A STATISTICAL REFERENCE GUIDE FOR RESOURCEFUL RECRUITERS

HR and Recruiting Statistics for 201750

50 HR and Recruiting Stats for 20172(C)2017, Glassdoor, Inc.

Research into HR topics serves a very real purpose: to help illuminate trends in the concerns and behaviours of employers and employees alike. These insights, when combined with data from your company’s own

analyses, can be powerful motivators for change.

This review of statistics from trend watchers and Glassdoor’s own data will provide you with insights into current trends regarding recruiting, salary and leadership.

As employers seek to find new ways of recruiting and engaging employees, the focus has turned to Millennials—people aged between 16 and 34. With Millennials now comprising about one-quarter of the UK population,1

addressing the needs of these workers is crucial for all employers. What’s good for Millennials is good for everyone, so we’ve made sure to include relevant

statistics on them for each topic addressed.

We hope this list will offer you insights that will help you find and retain more of the top talent that will drive growth within your organisation.

Introduction

Sources: 1 Inkling, UK Millennials Report, 2016

50 HR and Recruiting Stats for 20173(C)2017, Glassdoor, Inc.

Company reviews, interview reviews and salary information means today’s job seeker is more prepared than ever before. In addition,

Millennials’ well-documented job-hopping behaviour creates a more competitive recruiting environment. Combining a respectful, thorough interview process

with authentic communication of your employer brand will help attract talented candidates to your open roles.

Recruiting

50 HR and Recruiting Stats for 20174(C)2017, Glassdoor, Inc.

Half of employees aged 25–34 think it is likely that they could find a job matched to their experience and current salary levels within the next six months, compared to just 28% for those aged 55 and over. Source: Glassdoor, UK Employment Confidence Survey, Q3, 2016

72% of Managing Directors worldwide are concerned about the availability of key skills.Source: PwC, 19th Annual Global CEO Survey, 2016

65% of UK recruitment firms expect a shortage of skilled candidates over the next two years.Source: Bullhorn, August 2016

66%

Recruiting Statistics

1

3

5

6

4

2

54%of UK Millennials believe they will make a career change in less than two years, versus 32% of the total UK workforce.

of UK Millennials want a career change, versus 47% of the total UK workforce.

71% of UK Millennials expect to leave their current organisation by 2020, compared to 66% of Millennials globally. Source: Deloitte, Millennial Survey 2016, January 2016

Source for numbers 1 and 2: London School of Business & Finance, Careers Report, 2015

87 On a five-point scale, the optimal or “best” interview difficulty that leads to the highest employee satisfaction is 4 out of 5, with 5 being the most difficult.Source: Glassdoor Economic Research, October 2015

A 10% more difficult job interview process is associated with 2.6% higher employee satisfaction later on.Source: Glassdoor Economic Research, October 2015

50 HR and Recruiting Stats for 20175(C)2017, Glassdoor, Inc.

It’s long been held that people trust their peers more than they trust businesses. In the absence of peer knowledge, online reviews are the

next most trusted source of information when making decisions.

Trust

50 HR and Recruiting Stats for 20176(C)2017, Glassdoor, Inc.

9

14

10

15

of UK Millennials turn to family and friends for recommendations on what to buy.

of UK respondents trust businesses “to do what is right,” compared to 53% of the global population.

of UK Millennials turn to Internet search engines and reviews for recommendations.

of UK employees trust the company they work for, below the global average of 65%.

72%

46%

50%

57%

Source for numbers 9, 10 and 11: Inkling, UK Millennials Report, 2016

Source for numbers 12 and 13: Edelman, 2016 Global Trust Barometer, January 2016

Source for numbers 14 and 15: Edelman, 2016 Global Trust Barometer, January 2016

Trust Statistics

11

28% of male Millennials in the UK are concerned with supporting local businesses over larger corporate chains, versus 19% for their female counterparts.

12

13 75% of global consumers depend on conversations with peers to help them make important decisions, overcome concerns or warn them about risks.

59% of global consumers have recommended a company they trust to a friend or colleague within the previous year.

50 HR and Recruiting Stats for 20177(C)2017, Glassdoor, Inc.

Employee engagement is still a top concern for employers. Glassdoor ratings and reviews offer companies a window into the drivers

of employee engagement, and companies who make the annual Glassdoor Best Places To Work list serve as models for companies that

wish to stay on the cutting edge—and increase profits.

