Talent Marketplace Platforms Statistics 2024 – Everything You Need to Know

Are you looking to add Talent Marketplace Platforms 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 Talent Marketplace Platforms statistics of 2024.

My team and I scanned the entire web and collected all the most useful Talent Marketplace Platforms stats on this page. You don’t need to check any other resource on the web for any Talent Marketplace Platforms statistics. All are here only 🙂

How much of an impact will Talent Marketplace Platforms have on your day-to-day? or the day-to-day of your business? Should you invest in Talent Marketplace Platforms? We will answer all your Talent Marketplace Platforms related questions here.

Please read the page carefully and don’t miss any word. 🙂

Best Talent Marketplace Platforms Statistics

☰ Use “CTRL+F” to quickly find statistics. There are total 96 Talent Marketplace Platforms Statistics on this page 🙂

Talent Marketplace Platforms Benefits Statistics

  • 60% of people report that benefits and perks are a major factor in considering whether to accept a job offer. [0]

Talent Marketplace Platforms Market Statistics

  • The three approaches are Talent deployment with the purpose of enhancing business productivity and work management 58% of those interviewed defined the marketplace purpose in “deployment” terms such as skill. [1]
  • Talent mobility and management with the purpose of enhancing talent and career mobility about 50% of the respondents used the words “mobility/talent mobility” to describe the marketplace. [1]
  • Workday powers 45% of the Fortune 500 and 60% of the Fortune 50 as customers, which means this is going to be the primary option for many firms that already exist as customers and haven’t yet considered a talent marketplace. [2]
  • HR industry analyst Josh Bersin said that, “in many ways, the talent marketplace is the perfect reaction to the volatility brought on by the pandemic Since its start, roughly 40 percent of U.S. workers changed jobs, roles or managers. [3]
  • In 2019, the top 5 freelance marketplace platforms serviced only 25% of the worldwide market, leaving much room for growth. [4]
  • The freelance marketplace platform industry size at a CAGR of 15.3% is expected to reach US$ 9.2 billion by 2026. [4]

Talent Marketplace Platforms Software Statistics

  • Over 98% of fortune 500 companies use recruitment software. [0]

