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1、Sponsored By20232Executive Summary1.0 The Great Reshuffle Continues2.0 State of Staffing3.0 Challenges and Opportunities4.0 The Digital Transformation5.0 Staffing Agency Success Factors6.0 Resources and Advice for New Agencies2020511212947593After record-setting growth in 2021,the staffing industry

2、came back to Earth in 2022.One-third(33%)of our survey respondents said their agencies grew more than 20%last year,which is in line with typical pre-2021 growth rates.Looking forward,agencies are still expecting growth this year,but there is a lot of uncertainty about the impact of economic conditio

3、ns.Many respondents noted that despite recent layoffs,there are still more open positions than workers to fill them.Some said that their agencies were changing their models or expanding into more industries as protection against a slowdown in any one economic sector.As they adapt to the new conditio

4、ns,agencies continue to look to digital transformation to improve their operations,and those initiatives are paying off.Respondents from fast-growth companies were 59%more likely to say that technology gives them a competitive advantage than those from slow-growth companies.In particular,fast-growth

5、 agencies are more likely to use chatbots,automated referral management(ARM)platforms,and talent management systems.Like we did last year,in addition to our annual industry survey,we asked more than 500 members of the general public about their job search plans.The results suggest a continuation of

6、the reshuffling pattern weve seen for the past few years.More than half of the respondents said that they plan to look for a new job in 2023,and the top reason is for higher pay.This report represents our largest State of Staffing to date.It contains insights about the industrys top challenges and o

7、pportunities from over 400 staffing professionals.We hope you find it valuable as you make your decisions for the rest of the year.Enjoy the 2023 State of Staffing report!Krista Garver,Managing EditorStaffing Hub4451.Who Will Look for a New Job in 20232.Why People Are Changing Jobs3.The Impact of Ne

8、t Promoter Score(NPS)4.Where People Find Jobs6Summary2022 saw a continuation of the“Great Reshuffle.”The unemployment rate fell to near 3.5%in March and hovered there for the rest of the year,while the quits rate stayed relatively steady.So far,2023 is following the same pattern.We asked 505 members

9、 of the general public about their job search plans for the year.Heres what we found:1.Referrals(28%)and online job boards(24%)are the top places respondents found their current job.2.52%of respondents plan to look for a new job this year,up from 46%last year.3.Higher pay is the top reason by far fo

10、r switching jobs.Krista Garver,Managing Editor,Staffing Hub7Our survey respondents were drawn from a representative sample of theU.S.adult workforce.There were some small,but substantive changes from last year.More than half(52%)of respondents plan to look for a new job this year,up from 46%last yea

11、r.Women are slightly more likely than men to look for a job in 2023(53%compared to 51%).This is a reversal from last year,when men were slightly more likely to look for a job.Younger respondents are slightly more likely to look for a job than older respondents.People earning less than$35,000 a year(

12、which corresponds to about half of the U.S.workforce)are more likely than higher earners to look for a new job.Who Will Look for a New Job in 2023Do you plan to look for a new job this year?8Across all demographics,higher pay is by far the most common reason people will look for a new job.More than

13、half(54%)of respondents cited this as their motivation,up from 49%last year.Beyond pay,men and women have different priorities:18%of women would switch jobs to be able to work from home,compared to 5%of men.Men are more likely to switch for a better work-life balance(13%vs 8%)or for better benefits(

14、11%vs 7%).Why People Are Changing JobsWhats the top reason you would look for a new job?9The Impact of NPS on Job SwitchingWe also asked respondents the classic Net Promoter Score(NPS)question:“How likely are you to recommend your employer to family,friends,or colleagues looking for work?”Employer N

15、PS is highly correlated with job switching plans.A full half(51%)of respondents were detractors,and this group was 63%more likely than promoters to say they will look for a new job this year.Do you plan to look for a new job this year?Interpreting NPS scores0-6=Detractors are unhappy with the compan

16、y7-8=Passives feel neutral and would likely leave for a better offer9-10=Promoters love the company and recommend it to others10Similar to last year,referrals made up the largest single source where respondents found their current jobs.More than a quarter(28%)of respondents got their job through a r

17、eferral,with online job boards following at 24%.Where People Find JobsMore than half of respondents(54%)plan to look for their next job on job boards.Together,these two charts show a discrepancy between where people look for jobs and how they actually get hired.Where do you plan to look for your nex

18、t job?How did you find your current job?111.Who Took the Survey2.Staffing Industry Growth3.The Economic Climate4.2022 Actual Growth by Vertical5.2023 Projected Growth by Vertical12SummaryStaffing industry growth returned to normal in 2022 after skyrocketing in 2021.By and large,staffing leaders expe

