The AI/ML industry is rapidly evolving, and companies worldwide are actively hiring Data Scientists, ML Engineers, AI Researchers, and Quant Analysts. This dataset provides 2,000+ synthetic but realistic job listings that capture important details like:

• Company information

• Industry domain

• Job titles & experience levels

• Required skills & tools

• Salary ranges (USD)

• Location & employment type

• Posting dates (2023–2025)

This dataset is designed to help researchers, students, and practitioners analyze trends in the AI job market and build real-world projects such as salary prediction, skill-demand analysis, and workforce analytics.

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The Bangladeshi Job Market Dataset contains data on job listings from three Bangladeshi job websites: bdjobs.com, Careerjet.com, and Skilljobs.com. The dataset includes information such as job title, company name, job location, job category, salary range (where available), and job description. The data was scraped in 2023 and covers a wide range of industries and job types in Bangladesh.

bdjobs : Bdjobs.com Ltd. is the first and leading career management site in the country. Eight young business and IT professional backed by strong command over e-business and in-depth understanding of the needs of job seekers and employers in the country's context started this venture on July 2000.

The vision of the company is to try bringing Internet technology in the mainstream business and economic life of the society.

The web-site aims to explore maximum benefits of the Internet. This site will also help employers solve many of the problems associated with traditional recruiting methods and allow them to save time and money.

Right after its launching, the site has been able to attract the Internet users in the country. The site regularly updates Job Information (on average more than 4500 valid job news are placed at any point of time at the site), provides facility to the job seekers for posting resume and online application. The site has also been able to get good response from a large number of organizations in the country who use online job advertisement facility, online CV bank access and online application receiving and processing facility of www.bdjobs.com. Till now, more than 45,000 employers in the country have recruited more than 1 million professionals at different.

Careerjet : Careerjet is a job search engine designed to make the process of finding a job on the internet easier for the user. It maps the huge selection of job offerings available on the internet in one extensive database by referencing job listings originating from job boards, recruitment agency websites and large specialist recruitment sites. Using a fast and straightforward interface, users can query this database and save themselves the trouble of visiting each site individually. The job offerings themselves are not hosted by Careerjet and users are always redirected to the original job listing. Essentially, Careerjet acts as traffic driver to those sites. Careerjet's job search engine network encompasses over 90 countries, featuring separate interfaces that are translated into 28 languages.

Skilljobs : Skill.Jobs has been developed focusing on our past 20+ experiences in the Global Job Market, particularly, the latest trends in the job field, skill matrix, technological advancement, demand and expectations of modern organizations. The organization has been originated from Jobsbd.com, the first ever job portal in Bangladesh and later renamed as Skill.Jobs simply to express the focus of the organizations and to concentrate more on its service patterns. The idea was to make our position more unique and specific while we work! Skill.jobs has started its operation simultaneously in Bangladesh and Malaysia and soon it's going to start same in Australia UK and UAE.

Skill.Jobs will work as a hub to prepare the job seekers for the relevant industries through enhancing and developing skills of job seekers, bring opportunity for the job seekers and advocate for them to the HR world. On the other hand, Skill.Jobs will make the task of HRD vey easy and simple through helping them to find the right candidate with required skills rather than forwarding huge database of job seekers.

The dataset provides valuable insights into the Bangladeshi job market and can be used by researchers, analysts, and job seekers to understand trends in the job market, identify skills in demand, and assess job opportunities in various regions of the country.

Before uploading the dataset to Kaggle, the data was preprocessed to ensure accuracy and consistency. The original data was cleaned, standardized, and formatted in a way that makes it easy to analyze and work with.

Note that this dataset is intended for educational and research purposes only and should not be used for commercial purposes without proper attribution and permissions from the original websites.

1) Data Introduction • The Data Science Salaries 2023 Dataset is a global annual salary analysis dataset that summarizes a variety of information in a tabular format, including salary, career, employment type, job, remote work rate, and company location and size for data science jobs as of 2023.

