In a 2019 survey, 28 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.

According to a 2019 survey, the trend that is most likely to shape the global recruiting industry is employee experince, with 94 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.

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

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).

In 2023, current employee referrals were the top recruitment method for companies in the United States. Free job boards were also a popular option, with 71 percent of companies surveyed mentioning this as their preferred recruitment method.

This statistic displays the effectiveness of recruitment channels worldwide in 2018, ranked using an effectiveness score. During the survey, the second most effective recruitment channel was internal recruitment, with a score of 15.42.

The effectiveness score is calculated through dividing the portion of overall hires due to a channel by the portion of overall applications received from that channel.

Laos Number of Recruitment: Abroad: Service data was reported at 31,611.000 Person in 2017. This records a decrease from the previous number of 33,133.000 Person for 2016. Laos Number of Recruitment: Abroad: Service data is updated yearly, averaging 15,911.000 Person from Mar 2012 (Median) to 2017, with 6 observations. The data reached an all-time high of 33,133.000 Person in 2016 and a record low of 2,618.000 Person in 2012. Laos Number of Recruitment: Abroad: Service data remains active status in CEIC and is reported by Lao Statistics Bureau. The data is categorized under Global Database’s Laos – Table LA.G008: Employment Statistics: Number of Recruitment and Registrant.

Laos Number of Recruitment data was reported at 168,380.000 Person in 2017. This records an increase from the previous number of 83,811.000 Person for 2016. Laos Number of Recruitment data is updated yearly, averaging 70,645.500 Person from Mar 2012 (Median) to 2017, with 6 observations. The data reached an all-time high of 168,380.000 Person in 2017 and a record low of 43,670.000 Person in 2013. Laos Number of Recruitment data remains active status in CEIC and is reported by Lao Statistics Bureau. The data is categorized under Global Database’s Laos – Table LA.G008: Employment Statistics: Number of Recruitment and Registrant.

Historical Employment Statistics 1990 - current. The Current Employment Statistics (CES) more information program provides the most current estimates of nonfarm employment, hours, and earnings data by industry (place of work) for the nation as a whole, all states, and most major metropolitan areas. The CES survey is a federal-state cooperative endeavor in which states develop state and sub-state data using concepts, definitions, and technical procedures prescribed by the Bureau of Labor Statistics (BLS). Estimates produced by the CES program include both full- and part-time jobs. Excluded are self-employment, as well as agricultural and domestic positions. In Connecticut, more than 4,000 employers are surveyed each month to determine the number of the jobs in the State. For more information please visit us at http://www1.ctdol.state.ct.us/lmi/ces/default.asp.

This dataset contains annual average CES data for California statewide and areas from 1990 - 2023. The Current Employment Statistics (CES) program is a Federal-State cooperative effort in which monthly surveys are conducted to provide estimates of employment, hours, and earnings based on payroll records of business establishments. The CES survey is based on approximately 119,000 businesses and government agencies representing approximately 629,000 individual worksites throughout the United States. CES data reflect the number of nonfarm, payroll jobs. It includes the total number of persons on establishment payrolls, employed full- or part-time, who received pay (whether they worked or not) for any part of the pay period that includes the 12th day of the month. Temporary and intermittent employees are included, as are any employees who are on paid sick leave or on paid holiday. Persons on the payroll of more than one establishment are counted in each establishment. CES data excludes proprietors, self-employed, unpaid family or volunteer workers, farm workers, and household workers. Government employment covers only civilian employees; it excludes uniformed members of the armed services. The Bureau of Labor Statistics (BLS) of the U.S. Department of Labor is responsible for the concepts, definitions, technical procedures, validation, and publication of the estimates that State workforce agencies prepare under agreement with BLS.

In 2024, the top usage of AI in the recruiting process in North America was candidate matching. 42 percent responded with job recommendations on career sites as their top AI usage. Diversity, equity, and inclusion was also relatively popular in AI usage in the recruiting process, with one third of respondents who stated this as their response.

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.

