Education HR Statistics 2024 - Everything You Need to Know

Are you looking to add Education HR to your arsenal of tools? Maybe for your business or personal use only, whatever it is – it’s always a good idea to know more about the most important Education HR statistics of 2024.

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Best Education HR Statistics

Best Education HR Statistics

☰ Use “CTRL+F” to quickly find statistics. There are total 318 Education HR Statistics on this page 🙂

Education HR Benefits Statistics

Salary (67%) and benefits (63%). ^[0]
49% of recent grads accepted a lower salary or compromised on benefits. ^[1]

Education HR Market Statistics

However, despite the tight labor market, the percentage of companies offering tuition assistance has not rebounded since the 2007. ^[2]
36% of employees say a company’s market reputation is “very important” when considering a new job. ^[1]
39% of women vs. 33% of men say market reputation is “very important” when considering a new job. ^[1]
40% of Millennials say market reputation has the biggest influence on their impression of an employer. ^[1]

Education HR Software Statistics

The talent management software industry is expected to experience a compound annualized growth rate of 13.5 percent by 2025 as companies embrace technologies that offer increasingly advanced features. ^[3]
41% attribute the success of their HR software to a close relationship between IT and HR.HR. ^[0]

Education HR Latest Statistics

Employment of human resources managers is projected to grow 9 percent from 2020 to 2030, about as fast as the average for all occupations. ^[4]
Employment of human resources specialists is projected to grow 10 percent from 2020 to 2030, about as fast as the average for all occupations. ^[5]
According to the Society for Human Resource Management , the average cost to hire a new employee is well over $4,000, while the average time to fill a given position takes an average of nearly two months. ^[3]
50 percent of experienced hiring professionals—which includes HR personnel, hiring managers, talent acquisition professionals—say that data is the top trend impacting their hiring practices. ^[3]
While technology can help to automate redundant tasks and free up an HR professional’s time to focus on those tasks that add greater value to the onboarding process, a full 36 percent of companies have not yet embraced these technologies in the workplace. ^[3]
In fact, approximately 81 percent of those surveyed believe that their processes are either standard or below standard compared to others in the industry. ^[3]
With 86 percent of job applicants using their smartphone to begin the job search process, HR professionals need to ensure that their processes are tailored to this reality. ^[3]
That number drops even further for actual applicants Only 32 percent of job seekers indicate that their most recent experience was “very good.”. ^[3]
2018 Employee Benefits Survey said their companies offer undergraduate educational assistance, down from 66 percent in 2008. ^[2]
Forty nine percent offer graduate educational assistance, down from 61 percent. ^[2]
Fewer than 10 percent of workers at companies that offer tuition reimbursementuse the benefit annually, according to a recent estimate by Willis Towers Watson. ^[2]
About 5.8 percent of Cigna’s employees, or 2,200 people, received tuition reimbursement between 2012 and 2014. ^[2]
Those workers had, on average, a 43 percent incremental wage increase over a three. ^[2]
Cigna’s return on investment was 129 percent, based on lower turnover and cost savings from internal promotions. ^[2]
According to the College Board,average tuition and fees for instate students at a fouryear public university for the 2018 19 school year ranged from $5,400 in Wyoming to $16,610 in Vermont. ^[2]
^[2]
A number of states have set a goal of 60 percent of adults having a twoyear or four year degree by 2025, but the U.S. is lagging overall in reaching this objective. ^[2]
In 2017, nearly 48 percent of 25to34year olds in the U.S. had an associate degree or higher, up from 38 percent in 2000. ^[2]
In a 2018 Gallup poll, 59 percent of bluecollar workers said they would look to an employer for retraining if they lost their jobs due to technology, compared with 41 percent of white collar workers, who were more comfortable relying on college courses. ^[2]
