The construction sector employed almost 8.3 million people in the United States in January 2025, which was the highest number since the 21st century. There is a strong correlation between the amount of investment in construction and demand for workers. For example, in the years following the 2008 financial crisis, the value of new construction put in place in the U.S. decreased, which also translated in lower employee numbers in the construction sector. How to improve the job shortage? Many contractors have reported difficulty finding skilled workers recently. However, that has not only been the case in the construction industry, but in many other sectors of the economy too. For example, U.S. restaurants reported shortages in different positions in the past years. Although there are many reasons why workers may quit, in general, an increase in the salaries of construction employees may help in reducing the number of resignations. Worker shortages in Europe The United States is not the only country where companies have been facing these challenges. Thus, the percentage of French infrastructure companies reporting staff shortage peaked in 2019 and 2023. However, there are certain industries that struggle finding new employees more than construction. Social and care work had the highest skilled labor shortages in Germany.

In 2023, 43 percent of HR managers expressed their belief that their companies would face a skills gap due to the increasing adoption of artificial intelligence (AI). Conversely, 34 percent stated they did not foresee a skills gap arising from the rise of AI. The slim difference in these perspectives among HR managers underscores the ongoing uncertainty regarding the impact of AI on employment trends, even more than a year after generative AI was introduced to the public.

The technology sector continues to grapple with significant skill gaps, particularly in cybersecurity. A recent survey of IT professionals in the United States reveals that 45 percent identified cybersecurity as the area with the greatest skill shortage in 2024. This finding underscores the ongoing challenge of meeting the growing demand for cybersecurity expertise in an increasingly digital world. Global impact of cybersecurity skill shortages The cybersecurity skill gap is not limited to the United States. The Asia-Pacific region faces the largest workforce gap, with over 3.37 million IT security professionals needed. Globally, there is a shortage of around 4.7 million cybersecurity professionals. This widespread deficit highlights the critical need for education and training programs to address the growing demand for cybersecurity expertise worldwide. Progress and challenges in addressing skill gaps Despite the ongoing shortages, there are signs of progress in addressing cybersecurity skill gaps. From 2020 to 2024, the percentage of U.S. states with staff possessing required cybersecurity skills increased from 28 percent to 47 percent. However, challenges remain, as evidenced by the cybersecurity worker-to-job opening ratio in the United States, which stands at 82 percent, meaning there are only enough workers to fill 82 percent of the available cybersecurity jobs, with significant variations across states. Looking ahead, the U.S. cybersecurity workforce is projected to grow from approximately 182,000 jobs in 2024 to over 237,000 by 2034, indicating a continued need for skilled professionals in this critical field.

In 2020, more than 60 percent of IT managers surveyed in Colombia and Mexico agreed that, although the recruitment and retention of skilled IT professionals was not the biggest challenge when it comes to delivering IT security to their organization, it was still significant. In Brazil, however, up to 45 percent of IT managers stated that this shortage was in fact their single most important barrier to protecting their company from cyberthreats.

According to the most recent population forecasts for Switzerland (Bundesamt für Statistik 2015), the share of old-age dependants (older than 65 years) relative to the working age population (20-64) is going to increase from 29.1% in 2015 to 48.1% in 2045. In the same time span, total population is expected to grow from 8.3 million to 10.2 million while the potential workforce is growing from 4.8 million to 5.3 million. As a result, potential labour supply per capita is decreasing and at the same time the share of old-age dependants as well as the average age of the population are increasing rapidly. Among other problems, this is going to lead to significant distortions on labour markets; such as labour shortages or shifts in the structure of labour demand due to shifts in final goods demand. Furthermore, the current political climate in Switzerland tends towards restricting immigration. Since the Swiss economy already relies heavily on foreign workers, a restriction of immigration might aggravate the predicted labour supply shortages even further.