2) Data Utilization (1) Data Science Salaries 2023 Dataset has characteristics that: • Each row contains 11 key characteristics, including year, career level, employment type, job name, annual salary (local currency and USD), employee country of residence, remote work rate, company location, and company size. • Data is organized to reflect different countries, jobs, careers, and work patterns to analyze pay and work environments in data science in three dimensions. (2) Data Science Salaries 2023 Dataset can be used to: • Data Science Salary Analysis and Comparison: Analyzing salary levels and distributions by job, career, country, and company size can be used to understand industry trends and market value. • Establishing Recruitment and Career Strategies: It can be applied to recruitment strategies, career development, global talent attraction, etc. by analyzing the correlation between various working conditions and salaries such as remote work rates, employment types, and company location.

1) Data Introduction • The LinkedIn Job Postings (2023 - 2024) Dataset contains job posting information collected from LinkedIn. It is structured to support analysis of labor market trends and hiring dynamics.

2) Data Utilization (1) Characteristics of the LinkedIn Job Postings Dataset: • The dataset includes time-related information (e.g., posting date, expiration date, number of views), enabling applications such as time-series analysis, salary prediction, and industry-level demand analysis. • With clearly defined features such as job type, employment format, location, and experience level, the dataset is well-suited for analyzing corporate talent demands and sector-specific hiring patterns.

(2) Applications of the LinkedIn Job Postings Dataset: • Hiring trend analysis and job matching AI model development: The dataset can be used to develop NLP-based job classifiers, salary predictors, and skill-experience matching systems. • Corporate talent strategy analysis: It can also be used to build business intelligence (BI) tools that analyze employment strategies by evaluating factors such as job demand, benefits offerings, and remote work availability.

Between 2023 and 2027, the majority of companies surveyed worldwide expect big data to have a more positive than negative impact on the global job market and employment, with ** percent of the companies reporting the technology will create jobs and * percent expecting the technology to displace jobs. Meanwhile, artificial intelligence (AI) is expected to result in more significant labor market disruptions, with ** percent of organizations expecting the technology to displace jobs and ** percent expecting AI to create jobs.

In 2025, it was estimated that over 163 million Americans were in some form of employment, while 4.16 percent of the total workforce was unemployed. This was the lowest unemployment rate since the 1950s, although these figures are expected to rise in 2023 and beyond. 1980s-2010s Since the 1980s, the total United States labor force has generally risen as the population has grown, however, the annual average unemployment rate has fluctuated significantly, usually increasing in times of crisis, before falling more slowly during periods of recovery and economic stability. For example, unemployment peaked at 9.7 percent during the early 1980s recession, which was largely caused by the ripple effects of the Iranian Revolution on global oil prices and inflation. Other notable spikes came during the early 1990s; again, largely due to inflation caused by another oil shock, and during the early 2000s recession. The Great Recession then saw the U.S. unemployment rate soar to 9.6 percent, following the collapse of the U.S. housing market and its impact on the banking sector, and it was not until 2016 that unemployment returned to pre-recession levels. 2020s 2019 had marked a decade-long low in unemployment, before the economic impact of the Covid-19 pandemic saw the sharpest year-on-year increase in unemployment since the Great Depression, and the total number of workers fell by almost 10 million people. Despite the continuation of the pandemic in the years that followed, alongside the associated supply-chain issues and onset of the inflation crisis, unemployment reached just 3.67 percent in 2022 - current projections are for this figure to rise in 2023 and the years that follow, although these forecasts are subject to change if recent years are anything to go by.

According to a survey on global views on artificial intelligence (AI) in 2023, ** percent of respondents from Thailand expected AI to have a positive impact on the job market of the country. Another ** percent of respondents from Indonesia answered accordingly.

This dataset offers a detailed collection of job listings from LinkedIn, covering the period from August 1st to August 15th, 2023. With nearly 3 million records, this dataset is an invaluable resource for professionals in human resources, labor market analysis, data science, and related fields who are looking to explore job market trends, analyze skills demand, and study employment opportunities across a broad range of industries.

