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.

The Online Recruitment Sites industry has boomed since the 2000s as job searches have moved online and the internet has become an indispensable part of daily life. The internet has become the primary medium for communicating and accessing information, the main driving force behind this industry's rise. Job seekers and employers have increasingly turned to online recruitment sites to look for new openings and find new talent pools.The largest online recruitment sites have grown through organic innovation and by acquiring competitors targeting niche industries. Historically, incumbents held a competitive advantage in developing brand names, making it difficult for new sites to gain market share. Nonetheless, low barriers to entry have upended the industry as once-dominant platforms like Monster and CareerBuilder have lost relevance, and LinkedIn has become the overwhelming market-leader by leveraging technological innovation. Online job portals have become the primary tool for matching candidates to employers, with the pandemic only furthering the online shift as businesses embrace digital talent sourcing. In this environment, industry revenue is forecast to grow at a CAGR of 6.2% to $18.8 billion through 2025, including 6.4% in 2025 alone. Profitability has widened too, despite heavy ongoing investments in technology, with platforms relying on premium services to bring in recurring revenue streams.Driven by the rapid development of artificial intelligence and machine learning to automate resume screening, candidate sourcing and chat-based engagement, online recruitment sites will provide a broader range of services that go well beyond standard job posting services and resume collection. Predictive analytics will be central to the transformation of talent acquisition by replacing manual screening, helping recruiters compete more effectively with in-house hiring departments. Online recruitment sites will continue to evolve into professional networking platforms, becoming comprehensive career ecosystems. With a steady labor market poised to see growth in key sectors like healthcare and technology, revenue across online recruitment sites is forecast to grow at a CAGR of 5.6% to $24.8 billion through 2030.

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.

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.

The majority of respondents from CEE countries shared the opinion that climate measures taken by their governments would lead to a decrease in employment opportunities, based on a 2023 survey. The share of respondents expecting climate measures to create more jobs than they would destroy was the highest in Romania and Slovenia, totaling ** and ** percent, respectively.

The global market size of Labor is $XX million in 2018 with XX CAGR from 2014 to 2018, and it is expected to reach $XX million by the end of 2024 with a CAGR of XX% from 2019 to 2024.
Global Labor Market Report 2019 - Market Size, Share, Price, Trend and Forecast is a professional and in-depth study on the current state of the global Labor industry. The key insights of the report:
1.The report provides key statistics on the market status of the Labor manufacturers and is a valuable source of guidance and direction for companies and individuals interested in the industry.
2.The report provides a basic overview of the industry including its definition, applications and manufacturing technology.
3.The report presents the company profile, product specifications, capacity, production value, and 2013-2018 market shares for key vendors.
4.The total market is further divided by company, by country, and by application/type for the competitive landscape analysis.
5.The report estimates 2019-2024 market development trends of Labor industry.
6.Analysis of upstream raw materials, downstream demand, and current market dynamics is also carried out
7.The report makes some important proposals for a new project of Labor Industry before evaluating its feasibility.
There are 4 key segments covered in this report: competitor segment, product type segment, end use/application segment and geography segment.
For competitor segment, the report includes global key players of Labor as well as some small players.
The information for each competitor includes:
* Company Profile
* Main Business Information
* SWOT Analysis
* Sales, Revenue, Price and Gross Margin
* Market Share

For product type segment, this report listed main product type of Labor market
* Product Type I
* Product Type II
* Product Type III

For end use/application segment, this report focuses on the status and outlook for key applications. End users sre also listed.
* Application I
* Application II
* Application III

For geography segment, regional supply, application-wise and type-wise demand, major players, price is presented from 2013 to 2023. This report covers following regions:
* North America
* South America
* Asia & Pacific
* Europe
* MEA (Middle East and Africa)
The key countries in each region are taken into consideration as well, such as United States, China, Japan, India, Korea, ASEAN, Germany, France, UK, Italy, Spain, CIS, and Brazil etc.

