This statistic shows artificial intelligence job replacement in retail organizations worldwide in 2017 and 2018. In the 2018 survey, all respondents stated that AI had replaced less than 25 jobs in their organization in the past year.

Most respondents find it likely their jobs will be changed but not replaced in the next 5 years from late 2023, reaching until 2028. ** percent responded so. This is because it is highly probable most workers have a hard time envisioning a machine replacing their respective job.

A survey held in the United States in April 2023 found that ** percent of respondents were concerned that artificial intelligence could replace news reporters in the future. The concern for the future of book authors was almost equally high. AI in entertainment – the positive sides The use of AI certainly has the capacity to produce mind-bending results in a very short time. However, the true power of AI lies in exactly that – speeding up processes. From the media consumer side, personalized recommendations are particularly popular. Already implemented in video platforms, AI-generated algorithms serve content suggestions based on viewing behavior. In fact, some ** percent of U.S. consumers cite these as the most common way of movie and TV show discovery.From the entertainment workers’ perspective, the sentiment towards AI is also positive in many cases. In fact, many believe that certain tasks can be performed effectively by generative AI technology. Realistic sound effects, code in game programming, and artwork development for video or game storyboards were all cited as tasks that could be successfully completed with the help of artificial intelligence tools, and they are just the top three among many others. So today, all media sectors, from news to filmmaking and audio to gaming, are now intensively looking into making AI work for them, and in some cases, instead of them.

The Dataset for Flexicurity Analysis is compiled by members of RECWOWE Strand 1 'Tensions Between Flexibility and Security'. The main objective is to study the tensions between labour market flexibility and socio-economic security by using existing and relevant data sources. The dataset contains statistical information on topics such as job security, employment protection, replacement rates, and unemployment. This dataset is no longer available.

📂 Dataset Title:

AI Impact on Job Market: Increasing vs Decreasing Jobs (2024–2030)

📝 Dataset Description:

This dataset explores how Artificial Intelligence (AI) is transforming the global job market. With a focus on identifying which jobs are increasing or decreasing due to AI adoption, this dataset provides insights into job trends, automation risks, education requirements, gender diversity, and other workforce-related factors across industries and countries.

The dataset contains 30,000 rows and 13 valuable columns, generated to reflect realistic labor market patterns based on ongoing research and public data insights. It can be used for data analysis, predictive modeling, AI policy planning, job recommendation systems, and economic forecasting.

📊 Columns Description:

Column Name Description

Job Title Name of the job/role (e.g., Data Analyst, Cashier, etc.) Industry Industry sector in which the job is categorized (e.g., IT, Healthcare, Manufacturing) Job Status Indicates whether the job is Increasing or Decreasing due to AI adoption AI Impact Level Estimated level of AI impact on the job: Low, Moderate, or High Median Salary (USD) Median annual salary for the job in USD Required Education Typical minimum education level required for the job Experience Required (Years) Average number of years of experience required Job Openings (2024) Number of current job openings in 2024 Projected Openings (2030) Projected job openings by the year 2030 Remote Work Ratio (%) Estimated percentage of jobs that can be done remotely Automation Risk (%) Probability of the job being automated or replaced by AI Location Country where the job data is based (e.g., USA, India, UK, etc.) Gender Diversity (%) Approximate percentage representation of non-male genders in the job

🔍 Potential Use Cases:

Predict which jobs are most at risk due to automation.

Compare AI impact across industries and countries.

Build dashboards on workforce diversity and trends.

Forecast job market shifts by 2030.

Train ML models to predict job growth or decline.

📚 Source:

This is a synthetic dataset generated using realistic modeling, public job data patterns (U.S. BLS, OECD, McKinsey, WEF reports), and AI simulation to reflect plausible scenarios from 2024 to 2030. Ideal for educational, research, and AI project purposes.

📌 License: MIT

Temporary-help jobs offer rapid entry into paid employment, but they are typically brief and it is unknown whether they foster longer term employment. We utilize the unique structure of Detroit's welfare-to- work program to identify the effect of temporary-help jobs on labor market advancement. Exploiting the rotational assignment of welfare clients to numerous nonprofit contractors with differing job placement rates, we find that temporary-help job placements do not improve and may diminish subsequent earnings and employment outcomes among participants. In contrast, job placements with direct-hire employers substantially raise earnings and employment over a seven quarter follow-up period. (JEL J22, J23, J24, J31, J68)

