking for fresh graduates in Careerbuilder.[8]
  • In 2014, 45% of job searchers reported regularly using their mobile devices to look for employment.[8]
  • In 2014, 48% of job searchers predicted that by the year 2017, mobile devices will outpace all other methods for job searching.[8]
  • 51% of those who had employment in 2015 were looking for new ones or keeping an eye out for vacancies.[8]
  • The average income for American women working full time in 2015 was 80% of what it was for males, resulting in a 20% pay discrepancy.[8]
  • In 2016, 56% of recruiters said that long recruiting processes prevent them from making effective recruits.[8]
  • In 2016, 64% of millennials in the U.S. intended to quit their employment within the following five years.[8]
  • 68% of recent graduates in 2016 stated they sought on-the-job training, and 67% received it from their first company.[8]
  • According to estimates, 35% of job opportunities in 2020 would need at least a bachelor’s degree. 36% of job vacancies needed no education beyond high school, while 30% of them required some college or an associate’s degree.[8]
  • Where are applications coming from? Job boards (52.17%), career sites (33.9%), recommendations (3.7%), agency hire (1.76%), and internal hire (2.26%), according to the Recruiting Funnel Benchmark Report for 2017.[8]
  • Employment statistics there are 10.7 million individuals seeking work in the U.S., and the unemployment rate is at 6.7%.[8]
  • 50% of applicants said they wouldn’t work for a firm with a poor image.[8]
  • In the U.S., there are 3.9 million jobless people, 36.9% of whom have been unemployed for over six months.[8]
  • Mobile job searchers claimed to have looked for work while in bed (52%), in their place of employment (37%), or in the bathroom (15%).[8]
  • Hawaiian or Pacific Islander (0.1%) and Native American (0.2%) were among the Fortune 500 CEOs by Ethnicity and Race.[8]
  • For a raise of 20% or less, 50% of millennials say they’d be open to accepting a position with a new employer.[8]
  • What will Millennials change jobs for? Paid Vacation – 64%, Flextime – 63%, Other Insurance Coverage – 60%, Flexible Location (Off-site Part Time) – 50%, and Flexible Location (Off-site Full Time) – 47%.[8]
  • According to the Glassdoor Survey 2014, when analyzing businesses and employment offers, diversity is crucial to 67% of both active and passive job searchers.[8]
  • The percentage of millennials in the American workforce might reach up to 75% by 2025.[8]
  • If recent graduates don’t feel underemployed and their abilities are being utilized, they are 25 times more likely to remain for five years.[8]
  • 12% of employers provide flexible working arrangements offsite full-time, which would cause 35% of workers to leave employment.[8]
  • Gallup’s 2017 State of the American Workplace report finding a job was challenging or very tough for 44% of recent graduates.[8]
  • Gen Z Grads Class of 2017 Accenture reported 48% of workers who get paid time off would leave for further paid time off.[8]
  • State of the American Workplace Gallup 2017 reported 51% of workers said they would switch jobs for a defined pension retirement plan. 43% said that businesses do so.[8]
  • According to the Corporate Responsibility Magazine on September 2015, if given the chance to take on a new position with a firm with a stellar corporate reputation, 92% of workers would think about leaving their existing positions.[8]
  • State of the American Workplace report in 2017 compared employees at the greatest companies in the world, 33% of American workers are engaged at work.[8]
  • Gallup’s 2017 state of the American workplace report 89% of users of Glassdoor are actively seeking employment or would be open to better options.[8]
  • 68% of workers think they are overqualified for their present position.[8]
  • In 2016, the average conversion rate from interview to offer was 19.78%, which is 5 interviews for every offer.[8]
  • The Department of Labor estimates that the average cost of poor hiring might reach 30% of an employee’s first.[8]
  • Structured interviews are the most used interview method, and 74% of HR professionals utilize them often.[8]
  • LinkedIn is among the most popular social networking sites that recruiters use to screen applicants 87%.[8]
  • 32 female CEOs of Fortune 500 businesses, including one Latina, are in place, up from 21 in 2016, but still only making up 6.4% of the list.[8]
  • Only 4 African American CEOs of Fortune 500 businesses, all of whom are males, make up 2% of the list.[8]
  • Following this, behavioral interviews (73%), phone screening (57%), and panel interviews (48%).[8]
  • To get good recommendations, financial incentives are reported as a motivation by 64% of recruiters.[8]
  • The employers of two-thirds of millennials provide flexible scheduling. 68% of positions have flexible hours, and 69% have flexible working hours.[8]
  • 71% of Gen Z prefer unpaid internships to compensated positions, according to Accenture 20.17.[8]
  • 84% of 2017 graduates still demand formal training, and 83% of them think their education equipped them for their work.[8]
  • American millennials, however, are now more likely to claim they will remain with a firm for 5 years than for 2 years.[8]
  • In 2018, Instagram was utilized to find candidates by 35% of millennial recruiters and 63% of recruiters working in the IT sector, which is a twofold increase from the previous year.[9]
  • A coding boot camp is as valuable a qualification for a technical job, according to 45% of hiring professionals in the computer industry, as a college degree.[9]
  • Although 59% of Americans say they have heard nothing at all about corporations’ attempts to employ algorithms for hiring choices, 57% of Americans think they have.[9]
  • The shortage of qualified individuals is cited by 67% of recruiters as the main recruiting difficulty.[9]
  • 21% of those surveyed said they were highly concerned about the use of recruiting algorithms, making the overall percentage of 67%.[9]
  • 77% of recruiters claim to have at least once rehired a prospect, they had first turned down for another position.[9]
  • Outsourcing jobs to other nations have reportedly affected American employees’ careers the most. These folks are working or actively looking for work. 30% of respondents and the rising immigrant population, which represented 22% of respondents.[9]
  • For developing an employer brand and recruiting applicants, over 50% of recruiters agree social media will be their top investment.[9]
  • 41% of those concerned about the growth of computerized recruiting express their greatest worry about the algorithms ignoring crucial traits. 20% of people believe computers are too impersonal.[9]
  • However, only 01.4% of applicants attempt to send their applications to the internal recruiting manager.[9]
  • The proportion of Americans who are optimistic they can get a good job increased from 19% to 42% between 2012 and 2017.[9]
  • But according to Forbes and LinkedIn, 85% of jobs are never listed online; instead, they are filled via networking and internal recommendations.[9]
  • However, fewer than 1% of applicants who submit resumes through job boards and employment websites get an offer.[9]
  • Recruiters are now 20% less likely to reject applicants for impolite conduct, such as being nasty to the support workers or checking their phones during the interview, than they were the previous year.[9]
  • 51% of U.S. workers in 2017 said that they were actively searching for a new job or just keeping an eye out for vacancies.[9]
  • In 2017, 68% of employers boosted wage offers to applicants after conducting salary negotiations with them directly.[9]
  • Due to job losses connected to the pandemic, there has been a significant increase in unemployment, 14.8%, in April 2020.[9]
  • LinkedIn’s popularity is rapidly declining. Compared to 92% in 2017, just 77% of recruiters used LinkedIn in 2018.[9]
  • However, just 23% of businesses now have a set procedure for submitting applications for foreign assignments.[9]
  • Only 22% of applicants are excited about the idea of employment choices being made by machines.[9]
  • 98% of Fortune 500 organizations employ recruiting algorithms and applicant tracking systems.[9]
  • Over 50% of recruiting professionals think email is still their preferred method of contacting applicants.[9]
  • The number of remote workers will rise by 50% in 2021, and as the data has not yet been updated post-COVID-19, it might rise much higher.[9]
  • Startups have the quickest hiring rates. Within two weeks of applying, 55% of recent startup recruits received an offer of employment.[9]
  • More women in the workforce, according to 30% of respondents, and an increasing focus on diversity are the two major factors thought to have helped us workers’ careers.[9]
  • They claim pay negotiations have no detrimental effects on the success of a hiring process. In 62% of cases.[9]
  • According to employer views, up to 80% of millennials aspire to work overseas in their careers.[9]
  • Your sense of humor and personal style, respectively, signify more to male recruiters, 39% to 28% and 37% to 23%, respectively.[9]
  • Regarding candidate choice, 62% said they would value a procedure that is finished in less than two weeks.[9]
  • 60% of recruiters are likely to give you extra credit if you post examples of your writing or design work or indicate involvement in local or national NGOs on your social media platforms.[9]
  • Your employment experience is more likely to impress female recruiters than male recruiters. 60% of women recruit, compared to 45% of men.[9]