Reasons to Purchase this Report:
* Analyzing the outlook of the market with the recent trends and SWOT analysis
* Market dynamics scenario, along with growth opportunities of the market in the years to come
* Market segmentation analysis including qualitative and quantitative research incorporating the impact of economic and non-economic aspects
* Regional and country level analysis integrating the demand and supply forces that are influencing the growth of the market.
* Market value (USD Million) and volume (Units Million) data for each segment and sub-segment
* Competitive landscape involving the market share of major players, along with the new projects and strategies adopted by players in the past five years
* Comprehensive company profiles covering the product offerings, key financial information, recent developments, SWOT analysis, and strategies employed by the major market players
* 1-year analyst support, along with the data support in excel format.
We also can offer customized report to fulfill special requirements of our clients. Regional and Countries report can be provided as well.

Global Employment Services market size is expected to reach $3247.03 billion by 2029 at 10.9%, segmented as by type, employment placement agencies, executive search services, temporary help services, professional employer organizations

Temporary Labor Market Outlook

The global temporary labor market size was valued at approximately $500 billion in 2023 and is projected to reach around $780 billion by 2032, growing at a compound annual growth rate (CAGR) of 5.1%. This growth is attributed to an increasing demand for flexible workforce solutions across various industry verticals and the rising need for cost-effective labor options amidst fluctuating economic conditions. The expanding gig economy and advancements in technology that facilitate remote work and temporary hiring processes are also significant contributing factors.

One of the primary growth drivers in the temporary labor market is the increasing preference for flexible work arrangements. Modern businesses are continuously seeking ways to adapt to market demands without the long-term commitment of permanent hires. Temporary labor allows companies to scale their workforce up or down based on project needs, seasonal demands, or economic conditions. This flexibility is particularly crucial in industries with high variability in workload, such as retail and hospitality, where demand can surge during certain periods and wane during others.

Another critical factor contributing to the growth of the temporary labor market is the rising trend of specialization within the workforce. As industries evolve, the demand for highly specialized skills has increased. Temporary labor provides a solution for companies needing niche expertise for specific projects or limited durations. For instance, in the IT and telecommunications sector, temporary professionals with specialized skills can be brought in to manage projects such as software development or network upgrades, ensuring that the company remains competitive without the need for permanent hires.

Technological advancements have also played a pivotal role in the expansion of the temporary labor market. Platforms and online marketplaces have emerged, making it easier for employers to connect with temporary workers and for workers to find short-term employment opportunities. These technologies streamline the hiring process, reduce overhead costs, and ensure a better match between employers' needs and workers' skills. Additionally, the growth of remote work enables businesses to hire temporary labor from a global talent pool, further enhancing their operational flexibility.

Temporary Healthcare Staffing has emerged as a critical component within the broader temporary labor market, particularly in response to the dynamic needs of the healthcare industry. The demand for temporary healthcare professionals, such as nurses, medical technicians, and administrative staff, is driven by the necessity to address staffing shortages and manage fluctuating patient care demands. This flexibility is essential for healthcare facilities to maintain high standards of care, especially during peak periods or unforeseen circumstances, such as public health emergencies. Temporary healthcare staffing not only provides a solution to immediate staffing gaps but also allows healthcare providers to access specialized skills and expertise without the long-term commitment of permanent hires.

Regionally, North America remains a significant player in the temporary labor market, driven by a well-established gig economy and a high rate of technological adoption. The Asia Pacific region is expected to experience the fastest growth, with countries like India and China leading the way due to their large labor force and rapidly expanding industries. Europe also shows robust demand for temporary labor, especially in sectors like manufacturing and healthcare. The Middle East & Africa and Latin America, while smaller in market size, are gradually catching up as businesses in these regions recognize the benefits of flexible labor solutions.