The goal of this research project is to evaluate the consequences of population ageing for the Swiss labour market. A special focus lies on the labour demand side, specifically on medium and long term sectoral and occupational shifts caused by a decrease in (skilled) labour supply and a change in consumer demand structure due to the demographic change. Moreover, the general equilibrium effects of different policy reforms will be evaluated and compared. To achieve this goal we construct a dynamic overlapping generations (OLG) computable general equilibrium (CGE) model of Switzerland and calibrate it with current Swiss data. Models of this type are the conventional approach to evaluating inter- and intra-generational effects of population ageing. However, only few studies focus on the labour market and even fewer emphasise the demand side. The evidence is particularly scarce for Switzerland, where only a handful of general equilibrium analyses relating to population ageing have been conducted.

In order to facilitate estimating realistic parameters of the model as well as calibrating the model to expected short and medium term industry-specific developments we conduct a customised firm level survey, which, on its own, already constitutes a significant contribution to the relevant literature. The finalised model does not only allow us to predict transitional and long-term effects of the demographic change on the economy and the industry structure. It also provides us with the ability to evaluate and compare different reform proposals, such as an increase in the retirement age, reforms of the pension and healthcare systems and different immigration scenarios. As such, we will be able to give recommendations for optimal policy choice and provide valuable inputs to the political debate.

Graph and download economic data for Job Openings: Total Nonfarm (JTSJOL) from Dec 2000 to Jan 2025 about job openings, vacancy, nonfarm, and USA.

Metros with growing job opportunities naturally have higher housing shortages than other metros. Syracuse, NY and Anchorage, AK, were the metros with the most acute housing need in the United States as of December 2024. For every new building permit, there were over seven new jobs created during that period. The number of housing starts has increased in recent years, but in order for housing needs to be met, homes will need to be built in the metros where they are needed the most.

Graph and download economic data for Job Openings: Construction (JTS2300JOL) from Dec 2000 to Jan 2025 about job openings, vacancy, construction, and USA.

IntroductionShortages of health professionals is a common problem in humanitarian settings, including among migrants and refugees at the US-Mexico border. We aimed to investigate determinants and recruitment recommendations for working with migrants to better understand how to improve health professional participation in humanitarian efforts.MethodsSemi-structured interviews were conducted with health professionals working with migrants at the US-Mexico border in Matamoros and Reynosa, Mexico. The study aimed to identify motivations, facilitators, barriers, and sacrifices to humanitarian work, and recommendations for effective learning approaches to increase participation. Participants included health professionals working within humanitarian organizations to deliver healthcare to migrants living in non-permanent encampments. Interviews lasted approximately 45 min and were analyzed in NVivo14 using a validated codebook and team-based methodology.ResultsAmong 27 participants, most were female (70%) with median age 32. Health professionals included nurses (41%), physicians (30%), logisticians (11%), social workers (7%), an EMT (4%), and a pharmacist (4%) from the US (59%), Mexico (22%), Cuba (11%), Peru (4%), and Nicaragua (4%) working for four organizations. Participants expressed internal motivations for working with migrants, including a desire to help vulnerable populations (78%), past experiences in humanitarianism (59%), and the need to address human suffering (56%). External facilitators included geographic proximity (33%), employer flexibility (30%), and logistical support (26%). Benefits included improved clinical skills (63%), sociocultural learning (63%), and impact for others (58%). Negative determinants included sacrifices such as career obligations (44%), family commitments (41%), and safety risks (41%), and barriers of limited education (44%) and volunteer opportunities (37%). Participants criticized aspects of humanitarian assistance for lower quality care, feeling useless, and minimizing local capacity. Recommendations to increase the health workforce caring for migrants included integration of humanitarian training for health students (67%), collaborations between health institutions and humanitarian organizations (52%), and improved logistical and mental health support (41%).ConclusionHealth professionals from diverse roles and countries identified common determinants to humanitarian work with migrants. Recommendations for recruitment reflected feasible and collaborative approaches for professionals, organizations, and trainees to pursue humanitarian health. These findings can be helpful in designing interventions to address workforce shortages in humanitarian migrant contexts.

The statistic reveals the IT functions with the greatest skill shortages, according to chief information officers (CIOs) worldwide. As of 2021, the majority of respondents felt that they were facing a skill shortage in cyber security, as well as big data and analytics functions.

