It’s been a year of change—some expected and some that took us by surprise—but meaningful progress has shined through it all. 

Let’s rewind and review which trends worked in the staffing industry and how Recruit CRM shined through this year!

3 major recruitment shifts that happened in 2024

1. Internal mobility gained ground as a strategic priority

For a long time, many companies focused almost exclusively on external hires when they needed to fill a role. 

But this year, a more balanced approach took center stage. 

We saw a real embrace of internal mobility—developing and nurturing existing employees, helping them grow into new roles, and meeting skill gaps without constantly looking outside the organization.

Investing in the people already thriving in your culture gives you a skilled, engaged, and committed workforce. 

In fact, LinkedIn states that internal mobility has increased 6% year-over-year as it accelerates organizational agility. 

2. Hybrid work became the new normal 

We’ve all had countless conversations about hybrid work. 

Would it last? Would it fail? 

Well, in 2024, the verdict came in loud and clear: hybrid work is here to stay. 

This flexible blend of remote and in-person collaboration made everyone happier—candidates loved the freedom and shorter commute times, and organizations could finally tap into talent far beyond their geographic backyard.

3. DEI became DEIA

If you’ve been in recruitment for a while, you know that Diversity, Equity, and Inclusion (DEI) has been a guiding light for several years. 

In 2024, we welcomed an important new pillar: Accessibility.

This broader view ensured that every physical space, digital platform, and cultural interaction felt accessible.

The result was a richer talent pipeline, better candidate experiences, and stronger organizational cultures built on genuine respect for individual differences. 

Level Access claimed that “There is no “D,” “E,” or “I” without an “A.”

Recruit CRM’s year of growth and innovation

In a year defined by rapid transformations, Recruit CRM didn’t just keep pace—we led the way. 

Here’s a look at how this year shaped up for us:

1. Expanding global reach & user base

As the industry evolved, our footprint grew stronger. 

Serving over 6,000 active users in more than 100 countries, Recruit CRM continued to earn trust and loyalty from staffing firms and agencies worldwide. 

2. Feature rollouts that made waves

Throughout the year, we introduced game-changing functionalities that enabled professionals to work smarter, faster, and more strategically.

• Workflow Automation: Simplifying everyday tasks without the need for coding, this feature helped recruiting teams reclaim valuable hours and keep their focus on relationship-building rather than administrative burdens.
• Advanced Analytics: From custom reports to real-time dashboards, these tools transformed raw data into actionable insights, fueling data-driven decisions for better hiring outcomes.
• Job Advertising: With access to over 2,500 job boards, recruiters cast a wider net, reaching top talent wherever it lived and supercharging their candidate pipelines.

3. Fostering a community of knowledge & best practices

We built a robust Recruiter Media Hub—a centralized resource center with actionable guides, up-to-date hiring trends, and expert-driven articles. 

Our new case studies with Beyondo, Truckrs, kpCompanies, Lechley Associates, etc., highlighted success stories from clients who leveraged Recruit CRM to transform their recruiting workflows, reinforcing our reputation as a trusted industry leader.

4. Showcasing our expertise at key industry events

2024 offered many opportunities to connect and collaborate. 

One highlight was our presence at the Recruitment Agency Expo in London, where we engaged directly with industry professionals, demonstrated our platform’s capabilities, and gathered firsthand feedback from users and partners. 

Not only the Expo, our Recruitment Webinars brought together top industry minds to discuss emerging best practices and cutting-edge strategies, ensuring recruiters stayed informed, inspired, and ahead of the curve.

What’s ahead in 2025?

2025 is just around the corner, and let’s just say the excitement is off the charts. 

We’re talking about a sleek new look for Recruit CRM, smarter AI-powered features that practically read your mind, and even better WhatsApp integrations so you can chat candidates up like a pro, no matter where you are.

We’re also putting the finishing touches on some seriously game-changing improvements for placements and billing. 

But the real showstopper is a brand-new product we’ve been cooking up behind the scenes. 

It’s bold, it’s fresh, and it’s going to change the way everyone handles contract staffing.

We can’t spill all the details yet, but trust us, it’s worth the wait. 

Buckle up because the coming year will be an epic ride—and we can’t wait to have you along. 

Stay tuned.

25+ job interview statistics to look out for

1. 92% of companies use social media platforms to research candidates before an interview (Adaface)

You’re missing out on a lot if you’re ignoring social media!

The amount of data a candidate’s social handles can give is understated. 

These profiles provide information about the candidate’s personality, social behavior, hobbies, and interests. 

While social networking sites like LinkedIn and Facebook tell you about an applicant’s work experience, they will also clearly show how compatible the person is with your company. 

2. 62% of job applicants preferred automated information over prolonged email exchanges (Fit Small Business)

The stat is a clear sign that candidates value quick and efficient communication during the hiring process. 

No one wants to be stuck in an endless email chain!

Quick tip: Invest in recruiting tools to automate your communication process. 

3. Did you know that phone interviews typically last around 15 minutes? (Zippia)

Phone interviews are a quick and effective way to get an initial impression and determine if the candidate is a good fit for the next stage. 

For applicants, it means less time spent in long, drawn-out conversations and more opportunities to showcase their key strengths. 

Plus, the convenience of a phone call can reduce the stress and preparation involved in more formal interviews. 

Also read: How to conduct a phone interview like a pro?

4. The average time between a job interview and a job offer is between 20 and 40 days (Fit small business)

Although the average waiting period for a job offer can feel like an eternity for eager candidates, it’s a crucial time for employers to make thorough decisions. 

Understanding and communicating about this timeline helps set realistic expectations and reduces the anxiety of waiting for that important call.

5. 61% of senior executives claim the best time to have interviews is between 9 am and 11 am (Adaface)

A mid-morning slot is ideal because it’s when both the interviewer and the candidate are likely to be at their most alert and focused. 

