Top HR Statistics and Trends to Elevate Your Game in 2025

Handling all people-related concerns and ensuring employees are treated fairly falls under some of the most important responsibilities of HR departments. 

Despite their efforts, more than half of employed workers are actively looking for a new job. One of the main reasons for this is a shift in priorities. Research shows that 53% of employees prioritize their health and well-being over work.

Want to learn more about the most interesting US and global HR statistics and trends in 2025? Continue reading our guide to gain a clearer perspective on the state of employment and HR’s past, present, and future.

10 most important HR statistics for 2025

Before we start rifling through other fascinating HR stats, though, here’s a quick taste of what’s to come:

1. The latest data shows HR is a female-dominated field since 663,456 HR workers are female, and only 227,697 are male.
2. Inflation concerns were the biggest obstacle for 74% of HR professionals in the past year. 
3. A great deal of HR professionals (51%) believe a small budget will be one of their biggest success barriers in 2025. 
4. Low employee engagement costs the global economy about $8.9 trillion annually, so employee engagement is the #1 priority for 44% of HR professionals.
5. Global employee engagement has risen to 23%. 
6. Person-first experience is more important than ever, as 82% of workers want to be seen as people by their organizations — not just as employees. 
7. More than half of organizations (56%) allow for some form of hybrid work. The rest would like to go back to their offices. 
8. To attract workers, 66% of employers are offering better healthcare benefits. 
9. The onboarding period lasts for 1 month in 38% of organizations. 
10. Workplace monitoring is one of the leading causes of stress in the workplace — 60% of monitored workers state they are feeling tense or stressed at work.

Human resources management software

Organize your HR processes before all else — try Plaky.

Sign up Learn more

General HR statistics

Although it’s common for men to be the dominant gender in most industries, women are actually the superstars of HR.

According to the US Department of Labor’s Employment and Earnings by Occupation data, most HR professionals are female.

The latest data shows women come out on top across all 3 types of occupations detailed in the report:

• HR managers — 205,165 women and 67,363 men,
• HR assistants — 65,018 women and 17,075 men, and
• HR workers — 663,456 women and 227,697 men. 

Let’s go through some other thought-provoking general HR statistics. 

Male HR professionals earn more than female HR professionals

Even though women essentially rule the HR world, pay equity has remained unattainable.

The same data mentioned above gives us an insight into the pay difference between men and women in HR.

Data source: US Department of Labor’s Employment and Earnings by Occupation

The highest paying states for HR managers and HR specialists

Based on the annual mean wage, the latest US Bureau of Labor Statistics data on HR managers shows us where they earn the most.

As for HR specialists, the latest US Bureau of Labor Statistics data on HR specialists indicates they’re paid the highest annual mean wage in these states:

The main challenges HR professionals face in their line of work

According to SHRM’s 5 Key Challenges Organizations Will Face in 2024, these were the greatest obstacles respondents faced in the past year: 

• Struggles with engaging workers — Maintaining employee morale and engagement was prioritized by 81% of respondents in 2024.
• Balancing inflation and talent needs — For a whopping 74% of HR professionals, this was the greatest challenge. 
• Mental health challenges — 66% of HR professionals said employee mental health was a concern.
• Training an evolving workforce — More than half of organizations (53%) cited upskilling or reskilling their current personnel as a top priority.
• Realizing the full potential of AI — 25% of HR departments were already using AI for various reasons (talent acquisition, employee training, and people analytics), whereas another 26% were planning on adopting AI tools in 2024.

Employer statistics from an HR perspective

The economic uncertainty and resource limitations organizations face today have definitely led to a shift in the initiatives employers and HR departments focus on. And it seems talent acquisition (TA) has taken quite a blow.

In Lattice’s 2021 State of People Strategy report, TA was being prioritized by 40% of surveyed HR leaders.

Yet, in Lattice’s 2023 State of People Strategy report, TA’s importance plummeted, with only 17% of organizations planning to prioritize it in the upcoming 12 months. 

Lattice’s 2025 State of People Strategy report shows that the HR departments’ focus has shifted to retention. As engagement is critical to employee retention, it’s no surprise that engagement is now HR’s top priority.   

HR departments’ priorities in 2025

The above-mentioned newest Lattice’s report shows the following top priorities among HR teams: 

• Employee engagement takes the first place, with 44% of the respondents citing it as crucial for retention.  
• At the close second place is performance management, which is #1 for 40% of HR teams.
• Learning and development follow as a major priority for 34% of HR teams.
• Manager enablement and training will be the focus of 32% of HR teams.
• DEIB programs will be prioritized by 15% of HR teams. 