The 2% Solution Abbott Laboratories has received IRS approval for an innovative plan to resolve the tax issue of student. ^[2]
Abbott’s HR department developed an idea to count employees who contribute at least 2 percent of their paychec toward their student loans as qualifying for the company’s 5 percent 401match. ^[2]
to qualify for the match.). ^[2]
Overall, though, only 4 percent of respondents to SHRM’s 2018 Employee Benefits Survey said their companies offer student loan payments as an employee benefit, barely changed from 3 percent in 2015. ^[2]
51% of job hunters prefer finding job opportunities through online listings. ^[0]
53% of people look up company details and reviews on job search websites. ^[0]
The global workforce is 55.3% male and 44.7% female,cites LinkedIn’sWorkforce Diversity Report 2020. ^[0]
58% of leadership positions are held by men. ^[0]
LinkedIn’s report also highlights thatBlack and Latino workers only represent 5.8% of leadership rolesin their survey. ^[0]
McKinsey’s Diversity and Inclusion Report states thatcompanies with greater gender diversity outperform less diverse companies by 25%.When companies put both men and women in leadership roles, they are 25% more likely to outperform their peer group. ^[0]
Companies with ethnic diversity outperform peers of less diverse companies by 36%Ethnic diversity practices strongly correlate with improved financial performance. ^[0]
Business executive teams that included ethnic diversity were 36% more likely to financially outperform. ^[0]
, highlights that 25% of companies’ onboarding programs don’t include any form of training. ^[0]
Up to 20% of staff turnover occurs within the first 45 days. ^[0]
72% of respondents listed oneon one time with their direct manager as the most important part of any onboarding process. ^[0]
70% of say a friend at work is the most crucial element to a happy work life. ^[0]
51% ofmanagers are not engaged; 14% are actively disengaged. ^[0]
Meanwhile, Gallup’s Employee Engagement poll, states30% of U.S. workers are engaged in their workplace. ^[0]
Companies with high employee engagement are 21% more profitable Engaged workers are healthier workers. ^[0]
33% of workerslook for a new job because they’re bored. ^[0]
89% of workers believe it’s important to always network for future opportunities. ^[0]
With nearly 90% of workers constantly networking for new opportunities, some attrition is natural across all industries. ^[0]
The report states that 47% of HR teams say employee retention and turnover is their biggest challenge. ^[0]
An estimated 35% of employees will leave their jobs each year to go work somewhere else. ^[0]
27% of workers leave their jobs voluntarily every year. ^[0]
80% of exit surveys use poor methodology. ^[0]
Job characteristics and work environment led the way at 81% and 53%, respectively. ^[0]
While just 39% expected workers to spend at least one day a week at home before the COVID19 pandemic, 55% plan on this after COVID ends, states the COVID 19 US Remote Work Survey by PwC. ^[0]
Once the coronavirus subsides and allows offices to reopen,32% of workerswant five days at home per week, 9% four days per week, 17% three days per week, 14% two days per week and 11% one day per week. ^[0]
17% would like to work remotely less than once per week or stay in the office full. ^[0]
A twopart disease management and lifestyle program saved employersroughly $30 per employee,but 87% came from disease management. ^[0]
87% of employees participate in lifestyle management programs. ^[0]
According to LinkedIn’s 2020 Workplace Learning Report 83% of executives support employee learning. ^[0]
Companies who encourage curiosity see employees engage more deeply in their work, with 73% generating and sharing new ideas. ^[0]
24% of development professionals don’t measure learning engagement. ^[0]
Employer portals led 56% of employees to learning opportunities. ^[0]
PwC HR Technology’s Survey indicates that58% of businesses use HR technology to find, attract and retain talent. ^[0]
Roughly44% of talent managerslook to cloud solutions to increase efficiency and productivity, while 35% see the cloud as a way to reduce costs. ^[0]
74% plan on increasing spending on HR technology. ^[0]
47% of companies will use AI based solutions in human resources by 2024.AI is already something 17% of businesses leverage. ^[0]
