2026招聘基准报告：同比洞察与行业趋势

Year-over-year insightsand industry trends Table of contents Introduction2Executive summary5Hiring growth9Recruiting team size26Job openings per recruiter34Applications per recruiter42Hires per recruiter55Interviews & interviewer hours per hire68% applications by source channel in 202572% hires by source channel in 202578% of sourced hires that are rediscovered84Funnel passthrough rates.97Conclusion148 Introduction After years of volatility, the recruiting landscape is beginning to find its footing. The sharpcontractions of 2022 and 2023 have given way to the frst sustained signs of recovery, even asteams continue to operate leaner and more selectively than before. For talent leaders, that The data for Gem's sixth annual Recruiting Benchmarks Report was collected over a four-yearperiod, from June 2021 to May 2025. It includes data from 165 million applicants, 15 millioncandidates, and 1.2 million hires. volumes are slowly recovering, how workloads and passthrough rates have shifted, which sourcechannels drive the highest ROl, and where teams are finding new efficiencies in a leaner, Al-drivenmarket. rethinking sourcing strategies, this year's benchmarks are built to help you lead with clarity,confdence, and data-backed conviction in the year ahead. It's also important to note that this year's report, compared to last year's, shifted from a calendar year to a June-Maycycle. As a result, some historical metrics may differ slightly from those published in previous reports Notes and definitions of key terms This section defines how key metrics, stages, and departments are represented throughout the report. with both the hired candidate and all others considered. This metric illustrates recruiter and hiring team workloadCandidate records tagged as “applied" without a defined source. These may represent manual entries or applications from unknown sources.Candidate records tagged with marketing-related sources such as company campaigns, talent communities, email outreach, or social media. or outreach sequence. Technical Assessment). Hiring is slowly starting to recover after yearsof decline Recruiting team sizes have reset to a leaner After two years of contraction, aggregate hiring growthis in the frst sustained rebound since the 2021 peak(+8.3% YoY). Volumes remain roughly 30% belowpre-downturn levels, but the direction has shifted,led by smaller and growth-stage companies. Recruiting teams are smaller than before the downturn(down ~14% vs. 2021) but steady for the frst time inyears. The steepest cuts appear to be behind us,marking a structural reset in team size and scope,not a temporary contraction. and hiring is harder on both sides and resource-intensive total interviewer hours are up sharply, driven primarily bytechnical roles, which now average 35-36 interviews perhire. But the upward pressure is spreading: Sales,Marketing, and Operations have seen some of thesteepest increases as organizations across functionsprioritize precision over speed. applications as in 2021 (+93%), yet hires per recruiterhave fallen 43%, from 50.5 to 29.0. After bottoming outin 2024, throughput has steadied (down just 2.7% YoY),but the imbalance between effort and outcomespersists. Teams are working harder than ever whilecandidates face steeper competition - a reflectionof a market defined by intensity, not ineffciency Sourcing remains one of the most reliableways to find high-quality talent Rediscovery represents one of the strongestuntapped opportunities in recruiting Job boards and marketing channels dominateapplication volume (roughly 90% combined) butaccount for only about half of hires. Relationship- andoutreach-driven channels continue to outperform by awide margin: direct sourcing delivers 1% of hires off just2.6% of applications (a 4× yield), referrals convert at 11x,and internal mobility at 32x. Sourced candidates are alsonearly 8x more likely to be hired than inboundapplicants, underscoring that quality talent is most oftenfound through deliberate, targeted outreach. Nearly half (46%) of sourced hires now come fromrediscovered candidates - people already in acompany's CRM or ATS - up from 26% in 2021. Thistrend highlights the value of starting with your ownnetwork before looking outside. Existing data (pastapplicants, silver medalists, and prior outreach)continues to prove one of the richest sources ofqualifed talent. but close rates are strongOnly 8% of applicants advance past screening and growth with intent rising acceptance rates all reflect a more disciplinedequilibrium. Employers are hiring with care, candidatesare committing with confdence, and the market as awhole has matured beyond the volatility of 2021-2023. 0.5% are ultimately hired (roughly one in 200). Still, oncecandidates reach the offer stage, 82% accept-thehighest rate since 2021. Taken together, the data marksan inflection point Enterprises filter candidates aggressivelyupfront while startups screen heavilymid-stage A