API example: https://docs.predictleads.com/v3/api_endpoints/job_openings_dataset

The Occupational Employment Statistics (OES) program conducts a semiannual survey designed to produce estimates of employment and wages for specific occupations. The OES program collects data on wage and salary workers in nonfarm establishments in order to produce employment and wage estimates for about 800 occupations. Data from self-employed persons are not collected and are not included in the estimates. The OES program produces these occupational estimates for the nation as a whole, by state, by metropolitan or nonmetropolitan area, and by industry or ownership. The Bureau of Labor Statistics produces occupational employment and wage estimates for approximately 415 industry classifications at the national level. The industry classifications correspond to the sector, 3-, 4-, and selected 5- and 6-digit North American Industry Classification System (NAICS) industrial groups. The OES program surveys approximately 200,000 establishments per panel (every six months), taking three years to fully collect the sample of 1.2 million establishments. To reduce respondent burden, the collection is on a three-year survey cycle that ensures that establishments are surveyed at most once every three years. The estimates for occupations in nonfarm establishments are based on OES data collected for the reference months of May and November. The OES survey is a federal-state cooperative program between the Bureau of Labor Statistics (BLS) and State Workforce Agencies (SWAs). BLS provides the procedures and technical support, draws the sample, and produces the survey materials, while the SWAs collect the data. SWAs from all fifty states, plus the District of Columbia, Puerto Rico, Guam, and the Virgin Islands participate in the survey. Occupational employment and wage rate estimates at the national level are produced by BLS using data from the fifty states and the District of Columbia. Employers who respond to states' requests to participate in the OES survey make these estimates possible. The OES features several arts-related occupations, particularly in the Arts, Design, Entertainment, Sports, and Media Occupations group (Standard Occupational Classification (SOC) code 27-0000). Several featured occupation groups include the following: Art and Design Workers (SOC 27-1000) Art Directors Fine Artists, including Painters, Sculptors, and Illustrators Multimedia Artists and Animators Fashion Designers Graphic Designers Set and Exhibit Designers Entertainers and Performers, Sports and Related Workers (SOC 27-2000) Actors Producers and Directors Athletes Coaches and Scouts Dancers Choreographers Music Directors and Composers Musicians and Singers Media and Communication Workers (SOC 27-3000) Radio and Television Announcers Reports and Correspondents Public Relations Specialists Writers and Authors Data for years 1997 through the latest release and can be found on the OES Data page. Also, see OES News Releases sections for current estimates and news releases. Users can analyze the data for the nation as a whole, by state, by metropolitan or nonmetropolitan area, and by industry or ownership. As well, OES Charts are available. Users may also explore data using OES Maps. If preferred, data can also be accessed via the Multi-Screen Data Search or Text Files using the OES Databases page.

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.

Success.ai's B2B Leads Data for US IT Professionals provides unparalleled access to a robust database of over 170 million verified profiles, specifically tailored to the IT sector. Featuring accurate work emails, phone numbers, and enriched professional profiles, this data is an essential tool for driving B2B marketing, sales initiatives, talent acquisition, and more. Our offering is continuously updated with cutting-edge AI validation technology to ensure unmatched precision and relevance for all your business needs.

Key Features of Success.ai's US IT Professional Contact Data

1. Extensive Data Coverage Gain access to a meticulously curated database of 170M+ contact profiles, including 50M verified phone numbers and thousands of IT-related company profiles in the US. This dataset allows businesses to seamlessly engage with decision-makers, technology experts, and influencers in the IT domain.

2. AI-Powered Accuracy Our data is rigorously validated using AI technology, guaranteeing a 99% accuracy rate for emails and phone numbers. This minimizes wasted resources and ensures your campaigns reach the right professionals at the right time.

3. Tailored for IT Professionals Designed specifically for the needs of the IT industry, our data spans professionals in software development, IT consulting, cloud computing, cybersecurity, and more, allowing you to target specific niches and build meaningful connections.

4. Flexible Data Delivery Options Choose from API integrations, custom flat files, or direct database access to fit your operational workflows. Success.ai ensures seamless integration into your existing systems, saving you time and reducing complexities.

5. Compliance and Security Adhering to GDPR, CCPA, and other global compliance standards, Success.ai prioritizes ethical data sourcing, so you can confidently utilize our data to grow your business.

Why Choose Success.ai for US IT Professional Contact Data?

• Best Price Guarantee We offer the most competitive pricing in the market, providing high-value data solutions without breaking your budget.

• Diverse Strategic Applications Our dataset supports a wide range of business objectives, including:

B2B Marketing: Execute hyper-targeted campaigns with verified email and phone data. Sales Outreach: Empower sales teams to connect directly with IT decision-makers and influencers. Talent Recruitment: Gain insights into top US IT professionals and optimize your recruitment strategies. Lead Generation: Enhance your pipeline with validated and up-to-date contact details. Customer Insights: Understand your audience with demographic and firmographic data for strategic market research.

• Advanced Technology Integration With tools like the Enrichment API and Lead Generation API, Success.ai enables real-time data updates and efficient CRM enrichment. Conduct up to 860,000 API calls daily, making it the ideal solution for enterprises managing high-volume lead generation.