Early enough to avoid the post-lunch slump, yet late enough to ensure everyone’s had a chance to settle into their day.

6. 50% of candidates find changes in interview schedules frustrating (Adaface)

Imagine how annoying it can be to repeatedly change a particular event’s schedule. You definitely don’t want your candidates to feel that way. 

Erratic adjustments may derail applicants’ goals, damaging the company’s reputation.

Respect the interviewee’s time by conducting the interview properly without a lot of back-and-forth. 

Also read: Candidate sourcing: Definition, strategies, tools & more!

7. 74% of recruiters find video interviews make their job easier (SHRM)

The transition to virtual interviews has accelerated since 2020 and is now commonplace for almost all recruiters. 

They are a convenient approach to evaluate candidates from a distance while saving time and your recruitment budget. 

8. 84% of candidates schedule interviews within 24 hours of text invitations (Adaface)

The recruitment process has less lead time when automated text invitations are used to schedule appointments quickly and effectively. 

When this process is simplified, candidates may quickly confirm interview schedules, improving your pipeline’s efficiency and fluidity.

Don’t miss out: Mastering text recruiting: 20 FREE ready-to-use templates + rules to follow 

9. 86% of organizations use new virtual tech for interviews (Gartner)

Most companies are now using the latest virtual technologies for interviews, and it’s a game-changer. 

Connecting with candidates from anywhere is much easier, making the whole process more flexible and efficient. 

Plus, it cuts down on travel costs and scheduling headaches, giving both recruiters and candidates a smoother experience. 

10. 40% of interviewers did not consider candidates for their lack of a smile (Queros)

With a sincere smile, a job seeker might seem more personable and likable during the interview and build a good relationship with the interviewer. 

This small yet effective gesture can significantly improve an applicant’s overall image.

You might also like: How can recruiters evaluate applicants accurately?

11. High-quality candidates only have to wait ten days to find a new job (Workonic)

Hiring managers tend to expect that the best candidates will still be available at the end of the hiring process; however, research indicates otherwise.

For candidates who are like purple squirrels, the job search is quick and seamless, underscoring the importance for employers to act fast to attract and hire the best.

12. 71% of employers consider the appropriate dress code a critical factor while evaluating job candidates (Inc.)

First impressions matter. 

In fact, how candidates present themselves can significantly impact their chances of making it to the next stage of the hiring process.  

Remember, the right attire conveys professionalism, respect, and a good fit for the workplace. 

13. 47% of candidates fail job interviews because they did not receive enough information about the company (Legal Jobs)

Nearly half of all candidates fail job interviews due to a lack of information about the company. 

This highlights the importance of doing thorough research before an interview. 

You might also like: 8 effective traits recruiters must have for delivering the best candidate experience

14. 90.6% of employers prefer their candidates to have work experience (Legal Jobs)

The vast majority of employers favor candidates with work experience. This preference stems from the value of practical knowledge and proven skills that experienced candidates bring to the table. 

Having relevant work experience often means less training time and a quicker adaptation to the new role, making these candidates highly attractive to potential employers.

15. 73% of job seekers say looking for a job is one of the most stressful events in life (G2)

You must address all candidates’ concerns and communicate clearly and consistently to ease the process. 

Moreover, it makes them feel wanted and respected in the company.

16. 83% of candidates say a negative interview experience changes their mind about the role (Deloitte)

A negative interview experience can significantly impact a candidate’s perception of the role, leading many to reconsider their interest. 

This highlights the importance of creating a positive, respectful, and engaging interview process. 

When candidates feel valued and understood, they’re more likely to remain enthusiastic about the opportunity, reinforcing the need for a well-conducted interview.

17. 45% of candidates have ghosted employers due to poor experiences (LinkedIn)

Well, it’s no shocker that a bad interview experience can lead to candidate ghosting. When candidates feel neglected or mistreated, they’re more likely to withdraw from the process entirely, leaving employers without potential talent.

18. The average length of the hiring process in the U.S. is about 23.8 days (Glassdoor)

The duration of your hiring process might tell you a lot about it. 

A drawn-out procedure could signify disarray, while a hurried one might mean the business needs to pay more attention to the right candidate. 

Adhering to a defined timeline that guarantees your hiring process is relatively short and brief is critical for maintaining candidates’ engagement and interest. 

Also read: How to provide an unforgettable remote candidate & client experience?

19. 72% of applicants say interview efficiency affects job acceptance (Cronofy)

You should optimize the efficiency and flow of the interview process to positively influence candidates’ decisions to accept job offers. 

Clear, streamlined communication and prompt follow-up actions can enhance the candidate experience significantly.

20. 20% of candidates learned about salary during interviews without asking (Fit Small Business)

You must be more open and honest about remuneration early in the interview process, as more candidates are aware of salaries without asking. 

Clarifying expectations and fostering a proactive dialogue about remuneration can result in candidates who are better educated and happy.

21. Referrals increase the chance of a successful job match from 2.6 to 6.6 percent. (Glassdoor)

Referred applicants are more likely to fit the post and the corporate culture. 

This rise in successful matches is due to recommendations frequently made by current workers familiar with the business’s needs and culture, which improves the fit between the candidate’s qualifications and the job specifications. 

22. Only 2% of candidates who apply for a job opening are selected for a job interview (StandOut CV)

An intelligent screening process is essential to locating the top applicants from a vast pool of submissions and making your selections more selective

After all, you want only the best prospects to move on to the interview round!

23. Each job posting attracts an average of 250 applicants (Glassdoor)

Evaluating applicants from a large pool of applicants can be challenging, which could result in bad hiring decisions or a shortage of qualified individuals. 