This statistic gives the projected number of unfilled U.S. commercial airline pilot jobs from 2016 to 2018 and gives a forecast through 2026. In 2026, there will be a pilot deficit of over 4,500 in the United States, as more captains are retiring and fewer young people are interested in a career in commercial aviation.

IntroductionShortages of health professionals is a common problem in humanitarian settings, including among migrants and refugees at the US-Mexico border. We aimed to investigate determinants and recruitment recommendations for working with migrants to better understand how to improve health professional participation in humanitarian efforts.MethodsSemi-structured interviews were conducted with health professionals working with migrants at the US-Mexico border in Matamoros and Reynosa, Mexico. The study aimed to identify motivations, facilitators, barriers, and sacrifices to humanitarian work, and recommendations for effective learning approaches to increase participation. Participants included health professionals working within humanitarian organizations to deliver healthcare to migrants living in non-permanent encampments. Interviews lasted approximately 45 min and were analyzed in NVivo14 using a validated codebook and team-based methodology.ResultsAmong 27 participants, most were female (70%) with median age 32. Health professionals included nurses (41%), physicians (30%), logisticians (11%), social workers (7%), an EMT (4%), and a pharmacist (4%) from the US (59%), Mexico (22%), Cuba (11%), Peru (4%), and Nicaragua (4%) working for four organizations. Participants expressed internal motivations for working with migrants, including a desire to help vulnerable populations (78%), past experiences in humanitarianism (59%), and the need to address human suffering (56%). External facilitators included geographic proximity (33%), employer flexibility (30%), and logistical support (26%). Benefits included improved clinical skills (63%), sociocultural learning (63%), and impact for others (58%). Negative determinants included sacrifices such as career obligations (44%), family commitments (41%), and safety risks (41%), and barriers of limited education (44%) and volunteer opportunities (37%). Participants criticized aspects of humanitarian assistance for lower quality care, feeling useless, and minimizing local capacity. Recommendations to increase the health workforce caring for migrants included integration of humanitarian training for health students (67%), collaborations between health institutions and humanitarian organizations (52%), and improved logistical and mental health support (41%).ConclusionHealth professionals from diverse roles and countries identified common determinants to humanitarian work with migrants. Recommendations for recruitment reflected feasible and collaborative approaches for professionals, organizations, and trainees to pursue humanitarian health. These findings can be helpful in designing interventions to address workforce shortages in humanitarian migrant contexts.

In 2019, a Statista study on labor shortages showed that in 2020, 16 percent of the North American workforce were working in low-skilled occupations, with this share decreasing to 15 percent by 2030.

After the start of the COVID-19 pandemic, many restaurants in the U.S. have been able to find enough staff to fill all open positions. According to the source, 21 percent of restauranteurs reported that workers higher expectation for competitive wages was a reason for the labor shortage.

Tyson Foods Inc. announces closure of its Emporia, Kansas meat plant, affecting 809 jobs as it faces beef industry challenges and aims to reduce costs.

United States Pipe For Building Construction Market size was valued at USD 11,387.16 Million in 2023 and is projected to reach USD 16,825.80 Million by 2031, growing at a CAGR of 5.09% from 2024 to 2031.

United States Pipe For Building Construction Market Overview

The growing construction in the U.S. is a significant driver of the U.S. Pipe for Building Construction Market in the near future. Pipe has a multiple application in construction of building for example it is used for water distribution, sewage and drainage, HVAC, electrical wiring, stormwater drainage, etc. Growing population, increasing construction activities, and growing infrastructure development driving the construction industry in the U.S. The construction industry is important to the US economy, with over 745,000 enterprises employing around 7.8 million people annually. Total construction spending in 2023 was $1.98 trillion, up 7.4% from the previous year. Nonresidential building grew 17.6% year on year, whereas residential construction spending declined by 3% due to rising interest rates and inflation. The construction industry accounts for roughly 4.3% of U.S. GDP.