Employment Type Analysis

When segmented by employment type, the temporary labor market can be broadly categorized into skilled labor, unskilled labor, and professional services. Skilled labor includes workers who have specific skills or training, such as electricians, plumbers, and machine operators. This segment is crucial for industries that require precision and expertise, like construction and manufacturing. The demand for skilled labor is robust, driven by ongoing infrastructure projects and the need for specialized trades that cannot be easily automated.

Unskilled labor, on the other hand, comprises workers who pe

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

Job Search Engines Market Outlook

The global job search engines market is poised for significant growth, with a market size projected to expand from $2.3 billion in 2023 to approximately $4.9 billion by 2032, reflecting a compound annual growth rate (CAGR) of 8.8%. This growth is driven by an increasing reliance on digital platforms for job searching and recruitment processes, which offer more efficient, comprehensive, and accessible options for both job seekers and employers. The integration of advanced technologies such as artificial intelligence and machine learning into job search platforms is enhancing the user experience by providing personalized job recommendations and improving matching accuracy, thus driving market growth. Moreover, the global workforce's shift towards more flexible and remote working arrangements has fueled the demand for digital job search solutions, further propelling the market forward.

One of the primary growth factors of the job search engines market is the rapid digital transformation across industries. As organizations increasingly adopt digital tools to streamline their operations, the recruitment process has also undergone a significant transformation. Job search engines facilitate this transition by enabling employers to reach a broader candidate pool and job seekers to access numerous employment opportunities efficiently. Furthermore, the increasing internet penetration and smartphone adoption globally have made these platforms more accessible, especially in emerging economies. The convenience and speed offered by job search engines compared to traditional recruitment methods have significantly contributed to their widespread adoption. These platforms not only save time for both parties involved but also reduce costs associated with hiring processes.

Another crucial factor contributing to market growth is the rising demand for skilled labor in specialized fields. Industries such as IT, healthcare, and engineering are experiencing a surge in demand for qualified professionals, driven by technological advancements and industry-specific developments. Job search engines have become invaluable tools in bridging the gap between talent demand and supply. They provide a platform for job seekers to showcase their skills and for employers to find the right candidates with the necessary expertise. The ability of these platforms to leverage data analytics and artificial intelligence to match candidates with appropriate job opportunities enhances their value proposition and drives their adoption across various industry verticals.

Furthermore, the evolving nature of the global workforce is a significant growth driver for the job search engines market. The shift towards gig economy and freelance work is reshaping how individuals pursue career opportunities. Job search platforms have adapted to this trend by offering features tailored to freelancers and gig workers, such as project-based listings and flexible job options. This shift is particularly pronounced among younger generations who prioritize work-life balance and flexibility over traditional employment models. As a result, job search engines have expanded their offerings to cater to this growing segment of the workforce, further fueling market growth. The ability of these platforms to cater to diverse employment needs makes them indispensable in today's dynamic job market.

Crawler Based Search Engine technology plays a pivotal role in enhancing the efficiency and reach of job search engines. These search engines utilize automated bots, known as crawlers, to systematically browse the web and index job listings from various sources. This approach ensures that job seekers have access to a comprehensive database of employment opportunities, which is continuously updated as new listings become available. By leveraging crawler technology, job search platforms can offer a more extensive range of job postings, providing users with a greater selection of potential career paths. This capability is particularly beneficial in industries with high turnover rates or rapidly changing job markets, where timely access to new listings is crucial for both job seekers and employers.

Regionally, North America remains a dominant player in the job search engines market, primarily due to the high adoption rate of digital recruitment solutions and the presence of key market players in the region. The robust technological infrastructure and high internet penetration further bolster the market's growth in North America. However, Asia Pacific is expected to

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...