57% of those using AI in HR are looking to improve their employee experience. ^[0]
51% look to AI to save costs with HR.Repetitive tasks may be automated with AI, and that can lead to significant savings. ^[0]
According to the Open University, 79% of job applicants use social media in a job search. ^[0]
96% of job seekers say that it’s important to work for a company that embraces transparency. ^[1]
79% of job seekers say they are likely to use social media in their job search and this increases to 86% for younger job seekers. ^[1]
87% of recruiters use LinkedIn to check candidates. ^[1]
After finding a job opening, 64% of candidates said they research a company online and 37% said they will move on to another job opening if they can’t find information on the company. ^[1]
91% of employers prefer their candidates to have work experience, and 65% of them prefer their candidates to have relevant work experience. ^[1]
87% of Millennials rate professional career growth and developmental opportunities as important to them in a job. ^[1]
Nearly 80% of Millennials look for people and culture fit with employers, followed by career potential. ^[1]
In 2015, 51% of those who did have jobs were searching for new ones or watching for openings. ^[1]
American Millennials are now more likely to say they will stay 5+ years with a company than to leave within 2 years. ^[1]
50% of candidates say they wouldn’t work for a company with a bad reputation even for a pay increase. ^[1]
92% would consider leaving their current jobs if offered another role with a company that had an excellent corporate reputation. ^[1]
69% of job seekers are likely to apply to a job if the employer actively manages its brand. ^[1]
33% of American workers are engaged at work vs. 70% of workers at the world’s best organizations. ^[1]
61% of employees say the realities of their new job differ from expectations set during the interview process. ^[1]
80% of job seekers believe their companies foster diversity at work. ^[1]
Ethnically diverse companies are 35% more likely to have a financial performance above the industry mean. ^[1]
41% of US employers plan to use text messages to schedule job interviews. ^[1]
By 2016, only 19% of recruiters were investing in a mobile career website. ^[1]
78% of 2017 grads completed an internship or apprenticeship. ^[1]
97% of 2017 grads said they will need onthe job training to further their careers. ^[1]
In 2020 it’s estimated that 35% of job openings required at least a bachelor’s degree, 30% of job openings required some college or an associate’s degree and 36% of job openings required no education beyond high school. ^[1]
79% of employees who quit claimed this was a major reason for leaving. ^[1]
81% of employees would consider leaving their jobs for the right offer. ^[1]
Up to 85% of jobs are filled via networking. ^[1]
Job Search Statistics Current unemployment rate in the U.S. is 6.7% with 10.7 million people looking for jobs. ^[1]
Long term unemployed in the U.S. make up 36.9% of the unemployed at 3.9 million. ^[1]
59% of employees say they’ve been working with their current employer for more than three years. ^[1]
And 22% of older millennials between 30 and 37 have been with their current employer for more than 7 years. ^[1]
89% of Glassdoor users are either actively looking for jobs or would consider better opportunities. ^[1]
87% of organizations cite culture and engagement as one of their top challenges, and 50% call the problem “very important.”. ^[1]
In 2014, 51% of workers had worked for their current employer for 5+ years compared to 46% in 1996. ^[1]
Only 12% of employees agree that their company does a good job of onboarding new employees. ^[1]
33% of American workers are engaged at work vs. 70% of workers at the world’s best organizations. ^[1]
○ Qualified 50% ○ Underqualified. ^[1]
The State of American Jobs Report Pew Research October 2016) 68% of employees believe they are overqualified for their current job. ^[1]
44% of recent grads found it difficult or extremely difficult to find a job. ^[1]
Jobs requiring social skills have grown 83%. ^[1]
Jobs requiring analytical skills grew 77%. ^[1]
Jobs requiring both social and analytical skills have grown 94% since 1980. ^[1]
