Organizations with more than 5,000 employees fire almost as many as they hire, according to new data.
Another characteristic of larger firms is their speed at HR recruiting. They hire fast and exceed smaller firms in the time it takes to fill new positions.
The overall monthly turnover nationally is 3.2%. But at firms with more than 5,000 employees, the turnover is 4%, with involuntary exits making up nearly half of that number, according to the ADP Research Institute in its just released "2019 State of the Workforce Report."
At these large firms, 2% left for involuntary reasons, and 1.9% left voluntarily.
ADP based its data on anonymized HR and payroll records of about 13 million employees from 30,000 firms.
At smaller firms, the turnover rates were close to the national average. Involuntary exits at these firms were smaller compared to large firms. About 1% left for involuntary reasons, and 2% left voluntarily, according to ADP. Involuntary turnover can include a firing, a layoff or seasonal positions.
HR recruiting operations hire fast
Large firms may fire more workers, but they also work to hire fast and at a speed that exceeds smaller firms, according to Jobvite, in its latest recruiting benchmark report.
Firms with 5,000-plus employees can fill a job opening in 35 days, which makes large firms the fastest at hiring, Jobvite reported.
Jobvite cited multiple reasons for this efficiency. Large firms have more resources, "more evergreen roles that stay open, creating a database of candidates that's constantly refreshed," and have more blue-collar job openings that "aren't subject to the same talent crunch as positions requiring higher skills," it reported.
Firms that take the longest to fill new positions have 500 employees or less. For them, HR recruiting takes 41 days to fill a position. Jobvite's report is based on data from 10 million job applications and 50 million job seekers.
Data savviness, oral skills needed
When it comes to HR-specific hiring, the most sought after skill is something The Hackett Group calls "data savviness." This involves the ability to "interpret data produced via sophisticated analytics and models," the management consulting firm said.
In its 2019 Key Issues Study, Hackett said 83% of HR organizations will need people with data savviness within two years.
An ability by HR to hire fast won't help for some skills. In the broader employment market, LinkedIn's latest workforce analysis shows high demand for soft skills, especially what it tags as "oral communication."
In the San Francisco Bay area, LinkedIn said that in April it counted a skills mismatch of more than 120,000 in oral communications, based on its analysis. To measure skills gaps, LinkedIn looked at skills its members have versus employer demand for specific skills. The same was true for New York City, which showed a mismatch in oral communications of more than 170,000.
Oral communications skills include public speaking, communication and presentation skills, according to LinkedIn.