However, the labor shortages in the construction industry is anticipated to negatively affect the market growth. The construction industry relies heavily on skilled labor to install and maintain piping systems efficiently and safely. However, the shortage of qualified workers delays project completion, which in turn postpones the demand for construction materials, including pipes. This labor shortfall became particularly pronounced during the COVID-19 pandemic and has persisted into 2023, affecting the pace at which new projects can be initiated and completed.

The average price for Grade AA butter in the U.S. amounted to $2.02 per pound on December 11, 2021, increasing by 40% from the same period last year. Reducing milk cow herd, labour shortage, and the rising packaging materials costs constrain production growth, leading to insufficient supply in the market that results in the butter price surge. Demand for butter typically picks in Q4, when Americans consume more holiday cookies and other traditional dishes. In December, butter prices picked up 3.7% compared to the figures a month earlier.

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US Commercial Construction Market Size 2025-2029

The us commercial construction market size is forecast to increase by USD 191 billion billion at a CAGR of 2.7% between 2024 and 2029.

The Commercial Construction Market in the US is experiencing significant growth driven by the increasing trend towards sustainable building practices and the emergence of smart cities. Green buildings, which incorporate energy-efficient designs and renewable energy sources, are gaining popularity due to their environmental benefits and cost savings over the long term. This trend is expected to continue as more businesses prioritize sustainability and energy efficiency in their operations. However, the market also faces challenges, most notably the lack of skilled labor in the construction industry. The industry's aging workforce and a decline in new entrants have created a labor shortage, leading to delays and increased costs for construction projects. To mitigate this challenge, companies are exploring innovative solutions such as modular construction and automation technologies to streamline processes and reduce reliance on manual labor. In , the US Commercial Construction Market presents significant opportunities for growth, particularly in the area of sustainable building practices and smart city development. However, companies must also address the challenge of the labor shortage by adopting new technologies and innovative construction methods to remain competitive and deliver projects on time and on budget. By staying informed of these trends and challenges, businesses can effectively capitalize on market opportunities and navigate challenges in the ever-evolving construction landscape.

What will be the size of the US Commercial Construction Market during the forecast period?

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The commercial construction market in the US continues to exhibit activity, driven by the demand for new office buildings, retail spaces, outdoor leisure facilities, and mixed-use developments. Urbanization and infrastructure development programs are significant growth areas, fueling the need for renovation and retrofitting of existing structures, as well as urban regeneration projects. Energy-saving designs and water infrastructure are key trends, with a focus on reducing costs through efficient building materials and product lead times. The non-residential building market is experiencing cost escalation due to fluctuating material prices, particularly for building materials like lumber, and labor shortages, exacerbated by a shrinking labor force. Despite these challenges, investments in commercial construction remain strong, reflecting the market's ongoing importance to the US economy.

How is this market segmented?

The market research report provides comprehensive data (region-wise segment analysis), with forecasts and estimates in 'USD billion' for the period 2025-2029, as well as historical data from 2019-2023 for the following segments. SectorPrivate constructionPublic constructionTypeBuildingOthersEnd-userOffice buildingsRetail spacesHotels and hospitalityHealthcare facilitiesOthersGeographyUS

By Sector Insights

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

The US commercial construction market encompasses the development of various structures, including office buildings, retail establishments, outdoor leisure facilities, and urban infrastructure projects. Notable initiatives in this sector include the construction of the El Paso VA Health Care Center in Fort Bliss, celebrated in August 2024, and the Skymark Reston Town Center, the tallest residential tower in the Capital Region, topped out in October 2023. These projects contribute to the expansion of the market, with a focus on mixed-use developments, infrastructure building, and energy-saving designs. However, challenges such as cost escalation due to fluctuating material prices, labor shortages, and infrastructure development programs require careful planning and management. Key areas of investment include public transportation, broadband internet, electric grid reconstruction, water infrastructure, and multifamily housing. Operational efficiency, service delivery, and safety are essential functional areas in the non-residential building market. Technological advancements in communication linkages, data and communication, and EV units are transforming the industry.