Revenue in the Temporary Employment Agency industry is anticipated to drop at a compound annual rate of 4% in the five years through 2024 to €236.5 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 - a sizeable blow to revenue in the three years through 2022. Workers on temporary contracts represented a significant chuck of employment losses in all quarters of 2020. According to Eurostat data, temporary employment declined across Europe in the four years from 2017 to 2020, dipping from 13.8% to 11.9%. Since COVID-19 has slowed, companies have resumed hiring as confidence levels have been restored and vacancy levels have soared. An increasingly tight labour market encourages employers to rely on temporary employment placement agencies to fight in an increasingly competitive market. Several countries rank highly in terms of temporary workers with a large short-term job market. In 2022, the Netherlands and Spain have more than 15% of employed people under temporary contracts, according to Eurostat. Industry revenue is expected to shrink by 1.6% in 2024. Revenue is expected to grow at an annual rate of 4.5% in the five years through 2029 to €295.4 billion. With 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 and inflation keeps squeezing budgets. 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 implanting policies that may disrupt or expand services. Spain has already introduced reforms that are taking effect to increase permanent positions and remove temporary contracts, while Italy is expanding its voucher scheme to encourage temporary hires.

Employment placement agencies in Europe’s revenue is anticipated to contract at a compound annual rate of 3.2% over the five years through 2024 to €47.8 billion. The COVID-19 outbreak tanked business confidence and expansion plans because of economic uncertainty after months of global lockdowns, forcing hiring freezes in a tricky time for employment agencies. 2022 marked a resurgence for agencies. According to Eurostat data, employment in the EU reached a record peak of 74.6% in 2022, with unemployment falling month-on-month to 5.9% in August 2023. Companies enjoyed a post-COVID-19 boom in hiring, as the economy reopened and company’s began to look to expand thanks to improved business confidence which kept employment agencies busy. The labour market has proved resilient against the economic background of rising interest rates and high inflation but remains tight with several unfilled vacancies. Vacancies remain well above pre-pandemic levels but have steadily dipped from the sharp rise post-COVID-19 as companies unfroze hiring decisions, indicating a skills mismatch between job seekers and roles that agencies are struggling to negotiate. Several countries attempt to address long-standing labour shortages to ameliorate professional mobility and offer training courses for in-demand skills through agencies. France, for example, is addressing youth unemployment through upskilling training programmes. Public sector hiring in Germany and Spain in health and education also pushes revenue growth for agencies compared to stunted private sector demand. Revenue is expected to slump by 1.3% in 2024 amid job cuts in the technology sector. Revenue is projected to swell at a compound annual rate of 4.3% over the five years through 2029 to reach €58.9 billion. Agencies will continue to target revenue growth by elevating their online presence, specialising their services towards more niche sectors and targeting executives and upper management positions. Technological developments remain a threat to recruiters, with HR AI systems like Paradox able to scan networking platforms such as LinkedIn for candidates. Companies’ in-house HR teams are expanding too. The sustainability sector looks to be a hot property job market to target, but potential shortages in both high and low-skilled occupations driven by employment growth in STEM professions and healthcare will create hurdles in the hiring process in other sectors.

Recruiting And Job Placement Market Outlook

The global recruiting and job placement market size was valued at approximately USD 28 billion in 2023 and is projected to reach around USD 45 billion by 2032, growing at a CAGR of 5.2% during the forecast period. The market is experiencing significant growth, driven by increasing globalization, the rising need for specialized skills, and the growing prevalence of flexible work arrangements.

One of the primary factors fueling the growth of the recruiting and job placement market is the rapid technological advancements and digital transformation across various industries. Companies are increasingly seeking specialized talent to handle new technologies like artificial intelligence, blockchain, and data analytics, which drives up the demand for efficient recruiting services. Additionally, the emergence of automated recruitment tools and platforms that streamline the hiring process is further propelling market growth.

Another significant growth factor is the shifting workforce dynamics, including the increasing trend of remote work and gig economy jobs. The rise of remote work has widened the talent pool for employers, allowing them to access candidates from different geographic locations. This new dynamic increases the need for specialized job placement services that can navigate the complexities of a global workforce. Furthermore, the gig economy, characterized by short-term contracts and freelance work, necessitates continuous recruitment efforts, thereby boosting market demand.

Economic growth and urbanization, particularly in emerging markets, are also contributing to the expansion of the recruiting and job placement market. Developing economies are witnessing an influx of multinational companies, leading to a surge in job creation and a heightened need for recruitment services. Additionally, governments in these regions are increasingly focusing on skill development initiatives, which is expected to create a more skilled workforce, further driving the market growth.

Regionally, North America currently holds the largest share of the recruiting and job placement market, driven by the advanced technological infrastructure and high adoption rate of recruitment technologies. Asia Pacific is expected to witness the fastest growth over the forecast period due to rapid economic development, industrialization, and increasing focus on education and skill development. Europe, Latin America, and the Middle East and Africa are also anticipated to show significant growth, driven by evolving employment trends and increasing investment in recruitment technologies.

