2023年上半年招聘和人才趨勢(shì)+The+First+Half+of+2023：Hiring+and+Talent+Trends

workda

TheFirstHalfof2023:

HiringandTalentTrends

TableofContents

Overview4

KeyInsights

1H2023inReview

4

5

HiringSlowdownsAcrossIndustriesPersist

6

Takeaways

8

AGlobalView

9

Takeaways

12

JobSeekersFaceaFarMoreCompetitiveMarket

13

Takeaways

14

DespiteSurgingApplicantVolumes,InterviewsScheduledHaveDecreased

15

Takeaways

16

BenchmarkingTrends

17

Methodology

20

TheFirstHalfof2023:HiringandTalentTrends|2

Overview.

Asweexaminethefirsthalfof2023,weseethehiring

slowdownstartingtogrow,withthegapbetweenapplications

andrequisitionsincreasing.Wearefirmlyentrenchedina

marketwhereemployersarefocusedonthehighest-quality

hirespossible,andrecruiterswillbemanagingsignificant

candidatevolumeforfarfewerroles.Meanwhile,thereis

stagnationinworkermobility,withemployeesneither

movingupnorout.

Thebottomline?Forbusinessestomeettheirgoals,they

mustrecruittherightpeoplewiththerightskillsfortheirfinite

numberofnewhires,whilefocusingonbringingoutthebest

intheirexistingtalent.Themostsuccessfulorganizationswill

takestepstoengageandoptimizetheirincumbentworkforce

whilebecominglaserfocusedonattractingtalentwiththe

bestskillsforthejob.

Belowaresomeideasonhoworganizationscanachievethis.

Hiringforskills.

Nowistheperfecttimeforcompaniestoshifttoaskills-firsttalentstrategy,

whichhasbeenproventoexpandtalentpoolsandimprovethequalityofhire.

Creatingstrategicworkforceplans.

Usestrategicworkforceplanningtoplanaroundthoseskillsandother

businessrequirements.

EmbracenewAIandMLforautomation.

Asrecruitersnavigateaseaofapplicants,theycanleverageAIandML

capabilitiestoassistintheirefforts,makedata-drivendecisionsaround

talentandstaffing,andtocreateabettercandidateexperience.

TheFirstHalfof2023:HiringandTalentTrends|3

KeyInsights.

Tobetterunderstandthecurrentlandscape,welookedintometrics

fromWorkdayRecruiting,WorkdayPeakonEmployeeVoice,andthecore

WorkdayHumanCapitalManagement(HCM)system.Thisiswhatwefound:

?Hiringslowdownsarebecomingmorepronounced.LookingatQ1andQ22023numbers,theslowdowninjobrequisitions(reqs)inQ2(-20%)wasmorepronouncedcomparedtoQ12023(-10%).

?Peoplearestayinginplace.Acrossallindustries,themedian12-monthvoluntaryturnoverratehasdeclinedby20%yearoveryear.

?Meanwhile,moreapplicationsarecominginforfewerjobs.Wesawa

15%decreaseinjobreqsinthefirsthalfofthecalendaryear(comparedtothesametimein2022),witha30%increaseinjobapplicationsduringthesametimeframes.

?Employeesarefindingfeweropportunitiestoadvance,especially

intech.12-monthpromotionratesdeclinedyear-over-yearin13of16

industrieswemeasure.Thetechnologyindustryhasthegreatestdecline,withmedian12-monthpromotionratesdeclining30%year-over-year.

?Keydriversonemployeesentimentaretrendingdown.DatafromWorkdayPeakonEmployeeVoiceshowsthatacrossregions,manyofthedriversassociatedwithhealthandwell-being(workload)and

employeeprogression(growth,reward,andrecognition)aresomeofthelowest-rankingdriversinthisyear’s

analysis

.

TheFirstHalfof2023:HiringandTalentTrends|4

1H2023inreview.

InMay2023,theBureauofLaborStatisticsreportedmorethan9.8million

jobopeningsintheU.S.WorkdayRecruitingprocessed2.2millionU.S.job

requisitiontransactionsinMay,representingnearly22%ofallU.S.jobopenings

thatmonth.Ifcurrentrateshold,Workdayisprojectedtoprocessmorethan

36millionrequisitions,266millionapplications,and24millionoffers/EAsin2023.

