Based on SHRM’s 2025 Recruiting Executives Benchmarking report, we pulled the key numbers worth tracking—and the ones worth sanity-checking inside your own hiring system. Here’s what the data points to: - High-volume hiring has become cheaper and more controllable - Managerial hiring has become noticeably more expensive—and riskier - Speed has mostly leveled out, but it’s often purchased with higher spend - The biggest blind spot remains quality of hire (because most teams still don’t define or measure it well) If your recruiting KPIs are only “fast” and “a lot,” you can absolutely get more efficient. But that doesn’t automatically mean you’re getting better.
SHRM 2025 Recruiting Executives Benchmarking Report Key Takeaways
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Senior Account Executive @ LinkedIn | Helping Search and Staffing Firms Maximize LinkedIn
The 2026 State of Staffing & Search report from LinkedIn and the American Staffing Association just released. A few trends that keep showing up together in this report and other similar type of reports: 📈 Contract work is rising (vs full time jobs) 📉 Fewer of those contracts are converting into full-time jobs ⏱️ Employee tenure keeps getting shorter Fast-forward 5-10 years and it starts to look like a workforce optimized less for tenure and more for projects, outcomes, and flexibility. This raises some interesting questions: 1️⃣ For recruiters & staffing owners: If contract-to-perm conversions continue to decline, how does the business grow without simply adding more reqs or more recruiters? (I think this will naturally force the conversation toward redeploying talent, increasing lifetime value, and being a more strategic partner to clients through workforce forecasting) 2️⃣ For employers: How do you retain institutional knowledge and build culture while staying agile and flexible? Also, if employees rotate more often, how do you assess experience without relying on tenure? 3️⃣ For employees: Does career progression become more about building a portfolio of skills and experiences than time in a role? What's best way to signal growth and credibility? Would love to hear how others are thinking about this shift. Full Report from ASA & LinkedIn in the comments.
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The graph referenced from Human Resources Management illustrates the Recruiting Yield Pyramid, allowing us to calculate the conversion rates at each stage of the hiring process. By examining the relationship between the base and the peak of the pyramid, we find that the probability of a lead eventually becoming a new hire is approximately 4.17%. This insight highlights the importance of understanding each stage in the recruitment process to improve hiring outcomes.
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More on what to do with this data in blog https://open.substack.com/pub/linakalysh/p/hiring-became-a-process-recruiting?utm_campaign=post-expanded-share&utm_medium=web