Focusing on leadership alone, Gartner’s Top 5 Priorities for HR Leaders in 2025 report showed the percentage of HR leaders that would likely prioritize the following areas this year:

• Leader and manager effectiveness — According to an astonishing 75% of HR leaders, managers are overwhelmed. What’s more, 70% think that leadership programs are not adequately preparing managers for the future. 
• Organizational culture — 57% of HR leaders say managers don’t enforce the company’s culture. More than half of HR leaders even add that leaders don’t feel accountable for demonstrating the company’s culture.
• Strategic workforce and planning — Shockingly, only 15% of companies undertake strategic workforce planning, which results in HR’s inability to align talent with the company’s long-term goals. 
• Change management — 73% of HR leaders report that their workforces are having a hard time dealing with the rapid changes the business world is facing (e.g., work models constantly changing and the rise of new technologies). Aside from that, according to 74% of the respondents, managers are not prepared to lead change, which is an additional issue. 
• HR technology — More than half of HR leaders believe their current technology is failing to meet their business needs. 

Top obstacles HR teams are facing

Let’s look at the data from the previously mentioned SHRM report:

• 74% of HR executives cited inflation as the greatest concern for their company. 
• Most HR professionals (58%) highlighted limited time or dedicated personnel as a barrier to achieving their priorities. 
• A slightly lower percentage (51%) said a lack of budget was going to be one of the biggest obstacles to their organization’s success and achieving their priorities. 

According to LinkedIn’s report Future of Recruiting 2024, the biggest challenges for recruiting in the next 5 years will be: 

• Competition from other companies, 
• Attracting and retaining Gen Z, 
• Finding candidates with the right hard and soft skills, and 
• Inability to offer competitive salaries to candidates.  

Benefits companies are offering to stay competitive in the job market

To ensure proper hiring, gaining a competitive edge is a must. Luckily, organizations are already looking into how to make themselves more appealing to potential employees. 

According to Monster’s 2025 Work Watch Report, a great deal of employers are focusing on these benefits in response to worker demand:

• Healthcare benefits — 66% of employers, 
• Paid time off, including paid volunteering — 63% of employers,
• Flexible work schedules — 47% of employers,
• Family/childcare support — 46% of employers, and 
• Remote flexibility — 40% of employers.

As stated in the same report, these are the most important benefits for employees: 

• Flexible work hours — for 28% of employees,
• More remote work flexibility — for 22% of employees, and
• Fitness, mental health, and learning opportunities or allowance — for 22% of employees.

Recruiting and hiring statistics

According to SHRM’s 2023-2024 State of the Workplace Report, talent acquisition hasn’t been easy for most companies that took part in it.

Namely, the top challenges regarding finding talent in 2023, as reported by HR professionals, were:

• Lack of well-qualified applicants — 58%,
• Uncompetitive compensation — 40%,
• Demand for in-person work — 27%,
• No career advancement opportunities — 26%, and
• Lack of schedule flexibility — 24%.

The current state of employment in the US

To better understand the state of employment in the US, we turned to the latest data provided by the US Bureau of Labor Statistics’s Employment Situation report: 

• The unemployment rate was 4% in January 2025. It had been either 4.1% or 4.2% for 8 months prior to that. In comparison, the unemployment rate in August 2022 was 3.7%.
• The number of unemployed reached 6.8 million in January 2025, whereas in August 2022, it was 6 million.

That said, the number of job openings has gone down, according to the latest data from the US Bureau of Labor Statistics’s Job Openings and Labor Turnover report: 

• The job openings rate was at 4.5% at the end of December, with 7.6 million job openings available.
• The number of job openings was down by 833,000 over the last year.
• The new hires rate was 3.4% in December 2024. The number of hires changed little at 5.3 million in November 2024 but was down by 300,000 over the year. 
• The rate of total separations — including quits, layoffs, and discharges — was 3.3% in the same period, which translates to 5.3 million people.

The most popular job boards

According to Trakstar’s 2023 Human Resources Leadership Survey, 12% of respondents said they didn’t use any job boards. 

Among those who did, 37% of respondents believed LinkedIn provided the best candidates.

Indeed came in at a close second place, with 34% of respondents listing it as their preferred hiring board.

