STATISTICAL REFERENCE GUIDE FOR RECRUITERS

60 HR and Recruiting Stats for 2018

2 | 60 HR and Recruiting Stats for 2018

Copyright © 2008–2017, Glassdoor, Inc. “Glassdoor” and logo are proprietary trademarks of Glassdoor, Inc.

INTRODUCTION

As HR becomes more data-driven, it’s important for

human resources practitioners to look beyond their

internal hiring and employee performance data. Our

annual review of top HR and recruiting statistics includes

survey data from both employers and job seekers on the

essential topics of recruiting and retention.

In order to retain employees in an era of shortening job

tenure, employers are turning to internal initiatives, benefits and perks to ensure they remain competitive.

This year we took a close look at diversity and inclusion,

parental leave, paid time off, and wellness initiatives —

all factors that can make a difference in the lives of

employees and improve profits.

This report combines research from industry leaders such

as Deloitte and SHRM with our own surveys and economic

research, providing you with a comprehensive look at

today’s HR landscape that you’ll get nowhere else. We

hope these stats spur you on to actions that benefit your

company’s recruiting efforts and employee well-being.

3 | 60 HR and Recruiting Stats for 2018

Copyright © 2008–2017, Glassdoor, Inc. “Glassdoor” and logo are proprietary trademarks of Glassdoor, Inc.

Attracting, screening, and hiring the right candidates is no easy feat. Quality candidates who are

informed about important aspects of working at your organisation are more likely to get hired.

What’s more, once an informed candidate becomes an employee, they’re more likely to last and

be productive and engaged. In 2017, Glassdoor dug deep into recruiter’s concerns with a survey

of 750 hiring decision makers. Some of those results are included here.

Recruiting

STATISTICS

4 | 60 HR and Recruiting Stats for 2018

Copyright © 2008–2017, Glassdoor, Inc. “Glassdoor” and logo are proprietary trademarks of Glassdoor, Inc.

1

3 6

7

4

9

10

5

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2

27.5 days

76% of hiring decision makers say attracting quality candidates is their #1 challenge.

88% of hiring decision makers agree that an informed candidate is a quality candidate.

76% of hiring decision makers report a concern or challenge in attracting and hiring passive candidates, as they have grown wary of contact through networking sites (e.g., LinkedIn) and respond at a much lower rate.

When making a decision on where to apply for a job, 84% of employees/job seekers say the reputation of a company as an employer of choice is important.

93% of employees/job seekers say it is important to be thoughtful and informed about all aspects of an organisation (e.g., culture, values, mission, business model, future plans, pros and cons about the workplace) prior to accepting a job offer.

The top benefits of hiring informed candidates are:

Better employee retention

More productive employees

More engaged employees

75% of hiring decision makers say it’s easier to attract top talent when they know of or about your organisation (specifically when it comes to your company’s name, product and/or services).

£3,000average cost-per-hireSource: SHRM, 2016 Human Capital Benchmarking Report

STATISTICS: Recruiting

average length of the job interview process in the United KingdomSource: Glassdoor Economic Research, How Long Does it Take to Hire? Interview Duration in 25 Countries, August 9, 2017

1

2

3

of employees/job seekers are likely to research company reviews and ratings when deciding on where to apply for a job.83%

Source for #8, #9 and #10: Glassdoor, Harris Poll, April 2017

Source for #3, #4, #5, #6 and #7: Aptitude Research Partners, August 2017

5 | 60 HR and Recruiting Stats for 2018

Copyright © 2008–2017, Glassdoor, Inc. “Glassdoor” and logo are proprietary trademarks of Glassdoor, Inc.

In an increasingly tight labour market, employers are looking at ways to retain current

employees. Time-proven retention strategies include creating a great culture, offering

development opportunities and clear pathways to promotions, along with market-competitive

raises. This year, Glassdoor Economic Research analysed more than 5,000 job transitions

listed on CVs shared anonymously on Glassdoor in order to better understand which factors

contribute to an employee changing jobs. Here are some research highlights:

Employee Retention

STATISTICS

6 | 60 HR and Recruiting Stats for 2018

Copyright © 2008–2017, Glassdoor, Inc. “Glassdoor” and logo are proprietary trademarks of Glassdoor, Inc.

RESOURCE

STATISTICS: Employee Retention

11 12

12%19% average annual

overall turnover rate

average voluntary turnover rate

It costs employers 33% of a worker’s annual salary to hire a replacement if that worker leaves.Source: Work Institute, 2017 Retention Report, 2017

Source: SHRM, 2016 Human Capital Benchmarking Report

15

16

17

18

19

13

Workers who changed jobs earned an average pay raise of £2,065.88 per year, or 5.2%.

