Temporary Hiring Trends in 2017 and Beyond

January 26th, 2017 Comments off
Temporary Hiring Trends in 2017 and Beyond

The new year has ushered in a renewed focus on the nearly 3 million-strong temporary workforce continuing on a growth trajectory as a result of the increasingly competitive talent market and shifting labor force.

According to CareerBuilder’s annual job forecast, the demand for temporary labor is projected to remain strong as employers strive for greater flexibility in their staffing needs. More than half of employers (51 percent) have divulged their plans to hire temporary/contract workers in 2017, an increase from 47 percent last year. Moreover, nearly 2 in 3 (63 percent) intend to transition some temporary/contract workers into permanent roles this year, up from 58 percent last year.

Where Are Temp Jobs Growing?

According to a CareerBuilder nationwide survey of employers looking at temporary hiring in 2017, industries that are trending above the national average — which is 51 percent — include:
• IT (75 percent)
• Manufacturing (59 percent)
• Large health care organizations (56 percent)

If you extend that out to a three-year projection — from 2017 to 2020 — 199,639 new jobs are expected to be added in the temporary help services industry, which amounts to a solid 7 percent growth, according to Emsi data.

Here’s a sampling of some of the fastest-growing temp jobs over the next three years (2017-2020).

Occupation Temp Jobs (2017) Temp Jobs (2020) % Change (2017 – 2020) Median Hourly Earnings
Software developers, Applications 18,157 19,443 %7 $47.68
RNs 41,419 43,752 %6 $33.83
Accountants and auditors 10,353 11,077 %7 $32.40
HR specialists 48,076 51,054 %6 $28.45
Machinists 19,621 21,569 %10 $19.63

Furthermore, the duration of temporary assignments is also expanding.

According to a Harris poll conducted for CareerBuilder, when employers were asked on average how much longer temporary/contract assignments were at their firm compared to pre-recession,

      • 17 percent said six months or longer
      • 27 percent said three months or longer
      • 55 percent said one month or longer
How It Impacts You

Today’s employers are increasingly turning to temporary hiring when structuring their workforce, as it affords them the ability to remain flexible and agile in their staffing needs and therefore scale up their businesses with ease. They oftentimes look to temporary hiring as a vehicle to be able to test drive candidates to better determine which ones are best suited for permanent placement.

As the demand for temporary and contract jobs across all industries, company sizes and geographies continues to expand for the foreseeable future, so does the need for staffing and recruiting services to support it. You can capitalize on this opportunity by creating a pipeline of recruiters who will be ready to hit the ground running and help your clients expand their businesses.

CareerBuilder, in partnership with the American Staffing Association and Capella Learning Solutions, has launched the RightSkill recruiter program aimed at creating a new supply of job-ready, entry-level recruiters for the staffing and recruiting industry.

Learn more about RightSkill and how you can secure a pipeline of job-ready recruiters.

Kyle Braun is the president of the staffing and recruiting group at CareerBuilder. A thought leader in the staffing space, Kyle is a regular speaker at major industry events providing exclusive research and advising staffing firms on the latest news and trends shaping the industry.

3 Things the Best Staffing Firms Do Differently

March 8th, 2016 Comments off
3 Things the Best Staffing Firms Do Differently

Hollywood’s awards season may have officially come to an end, but awards in the staffing industry are heating up with Inavero’s 2016 Best of Staffing Awards, sponsored by CareerBuilder.

After looking at the data and comments from real-life clients, Inavero compiled a list of the top three things that make Inavero’s 2016 Best of Staffing Award winners stand out from the crowd.

1. Winners save their clients’ time and act quickly.

Reliability and timeliness is of the utmost importance for staffing clients. They need to be confident that they can count on you to deliver what they need when they need it — even if it’s a tight turnaround. Then they will gain your trust and turn to you for their staffing needs.

Our staffing firm found candidates for our position within 24 hours and kept me in the loop throughout the process. My e-mails and phone calls were always taken or responded to very quickly. They also did a great job of checking in with me to make sure the candidate was meeting our needs.


They met our needs quickly and provided a perfect candidate without overloading me with candidates to interview.