The Labour Force Survey (LFS) is a monthly survey of Canadian households carried out by Statistics Canada. It was developed after the Second World War to satisfy a need for reliable and timely data on the labour market due to the massive labour market changes involved in the transition from a war to peace-time economy. The objectives of the LFS have been to divide the working-age population into three mutually exclusive labour force status categories (employed, unemployed, and not in the labour force) and to provide descriptive and explanatory data on each of these groups. With the release of the survey results only 10 days after the completion of data collection, the LFS estimates are the first of the major monthly economic data series to be released. The LFS is the source of Canada's official unemployment rates, including the rates used by Employment and Social Development Canada in the calculation of Employment Insurance (EI) eligibility and benefit criteria. Data from the survey also provide information on major labour market trends, such as shifts in employment across industrial sectors, hours worked and labour force participation. The LFS also provides employment estimates by industry, occupation, public and private sector, hours worked and much more, all cross-classifiable by a variety of demographic characteristics. Estimates are produced for Canada, the provinces, the territories and a large number of sub-provincial regions. For employees, data on wage rates, union status, job permanency and establishment size are also produced.

In 2023, it was estimated that over 161 million Americans were in some form of employment, while 3.64 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.

The Swiss Job Market Monitor (SJMM, www.stellenmarktmonitor.uzh.ch) is devoted to a systematic monitoring and analysis of the Swiss labor market. For this purpose, SJMM has compiled a dataset of job openings in the Swiss economy dating back to 1950. The dataset is based on representative samples of job advertisements drawn from all advertising channels that are relevant at the given time. In 2001, the project switched from its original retrospective survey design to a fully compatible prospective monitoring of the job market that also covers online advertising media. In addition, the initial limitation of the ad survey to German-speaking Switzerland was expanded to cover all of Switzerland from 2001 on. In the course of the ad survey, the complete ad text is first recorded to enable text-based as well as qualitative analyses of the development of job openings. Second, the information provided in the job ads on the requirements and characteristics of the job openings, the person wanted, and the business placing the job ad are recorded and prepared for quantitative statistical analyses. The database created in this manner thus opens a multitude of new opportunities for qualitative and quantitative social scientific analyses of both long-term and current trends in the Swiss labor market. This obviously applies to developments in the volume and structure of job openings and the skills demand in the Swiss economy. Yet its potential goes far beyond by offering a much wider range of opportunities for research once the SJMM data are combined with data from other sources (TREE, SAKE, and others more). Der Stellenmarkt-Monitor Schweiz (SMM, www.stellenmarktmonitor.uzh.ch) widmet sich der systematischen Beobachtung und Analyse des schweizerischen Stellenmarkts. Zu diesem Zweck hat der SMM eine bis ins Jahr 1950 zurückreichende Erhebungsreihe zum Stellenangebot der Schweizer Wirtschaft aufgebaut. Die Erhebungen stützen sich auf repräsentative Zufallsstichproben von Stelleninseraten, die jeweils alle zu einem gegebenen Zeitpunkt bedeutenden Inserierungskanäle abdecken. Das ursprünglich retrospektiv angelegte Projekt ist 2001 in ein nahtlos anschliessendes prospektives Monitoring des Stellenmarktes unter Einschluss von Online-Inserierungsmedien überführt worden. Die anfänglich auf die deutschsprachige Schweiz beschränkten Inserate-Erhebungen sind zudem ab 2001 stets gesamtschweizerisch durchgeführt worden. Im Rahmen der Inserate-Erhebungen werden erstens die Inserate im Volltext erfasst, um so textbasierte, auch qualitative Analysen der Entwicklung des Stellenangebots zu ermöglichen. Zweitens werden die in den Inseratetexten enthaltenen Angaben zu den Anforderungen und Merkmalen der ausgeschriebenen Stelle, zur gesuchten Person und zum inserierenden Unternehmen mittels standardisierter Verfahren erfasst und so für quantitative statistische Analysen aufbereitet. Die geschaffene Datenbasis eröffnet somit qualitativ und quantitativ arbeitenden Sozialwissenschaftlern vielfältige neue Möglichkeiten zur Analyse langfristiger wie aktueller Entwicklungen im Schweizer Arbeitsmarkt. Dies gilt offensichtlich für Entwicklungen in Umfang und Struktur des Stellenangebots und des Qualifikationsbedarfs der Schweizer Wirtschaft. Darüber hinaus eröffnet sich ein breites Spektrum von neuen Forschungsmöglichkeiten, sobald die SMM-Datenbasis mit Daten aus anderen Quellen (TREE, SAKE, usw.) verknüpft wird.