In the evolving landscape of recruitment, Handicapped Placement Service has emerged as a crucial component, addressing the unique needs of individuals with disabilities. This service ensures that companies can tap into a diverse talent pool, promoting inclusivity and equal opportunities in the workplace. By providing tailored support and resources, Handicapped Placement Service facilitates the integration of disabled individuals into various job roles, enhancing their career prospects and contributing to a more inclusive workforce. As organizations increasingly recognize the value of diversity, the demand for such specialized services is expected to grow, further driving the expansion of the recruiting and job placement market.

Service Type Analysis

The recruiting and job placement market is segmented by service type into Permanent Staffing, Temporary Staffing, Executive Search, and Recruitment Process Outsourcing (RPO). Each of these services caters to different aspects of recruitment and has its unique growth dynamics.

Permanent staffing services are essential for organizations looking to fill long-term positions with skilled employees. This segment is driven by the need for stability and continuity in the workforce. Companies prefer permanent employees for critical roles that require in-depth knowledge of the company's operations and culture. The continuous demand for skilled professionals across various sectors, including IT, healthcare, and finance, is expected to drive the growth of the permanent staffing segment.

Temporary staffing is gaining popularity due to the growing trend of flexible work arrangements and the gig economy. This service type allows companies to meet short-term workforce needs without the long-term commitment associated with permanent

Revenue in the Temporary Employment Agency industry is anticipated to drop at a compound annual rate of 4% in the five years through 2024 to €236.5 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 - a sizeable blow to revenue in the three years through 2022. Workers on temporary contracts represented a significant chuck of employment losses in all quarters of 2020. According to Eurostat data, temporary employment declined across Europe in the four years from 2017 to 2020, dipping from 13.8% to 11.9%. Since COVID-19 has slowed, companies have resumed hiring as confidence levels have been restored and vacancy levels have soared. An increasingly tight labour market encourages employers to rely on temporary employment placement agencies to fight in an increasingly competitive market. Several countries rank highly in terms of temporary workers with a large short-term job market. In 2022, the Netherlands and Spain have more than 15% of employed people under temporary contracts, according to Eurostat. Industry revenue is expected to shrink by 1.6% in 2024. Revenue is expected to grow at an annual rate of 4.5% in the five years through 2029 to €295.4 billion. With 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 and inflation keeps squeezing budgets. 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 implanting policies that may disrupt or expand services. Spain has already introduced reforms that are taking effect to increase permanent positions and remove temporary contracts, while Italy is expanding its voucher scheme to encourage temporary hires.

Japan Job Orders Filling Rate (JOFR): Placement to Job Offers: Total data was reported at 5.000 % in Oct 2018. This records an increase from the previous number of 4.500 % for Sep 2018. Japan Job Orders Filling Rate (JOFR): Placement to Job Offers: Total data is updated monthly, averaging 9.500 % from Jan 1963 (Median) to Oct 2018, with 670 observations. The data reached an all-time high of 25.300 % in Apr 1966 and a record low of 4.000 % in Jan 2018. Japan Job Orders Filling Rate (JOFR): Placement to Job Offers: Total data remains active status in CEIC and is reported by Ministry of Health, Labour and Welfare. The data is categorized under Global Database’s Japan – Table JP.G036: Employment Referrals.

Revenue in the Temporary Employment Agency industry is anticipated to drop at a compound annual rate of 4% in the five years through 2024 to €236.5 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 - a sizeable blow to revenue in the three years through 2022. Workers on temporary contracts represented a significant chuck of employment losses in all quarters of 2020. According to Eurostat data, temporary employment declined across Europe in the four years from 2017 to 2020, dipping from 13.8% to 11.9%. Since COVID-19 has slowed, companies have resumed hiring as confidence levels have been restored and vacancy levels have soared. An increasingly tight labour market encourages employers to rely on temporary employment placement agencies to fight in an increasingly competitive market. Several countries rank highly in terms of temporary workers with a large short-term job market. In 2022, the Netherlands and Spain have more than 15% of employed people under temporary contracts, according to Eurostat. Industry revenue is expected to shrink by 1.6% in 2024. Revenue is expected to grow at an annual rate of 4.5% in the five years through 2029 to €295.4 billion. With 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 and inflation keeps squeezing budgets. 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 implanting policies that may disrupt or expand services. Spain has already introduced reforms that are taking effect to increase permanent positions and remove temporary contracts, while Italy is expanding its voucher scheme to encourage temporary hires.