You must have an efficient screening process and candidate assessment tools to manage many applicants and find the best fit for the role.

24. The average interview duration is over an hour (Indeed)

Technically, in-person and video interviews usually take 45 to 1 hour and a half. 

More extended interviews increase the chance of a successful hire by giving the candidate and the recruiter more time to get to know one another.

25. On average, recruiters spend two-thirds of their hiring time on the interview process (Yello) 

Frequently, the most time-intensive aspect of the hiring process is the interview phase, which can be protractedly delayed by issues like postponed or canceled interviews. 

You can invest in recruiting software and interview scheduling solutions to organize all interviews effectively and expedite this step. 

This will help you shorten the time-to-hire required to fill unfilled positions while streamlining the hiring process and increasing efficiency.

26. 50% of job seekers find lack of pay info and schedule changes stressful (Glassdoor)

Half of all job seekers find it stressful when job postings lack pay information and when there are frequent schedule changes. 

Transparent communication about salary and consistent scheduling can significantly reduce anxiety and improve the hiring experience. 

Providing clear details upfront helps build trust and ensures a positive candidate experience. 

These 20+ candidate experience statistics will change the way you recruit. 

Frequently asked questions

1. Is it important to track job interview statistics?

Yes, maintaining statistics on job interviews is crucial since it lets you analyze patterns and make necessary adjustments. 

For example, knowing the average time between interviewing candidates and making job offers may reveal delays. Also, the dropout rates for candidates can be measured, and they will show problems in the interview process that should be fixed.

2. What are the benefits of conducting video interviews?

Video interviews are more flexible and convenient, as there are few concerns over scheduling and the need for travel. 

They also assist in maintaining the continuity of the hiring processes even during catastrophes such as the COVID-19 outbreak and also reach out to more candidates in various regions.

3. What are some best practices for conducting virtual interviews?

To conduct compelling virtual interviews, you should ensure a dependable internet connection and a calm, business-like setting. It’s also essential to test the audio and visual setup beforehand. 

Giving candidates clear instructions on how to participate in the interview can avoid technical difficulties. 

Keeping eye contact, paying attention, and demonstrating enthusiasm can also facilitate a positive interview experience. 

These insights are your roadmap to shine in the staffing space, helping you refine your strategies and secure top talent.

Get right in!

Top 10 recruiting statistics you can’t do without 

Being armed with the right data can make all the difference. Take a look at these top ten recruiting statistics that can transform your hiring from good to great. 

• 87% of recruiting pros say talent acquisition has become a more strategic function over the past year. (LinkedIn)
• 97% of employers value soft skills as much as or more than hard skills (SHRM)
• 73% of job seekers find the job hunting process stressful. (NorthOne) 
• 12% of full-time workers are fully remote; 29.4% work on a hybrid schedule (WFHResearch)
• 73% of workers turned to freelance work in 2023. (Fiverr)
• Over 70% of the employers that use ATS say it makes finding candidates easier. (Jobtip)
• Almost 90% of job seekers will accept a job offer faster when a recruiter contacts them. (Zippia)
• Only 45% of recruiting pros agree that their companies increased salaries enough to keep pace with inflation. (LinkedIn) 
• 83% of candidates prefer having a clear timeline for the hiring process. (NorthOne) 
• Hiring managers spend an average of 7 seconds looking at candidates’ resumes. (HRDrive)

Also read: 5+ job offer letter templates recruiters can use right off the bat [+12 handy tips]

8 key stats for effective social media recruiting  

Utilizing the power of social media for recruiting is essential in today’s digital age. 

With these eight crucial statistics, we uncover the effectiveness of different platforms and strategies that are making waves in attracting top talent.

• 98% of recruitment, talent acquisition, and employer branding teams used social media in 2023. (Content Stadium)
• 73% of millennials found their current roles through social media: (Springworks)
• 90% encourage their employees to engage with their social recruiting content. (Score)
• 58% of recruitment teams create their images and videos themselves (up from 51% in 2022), and 48% get help from their marketing team (down from 51% in 2022). (Content Stadium)
• 68% of millennials visit the social media pages of a company to evaluate the employer’s brand. (CVVIZ)
• Half of all professionals keep tabs on other companies’ social media profiles to stay afloat of any employment opportunities. (LinkedIn)
• According to CareerArc, traditional job boards have become less effective in comparison to social media.
• Instagram is the channel that saw the biggest increase year on year, up from 45% in 2022. (Content stadium)

Don’t miss out: 5 ways to incorporate video into your Instagram recruiting strategy

Future of hiring: Stats every recruiter must act on now

If you take a look at these numbers, you’ll see the recruiting scene we’re stepping into – it’s full of challenges but just as many opportunities. 

We’re talking about everything from squeezing budgets tighter and moving towards hiring based on skills to millennials shaking things up in the workforce.

These recruitment trends demand a strategic and adaptable approach from you, the modern recruiter.

• 53% of in-house recruiting pros predict their recruitment budget will decrease or stay flat this year. (LinkedIn)
• 79% of recruiters believe that AI will soon be making hiring and firing decisions. (LinkedIn) 
• By 2025, millennials will make up 75% of the workforce. (Forbes)
• 63% of recruiters foresee AI replacing part of the candidate screening process in the future. (LinkedIn)
• 64% of leaders predict the next five years of recruitment will include SMS and text message recruitment. (SimpleTexting) 

You might also like: 10+ key hiring trends to look out for

5 awesome statistics on mobile recruiting to stay ahead in the game 

Mobile recruiting is transforming the way you connect with candidates, making it a key player for any forward-thinking recruiter. 

From the surge in job searches to the rise of mobile applications, these five pivotal statistics shed light on why smartphones should be at the heart of your recruitment strategy. 

