Latest HR & Talent Statistics (2025)

Introduction

The world of HR and talent management never stands still, does it? If 2024 taught us anything, it’s that keeping a finger on the pulse of workplace trends is absolutely essential for staying ahead. But it’s not just about being “in the know”—it’s about using these insights to make smarter decisions, build stronger teams, and create workplaces where people actually want to show up every day (even if they’re logging in from their kitchen table).

Many organisations are focusing on strategic HR initiatives by adopting new technologies to streamline processes and align HR goals with overall business objectives.

In this blog, we’ve pulled together the freshest HR and talent stats from late 2024 and into 2025, breaking them down by topic and region to give you a crystal-clear view of where things stand. From the trust deficit in organisational culture to the dip in employee engagement, and the rise of AI-driven recruitment, these numbers tell a story that managers, HR leaders, and decision-makers simply can’t ignore.

The stats themselves are striking, but more importantly, they call out challenges that organisations face today. Issues like keeping employees engaged, hiring the right talent, and managing L&D upgrades to fill critical skill gaps aren’t just “nice-to-address” wishlist items anymore; they’re business priorities.

Whether it’s figuring out flexible work policies or using tech like pulse surveys and AI tools, solutions like Compono can help organisations tackle these challenges head-on. Technology and new HR technologies are enabling HR leaders to focus on high-impact activities such as talent management, innovation, and aligning HR strategies with business needs, rather than being bogged down by routine administrative tasks.

This is a deep-dive into the state of HR and talent today, told through numbers, insights, and what they mean for you in the year ahead. Now, grab a coffee and dig in—we promise it’ll be worth your time.

Organisational Culture

Organisational culture remains a top priority for leadership, with concerns around trust, recognition, and flexibility emerging across regions.

Global/General

• 97% of CHROs plan to boost their organisation's culture in 2025. Gartner

• Only 69% of employees feel appropriately recognised for their work. Culture Amp Benchmarks Report, Mar 2025

• 73% of tech employees feel “stuck” in their roles. HR Dive

ANZ

• 36% of Australian workers regularly work from home; 63% would reject jobs with no flexible work options.LinkedIn Talent Insights Australia

APAC

• Trust in employers dropped from 80% to 65%. Mercer Asia Talent Trends

• 83% of employees report burnout. Mercer

USA

• “Company confidence” dropped from 80% to 72%. Culture Amp Benchmarks

• Only 23% received meaningful weekly feedback. Gallup

UK

• Priorities include trust and inclusion. Deloitte UK Human Capital Trends 2024

Employee Engagement

Global engagement has dipped. Younger workers and managers show notable differences in engagement.

Global/General

• 21% of employees globally are engaged at work. Gallup: State of the Global Workplace 2024

• 44% of workers aged 18–34 would consider leaving due to lack of development. Cypher Learning Survey, May 2024

ANZ

• 20–25% of ANZ employees are highly engaged. AHRI Pulse Report

APAC

• Engagement in India: ~29%, Japan: under 10%. Gallup

USA

• 32% of U.S. workers are engaged (up from 30%). Gallup

• 74% of employees are satisfied, but only 1 in 3 are engaged. The Conference Board

UK

• 10%–11% of UK employees are engaged. Gallup

• 59% of EMEA employees are satisfied. PwC Workforce Hopes and Fears 2024

Pulse Surveys

Real-time insights into employee sentiment are now standard. AI is enhancing survey analytics.

Reporting on pulse survey results enables organisations to track progress, ensure data accuracy, and make data-driven decisions that support strategic HR initiatives.

Global/General

• 75% of organisations use pulse surveys. RedThread Research

• 71% use AI to analyse comments. IT Survey Group

• Culture Amp clients using pulses saw a 5-point increase in recognition scores. Culture Amp

ANZ

• 64% of ANZ employers use quarterly/monthly pulses. AHRI State of HR

APAC

• 58% of organisations run surveys at least twice a year. Gartner APAC

USA

• 72% of U.S. employers use pulse tools. SHRM / Glint

UK

• 54% of NHS staff feel valued. NHS England

Talent Acquisition

AI and skills-based hiring are reshaping recruitment. The focus is shifting from credentials to capabilities.

