The construction sector employed over *** million people in the United States in April 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.

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, ** percent of restauranteurs reported that workers higher expectation for competitive wages was a reason for the labor shortage.

Bureau of Labor Statistics - Job Openings and Labor Turnover Survey (JOLTS) 2000-2025From the BLS:Job Openings and Labor Turnover Survey Overview PageThe Job Openings and Labor Turnover Survey (JOLTS) is a monthly survey that has been developed to address the need for data on job openings, hires, and separations.PurposeThese data serve as demand-side indicators of labor shortages at the national level. Prior to JOLTS, there was no economic indicator of the unmet demand for labor with which to assess the presence or extent of labor shortages in the United States. The availability of unfilled jobs—the job openings rate—is an important measure of the tightness of job markets, parallel to existing measures of unemployment.ScopeData from a sample of approximately 21,000 U.S. business establishments are collected by the Bureau of Labor Statistics through JOLTS Data Collection Centers in Atlanta and Kansas City. The JOLTS survey covers all nonagricultural industries in the public and private sectors for the 50 States and the District of Columbia.Data ElementsJOLTS collects data on Total Employment, Job Openings, Hires, Quits, Layoffs & Discharges, and Other Separations. For more information on the JOLTS data elements, see the JOLTS data definitions page.Reference PeriodsTotal Employment - the pay period that includes the 12th of the month.Job Openings - the last business day of the month.Hires and Separations - the entire calendar month.

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 ***** 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: Total Nonfarm (JTSJOL) from Dec 2000 to May 2025 about job openings, vacancy, nonfarm, and USA.

In 2023, ** 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, ** 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 ** 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 **** million IT security professionals needed. Globally, there is a shortage of around *** 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 ** percent to ** percent. However, challenges remain, as evidenced by the cybersecurity worker-to-job opening ratio in the United States, which stands at ** percent, meaning there are only enough workers to fill ** percent of the available cybersecurity jobs, with significant variations across states. Looking ahead, the U.S. cybersecurity workforce is projected to grow from approximately ******* jobs in 2024 to over ******* by 2034, indicating a continued need for skilled professionals in this critical field.

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.

Alberta Enterprise and Advanced Education completed a comprehensive research study of the labour supply in select occupations in the United States (U.S.), including a number of engineering and related professions. The objective of the study is to provide labour market intelligence that will inform Alberta employers as they seek to address current and future labour shortages. This recruiting guide identifies the top recommended locations for targeted recruitment of workers in the selected engineering occupations.

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

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.

Context

For those who are actively looking for data scientist jobs in the U.S., the best news this month is the LinkedIn Workforce Report August 2018. According to the report, there is a shortage of 151,717 people with data science skills, with particularly acute shortages in New York City, San Francisco Bay Area and Los Angeles.

To help job hunters (including me) to better understand the job market, I scraped Indeed website and collected information of 7,000 data scientist jobs around the U.S. on August 3rd. The information that I collected are: Company Name, Position Name, Location, Job Description, and Number of Reviews of the Company.

Content

• alldata.csv If you want to explore the job market around the U.S., download this one because it aggregates all information and cleans the job description by removing the tags.
• all other files. If you want to explore specific city or region, you can download any of them.

Acknowledgements

Special thanks to Indeed for not blocking me : )

Inspiration

• If you have no clue of where to start, check my blog for inspiration.
• Link to my PowerPoint Slides for Presentation.
• Link to my GitHub Code.
• Reach me at sl6149@nyu.edu

Possible Questions:

1. Who gets hired? What kind of talent do employers want when they are hiring a data scientist?
2. Which location has the most opportunities?
3. What skills, tools, degrees or majors do employers want the most for data scientists?
4. What's the difference between data scientist, data engineer and data analyst?
5. Can you develop an efficient classification algorithm to differentiate the three job types above?

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.

Graph and download economic data for Quits: Construction (JTS2300QUR) from Dec 2000 to May 2025 about quits, construction, and USA.

A 2024 survey found that 67 percent of physicians had feelings of overwork or burnout as a result of the physician shortage in the United States. Another repercussion of the physician shortage on their well-being was diminished job satisfaction. Half of physicians surveyed had thought of leaving clinical practice altogether due to the shortage.