• 94% of job seekers use smartphones to research job openings, indicating a significant reliance on mobile devices for job search activities. (RecruitBPM) 
• 45% of job seekers use their mobile devices at least once per day to look up new opportunities. (Novoresume) 
• 67% of all job seekers completed their applications on a mobile device, emphasizing the importance of mobile-friendly application processes. (SelectHub)
• 1 in 5 people have a smartphone, and 68% of job seekers aged 18-25 use their mobile devices to search for jobs. (Recruiter)
• 55% of people between the ages of 35 to 44 use mobile devices for job searching, indicating that mobile recruiting isn’t just for Gen-Z. (HireQuotient) 

Boost your recruiting efforts with these 9 diversity hiring statistics  

Let’s explore some key diversity hiring statistics that highlight the growing emphasis on diversity, equity, and inclusion (DEI) in the recruitment world and its impact on both employees and recruiters.

• 76% of employees report diversity is an important factor when considering a job. (NorthOne) 
• Businesses that are open to inclusion have 120% higher chances to accomplish financial goals. (TeamStage)
• In 2023, 89% of U.S. companies either had a DEI strategy or planned to implement one. (Doit)
• Only 35% of HR leaders said that diversity, equity, and inclusion were among their top five priorities for 2022. (ETU)
• 36% of 18–44 year olds believe diversity and inclusion policies are important. (Resumegenius)
• 78% of employees see no diversity in leadership positions. (TeamStage)
• Over one-third of employers report that candidates expect to hear about a company’s DEI efforts, which is a record-high number. (LinkedIn)
• While women are nearly 50% of the workforce, the gender wage gap remains at an average of 17% worldwide. (Pew Research Center)
• Around 57% of employees think their company should put more effort into becoming more diverse. (G2)

Also read: Looking to build an inclusive team? Here are 20+ diversity hiring platforms that can come to your rescue

Top 7 recruiting stats to tackle your hiring challenges with ease 

Tackling hiring challenges can seem tough, but the right information makes it easier. These seven important stats give you the tools to face common issues head-on. Let’s take a quick look here: 

• In 2023, most recruitment industry professionals worldwide stated tight talent pools as their main hiring challenge. (Statista)
• There was a 15% decrease in job requisitions in the first half of 2023 compared to the same time in 2022. (Workday) 
• The gap between the number of vacancies and the number of people with relevant skills is growing, causing operational challenges for recruiters. (Geomotiv) 
• More than 40% of companies with 10 or more staff are struggling to recruit, with labor shortages most widespread in the hospitality and water sectors. (Guardian Recruiters) 
• Organizations can no longer meet their talent needs through traditional sourcing methods and candidate pools. (Gartner) 
• The main challenge when hiring remotely is evaluating candidates’ emotional intelligence and soft skills. (Statista)
• 90% of hiring managers still face tough challenges in landing new talent. (Robert Half) 

Don’t miss out: Are you facing any of these 9 hiring challenges [+ Ways to tackle them]

9 must-know statistics to provide exceptional candidate experience 

Quick question: How much does candidate experience really matter?

Well, the numbers are in, and they’re shouting loud and clear: it’s absolutely crucial. 

Whether it’s the power of feedback or the lasting impact of the hiring journey, these statistics are your sidekick to providing an experience that attracts and retains top talent. 

• 78% of candidates report never being asked for feedback following the hiring process. (Starred) 
• 60% of job seekers have had a bad candidate experience. (LinkedIn)
• Nearly 4 in 5 candidates (78%) say the overall applicant experience they receive is an indicator of how a company values its people. (TalentAdore) 
• Response rates for candidate experience surveys stayed steady between 16% to 19% from July 2022 to September 2023. (Ashby) 
• Companies must focus on candidate experience or risk losing candidates, especially in the context of racial diversity in the tech industry. (TechTarget) 
• For 2023, companies worldwide planned on investing in talent retention strategies, followed by improving candidate experience. (Statista) 
• Only 17% of employers measure candidate experience. (Starred) 
• 80% of candidates who experience an unsatisfactory recruitment process reveal it to others. (LinkedIn) 
• 58% of job seekers declined a job offer due to poor experience. (iCIMS) 

Also read: 8 free templates for candidate experience surveys that give you the right insights

Don’t miss out on these important stats on conducting video interviews 

Now, let’s talk about video interviews. Ever wonder why they have become such a big deal in the hiring world? It’s all in the stats, and they’re pretty compelling. 

From speeding up the hiring process to making it easier to spot those standout candidates, video interviews are changing the game.

So, let’s take a closer look at the numbers that are shaping the way you connect with talent: 

• 60% of recruiters use video interviews to hire their employees. (Nutmeg Education) 
• In 2023, 69% of employers incorporated video interviews into their hiring process, compared to 22% pre-pandemic. (StandOut CV) 
• According to 74% of recruiters, video interviews have made interviewing and choosing prospects simpler. (LLC Buddy)
• Video interviews are six times faster than phone interviews. (LegalJobs) 
• The global video interviewing platforms market is projected to reach US$ 1,786.0 million by 2030, at a CAGR of 26.8%. (GlobeNewswire) 
• In the online hiring process, 63% of U.S. organizations have incorporated video calling in 2023. (Enterprise Apps Today)
• The rise of AI-powered video interview software in 2023 indicates a trend toward more sophisticated and efficient recruitment tools. (Zappy Blog) 

Actionable insights for campus recruitment: 7 stats you can’t ignore 

Campus recruitment is an important gateway to fresh talent and new perspectives in the workforce. 

As we look at these statistics, it’s evident that campus recruiting strategies and their outcomes are evolving rapidly. 