Key Features:

Job Information: Includes job titles, descriptions, categories, and unique job identifiers, offering detailed insights into the nature of the job postings. Company Data: Comprehensive information about the hiring companies, including names, industries, and locations. Job Requirements: Data on necessary skills, qualifications, experience levels, and types of employment. Geographic Coverage: Extensive details on job locations across various countries and regions, making it possible to conduct geographic analyses of job opportunities. Application Details: Information regarding application processes and deadlines where available. Time of Data Collection: Each job listing is time-stamped, reflecting the active job postings on LinkedIn between August 1st and August 15th, 2023.

Dataset Overview:

Price: $1500.0 Total Records Count: 2,862,984 Domain Name: LinkedIn Date Range: August 1st, 2023 - August 15th, 2023 File Extension: LDJSON (Line-Delimited JSON)

Use Cases:

Job Market Analysis: Delve into trends, skills demand, and emerging job roles across different industries for early August 2023. Recruitment Strategy Development: Improve recruitment approaches by understanding the competitive landscape and job posting dynamics. Skill Demand Insights: Identify which skills and qualifications were most in demand across various sectors during the data period. Labor Market Research: Conduct thorough research on employment trends, job availability, and distribution of job opportunities by region. Economic and Workforce Analysis: Use job listings data to gauge economic activity and workforce trends during this period.

About the Data Collection:

This dataset was meticulously compiled using advanced web scraping techniques to ensure accuracy, relevance, and comprehensive coverage. For those requiring custom datasets or specific data extraction from platforms like LinkedIn, PromptCloud provides tailored web scraping solutions. These services are designed to meet the unique data needs of businesses and researchers, delivering high-quality, structured data ready for analysis. https://www.promptcloud.com/contact/

Disclaimer: This dataset is provided for research and educational purposes only. Users must ensure their use of this data complies with LinkedIn’s terms of service and all relevant laws and regulations.

This statistic displays the expected time needed to find a new job in the Netherlands from the first quarter of 2016 to the third quarter of 2023 (in months). Between the first quarter of 2016 and the third quarter of 2023, the number of months people expected to need to find a new job decreased. In the first quarter of 2016, respondents expected to find a new job in over six and a half months. By the third quarter of 2023, this had decreased to just three months.

By the last business day of May 2025, there were about 7.77 million job openings in the United States. This is an increase from the previous month, when there were 7.44 million job openings. The data are seasonally adjusted. Seasonal adjustment is a statistical method for removing the seasonal component of a time series that is used when analyzing non-seasonal trends.

Revenue in the Temporary Employment Placement Agencies industry is anticipated to grow at a compound annual rate of 4.1% over the five years through 2025 to €270.9 billion. The COVID-19 outbreak meant key employers of temporary workers in the hospitality and tourist sector shut their doors and companies froze hiring due to economic uncertainty, dealing a sizeable blow to revenue at the beginning of the five-year period. As the economy reopened in 2021, companies quickly resumed hiring, leading to record vacancies, especially within the service sector, driving up revenue for recruitment agencies. The widespread adoption of remote and flexible work arrangements has altered demand patterns, with clients seeking specialised talent for hybrid or short-term digital projects. Labour shortages in healthcare, logistics and IT industries have further fuelled demand for temporary staffing solutions. At the same time, agencies have faced heightened competition from online staffing platforms and digital marketplaces, driving investment in technology and automation to enhance candidate matching and streamline operations. Despite this, recruitment agencies have seen their profit fall over the past five years due to economic uncertainty, inflation and rising business expenses increasing operating costs. An increasingly tight labour market encourages employers to rely on temporary employment placement agencies to compete. Several European countries rank highly regarding temporary workers and have a large short-term job market. For example, in 2023, the Netherlands and Portugal had more than 15% of employed people under temporary contracts, according to Eurostat. Revenue is expected to swell by 4% in 2025 as a tight labour market across Europe encourages employers to rely on temporary-employment placement agencies. Revenue is slated to climb at a compound annual rate of 8.7% over the five years through 2030 to €410.3 billion. While the labour market is likely to remain tight in many countries due to skill mismatches, employers will keep turning to placement agencies for their databases to track and identify the right candidates. Companies will lean on temporary hires as the economic outlook remains unclear. However, threats to demand loom. The automation of more routine jobs will be a threat to some long-standing temporary jobs. Across Europe, countries that traditionally rely on a strong network of short-term workers are implementing policies that may disrupt or expand services – Spain already introduced reforms in late 2021 to increase permanent positions and remove temporary contracts. Temporary employment placement agencies will increasingly deploy AI procedures to increase efficiency, including AI chatbots and CV screening; companies that don’t follow suit risk being left behind in the age of AI evolution.

