The most important challenge for recruiters when hiring technical roles in 2024 was finding qualified candidates. At the same time, over ** percent of recruiters reported that they struggle to identify potential even if candidates don’t have the necessary matching skills. Overall, the share of tech organizations reporting a skill shortage in 2023 decreased compared to the previous year but is still considered high, with ** percent of organizations reporting that they have a skill shortage. Skill shortage in the IT industry remains a never-ending saga In the rapidly evolving world of technology, the demand for skilled IT professionals has never been higher. However, in 2024, a staggering ** percent of IT recruiters globally reported that finding qualified candidates was the leading challenge in recruiting technical employees in the IT industry. During the same year, JavaScript/Java and Python were the most demanded programming language skills. Tech industry's most coveted roles When it comes to specific roles within the IT industry, recruiters expressed that certain positions would be particularly challenging to fill in 2024. Back-end developers and artificial intelligence/machine learning engineers were among the most difficult technical positions to fill in the IT industry globally. Interestingly, these roles were also among the most sought-after technical positions in 2024. In the cybersecurity sector, cloud security and security operations positions were the most difficult cybersecurity roles to fill in the same year. Looking ahead, the IT industry continues to grapple with a significant skills gap. The struggle to find qualified candidates and the difficulty in identifying potential underscores the ongoing challenges in IT recruitment.

Over ** percent of IT recruiters worldwide stated that recruiting AI/Machine learning specialists will be a challenge in 2025. An AI/Machine learning specialist is a professional who combines expertise in artificial intelligence and machine learning to develop advanced algorithms and models. This role involves a synthesis of data science, computer science, and domain-specific knowledge to create intelligent systems that can learn and adapt from data. These specialists work across various industries, including healthcare, finance, and technology, to solve complex problems and automate tasks. This is unsurprising given the increasing impact of artificial intelligence (AI) on global industries recently.

According to a 2019 survey, the trend that is most likely to shape the global recruiting industry is employee experience, with ** percent of respondents identifying this as a top trend. Recruiting industry Globally, the most common way for new staff to be recruited is through online job postings, either on job boards or career websites. However, these are also the least effective recruitment channels. The most effective recruitment channels, measured in terms of the number of hires to applicants, were candidates sourced by a hiring manager and internal applicants. Both these channels have a reduced ability to reach jobseekers though, reducing the potential pool talent.

Introduction

Social Media Recruitment Statistics: Recruiting good talent is always stimulating for companies, especially in a highly ruthless job market. One of the most notable changes in recent years has been the switch towards social media recruitment. In the current digital age, social media has become a private part of our daily lives. It is not surprising, then, that social media has also become a crucial tool for human resource recruiters looking to source and attract good talent.

Social media platforms have become an essential tool for recruiters to engage with potential candidates. In reality, social media recruitment has become so famous that it is currently considered a usual practice for many companies. Let us shed more light on social media recruitment statistics.

Forager.ai's Global Job Postings Dataset stands unmatched! We meticulously track every public posting and capture all publicly available information for each record.

| Volume and Stats |

• 732M+ total records, constantly growing.
• 97M+ updates/month, the highest refresh rate in the industry.
• AI-driven data curation — we fuel the world's top sales and recruitment platforms with our robust data.
• Our delivery frequency is the industry's fastest, offering hourly updates.
• Delivery formats: JSONL, CSV.

| Datapoints |

• Key fields: Job Title, Normalized Job Title, Job Description, Company, Employment Type, Industries, Salary, Recruiter, Benefits, Company Address, Required Experience, Required Qualifications.
• Easily linkable to Forager's Company Dataset for deeper insights into company firmographics.

| Use Cases |

Sales Platforms, ABM Vendors, Intent Data Companies, AdTech and more: - Integrate our job postings data to provide your end-users with real-time insights into which companies are actively hiring. - Extract intent data based on future company departmental growth. - Advertising tech: Deliver targeted ads to potential candidates for recruiting clients, in combination with our people data.

Venture Capital and Private Equity: - Discover emerging startups that are beginning to hire. - Gain insights into high-growth startups' departmental growth plans. - Keep track of your portfolio companies' hiring strategies and job interest through job post lifecycle. - Empower your portfolio companies with competitor hiring practices insights. - Identify trending, high-demand industries with rapid hiring activities.

HR Tech, ATS Platforms, Recruitment Solutions, Executive Search Agencies: - Embed our job postings data into your platform to give your end-users unprecedented business opportunities. - Generate outreach signals for recruiters and business development teams using job postings open for over 60 days. - Identify new companies that could benefit from executive placement or headhunting services. - Match open roles for existing executive clients.

| Delivery Options | - Flat files via S3 or GCP - PostgreSQL Shared Database - PostgreSQL Managed Database - REST API - Other options available upon request, depending on the scale required.

Tags: Jobs Data, Job Postings, Workforce Intelligence, Economic Signals, Talent, Jobs Database, Hiring Data, Intent Data.

In a 2019 survey, ** percent of talent acquisition professionals mentioned that data is useful to improve outreach when recruiting. Email is the main outreach channel for recruiters to reach out to candidates.