Engagement

50 HR and Recruiting Stats for 20178(C)2017, Glassdoor, Inc.

Source for numbers 17 and 18: DecisionWise, State of Employee Engagement, 2016

Engagement Statistics

16

19

17 18

20

21

Companies with a formal engagement strategy in place are 67% more likely to improve their revenue per full-time equivalent on a year-over-year basis.Source: Aberdeen, The Role of Engagement in Performance Management, September 2016

69% of reviewers of Glassdoor Best Places to Work 2017 companies would recommend the company to a friend, versus 49% of total Glassdoor users.Source: Glassdoor Data Labs, October 2016

The two most common employee engagement initiatives are:

1 | employee feedback (65%)

2 | company events/parties (65%)

80%

55%

of UK company and HR leaders rated engagement as an important or very important trend for 2016.Source: Deloitte, Global Human Capital Trends 2016, February 2016

of employers have a formal employee engagement program in place.

of global company and HR leaders believe they are very good at engaging Millennials and other generations in the work environment.Source: Deloitte, Global Human Capital Trends 2016, February 2016

ONLY 4%

50 HR and Recruiting Stats for 20179(C)2017, Glassdoor, Inc.

A key trait of strong leaders is the ability to empower others. With so many companies concerned about the leadership pipeline,

investing in development opportunities and training will set your organisation apart, particularly with Millennials.

Leadership and Development

50 HR and Recruiting Stats for 201710(C)2017, Glassdoor, Inc.

Leadership and Development Statistics

22

23

24 26

25

Source: Deloitte, Global Human Capital Trends 2016, February 2016

of Millennials believe their leadership skills are not being fully developed.

Only 7% of company and HR leaders state that their companies have accelerated leadership programs for Millennials.

63%

of Millennials likely to leave their companies in the next two years are unhappy with how their leadership skills are being developed — fully 17 points higher than among those intending to stay beyond 2020.Source: Deloitte, Millennial Survey 2016, January 2016

71%

89% of companies see leadership as an important or very important issue in 2016, with 57% citing leadership as very important (up from 50% in 2015). Source: Deloitte, Global Human Capital Trends 2016, February 2016

Access to education/training is the number 1 issue, mentioned by 84% of UK employees when asked which concerns businesses should address. Source: Edelman, 2016 Global Trust Barometer, January 2016

27

79% of global Managing Directors ranked “a skilled, educated and adaptable workforce” as an important societal concern in 2016. Source: PwC, 19th Annual Global CEO Survey, 2016

49% of Managing Directors are changing their talent strategy to focus on the leadership pipeline so that they can help attract, retain and engage the staff needed to remain relevant and competitive. Source: PwC, 19th Annual Global CEO Survey, 2016

50 HR and Recruiting Stats for 201711(C)2017, Glassdoor, Inc.

Increased access to salary information is leading the shift to salary transparency. Millennials’ belief that changing jobs is the fastest way to a raise means that

employers need to be more transparent about salary policies. Everyone benefits when employers are open about their approach to determining offers, giving raises

and promotional increases as well as distributing bonuses and equity.

Salary

50 HR and Recruiting Stats for 201712(C)2017, Glassdoor, Inc.

UK men earn 23% higher base pay than

women on average

28

Salary Statistics

31 32

Source: Glassdoor, Demystifying the Gender Pay Gap, March 2016

Source for numbers 29 and 30: Glassdoor, Global Salary Transparency Survey, April 2016

Source for numbers 31 and 32: Glassdoor, UK Employment Confidence Survey, Q3, 2016

29 30

of UK employees believe that salary transparency is good for employee satisfaction.

of employees expect to receive a pay rise in the next 12 months, representing a three percentage point increase compared to the same period in 2015.

of UK 18-to-24-year-olds (Millennials) believe salary transparency is good for business, versus 72% of 45–54 year olds.

40%

33

34

35

36

61% of UK employees believe they have a good understanding of how people are compensated at their company. Source: Glassdoor, Global Salary Transparency Survey, April 2016

In the UK, more younger employees ages 25-34 (76%) than older employees ages 45-54 (62%) and 55+ (58%) wish they had a better understanding of what fair market pay is for their position. Source: Glassdoor, Global Salary Transparency Survey, April 2016

54% of UK Millennials listed increased salary prospects as the main reason they wanted a career change, versus 39% of all employees. Source: London School of Business & Finance, Careers Report, 2015

57% of UK employees believe they must switch companies in order to obtain a meaningful change in salary. More younger employees ages 25-34 (62%) than older employees ages 45-54 (47%) and 55+ (43%) believe switching jobs is the only way to a meaningful raise.Source: Glassdoor, Global Salary Transparency Survey, April 2016

Comparing workers of similar age, education and years of experience shrinks that gap to 15%. Comparing workers with the same job title, employer and location, the gender pay gap in the UK falls to 5.5%.

45% of men expect a pay rise, compared to just 36% of women. Both up one percentage point compared to Q1 2016.

74% 83%

50 HR and Recruiting Stats for 201713(C)2017, Glassdoor, Inc.

European migration is at an all-time high, and, in the UK, record numbers of women are participating in the labour market. The result

is a modern workforce that is more diverse than ever, especially among Millennials. The changing face of today’s worker means that companies need

to pay particular attention to concerns around gender and diversity in order to attract the best talent.