• Employers planned to hire almost 15% more college graduates in 2023 compared to 2022. (Forbes) 
• Employers saw a 14.7% increase in hiring for the class of 2023 college graduates than they did for the class of 2022. (NACE) 
• 54% of HR professionals plan to increase entry-level hiring this year, which is consistent with the 2023 figures. (iCIMS) 
• 21.5% of college students participate in internships, indicating a significant engagement in practical work experience during their studies. (StandOut CV) 
• With nearly 70% of companies hiring new college graduates this year, only the companies that adapt their campus strategies and utilize time-saving technologies will come out ahead. (Yello)
• October is noted as a popular month for employers to be accepting early career applicants. (RippleMatch)
• Campus recruitments at Tier 2 and 3 colleges experienced a 7% year-on-year increase in 2023, soaring to 12,050 placements. (People Matters)

You might also like: 13 ready-to-use college recruiting email templates to boost your hiring goals

Now that you have all the statistics you need, take these insights, apply them to your recruitment playbook, and get ready to make a significant impact in the world of hiring in the coming year. 

We’ve gathered 13 incredible applicant tracking system statistics that will transform your perspective on recruitment. 

So let’s dive into these remarkable stats and discover the undeniable benefits of incorporating an ATS into your recruitment toolbox.

13 amazing applicant tracking system stats that’ll TOTALLY blow your mind

1. Nearly 99% of Fortune 500 companies use ATS (Source: Yahoo Finance)

Yes, you read that right.

Almost all of the big players in the business world have embraced the power of ATS to streamline their recruitment process.

With the increasing adoption rate, it’s evident that companies, regardless of their size, see the value of implementing such systems.

Small and medium-sized enterprises (SMEs) are slowly joining the bandwagon as well.

If you are someone who wants to stay competitive in today’s fast-paced business environment, then investing in an ATS can potentially improve your recruitment processes and achieve better results in hiring top talent. 

2. 75% of recruiters around the world use an applicant tracking system (Source: Capterra)

Did you know that three-quarters of recruiters worldwide use an applicant tracking system?

That’s right – ATS adoption is on the rise, and it’s no surprise why.

By automating the handling of resumes and applications, an ATS can help recruiters save time and effort when it comes to finding the best candidates for their organizations.

3. The ATS market is expected to reach $3.4 billion by 2026 (Source: Markets and Markets)

With the growing demand for ATS technology, recruiters now have access to an expanding selection of ATS systems to choose from, offering a range of features and benefits to meet their specific needs.

No wonder why, right? More power to making informed hiring decisions, reducing time-to-hire, and ultimately saving valuable time and money on recruitment costs!

4. Optimizing the job recruitment process using an ATS can shorten the hiring cycle by 60% (Source: LinkedIn)

A lengthy hiring cycle can be frustrating for both employers and candidates.

Once you streamline hiring processes, it’ll significantly help you to move candidates through the recruiting cycle more quickly and efficiently, reducing the time it takes to fill open positions.

5. 94% of recruiters say that using an ATS has improved their hiring process (Source: Capterra)

An ATS can assist recruiters in automating tasks such as resume screening and candidate communication, allowing them to focus on the most suitable applicants for a given role.

Helping to improve communication and collaboration between recruiters and hiring managers, an applicant tracking system ensures that everyone involved in the hiring process is on the same page and working towards a common goal.

6. More than 86% of recruiters say that using an ATS has reduced their time-to-hire (Source: GetApp)

Time-to-hire is the amount of time that you need to fill a job position from the moment you advertise it.

While most recruiters say that the average time they require to fill a job position is at least three to four weeks, they all agree that an ATS helped them find the right candidate quickly and efficiently, reducing their time-to-hire.

Think about the large volumes of data that an ATS can simply just sift through, and this means that you can fill open vacancies quickly, reduce recruitment costs by minimizing human resources, and ultimately improve your hiring experience.

7. 62% of talent teams sourcing through an ATS find more high-quality candidates than inbound applications (Source: LinkedIn)

An ATS can help you in sourcing by creating a wonderful talent pool not just from social media, but also from online job boards and referrals from employees.

It can also help recruiters identify candidates who may not have applied for the job but who have the skills and experience necessary to excel in the role.

You simply do not need to put in extra work when you can just do it more effectively by using automation to sift through large amounts of data and uncover high-quality candidates that might otherwise be missed.

8. Around 79% of recruiters found that there has been an increase in the quality of the hires once they started using an ATS (Source: GetApp)

An ATS software typically offers a range of features that can help recruiters to identify the best candidates for a given job quickly and efficiently.

With enhanced filtering and screening of candidates, an ATS can lead to more informed hiring decisions and ultimately result in higher-quality hires for your organization even during a hiring freeze.

This, in turn, can increase productivity, raise the employee retention rates, and reduce costs associated with hiring.

9. Revenue positions of companies using advanced analytics with their ATS are up to 56% higher than less advanced organizations (Source: MindK)

Investing in an ATS with advanced analytics can have a significant impact on your organization’s revenue.

By analyzing data on factors such as candidate sourcing, time-to-hire, and employee retention, companies can identify areas for improvement and optimize their hiring strategies to achieve better outcomes.

10. 70% of respondents agree sourcing automation would increase productivity (Source: LinkedIn)

We all agree, sourcing can be a time-consuming process and is no mean feat.

However, where does that put your productive streak?

This is where you can take the help of an ATS to increase your productivity by simply automating tasks.

11. 20% of organizations plan to start using an ATS with AI integration in the next five years (Source: SHRM)

One key advantage of AI integration in ATS is the ability to leverage machine learning algorithms to identify the best candidates for a given job based on a wide range of factors, such as skills, experience, and cultural fit.

AI can also help to automate tasks such as resume parsing, recruitment tracking, interview scheduling, and candidate communication, freeing up recruiters to focus on more strategic aspects of the hiring process.