Tracking key metrics throughout the hiring process provides valuable insight into the effectiveness of talent acquisition strategies and helps optimize the organization's workforce.

Global/General

• 37% of organisations use generative AI in hiring. LinkedIn Future of Recruiting 2025

• 89% of TA pros say quality of hire is a top metric. LinkedIn

ANZ

• 77% of employers willing to train hires lacking qualifications. Jobs and Skills Australia

APAC

• 62% increased internal mobility in 2024. Mercer Asia Talent Trends

USA

• Job openings up 3%, applications up 13%. iCIMS Workforce Report Jan 2025

UK

• 68% plan to recruit in Q1 2025. CIPD Labour Market Outlook

Hiring & Shortlisting

Hiring volume is stable, but application numbers are up. Employers are turning to AI and new technologies to speed up and streamline the hiring process, making it more efficient and improving overall productivity for HR teams.

• Applicants per job opening in high-demand roles like IT reached 62+. LinkedIn

• Hiring slowed by 14%, while applications rose 8% late 2024. Glassdoor

• Video interviews and AI ranking are now mainstream technologies in shortlisting workflows, helping organisations digitise the hiring process and boost productivity. SHRM

Recruiting

Hiring plans remain positive globally, despite cost constraints. Retention and internal mobility are key focuses. Recruiting strategies are increasingly centred on attracting diverse talents and maximising the return on investment in recruiting tools and initiatives.

• 28% of global employees plan to change jobs in the next 12 months. PwC

• 15% of hires in the U.S. were rehires (“boomerangs”) in 2024. Workday

• 74% of companies investing in outbound recruiting tools. Aptitude Research

For organisations aiming to improve hiring outcomes, consider reviewing 25 good interview questions to ask for effective hiring.

Succession Planning and Development

Succession planning has become a cornerstone of effective talent management, with HR leaders recognising its critical role in ensuring business continuity and long-term success. By proactively identifying and developing future leaders, organisations can minimise the risk of talent gaps and maintain momentum toward their business objectives. Investing in succession planning not only strengthens leadership pipelines but also boosts employee engagement and retention, as team members see clear pathways for growth and advancement.

Key statistics reveal that companies with robust succession planning programs consistently outperform their peers, achieving better performance and driving business growth. HR processes such as performance evaluations and talent acquisition are essential in pinpointing high-potential employees and preparing them for future leadership roles. By integrating succession planning into their overall business strategy, organisations can align talent development with business needs, ensuring they have the right leaders in place to navigate change and seize new opportunities. Ultimately, a strong focus on succession planning empowers organisations to develop talent from within, secure their competitive edge, and achieve sustained business success.

Performance Management and Evaluation

Performance management is at the heart of talent management, providing HR leaders and business leaders with the tools to assess, develop, and reward employee contributions. Through regular performance evaluations, organisations gain valuable insights into individual strengths, areas for improvement, and potential development opportunities. Leveraging data-driven insights from these evaluations enables companies to create personalised career paths, enhance the employee experience, and drive meaningful business outcomes.

Effective performance management is closely linked to higher employee engagement, improved retention, and overall organisational success. By using HR analytics and data-driven decisions, organisations can identify skill gaps, tailor development initiatives, and align employee performance with business goals and priorities. This strategic approach not only supports the growth and development of employees but also ensures that business objectives are met. As a result, performance management remains a top priority for HR leaders seeking to foster a culture of continuous improvement and achieve better performance across the organisation.