Benefits employers should consider offering when hiring talent

Betterment at Work’s 2024 Retirement Readiness report revealed more than half of the respondents (57%) would consider changing jobs if they were offered better benefits. 

Financial wellness is top of mind for most potential employees. Therefore, the following benefits carry the most influence in this situation:

• A higher 401(k) match — 55%,
• An employer-sponsored emergency fund — 40%,
• A flexible spending account (FSA) or a health savings account (HSA) — 29%,
• Wellness stipend — 33%,
• A student debt/401(k) matching program — 18%,
• Budgeting and savings tools — 24%,
• Access to a financial advisor — 21%,
• Student loan or financial assistance repayment programs — 18%,
• Childcare support — 18%, and
• A 529 (college savings) plan — 13%.

Nontraditional employee benefits also help employers attract talent 

According to HR Dive’s 2024 Identity of HR survey, nontraditional benefits are on the rise as the perfect (and pretty efficient) way to attract talent. 

Here’s which benefits HR professionals cited as the crucial part of their talent strategy:

• Remote or hybrid work model — 56% of HR professionals,
• Mental health or counseling benefits — 36% of HR professionals,
• Student loan repayment, tuition reimbursement, or other educational benefit — 22% of HR professionals, and
• Public transit or rideshare benefits — 14% of HR professionals. 

The candidates’ top priorities

LinkedIn’s The Future of Recruiting 2024 report listed the following as the top priorities for candidates looking to apply for a job:

• Compensation,
• Work-life balance,
• Flexible working arrangements, 
• Advancement, and
• Skill development. 

The same LinkedIn report showed that, in comparison to other generations, Gen Z is more likely to prioritize the following opportunities: 

• Advancement — 36% more than other generations, and 
• Skill development — 34% more than other generations.

The effect of AI on recruiting and hiring

LinkedIn’s report Future of Recruiting 2024 shows the following data on the impact of AI on HR tasks and responsibilities: 

• 62% of HR professionals are optimistic about the use of AI in recruiting. 
• 57% of recruiters report AI tools help them write job descriptions faster. 
• 45% of HR professionals have AI to thank because AI automations allow them to work on more fulfilling tasks. 
• 41% of respondents said AI helped them improve their overall productivity.
• 35% of recruiters find it faster and easier to communicate with potential candidates by using AI tools.

 Interestingly, 12% of HR professionals even report that they created new job roles tied specifically to the use of Gen AI.

Employee onboarding statistics

According to Talmundo’s Expectations vs Reality of Onboarding study, 83% of employees believe that having an onboarding program would be useful. Here’s what the benefits, according to this study’s respondents, are: 

• 79% state onboarding helps with a quick integration into the company culture.
• 78% mentioned it contributes to a positive attitude toward the employer.  
• 78% believe it adds to a positive candidate experience.
• 73% said it leads to an increase in engagement.
• 54% declared onboarding leads to a clear understanding of performance expectations.
• Half of respondents (51%) feel that onboarding improved their time to proficiency.  

The same study shows that there is, however, some discrepancy between how long HR thinks onboarding should last and how long it actually takes. 

Here’s how long HR professionals think onboarding should last:

• 31% says 90 days,
• 21% of them think it should be up to 1 month,
• 14% believe that a few days is enough,
• 12% think a year would be best,
• 8% of them state onboarding should last a few hours, and
• For 4% of HR professionals, 1 day should do it. 

Yet, the onboarding period actually lasts: 

• 1 month, in 38% of cases, 
• 3-6 months, in 29% of cases,
• More than 6 months, in 19% of cases, and 
• 1 week, in 14% of cases.

Employee engagement statistics 

According to Gallup’s study on employee engagement, in 2024, only 23% of employees in the world were actively engaged in their workplace. 

The situation was a bit better in the US compared to the world average — 31% of workers were engaged. Still, this was the lowest level of engagement in the US in 10 years, matching the figure last seen in 2014.

Let’s take a closer look into some specifics concerning employee engagement. 

The global state of employee engagement

The above-mentioned report shows the following data on engagement and disengagement across the world: 

Data source: Gallup’s Employee Engagement Q^12® Survey

Human resources management software

If you want to organize your HR processes before all else — try Plaky.

Sign up Learn more

US states with the happiest (and the unhappiest) employees

When it comes to how happy US employees are, we can turn to Design Rush’s ranking of America’s happiest workforces.

