In this report

We have Data from over 10 companies analyzed to identify trends in open positions, applications and Recruiting metrics to investigate.

Summary of findings

Recruiting has become more difficult for candidates and recruiters: Fewer vacancies, more applications per position, and higher rejection rates. HR teams are under pressure to make the recruiting process faster, cheaper and more efficient. Rejections are made primarily due to a lack of role fit and lack of experience; compensation, corporate culture and team fit usually only play a role in later phases. Social media and career sites deliver lots of applications but have the lowest hiring rates, which is why automation is critical. Turnover rates remain stable (~ 50% voluntary, 50% involuntary), which shows that the quality of hiring remains unchanged despite a larger pool of candidates.

methodology

data sources

• Period: 01.06.2022 — 31.12.2024
• Companies: 10+ (various sizes) in Germany
• Analyzed sites: approx. 2,000
• Applications: approx. 200,000

With the help of our Recruiting analytics platform various KPIs in the recruiting process analysed — both from historical perspective as well as in Panel comparison.

Historical trends in the application process:

• Entire application flow:
  • number of applications over time (we look at individual Jobs, not every single call for tenders)
  • Applications received
  • Rejected applications → Rejection rate and Acceptance rate
  • Reasons for refusals, classified in Macro categories for a better overview
  • Fluctuation of new employees + reasons

Effectiveness and efficiency of recruiting channels:

• Trends in Time-to-hire and Time-to-fill over time
• Comparing Recruiting channels concerning Time-to-hire, Time-to-fill and efficiency

This analysis provides valuable insights for HR teams, Recruiter and Talent Acquisition Manager, around the Recruiting process to optimize Attracting talent efficiently And the Applicant experience to improve.

‍Dealing with abnormalities:
Data from bundled channels, small specific ad hoc channels and sources originally categorized as “other” were not included. Peak scores in applications with an untypical distribution were excluded.

Recruiting figures & benchmarks at a glance

• 2022: few applications per position, 73% rejection rate
• 2023: sharp increase in applications, 85% rejection rate
• 2024: Application figures remain high, 93% rejection rate

Trends in vacancies and applications

Key findings: Recruiting has become significantly more challenging for candidates and recruiters: fewer vacancies, more applications per position, and higher rejection rates.

Vacancies vs. application volume:

‍The number open Jobs rose initially from 2023 to 2024. In the second half of 2024, however, it declined and stabilized — possibly a symptom of the current and future economic situation.

Paradoxical trend: Although the number of vacancies fell, applications remained high — the “applications per position” ratio rose drastically.

peopleIX analysis: The data shows a flood of applications combined with declining job opportunities. This creates a seller market for employers, but places a heavy burden on HR teams.

• 2022: Candidate market with less Applications per position
• 2023/2024: dramatic increase in applications, while Jobs Go back
• Winter applications could offer better relative opportunities

Recruiting efficiency and fluctuations

Rejection rates are constantly increasing:
Die Rejection rate Is from 20% to almost 93% of all by 2024 applications increased. One possible reason is the increased use of ATS systems for automated CV testing.

Main reasons for cancellations:

• None Wheel fit (increasingly)
• Deficient experience (biggest influencing factor)

Insight: The more applications The higher the requirements become. Companies are increasingly searching Senior profiles, which are not easily available on the market.

• Remuneration, culture & team fit relevant, but only in later phases
• Only a minority of cancellations are due to salary or team mismatches

Recruiting channel performance

Application volume vs. conversion rate:

• Career pages: 0.7% (very high Application volumes, low Conversion)
• Social media: 0.6% (very high)
• Job boards: 1.4% (high volume, good balance between efficiency & Time-to-hire/fill)
• Referrals: 8% conversion, low volume

Efficiency winner: Job boards outperform comparable channels and convert twice as well as social media and career sites.

peopleIX analysis: Job boards offer the best balance between volume and speed. Social media can be cost-effective when time pressure is not a major factor.

Time-to-hire/fill insights:

• Time-to-hire: 40-50 days (stable)
• Time-to-fill: ~140 days (stable)
• Top performers: job boards, headhunting, social media

<aside>Total costs must be taken into account when evaluating the attractiveness of channels (in particular large volumes such as job boards and social media). This analysis does not include any costs, but is crucial for detailed ROI calculations (costs of waiting time vs. costs of</aside> job placement).

Recruiting new employees

• Retention remains stable at ~ 85%
• More Applications per position Do not automatically increase the quality of Candidate pools
• Turnover after employment: 50% voluntary, 50% involuntary

Conclusion: Stable Retention In spite of high Application volumes → strong performance for HR teams

conclusion

Modern HR teams need smart tools

Recruiting It now runs via numerous channels with widely varying efficiency. social media and Career pages deliver high volumes but low conversion — automation is crucial. PeopleIX enables data-driven workforce planning, optimized Multi-channel recruiting and ensures the quality of candidates.

Recommendations for action

For talent acquisition professionals:

• Seasonal Recruiting strategies: Q2 = application high, Q4 = less competition (+20% response Dec./Jan.)
• Skills-based hiring: Take competencies into account early in the process & in job description → faster process, higher Retention

For HR Operations & Recruiting Technology:

• Optimize multi-channel ROI: Prioritize job boards + referrals
• ATS & Pre-Screening Automation: AI-powered pre-selection → Reduce screening time by 60-70%

Strategic KPIs 2025:

• Increase funnel efficiency (+0.2—0.4% conversion per channel)
• Quality of Hire stabilize (≥85% retention)
• Optimize costs per hire (adjust channel mix)

Further research

• Trends & efficiency of sources by sector, gender and Job family (Product, Customer Success, Software Engineering)
• Objective: further implementable Recruiting insights

This report was produced by peopleIX Data Lab.
Team: Andrea, Marie
time period: 01.06.2022 — 31.12.2024
Data basis: 10+ companies, approx. 2,000 jobs, 200,000 applications
More insights: https://www.peopleix.com/blog

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