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The Private construction segment was valued at USD 1313.50 billion in 2019 and showed a gradual increase during the forecast period.

Market Dynamics

Our researchers analyzed the data with 2024 as the base year, along with the key drivers, trends, and challenges. A holistic analysis of drivers will help companies refine their marketing strategies to gain a competitive advant

In 2019, a Statista study on labor shortages showed that in 2020, 51 percent of the North American workforce were working in medium-skilled occupations, with this share decreasing to 50 percent by 2030.

According to Cognitive Market Research, The Global Head Hunting Services market size was USD 17.6 billion in 2022 and is expected to grow at a compound annual growth rate (CAGR) of 6.70% from 2023 to 2030. Rise in Demand for Skilled and Specialized Talent Drives the Market

Many of the best-suited candidates for specialized roles are often not actively searching for new job opportunities. Headhunters excel at reaching out to passive candidates who might not be visible on job boards or traditional recruitment channels.

Headhunters often specialize in specific industries or sectors, giving them a deep understanding of the roles, skills, and qualifications required. This expertise enables them to identify candidates who possess the necessary technical skills and the industry-specific knowledge and cultural fit that companies seek.

For instance, in September 2022, Organizations are increasingly experimenting with what they think is a better approach, according to a worldwide Deloitte poll of more than 1,200 experts. People can be liberated from being defined by their jobs by decoupling some of their work from the job—either by atomizing it into projects or tasks or broadening it to focus on problems to be solved, outcomes to be achieved, or value to be created—and instead be viewed as whole individuals with skills & capabilities that can be fluidly deployed to work that matches their interests, as well as evolving business priorities.

(Source:www2.deloitte.com/us/en/insights/topics/talent/organizational-skill-based-hiring.html)

Market Dynamics of Head Hunting Services

Rise of Industry-Specific Knowledge Helps in the Growth of the Market

Head-hunters who specialize in specific industries develop a deep understanding of the roles they are recruiting for. They know the intricacies of job responsibilities, required skill sets, and the qualifications that make a candidate successful in those roles. This knowledge allows them to assess candidates' fit for a position accurately. Different industries have unique cultures, work environments, and values. Industry-specialized headhunters understand these nuances and can evaluate candidates for their technical skills and cultural alignment with the hiring company. It is critical for long-term success to find a candidate that fits smoothly into the company's culture.

According to a Forbes report published in April 2023, rapid technological breakthroughs, shifting market dynamics, and the rising need for specialized skills have all made upskilling an essential component of professional success.

(Source:www.forbes.com/sites/karadennison/2023/04/13/the-importance-of-upskilling-and-continuous-learning-in-2023/?sh=4be1c54e5909)

The Factors Are Limiting the Growth of the Head Hunting Services Market

Budget Allocations and a Lack of Competent Labor Limit Market Growth

One of the primary motivations for companies to rely on internal recruitment teams is cost savings. Internal recruiters are salaried employees, and utilizing their expertise can be more cost-effective than paying external headhunters' fees, often a percentage of the hired candidate's salary. Companies that have invested in building strong internal recruitment teams want to make the most of their investment. These teams have the skills, tools, and networks to source, evaluate, and hire candidates. Using internal resources aligns with their strategic goal of optimizing their HR functions.

Impact of COVID-19 on the Head Hunting Services Market

Many businesses, especially in the early stages of the pandemic, imposed hiring freezes and reduced recruitment efforts due to the economic uncertainty caused by lockdowns and reduced consumer activity. This likely led to a decreased demand for headhunting services. The shift towards remote work and the need for physical distancing prompted a shift in recruitment processes. Virtual interviews and remote hiring became the norm, altering the way headhunters and recruiters engaged with clients and candidates.

The COVID-19 pandemic and global lockdown limitations were affecting industrial activities. Supply chain interruptions, lack of raw materials required in the manufacturing process, labor shortages, pricing volatility that might lead end-product production to inflate, budget overruns, and shipping challenges are among the effects of the lockdown. Introduction of Head H...