A 1-star improvement in a company’s Glassdoor rating raises the odds that a typical employee will stay for their next role by 4%.

For workers who posted CVs on Glassdoor, employees changed jobs on average every 15 months, ranging from less than a month to more than seven years in the same job.

On average, stagnating in a given role for an additional 10 months is associated with a 1% higher chance that the typical employee will leave the company for their next job — a statistically significant impact.

On average, a 10% higher base pay is associated with a 1.5% higher chance that a worker will stay at the company for their next role — a statistically significant effect. Source for #14, #15, #16, #17, #18 and #19: Glassdoor Economic Research, “Why Do Workers Quit? The Factors That Predict Employee Turnover” February 2017

national average annual salary increase, but rising inflation of 2.8% reduces these wage gains to 0.1%.Source: Willis Towers Watson, 2017 Salary Budget Planning Survey Report

2.9%

14 Role changes are almost 3X more likely to occur by changing employers rather than being promoted from within:

of workers left their employer to change roles

27%

73%

of workers stayed at the same employer

Download the Employee Retention Playbook

7 | 60 HR and Recruiting Stats for 2018

Copyright © 2008–2017, Glassdoor, Inc. “Glassdoor” and logo are proprietary trademarks of Glassdoor, Inc.

Creating a diverse and inclusive work environment is essential in order to compete for top talent

amidst changing demographics. These statistics point to the business benefits of diversity and

illustrate how the working population is changing in terms of gender, age, race and ethnicity.

Diversity & Inclusion

STATISTICS

8 | 60 HR and Recruiting Stats for 2018

Copyright © 2008–2017, Glassdoor, Inc. “Glassdoor” and logo are proprietary trademarks of Glassdoor, Inc.

STATISTICS: Diversity & Inclusion

20 21

22

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of Millennials say they are engaged at work when they believe the organisation fosters an inclusive culture. Only 60% said they were engaged when they believe their organisation does not foster an inclusive culture. Source: Deloitte, The radical transformation of diversity and inclusion

of babies born in the UK are from ethnic minorities.Source: UK Office for National Statistics, Birth Summary Tables, England and Wales: 2014

69% of executives rate diversity and inclusion as an important issue in 2017, up 32% compared to 2014.Source: Deloitte, Global Human Capital Trends 2017, 2017

83%

34%

Highly inclusive organisations generate 1.4X more revenue and are 120% more capable of meeting financial targets. Source: Bersin by Deloitte, Predictions for 2017, December 2016)

Companies with the highest rankings for racial/ethnic diversity were 35% more likely to have financial returns above their national industry median. Source: McKinsey, Why Diversity Matters, January 2015

RESOURCE Guide to Diversity and Inclusion in the Workplace

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Women are 35% more likely to go to university than men in the UK. Source: Higher Education Policy Institute, Boys to Men: The Underachievement of Young Men in Higher Education, May 2016

Globally, 24% of management roles are held by women, while 33% of companies have no women at the senior management level. Source: Grant Thornton, Women in Business: Turning Promise Into Practice, March 2016

A 2016 analysis of more than 20,000 firms in 91 countries found that companies with more female executives were more profitable. Source: Harvard Business Review, Diverse Teams Feel Less Comfortable - That’s Why they Perform Better, September 2016

15.5% of men are still in employment at the age of 70; while 11.3% of women are working past retirement age. Source: UK Office for National Statistics, 2017

9 | 60 HR and Recruiting Stats for 2018

Copyright © 2008–2017, Glassdoor, Inc. “Glassdoor” and logo are proprietary trademarks of Glassdoor, Inc.

Increased attention on gender issues in the workplace along with more varied gender roles at

home have led many companies to reconsider parental leave policies. In the UK, all employers

are legally required to offer paid maternity and paternity leave that meets the government’s

statutory minimums. Out of the EU countries, the UK offers the longest maternity leave of

52 weeks (one year).

Parental Leave

STATISTICS

10 | 60 HR and Recruiting Stats for 2018

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RESOURCE Download the Guide to Parental Leave

STATISTICS: Parental Leave

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31

33

32

34

35

36

30

Almost half of British mothers report returning to work sooner than they would like to after having a baby.

Eligible fathers receive two weeks of paid paternity leave, and now also qualify for Shared Parental Leave (SPL) Policy, which allows new dads to share parental leave with their partners.

While SPL is a step in the right direction, a survey found that it’s not financially feasible for most couples, with less than 1% of new fathers taking advantage of the policy.