Talent Marketplace Platforms Latest Statistics

  • Surprisingly, 46% of managers resist internal mobility, and this behavior which is reinforced by misaligned management incentives often perpetuates a talent. [1]
  • I’m not 100% sure how you can break that cycle, but technology can bring some transparency.”. [1]
  • However, the existing internal recruiting process is usually a barrier to talent mobility, with 49% of respondents citing it as a challenge and saying it requires the collaborative attention of talent acquisition and the legal and workforce counsels. [1]
  • Given that 49% of organizations have acknowledged they have few technological tools, if any, to identify and move people into new internal roles, replatforming existing systems is a large part of the technological transformation program. [1]
  • As Patel from ProFinda said, organizations can gain as much as 8% increased productivity through platforming otherwise only possible through workforce automation. [1]
  • With her manager’s support, she decided to allocate 40% of her time to this new gig. [5]
  • We’re seeing internal mobility rates rise, too from April through August 2020, the internal hiring rate was nearly 20 percent higher than it was during the same time in 2019,” he said. [3]
  • Retention is the No. 1 benefit of internal mobility, according to talent acquisition professionals. [3]
  • More than 80 percent of those surveyed by LinkedIn agreed that internal recruiting improves retention, followed by accelerating newhire productivity and reducing timeto. [3]
  • Since April 2021 , more than 19 million US workers have quit , and in October 2021 alone, 4.2 million workers, nearly 3% of the US workforce, resigned. [4]
  • The service fees obtained from job seekers and job providers vary from 20% 40% of the contract value. [4]
  • Traditional recruiters typically charge 10%30% from clients for permanent hires; for temporary staffing, they pad a hefty 25% 100% markup on the employee’s hourly rate and associated expenses. [4]
  • In February, it switched from an offline model to a 100 percent remote. [6]
  • However, the company now plans to make a 30 percentonline–70 percent offline working model permanent, thus leveraging the freshly developedskills of its sales reps. [6]
  • In 2017, the McKinsey Global Institute estimated thatas many as 375 million workers—or 14 percent of the global workforce—would have to switch occupations or acquire new skills by 2030 because of automation and artificial intelligence. [6]
  • In a recentMcKinsey Global Survey, 87 percent of executives said they were experiencing skill gaps in the workforce or expected them within a few years. [6]
  • to“shift at least 5 percent of previously onsite employees to permanently remote positions postCOVID. [6]
  • In 2019, less than 1 percent of appointments took place via video link, with the vast majority in person. [6]
  • Now, doctors assess 100 percent of patients by phone, with only about 7 percent proceeding to faceto. [6]
  • In Indonesia, where there are four doctors per 10,000 people , telehealth firms have long been trying to close the gap. [6]
  • In Europe, 13 percentof consumers said in early April that they wereplanning to browse the sites of online e tailers forthe first time. [6]
  • In the United States, the retail and hospitalityandfood service sectors account for 42 percentof vulnerable jobs, while some sectors, suchas groceries, are hiring two million to three millionadditional workers. [6]
  • According to the Training Industry Report,US data during and after the Great Recessionshowed a significant drop in overall training expenditures in 2009 and 2010, followed by a surge in2011 and a drop back to 2008 levels in 2012. [6]
  • A number of recent studies report that although older employees may have stayed with their employer for careers lasting more than 20 years, it’s unlikely that their children or grandchildren will experience the same job tenure. [7]
  • Voluntary resignations have been climbing throughout 2021 and are now the highest on record, up 13% from pre. [8]
  • HR professionals are 115% more likely than the average worker to explore a new job opportunity. [8]
  • Those people have specific expectations from their future employers 41% are seeking flexible and/or remote work, 39% desire a raise and/or promotion and 33% are interested in changing industries. [8]
  • During 2020, 28% of candidates ghosted an employer, up from 18% in 2019. [8]
  • For positions that used to be easy to fill, 61% of employers report it’s now taking at least two weeks longer to hire, according to Hourly by AMS and Talent Board’s 2021 High Volume Hiring Study. [8]
  • Recent surveys reveal that 50% of workers dislike their job, citing unfair pay, lack of appreciation, and poor communication as their top three reasons for dissatisfaction. [8]
  • Reducing the time it takes to complete an online job application by 10% is associated with a 2.3% increase in job applications from mobile job seekers. [8]
  • At the same time, promoting a job opening as mobile friendly attracts more candidates, increasing the number of applicants by 11.6%. [8]
  • Forty percent of healthcare workers have left their profession and the leave rates for other job categories are astounding,” said Bersin, citing figures that nearly 4 million workers left jobs in July and that 14.5 million jobs went unfilled last month. [9]
  • Meanwhile, there’s a hiring revolution underway with an estimated 60% of hiring in companies happening internally. [9]
  • by Mind Share Partners in partnership with Qualtrics and ServiceNow found that 76% of full time U.S. workers report experiencing at least one symptom of a mental health condition in 2021, a 29% increase from 2019. [9]