Job Offers in the United States decreased to 7437 Thousand in June from 7712 Thousand in May of 2025. This dataset provides the latest reported value for - United States Job Openings - plus previous releases, historical high and low, short-term forecast and long-term prediction, economic calendar, survey consensus and news.

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 s

According to Cognitive Market Research, the global Recruitment & Staffing market size is USD 519848.5 million in 2024. It will expand at a compound annual growth rate (CAGR) of 9.90% from 2024 to 2031.

North America held the major market share for more than 40% of the global revenue with a market size of USD 207939.40 million in 2024 and will grow at a compound annual growth rate (CAGR) of 8.1% from 2024 to 2031.
Europe accounted for a market share of over 30% of the global revenue with a market size of USD 155954.55 million.
Asia Pacific held a market share of around 23% of the global revenue with a market size of USD 119565.16 million in 2024 and will grow at a compound annual growth rate (CAGR) of 11.9% from 2024 to 2031.
Latin America had a market share for more than 5% of the global revenue with a market size of USD 25992.43 million in 2024 and will grow at a compound annual growth rate (CAGR) of 9.3% from 2024 to 2031.
Middle East and Africa had a market share of around 2% of the global revenue and was estimated at a market size of USD 10396.97 million in 2024 and will grow at a compound annual growth rate (CAGR) of 9.6% from 2024 to 2031.
Recruiting held the domiant position in the Recruitment & Staffing market

Market Dynamics of Recruitment & Staffing Market

Key Drivers for Recruitment & Staffing Market

Huge job opportunities in the BFSI and IT sectors drive staffing and recruitment market growth

IT hiring and recruitment sector is rapidly expanding. According to research from the online hiring site Monster, the banking, financial services, and insurance (BFSI) industry in India will see a 27% increase in job posts year over year in February 2023. According to Monster data, finance-related employment will account for around 8% of all jobs posted on the site by 2023. Furthermore, India is seeing a significant increase in job prospects as a result of digitization, payment innovations, and expanded financial inclusion, as well as the forthcoming 5G deployment. According to the Monster Employment Index, hiring in the BFSI industry increased by 25% in August 2022, after experiencing a 21% increase in July 2022.

Rising young populations

The presence of young workers in the job market and the desire of recruitment agencies for budget-friendly approaches are significantly impacting the expansion of the Recruitment & Staffing Market. Recruitment helps connect skilled and capable young individuals with organizations that are seeking employees, ensuring companies find the right candidates for their needs. Similarly, the focus on expenses has led companies to choose recruitment solutions that are both efficient and cost-effective. These elements contribute to the expansion of the Recruitment & Staffing Market by meeting the demand for cost-effective and effective recruitment services, enabling businesses to acquire the appropriate talent.

Restraint Factor for the Recruitment & Staffing Market

Rising Costs and Margin Pressure

The Recruitment & Staffing Market is restrained by increasing cost and margin pressure. As the operational cost increases in the industry (for eg technology investment, talent acquisition cost etc.), it leads to margin pressure for the recruitment agencies, as every business tries to maintain the profit margin, which directly impact the competitive pricing for the services offered. The rising operational cost may also affect the smaller agencies to invest in cutting edge technologies, training programs etc., which directly impact their competitiveness in the market. Hence the increasing cost in the industry will definitely be a challenge and how efficiently businesses manage this cost pressure will define their sustained growth and profitability.