○ Focus on Soft Skills Assessment 35% ○ Investment in Innovative Interviewing Tools 34% ○ Company Mission Used as a Differentiator. ^[1]
Big Data 29% 95% of recruiters say that hiring will remain as competitive in 2017 as it was in 2015 and 2016. ^[1]
63% of recruiters say talent shortage is their biggest problem. ^[1]
According to recruiters ○ Not enough suitable candidates. ^[1]
○ Difficulty finding passive talent. ^[1]
Too many unqualified junk resumes from job boards. ^[1]
Other. ^[1]
In 2016, 56% of recruiters said they can’t make good hires because of lengthy hiring procedures. ^[1]
According to recruiters ○ Three 51% ○ Four 22% ○ Two 17% ○ Five or More 9% ○ One. ^[1]
○ Career Sites 27.35% ○ Job Boards. ^[1]
○ Referrals 15.83% ○ Internal Hire. ^[1]
Agency. ^[1]
○ Job Boards 52.17% ○ Career Sites 33.90% ○ Referrals 3.07% ○ Internal Hire 2.26% ○ Agency. ^[1]
46% of employees hired through referral programs stay for three years or more, while only 14% of those hired through job boards stay. ^[1]
Referrals are hired 55% faster than those hired through a career site. ^[1]
To get quality referrals, 64% of recruiters report awarding monetary bonuses as incentive. ^[1]
Average conversion rate of career websites visitors to applicants 8.59% in 2016, down from 11% in 2015. ^[1]
The average conversion rate from interview to offer 19.78% in 2016 translating to 5 interviews per offer. ^[1]
The conversion rate of offers accepted 83.1% in 2016, down from 89% in 2015. ^[1]
According to recruiters ○ Accepted Another Offer. ^[1]
○ Took Counteroffer 15% ○ Lengthy Hiring Process. ^[1]
No Rejection 5% ○ Limited Promotion or Career Pathing 2% ○ No Flexible Scheduling 2% ○ Inadequate or No Relocation Package. ^[1]
According to candidates ○ No Offer Was Rejected 40% ○ Compensation. ^[1]
○ Accepted Another Offer 12% ○ Limited Promotion or Career Pathing 6% ○ No Flexible Scheduling. ^[1]
Too Long Ago to Remember. ^[1]
Inadequate or No Relocation Package. ^[1]
○ Lengthy Hiring Process 0% . ^[1]
According to recruiters ○ Three 45% ○ Two 20% ○ Four 17% ○ No Rejections 10% ○ One 4% ○ Five or More. ^[1]
According to recruiters ○ 58 Weeks. ^[1]
9+ Weeks. ^[1]
76% of job seekers want to know how long it’s going to take to fill out an application before they start. ^[1]
66% of job seekers said they would wait only two weeks for a callback after which they consider the job a lost cause and move on to other opportunities. ^[1]
The average cost of a bad hire is up to 30% of the earnings of the employee in the first year according to the Department of Labor. ^[1]
○ Advancement Opportunities 72% ○ Better Compensation Packages 64% ○ Improved Worklife Balance 58% ○ Better Company Culture 37% ○ Fun Company Culture 11% ○ Collaborative Environment. ^[1]
○ Access to Emerging Tech. ^[1]
○ Other 7% ○ Training / Continued Education. ^[1]
○ Sense of Camaraderie. ^[1]
According to candidates ○ Competitive Compensation Packages. ^[1]
Emphasis on Worklife Balance 38% ○ Advancement Opportunities. ^[1]
31% ○ Collaborative Environment 29% ○ Training / Continued Education. ^[1]
The Organization’s Ethics 27% ○ Work From Home Options. ^[1]
○ Ease of Commute. ^[1]
○ Fun Company Culture. ^[1]
○ Access to Emerging Tech. ^[1]
○ Sense of Camaraderie 10% ○ Other. ^[1]
Other Insurance Coverage 82% ○ Retirement Plan 68% ○ Wellness Program. ^[1]
○ Somewhat 37% ○ Not Very. ^[1]
Not At All 18% ○ Extremely. ^[1]
○ Total Benefits Package. ^[1]
40% ○ Work From Home Options. ^[1]
○ Description of Work / Life Balance 35% ○ Photos / Videos of the Work Environment. ^[1]
○ Descriptions of Team Structures and Hierarchies 27% ○ Number of People. ^[1]
90% of job seekers say that it’s important to work for a company that embraces transparency. ^[1]
76% want details on what makes the company an attractive place to work. ^[1]
61% of job seekers say they would leave their job for health insurance. ^[1]
92 percent would consider leaving their current jobs if offered another role with a company that had an excellent corporate reputation. ^[1]
53% of employees who get paid vacation would leave for more at another company. ^[1]
50% of employees with retirement plans would leave for a better retirement plan. ^[1]
48% of employees who get paid leave would leave for more paid leave. ^[1]
35% of employees would change jobs for a flexible working location , only 12% of companies offer it. ^[1]