19、ct their growth rates this year to be similar to last,with more than half(56%)predicting double-digit growth.However,there is a lot of uncertainty about where the economy is headed.And many of our survey respondents noted that its simply too soon to tell what impact the economy will have on their bu

20、siness.But most also expressed optimism that theyd be able to adapt and thrive,no matter what the rest of the year brings.Survey Response13413 staffing professionals across all verticals completed our survey.Roughly half of respondents were owners,management,or C-Level.Who Took the SurveyJob functio

21、n of survey respondentsRespondents by industry vertical14Staffing firms of all sizes were represented in the survey.Who Took the Survey:Company Size68%17%14%Up to$24 Million$25-$99 Million$100+MillionSummary of Agency SizeRespondents by annual revenue15Every year,we segment our data to make sure wer

22、e delivering real insights that help you improve your business strategy.When we started producing the report,we categorized the responses based on reported year-over-year growth:fast(21%or more),moderate(11-20%),and slow(10%or less).Last year,we changed our category definitions to account for the ma

23、ssive growth the industry experienced.But this year,growth rates have returned to their pre-2021 normal.As a result,we are returning to our original growth categories.In this report,youll learn how fast-growth agencies operate compared to slow-growth firms.What to Expect in This Report33%Fast growth

24、 in 2022 21%or more YoYSlow growth in 2022 10%or less YoY42%16Industry leaders expect 2023 to look much like 2022.More than half(56%)expect double-digit growth,while 32%expect fast growth(21%or more)this year.Staffing Industry Growth There is no doubt that the economic climate of 2023 will be differ

25、ent from that of prior years,but there is a lack of agreement about what it will mean for the staffing industry.When we asked leaders how the economy will impact their business this year,the responses were evenly divided between positive,negative,and unsure.In general,respondents in the IT and healt

26、hcare fields reported positive expectations for 2023,while those in construction and industrial were more likely to believe they will face headwinds.Many respondents also noted that while their permanent placement business might suffer,they expect an increase in the need for temporary workers.Staffi

27、ng agency revenue growth:2022 actual vs 2023 projected17We asked staffing leaders how they believe the economic climate will impact their agency in 2023.The Economic ClimateHere are a few of the answers:18Growth rates normalized in 2022 after skyrocketing in 2021.Healthcare continued to grow at a ve

28、ry strong pace,overtaking industrial/logistics for the top spot.IT staffing also continued to grow,but at a slower pace than the previous year.2022 Actual Growth by Vertical Survey Response2022 Industry growth by vertical19The majority of respondents across all verticals expect moderate to fast grow

29、th over 2023,with healthcare respondents being the most optimistic.This outlook differs from some other industry projections,which may reflect general uncertainty about what the rest of the year will bring.2023 Projected Growth by VerticalSurvey Response2023 Projected growth by vertical2020211.Top R

30、ecruiting Challenges2.Finding New Candidates3.Finding New Clients4.Biggest Opportunities5.Net Promoter Score22SummaryBoth recruiting new talent and finding new business is getting more difficult.Respondents rated their lead sources for both new candidates and new clients as less effective than in th

31、e past.This requires agencies to be creative,which theyre doing by pursuing alternative lead sources as well as being more flexible in the markets they serve.One key to the industrys challenges,as well as a possible solution,lies in the Net Promoter Score.Self-reported NPS scores dropped significant

32、ly across the board,from an average of 75 last year down to 60.Agencies can give themselves a competitive advantage by focusing on improving their NPS.Survey Response23Finding qualified candidates and getting candidates to respond have been the top two recruiting challenges since we started conducti

33、ng this survey.This year,both fast-and slow-growth agencies reported having more difficulty compared to last year on every activity we assessed.This could be a symptom of the tight labor market and it may indicate continued challenges ahead.Top Recruiting ChallengesRespondents identified additional

34、recruiting challenges theyre facing now.Most of these focused on internal staff and processes,including finding great recruiters and training recruiters on software and workflows.Getting candidates to show up is significantly more difficult in industrial and office/clerical than in other industries.

