25 statistiche sul marketing del reclutamento e sugli annunci di lavoro per trasformare le sue assunzioni nel 2025 [+ guida GRATUITA].

Raise your hand if you know how to create, publish and market your job descriptions the right way. We bet there are a lot of uncertain faces!

But don’t worry, you’re definitely not alone.

In fact, when we looked inside our team, we found a few timid hands going up. (And that’s fine!)

After all, creating compelling job descriptions that attract top talent is no easy feat, and mastering the art of job marketing requires finesse.

That’s why we’ve spent hours compiling the ultimate guide to mastering marketing at work that will take your marketing skills from zero to hero in no time. (Link at the end!)

Oh, and that’s not all! As an instant bonus, here are the 25 latest career marketing insights you need to know in 2025.

So, without further ado, let’s get started!

1: Although 73% of the current labor market is passive, 87% of it is open to new job opportunities.

Understanding that the majority of the labor market is made up of passive candidates, still receptive to exploring new job openings, can help you tailor your recruitment marketing strategies to effectively target and engage this untapped talent pool. By incorporating job posting analytics into your campaigns, you can reach top talent where they are most likely to engage.

How? By proactively reaching out to these candidates through various channels, such as social media, professional networks, and industry events.

Make sure you effectively communicate your EVP and leverage job posting statistics to highlight why your company is the employer of choice. For example, consider that 74% of candidates prioritize compensation details – a key metric to improve your job postings.

2: Recruiters take 42 days to fill a position, but top talent only stays on the market for 10 days.

Time flies!

This means it needs to move quickly, engaging with top candidates as soon as they enter the job market.

Implement targeted job marketing campaigns to reach and capture the attention of these highly sought-after people, before they are snapped up by your competition.

3: 60% of candidates abandon job applications due to length and repetitiveness.

Is your job application also long and monotonous? If so, you need to streamline and simplify it ASAP to improve the candidate experience and reduce dropouts.

This way, you will be able to attract more qualified candidates, ultimately improving the overall effectiveness of your job marketing efforts.

4: 74% of job seekers want to see the potential salary range first in the job description.

Now you know what information you should never leave out in your job description!

According to CareerBuilder, here’s what candidates want to see in job ads:

1. Salary (74%)
2. Top benefits package (61%)
3. Employee reviews (46%)
4. Hiring Manager Contact Information (40%)
5. Work from home options (39%)
6. How the company offers work-life balance (35%)
7. Photos and videos of work (31%)
8. Team structure and role hierarchy (27%)
9. How many people applied (25%)

5: Strong employer branding can reduce recruiting costs by 43%.

And employee turnover is 28%.

Investing in employer branding initiatives, such as promoting a positive company culture and highlighting employee benefits, can attract more candidates and reduce the costs associated with traditional recruiting methods.

6: Only 50% of job descriptions include information about the work environment and company culture.

Despite company culture and dynamics being among the top decision factors for candidates when applying, half of job descriptions lack this information.

And that’s not even it. 43% of job ads don’t accurately reflect the role, 47% don’t include information about compensation and benefits, and 59% don’t mention organizational values. The list goes on.

7: For 79% of job candidates, social media platforms are the preferred job search tool.

And this also applies the other way around!

Lately, more recruiters are emphasizing a candidate’s social media presence when evaluating their suitability for a role.

Surveys reveal that 21% of employers are unlikely to consider candidates without a social media presence.

Additionally, 54% of employers have rejected candidates based on the discovery of questionable content on their social media profiles.

8: 41% of candidates rely on job boards as their primary source for discovering new job opportunities.

This means that the first thing they come across is your job ad.

Another reason why you need to master your business marketing skills.

9: About 70% of candidates use Google to search for jobs and research potential employers.

Do you think your career site is showing up in their searches? Make sure it is. Optimize your recruiting website to make it more SEO-friendly.

Here is the guide to help her.

10: At least 45% of candidates apply for jobs online.

Yet, 80% of jobs are filled through personal and professional connections and 70% through networking.

However, this 45% will likely increase over time. And why not? After all, there has been a 460% increase in remote job searches in the last two years.

11: 94% of job seekers have used smartphones to browse and research job postings.

This statistic highlights the growing prevalence of cell phone use in nearly every aspect of life, including job hunting.

Job seekers aren’t just casually browsing through a handful of job listings; they’re actively engaging in the recruiting process through their mobile devices.