40% of employees would change jobs for profit sharing, 20% say companies offer it. ^[1]
51% of employees would change jobs for a retirement plan with a defined pension, 43% say companies offer it. ^[1]
51% of employees would change jobs for flextime, 44% say their company offers it. ^[1]
○ Entrylevel Employees between 30 50% of the annual salary to replace them. ^[1]
○ Midlevel Employees upwards of 150% of their annual salary to replace them. ^[1]
○ Highlevel or Highly Specialized Employees 400% of their annual salary. ^[1]
Impersonal Applications. ^[1]
Aren’t Customized and Tailored. ^[1]
Job Experience 67% ○ Cultural Fit. ^[1]
Cover Letters 26% ○ Prestige of College. ^[1]
○ GPA. ^[1]
62% of employers are specifically looking for your soft skills. ^[1]
93% of employers consider soft skills an “essential” or “very important” factor in hiring decisions. ^[1]
42% of job seekers say that expanding their skill set is a top priority when choosing an employer. ^[1]
Tailored to the Open Position 63% ○ Skill Sets Listed First on a Resume. ^[1]
○ Application Addressed to the Hiring Manager. ^[1]
○ Links to Personal Blogs, Portfolios, or Websites. ^[1]
80.4% of resumes errors come from mistakes in former job experience descriptions. ^[1]
71.6% of resume errors come from the miscommunication of skills on a resume. ^[1]
68.7% of resume errors involved missing accomplishments. ^[1]
75% employers caught a lie on a resume. ^[1]
The average conversion rate from interview to offer was 19.78% in 2016, translating to 5 interviews per offer. ^[1]
According to recruiters ○ Three 51% ○ Four 22% ○ Two 17% ○ 5 or More 9% ○ One. ^[1]
○ 56 Weeks 35% ○ 34 Weeks 31% ○ 78 Weeks 23% ○ 12 Weeks. ^[1]
○ 9+ Weeks. ^[1]
According to recruiters ○ Three 45% ○ Two 20% ○ Four 17% ○ No Rejections 10% ○ One 4% ○ 5 or More. ^[1]
61% of employees say the realities of their new job differ from expectations set during the interview process. ^[1]
41% of employers say that they might not interview a candidate if they can’t find them online. ^[1]
A 10% harder interview process is associated with 2.6% higher employee satisfaction later. ^[1]
34% of recruiters list investment in innovative interviewing tools as a top trend for the near future. ^[1]
The most popular interview technique is structured interviews, used frequently by 74% of HR professionals. ^[1]
This is followed by behavioral interviews (73%), phone screening (57%), and panel interviews (48%). ^[1]
Read our reasearch on Top Qualities and Traits Employers Look for in 2024 Millennials Recruitment Statistics Millennials make up 38% of the American workforce, on track for up to 75% by 2025. ^[1]
71% of Millennials say they’re not engaged or are actively disengaged at work. ^[1]
○ Ability to Work from Home 38% ○ Career Pathing. ^[1]
○ Company Perks 17% ○ Open Floor Plans 14% ○ Mobile over Desktop 13% ○ Internal Social Sharing Platforms 10% ○ Groups Devoted to Mentoring and Diversity 9% ○ Other. ^[1]
60% of Millennials say they’re open to different job opportunities. ^[1]
Yet, American Millennials are now more likely to say they will stay 5+ years with a company than to leave within 2 years. ^[1]
In 2016, 64% of US Millennials planned on leaving their jobs in the next 5 years. ^[1]
Other Insurance Coverage 60% ○ Flexible Location 50% ○ Flexible Location. ^[1]
45% ○ Paid Maternity Leave 44% ○ Paid to Work on Independent Project 42% ○ Professional Development Programs. ^[1]
Paid Paternity Leave. ^[1]
Child Care Reimbursement. ^[1]
38% of Millennials worldwide plan on leaving their jobs within 2 years, down from 44% in 2016. ^[1]
31% of Millennials worldwide plan on staying 5+ years in their job, up from 27% in 2016. ^[1]
7% of Millennials worldwide say they will “leave soon,” down from 17% in 2016. ^[1]
According to Millennials ○ Market Reputation 40% ○ Goodwill/Community Outreach 16% ○ Employee Ambassadors 15% ○ Online Presence 12% ○ Quick Mobileapply Process 11% ○ Other. ^[1]
○ Compensation and Benefits 28% ○ Mentorship. ^[1]
○ Opportunities for Advancement 26% ○ Sense of Purpose from Work 16% ○ Worklife Balance 16% ○ Flexible Arrangements 5% ○ Fun Company Culture 3% ○ Teams. ^[1]
○ Other 2% ○ Company Perks 1% ○ Cuttingedge Technology 1% 50% of Millennials say they’d consider taking a job with a different company for a raise of 20% or less. ^[1]