Thesizeandqualityofourdatasetallowsustohaveoneofthemostexpansive,

real-timeviewsofglobalhiringtrendsplayingoutinthemarkettoday.

Inthefirsthalf(1H)of2023,WorkdayRecruitingprocessed:

(percentagechangeiscomparedto1H2022)

-15%

18million

Requisitions

+30%

133million

Applications

-9%

12million

Offers

Aswefocusonthe1Hnumbersabove,what’scompellingisnotjustthat

applicationvolumesareoutpacingrequisitions,butthattherateatwhich

requisitionsandoffersaredroppingisspeedingup.InourQ1report,

requisitionsdeclinedby10%,whichmeanstherateatwhichrequisitions

declineddoubledinasinglequarter.Offersdeclinedby4%inQ1,which

meanstherateofdeclineincreasedbymorethan2xthisquarter.

LookingatQ22023inparticular,weprocessed:

(percentagechangeiscomparedtoQ22022)

-20%

8.6million

Requisitions

+30%

66.4million

Applications

-13%

6.2million

Offers

Thisreiteratesthatourcustomersarelaserfocusedonopeningfewerroles

andprioritizingtop-qualitycandidates.Theyarealsomanagingincredible

volumesthatwilltesttheirabilitytooperateatscale.Wecananticipate

thatteamsmayleanharderintointernalmobilityprogramsandupskilling

toaddressskills/projectcoveragegapsinlieuofhiring.

TheFirstHalfof2023:HiringandTalentTrends|5

Hiringslowdownsacrossindustriespersist.

Observethebelowtablestogetabetterunderstandingofchangesthroughout2023.

Thefollowingindustriescreatedthemostreqsin1H2023

(percentagechangeiscomparedto1H2022)

TotalRequisitions

PercentageChange

RequisitionChange

Retail

4million

-13%

-600K

Manufacturing

2.9million

-28%

-1.1M

Financialservices

2.6million

-24%

-811K

Healthcare

2.4million

+16%

+329K

ProfessionalServices

1.8million

-30%

-771K

LookingatQ22023

(percentagechangeiscomparedtoQ22022)

TotalRequisitions

PercentageChange

RequisitionChange

Retail

2million

-12%

-273K

Manufacturing

1.4million

-36%

-783K

Healthcare

1.3million

+13%

+143K

Financialservices

1.2million

-29%

-492K

ProfessionalServices

875,000

-30%

-371K

Thefollowingindustriessawthehighestapplicantvolumesin1H2023

(percentagechangeiscomparedto1H2022)

TotalApplications

PercentageChange

ApplicationsChange

Retail

29.6million

+33%

+7.2M

Financialservices

25million

+33%

+6.1M

ProfessionalServices

20million

+16%

+2.8M

Manufacturing

19.5million

+23%

+3.7M

Communications,

Media,andTech

14million

+19%

+2.2M

ThefollowingindustriessawthehighestapplicantvolumesinQ22023

(percentagechangeiscomparedtoQ22022)

TotalApplications

PercentageChange

ApplicationsChange

Retail

16million

+40%

+4.5M

Financialservices

12million

+29%

+2.7M

ProfessionalServices

9.8million

+18%

+1.5M

Manufacturing

9.5million

+20%

+1.6M

Communications,

Media,andTech

6.8million

+24%

+1.3M

TheFirstHalfof2023:HiringandTalentTrends|6

+32%

+69%

+71%

+77%

Comparingjobapplicationsbyindustry.

Lookingattheratioofapplicationstorequisitions,wecaninferwhich

industriesattractedmorecandidatesforopenpositionsin1H2023:

Highestapplicationsperrequisition

(percentagechangeiscomparedto1H2022)

+65%

+65%

+74%

-50%

+80%

11

10

9

9

8

ProfessionalServices

Nonprofit

FinancialServices

Communications,

Media,andTechnology

EnergyandUtilities

Lowestapplicationsperrequisition

(percentagechangeiscomparedto1H2022)

+23%

3

Healthcare

5

Education

6

Transportation

7

Manufacturing

7

PublicSector

TheFirstHalfof2023:HiringandTalentTrends|7

Takeaways.