The information in the dataset provides information on the MCG Recruitment and Selection Activities which includes the volume of applications received for each job vacancy, number of applicants hired, applicant statuses and the type of hires (Permanent, Temporary, Rehire) for the respective fiscal year. Update Frequency : Annually

PredictLeads Job Openings Data provides real-time hiring insights sourced directly from company websites, ensuring the highest level of accuracy and freshness. Unlike job boards that rely on aggregated listings, our dataset delivers unmatched granularity on job postings, salary trends, and workforce demand - making it a powerful tool for HR, talent acquisition, and market analysis.

Use Cases: ✅ Job Boards Enhancement – Improve job listings with, high-quality postings. ✅ HR Consulting – Analyze hiring trends to guide workforce planning strategies. ✅ Employment Analytics – Track job market shifts, salary benchmarks, and demand for skills. ✅ HR Operations – Optimize recruitment pipelines with direct employer-sourced data. ✅ Competitive Intelligence – Monitor hiring activities of competitors for strategic insights.

Key API Attributes:

• id (string, UUID) – Unique job posting identifier.
• title (string) – Job title as posted by the employer.
• description (string) – Full job description.
• url (string, URL) – Direct link to the job posting.
• first_seen_at (ISO 8601 date-time) – When the job was first detected.
• last_seen_at (ISO 8601 date-time) – When the job was last detected.
• contract_types (array of strings) – Employment type (e.g., full-time, contract).
• categories (array of strings) – Job categories (e.g., engineering, sales).
• seniority (string) – Job seniority level (e.g., manager, entry-level).
• salary_data (object) – Salary range, currency, and converted USD values.
• location_data (object) – City, country, and region details.
• tags (array of strings) – Extracted skills and keywords from job descriptions.

PredictLeads Docs: https://docs.predictleads.com/v3/guide/job_openings_dataset

This data set contains personnel data for DOT new hires and recruits. This data is maintained by the current HR and payroll provider (Department of Interior's IBC) and USAJobs. The data contains PII (Employee Name, SSN, Date of Birth, Home Address, etc.), Civil Rights (Disability, Gender, Race) and other sensitive data (Background Investigations and Security Clearance).

FLEET CNR - Personal File, Excel Spreadsheet

Employment statistics on the Employment & Recruiting Agencies industry in the US

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.

An Excel export of combined USA Staffing, Monster, Aviator (FAA) Hiring Assessment and Selection Outcome Data from the 24 CFO Act agencies. We believe this data will empower Chief Human Capital Officers and Human Resources staff with the right data to focus on improved hiring outcomes while complying with open data requirements to increase transparency to the millions of applicants who apply for federal positions each year on USAJOBS.

Salutary Data is a boutique, B2B contact and company data provider that's committed to delivering high quality data for sales intelligence, lead generation, marketing, recruiting, employee data / HR, identity resolution, and ML / AI. Our database currently consists of 148MM+ highly curated B2B Contacts ( US only), along with over 4M+ companies, and is updated regularly to ensure we have the most up-to-date information.

We can enrich your in-house data ( CRM Enrichment, Lead Enrichment, etc.) and provide you with a custom dataset ( such as a lead list) tailored to your target audience specifications and data use-case. We also support large-scale data licensing to software providers and agencies that intend to redistribute our data to their customers and end-users.

What makes Salutary unique? - We offer our clients a truly unique, one-stop aggregation of the best-of-breed quality data sources. Our supplier network consists of numerous, established high quality suppliers that are rigorously vetted. - We leverage third party verification vendors to ensure phone numbers and emails are accurate and connect to the right person. Additionally, we deploy automated and manual verification techniques to ensure we have the latest job information for contacts. - We're reasonably priced and easy to work with.

Products: API Suite Web UI Full and Custom Data Feeds

Services: Data Enrichment - We assess the fill rate gaps and profile your customer file for the purpose of appending fields, updating information, and/or rendering net new “look alike” prospects for your campaigns. ABM Match & Append - Send us your domain or other company related files, and we’ll match your Account Based Marketing targets and provide you with B2B contacts to campaign. Optionally throw in your suppression file to avoid any redundant records. Verification (“Cleaning/Hygiene”) Services - Address the 2% per month aging issue on contact records! We will identify duplicate records, contacts no longer at the company, rid your email hard bounces, and update/replace titles or phones. This is right up our alley and levers our existing internal and external processes and systems.

In 2024, the top way in which HR departments used artificial intelligence (AI) in recruiting, interviewing, and hiring in the United States was to generate job descriptions. ** percent of HR professionals said this was the case within their department. Bottom of the list was to analyze applicants' interview performance, where only ***** percent of respondents gave this as their answer.

Statistics of the number of recruiters in Taipei City

The company's annual new employee recruitment has statistical data on the number of recruits in each category.

Analysis of ‘Recruitment statistics 2021’ provided by Analyst-2 (analyst-2.ai), based on source dataset retrieved from http://data.europa.eu/88u/dataset/https-dadesobertes-gva-es-dataset-tra-ocu-contratos-2021 on 17 January 2022.

--- Dataset description provided by original source is as follows ---

Registered contracts by municipality, gender and age group, sector of activity, occupation group, type of contract, type of day, and type of nationality. Occupations most contracted by municipality, sex and age, and level of education.

--- Original source retains full ownership of the source dataset ---

Find global HR professionals with Success.ai’s B2B Contact Data and Recruiting data. Includes verified emails, phone numbers, and continuously updated profiles. AI-validated for 99% accuracy. Best price guaranteed.

Contracts registered by municipality, gender and age group, sector of activity and occupation group. Most contracted occupations by municipality, sex and age, and level of education.