87% rate professional career growth and developmental opportunities as important to them in a job. ^[1]
45% of Millennials rate professional career growth as “very important” to them as opposed to 31% of GenXers and 18% of Baby Boomers. ^[1]
65% of Millennials prefer full time employment as it offers them “job security” and a “fixed income.”. ^[1]
Two thirds of Millennials have employers with flexible arrangements 69% with flexible working hours and 68% with flexible roles. ^[1]
61% of Millennials believe GenZ will have a positive impact on the workplace. ^[1]
Child Care Reimbursement. ^[1]
Body odor turns off 56% of recruiters, while dressing “too casually” impacts hiring decisions for 62% of them. ^[1]
○ Company Websites 77% ○ Referrals. ^[1]
○ Suggestions from Friends or Family 68% ○ Online Job Sites 58% ○ Publications or Online Sources in a Field. ^[1]
General Web Search 55% ○ Professional Network Site 47% ○ Professional or Alumni Organization 41% ○ News Media. ^[1]
79% of job seekers say they are likely to use social media in their job search. ^[1]
18% of job seekers said they will check out hiring managers on social media platforms while job hunting. ^[1]
After finding a job offer, 64% of candidate said they research a company online and 37% said they will move on to another job offer if they can’t find information on the company. ^[1]
50.5% of recruiters say social media has changed their recruiting results. ^[1]
29% of recruiters are investing in recruiting via social media platforms. ^[1]
60% of recruiters are investing in company career websites. ^[1]
28% of recruiters are investing in recruiting via job boards. ^[1]
The top social media platforms recruiters use to check candidates include ○ LinkedIn. ^[1]
○ Instagram 8% ○ Youtube. ^[1]
○ Snapchat. ^[1]
87% of recruiters use LinkedIn to check candidates, but only 43% use Facebook and 22% Twitter. ^[1]
67% of social job seekers use Facebook to search for jobs. ^[1]
60% of recruiters use social networking sites to research candidates. ^[1]
59% of recruiters use search engines to look up candidates. ^[1]
○ Provocative or Inappropriate Content. ^[1]
Alcohol and Drugs 43% ○ Bigoted Content . ^[1]
33% ○ Badmouthing Previous Company 31% ○ Poor Communcation Skills. ^[1]
Selfies. ^[1]
For recruiters over 65, 63% find evidence of alcohol consumption on social media as negative. ^[1]
Only 36% of recruiters will try to add candidates as friends on a private account. ^[1]
When asked, 68% of job seekers granted permission, which is down from 80%. ^[1]
41% of employers say they research current employees on social media, with 32% using search engines. ^[1]
63% of US employers expect employees to have social media experience. ^[1]
Employer Branding Statistics 51% of recruiters say that employee branding is the number one investment that they will increase in the next year. ^[1]
Employer branding has a significant impact on hiring talent according to 80% of recruiters. ^[1]
46% of Glassdoor members read reviews before they speak with a company recruiter or hiring manager. ^[1]
86% of Glassdoor users read company reviews and ratings before making a decision to apply for a job. ^[1]
55% of jobseekers who have read a negative review have decided not to apply for a job at that company. ^[1]
69% of job seekers are likely to apply to a job if the employer actively manages its brand. ^[1]
62% of Glassdoor users agree that their perception of a company improves after seeing an employer respond to a review. ^[1]
Companies with bad reputations pay 10% more per hire. ^[1]
50% of candidates say they wouldn’t work for a company with a bad reputation even for a pay increase. ^[1]
Only 8% of the recruiting budget is spent on employer branding. ^[1]
Given an unlimited budget, 53% of recruiters would invest in employer branding. ^[1]
Organizations that do invest in employer branding are 3x more likely to make a quality hire. ^[1]
Fewer than half (49%). ^[1]
My Company’s Career Site 61% ○ LinkedIn 55% ○ Thirdparty Website or Job Board. ^[1]
Campus Recruiting. ^[1]
African American 11.9% ○ Asian 6.1% ○ Hispanic or Latino. ^[1]
Women make up 47% of the overall workforce. ^[1]
Women make up 55% of workers holding jobs requiring social skills. ^[1]
Women make up 52% of workers holding jobs requiring analytical skills. ^[1]
Men make up 70% of workers holding jobs requiring physical or manual skills. ^[1]
