The HRCI Research Hub brings together original studies, workforce polling, reports, and expert analysis, so you can act on what's happening now and prepare for what's next.
The State of HR Featured ReportsRecovery as a Workforce Strategy
Drawing on HRCI research, workforce data, and expert insight, this report examines the workplace impact of substance use disorder and the practical steps HR can take to strengthen culture, manager readiness, benefits, policies, and recovery support.
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Original research and expert analysis on the issues shaping HR today, from workforce safety and emerging technology to DEI and employee well-being.
From return-to-office decisions and hybrid work to contractors and other non-traditional workers, this HRCI report explores the latest research and how HR can use data to make more informed, evidence-based workplace decisions.
From career paths to culture, this research identifies what actually separates HR professionals who are just getting by from those who are truly fulfilled—and what leaders can do to close that gap and build a more committed team.
This research uncovers where professional development is falling short, from misaligned training priorities to gaps in AI readiness, and what it takes to build a workforce equipped for what's next.
From bullying, political tension to substance use and violence prevention, this research covers workplace safety—what the data reveals, what's at stake, and what you can do to reduce risk and build a more resilient organization.
The State of HR
Based on HRCI’s survey of thousands of HR professionals, the State of HR report examines the issues defining the profession today. From AI and workplace culture to talent, leadership, and career growth, the report reveals how HR teams are adapting to change and preparing for the future. Explore the data, trends, and insights shaping the world of work below.
Download the Full ReportState of HR Spotlight Reports
Half of HR professionals work in environments marked by polarized viewpoints, and 4 in 10 describe their stress as extreme or high. Find out what the data reveals about conflict, mental health, and what it means for your organization.
HR professionals are broadly optimistic about their field — but over 4 in 10 are considering careers outside of it. Explore what's driving both the enthusiasm and the tension, and what it takes to build a team of true HR believers.
71% of HR professionals use AI regularly, yet more than half say implementing new technology is the area they feel least prepared to handle. See where the preparation gap is widest and what needs to change now.
83% of HR professionals believe remote work benefits organizations—but the debate is far from settled. Get the data on where HR stands on flexibility, productivity, and the return-to-office conversation.
More Insights for HR Professionals
Explore the issues shaping HR today and get the data you need to lead with confidence, make informed decisions, and move the profession forward.
Recovery friendly workplaces reduce absenteeism, improve retention, and strengthen workplace culture—yet most organizations haven't made meaningful progress. This HRCI and Fors Marsh research reveals why: stigma, undertrained HR teams, and weak leadership buy-in top the list. Understand where the gaps are and what organizations that get it right do differently.
Earning an HRCI certification builds earning power. Within four years, the median HRCI certificant earns 33% more than they did before getting certified. That's double the salary growth of comparable HR professionals over the same period. See what the data shows about the career and financial impact of HRCI certification.
HR is ready to lead, but is the organization ready to let it? This 2024 HRCI and MindEdge research report surfaces a striking disconnect: while 88% of HR professionals believe HR should drive business strategy, only half say leadership agrees. Add in underfunding, understaffing, and persistent burnout, and the case for rethinking HR's role has never been stronger.
AI is reshaping the workplace, and HR professionals are watching closely. This HRCI and MindEdge survey of HR practitioners reveals how the profession is navigating AI adoption, persistent burnout, rising turnover, and the evolving push and pull of remote work. Find out where your peers stand, and what the data means for the work you do every day.
Browse our complete library of research reports, guides, and frameworks. Whether you're building a business case, navigating a workforce challenge, or staying ahead of what's next, the intelligence you need is here.
From rising absenteeism to safety risks, HRCI research reveals how extreme weather is reshaping workforce management and what HR can do now.
Over three-quarters of HR professionals use AI weekly, but most have had little to no training. Learn how to build real confidence and capability starting today.
Explore how HR can turn AI adoption into a strategic advantage—balancing innovation with ethical responsibility.
This research-backed guide gives HR professionals the data and practical steps to build a recovery-friendly culture that reduces risk and supports your people.
The report explores the realities of managing DEI programs in today’s climate—where values alignment, stakeholder trust, and business performance are all on the line.
This report provides critical insights and actionable strategies for HR leaders to foster a more harmonious and productive work environment.
HRCI webinars go beyond the basics. Each session unpacks the trends, data, and real-world strategies HR professionals need to lead with confidence today and adapt to what's coming next.
News and perspectives on the issues driving the HR profession forward.
Constant disruption from technology is changing our workforce at an unprecedented rate, and the competition for digital-ready talent is fierce. This is especially challenging for recruiters in the public sector. The U.S. Department of Energy faces the challenge by hosting an actual competition to identify leading cybersecurity talent. But many government departments have fallen behind the digital curve.
Why is that?
Historically, the candidate experience in government hiring has been less than desirable. This reputation can prevent quality talent from even applying for public-sector positions. Lately, some government agencies are taking their candidate-experience cues from the private sector.
Here are three ways you can update and improve the candidate experience at your government agency.
Traditionally, public-sector hiring hasn’t been very candidate friendly. The legacy systems and processes in place are complicated and cumbersome, says Ernest Paskey, North America practice leader at Aon Assessment Solutions. “Public-sector recruiters tend to do everything the way they've always done it,” Paskey says. “It’s a test of patience and persistence for candidates and recruiters alike.”
Caitlin MacGregor, co-founder and CEO at Plum, agrees. “HR teams in the public sector have typically had to rely on legacy systems that prioritize efficiency over candidate experience,” she says. “These systems are not optimized to meet even basic candidate expectations.”
MacGregor suggests adding services that can be integrated into legacy systems but optimized for candidate use.
The private sector has adapted to new technologies in recruiting and hiring that strengthen the candidate experience. “In the public sector, it’s still common to have candidates come to a hiring office to take in-person tests and assessments,” Paskey says. This can be inconvenient and may prevent quality talent from spending the time to get deep into the hiring process.
Digital assessments allow candidates to take tests and assessments from home, and in many cases even from a smartphone or tablet. Flexible test-taking options can significantly improve the candidate experience. Additionally, digital talent assessments can provide candidates with instant insights into their own personal strengths and weaknesses. “These solutions go beyond simply meeting expectations by also providing intrinsic value to job candidates,” MacGregor says.
Technology offers opportunities for recruiting and hiring, but many people are still wary of its power. When AI is involved in hiring decisions, candidates want to know exactly how their personal data will be used. And transparency and fairness are particularly important when it comes to making hiring decisions in the public sector.
To minimize technology-related anxiety and increase transparency, Paskey suggests avoiding a “black box” approach. “With a black-box approach, you put all these variables — like micro-expressions and word choice — in a ‘black box,’ and you come out with some model that says this is the best candidate,” he says.
Candidates aren’t privy to how that decision was made, which tends to decrease trust in the employer. “With a glass-box approach, on the other hand, you’re able to explain how the AI is working to score candidate data,” Paskey says. This increases trust and improves the candidate experience.