The ranking took into account a few factors that contribute to employee happiness, including:

• Wage disparity, 
• Paid time off,
• Healthcare costs, and
• Weekly hours worked.

According to this research, the top 5 US states where workers seem to be the most satisfied are:

Data source: Design Rush — America’s Happiest Workforces

In contrast, Design Rush’s research says these 10 US states have the unhappiest workers:

Data source: Design Rush — America’s Happiest Workforces

US cities with the happiest employees

As for US cities, the latest data provided by Resume.io indicates the following are the top 10 cities in America with the most satisfied workers:

1. Honolulu, Hawaii,
2. Santa Barbara, California,
3. Austin, Texas,
4. San Francisco, California,
5. Buffalo, New York,
6. Colorado Springs, Colorado,
7. Dallas, Texas,
8. Seattle, Washington,
9. Naples, Florida, and
10. New York, New York.

Most Americans are satisfied with their relationship with their co-workers

According to the Pew Research Center’s report on job satisfaction: 

• 50% of US employees reported they were extremely or very satisfied with their jobs.
• 38% of adult US employees reported their jobs were somewhat satisfying, and
•  12% of US workers stated they are either not too or not at all satisfied with their jobs.

Here are the job aspects the surveyed employees were satisfied with:

• Relationships with their co-workers — 64%,
• Relationship with their manager or supervisor — 59%, or
• Their commute — 58%. 

Employee wellness and well-being statistics 

In Deloitte’s 2024 Gen Z and Millennial Survey, 39% of Gen Zs and 37% of Millennials said their mental health had improved compared to the previous year. 

On the other hand, 18% of Gen Zs and 17% of Millennials reported their mental health had worsened in this period. 

Moreover, only about half of Gen Zs and Millennials rated their mental health as good or extremely good. 

The COVID-19 pandemic has certainly put things into perspective for employees, with more of them prioritizing wellness and well-being these days. 

According to Microsoft’s 2022 report on hybrid work challenges, 53% of employees said they were more likely to prioritize their health and well-being over work than they had been before COVID-19. Moreover, 47% said they were now prioritizing family and personal life a lot more than before the pandemic.

Workplace monitoring is one of the main causes of stress 

According to Gallup’s State of the Global Workplace 2024 Report, stress is all too common among workers around the globe, with 41% of respondents reporting they were under a lot of stress the previous day. 

One of the most easily resolvable sources of stress for employees is workplace monitoring.

According to APA’s survey 2023 Work in America, workplace monitoring is all too common, but it’s harming workers’ mental health, given that: 

• 62% of the monitored workers agree their employer thinks the workplace environment is a lot mentally healthier than it actually is.
• 45% of the monitored employees say their work environment has a negative impact on their mental health.
• 32% of the monitored employees report their mental health is poor or fair (as opposed to good or excellent).

Lack of communication and support is the leading cause of burnout 

According to Eagle Hill Consulting’s The State of Worker Burnout: 2024, the percentage of burned-out workers in 2024 remained high at 45%.

Burnout was reported by:

• 54% of Gen Zs, 
• 52% of Millennials, 
• 42% of Gen Xers, and
• 29% of Boomers. 

As for what’s causing the burnout, the respondents highlighted the following 5 causes:

• Lack of communication and support — 56%,
• Workload — 51%,
• Staff shortages — 45%,
• Work/life balance — 41%, and
• Time pressure — 41%. 

According to the data, workers said the top ways their burnout could be improved was if employers:

• Introduced a 4-day workweek — 69%,
• Allowed for more working hours/days flexibility — 66%, 
• Decreased their workload — 63%,
• Introduced better health and wellness benefits — 60%, and
• Allowed them to continue working from home (or let them WFH more often) — 56%.

Stress and anxiety across different generations 

According to Deloitte’s 2024 Gen Z and Millennial Survey, 40% of Gen Zs felt stressed or anxious all or most of the time (6% less than the previous year). The same could be said for 35% of surveyed Millennials (5% less than the previous year).

Here are the top factors contributing to these generations’ feelings of anxiety and stress: 

Data source: Deloitte’s 2024 Gen Z and Millennial Survey

Employers are trying to improve workplace mental health, but it’s not enough 

As stated in Deloitte’s 2024 Gen Z and Millennial Survey, mental health support and policies are crucial to 48% of Gen Zs and 47% of Millennials when considering a potential employer.

