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Neither TikTok nor its forerunner, Musical.ly, provide many statistics publicly. For example, it is much harder to find follower lists than for most other social networks. However, with such a convoluted history, it is not too challenging to discover quite a few TikTok statistics that others have independently collated.
mind on statistics 4th 43
Statista collated online media usage for an "internet minute" worldwide. In that time, people consume hundreds of thousands of hours of content and send, scroll, and upload millions of messages, emails and texts. Amongst these statistics, Statista found that TikTok users watch 167 million hours of videos on the app in a sample minute.
With the recent ban of TikTok in India and a threat of a ban in the U.S.A., it isn't easy to get up-to-date statistics on TikTok usage. However, India still showed as the country with the most downloads in 2020, with 99.8 million downloads in the first six months. As of October 2021, Nigeria was the country with the highest monthly growth of TikTok downloads in the Apple App Store and the Google Play Store. In terms of usage, TikTok's largest markets are the U.S., Indonesia, and Brazil. Although China is absent from this list, they use a separate app, Douyin.
So instead of sweating it out and trying to figure out the right way to act, dress, or speak during an interview, go ahead and take a look at these job interview statistics that are bound to make the interview process a little easier.
Hiring statistics for 2022 show that the lack of talent is more than three times higher than a decade ago. A recent survey from the Martec Group, which conducts market research, shows that nearly 70% of employers reported lacking expertise in 2017.
The workplace of the future is almost here, according to millennial and Generation Z interview statistics. Currently, millennials constitute half of the American workforce, while the percentage of Gen Z and millennial employees in the global workforce is expected to reach 75% by 2025.
Video interviews are becoming increasingly popular in recruitment, according to virtual interview statistics. Due to the amount of information that can be conveyed via a video interview, they are much faster and more efficient than traditional phone interviews. Companies are always looking for ways to make their hiring processes more streamlined and efficient, and video interviews contribute greatly to that.
Online job interviews have been rising in popularity throughout the 2010s, and in response to the COVID-19 pandemic, even more companies have turned to virtual interviewing. As interview method statistics show, as many as six out of 10 recruiters found that video interviews made it easier to interview and shortlist candidates.
According to the Conference Board, job satisfaction is at its highest point in a decade, which means that fewer people are looking for new jobs. As indicated by statistics regarding employee satisfaction, employees who are satisfied with their jobs and their working conditions are significantly more productive.
The abovementioned interview statistics can serve as a guide to help you navigate the interview process better, including everything from tips on how to make a better first impression to facts you should keep in mind when hunting for a new job.
Looking for the latest driving stats and trends? We've got you covered. (Note: Each statistic is for the United States except where stated otherwise. The page will be updated as new stats are collected. If you need stats for Canada, check out these resources: Canada driving statistics and Ontario driving statistics.)
The Brain and Cognitive Science major provides fundamental training in psychology, neuroscience, and computation, and it allows a great deal of flexibility with regard to more advanced courses. The major requires training in statistics, a laboratory course, and the capstone course. Students should contact our Undergraduate Advising Office for help in creating a plan of study and research that best meets their goals and interests.
An organization's culture is set by the values of an organization. To achieve a workplace without harassment, the values of the organization must put a premium on diversity and inclusion, must include a belief that all employees in a workplace deserve to be respected, regardless of their race, religion, national origin, sex (including pregnancy, sexual orientation, or gender identity), age, disability, or genetic information, and must make clear that part of respect means not harassing an individual on any of those bases. In short, an organization's commitment to a harassment-free workplace must not be based on a compliance mindset, and instead must be part of an overall diversity and inclusion strategy.
Unfortunately, social media can also foster toxic interactions. Nearly daily, news reports reflect that, for whatever reasons, many use social media to attack and harass others. During the Commission meeting on social media, witnesses talked about social media as a possible means of workplace harassment. For that reason, harassment should be in employers' minds as they draft social media policies and, conversely, social media issues should be in employers' minds as they draft anti-harassment policies.