According to Cognitive Market Research, The Global Pre Employment Assessment Tools market size is USD 1851.2 million in 2023 and will expand at a compound annual growth rate (CAGR) of 7.50% from 2023 to 2030.

North America Pre Employment Assessment Tools held the major market of more than 40% of the global revenue with a market size of USD 740.48 million in 2023 and will grow at a compound annual growth rate (CAGR) of 5.7% from 2023 to 2030.
Europe Pre Employment Assessment Tools accounted for a share of over 30% of the global market size of USD 555.36 million in 2023.
Asia Pacific Pre Employment Assessment Tools held the market of more than 23% of the global revenue with a market size of USD 425.78 million in 2023 and will grow at a compound annual growth rate (CAGR) of 9.5% from 2023 to 2030.
Latin America Pre Employment Assessment Tools market of more than 5% of the global revenue with a market size of USD 92.56 million in 2023 and will grow at a compound annual growth rate (CAGR) of 6.9% from 2023 to 2030.
Middle East and Africa Pre Employment Assessment Tools held the major market of more than 32% of the global revenue with a market size of USD 37.2 million in 2023 and will grow at a compound annual growth rate (CAGR) of 7.2% from 2023 to 2030.
The demand for Pre Employment Assessment Tools is rising due to the development of the Workforce.
Demand for web based remains higher in the Pre Employment Assessment Tools market.
The SME application category held the highest Pre Employment Assessment Tools market revenue share in 2023.

Development of the Workforce to Provide Viable Market Output

As firms expand their talent search abroad, Pre-Employment Assessment Tools are critical for overcoming language and cultural hurdles. These tools provide standardized evaluation methodologies to ensure that varied candidates receive fair and consistent assessments. Employers can use psychometric assessments, cognitive tests, and skill evaluations to discover suitable candidates regardless of linguistic or cultural variances. This increases inclusivity in the recruiting process and assists firms in developing diverse and high-performing teams. Pre-Employment Assessment Tools' adaptation to global talent challenges is critical for developing fair, unbiased, and effective hiring methods across varied international landscapes.

Remote Work to Propel Market Growth

The rise of remote work highlights the need for Pre-Employment Assessments since evaluating skills and work styles becomes critical without the need for traditional in-person interviews. These exams provide a thorough insight into candidates' talents, ensuring a match with the remote work requirements. Employers can use technology and tailored examinations to evaluate individuals' suitability for remote employment, contributing to effective talent acquisition. This move demonstrates Pre-job Assessment Tools' versatility in aligning hiring processes with the changing landscape of remote work, promoting efficiency and informed decision-making in a virtual job setting.