• Data Highlights 170M+ Verified B2B Contact Profiles 50M Verified Phone Numbers 30M+ Company Profiles 700M Global Professional Profiles

Use Cases

• Marketing Excellence: Use precise contact data to deliver IT-focused campaigns across the US market.
• Enhanced Recruitment: Find and engage with top-tier IT talent through accurate and up-to-date professional profiles.
• Sales Enablement: Equip your sales team with validated contact details for high-conversion outreach.

• Data-Driven Decisions: Make smarter business decisions with accurate demographic and firmographic data.

• What Sets Success.ai Apart? Success.ai combines AI-powered accuracy, extensive coverage, and flexible delivery methods to provide businesses with a strategic advantage in the competitive B2B landscape. With our verified US IT professional contact data, you can:

Expand your business network effortlessly. Minimize bounce rates and outreach inefficiencies. Align your campaigns with top industry professionals to maximize ROI.

Get started today with Success.ai’s data solutions and transform how you connect with US IT professionals.

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Delving into the Jobs & Education sector, our data presents a revealing look at store distribution by region, highlighting regional preferences and market penetration in this niche. United States leads with 57.17K stores, which is 39.13% of the total. United Kingdom follows, contributing 17.69K stores, which is 12.11% of the total. India comes third, with 14.15K stores, making up 9.69% of the total.

The role of Data Science and AI for predicting the decline of professionals in the recruitment process: augmenting decision-making in human resources management Features Description: Declined: Variable to be predict, where value 0 means that the candi- date continued in the recruit- ment process until the hiring, and value 1 implies the candi- date’s declination from recruit- ment process. ValueClient: The total amount the customer plan to pay by the hired candidate. The value 0 means that client yet did not define a value to pay the candidate. Values must be greater than or equal to 0. ExtraCost: Extra cost the customer has to pay to hire the candidate. Values must be greater than or equal to 0. ValueResources: Requested value by the candidate to work. The value 0 means that the candidate did not request a salary amount yet an this value will be negotiate later. Values must be greater than or equal to 0. Net: The difference between the “ValueClient”, yearly taxes and “ValueResources”. Negative values mean that the amount the client plans to pay the candidate has not yet been defined and is still open for negotiation. DaysOnContact: Number of days that the candidate is in the “Contact” step of the recruitment process. Values must be greater than or equal to 0. DaysOnInterview: Number of days that the candidate is in the “Interview” step of the recruitment process. Values must be greater than or equal to 0. DaysOnSendCV: Number of days that the candidate is in the “Send CV” step of the recruitment process. Values must be greater than or equal to 0. DaysOnReturn: Number of days that the candidate is in the “Return” step of the recruitment process. Values must be greater than or equal to 0. DaysOnCSchedule: Number of days that the candidate is in the “C. Schedule” step of the recruitment process. Values must be greater than or equal to 0. DaysOnCRealized: Number of days that the candidate is in the “C. Realized” step of the recruitment process. Values must be greater than or equal to 0. ProcessDuration: Duration of entire recruitment process in days. Values must be greater than or equal to 0

Employment: NF: IF: PI: NP: Book data was reported at 56.100 Person th in Jan 2025. This records a decrease from the previous number of 56.500 Person th for Dec 2024. Employment: NF: IF: PI: NP: Book data is updated monthly, averaging 80.700 Person th from Jan 1990 (Median) to Jan 2025, with 421 observations. The data reached an all-time high of 91.600 Person th in Jun 1997 and a record low of 52.500 Person th in Feb 2021. Employment: NF: IF: PI: NP: Book data remains active status in CEIC and is reported by U.S. Bureau of Labor Statistics. The data is categorized under Global Database’s United States – Table US.G053: Current Employment Statistics Survey: Employment: Non Farm Payroll.

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.

Introduction

Healthcare Staffing Statistics: Healthcare staffing is a crucial facet of the healthcare industry. Involves the recruitment, hiring, and management of qualified professionals to meet the ever-changing demands of patients and medical institutions.

This intricate process plays a pivotal role in ensuring high-quality patient care by matching individuals' skills and qualifications to specific roles, considering factors like patient load and location.

Effective healthcare staffing requires anticipating staffing needs, managing schedules, addressing turnover, and adhering to regulatory standards.

Inadequate staffing can jeopardize patient safety and care quality. Effective staffing enhances patient outcomes and experiences, making it a cornerstone of healthcare delivery.

In essence, healthcare staffing is a complex, indispensable process that directly impacts patient well-being and the overall success of healthcare organizations. Demanding meticulous planning and unwavering commitment to excellent patient care.