Less than half (48%) provide greater support beyond the statutory minimum to their employees, known as enhanced parental leave benefits. Source: Wolters Kluwer and Croner, 2015

The number of people aged 65+ will rise by 278,800 per year in the UK, increasing the shortage of paid caregivers. Source: International Longevity Centre - UK, The Age Audit: Delivering a Business

Response to Ageing, October 2014

The UK has the second highest cost of childcare for any country in the world, with families spending a third of their income on nurseries and childminders. Source: The Organisation of Economic Co-operation and Development, October 2016

There is an estimated 7 million carers in the UK and nearly 1 in 8 employees is a carer. Source: Carers Trust, 2017

of these woman said it was due to worries about job security.

Source for #29 and #30: My Family Care, 2016

National Childbirth Trust, May 2014

21% of UK organisations do not have a formal policy regarding compassionate leave for dependents, but they give management the

discretion to authorise leave periods where appropriate.Source: Wolters Kluwer and Croner, 2015

47%

11 | 60 HR and Recruiting Stats for 2018

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The always-on nature of work has contributed to a decline in annual leave usage. Unused

holiday time not only hurts the economy due to lower holiday spending, it perpetuates

a culture of burnout, ultimately reducing employee productivity. The antidote to this is

for employers to create a competitive annual leave policy and also a work culture that

encourages and supports time off.

Paid Time Off

STATISTICS

12 | 60 HR and Recruiting Stats for 2018

Copyright © 2008–2017, Glassdoor, Inc. “Glassdoor” and logo are proprietary trademarks of Glassdoor, Inc.

RESOURCE 7 Ways to Manage Employee Time Off

STATISTICS: Paid Time Off

40 42

41

43

39

44

37

38

With the statutory annual leave entitlement for a typical full-time job being 28 days, this means that the average worker forgoes almost 6.5 days leave each year.

44% of employees admitted working while on annual leave; and almost 1 in 5 had been contacted by a colleague and 13% had been contacted by their boss while on leave.

When asked why they worked on leave, the most common answer was ‘fear of getting behind’ (11%).

19% of employees who took annual leave in the past year said that they had a difficult time not thinking about work while they were off. This is highest among employees in London (27%).

Source for #39, #40, #41, #42 and #43: Glassdoor, UK Annual Leave Survey, 2014

Source for #37 and #38: YouGov, May 2015

of employees are neglecting other aspects of their life because of the pressure of a demanding work culture in the UK, making them vulnerable to mental health problems.Source: Mental Health Foundation, Work-life balance

40%

Half of UK employers don’t take their full leave entitlement.

On average, they take 77% of their leave.

67%

66%

of people feel greater job satisfaction after taking holiday and recharging.

of people feel more productive after taking holiday and recharging.

13 | 60 HR and Recruiting Stats for 2018

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Healthy and happy employees are the backbone of any business. Employers that encourage

wellness through a range of health, fitness, nutrition and stress-management offerings create

a culture that encourages productivity and reduces health care costs. Not only that,

wellness programmes can serve to engage employees and attract candidates.

Wellness

STATISTICS

14 | 60 HR and Recruiting Stats for 2018

Copyright © 2008–2017, Glassdoor, Inc. “Glassdoor” and logo are proprietary trademarks of Glassdoor, Inc.

Wellness initiatives in the workplace are gaining pace in the UK:

RESOURCE 7 Steps to Creating an Annual Leave-Friendly Culture

STATISTICS: Wellness

47 50

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53

46

77% of organisations indicated their wellness programme was somewhat or very effective in reducing health care costs, and 88% rated their wellness initiatives as somewhat or very effective in improving employees’ health. Source: SHRM, 2017 Employee Benefits, January 2017

A study found that companies recognised by the C. Everett Koop National Health Awards for nurturing a culture of health, by specifically focusing on the wellbeing and safety of their workers, have outperformed the stock market by a factor of 3:1. Source: Journal of Occupational and Environmental Medicine, The Stock Performance of C. Everett Koop Award Winners Compared With the Standard & Poor’s 500 Index, January 2016

A four-year study of employer group wellness programmes found that healthcare costs rose at a 15% slower rate among wellness programme participants when employers consistently offered a wellness programme to their employees.Source: SHRM, Designing and Managing Wellness Programmes, June 2016

The median annual spend of employers with a wellness strategy in place is between £26 and £50 per employee. Source: REBA/Punter Southall Health & Protection, Employee Wellness Survey, March 2016

88% of employees who feel they have high wellbeing say they are engaged at work, versus 50% of employees who feel they have low wellbeing. Source: Limeade/Quantum Workplace, 2016 Wellbeing and Engagement Report,September 2016

91% of employees who feel they have high wellbeing say they intend to stay at their employer, versus 55% of employees who feel they have low wellbeing.Source: Limeade/Quantum Workplace, 2016 Wellbeing and Engagement Report,September 2016

More than 40% of Millennials will select an employer based on their health and wellness benefits.Source: Bersin by Deloitte, HR Technology in 2017: A Disruptive Year Ahead, October 2016

Employers offering wellness initiatives do so to increase employee engagement (39%), improve their organisational culture (23%) and retain talented staff (13%).