  • These symptoms are also impacting people long term, with 80% of U.S. employees reporting their symptoms cumulatively lasting a month or more and 36% reporting symptoms lasting five months to an entire year. [9]
  • Research shows 50% of U.S. employees have left previous roles, at least in part, due to mental health reasons. [9]
  • Talent shortages in the United States have risen to historical levels with 69% of employers having difficulty filling jobs the highest in more than a decade. [0]
  • As many as 64% of employees may leave their jobs in 2020, according to newly released data in the Achievers 2020 Engagement and Retention Report. [0]
  • Achievers 89% of employers think employees leave for more money but in reality, only 12% do. [0]
  • Top reasons employees are looking or would consider leaving their company were “compensation” (52%), “career advancement” (43%), and “lack of recognition” (19%). [0]
  • Healthcare insurance 40% 2. [0]
  • 401plan, retirement plan and/or pension 31% 6. [0]
  • Flexible schedule 30% 7. [0]
  • Office perks 19% Source Glassdoor Employment Confidence Survey 💡 Actionable takeaway Perks such as table tennis and beer taps in the office probably won’t help you attract top candidates. [0]
  • 75% of candidates will research a company’s reputation before applying for a job opening. [0]
  • 75% of Americans would not take a job with a company that had a bad reputation, even if they were unemployed. [0]
  • 92% of people would consider changing jobs if offered a role with a company with an excellent corporate reputation. [0]
  • A strong employer brand reduces turnover by 28% and cost per hire by 50%. [0]
  • Companies with strong employer brand see 50% more qualified applicants and take 1 2x faster to hire. [0]
  • 51% of respondents would be more attracted to a company that had job postings with visual elements than to a company that didn’t. [0]
  • Job listings which include a salary range got 75% more clicks than job listings that don’t. [0]
  • 52% of candidates don’t receive any communication in the two to three months after applying. [0]
  • An overwhelming 81% of candidates that the one main thing that would greatly improve their overall candidate experience is employers continuously communicating status updates to them. [0]
  • CareerBuilder survey 90% of recruiting emails. [0]
  • Job applicants who do not receive a job offer are 80% more likely to apply again if they already had a positive candidate experience. [0]
  • IBM Smarter Workforce Institute 63% of job seekers will likely reject a job offer because of a bad candidate experience. [0]
  • Software Advice 72% of job seekers that had a bad experience told others about it, either online or in. [0]
  • CareerArc 64% of job seekers say that a poor candidate experience would make them less likely to purchase goods and services from that employer. [0]
  • 73% of millennials found their last position through a social media site. [0]
  • Nearly half of all professionals (49%). [0]
  • LinkedIn 62% of job seekers use social media channels to evaluate employer brand of a company. [0]
  • 59% of candidates visit the company website after discovering a job. [0]
  • LinkedIn 60% of job seekers quit in the middle of filling out online job applications because of their length or complexity. [0]
  • 48% of businesses say that their top channel for quality hires are employee referrals. [0]
  • Referred candidates are 55% faster to hire. [0]
  • Referred hires produce 25% more profit than hires from other sources Source. [0]
  • The Alexander Group 💡 Actionable takeaway If you’re not getting at least 30% of hires through your employee referral program, you’re missing out on a great opportunity!. [0]
  • 82% of companies use some form of pre. [0]
  • A “work sample” evaluation is the most effective assessment method, explaining up to 29% of an employee’s performance. [0]
  • In 2020, 82% of companies use some form of pre employment assessment tests. [0]
  • Structured interviews are being used by 74% of HR professionals around the world. [0]
  • LinkedIn 83% of talent say a negative interview experience can change their mind about a role or company they once liked. [0]
  • 67% of recruiters consider culture fit to be an important factor when hiring. [0]
  • Totaljobs 90% of recruiters have rejected candidates due to their lack of cultural fit. [0]
  • 70% of professionals in the U.S. today would not work at a leading company if it meant they had to tolerate a bad workplace culture. [0]
  • LinkedIn 25% of candidates said that a better company culture is among their top reasons for changing jobs. [0]
  • According to these statistics, company culture is the key for attracting and retaining great employees in 2020. [0]
  • 67% of job seekers said a diverse workforce is important when considering job offers. [0]
  • Glassdoor 78% of talent professionals and hiring managers say that diversity is the top trend impacting how they hire. [0]
  • Nearly three in four employers (74%). [0]
  • Okay, so you are most likely to make a bad hire in 2020 same as any other employer. [0]
  • Only 12% of employees would strongly agree their organization does a great job of onboarding new employees Source Gallup State of the American Workplace 32% of global executives rate the onboarding they experienced as poor. [0]
  • Companies lose 25% of all new employees within a year. [0]
  • Allied Workforce Mobility Survey 69% of employees are more likely to stay with a company for three years if they experienced great onboarding. [0]
  • Organizations with a standard onboarding process experience 50% greater new. [0]
  • Jobscan’s research 78% of employers say that using an ATS said that recruitment technology makes finding great talent easier than ever. [0]
  • Career Builder 68% of recruiting professionals say that the best way to improve recruiting performance over the next 5 years is by investing in new recruiting technology. [0]