12. 68% of recruiting professionals say that investing in NEWER recruiting technology is the best way to improve recruiting performance (Source: LinkedIn)

Investing in recruitment technology surely takes away most of the manual admin work. But are you guilty of settling in and thinking of never upgrading your cloud-based ATS software ever again?

If this is the case, then you are missing out on getting the best out of your ATS!

Latest recruitment technology can always help recruiters identify top talent more efficiently and even help in employee retention.

So keep an eye out for new releases in the market to gain a competitive edge!

13. 79% of organizations utilize automation and AI tools integrated with their ATS (Source: SHRM)

With the integration of AI-powered automation tools like chatbots into a recruitment software, you can freely offload routine recruitment tasks.

By doing so, you can actually devote your valuable time and energy strategically in order to focus on core hiring functions.

So there you have it, folks! 13 mind-blowing statistics on applicant tracking systems prove just how powerful these tools can be in revolutionizing your recruitment process.

If you haven’t already hopped on the ATS train, it’s high time you consider doing so.

Frequently asked questions

1. What does the future hold for applicant tracking systems, and how can companies stay ahead of the curve in recruitment technology?

The future of applicant tracking systems involve increased AI integration, more advanced analytics capabilities, and the development of new features to improve the candidate experience.

To stay ahead of the curve, companies should keep abreast of emerging trends and technologies in the recruitment space and continually evaluate their ATS to ensure it meets their evolving needs.

2. What are some common misconceptions about applicant tracking systems, and how can they be debunked?

Common misconceptions about ATS include that they only cater to large organizations, they’re too expensive for small businesses, and they eliminate the need for human interaction in the recruitment process.

In reality, ATS solutions are available for businesses of all sizes, can be cost-effective, and still require human input to make the final hiring decisions.

3. How can ATS help improve diversity and inclusivity in the hiring process?

ATS can improve diversity and inclusivity in the hiring process by eliminating unconscious biases through blind recruitment, using AI to screen candidates based on skills and qualifications, and tracking diversity metrics to identify areas for improvement.

4. What are the key features to look for when choosing an applicant tracking system for your organization?

Key features to look for when choosing an ATS include ease of use, customization options, integration capabilities, reporting and analytics tools, scalability, and strong customer support.

5. How does GDPR compliance factor into using applicant tracking systems, and what should companies be aware of?

GDPR compliance is crucial for ATS use, as it involves the collection, processing, and storage of personal data.

Companies should ensure that their ATS provider is GDPR compliant, and they must follow best practices for data protection, such as obtaining consent, providing transparency, and adhering to data minimization principles.

6. What are the best practices for optimizing your job listings to ensure they perform well within an ATS?

To optimize job listings for ATS, use clear, concise language and include relevant keywords to improve visibility. Avoid images, tables, or fancy formatting, as these may not be recognized by the system. 

Instead, use easily readable headings and bullet points.

Tailor job descriptions to specific skills and qualifications you’re seeking, and provide clear application instructions. Also, keep job listings up-to-date and remove any outdated information.

Job seekers nowadays are more aware than ever before.

A positive candidate experience consisting of authentic communication will help attract talented candidates to open positions.

If you neglect your candidate experience, you miss out on a golden opportunity to develop your employer brand and work culture.

Whether a candidate ends up being hired or not, their journey with your organization will leave a lasting impression.

To help you optimize your candidate experience journey, here are some crucial statistics highlighting its importance!

20+ Key candidate experience stats that’ll compel you to take action

1. 72% of job seekers are likely to share their bad experiences online or with someone directly. (Source: CareerArc)

Candidate experience is crucial for employer branding!

In the age of social platforms, sharing an opinion has become easier than ever. A simple social media post or a review can showcase your organization’s culture.

Conversely, providing a negative candidate experience will reflect poorly on your employer brand, putting you at a disadvantage over competitors.

Read more: Positive candidate experience and organizational culture.

2. 70% of candidates do their research before applying to a company. (Source: LinkedIn)

A vast majority of candidates will study your organization before they apply.

Candidates will be looking at your website, LinkedIn page, reviews, and social media before submitting their application and resume.

Ensure your website and social media handles are up to date and contain valuable and relevant information for job seekers.

3. 58% of job seekers had declined a job offer due to poor experience. (Source: CareerPlug)

A positive candidate experience is essential to attracting top talent in today’s candidate-centric job market.

How a candidate feels about their hiring journey can significantly influence their decision to accept a job offer.

Moreover, with increasing competition in the job market, employers cannot miss out on talent over a negative candidate experience.

Read more: 8 effective recruiters must possess to deliver the best candidate experience.

4. 1 in 3 (32%) job seekers would not apply for a company that lacks diversity. (Source: Glassdoor)

Diversity and representation have become a hot topic in the job market in recent years.

Today’s job seekers expect diverse and inclusive hiring practices from their employers; therefore, make sure you implement the best practices for candidates irrespective of their gender, sexual orientation, race, etc.

5. 63% of candidates are dissatisfied with the communication from employers after applying. (Source: Talentegy)

Lack of communication often remains a common complaint by candidates. However, communication is a process that can easily be simplified and automated through an Applicant Tracking System.

Automate your communication with candidates to keep them updated. This shows how your organization values each candidate.

Read more: 5 tools that’ll help recruiters provide the best candidate experience.

6. Companies that took the time to develop a positive candidate hiring experience reported a 70% improvement in the quality of hires. (Source: Glassdoor)

Candidates who receive a positive candidate experience are more likely to be satisfied with an organization, increasing retention and loyalty.

Ultimately, satisfied new hires will be more productive, bringing better performance results.

7. 60% of job seekers quit an application in the middle due to its length or complexity. (Source: SHRM)

Instead of long and complex applications, use brief questionnaires to optimize the hiring process.