67% of active and passive job seekers say diversity is important to them when they’re evaluating companies and job offers. ^[1]
Here’s who thinks diversity is “very important” in the workplace ○ African Americans 60% ○ Hispanics 43% ○ Women 36% ○ Asian/Pacific Islanders 32% ○ Men 29% ○ Whites 27% . ^[1]
32% of job seekers ranked diversity as “important,” and 18% as “not important.”. ^[1]
37% of recruiters ranked recruiting more diverse candidates as a top trend in the near future. ^[1]
In 2015, American women working full time were paid 80% of what their male counterparts made on average, creating a pay gap of 20%. ^[1]
Women are 82% more likely to believe that men are paid more for the same work. ^[1]
Gender diverse companies are 15% more likely to have a financial performance above the industry mean. ^[1]
Women account for 19% of corporate board members in the US. ^[1]
There are 32 female CEOs of Fortune 500 companies up from 21 in 2016, but only accounting for 6.4% of the list. ^[1]
There are only 4 African American CEOs of Fortune 500 companies, accounting for 2% of the list. ^[1]
○ White 73% ○ Asian 21% ○ Latino/a. ^[1]
Native American 0.2% ○ Hawaiian or Pacific Islander 0.1% Learn more from Zety’s studies on. ^[1]
In 2014, 48% of job seekers thought mobile devices would be the most common way to search for jobs by 2017. ^[1]
Only 10% of recruiters were investing in providing applications via mobile in 2016. ^[1]
In 2014, 45% of job seekers said they used their mobile devices to search for jobs at least once a day. ^[1]
Mobile job seekers reported searching for jobs in bed (52%), at their current job (37%), or in the restroom (15%). ^[1]
In 2014, 89% of job seekers believed a mobile device was an important tool for the job search. ^[1]
In 2016, 44% of new grads wanted to work for medium or small businesses and startups. ^[1]
In 2017, 19% of grads want to work for large companies, up 37% over 2016 grads. ^[1]
69% of 2017 grads expect to make more than $35,000 a year, only 49% of recent grads make that much. ^[1]
66% of 2017 grads believe they can make more than $35,000 a year at large companies vs. 44% at small companies. ^[1]
81% of 2017 grads believe they can advance their careers in large companies, vs. 63% in small companies. ^[1]
72% of 2017 grads believe they can get training at large companies vs. 57% at small companies. ^[1]
29% of 2017 grads believe they will stay 5+ years at a large company vs. 9% at small companies. ^[1]
IT Positions 27% ○ Customer Service 26% ○ Finance 19% ○ Business Development 19% ○ Sales. ^[1]
○ Business 35% ○ Computer and Information Sciences 23% ○ Engineering 18% ○ Math and Statistics 15% ○ Health Professionals and Related Clinical Sciences. ^[1]
14% ○ Communications Technologies 11% ○ Engineering Technologies. ^[1]
○ Communication and Journalism. ^[1]
○ Liberal Arts and Sciences, General Studies, and Humanities 7% ○ Science Technologies 7% ○ Social Sciences 6% ○ Biological and Biomedical Sciences 6% ○ Architecture and Planning. ^[1]
○ Education 5% 94% of 2017 grads expect to find a job in their field of study. ^[1]
Only 57% of recent grads work full time in their field of study. ^[1]
In 2016, 68% of new grads said they wanted onthe job learning and 67% got training from their first employer. ^[1]
Only 27% of college graduates are working in a job directly related to their major. ^[1]
Only 24% of employers feel that new graduates are not prepared for work at all. ^[1]
Book Learning Over Realworld Learning. ^[1]
No Blend of Technical and Liberal Arts Skills. ^[1]
Not Prepared for the Complexity of Entrylevel Roles. ^[1]
No Focus on Internships 13% ○ Are Uptodate with Technology Changes. ^[1]
Wrong Degree 11% 83% of 2017 grads believe their education prepared them for their career, but 84% still expect formal training. ^[1]
54% of recent grads consider themselves underemployed, up from 51% in 2016 and 41% in 2013. ^[1]
Recent grads are 2.5x more likely to stay for 5+ years if they don’t feel underemployed and their skills are being used. ^[1]
○ Relocating for the Job 75% (up from 72% in 2016). ^[1]
Weekends and Evening 58% (up from 52% in 2016). ^[1]
○ Unpaid Internship in Place of Paid Opening. ^[1]
In 2016, 92% of new graduates said that it’s important that their company is socially responsible. ^[1]
10%Job Growth, 2020 2030 (8% is average). ^[6]