Whilecommunications,media,andtechhavebornethebruntofnews

coverage,it’sclearhiringslowdownsarepervasiveacrossindustries,

aswesawdeclinesinreqsacrossthevastmajorityofindustries.

Healthcare,however,isrunningcountertobroaderhiringtrendsasitwas

theonlyindustryinthetop5ofrequisitionstoseeanincreasecompared

to1H2022.Healthcarehasexperiencedpersistentstaffingshortagessince

thepandemicandisstillaggressivelyhiringtofillgaps.

Onthetopend,industrieswiththehighestapp/reqsawsizeablegains,

showinghighapplicantdemandforfeweropenings.

Interestingly,communications,media,andtechactuallyexperienceda

50%decreasecomparedto1H2022.Evenwiththisdecline,itstillremains

asatop-fiveindustryintermsofapplicantdemandforopenroles.

Theindustrieswiththelowestappsperreqarerelativelyunchangedcompared

to1H2022;however,theyallsawsignificantincreasesintheirratios.Ofnote

wastransportation,manufacturing,andpublicsector,whichsawgainsof69%

andhigher.

Asfrontlineworkerindustriesthathavedealtwithlong-runningstaffing

shortagesandlowerapplicantvolumes,itisencouragingtoseehealthy

growthinapplicantdemand.

TheFirstHalfof2023:HiringandTalentTrends|8

+53%

+56%

Aglobalview.

LookingatratesoutsideoftheU.S.,ourcustomersgeneratedover:

(percentagechangeiscomparedto1H2022)

-9%

37million

4.5million

Applications

Requisitions

LookingatQ22023inparticular,weprocessed:

(percentagechangeiscomparedtoQ22022)

-12%

19million

2.2million

Applications

Requisitions

+2.5%

2.5million

Offers/EAs

-1%

1.3million

Offers/EAs

TheFirstHalfof2023:HiringandTalentTrends|9

LookingbeyondtheU.S.

ThecountriesoutsidetheU.S.thatgeneratedthemostrequisitions,

applications,andemployeeagreementsin1H2023were(percentage

changeiscomparedto1H2022):

UnitedKingdom

-23%

806,000

Requisitions

Canada

-1%

910,000

Requisitions

France

-3%

490,000

Requisitions

+23%

8million

Applications

+105%

10.3million

Applications

+34%

3.6million

Applications

-11%

460,000

Offers/EAs

+14%

770,000

Offers/EAs

+17%

240,000

Offers/EAs

TheFirstHalfof2023:HiringandTalentTrends|10

Netherlands

-25%

304,000

Requisitions

Germany

-22%

360,000

Requisitions

個(gè)

+7%

2million

Applications

個(gè)

+44%

2.5million

Applications

-23%

120,000

Offers/EAs

-13%

170,000

Offers/EAs

(

TheFirstHalfof2023:HiringandTalentTrends|11

Takeaways.

Whilethereisvariabilityinhiringbasedoncountry,inaggregateourcustomers

outsideoftheU.S.alsosawdeclinesinreqvolume,butatalowerrate.There

wasalsosubstantiallyhighergrowthinapplicantvolumeandaslightuptickin

offers/EAsin1H2023.

?WecaninferthatthefactorsaffectingU.S.customers(inflation,

weakenedhiringdemand)arealsoaffectingourglobalcustomers,

butthereappearstobeahigherlevelofresiliencecomparedtotheU.S.

?Ofnote,Canadasawnomeaningfuldeclineinrequisitionsandalso

experiencedmorethana2xincreaseinapplicantscomparedto1H2022,showingthatwhilereqgrowthisonparwith2022,itisseeingtwiceasmanycandidatesfortheopenings.

TheFirstHalfof2023:HiringandTalentTrends|12

Jobseekersfaceafarmore

competitivemarket.

Lookingattheratioofapplicationstooffers/EAs,wecangetasenseofwhichindustriesjobseekersmayexperiencethemost/leastcandidate

competitioninordertoreceiveapotentialoffer.