In addition, make sure your application is mobile-friendly to provide a smooth experience for candidates. Talented candidates have plenty of choices in the job market, and they won’t jump through hoops to apply!

8. 83% of candidates say a negative interview experience can change their minds about a role or company they once liked. In comparison, 87% say a positive interview experience can change their minds about a previously doubted role or company. (Source: LinkedIn)

Candidate experience has the power to win or lose you great talent! Something as little as providing consistent communication and following basic etiquette can significantly influence a candidate’s opinion about your organization. Keep this in mind the next time you interact with candidates.

9. 81% of job seekers expect the hiring process to wrap up in two weeks. (Source: Yello)

A lengthy recruitment process is a huge pain point for candidates. There is an apparent mismatch between the expectations of the candidates about the length of the recruitment processes.

It’s essential to manage these expectations by keeping candidates informed about each stage of the process. To keep candidates interested, keep them engaged through updates and even content through social media.

10. Only 42% of employers reach out to declined candidates with information on future job opportunities. (Source: CareerArc)

One of the biggest mistakes made by recruiters is neglecting their existing pool of talent. Instead of reaching out to new candidates for each new job opening, reach out to previous candidates who may still be interested.

Re-discovering old candidates will save tremendous time and bring better candidate quality.

11. 82% consider employer brand and reputation before applying for a job, a 7% increase in the past five years. (Source: CareerArc)

As the job market becomes more competitive than ever before, job seekers emphasize a positive employer brand and work culture when applying to jobs.

Candidate experience and employer branding go hand in hand, so make sure you treat this with high priority.

12. 56% of job applicants encountered a technical issue during the application process, and only 18.7% said they were offered help online via chat or feedback tools. (Source: Talentegy)

Remote hiring practices are being adopted as the new standard worldwide. It is essential to acknowledge the technical issues to implement remote practices effectively.

Provide the best remote candidate experience to your candidates by informing them of any errors that may occur and how to resolve them.

13. 48% of candidates respond positively to receiving interview information ahead of time. (Source: LinkedIn)

All candidates expect clear and consistent communication to perform well. Being transparent with your candidates shows that you value their time and are willing to set them up for success.

Consider informing candidates about how the interview process will look, who they will be speaking to, and the duration.

14. 63% of candidates are dissatisfied with communication from most employers. (Source: Toolbox HR)

Consistent and clear communication makes all the difference in providing a stellar candidate experience.

Recruiters can maintain communication by reaching out to candidates during each phase of the process—establishing a solid connection.

Take this a step further by providing guidance and resources such as a FAQ guide, technology checklists, and tips for interviewing.

This will set clear expectations and create a lasting impression on candidates.

15. 93% of job seekers would like to be informed about the company culture, values, mission, and plans before accepting a job offer. (Source: Glassdoor)

Company culture ranks as one of the top factors influencing a candidate’s decision to accept a job offer—especially for the Millennial and Gen Z audience.

So it’s clear that to attract up-and-coming talent, companies must build a community to convey their culture and values.

Recruiters can easily do this by sharpening your website and social media handles.

16. 53% of job seekers care more about the hiring process experience now than they did before the COVID-19 pandemic. (Source: CareerPlug)

The pandemic brought many unprecedented changes to the workforce and changed the expectations of job seekers.

Today’s job seekers demand more flexibility and remote options from employers when applying for an open position.

Traditional hiring practices will not be relevant with the changing landscape and cutthroat competition. Therefore, optimize your hiring process to serve the needs of candidates today.

17. Nearly 25% more job seekers prefer live video interviews to in-person interviews. (Source: Forbes)

Given the current situation with the pandemic, remote working practices have taken over traditional practices.

Moreover, video interviews eliminate commuting, save time and provide a level of flexibility, making them easy to conduct. With so many benefits to video interviews, now is the best time to replace traditional in-person interviews with this alternative.

Read more: Types of hiring biases & how to reduce them.

18. Candidates are 4x more likely to consider a company for future opportunities if provided thoughtful feedback. (Source: LinkedIn)

Candidates are often left in the dark, which needs to change. Providing constructive feedback to candidates can be challenging, but sharing positive interview feedback can reflect well on your candidate experience.

After all, candidate experience is all about communication. Where communication lacks, so does your candidate experience.

19. 52% of candidates have to wait for 3 months or more on a response. (Source: Talent Board)

If agency recruiters take more than 3 months to get back to candidates, it merely points out how they don’t respect a candidate’s time and effort.

The faster you get back to a candidate with feedback and the more streamlined you keep your communication, the better the candidate experience.

20. 65% of Millennials value company culture compared to 52% of people 45 and older. (Source: Glassdoor)

Company culture is a vital factor for job seekers today. Unfortunately, many employees leave their current jobs due to a misalignment of workplace culture. For companies fighting for talent today, this highlights the importance of defining their values and representing their company culture.

21. 25% of the candidates receive no preparation at all before they come for a job interview. (Source: Talent Board)

It’s essential for recruiters to prepare their candidates well before job interviews. It does not just leave a positive effect on candidate experience but also a lasting impression on your recruitment agency in front of your clients.

A negative candidate experience is just really an operations issue. If your recruitment agency is unable to streamline and automate hiring processes, you’ll be unable to take care of your candidates properly.

We’ve, in fact, written a detailed guide on what it takes to provide a stellar candidate experience.

In case you come across other interesting candidate experience stats, don’t forget to write them down below.

Agency recruiters have already wrapped up recruiting and it’s time to look back at all that the industry has attained so far. Starting from rooting for their clients and candidate pool to delivering the best candidate experience, recruiters have done it all.

It has certainly been a year full of ups and downs but we have built resilience and sailed through it smoothly. While you were still reeling from the challenging events of 2020, 2021 looked better in terms of getting back to normalcy.

