45+ Recruitment Statistics You Need to Know in 2025

The recruitment landscape is shifting. While job vacancies hit record highs in 2022, economic slowdowns, AI advancements, and automation have led to a decline in hiring in some industries. However, demographic shifts and emerging technologies are shaping the workforce of tomorrow.

• 2022 was a record year for job vacancies, but employers are now recruiting less (due to AI, economic issues, etc.)
• Canada currently has fewer than 1 job vacancy for every 2 job seekers, signaling a tightening job market.
• Net job security in Canada has dropped to 44.9%. (Source: FinancialPost)
• The labor market is also cooling in the United States.
• The cost per hire is between 15-20% of a new hire’s gross annual salary, with an average of $4,129 in Canada. (Sources: Agendrix, SHRM)
• It takes about 11 weeks to recognize a bad hire and 5 additional weeks to replace them. (Source: HRReporter)
• The average loss from a bad hire is $14,900. (Source: Zippia)
• 57% of companies allocate more than 40% of their HR budget to recruiting. (Source: SmartRecruiters)
• 50% of current work tasks could be automated using technology.
• Up to 375 million people may need to switch jobs and develop new skills in the next few years.
• Despite current challenges, projections for 2030 suggest that employers will create enough jobs to stabilize the market. (Source: McKinsey)
• Gen Z now makes up 27% of the available workforce, bringing fresh expectations and priorities. (Source: Qureos)

Recruiters will need to focus on quality over quantity—hiring fewer but better-suited candidates. Finding the right fit, not just filling roles quickly, will be key. With skills gaps emerging and new talent entering the workforce, upskilling and reskilling will play a critical role in long-term workforce planning.

The job search experience has changed dramatically. Candidates expect transparency, flexibility, and a strong company culture. The employer-employee relationship is shifting, and organizations must adapt to attract top talent.

• 76% of job seekers prioritize non-monetary benefits, a number that rises to 86% for younger generations of workers.
• 34% of recruiters consider flexible schedules and personalized benefits to be major trends in 2025. 76% of office workers now have hybrid work arrangements. (Source: KornFerry)
• 45% of HR professionals say integrating cultural values is key to attracting talent.
• 82% of job seekers use social media to find jobs. On the recruiter side, 64% use at least two platforms, with LinkedIn (94%), Facebook (66%), and Twitter (52%) leading the way. (OpenSourcing)
• 95% of candidates research a company before applying.
• 1 in 5 job seekers spend less than 10 minutes on a job application. (Source: GoRH)
• 50% of candidates find a lack of salary transparency frustrating. (Source: PeopleManagement)
• 34% of candidates report waiting over 60 days to hear back from a recruiter, while only 7% receive rejection notifications. (Source: SHRM)

If you want top candidates, speed, transparency, and personalization are non-negotiable.

Make sure job postings include salary information, offer flexible work options, and improve communication to keep candidates engaged throughout the hiring process.

As technology advances and workforce expectations evolve, recruiters are facing new challenges. Skill shortages, employer branding, and engaging passive candidates are top concerns.

• 24% of HR professionals identify finding the right skills (especially AI and tech skills) as a top challenge. (Source: KornFerry)
• 32% of organizations are focusing on upskilling to address skills gaps.
• 80% of employees want to work for a company with a strong employer brand. (Source: Eremedia)
• 62% of organizations with referral programs reduce their time-to-fill and see 70% higher employee retention among referred hires. (Source: AIHR)
• 70% of the workforce consists of passive candidates—meaning recruiters need to actively engage with them. (Source: LinkedIn)
• 70% of Gen Z job seekers prioritize working for companies that align with their values. 77% say work-life balance is a crucial factor in job selection. (Source: McKinsey)
• 76% of recruiters say attracting qualified candidates is harder than getting a high number of applicants. (Source: Glassdoor)
• Companies investing in candidate experience see a 70% improvement in new hire quality. (Source: Zippia)
• The first 45 days on the job account for 20% of total staff turnover.

Filling roles isn’t just about numbers—it’s about finding the right people and keeping them engaged. Internal mobility, employer branding, and a great candidate experience will make or break hiring success in 2025.

Artificial intelligence and technology are revolutionizing recruitment, making processes faster and more efficient. But there are concerns about maintaining a human touch in hiring.

• Only 15% of hiring managers feel completely confident in their candidate selections. (Source: SmartRecruiters)
• 67% of HR professionals see increased AI use as a key hiring trend for 2025. (Source: KornFerry)
• 77% of HR pros believe AI can improve job-candidate matchmaking. (Source: OpenSourcing)
• 57% say AI speeds up job description writing.
• 45% report AI helps automate tasks, allowing them to focus on more strategic work.
• 42% say AI eliminates repetitive daily tasks.
• On average, applicant tracking systems (ATS) reduce recruiter workload by 20%. (Source: SpringerNature)
• 40% of talent specialists worry that AI will make the process too impersonal, leading to missed top candidates.
• 35% of recruiters worry that AI could overlook unique applicants. (Source: Zippia)

Artificial intelligence can streamline recruitment, but it shouldn’t replace the human touch. The best strategy is to use technology for efficiency but keep candidate engagement personal to ensure you are attracting and hiring the right talent.