Market Restraints of the Pre Employment Assessment Tools

Data Privacy and Security to Restrict Market Growth

Storing and analyzing candidate data with Pre-Employment Assessment Tools raises security and privacy problems. To prevent these risks, businesses must deploy strong security measures like encryption and safe storage solutions. It is critical to follow data privacy rules like GDPR or HIPAA, ensuring that candidate information is handled ethically and legally. Establishing strict access rules, conducting frequent security audits, and stressing transparency with applicants about data usage are critical steps in maintaining confidence and protecting sensitive information. Adhering to these guidelines is critical for the responsible and secure use of Pre-Employment Assessment Tools during recruitment. Storing and analyzing candidate data with Pre-Employment Assessment Tools raises security and privacy problems. To prevent these risks, businesses must deploy strong security measures like encryption and safe storage solutions. It is critical to follow data privacy rules like GDPR or HIPAA, ensuring that candidate information is handled ethically and legally. Establishing strict access rules, conducting frequent security audits, and stressing transparency with applicants about data usage are critical steps in maintaining confidence and protecting sen...

Part-time Job Platform Market Outlook

As of 2023, the global part-time job platform market size is estimated at USD 5.2 billion, with a forecasted CAGR of 8.4% from 2024 to 2032, leading to an anticipated market size of approximately USD 10.4 billion by 2032. The growth of this market is largely fueled by the increasing demand for flexible work arrangements and the rising prevalence of digital platforms that facilitate job matching between employers and part-time employees.

One of the primary growth factors for the part-time job platform market is the shifting workforce dynamics. Traditional full-time employment is increasingly giving way to more flexible work arrangements, driven by both employer needs for cost-efficiency and employee desires for better work-life balance. This shift is particularly evident among younger generations, who prioritize flexibility and autonomy in their careers. Additionally, the rise of the gig economy has accelerated the adoption of part-time job platforms, as more individuals seek temporary or freelance work as opposed to long-term employment commitments.

Technological advancements have also played a crucial role in the expansion of the part-time job platform market. The proliferation of high-speed internet and mobile technology has enabled the development of sophisticated platforms that can efficiently match job seekers with part-time opportunities. These platforms often incorporate advanced algorithms and artificial intelligence to enhance the accuracy of job matching, thereby improving user experience and satisfaction. Furthermore, the integration of secure payment systems and user-friendly interfaces has made these platforms more accessible and appealing to a broad audience.

Another significant growth driver is the increasing participation of retirees in the part-time workforce. As life expectancy rises, many retirees are opting to continue working part-time to stay active and supplement their retirement income. Part-time job platforms provide an ideal solution for retirees seeking flexible work opportunities without the demands of a full-time job. Additionally, economic factors such as the rising cost of living and financial instability have compelled more individuals to seek part-time work as a means of financial support, further fueling market growth.

The concept of Temporary Labor is becoming increasingly significant in the part-time job platform market. As companies strive to remain agile and responsive to market demands, they often turn to temporary labor solutions to fill short-term needs without the long-term commitment of permanent hires. This approach not only helps businesses manage fluctuating workloads but also provides workers with the opportunity to gain diverse experiences across different industries. Temporary labor is particularly appealing in sectors like retail and hospitality, where demand can vary significantly based on seasons and events. The flexibility offered by temporary positions aligns well with the growing preference for non-traditional work arrangements, making it a crucial component of the evolving job market landscape.

The regional outlook for the part-time job platform market highlights notable differences across various geographies. North America and Europe are leading markets due to their advanced economies, higher internet penetration rates, and well-established gig economies. Meanwhile, the Asia Pacific region is expected to experience the fastest growth, driven by rapid urbanization, increasing smartphone adoption, and a large youthful population entering the workforce. Latin America and the Middle East & Africa are also poised for growth, although at a slower pace, due to emerging economies and improving digital infrastructure.

Job Type Analysis

The part-time job platform market can be segmented by job type into remote and on-site jobs. Remote part-time jobs have gained immense popularity, especially in the wake of the COVID-19 pandemic, which forced many businesses to adopt remote work policies. This segment is expected to experience significant growth as companies continue to recognize the benefits of remote work, such as reduced overhead costs and access to a broader talent pool. Moreover, employees have shown a strong preference for remote work due to increased flexibility and the elimination of commuting time.

