This page contains facts and statistics that provide insights on the careers/employment space, including info on job seekers, hiring managers and employers.
Job seekers successfully complete 53 percent fewer applications on mobile devices and it takes them 80 percent longer to do so.
In 2016, 45 percent of workers age 55 and older were expected to retire after age 65, up from 15 percent of such workers in the 1996 survey.
While 10,000 baby boomers retire every day, only 5,900 leave the workforce.
Forty-four percent of millennials — those born between 1981 and 1997 — are people of color.
In 2018, just under half (48%) of post-millennials/Generation Z — those born between 1997 and 2012 — were people of color.
In 2016, millennials surpassed Generation Xers to become the single largest generational group in the U.S. labor force.
Roughly a third of Americans in the labor force (35%) are millennials.
Forty-two percent of Gen Zers, age 17 to 23, are already gainfully employed in either full- or part-time jobs or as freelancers.
Forty-five percent of millennials say a job that accelerates their professional or career development is "very important" to them, compared to 31 percent of Gen Xers and 18 percent of baby boomers.
The most in-demand job for Gen Z is software engineer, accounting for 19 percent of Gen Z job applications.
Forty-seven percent of Gen Zers admit to texting during meetings while only 22 percent of baby boomers do.
Plus, Gen Z employees are three times more likely than baby boomers (60% and 22%, respectively) to use technology for personal reasons during the workday.
Sixty-three percent (nearly two-thirds) of Gen Zers frequently or sometimes check work email or texts outside of office hours; – only 38 percent of baby boomers do the same.
Forty-seven percent of working millennials now say they freelance in some capacity.
Gen Z and millennials both cite "long hours" as their No. 1 workplace con.
In 2018, there were nearly 76 million women age 16 and older in the labor force, representing 47 percent of the total labor force.
Fifty-seven percent of women participate in the labor force as compared to 69 percent of men.
Women's labor force participation rate peaked in 1999 at 60 percent. It began a more significant decline after the Great Recession and is projected to be 55 percent in 2024 and 52 percent in 2060.
For the class of 2016–2017, women earned more than half of bachelor's degrees (57%), master's degrees (59%), and doctorate degrees (53%).
Women have earned more bachelor's degrees than men since 1982, more master's degrees than men since 1987, and more doctorate degrees than men since 2006.
In 2018, women held 52 percent of all management, professional, and related occupations.
In 2018, men held 76 percent of S&P 500 board seats, while women held 24 percent.
In the top 200 companies in the S&P 500, only six percent of board seats were held by women of color.
In 2018, men held 77 percent of Fortune 500 board seats, while women held 23 percent.
Only five percent of Fortune 500 board seats were held by women of color.
Women in the United States earn approximately 82 cents for every dollar paid to their male counterparts, according to some estimates.
Women ages 25 to 34 earn 89 cents for every dollar a man in the same age group earn.
Twenty-seven percent of women are likely to negotiate their salary, compared with 38 percent of men.
Women are more likely than men (39% vs. 29%) to consider flexible hours and remote work one of the most important factors in looking for new opportunities.
Men are more likely than women (66% vs. 57%) to consider growth within the company a key factor.
Nearly half of employers (47%) say that if they can't find a candidate online, they are less likely to call him or her in for an interview.
Fifty-five percent of job seekers say they've decided against applying for a job after reading a negative review of the company.
As of September 2018, only 18 percent of adults in the U.S. had altered a social media account when they were applying for jobs.