HR Benchmarking Survey Results

Hiring & Retention Questions

Employee Experience Questions

Compensation, Pay Transparency and People Investment Questions

Areas of Top Concern Question

Q
uestion 1: What is your YTD overall employee turnover rate?

Question 2: What factors are having the biggest impact on employee retention?

Factor	Response Percentage
Compensation	23%
Organizational Culture	18%
Manager's ability to effectively manage	16%
Work/life balance	14%
Other	11%
Benefits	10%
Retirement	8%

"Other" entries included high stress positions, attendance and punctuality, acquisitions, office location, long-term care needs, grant contracts expiring, flexibility with schedules, and slowdown of growth rates.

Question 3: Is your organization planning to increase, decrease, or maintain the current level of staffing in the next 12 months?

51%

Maintain

46%

Increase

1%

Unsure

1%

Decrease

Q
uestion 4: Where do you source for candidates?

Indeed

39%

26%

Other

18%

“Other” entries include 3rd party recruiters, Handshake and social groups, referrals, career fairs, word of mouth, temp. agencies, Dice, and CareerPlug

ZipRecruiter

Monster

4% of respondents use CareerBuilder and 1% use Ladders.

Question 5: Is your organization currently using AI as part of its employee selection process?

What are your organization’s main reasons for considering (or not considering) AI in employee selection?

To streamline hiring processes
Concerns about fairness/bias
Cost and implementation factors
Considering/ Not considering AI for other reasons

Question 6: Approximately what percentage of your senior staff are expected to retire over the next 3 years?

*Senior staff refers to the top level of leadership/management in an organization.

Question 7: Do you have written succession plans for key staff?

48%

Not for all

34%

Yes, for some based-on position

10%

Yes, for all

8%

Yes, for some, based upon years until retirement

Question 8: What methods do you use to determine how your employees feel/think about your organization?

Method Type	Response Percentage
Exit interviews	33%
Engagement surveys	30%
Stay interviews	20%
Other	9%
Focus groups	8%

"Other" entries included Gallup surveys, 1:1 conversations, suggestion box, frequent employee check-ins, annual reviews, and via a contracted “team builder”.

How frequently does your organization conduct engagement or feedback surveys?

Quarterly
Annually
Only during exit interviews
We don’t conduct formal surveys

Question 9: How often do your managers and/or supervisors conduct structured coaching and goal-setting sessions with their direct reports?

Question 10: How effective do you find the current professional development, goal-setting, and coaching practices in helping employees achieve their career objectives?

Question 11: On a scale of 1- 5, how well does the new employee’s experience deliver what you promised on your website and in the interview? &[1= Very well; 2= Well; 3= Somewhat well; 4 = Not very well; 5 = Not at all]

Scale Number	Response Count	%
4	34	48%
3	22	31%
5	10	14%
2	5	7%
1	0	0%

Question 12: On a scale of 1-5, how well do you know what your workforce needs will be in 12 months? *[1= Very well; 2= Well; 3= Somewhat well; 4 = Not very well; 5 = Not at all]

Scale Number	Response Count	%
4	32	45%
3	27	38%
5	7	10%
2	5	7%
1	0	0%

Question 13: What is your average salary increase budget for 2025?

Percentage of Increase	Response Count
3%	20
4%	11
5%	7
3.5%	5
2%	2
3-5%	2
2.5%	2
Other	22

“Other” entries included 8.3%, 3.2%, 4-6%, $35K, $50k, none, and unsure.

Question 14: How does your organization invest in your current and future leaders?

Investment Type	Response Percentage
Training	31%
Education reimbursement	23%
Coaching	21%
Above market compensation	12%
Equity/Ownership/Stock options compensation	7%
Other	6%

"Other" entries included 401(k), professional development events and seminars, bonuses, and non-contributory insurance.

Question 15: Where does your organization fall along the "pay transparency spectrum"?

Pie Chart Data:

Employees know only what their own pay is, and we share only what is legally required - 68%
Employees know their own pay and their pay range but nothing more - 17%
Employees know the full pay structure - 7%
Employees know the structure up to and including their own grade but no higher - 4%
Employees know all pay ranges up to the executive level - 3%
Other: All employees know their grade and pay range. All employees also know all job postings grade and pay ranges as well - 1%

Question 16: How does your organization determine what market-competitive compensation looks like?

Method Used	Response Percentage
Industry specific information from a single published survey	20%
Recruiting Intel	19%
Full formal Market Study	16%
Google Search	16%
SHRM information	14%
Exit Interviews	8%
Other	7%

“Other” entries include Charity Navigator, Salary.com, and Payscale.

How frequently does your organization update its compensation benchmarks to stay competitive?

Quarterly
Annually
Every few years
Only when hiring

Question 17: On a scale of 1 – 5, how well does your HRIS provide employees with a user-friendly way to manage their time, pay, and benefits? *[1= Very well; 2= Well; 3= Somewhat well; 4 = Not very well; 5 = Not at all]?

Scale Number	Response Count	%
4	22	31%
3	19	27%
5	18	25%
1	7	10%
2	5	7%

For those who selected 3 or lower, which HRIS function do employees find the most challenging to use?

Time management
Payroll access
Benefits enrollment
Goal setting and performance tracking

Question 18. Please rate your HR and staff concerns in order of most concerned to least concerned.

Area of Concern

Retaining Talent

Attracting Talent

Developing Leadership

Competitive Compensation for staff

Staff “burnout”

Benefit Costs

Employee Relations

Performance Management

Succession Planning

Policies and Procedures

HRIS Function

Other