Impact of Covid-19 on the Recruitment & Staffing Market

The Covid-19 pandemic changed the Recruitment & Staffing market dynamically with its impact across the entire global market. As a result of the COVID-19 pandemic that led to some shutdowns, economic instability and business disruption, many organizations were compelled to freeze or even downsize their employee intake, hence reducing the demand for recruitment services. Nevertheless, as the economis slowly turns into improvement there is observed the shift in the focus on remote work and virtual hiring what accelerates the employment of digital recruitment solutions and platforms. Temporary and contract st...

Abstract

The Sudan Labor Market Panel Survey 2022 (SLMPS 2022) is the first wave of a planned longitudinal study of the Sudanese labor market designed to elucidate the way in which human resources are developed and deployed in the Sudanese economy. The SLMPS 2022 is a nationally-representative household survey on a panel of about 5,000 households planned to be repeated every six years. The focus of the survey is to understand key relationships between labor market processes and outcomes and other socio-economic processes such as education, training, family formation and fertility, internal and international migration, gender equality and women's empowerment, enterprise development, housing acquisition, and equality of opportunity and intergenerational mobility.

The SLMPS 2022 is modeled on similar surveys carried out in Egypt in 1998, 2006, 2012, and 2018 in Jordan in 2010 and 2016, and in Tunisia in 2014. All of these surveys started out with a sample of 5,000 households in the first wave and then the sample grew as a results of household splits and the addition of a refresher sample in every new wave. The SLMPS 2022 also includes modules from the Living Standards Measurement Study Plus (LSMS+) surveys that focus on gender disaggregated asset, employment, and entrepreneurship data. Given the level of detail desired in the individual level information, it is crucial in this survey that the information be collected from the individual him or herself rather than from any informant in the household. Therefore, the survey design calls for a number of visits to the same household to make sure that each individual aged five and older can be interviewed in person.

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For details on the key characteristics of the SLMPS 2022, see: Krafft C., Assaad R., and Cheung R.(2023). Introducing the Sudan Labor Market Panel Survey 2022. Economic Research Forum Working Paper No. 1647

https://erf.org.eg/publications/introducing-the-sudan-labor-market-panel-survey-2022/

Geographic coverage

The sample was designed to provide estimates of the indicators at the national level, for urban and rural areas, and for all regions.

For detailed information on the regions and governorates used in the SLMPS 2022 Sample, see: Krafft C., Assaad R., and Cheung R.(2023). Introducing the Sudan Labor Market Panel Survey 2022. Economic Research Forum Working Paper No. 1647

https://erf.org.eg/publications/introducing-the-sudan-labor-market-panel-survey-2022/

Analysis unit

1- Households. 2- Individuals. 3- Household Enterprises.

Universe

The survey covered a national sample of households and all household's members aged five and above. In addition, the survey covered enterprises operated by the household.

Kind of data

Sample survey data [ssd]

Sampling procedure

A fundamental challenge when designing the SLMPS sample was the lack of a recent, nationally representative sample frame. The last national population census in Sudan was in 2008, before the secession of South Sudan. There had also been limited updating of administrative borders and maps. The first level of administrative geography in Sudan is the state (wilaya), and there are 18 states in Sudan. The second level of administrative geography in Sudan is the locality (mahaliya), and CBS had updated the borders of localities in 2017 to 189 distinct geographies (each locality nested within a single state).). The principal investigators (C. Krafft and R. Assaad) used the updated borders combined with 2020 population estimates based on remote sensing data to create our sampling frame and draw our sample. These sources were supplemented with additional data to identify refugee and IDP camps and areas for our strata. The planned sample design was a random stratified cluster sample made up of 5,000 households sub-divided into 250 primary sampling units (PSUs). The strata represented in the sample are: (i) refugee camps, (ii) refugee areas (areas with non-camp refugee settlements), (iii) IDP camps, (iv) IDP areas (areas with non-camp IDP settlements), (v) other (non-refugee/non-IDP) rural areas,

(vi) other urban areas.