Mostly driven by data and analytics and recruitment automation, this year was a blockbuster when it came to you making informed decisions on placing candidates with the right clients.

Now that we’ve made it our annual tradition to look back at all what we have gained and achieved these past few months, let’s recollect everything that we can take away from this year.

2021: The year of recruitment automation

As per Gartner’s report on Artificial Intelligence and its traction in recruiting, 17% of organisations are already using AI to hire candidates and another 30% will start doing so by 2022.

And it’s rightly so!

This year we have seen a major rise in recruitment agencies across the world adopting recruitment technology to automate most of their hiring process in order to save time for value-added tasks.

This has led to increased productivity, reduced cost-per-hire and time-to-fill.

Starting from resume screening to using automation to schedule interviews, recruiters have also majorly used chatbots to attend to candidate and client queries.

75% of recruiters have been using Applicant Tracking Systems and Recruitment CRMs to automate their recruiting process and take care of candidates and clients.

This includes sourcing candidates directly from major social media sites such as LinkedIn, giving the best customer experience to clients, invoice management, advanced radius and boolean search and more.

The 2021 talent shortage in the IT industry has led to recruiters in this vertical make use of automation more. Similar to the previous year, 2022 will also see major investments in this sector.

What has worked for recruiters this year?

While recruitment automation was a hot topic, these are some of the things that had worked wonders for recruiters in 2021—

• Nearly 4 in 5 candidates mention how candidate experience is significant to them as it determines how your client would treat them as employees. Agency recruiters have focused more on providing the best candidate experience. This has improved their recruitment brand image and their ability to lose out or gain great talent.

• Diversity in the workplace is something that recruiters have worked on religiously. We are not unaware of the benefits that diversity brings. While efforts have been made to diminish unconsious bias, establishing a rich diverse workforce has led to increased cultural awareness, a positive reputation, better quality applicants and increased marketing opportunities.

• Social recruiting efforts didn’t go to waste either. 62% of professionals used social media to evaluate the employer brand of a company. Therefore, agency recruiters were very much invested in making sure that they stand out from the rest. Starting from creating a social media presence to writing inclusive job descriptions for open roles, they have done it all.

• Employee referrals have worked wonders! 46% of applicants that come in via an employee referral programme remain for at least a year in the company. Establishing a successful employee referral program for clients have not just given extensive benefits to recruiters but also made way for some quality candidates. It was cost-effective and one of the fastest ways to acquire external talent.

• Virtual interviews were a rave this season along with major investment in various video interviewing software. Video interviews have always been known to influence better hiring decisions for recruiters. Most of the recruitment agencies worked remotely this 2021 and had to either conduct interviews via phone call or online.

Top 3 insights from recruitment leaders

We have shortlisted 3 best tips from recruitment leaders this year for you to take a look—

1. Greg Savage on recruiter equity

“I believe that all the training you have had as a recruiter, is a total waste of time, unless the skills and techniques you learnt are built on a platform of self-belief.”

Greg Savage mentioned on his Savage Truth blog how a handful of recruiters survive, even thrive, during a downturn, and generate bigger returns in the good times. Read more about recruiter equity here.

2. Hung Lee on Labour Market Paradox

“Following the massive lockdown induced job losses of 2020, there was an estimated 144 million people who should have constituted ‘excess labour’ coming into 2021. Hard to imagine it now but recruiting was meant to be easy this year with this volume of surplus candidates clamouring to apply for jobs. The ‘Labour Market Paradox’ (LMP) is the question of how demand for labour could possibly exceed supply, when millions of people are out of work.

This is still being studied, debated and contested and likely we will not being able to conclusively determine the forcing factors until the labour market is rebalanced.” Read more about the LMP here.

3. Lou Adler on a 10-point checklist for hiring leaders

“Everyone wants to hire leaders. But hiring these great people – especially those who have multiple opportunities or are truly passive – requires not only a great job but a different hiring process entirely.” Access the full checklist here.

Apart from these, recruitment influencers have also spoken a lot about the need for recruiters expanding their skill sets, internal and virtual hiring.

8 biggest wins for Recruit CRM this 2021

For us, it was a fantastic year so far! We tell this with pride because of all that we have achieved only and only because of the support we received from our customers and our beloved team.

• We are elated to inform you that we have been the most trusted and top-rated ATS + CRM software across all major review sites. With a 4.9 rating on Capterra, Recruit CRM is the highest-rated software for recruitment agencies.

• We were ranked the number 1 recruitment agency software by GetApp, a Gartner company. We were placed on their Category Leaders Report for Recruiting Agency Software, a free online service that helps organisations find the right software. With a perfect score of 100, we ruled the charts in terms of ease of use, customer support, value for money, likelihood to recommend and functionality.

• We got listed as the frontrunner in the same category by Software Advice for customer satisfaction and usability, leaving behind some of our biggest competitors.

• Some of the top features extensively loved by our customers this year included—

a. Kanban boards

b. Built-in calling

c. CV formatting

d. Access control

• G2 named us as a high performer ATS + CRM software this spring and winter.

• We addressed 93% of the queries in less than 2 minutes!

• We have had a 200% growth in user base this 2021 and added 15+ countries to our list including Mozambique, Uruguay and Mauritius.

• We are a growing team of 50+ members knitted tightly.

This year we also put a halt to one of our beloved podcast shows, Recruitment Entrepreneurs only to bring in better podcasts, audiobooks, webinars and resources for you in 2022.

We dearly hope this year has been as exciting for you as it has been for us. We are grateful to our users for letting us be a small part of their recruitment journey.

If you think we’ve missed out on any important trends, please write to us in the comments below.

Happy New Year from everyone at Recruit CRM!