Gender and Diversity

50 HR and Recruiting Stats for 201714(C)2017, Glassdoor, Inc.

of UK women aged from 16-64 were in work

of UK men aged from 16-64 were in work79%

70%

Gender and Diversity Statistics

37

38

39

40

41

42

74% of companies state that diversity and inclusion is central to their organisation’s people strategy, and over half (54%) agree that it is integral to their overall business strategy. Source: CIPD, Diversity & Inclusion - Fringe or Fundamental?, 2012

65% of UK women who return to work after a break (for example, to care for young children) find themselves working below their potential. Addressing this “career break penalty” could increase UK economic output by £1.7 billion. Source: PwC, Women Returners, 2016

47% of UK Millennials feel they need to gain international experience to further their careers, versus 66% of global Millennials. Source: PwC, Millennial Survey

Source for numbers 37 and 38: Hays Gender Diversity Report, 2016

of men in the UK say that the same career opportunities are open to equally capable employees regardless of gender.

Only 45% of UK women believe that to be true.

of men in the UK believe that equally capable colleagues are paid/rewarded in an equal manner regardless of gender.

Only 56% of UK women agree.

Between August-December

2016

81%

86%

vs.

Source: Office for National Statistics, UK Labour Market: December 2016

50 HR and Recruiting Stats for 201715(C)2017, Glassdoor, Inc.

Millennial employees are more mobile than ever, changing jobs every few years on average. Savvy young candidates now look to

potential employers to demonstrate that they care about the overall well-being of their employees by offering improved working conditions or

other benefits designed to encourage a healthy work/life balance.

Culture, Values and Millennial Retention

50 HR and Recruiting Stats for 201716(C)2017, Glassdoor, Inc.

Culture, Values & Millennial Retention Statistics

43

45

44

46

Source: Inkling, UK Millennials Report, 2016

Source for numbers 44, 45 and 46: Deloitte, Millennial Survey 2016, January 2016

of UK Millennials believe that being physically and mentally healthy would most help them live a happier, more fulfilled life.

of global Millennials say that the opportunity to work remotely would provide a boost to their productivity.

77%

51%

In comparison, having a family ranked lower at 46%, while only 41% valued being wealthy as important.

Only 43% say that this option is currently offered to them.

Of global Millennials who intend to stay with their organisation for at least five years, 88% say that they share

their company’s sense of purpose.

47% of global Millennials who report high job satisfaction say that open and free-flowing communication is encouraged at their company

26% where employee satisfaction is low.

vs.

50 HR and Recruiting Stats for 201717(C)2017, Glassdoor, Inc.

Glassdoor has become integral to the hiring process for candidates and employers. It’s also become one of the key ways

companies engage with their employees. These stats will help you understand the size and influence of Glassdoor.

Glassdoor

50 HR and Recruiting Stats for 201718(C)2017, Glassdoor, Inc.

Glassdoor Statistics

47 49

48

Glassdoor has 32 MILLIONunique monthly users worldwide, on average, to its website and mobile applications.

In the UK, Glassdoor has 3.2 MILLION unique monthly users to its website and mobile application an increase of 50% year-over-year.

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

Over half of applicants to Glassdoor customer companies use Glassdoor.Source: Glassdoor Internal data, February-June 2016

Source for numbers 47, 48 and 49: Glassdoor Internal Data, Q3 2016

50

50 HR and Recruiting Stats for 201719(C)2017, Glassdoor, Inc.

It is vital to keep your finger on the pulse of the constantly changing landscape of HR topics. By looking closely at research and surfacing the most pressing themes, you go a long way towards understanding trends in the concerns and behaviours

of employees and employers around salary, benefits and leadership.

If you can leverage these insights and marry them with data from your company’s own analyses, you’ll come out ahead in the race to find and retain

more of the top talent that will help grow your organisation.

Conclusion

50 HR and Recruiting Stats for 201720(C)2017, Glassdoor, Inc.

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.

Sources: 1Glassdoor Internal Data, October 2016; 2As measured by application-to-hire ratio compared to other job sites based on a study of 2015 hiring data for 30 million applications

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About GlassdoorWith millions of company reviews, salary reports, interview reviews and benefits reviews on more than 600,0001 companies worldwide, Glassdoor is a trusted and transparent place for today’s candidates to search for jobs and research companies. Glassdoor helps employers across all industries and sizes advertise their jobs and promote their employer brands to a well-researched, highly selective candidate pool. By advertising jobs via mobile devices, email alerts and throughout Glassdoor, employers influence candidates at the moment they’re making decisions. This results in twice the applicant quality at a fraction of the cost.2