I rely on them because I know they can meet my needs and do it quickly.

2. Winners hire proactive, engaged and empathetic recruiters.

It’s not enough to have just any recruiter work with clients — you need to hire recruiters who not only get the job done efficiently, but who also act as a client’s trusted partner. You should be confident that everything they do and every decision they make is in the client’s best interest and in alignment with the client’s goals.

Their recruiter and sales rep worked very closely with me, and I felt like the recruiter was a member of my own team, not someone working with an outside agency. He made me feel like my open positions were a priority.


They were proactive in meeting with me when we had an opening that they could help us fill, and they shared salary info for the industry with us. They were very eager to please, and I am confident their candidates would have been a good fit for us.

3. Winners ignite rapid referrals.

Would your clients be ready and willing to refer your firm to others who are looking for help? Just as restaurants and hair salons rely on customers to promote their business, staffing firms rely on clients. Clients have the power to give a thumbs up or thumbs down to any recruiting firm they have worked with, so pay attention to what they’re saying about your firm —  it will affect not only your reputation, but also your future business.

When I have a good experience with a recruiting firm, I have no problem recommending them to someone who asks me for a referral.


If a friend or colleague was looking for a job, I would be very willing to give them names of recruiters I felt were better than others.

Learn more about the latest staffing trends and how they affect you! Download CareerBuilder’s Q1 2016 Staffing & Recruiting Guidebook for exclusive industry research and expert recommendations for overcoming your biggest staffing challenges.

4 Key Takeaways From TechServe Alliance 2015

November 24th, 2015 Comments off
4 Key Takeaways From TechServe Alliance 2015

While the sun was shining in Palm Springs, executives and sales and recruiting teams also basked in the spotlight at the annual TechServe Alliance conference. The 2015 TechServe Alliance IT and Engineering Staffing Conference and Tradeshow provided many great takeaways, and our team was there to cover it.

Here, in random order, are four key takeaways we walked away with:

1. Don’t share data — share a story.

During his keynote, Paul DePodesta — vice president of player development for the New York Mets — talked about the true story behind “Moneyball,” the best-selling book that was turned into a major motion picture. And while a data-driven management approach has the power to transform businesses, DePodesta says it’s crucial to remember to tell stories when communicating with both clients and candidates. So do yourself a favor and take a page out of his playbook:

We didn’t walk around with reports and ask players to take a look. We told them a story and gave them an example they could connect with and spoke in their language. We rarely, if ever, talked about the data in front of them. We used stories instead. This is how you can change the story in terms of using data with your clients and candidates.

2. Learn the secrets to an exceptional client and candidate experience.

 Eric Gregg, CEO of Inavero, discussed how  some of the top IT and engineering staffing firms are winning the war for talent. Citing findings from the 10th annual Opportunities in Staffing research study as well as anecdotes from some top staffing firms, Gregg explained that the war for IT and engineering talent doesn’t stop once a placement has been made; in fact, it is just beginning.

These are the three tests of a remarkable client and candidate experience:
1. Was it unexpected?
2. Was it sincere?
3. Did it show empathy?

Don’t confuse your brand with your marketing; your brand is the aggregate of your customer experiences, Gregg explained. Think of your brand as the culmination of millions of little wins. “Our brand is the stories that people are telling about us,” he said.  So how can you differentiate your firm? Ensure something in your process is surprising and unexpected — but in a good way. A remarkable experience comes from those who care more and try harder, and it shows.

3. Educate your clients on current market realities.

 More than 4 in 5 (86 percent) staffing employees use data to help recruit top talent, but 1 in 3 staffing employees are not comfortable using recruitment technology, according to the 2015 Opportunities in Staffing study. However, adapting to new technology is a key factor that sets the best staffing firms apart.

As a staffing firm, you should make sure your sales team is comfortable and equipped to use data to help clients make better decisions, says Chris Skerrett, director of sales at CareerBuilder. The study also shows that clients are most satisfied when they select a firm that helps them improve their own recruiting.