On the other hand, on-site part-time jobs still hold a substantial share of the market, particularly in industr

Black men without a college degree have seen especially strong gains in employment and wages during the pandemic recovery.

Abstract

The Quarterly Labour Force Survey (QLFS) is a household-based sample survey conducted by Statistics South Africa that collects data on the labour market activities of individuals aged 15 years or older who live in South Africa. Since 2008, Statistics SA have produced an annual dataset based on the QLFS data, Labour Market Dynamics in South Africa (LMDSA). The LMDSA is constructed using data from all all four QLFS in the year. The data also includes a number of variables (including income) that are not available in any of the QLFS datasets from 2010.

Geographic coverage

National coverage

Analysis unit

Individuals

Universe

The QLFS sample covers the non-institutional population except for those in workers' hostels. However, persons living in private dwelling units within institutions are enumerated. For example, within a school compound, one would enumerate the schoolmaster's house and teachers' accommodation because these are private dwellings. Students living in a dormitory or school compound are excluded.

Kind of data

Survey data

Sampling procedure

Information on sampling is available in the LMDSA metadata document provided by Statistics SA and made available with the data

Mode of data collection

Computer Assisted Personal Interview

In 2025, there were estimated to be approximately *** billion people employed worldwide, compared to **** billion people in 1991 - an increase of around *** billion people. There was a noticeable fall in global employment between 2019 and 2020, when the number of employed people fell from due to the sudden economic shock caused by the COVID-19 pandemic. Formal vs. Informal employment globally Worldwide, there is a large gap between the informally and formally employed. Most informally employed workers reside in the Global South, especially Africa and Southeast Asia. Moreover, men are slightly more likely to be informally employed than women. The majority of informal work, nearly ** percent, is within the agricultural sector, with domestic work and construction following behind. Women’s employment As the number of employees has risen globally, so has the number of employed women. Overall, care roles such as nursing and midwifery have the highest shares of female employees globally. Moreover, while the gender pay gap has shrunk over time, it still exists. As of 2024, the uncontrolled gender pay gap was ****, meaning women made, on average, ** cents per every dollar earned by men.

Snapshot img

US Online Recruitment Market Size 2025-2029

The us online recruitment market size is forecast to increase by USD 4.39 billion at a CAGR of 7.3% between 2024 and 2029.

The Online Recruitment Market in the US is experiencing significant shifts, driven by innovations in the hiring process. Companies are increasingly adopting artificial intelligence (AI) technologies to streamline their recruitment efforts, with AI-powered searches becoming a norm. This trend is transforming the way organizations attract and select talent, enabling faster and more accurate matching of candidates to job openings. However, this dynamic market also presents challenges. The rise in competition has led to a decline in profitability for many players. With numerous recruitment solutions available, differentiating offerings and maintaining a competitive edge becomes crucial. Companies must continually innovate and adapt to meet the evolving needs of clients and candidates. Additionally, ensuring data security and privacy in the digital recruitment process is a growing concern, requiring robust security measures and compliance with regulations. To thrive in this market, organizations must effectively balance innovation, competition, and security to capitalize on opportunities and navigate challenges.

What will be the size of the US Online Recruitment Market during the forecast period?

Explore in-depth regional segment analysis with market size data - historical 2019-2023 and forecasts 2025-2029 - in the full report.
Request Free SampleIn the dynamic US recruitment market, employers increasingly leverage various strategies to attract and retain top talent. Recruitment advertising through multiple channels, including social media marketing and pay-per-click (PPC) advertising, plays a significant role in reaching a wider candidate pool. Employer reviews, a critical component of brand reputation, influence potential applicants' decisions. Email marketing and referral bonuses are effective tools for engaging current employees and expanding the talent pool. Performance reviews, leadership development, and behavioral interviewing are essential elements of a robust talent acquisition strategy. Social media marketing and talent marketplaces foster diversity recruitment and employee advocacy. Organizational culture, job satisfaction, and employee well-being are crucial factors in retaining top talent. HR dashboards, benefits administration, and workforce analytics provide valuable insights into workforce trends. Inclusive hiring, bias mitigation, and training and development are essential for fostering a diverse and inclusive work environment. Career development opportunities, competency-based interviewing, and structured interviewing contribute to total rewards and skills-based hiring. Employers prioritize these trends to stay competitive in the evolving US recruitment landscape.