For details on the sampling of the SLMPS 2022, see: Krafft C., Assaad R., and Cheung R.(2023). Introducing the Sudan Labor Market Panel Survey 2022. Economic Research Forum Working Paper No. 1647

https://erf.org.eg/publications/introducing-the-sudan-labor-market-panel-survey-2022/

Sampling deviation

The realities of the sample frame and the logistics of fielding led to a number of deviations from the planned sample in fielding. While the initial sample was estimated to have a reasonable number of households in each PSU based on satellite imaging and population projections, there were cases where a PSU did not, in fact, have any or many households. All PSU locations were reviewed first in the CBS offices to identify locations that were empty or where there appeared to be five or fewer households and these locations were replaced with backup PSUs. There were a variety of reasons why a PSU might have few or no households, including that it consisted of industrial/commercial (not residential) buildings, that it was a mine or grain storage area, or that it had rocks or grain silos that looked like residences. When office review determined there were at least five or more potential households on the satellite maps, fielding was attempted. However, a number of issues arose in the field as well. Upon visiting, buildings were determined to be non-residential, or were abandoned. Furthermore, a number of locations were determined to be unsafe to field, a status that even changed and fluctuated frequently during the fieldwork. Persistent sandstorms also prevented fielding in specific localities. The rainy season likewise made some locations inaccessible for fielding. Backup samples were created; initially one urban and one rural backup were provided per state, and further backups were drawn as needed to replace PSUs that could not be fielded. Backups were, if possible, from the same strata and always from the same state. When possible, additional backups were also drawn from the same locality in an attempt to minimize bias. However, there were cases when an entire locality became inaccessible. Ultimately, 152 PSUs from the original sample of 250 were fielded in the initially planned locations. Nine of the initially planned backups were used. For the remainder, 24 were replaced by the first replacement given, 17 by the second, 17 by the third, 9 by the fourth, 6 by the fifth, 4 by the seventh, and the remaining 12 by various higher order replacements. Repeated replacements tended to occur in localities with a high share of buildings (e.g. mines, grain storage) that the population estimates likely mistook for residences.

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For details on the sampling of the SLMPS 2022, see: Krafft C., Assaad R., and Cheung R.(2023). Introducing the Sudan Labor Market Panel Survey 2022. Economic Research Forum Working Paper No. 1647

https://erf.org.eg/publications/introducing-the-sudan-labor-market-panel-survey-2022/

Mode of data collection

Face-to-face [f2f]

Research instrument

The SLMPS questionnaires consist of a household questionnaire and an individual questionnaire, with modules. The modules built on and ensured substantial comparability with other LMPSs. The household questionnaire includes: (i) identifiers and household location (ii) roster of household members (iii) housing conditions and durable assets (iv) current household member migrants abroad (v) remittances (vi) other income and transfers (vii) shocks and coping mechanisms (viii) non-agricultural enterprises, including information on characteristics, employment of household members and others, assets, expenditures, and revenue (ix) agricultural assets, land and parcels, capital equipment, livestock, crops, and other agricultural income. The individual questionnaire collects data from all individuals 5 and older (children under five are captured in the household roster). The individual questionnaire elicits information about (i) residential mobility (ii) father's, mother's and sibling characteristics (including siblings abroad) (iv) health (v) education level and detailed educational history (vi) training experiences (vii) skills (viii) current employment and unemployment (viii) job characteristics for the primary and secondary job (ix) labor market history (x) costs and characteristics of marriage (ix) fertility (xii) women's employment (xiii) wages from primary and any secondary jobs (xiv) return migration, refugee, and IDP experiences for Sudanese respondents (xv) modules for immigration and refugees for non-Sudanese respondents (xvi) information technology (xvi) savings and borrowing (xvii) attitudes (xviii) time use (a full 24 hour diary for adults and a shorter module for children) and (xix) a series of questions on rights to parcels, livestock, and durables.

For more details, see the questionnaires in the documentation.

Response

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