As far as their employers’ efforts on mental health are concerned, the majority of respondents think there is some work to be done yet: 

• 54% of Gen Zs and 55% of Millennials agree or strongly agree their employer takes employees’ mental health seriously. 
• 51% of Gen Zs and 50% of Millennials state that they have seen positive changes in their company regarding mental health in the last year. 
• Yet, 31% of Gen Zs and 32% of Millennials have not seen any positive changes in their company in the past 12 months. 

Wellness benefits employers should focus on in 2025

According to Wellable’s 2024 Employee Wellness Industry Trends Report, the future of employee well-being seems bright. Not only did the surveyed employers report taking it seriously, but they were also likely to invest in a wide range of wellness benefits in 2025, such as:

• Mental health — 91%,
• Stress management and resilience — 66%,
• Telemedicine — 65%,
• Mindfulness and meditation — 55%, and
• Lifestyle spending account — 52%.

Interestingly enough, employers said they’d be investing less in in-person or on-site programs, as well as benefits that aren’t so efficient, such as:

• On-site fitness classes — 59%,
• Biometric screenings — 46%,
• Free healthy food/stocked kitchen — 41%, and
• Health fairs — 33%.

Employee retention statistics

According to Gallup’s State of the Global Workplace 2024 Report, 52% of employed workers (1% more than in the previous year) were planning on “jumping ship” soon, i.e., they were on the lookout or actively searching for a new job.

Relying on the latest data, Gallup’s report also suggested that in the US and Canada alone, 59% of workers believed the job climate was good enough to seek out other job opportunities. This is 11% less than in the previous year. 

The main reasons people are looking for new jobs

When it comes to the reasons people may seek out other employment, Owl Labs’ State of Hybrid Work 2024 gave us an insight into reasons employees were often eager to find a new job:

Data source: Owl Labs’ State of Hybrid Work 2024

Top reasons people quit their jobs

According to the above-mentioned Gallup’s report, the respondents’ main motivations for quitting their jobs were:

• Pay/Benefits — 16%,
• Advancement, development, or career opportunities — 12%,
• Direct supervisor/manager, or senior leadership — 12%,
• Relocation — 10%,
• Personal reasons — 9%,
• Unrealistic job expectations and responsibilities — 7%,
• Job fit or work no longer interesting — 6%,
• Not treated with respect — 4%, 
• Work-life balance — 3%.

SHRM’s Future of Talent Retention showed the following data:

• The main reason 32% of employees leave their jobs is a toxic or negative work environment.
• Poor company leadership is the reason 30.3% of respondents are leaving their jobs.
• 20.8% of US employees cited poor work/life balance as the top reason for leaving their current job.
• 20.5% of respondents stated unsatisfactory pay would make them quit.

Key reasons people stay at their jobs

According to Gartner, flexibility is highly valued among the workforce, with 52% of employees reporting flexible work policies would influence whether they stay at their organizations. 

Employees are now putting more emphasis on their personal experiences and how they’re treated. For example, 82% of employees want to be seen as people by their organizations, not just as employees.

According to Glasdoor’s Worklife Trends 2025, 65% of respondents feel stuck in their jobs. Among them:

• 73% of tech workers, 
• 68% of women, and 
• 62% of men. 

Moreover, the above-mentioned SHRM’s Future of Talent Retention shows the following: 

• 83.4% of employees stay at their jobs because of a positive work environment. 
• For 68.1% of respondents, work/life balance is key for staying at their current job. 
• 68.1% prioritized health insurance, whereas 59.9% cited retirement plans as crucial.
• Professional development is a top priority for 60.6%, and promotion pathways for 56.3% of employees.
• 54.7% declared they’d remain with the employer if they offered workplace flexibility.

In-office, hybrid, and remote work statistics

According to JLL’s Future of Work Survey 2022, 77% of organizations said they thought remote and hybrid work were an important means of attracting and retaining talent. As a result, 53% of all surveyed organizations revealed they would make sure remote work was permanently available for their whole staff by the year 2025. 

However, JLL’s Future of Work Survey 2024 shows that lately, the tables have turned in favor of office-based work. Namely, 44% of organizations surveyed have become “office advocates”, meaning they would like their employees to fully return to offices. The rest of the surveyed (56%) allow for some hybrid working arrangements:

• 41% of them require their employees to work in the office 3 or 4 days,
• 9% expect their staff to work in the office 1 or 2 days, and
• 5% of the respondents don’t have any formal policy regarding this matter.  

The biggest challenges of hybrid work

Lattice’s 2023 State of People Strategy report showed that though productivity is a concern, culture and reduced facetime are among the biggest issues of a hybrid work environment. 