In fact, nearly three-quarters of job seekers have used mobile devices to send emails during the recruiting process.

Additionally, nearly half of candidates went ahead and completed job applications using their mobile devices.

12: For 52% of employers, improving the quality of hires is their top recruiting priority.

This is followed by increased retention rates (24%), improved time-to-hire (23%), growth in the talent pipeline (22%), and diversity hiring (22%).

And the best thing is, you can do all this while improving your business marketing skills.

13: 51% of job seekers believe that visual elements in job descriptions would make the company more attractive.

Today’s job seekers are looking for more than just text when exploring job opportunities. They appreciate engaging, visually appealing job descriptions that highlight the company’s culture, work environment, and values.

In fact, candidates spend up to 37% more time on career sites that include video testimonials, and applications increase by up to 34% when job postings include video testimonials.

This demonstrates how visual elements such as images, videos, infographics or interactive content can convey a company’s unique identity and create a more engaging experience for candidates.

14: 13% more job seekers click “Apply” when chatbots are used on career sites.

Chatbots assist candidates by answering frequently asked questions, providing guidance on the application process, and offering real-time assistance, providing candidates with an interactive and personalized experience.

This streamlined and efficient communication improves the candidate experience, ultimately leading to higher click-through rates on the “Apply” button.

15: 50% of companies copy/paste job descriptions from the internet.

This can be detrimental to your company’s hiring efforts!

Job descriptions are a key communication tool between employers and potential candidates.

They must accurately reflect the unique requirements, responsibilities, and culture of the organization.

When companies copy and paste job descriptions, they risk presenting candidates with generic, unoriginal content.

This approach fails to highlight the company’s distinctive aspects, resulting in a missed opportunity to attract the right candidates who align with the organization’s values and goals.

Additionally, relying on copied job descriptions can lead to inaccuracies or out-of-date information.

Every company has its own unique recruiting needs and preferences, and a one-size-fits-all approach cannot effectively address these nuances.

And what’s the best solution? Elevate your work marketing skills!

16: Job ads mentioning Generative AI as a ‘must-have’ skill have increased by 1,800%.

In 2022, there were only 519 job listings that referenced generative AI, but by September 2023, that number had reached nearly 10,113, an increase of 1,848%.

This percentage is expected to increase further in 2025. .

Major generative AI employers include:

 

17: Social Media Beats Job Ads as Most Cost-Effective Marketing Strategy

Recruiters are increasingly recognizing the cost-effectiveness of social media recruiting compared to traditional job postings when considering average cost per click (CPC).

According to the Appcast 2022 Recruitment Marketing Benchmark report, cost per application (CPA) and CPC have seen significant increases over the past year, with CPA increasing 43% and CPC increasing 54%.

However, it is important to note that not all recruitment marketing channels offer the same level of cost efficiency.

18: Only 46% of recruiters see their job as a marketing activity.

Surprisingly, this figure indicates that more than half of recruiters still do not fully embrace the marketing aspect of their role.

However, in today’s highly competitive job market, the digital landscape, reliance on user reviews, social media interactions, and effective communication between recruiters and job seekers have transformed the labor and employment market.

And to successfully fill positions with the right candidates, it must take on marketing-like roles and strategies.

19: Candidates trust employees 3 times more than employers

Employee advocacy programs with at least 1,000 active participants can generate $1.9 million in advertising value.

Candidates today are looking for authentic, reliable information about companies and career opportunities. And employees are often their best sources.

This clearly indicates that recruiters need to leverage employee advocacy when marketing their job descriptions!

Why? Because when employees share their positive experiences, successes, and career growth within the organization, job seekers gain a first-hand perspective on the company ’s work culture, growth opportunities, and overall employee satisfaction, which they see as a more authentic and relatable narrative.

20: The average job description is about 775 words long and takes 44 minutes to write.

Want to reduce this time? Use templates or train your ChatGPT to write a job description that’s perfect for you!

21: 31% of candidates expect to receive personalized messages from recruiters, rather than cold emails.

While generic communications scream “one size fits all,” treating candidates like cogs in a hiring machine, a well-crafted, personalized message makes them feel appreciated.

Studies show that personalized outreach leads to higher engagement and response rates, ultimately reducing time-to-hire and increasing talent acquisition success .

It allows recruiters to showcase their company’s unique personality and values, standing out from the competition. Are you already doing this?

22: 51% of HR professionals say mentioning “flexible working” in job postings attracts candidates.