Internal Mobility and Career Growth

Internal mobility is emerging as a key strategy for effective talent management, enabling organisations to retain top talent, foster new skills, and support employee aspirations. HR leaders are increasingly prioritising internal mobility to create clear career growth opportunities, reduce turnover, and drive positive business outcomes. By investing in internal mobility programs, companies can gain insights into employee interests and strengths, develop tailored development opportunities, and support business growth through a more agile and adaptable workforce.

Organisations that focus on internal mobility consistently report better performance, higher employee engagement, and improved retention rates. This approach is critical for staying ahead of current trends and meeting evolving business needs, as it allows companies to quickly fill skill gaps and respond to changing market demands. HR processes such as performance management and succession planning play a vital role in supporting internal mobility initiatives, providing the data and structure needed to make informed, data-driven decisions. Ultimately, fostering internal mobility helps organisations create a culture of continuous development, ensuring they remain competitive and responsive in a rapidly changing business landscape.

Succession Planning and Development

Succession planning has become a cornerstone of effective talent management, with HR leaders recognising its critical role in ensuring business continuity and long-term success. By proactively identifying and developing future leaders, organisations can minimise the risk of talent gaps and maintain momentum toward their business objectives. Investing in succession planning not only strengthens leadership pipelines but also boosts employee engagement and retention, as team members see clear pathways for growth and advancement.

Key statistics reveal that companies with robust succession planning programs consistently outperform their peers, achieving better performance and driving business growth. HR processes such as performance evaluations and talent acquisition are essential in pinpointing high-potential employees and preparing them for future leadership roles. By integrating succession planning into their overall business strategy, organisations can align talent development with business needs, ensuring they have the right leaders in place to navigate change and seize new opportunities. Ultimately, a strong focus on succession planning empowers organisations to develop talent from within, secure their competitive edge, and achieve sustained business success.

Performance Management and Evaluation

Performance management is at the heart of talent management, providing HR leaders and business leaders with the tools to assess, develop, and reward employee contributions. Through regular performance evaluations, organisations gain valuable insights into individual strengths, areas for improvement, and potential development opportunities. Leveraging data-driven insights from these evaluations enables companies to create personalised career paths, enhance the employee experience, and drive meaningful business outcomes.

Effective performance management is closely linked to higher employee engagement, improved retention, and overall organisational success. By using HR analytics and data-driven decisions, organisations can identify skill gaps, tailor development initiatives, and align employee performance with business goals and priorities. This strategic approach not only supports the growth and development of employees but also ensures that business objectives are met. As a result, performance management remains a top priority for HR leaders seeking to foster a culture of continuous improvement and achieve better performance across the organisation.

Internal Mobility and Career Growth

Internal mobility is emerging as a key strategy for effective talent management, enabling organisations to retain top talent, foster new skills, and support employee aspirations. HR leaders are increasingly prioritising internal mobility to create clear career growth opportunities, reduce turnover, and drive positive business outcomes. By investing in internal mobility programs, companies can gain insights into employee interests and strengths, develop tailored development opportunities, and support business growth through a more agile and adaptable workforce.

Organisations that focus on internal mobility consistently report better performance, higher employee engagement, and improved retention rates. This approach is critical for staying ahead of current trends and meeting evolving business needs, as it allows companies to quickly fill skill gaps and respond to changing market demands. HR processes such as performance management and succession planning play a vital role in supporting internal mobility initiatives, providing the data and structure needed to make informed, data-driven decisions. Ultimately, fostering internal mobility helps organisations create a culture of continuous development, ensuring they remain competitive and responsive in a rapidly changing business landscape.

Learning & Development (L&D)

L&D budgets are rising as organisations address skill gaps and retention through career growth support. Increased investment in L&D provides organisations with greater insight into employee development and retention outcomes, helping them measure the effectiveness of their training programs and make data-driven decisions.

• 70% of employees feel their L&D offering needs improvement. Cypher Learning

• 63% of U.S. companies increased L&D budgets in 2024. Training Magazine

• IBM and Amazon expanded AI + EQ training. IBM, Amazon

Learning Management Systems (LMS)

LMS platforms are now universal for compliance and digital skills. Market growth is driven by hybrid learning.