I know you want to use Education HR Software, thus we made this list of best Education HR Software. We also wrote about how to learn Education HR Software and how to install Education HR Software. Recently we wrote how to uninstall Education HR Software for newbie users. Don’t forgot to check latest Education HR statistics of 2024.

Reference

netsuite – https://www.netsuite.com/portal/resource/articles/human-resources/hr-statistics.shtml.
zety – https://zety.com/blog/hr-statistics.
shrm – https://www.shrm.org/hr-today/news/hr-magazine/spring2019/pages/education-benefits-present-learning-opportunity.aspx.
northeastern – https://www.northeastern.edu/graduate/blog/human-resources-statistics/.
bls – https://www.bls.gov/ooh/management/human-resources-managers.htm.
bls – https://www.bls.gov/ooh/business-and-financial/human-resources-specialists.htm.
fullerton – https://extension.fullerton.edu/professionaldevelopment/certificates/hr.

How Useful is Education Hr

There are those who argue that education is essential for personal and professional development. The skills and knowledge gained in school can open doors to opportunities that may not have been available otherwise. A well-rounded education can provide individuals with the critical thinking, problem-solving, and communication skills necessary to succeed in today’s rapidly changing world.

Furthermore, education can also have a positive impact on society as a whole. Educated individuals are more likely to be informed citizens, capable of making responsible decisions about their communities and the world at large. They are also better equipped to contribute to the economy, driving innovation and growth in various industries.

On the other hand, some critics argue that the traditional education system may not be as effective as it once was. They point to the rising costs of tuition, the heavy emphasis on standardized testing, and the lack of practical skills taught in schools. In today’s fast-paced and technology-driven world, they argue, traditional education may be failing to prepare students for the real challenges they will face in the workforce.

Additionally, the rapid advancements in technology have made information more accessible than ever before. With the rise of online resources and e-learning platforms, some argue that traditional education is becoming obsolete. Why spend years in school when you can learn the same material in a fraction of the time online? This has led to a growing debate about the value of a formal education versus self-directed learning.

Despite these criticisms, it is important to remember that education is about more than just acquiring knowledge. It is about developing critical thinking skills, fostering creativity, and instilling a lifelong love of learning. Education is not just about memorizing facts and figures; it is about learning how to learn, adapt, and grow in a constantly changing world.

Ultimately, the usefulness of education depends on how it is approached and implemented. A quality education that emphasizes critical thinking, problem-solving, and adaptability can be invaluable in today’s world. It is up to educators, policymakers, and individuals to ensure that education remains relevant and impactful in the years to come.

In Conclusion

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We tried our best to provide all the Education HR statistics on this page. Please comment below and share your opinion if we missed any Education HR statistics.

Education HR Statistics 2024 – Everything You Need to Know