And 54% say flexibility fosters loyalty.

It too should follow this trend to have a better chance of attracting and retaining its Serie A players.

23: 64% of candidates would prefer to receive notification of their application being selected via text rather than email or phone call.

How do you reach out to your selected candidates? If you haven’t already, review and change your communication style as soon as possible. Align it with your candidate’s preferred channel.

The best way would be to ask candidates how they would like to receive updates for their job application and follow up with them.

24: 83% of candidates believe their experience would significantly improve if employers provided a hiring timeline in their job postings.

For most candidates, being left in the dark during their job search is their worst nightmare.

Most of them appreciate employers who provide a clear timeline and expectations of the hiring process.

But here’s the funniest part – 78% of recruiters think they do a good job of setting expectations upfront – only 47% of job seekers agree.

25: Only 47% of candidates trust the information provided in the job description.

The others – research.

Whether through online reviews or by visiting a company’s social media accounts, most candidates double-check the information listed in job ads.

Maybe they’ve been left unsatisfied in their previous jobs too many times, or maybe they’re just skeptical.

For whatever reason, at least half of workers fear being assigned additional responsibilities beyond what was initially communicated.

Recruitment Marketing Trends for 2025

1. Massive influx of candidates at the beginning of the year

January marks a peak in job search activity, with 20% more applications submitted than any other month. Glassdoor reports a significant spike in post-holiday postings and applications, driven by a mix of new budgets, hiring plans, and a “new year, new career” mentality. However, February also presents strong hiring opportunities as candidates settle into their post-holiday routines.

Recruiting firms need to prepare early, streamline application processes, and conduct extensive campaigns to effectively capitalize on this seasonal surge.

2. AI Automation Transforms Recruiting Efficiency

AI continues to revolutionize recruitment marketing, delivering up to 90% time savings for tasks like screening, campaign optimization, and job ad targeting.

With advanced AI-powered tools, recruiters can streamline processes, improve candidate experiences, and focus on strategic goals.

Companies like Newcross and Truckhero are already reporting significant efficiency gains, demonstrating the transformative potential of AI in recruiting workflows.

3. Adapt strategies to attract next-generation talent

With Gen Z and millennials making up nearly half of the global workforce, recruiting strategies are changing to align with their values. This generation prioritizes work-life balance, diversity, and seamless experiences , necessitating personalized approaches in job postings, application processes, and branding.

Recruiters must embrace mobile platforms, emphasize DEI, and leverage social media to engage this socially aware and digitally savvy cohort.

4. The decline of traditional job boards

While platforms like Indeed and Glassdoor remain relevant, the dominance of social media ads is reshaping recruitment marketing. Social recruiting is already being leveraged by 98% of recruiting teams , providing unmatched reach to both active and passive candidates.

In 2025, diversified advertising strategies, AI-driven targeting, and dynamic ad formats will become critical to engaging top talent.

5. Programmatic advertising gains momentum

Programmatic job advertising powered by AI is quickly becoming a mainstream strategy, automating ad placement and budget allocation to maximize ROI. Unlike traditional advertising, programmatic ads optimize in real time, ensuring recruiters reach the right candidates efficiently.

This strategy allows recruiters to save time, improve targeting, and focus on strategic priorities , positioning programmatic advertising as a game-changer.

6. Intensifying competition for talent

Despite a strong influx of candidates in early 2025, the overall talent pool remains scarce due to factors such as an aging workforce, digital transformation, and changing skill requirements. Employers must compete vigorously to attract and retain top talent.

Organizations that prioritize employer branding, skills-based hiring, and AI-driven talent pooling will have a competitive advantage in this growing market.

7. Employee reputation as a key differentiator

Candidates are increasingly relying on reviews and social proof to evaluate potential employers. Platforms like Glassdoor and LinkedIn play a crucial role in shaping perceptions, making authenticity and proactive reputation management more important than ever.

Companies need to focus on showcasing their workplace culture, responding to feedback, and building a compelling employee value proposition (EVP) to attract top candidates.

Well, that’s not enough, is it? Job marketing is a broad topic, after all, and it covers various aspects of the recruitment process.

Don’t stop there! Dive into the latest recruitment marketing statistics and actionable insights job posting insights in our latest eBook. Learn how to create job descriptions that resonate with top talent, how to optimize your job postings, and how to capitalize on recruitment marketing trends. recruitment marketing trends to stay ahead of the curve in 2025.

Get your FREE copy now!