How is this market segmented?

The market research report provides comprehensive data (region-wise segment analysis), with forecasts and estimates in 'USD million' for the period 2025-2029, as well as historical data from 2019-2023 for the following segments. ApplicationHospitalityManufacturingHealthcareBFSIOthersEnd-userEmployersNon-employersPlatform TypeJob PortalsSocial Media RecruitingAI-Based MatchingTechnologyTechnologyHealthcareFinanceEducationService ModeJob PostingCandidate ScreeningEmployer BrandingJob TypeFull-TimePart-TimeFreelanceInternshipsGeographyNorth AmericaUS

By Application Insights

The hospitality segment is estimated to witness significant growth during the forecast period.

The online recruitment market in the US is witnessing significant growth, particularly in the hospitality sector, which currently holds the largest share. Macroeconomic factors and industry developments have fueled this demand, leading companies to automate routine tasks and focus on customer engagement. Consequently, the skillset requirements have evolved, necessitating the hiring of a larger workforce. Moreover, the increase in Meetings, Incentives, Conferences, and Exhibitions (MICE) activities has further boosted the need for employees with soft and operational skills. Video interviewing and social media recruitment have emerged as popular trends, enabling employers to assess candidates more efficiently and engage with a larger talent pool. Talent mobility, executive search, and workforce planning have gained prominence, as companies strive to retain top performers and plan for succession. Psychometric testing, permanent placements, and learning and development have become essential components of the recruitment process, ensuring a good fit and continuous skill development. Compensation benchmarking, mobile recruitment, and hr analytics have become crucial for employers to remain competitive in the market. Cloud-based solutions and hr technology have streamlined processes, while data security and legal regulations

Statistics Norway established the Labor Force Survey (LFS) in 1972, and it has been conducted quarterly ever since. The LFS measures the population's participation in the labor market and provides comprehensive information on unemployment, employment, people outside the labor force, temporary employees, underemployed and other subgroups that are not captured by register-based statistics. This makes the LFS one of the most important sources of information about conditions in the Norwegian labor market.

This module collects information on receiving a pension, whether individuals combine work and pension, as well as the reasons for working or not. The purpose of the module is to map labour market participation among individuals aged 50 to 74.

The annual variables in the LFS are asked to individuals during the 2nd and 6th interview rounds.

In the LFS, individuals can be exempted from interviews starting from the 3rd round if, for example, they are retirees and no longer working. This is because the primary purpose of the LFS is to analyse the active labour market. Responses from the 2nd interview for those exempted are carried forward into subsequent rounds (passive sample). The consequence of this approach, particularly for this pensions module, is an undesirably high sample loss among retirees. Therefore, Statistics Norway impute for this module.

Stratified nearest neighbour imputation was used. For 2023, the stratification was specially tailored to impute responses to questions about pensions and labour market participation for individuals aged 50 to 74. The 2023 stratification is based on sex, age groups (15-49, 50-69, 70-89), marital status, and registered disability.

The imputation process involves copying all responses from the 2nd interview for 2-year and 8-year variables from a donor within the same stratum, with the smallest age difference (nearest neighbour), to a recipient in the passive sample when they would have been interviewed for the 6th time.

Employment by industry and sex, UK, published quarterly, non-seasonally adjusted. Labour Force Survey. These are official statistics in development.

Employment Rate in the United States increased to 59.70 percent in September from 59.60 percent in August of 2025. This dataset provides - United States Employment Rate- actual values, historical data, forecast, chart, statistics, economic calendar and news.