These are the key types of data that clients want:

  • Industry data and trends
  • Data that save their recruiters time
  • Compensation and competitive data

4. Look to top recruiters for new and innovative tactics in order to thrive.

Here are some tips from the top if you are looking for innovative recruiting tactics for a talent-driven market.

According to Priya Sunil, senior recruiting lead for Denver & Houston at Harvey Nash:

If you’re looking for the right resume, you’ve passed up the best candidate. When you present an opportunity to a candidate, act as their advocate, be honest, let them know if a role is not a good fit for them, stay with them through the process, give them options, keep following up with any new information you have about the client. Work on resume prep, especially technical candidates — sometimes you need to help them reform their resume into a more rounded version that your clients would like to see.

According to Chris Thrall, director of recruiting at Swoon Technology Resources:

Happy placed candidates give referrals — get good at consultant/contractor care. Continue to follow up with them while on the job. Remember that they are your future managers that could be working with you down the road. Also, go on site and meet or visit your candidates.

According to Janet Chung, recruiting manager at Outsource Technical LLC:

Remember to take a long term approach. The most successful recruiters are networkers; they don’t treat candidates as a commodity. They set up happy hours, foster relationships and keep open dialogues with their candidates.

For more tips and strategies to take your staffing firm to the next level, don’t miss the 2015 Opportunities in Staffing study, which will help you move the needle with your clients, candidates and internal staff.

How Staffing Firms Can (Better) Work With Veterans

November 11th, 2015 Comments off
How Staffing Firms Can (Better) Work With Veterans

Veterans are the backbone of this nation, yet too frequently they are overlooked in the workforce. So this Veterans Day, get practical and effective tips to see how your staffing firm can maximize its relationship with this demographic looking to enter or re-enter the workforce.

But first, here’s the inspiring story of Ben Keen, a real-life veteran, and his journey to becoming a successful IT professional who was named American Staffing Association’s 2016 National Staffing Employee of the Year.

The Personal Struggles and Triumphs of A Veteran

Ben Keen

Ben Keen

After receiving his honorable discharge in January 2008, Keen relocated to the Pittsburgh area and started his transition to the corporate IT environment and would go on to gain much success in his field — but none of it would come easy.

After being diagnosed with post-traumatic stress disorder, or PTSD, Keen went down a path where heavy drinking at the time seemed to be the quick cure to his problems.

“Combat changes you — whether it’s combat or any traumatic event in your life, you always come out somewhat different,” he said. My marriage was already going downhill and I ended up drinking a lot — more than any person should ever drink in their life.”

It was in October 2010 around his 30th birthday when Keen found himself drunk and on the brink of blackout on his couch, when his then-4-year-old daughter asked him to play, to which he found himself responding, “Daddy’s too drunk to play.”

“She just got this look of devastation across her face and I [heard] those words come out of my mouth and did a 180 — it was like a slap across the face, and that’s when I realized that what I was doing wasn’t the way to go.”

With a tremendous amount of effort, Keen not only pulled himself up professionally, but he went on to found Steel City Vets, a veteran support group designed and run by veterans. Steel City Vets works with various locally- and nationally-based groups to help provide returning veterans with the support they need.

We talked to Keen, who offered up some simple yet powerful suggestions for how staffing firms can interact with veterans and empower them to enter and succeed in the workplace.

Tips to Partner With Veterans

1. Don’t just find ANY fit; find the right fit. Take the time to actually read the resume. Some won’t even take the time to properly read a veteran’s resume and offer him or her a job commensurate with their level of expertise.

Describing an example of what not to do, Keen recalls a staffing professional calling to ask if Keen would be interested in a job as a call center representative for $12 an hour.

“I was thinking if [she] actually read my resume, [she’d] know I’m not a call center representative,” Keen said. “I wrote back to her: Ma’am with all due respect, I highly recommend you go back and re-read my resume and email me again to [let me know] if you still think I’m qualified.”

That’s a good lesson to learn: Don’t pigeonhole veterans — take a good look at their skill sets. Every veteran has a story, so take the time and effort to find out why they were successful in the military and then connect that back to their skill sets.

Staffing firms working with veterans to identify what they’re best at and then finding them jobs that suit those qualifications is a recipe for success.