Source: REBA/Punter Southall Health & Protection, Employee Wellness Survey, March 2016

45of employers plan to implement a wellness strategy in 2016

35%

31%of employers plan to implement a wellness strategy in the next 3 years

15 | 60 HR and Recruiting Stats for 2018

Copyright © 2008–2017, Glassdoor, Inc. “Glassdoor” and logo are proprietary trademarks of Glassdoor, Inc.

Glassdoor holds a growing database of millions of company reviews, CEO approval ratings,

salary reports, interview reviews and questions, benefits reviews, office photos and more.

Unlike other jobs sites, all of this information is entirely shared by those who know a company

best — the employees. Add to that millions of the latest jobs — no other site allows you to see

who’s hiring, what it’s really like to work or interview there according to employees, and how

much you could earn. Glassdoor is a place where candidates become more informed. These

stats illuminate the size and scope of Glassdoor among job seekers and employers.

Glassdoor

STATISTICS

16 | 60 HR and Recruiting Stats for 2018

Copyright © 2008–2017, Glassdoor, Inc. “Glassdoor” and logo are proprietary trademarks of Glassdoor, Inc.

STATISTICS: Glassdoor

54 55

Nearly 48 millionunique users visit Glassdoor’s mobile

applications and website monthly.

Glassdoor has more than 35 millionreviews and insights for more than

700,000 companies.Source: Glassdoor Internal Data, September 2017

More than half of Glassdoor’s visits each month come from a mobile device.

Approximately 40% of the Fortune 500 are Glassdoor clients.Source: Glassdoor Internal Data, June 2017

Source for #54 and #55: Google Analytics, CQ3’17 average

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57 58

60

Among those surveyed, Glassdoor users report that they use an average of 7.6 job sites during their job search (median is 4). Source: Glassdoor.com Site Survey, January 2016

More than 130,000 employers have Free Employer Accounts, which provide basic employer branding tools, company specific analytics and

the opportunity to respond to reviews from the employer perspective.Source: Glassdoor Internal Data, September 2017

56

Glassdoor is one of the fastest growing major job sites in the UK.Source: comScore Media Metrix, February 2017

17 | 60 HR and Recruiting Stats for 2018

Copyright © 2008–2017, Glassdoor, Inc. “Glassdoor” and logo are proprietary trademarks of Glassdoor, Inc.

In the changing landscape of recruiting

and HR, it’s critical to keep one eye on

your own internal data and the other

on the trends shaping the industry at

large. Doing so will help you better

understand the concerns and behaviours

of employers and employees around

benefits and perks, paid time off, parental

leave, and diversity and inclusion.

If you can leverage these insights

and marry them with data from your

company’s own analysis, you’ll come out

ahead in the race to find and retain top talent that will give you a competitive edge in the years to come.

CONCLUSION

About Glassdoor

Glassdoor is one of the fastest growing major job site in the UK.1 Set apart by the

tens of millions of reviews and insights provided by employees and candidates,

Glassdoor combines all the jobs with this valuable data to make it easy for people

to find a job that is uniquely right for them. As a result, Glassdoor helps employers

hire truly informed candidates at scale through effective recruiting solutions like

job advertising and employer branding products. Launched in 2008, Glassdoor

now has reviews and insights for approximately 700,000 companies in more than

190 countries.2 To stay up to date on employer-related news, industry trends and

hiring tips, visit the Glassdoor for Employers Blog.

To get involved in the conversation on Glassdoor and start managing and promoting your employer brand,

email employers@glassdoor.com, call +44 (0808) 134 9950 or visit www.glassdoor.co.uk/employers.

For the latest in recruitment marketing tips, best practices and case studies, follow us on Twitter: @GDforEmployers.

1. comScore Media Metrix, February 2017; 2. Source: Glassdoor Internal Data, September 2017

Copyright © 2008–2017, Glassdoor, Inc. “Glassdoor” and logo are proprietary trademarks of Glassdoor, Inc.

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