Revenue in the Temporary Employment Agency industry is anticipated to drop at a compound annual rate of 4% in the five years through 2024 to €236.5 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 - a sizeable blow to revenue in the three years through 2022. Workers on temporary contracts represented a significant chuck of employment losses in all quarters of 2020. According to Eurostat data, temporary employment declined across Europe in the four years from 2017 to 2020, dipping from 13.8% to 11.9%. Since COVID-19 has slowed, companies have resumed hiring as confidence levels have been restored and vacancy levels have soared. An increasingly tight labour market encourages employers to rely on temporary employment placement agencies to fight in an increasingly competitive market. Several countries rank highly in terms of temporary workers with a large short-term job market. In 2022, the Netherlands and Spain have more than 15% of employed people under temporary contracts, according to Eurostat. Industry revenue is expected to shrink by 1.6% in 2024. Revenue is expected to grow at an annual rate of 4.5% in the five years through 2029 to €295.4 billion. With 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 and inflation keeps squeezing budgets. 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 implanting policies that may disrupt or expand services. Spain has already introduced reforms that are taking effect to increase permanent positions and remove temporary contracts, while Italy is expanding its voucher scheme to encourage temporary hires.

Canada SEPH: Job Vacancy Rate data was reported at 2.300 % in Aug 2019. This records an increase from the previous number of 2.200 % for Jul 2019. Canada SEPH: Job Vacancy Rate data is updated monthly, averaging 1.600 % from Mar 2011 (Median) to Aug 2019, with 102 observations. The data reached an all-time high of 2.300 % in Aug 2019 and a record low of 1.200 % in Feb 2016. Canada SEPH: Job Vacancy Rate data remains active status in CEIC and is reported by Statistics Canada. The data is categorized under Global Database’s Canada – Table CA.G026: Job Vacancy and Wage Survey: Job Vacancies: NAICS 2017. Replacement series ID: 446800927

Estimates of the association between job placement results and graduate dissatisfaction with different matching algorithms or TE estimators.

Global Recruiting and Job Placement market size 2025 was XX Million. Recruiting and Job Placement Industry compound annual growth rate (CAGR) will be XX% from 2025 till 2033.

The Veterans' Employment and Training Service (VETS) tracks HVRP participant outcomes using data collected from grant recipients. VETS shares HVRP outcomes with the public. These data show the national level targets and outcomes for eleven (11) measures by Program Year (PY), including breakouts by sex, ethnicity, race, age, and grant population. The 11 measures are: Number of Participants Served Percentage of Total Participants Served Number of Exiters Percentage of Total Number of Exiters Number of Participants Co-Enrolled at American Job Centers (AJCs) Average Hourly Wage at Placement Placement Rate (exit-based) Placement Rate – Episodically Homeless (exit-based) Employment Rate 2nd Quarter After Exit Employment Rate 4th Quarter After Exit Median Earnings 2nd Quarter After Exit"

Canada Job Vacancy Rate data was reported at 3.300 % in Sep 2019. This records a decrease from the previous number of 3.500 % for Jun 2019. Canada Job Vacancy Rate data is updated quarterly, averaging 2.900 % from Mar 2015 (Median) to Sep 2019, with 19 observations. The data reached an all-time high of 3.500 % in Jun 2019 and a record low of 2.200 % in Mar 2016. Canada Job Vacancy Rate data remains active status in CEIC and is reported by Statistics Canada. The data is categorized under Global Database’s Canada – Table CA.G019: Job Vacancy: Job Vacancy and Wage Survey. Replacement series ID: 352870487

Canada Job Vacancy Rate: Public Administration data was reported at 1.500 % in Sep 2019. This records a decrease from the previous number of 2.100 % for Jun 2019. Canada Job Vacancy Rate: Public Administration data is updated quarterly, averaging 1.600 % from Jun 2015 (Median) to Sep 2019, with 18 observations. The data reached an all-time high of 2.100 % in Jun 2019 and a record low of 1.100 % in Dec 2015. Canada Job Vacancy Rate: Public Administration data remains active status in CEIC and is reported by Statistics Canada. The data is categorized under Global Database’s Canada – Table CA.G019: Job Vacancy: Job Vacancy and Wage Survey. Replacement series ID: 352870677

Canada SEPH: Job Vacancy Rate: Manufacturing data was reported at 1.900 % in Aug 2019. This stayed constant from the previous number of 1.900 % for Jul 2019. Canada SEPH: Job Vacancy Rate: Manufacturing data is updated monthly, averaging 1.300 % from Mar 2011 (Median) to Aug 2019, with 102 observations. The data reached an all-time high of 2.400 % in Oct 2018 and a record low of 0.900 % in Jan 2016. Canada SEPH: Job Vacancy Rate: Manufacturing data remains active status in CEIC and is reported by Statistics Canada. The data is categorized under Global Database’s Canada – Table CA.G026: Job Vacancy and Wage Survey: Job Vacancies: NAICS 2017. Replacement series ID: 446801177