A reminder that this checklist is meant to be a useful tool in thinking about and taking steps to prevent harassment in the workplace, and responding to harassment when it occurs. It is not meant to convey legal advice or to set forth legal requirements relating to harassment. Checking all of the boxes does not necessarily mean an employer is in legal compliance; conversely, the failure to check any particular box does not mean an employer is notin compliance.
A reminder that this checklist is meant to be a useful tool in thinking about and taking steps to prevent harassment in the workplace, and responding to harassment when it occurs. It is not meant to convey legal advice or to set forth legal requirements relating to harassment. Checking all of the boxes does not necessarily mean an employer is in legal compliance; conversely, the failure to check any particular box does not mean an employer is not in compliance.
 Jennifer Vanderminden & Carol Swiech, Report on the Status of People with Disabilities: A Survey of Faculty and Staff at the University of New Hampshire, Fall 2011, _commission_on_the_status_of_people_with_disabilities/PDFs/2011_cspd_survey_full_report_with_appendix_2012.pdf.
 EEOC's Research and Data Plan for 2016-2019 authorized the agency's research division to study EEOC charge data as well as federal sector hearing and appeal statistics, along with EEO survey and Census data, to determine which private sector and federal, state and local government employers and industries were most frequently subject to allegations of harassment. See -EEOC-Research-and-Data-Plan-for-2016-2019.html. Researchers are often dependent on outside funding from private and public sources to conduct their research. Thus, this recommendation is directed toward such funders as well.
 Written Testimony of Mindy E. Bergman, Workplace Harassment: Examining the Scope of the Problem and Potential Solutions, Meeting of the E.E.O.C. Select Task Force on the Study of Harassment in the Workplace (June 15, 2015), -testimony-mindy-bergman-associate-professor-psychology-texas-am-university. As Bergman notes: "It is actually unreasonable for employees to report harassment to their companies because minimization and retaliation were together about as common as remedies and created further damage to people who had already been harassed. Further, because remediating the situation did not make the person whole - that is, did not overcome the damage caused by harassment - and helpful vs. hurtful responses were each found about 50% of the time, reporting is a gamble that is not worth taking in terms of individual well-being."
 See U.S. Equal Employment Opportunity Commission, Enforcement & Litigation Statistics, All Charges Alleging Harassment (FY 2010 - FY 2019), -statistics-charges-filed-eeoc-fy-1997-through-fy-2019.
DATA TOPICSALL INJURIESAll Injuries looks at preventable injuries and preventable-injury-related deaths across age, gender and race by all causes. This comprehensive overview of injury and fatality statistics is the best place to start.
AI, which simulates human operational intelligence, is far superior to human beings in computing speed, capacity, and accuracy. It indeed can liberate mental labor. With the support of the Internet and big data technology, AI will help humans in more fields and more profoundly, even conducting rescue operations in extreme environments. In the field of medical practice, brain stimulation is helpful to restore the damaged brain nerve. In terms of transportation, with the application of data, connection, real-time sensing, and traffic prediction, humans will experience shared riding and automatic driving for the first time. The revolution of the third-generation culture carrier represented by AI will promote the great change of human memory and learning style. AI is our brain assist device, which stores a lot of information in an intact manner. The undertaker of memory and thinking is gradually separating from the human body and tends to become objectified. Portable computers have replicated what we call as cognition, and even our human rationality also faces challenges. However, human beings can use their dynamic intuition and give play to their innovation abilities . The printing carrier once ushered in a period of flourishing human culture. Now, we should keep an open mind on the promotion role of AI in human consciousness. AI technology has put forward new requirements for human data observing and processing ability. The workers who receive information technology (IT) vocational training will better adapt to the changes, so we can be one step forward in the transformation to an intelligence-intensive society. With the help of intelligent machines, humans could become new-type, creative, and reliable cognitive subjects. 350c69d7ab