The Employment and Recruitment Agencies industry surged at an unprecedented rate in the immediate aftermath of the COVID-19 pandemic. A tight labor market with record high quits saw businesses turn to agencies to help fill recruitment gaps, resulting in revenue growth of 52.0% in 2021 alone. The need for workers in this tight labor market translated into higher service prices, supporting record-setting profit growth during the year. However, strong inflation prompted the Federal Reserve to raise interest rates, slowing the pace of expansion. As companies tamped down on recruitment, employment and recruiting agency services saw revenue drop in consecutive years. Nonetheless, agencies have ridden the never-before-seen surge, with industry revenue forecast to rise at a CAGR of 4.1% to reach $35.8 billion over the five years to 2025, including 4.8% during the current year alone. Agencies have embraced long-term digital trends and data analytics in decision-making processes. Advanced software tools now enable simultaneous job postings across multiple platforms, broadening their reach and efficiency. Through data analytics, agencies gain valuable insights into candidate behavior and market trends, sharpening their recruitment strategies. However, local social networks are emerging as formidable alternatives, offering direct access to potential candidates, challenging traditional methods. To maintain competitiveness, many agencies are diversifying their services. Agencies have expanded beyond conventional staffing to offer human resource consulting, talent management solutions and tailored recruitment services specializing in specific industries. This shift not only meets the evolving needs of clients, but positions agencies as multifaceted service providers in a rapidly changing job market.The Federal Reserve is expected to lower interest rates in the coming years, prompting hiring across the economy to rise at a faster rate. Agencies will be crucial to helping companies staff up in a tightening labor market, as their services remain essential for matching employers with qualified candidates. Industry revenue is forecast to grow at a CAGR of 2.0% over the next five years, reaching $39.6 billion in 2030. As technology continues to dominate the global economy, recruiters specializing in tech talent, especially in high-demand fields like cybersecurity, will be poised for growth. Talent shortages in high-tech fields will persist, making it incumbent on agencies to expand their offerings to include training partnerships and upskilling initiatives.

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.

This November, the price for fresh whole body turkeys surpassed November 2020 figures by 9%, while frozen whole body turkeys jumped 20% y-o-y. A short supply of workers led to lower turkey output and higher prices on the backdrop of consistently strong consumer demand. Turkey imports to the U.S. maintained the previous year’s levels. Canada and Chile remain the only turkey suppliers to America. Unprecedented inflation rates have struck the entire food sector, in October 2021, price increases for meats, poultry, fish and eggs became the highest recorded in the past 30 years.

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 per diem healthcare staffing industry, valued at $14.96 billion in 2025, is experiencing robust growth, projected to expand at a compound annual growth rate (CAGR) of 6.88% from 2025 to 2033. This growth is fueled by several key factors. The increasing demand for flexible and skilled healthcare professionals, particularly in response to fluctuating patient volumes and specialized care needs, is a major driver. Aging populations in developed nations and the rising prevalence of chronic diseases are further contributing to this demand. Hospitals, independent clinics, and nursing homes are the primary end-users, relying on per diem staffing to manage staffing shortages and optimize operational costs. Technological advancements, such as improved staffing management software and online platforms, are streamlining the recruitment and deployment process, boosting efficiency and contributing to market expansion. However, challenges remain, including regulatory complexities surrounding healthcare staffing and potential fluctuations in healthcare spending, which could act as restraints on growth. The competitive landscape is characterized by a mix of large national players like AMN Healthcare and Cross Country Healthcare, alongside smaller regional agencies. The North American market currently dominates the per diem healthcare staffing landscape, driven by its mature healthcare infrastructure and high healthcare expenditure. However, significant growth opportunities exist in the Asia-Pacific region, fueled by increasing healthcare investments and rising healthcare awareness. Europe is also expected to witness substantial growth, driven by a combination of factors including an aging population and increasing healthcare costs. The competitive dynamics are intensifying with existing players expanding their service offerings and new entrants emerging. Companies are focusing on providing specialized staffing solutions, leveraging technology to improve efficiency, and building stronger relationships with healthcare facilities to gain a competitive edge. The forecast period anticipates continued growth, with a greater focus on specialized skills and technological integration to optimize operational efficiency and meet evolving healthcare demands. Recent developments include: In February 2023, Supplemental Health Care (SHC) partnered with the National Black Nurses Association (NBNA) by revealing USD 25,000 in scholarship opportunities for NBNA members pursuing Bachelor of Science in Nursing (BSN) degrees. The partnership is expected to reduce nursing shortages across the United States by offering financial support., In November 2022, SnapNurse, a tech-enabled healthcare staffing provider in the United States, and Kevala, a new technology platform connecting flexible labor pools and healthcare facilities, announced the availability of an integration between the two solutions to more easily deploy local nurses and caregivers to healthcare facilities nationwide.. Key drivers for this market are: Rising Demand for Healthcare Facilities, Growing Preference for Per Diem Nursing due to Flexible Work Atmosphere. Potential restraints include: Rising Demand for Healthcare Facilities, Growing Preference for Per Diem Nursing due to Flexible Work Atmosphere. Notable trends are: Hospital Segment is Expected to Hold Significant Market Share Over the Forecast Period.