The5highestapplicationsperoffer/EA

(percentagechangeiscomparedto1H2022)

Communication,Media,andTech

EnergyandUtilities

FinancialServices

Nonprofit

ProfessionalServices

274%

90%

73%

53%

48%

The5lowestapplicationsperoffer/EA

(percentagechangeiscomparedto1H2022)

4

+28%

Healthcare

5

+19%

Education

5

+45%

Hospitality

7

+49%

Transportation

8

+17%

PublicSector

TheFirstHalfof2023:HiringandTalentTrends|13

Takeaways.

Ascompaniesreducedhiring,itwasinevitablethatcandidateswouldseemore

competitionforfewerjobs.Whatismosttellingistherateoftheincreases.

Leadingthewayiscommunications,media,andtech,withamorethan

4xincreaseinapplicationsperoffer.Asmanyjobseekerslookedfornew

rolesduetolayoffs,rescindedoffers,andsoon,theyareexperiencingfar

morecompetitioncomparedtothegrowth-hiringera.

Evenindustrieswithlowerapplicant-to-offerratiosareseeingincreased

candidatecompetitionforoffers.Thisonceagainreinforcesthatacross

theboard,industriesarefocusingonqualityofhirewhilebalancingspeed

andincreasedthoroughnessintheirselectionprocesses.

Wecanalsoexpectareductioninvoluntaryturnoverasthejobmarket

tightens.Theaggressivejobswitchingwe’veseenoverthelastyeardriven

byrecordhiringisover.Asthehiringmarketcontracts,economicuncertainty

persists,andwagegrowthslows,employeesaremorelikelytoremainin

rolevs.leavingandcompetingforfewerroles.

TheFirstHalfof2023:HiringandTalentTrends|14

Despitesurgingapplicantvolumes,

interviewsscheduledhavedecreased.

In1H2023,weprocessedover13.6millioninterviews,whichisa13%decreasecomparedto1H2022.

FinancialServices

Retail

Manufacturing

ProfessionalServices

Healthcare

3.1million

2million

1.9million

1.7million

1.3million

-9%

-13%

-7%

-22%

+12%

TheFirstHalfof2023:HiringandTalentTrends|15

Takeaways.

Despitesoaringapplicantvolumes,wehavenotyetseenanassociated

increaseinthenumberofinterviewsbeingscheduled.Infact,weare

currentlyseeingtheopposite.

Thiscouldbeattributedinparttofewerjobrequisitionsbeingcreated,

whichinevitablymeansfewerinterviewsarerequired.

Customersmayalsobeapplyingmorestringentandadditionalscreening

criteriafortheirpipelinestoensuretheyareonlyschedulinginterviews

fortop-qualitycandidates

Onceagain,healthcareprovestobeanexceptiontotherulewitha12%

increaseininterviewsscheduled.Asmentionedearlier,healthcarewasthe

onlyindustryinthetopfivetoseeanincreaseinreqs.Asitshiringdemand

continuestogrowcombinedwithhigherapplicantvolumes,healthcarewill

experiencemorestrainonhiringprocesses.

TheFirstHalfof2023:HiringandTalentTrends|16

Benchmarkingtrends.

Let’sexaminesomeofthedownstreameffectsofthesehiringandrecruiting

trendsthroughthelensofWorkdayHumanCapitalManagement(HCM)toget

adeeperviewofhowthesetrendsareimpactingworkersandorganizations.

Thenumbersbelowarefromnearly2,000organizations(representing

198countriesand6.6millionworkers)contributingdirectlytostandardized

metricsviaWorkdayBenchmarking.What’smore,becausealmostallWorkday

customersaregrowthcompaniesthatareoutperformingtheirpeers,the

picturebelowisofgoodorganizationsdoingtheirbestinachallengingand

uncertainenvironment.

Diversityeffortsstall.

Withlowerhiringratesanddecreasedvoluntaryattritionacrossnearly

allindustriesoverthefirsthalfof2023,theopportunitiesforexecuting

ondiversitygoalshavebeenmorelimited,whichislikelyasignificantfactor

contributingtotherepresentationtrendsthusfarin2023.Afterseeing

increasesacrossnearlyallindustriesin2022inBlack,HispanicorLatino,

andfemalerepresentation,resultsweremixedinthefirsthalfof2023,

withmany—butnotall—industrieslosingground.