Also Read

How Useful is Job Board

For job seekers, job boards provide a convenient and easily accessible platform to search for job opportunities. Gone are the days of scouring newspapers or visiting companies in person to inquire about job openings. With just a few clicks, job seekers can browse through hundreds of job listings in their desired industry and location. Job boards also allow job seekers to tailor their search by using filters such as job title, location, and salary range, making it easier to find the perfect match. Additionally, job boards often provide valuable information about the company, job description, and application process, helping job seekers make informed decisions about where to apply.

Another benefit of job boards for job seekers is the ability to set up job alerts and notifications. Job seekers can create profiles on job boards and receive notifications when new job listings that match their criteria are posted. This saves time and effort, as job seekers no longer have to constantly check for new job postings. Job alerts also ensure that job seekers are aware of job opportunities as soon as they become available, giving them a competitive edge in the job market.

For employers, job boards offer a cost-effective and efficient way to reach a wide pool of candidates. Instead of relying on traditional methods like newspaper ads or job fairs, employers can post job listings on job boards and reach a large audience of potential candidates. Job boards also allow employers to set specific criteria for the type of candidates they are looking for, making it easier to find qualified candidates quickly. Additionally, job boards often have features such as resume databases and applicant tracking systems, making the recruitment process more streamlined and organized for employers.

Despite the many benefits of job boards, there are some limitations to consider. Job boards can sometimes be overwhelming for job seekers, as the sheer volume of job listings can be daunting. It can be difficult to sift through all the listings to find relevant opportunities, and job seekers may become frustrated with the process. Additionally, because job boards are accessible to everyone, job seekers may face stiff competition as more people apply for the same job postings.

Furthermore, job boards may not always have the most up-to-date or accurate listings. Some job postings may be outdated, filled, or deceptive, leading job seekers to waste time applying for jobs that no longer exist. Job seekers should exercise caution and do their due diligence when using job boards, to avoid falling victim to scams or fraudulent job postings.

In conclusion, job boards are undoubtedly a valuable tool for job seekers and employers in the modern job market. They provide a convenient and efficient way to connect job seekers with job opportunities and simplify the recruitment process for employers. However, job seekers should be mindful of the limitations of job boards and approach them with caution to maximize their effectiveness. Whether you are a job seeker looking for your next opportunity or an employer seeking top talent, job boards can be a useful resource to help you achieve your goals.


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