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


  1. talentlyft – https://www.talentlyft.com/en/blog/article/364/top-50-hiring-and-recruitment-statistics-for-2020.
  2. deloitte – https://www2.deloitte.com/us/en/insights/focus/technology-and-the-future-of-work/internal-talent-marketplace.html.
  3. lhra – https://lhra.io/blog/talent-marketplaces-are-here-key-players-usage-and-unanswered-questions/.
  4. shrm – https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/internal-marketplaces-future-of-talent-management.aspx.
  5. forbes – https://www.forbes.com/sites/roomykhan/2024/01/13/emerging-talent-platforms-filling-the-gaps-created-by-disruptive-market-forces/.
  6. betterup – https://www.betterup.com/blog/talent-marketplace.
  7. mckinsey – https://www.mckinsey.com/business-functions/people-and-organizational-performance/our-insights/to-emerge-stronger-from-the-covid-19-crisis-companies-should-start-reskilling-their-workforces-now.
  8. nasa – https://blogs.nasa.gov/futureofwork/tag/talent-marketplace/.
  9. brazen – https://www.brazen.com/resources/talent-acquisition-stats.
  10. hrexecutive – https://hrexecutive.com/how-data-is-driving-the-exploding-internal-talent-marketplace/.

How Useful is Talent Marketplace Platforms

One of the key benefits of talent marketplace platforms is the ability to reach a larger pool of candidates quickly and efficiently. Gone are the days of poring over stacks of resumes or waiting for potential candidates to come through traditional recruitment channels. With talent marketplace platforms, companies can access a vast network of talent with just a few clicks, increasing their chances of finding the right candidate for the job.

Moreover, these platforms often use sophisticated algorithms to match candidates with job listings based on their skills, experience, and preferences. This can save companies valuable time and resources in the recruitment process, allowing them to focus on more strategic tasks rather than sifting through countless resumes.

For job seekers, talent marketplace platforms offer a level playing field to showcase their skills and experiences to a wide range of potential employers. This can be particularly beneficial for individuals looking to break into a new industry or transition to a different career path. By creating a profile on these platforms, job seekers can make themselves visible to companies actively looking for talent, increasing their chances of landing their dream job.

Another advantage of talent marketplace platforms is the ease of communication between employers and candidates. The platforms typically have built-in messaging systems that allow for seamless communication throughout the recruitment process. This can help clarify job requirements, negotiate terms, and ultimately speed up the hiring process.

However, while talent marketplace platforms offer many benefits, they are not without their limitations. One of the main concerns is the risk of overlooking qualified candidates who may not have a strong online presence or who do not fit neatly into the platform’s algorithm. In some cases, the sheer volume of applications received through these platforms can make it challenging for companies to thoroughly vet each candidate, potentially leading to missed opportunities.

Additionally, some critics argue that talent marketplace platforms can perpetuate existing biases in the hiring process. Algorithms used to match candidates with job listings may inadvertently favor certain demographics or skill sets, leading to a lack of diversity in the candidate pool. Companies must be mindful of these biases and actively work to mitigate them to ensure fair and equal opportunities for all candidates.

In conclusion, talent marketplace platforms have undoubtedly revolutionized the recruitment process, offering numerous benefits for both employers and job seekers. However, it is essential to approach these platforms with a critical eye and recognize their limitations in order to maximize their effectiveness. By leveraging the advantages of talent marketplace platforms while addressing their shortcomings, companies can make informed hiring decisions and candidates can better showcase their talents and skills in the ever-evolving job market.

In Conclusion

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