2. Take the time to talk to veterans and really get to know them. Go beyond what may be the scope of your job if that’s what is required. They will go the extra mile for you, so return the favor.

Keen said his first experience working with a staffing agency was when he was looking for a job during the week of Christmas in 2007, and it was the staffing professional, a retired marine, who casually reached out to him who ended up making an indelible impact on his life with a simple act. But he went out of his way to spend some quality time with Keen — something that impacted his life on a deep level.

“He sat down with me for a couple hours one-on-one the week of Christmas while everyone else was enjoying their dinners,” Keen recalls. “That single gesture was amazing, and that’s why I am where I am today. I feel compelled to give back. It’s one thing to take that assistance and bask in my successes; it’s another to take that success and be an example to others and try to help them.”

And that’s precisely what Keen has set out to do.

Referring to program that he has set up, he says: “We leverage things like that to get the veteran up and off the couch because once we do that and get the veteran engaged, we can start talking to him or her like, ‘Where are you at? Where’s your transition at? Where’s your head at? What do you need? What questions do you have?’”

3. Know that veterans are a resilient group looking for a chance. BE that chance. Veterans are actually one of the most dependable groups in the workforce, Keen explains. After all, consider their background in the military. If given a chance, they will show up ready and willing to do the work.

“Veterans aren’t looking for handouts — they’re a very resilient group of people and they’re not going to fail you,” he says. “Veterans aren’t looking for handouts. While we have our shortcomings, the one thing a veteran never does is fail. … All we’re looking for is that one chance to succeed. What we need — and what the staffing industry can do — is be that chance.”

By working with veterans to give them a shot at success in the workforce and then showcasing their successes, the staffing industry can set an example for other industries by dispelling the false notions and stigmas surrounding veterans in the workforce.

4. Be an example and fight the good fight against veteran joblessness. The staffing industry is at the forefront on the war on joblessness, and can do even more to set an example to show the success of veterans in their fields.

“A lot of veterans get out but they don’t understand resume writing; they don’t understand interview prepping; they don’t understand how to dress for success; they don’t understand how to present themselves,” Keen says.

While Keen has made it his mission to help bridge that gap, it’s an opportunity for the staffing industry to step in and step up their game to another level.

5. Teach veterans to speak the language of the business when applying. There needs to be a synergy between veterans and the staffing industry.

“As a veteran, I come and say, ‘Here are my skills; I can talk about these skills.’ The staffing industry [should] come back and say, ‘We understand the line of business and how to speak to the business, so let’s look at your skills and translate these into terms that businesses will understand,’” Keen explained.

For example, Keen said, if he walks into a job interview and states that he has experience as a multi-channel transmission operator maintainer for 8 and a half years, he might be met with blank stares. That’s why it’s important to translate what that would mean to the employer in tangible terms — and that’s where staffing professionals can help.

“If [instead] I said, ‘I set the voice and data communications that led to the successful operation of forward combat operations, now we’re talking business. We’re talking switches, routers, [etc.] — now we’re talking apples to apples,” he said.

Another example Keen cites is when veterans list medals they may have received while on active duty — not that employers aren’t appreciative of it, but there isn’t a direct relation to their business.

“Quite frankly, you don’t care about the what; you care about the why. Why did you get that award? Did you figure out some type of process that saved the unit x amount of man hours or x amount of dollars? Because now we’re talking business.”

Once again, that’s where the expertise of the staffing firm comes in in terms of coaching them on how to translate their awards into the language an employer would understand.

For more tips and strategies to take your staffing firm to the top, don’t miss out on the 2015 Opportunities in Staffing study, which will help you move the needle with your clients, candidates and internal staff.

5 Lessons From Staffing World 2015

November 6th, 2015 Comments off
5 Lessons From Staffing World 2015

Move over, country stars! The talk of the town around Nashville last week wasn’t country stars (sorry, Taylor Swift, hope you can shake it off) — it was staffing professionals who descended upon Music City for the annual Staffing World 2015 ASA Convention and Expo. And we were there to cover it all.