Much like employees, 72% of surveyed HR leaders said they were also concerned about staff feeling disconnected from the company. Other challenges highlighted in that same report included: 

• Difficulty tracking morale — 62%,
• Infrequent career conversations — 60%,
• Unclear employee expectations — 50%, and
• Difficulty tracking productivity — 45%.

Owl’s State of Hybrid Work 2023 report highlights that more than half of managers (58%) believe their hybrid and remote working employees are missing out on informal feedback and growth opportunities. Interestingly, only 41% of hybrid and remote employees agree with them. 

Have hybrid and remote work affected employee productivity?

According to Owl Labs’ State of Hybrid Work 2023, 79% of managers believe that hybrid and remote work either didn’t affect employees’ productivity or has even made them more productive:

• 59% of them think that hybrid and remote work has made their team more productive. The situation is even more dramatic in the US, where 79% of managers agree with this statement, followed by slightly fewer managers (63%) in the Nordics, and in the Netherlands (62%).
• 20% of managers saw no change in productivity with their remote or hybrid teams. In France, 29% of managers agree with this statement, followed by 28% of managers in Germany. 
• However, 21% of managers do think working remotely or hybrid has negatively affected their team’s productivity. This percentage is even greater in the UK — 29%. 

The main reasons employees might go back to the office

In the Owl Labs’ State of Hybrid Work 2024 (US Report), employees have named several reasons that might lure them back to the office: 

• Greater overall compensation — 41% of the respondents,
• Shorter commute times — 28%,
• Free or subsidized food and beverages — 26%,
• Reimbursements for commuting costs — 26%,
• More privacy at the office — 23%,
• No dress code — 23%, and
• Better meeting room technology — 18%. 

HR software statistics

Per the results of Trakstar’s 2023 Human Resources Leadership Survey, only 13% of the surveyed respondents said they didn’t use HR software. Those who did, however, also reported on the most valued HR software areas:

• 30% of the respondents listed hiring and interviewing as the most valued area. 
• 26% mentioned performance reviews.
• Only 14% of the respondents said they saw the most value in the learning and training area — and the same goes for data and analytics. 
• Arguably the least important area among those who use HR software is engagement surveys, as only 3% said it was the most valued.

According to HR Technology Trends for 2024, here are some of the ways AI is helping HR teams:

• 81% of HR professionals use AI to automate routine tasks. 
• 81% of HR workers use AI tools daily.
• 77% of HR tasks are now handled by AI.
• 34% of HR professionals think AI training is essential for their roles. 

Performance management tools HR professionals use 

The previously mentioned Trakstar survey revealed the following data: 

• Out of the 565 people leaders who took part in it, 317 used performance management software.
• Interestingly enough, 126 respondents said they used Excel or Word docs for the reviews — and 56 confessed they used good old paper.
• 51% of respondents said they do the reviews once a year, while 25% revealed they do them bi-annually.
• A smaller percentage (18%) said they conduct quarterly performance reviews, and just 1% do them every 2 years. Not everyone seems to see the point of these reviews, as 5% of the respondents said they don’t conduct them at all.

Which tools are used for onboarding new employees?

• According to the same Trakstar survey, 16% of the respondents said they use some form of learning management software to onboard their staff. 
• Still, one-on-one training takes the cake, with 56% listing it as their preferred onboarding method, while only 8% play in-house videos as part of their onboarding process.

Make HR management as smooth as possible with the right management software

We’ve already seen that 87% of HR professionals are using HR software to make their job easier. 

That’s not surprising, as HR management software, such as Plaky, can help them in various ways, including planning talent acquisition and streamlining the whole recruitment process.

Get our recruitment process template

Aside from that, Plaky makes new employee onboarding much easier, as it allows you to:

• Share important files,
• Assign different permissions based on user roles — and categorize users by teams, and 
• Delegate different tasks to your teammates.

There’s even an employee onboarding template you can use to kickstart the process in mere minutes!

Get our employee onboarding template

With Plaky, you can even deal with HR requests — such as sick or vacation leaves, department shifts, and salary raises. Again, Plaky offers a special HR requests template, which all departments can use, as it enables you to easily:

• Submit requests,  
• Check the status of your request, and
• Share critical information. 

Get our HR requests template 

Don’t let the HR tasks overwhelm you — sign up for a free Plaky account today! 

Get started with Plaky