• 90% of companies use LMS for compliance training. Brandon Hall Group

• Global LMS market to reach $23 billion in 2025. MarketsandMarkets

• Mobile access dominates in APAC LMS usage (78%). Skillsoft

Applicant Tracking Systems (ATS)

ATS platforms are foundational in enterprise hiring. AI and compliance features are driving upgrades.

• 80%+ of mid-to-large organisations globally use an ATS. Jobscan

• ATS market to exceed $17B in 2025. Fortune Business Insights

• GDPR drives automated data purging in EU-based ATS. CIPD

HR Analytics and Decision-Making

HR analytics has become an indispensable tool for effective talent management, empowering organisations to make data-driven decisions that drive business outcomes and support business growth. HR leaders are leveraging analytics to gain insights into their workforce, identify emerging trends, and inform strategic decision-making processes. By harnessing the power of HR analytics, companies can optimise talent acquisition, development, and retention strategies, leading to enhanced organisational performance.

Key statistics show that organisations adopting HR analytics experience better performance, increased employee engagement, and stronger business results. HR analytics enables the development of targeted interventions to address skill gaps, improve the employee experience, and align HR initiatives with business priorities and objectives. Business leaders recognise the value of data-driven insights in achieving organisational success and maintaining a competitive edge. As HR analytics continues to evolve, it will remain a critical component of talent management, supporting smarter, more effective decision making across all levels of the organisation.

Generative AI in HR

Generative AI is rapidly transforming the landscape of human resources, offering organisations powerful new ways to streamline HR processes, boost efficiency, and achieve superior business outcomes. HR leaders are embracing generative AI to enhance every aspect of talent management, from recruitment and onboarding to employee development and retention. By leveraging generative AI, organisations can gain deep insights into employee data, uncover trends, and make informed, strategic decisions that align with business needs.

The adoption of generative AI enables the creation of personalised career paths, elevates the employee experience, and supports business growth by automating routine tasks and providing predictive analytics. Companies investing in generative AI report better performance, higher employee engagement, and improved retention rates, making it a top priority for HR leaders aiming to stay ahead of current trends. By making bold moves and integrating generative AI into their HR strategies, organisations can create a significant competitive advantage, drive business success, and achieve their most ambitious goals in an ever-evolving workplace.

Employment Trends

Turnover remains high. Upskilling and hybrid work expectations are shaping 2025 employment models.

• 10.3 million job openings reported in the U.S. in Q4 2024. BLS

• Remote flexibility is expected: 63% of ANZ workers won't accept jobs without it. LinkedIn

• Green jobs and healthcare roles dominate UK growth forecasts. ManpowerGroup

Wrapping up the latest HR & talent statistics (2025)

Looking at the numbers, it's clear that HR and talent management is more than just a “nice-to-have” function in 2025—it's the backbone of every successful organisation. From trust gaps in organisational culture to the ongoing challenge of keeping employees engaged, these stats are more than just data points. They're a snapshot of what's working, what's not, and where the opportunities lie for leaders who are ready to act.

But here's the thing about opportunities: they don't wait around. Whether it's adapting to the shift towards skills-based hiring, addressing employee burnout, or investing in meaningful feedback systems, it's the organisations that step up and make data-backed changes that will come out ahead. And the best bit? You don't have to tackle these challenges solo.

Modern tools and platforms (like those from Compono) can take some of the heavy lifting out of building cultures of trust, streamlining recruitment, and upskilling your team. They're about empowering organisations to make bold moves that aren't just good for business but also create workplaces people genuinely thrive in.

The message is clear. These challenges might seem complex, but the way forward starts with a simple step: paying attention to what the numbers are telling us and acting on them.

The future of work isn't out of reach; it's happening right now.

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