Here, in random order, are some takeaways we walked away with:

1. Use good data to solve business problems. Stephen J. Dubner — award-winning author, journalist, and radio and TV personality and co-author of Freakonomics — discussed how to retrain your business brain. We’re good at using data that confirms our prior beliefs and ignoring everything else, but you can’t do that if you want to solve business problems, he said. Data may not be the best way to understand the world, but it’s impossible to understand the world without data. His advice is to get data that shows revealed preferences, or what people actually do, and not what people say they do. Predicting what incentives will work is hard. But you can use data to create incentives to change behaviors. … First redefine the problem you’re trying to solve by taking a step back and looking at it from a diff perspective your peers haven’t tried. Don’t pay attention to artificial barriers. Identify any artificial mental barriers to the problems you’re trying to solve and stop them from limiting you.

2. Don’t underestimate the power of engaged employees. Jim Clifton, chairman and CEO of Gallup and best-selling author, discussed how to achieve sustainable organic growth through engaged client relationships if you want to move the needle on client relationships to become a trusted partner. In today’s ever-changing world, a one-size-fits-all cannot work. For instance, when millennials walk into your clients’ workplace, they have different motivations from previous generations. They want to be valued and they want to make a difference. According to Clifton, millennials’ mantra can be summed up as: “If my job doesn’t have meaning, my life doesn’t have meaning.” They want purpose, not a paycheck. So it’s important to consider their strengths and place them in roles where they can make a difference. It’s important to be able to show all employees that you care about their development, Clifton said. But too often, we approach development by fixing people’s weaknesses instead of building on their strengths. What we need instead of bosses are coaches. How is it possible that as many as 50 percent of employees don’t even know what is expected of them at work? Supervisors need to give people jobs that they have the capacity to do and ask how they can add value to the work they are doing.

3. Explore exciting new technologies that will help you do your job better. We attended a session on hot technology to hit the staffing industry – and we’re proud to tell you all about Textkernel, a CareerBuilder company, that was featured. What is Textkernel, you ask? It’s a leading-edge software company that provides semantic recruitment technology to the global market. … and delivers powerful, multilingual semantic search and matching technologies to recruiters.

Textkernel provides semantic search and matching technology to automatically suggest the most relevant profiles in a client’s resume/CV database based on a job description. It also offers highly accurate multilingual resume/CV parsing. Combined with Textkernel’s candidate routing workflow, it can convert any resume/CV or social media profile into a complete and searchable database record in any system. Textkernel’s HR modules are customizable, and can be integrated as building blocks into any process, platform (such as CareerBuilder’s pre-hire platform) or HR system.

So if you want to get the most out of your recruitment process, look into Textkernel — it can give you smarter data on people and jobs and bridges the information gap between employers and candidates.

4. Stand out from the pack by understanding your clients, candidates and the landscape. The search is always on! Did you know that 75 percent of full-time employed workers are actively looking for or open to new job opportunities? Jon Maly, a national account director at CareerBuilder, discussed the importance of having a great brand — not only do clients and candidates need to experience what makes your firm better than the rest, they need to experience it through the marketing and branding of your firm and they also must hear about it from others. Want to provide more client service? Discuss current hiring trends and respond to requests within two hours. Want to provide more candidate service? Offer coaching and additional resources during the job search. From more personalized communications with candidates to ensuring your website is mobile-optimized and easy to use, do what it takes to stand out! Differentiating client and candidate experience will sustain a brand, so don’t let negative interactions define yours.

5. Stay on top of the latest industry research to learn from the best staffing firms. If you aren’t already keeping up with the latest staffing research, it’s time to start. Find out what the fastest-growing staffing firms are doing differently. Have you heard about CareerBuilder and Inavero’s annual Opportunities in Staffing Study? It’s one of the longest-running and most comprehensive studies on the staffing industry and it’s released annually. Eric Gregg, CEO of Inavero Inc., discussed how important it is to work on your brand. If you don’t take care of what your brand means, your brand will become meaningless, he said. We live in an era of transparency, and it’s more crucial than ever to DO what you say and be authentic.