RepresentationchangeforBlack,HispanicorLatino,andWomenbyindustry.*

(percentagein2023)

Black

+0.3%

HispanicorLatino

-1.8%

Women

0.0%

ConsumerGoods

EnergyandUtilities

+0.3%

+0.8%

+1.9%

FinancialServices

-0.3%

-0.3%

+0.3%

Healthcare

+0.3%

-0.0%

-0.2%

Insurance

-1.0%

+0.1%

-0.6%

Manufacturing

+0.5%

+0.2%

+0.7%

ProfessionalServices

-0.2%

-0.1%

+0.6%

Retail

-0.6%

+0.5%

+0.5%

Technology

-0.0%

-0.1%

-0.7%

*6MonthChangeinRepresentation%

TheFirstHalfof2023:HiringandTalentTrends|17

Thepercentageofwomeninmanagementtrailsbehindthepercentageof

womenintheworkforcewithinindustries.Forexample,inhealthcarewhile71%

ofemployeesarewomen,just63%ofmanagersarewomen.Theonlyindustry

thathasreachedparityinleadershiprolesforwomenisconsumergoods.

Representationofwomenintheworkforceandmanagerrolesbyindustry.

(percentagein2023)

Employees

Managers

Difference

Healthcare

70.8%

62.5%

-8.0%

Insurance

57.7%

49.9%

-7.8%

Retail

52.4%

45%

-7.4%

FinancialServices

49.3%

43.5%

-5.8%

ProfessionalServices

45.5%

40.7%

-4.8%

EnergyandUtilities

26.9%

22.7%

-4.2%

Manufacturing

29.6%

25.9%

-3.7%

Technology

35%

32.2%

-2.8%

Education

58.2%

57.3%

-0.9%

ConsumerGoods

29.7%

31.6%

+1.9%

Voluntaryattritionisdownandinvoluntaryattritionisup.

Afterseeinglargeincreasesinvoluntaryattritionextendinginto2022,thefirst

halfof2023sawanear-universaldeclinein12-monthvoluntaryattritionrates

asofJuly,comparedtotheendof2022.However,basedon90-daytrends,

voluntaryattritionratesappeartohavestabilizedinrecentmonths,andare

nolongertrendingdownward.

Concurrently,involuntaryattritionratesareupacrossindustries,asmore

companiesenactlayoffs,optimizations,and/orperformance-basedcuts.

Involuntaryratesbroadlypeakedinthefirstquarterof2023,andhave

declinedslightlysince.

VoluntaryandInvoluntaryTurnoverTrendsbyIndustry.*

(percentagein2023)

VoluntaryTurnover

InvoluntaryTurnover

Technology

-4.2%

+1.7%

Manufacturing

-2.8%

+0.4%

ProfessionalServices

-2.5%

+1.5%

Retail

-2.3%

+0.7%

FinancialServices

-1.9%

+0.4%

ConsumerGoods

-1.8%

+1.6%

Healthcare

-1.6%

+0.6%

Insurance

-1%

+0.1%

EnergyandUtilities

-0.7%

+0.2%

Education

+0.5%

+0.5%

*Turnoverchangeisthechangeinthe12-monthrollingmedianrate

TheFirstHalfof2023:HiringandTalentTrends|18

Theattrition/engagementrelationship.

Comparedtothetrendsobservedattheendof2022,companiesarepromoting

less,hiringless,andgrowingsloweracrossnearlyallindustries.Current

employeesareunlikelytoleavetheirjobsvoluntarilyafterwitnessinglayoffs

withintheirorganization,andwhat’smore,theyhavefeweropportunitiesfor

internalcareergrowthviapromotionsorinternalhiring.Wethinkthissituation

iswhymanyofthemaindriversofemployeeengagementthatourcustomers

trackinWorkdayPeakonEmployeeVoicethatrelatetoretention(growth,

reward)andhealthandwell-being(workload)rankrelativelylowcompared

tootherdrivers.

High-potentialemployeesarestaying,fornow.

Thegoodnewsisthathigh-potentialemployeesshowthesametrendas

seenoverall,with12-monthvoluntaryattritionratesdownyearoveryear

andsincethebeginningoftheyearacrossallindustries.Thismeansthat

high-potentialemployeesarebeingretained,buttheseemployeeswillbe

facedwithdecreasingpromotionandinte