For more tips and strategies to take your staffing firm to the top, don’t miss out on the 2015 Opportunities in Staffing study.

Want to understand what truly drives satisfaction and loyalty? The 2015 Opportunities in Staffing study will help you move the needle with your clients, candidates and internal staff.

3 key benefits of working with staffing firms to communicate today

February 26th, 2015 Comments off
Staffing firm

Tony Beshara knows a thing or two about the staffing profession, having been a manager in the staffing industry 41 years and an owner for the past 26. He has a message for staffing firm owners and employees: You don’t put enough weight on the value you bring to your clients.

Beshara says he can “attest to the fact that we often lose sight of how valuable our service is to the companies we do business with. We oftentimes get so wrapped up in the immediate recruiting assignment, job orders, send outs, managing our associates, training, a new ATS, etc., we forget to communicate the big value proposition we offer our clients.”

A client who truly sees the importance of the client-staffing firm relationship will not only want to continue doing business, but will serve as the staffing firm’s advocate and word-of-mouth referral. According to the 2014 “Opportunities in Staffing” study conducted by CareerBuilder and Inavero, after a positive experience with a staffing firm, 1 in 3 clients will, without prompting, encourage others to use that firm, while another 58 percent will encourage others when asked.

While there are many benefits of working with staffing firms, Beshara says the three greatest are experience, insight and speed:


Staffing firms provide support to clients in a variety of ways, but at the core of what they do is hire. But Beshara says those in the staffing world don’t put enough emphasis on the amount of experience even those newer to the profession have with the hiring process.

“Even with a short period of time in this profession, we all experience more of the interviewing and hiring process than any of our clients do,” he says. “We are so close to the value of that experience we forget to sell it to our clients. Whether we like it or not, there are many users of our service who think our profession is a ‘commodity.’ They often imagine that they can get the same quality of candidate from just about anyone in our profession.”

Yet, considering that at the time of hiring their primary staffing firm, 26 percent of clients said “the firm shared information with me that helped my company improve our recruiting,” demonstrating the knowledge you’ve acquired from your experience is an easy way to show the immediate impact you can make on your client’s recruitment strategy. “How often … do we promote and sell the idea that most of us see more hiring cycles in one week than most of our clients see in a year? That the difference between what they get with us and our competitors, is they get ‘me’ in the deal? They not only get me, but they get MY firm’s experience in managing the hiring process,” Beshara says.


When working with a staffing agency, clients want to know that they are doing business with people who understand the ins and outs of their industry, and conveying that insight can differentiate your services from the competition. When hiring a staffing firm, 29 percent of clients believed the firm demonstrated they knew more about their industry than other firms, and 25 percent shared current industry hiring trends with the client.

“Because we are in the trenches on a daily basis, we know what the hiring ‘landscape’ looks like,” Beshara says. “We know when a hiring authority is underpaying or overpaying, asking for what doesn’t exist in a candidate, dragging the interviewing or hiring process on way too long, interviewing too many or too few candidates, etc.” So, while it’s easy to get wrapped up in the challenges that so often occur during the hiring process, don’t forget to convey just how much insight you have, Beshara says.


“We and our staff have a tendency to take for granted the savings we can provide our clients with the speed by which we work,” Beshara notes. “The average employer thinks that it takes his or her company about 60 days to fill a vacancy. The truth is that, without a staffing firm, the time is really between 120 and 150 days. We forget to remind them that our specialty is to provide quality candidates quickly and efficiently. We have a tendency to assume that they know that, but they don’t.”

In fact, when asked to name the biggest mistake clients witnessed in a bad staffing agency’s sales representative or recruiter, 36 percent cited being slow to respond. So, being responsive to clients’ questions or requests, as well as maintaining regular proactive communication, can go a long way in improving client satisfaction.

By regularly conveying the three key benefits – EXPERIENCE, INSIGHT, SPEED – to current and prospective clients, you’ll not only prove your worth, but you’ll also remind yourself just how big of an impact you can make.

All statistics from the CareerBuilder and Inavero 2014 “Opportunities in Staffing” study.

 What other benefits do staffing firms offer to clients? Let us know in the comments section!