35、How challenging are these recruiting activities?(1=Not challenging at all|10=Extremely challenging)INDUSTRY INSIGHT24Referrals and LinkedIn were the most effective sources for finding new candidates across all agencies.Almost all sources were rated as less effective compared to last year.Finding New

36、 CandidatesRespondents also said they use a variety of additional lead sources,including:Allied Travel CareersCraigslistHealth eCareersHireEZiHireInstagramJobcasePosse ListRecruitemUnemployment officesVivianZipRecruiterHow would you rate the following sources for finding new candidates?(1=Very poor|

37、5=Excellent)Industrial/logistics staffing agencies rate Indeed and Facebook the highest of all industries.IT staffing agencies rate LinkedIn the highest.INDUSTRY INSIGHT25Referrals were also rated as the top source for finding new clients,well ahead of all other sources.Once again,respondents rated

38、almost all of these sources as less effective compared to a year ago.Finding New ClientsAgencyLeadsCold calls in personCrunchbasePitchbookScotts DirectoriesThird-party appointment settingZoomInfoHow would you rate the following sources for finding new clients?(1=Very poor|5=Excellent)Agencies in ind

39、ustrial/logistics rate cold outreach as more effective than any other sector.INDUSTRY INSIGHTAdditional source of new clients:26Technology and automation,building relationships with candidates and clients,and expanding into new markets are the top opportunities for 2023.Biggest OpportunitiesHere are

40、 a few of the highlights:27The NPS for agencies dropped from an industry average of 75 last year to 58 this year.This years NPS scores are closer to 2020,when the industry average was 56.The biggest declines were for fast-and moderate-growth agencies.The average NPS for fast-growth agencies is curre

41、ntly 64,down from 78 last year,while moderate-growth agencies have fallen from 75 to 56.Note that these scores are self-reported,which is likely why theyre higher than other industry benchmarks,such as those reported by ClearlyRated.Because of this,the most important finding isnt the specific scores

42、 themselves,but rather that theyve decreased so precipitously in the past year.Net Promoter Score Agencies looking to retain talent this year would do well to pay attention to their NPS score given the findings that detractors are much more likely than promoters to look for a new job.Net Promoter Sc

43、ore28Make your talent pool your competitive advantageImprove the candidate experience and reduce your cost per hire with the#1 automated referral management(ARM)platform Trusted by leading agencies:“Right now,about 75%of the people we have in the field came in through Staffing Referrals.”Art HoopesC

44、EO,Amare MedicalStart Getting More Referrals 291.Attitudes Toward Technology2.Challenges of Technology3.Tech Adoption4.Most Valuable Technology5.Staffing Software Market Leaders6.Tech Spend and Planned Implementations7.Monthly Job Board Spend30SummaryThe staffing tech stack continues to evolve,as do

45、 attitudes toward technology.Across the board,respondents rated all technologies more valuable compared to last year.But,they also rated their technology challenges as worse this year,suggested that finding and implementing the right tools is getting harder.Fast-growth agencies are significantly mor

46、e likely than slow-growth ones to view technology as a competitive advantage and be early adopters.Theyre also more likely to use automated referral management(ARM)platforms and talent management networks.Survey ResponseLooking forward,agencies expect to spend slightly more this year on technology,w

47、ith ATSs and recruiting automation systems being the top solutions they plan to implement.31There was a big difference this year compared to last in how agencies view technology.Respondents from fast-growth firms were much more likely to agree with all of the technology statements.The biggest differ

48、ence is in the percentage of respondents who said technology provides a competitive advantage for their business.Respondents from fast-growth agencies were 59%more likely than those from slow-growth agencies to strongly agree with this statement.Attitudes Toward Technology2022202332“Selecting the ri

49、ght tools for the digital transformation,”“Selecting the right sourcing tools,”and“Integrating your staffing technology”are the top technology related challenges staffing agencies are facing right now.Similar to recruiting challenges,respondents rated all technology challenges as being slightly more

50、 difficult than they were last year.Challenges of TechnologySurvey ResponseHow challenging are the following technology initiatives?(1=Not challenging at all|10=Extremely challenging)33Staffing agencies have been adopting new tech at a rapid pace.Overall,a larger percentage of companies are using al

51、l of the technologies compared to our previous report.Tech AdoptionFast-growth agencies have more tools in their tech stack than slow-growth agencies.Compared to slow-growth agencies,fast-growth agencies are:13%more likely to use a chatbot50%more likely to use automated referral management225%more l

52、ikely to use a talent management platformTech adoption34Staffing agencies are working to automate their processes.Seven in 10 respondents said their company has at least one automation in place,while nearly one-quarter(23%)have automated six or more processes.Process AutomationHow many processes hav

53、e you automated(e.g.,how many journeys,playbooks,or bots do you use)?Industrial/logistics and office/clerical/administrative agencies are leading the way in process automation.More than one-third of agencies in these verticals has automated six or more processes.INDUSTRY INSIGHT35Applicant tracking

54、systems(ATSs)are the most valuable technology in the staffing tech stack,with 57%of respondents mentioning either ATS as a category or the specific tool they use.The most valuable sourcing platform is LinkedIn,while Sense is the most valuable automation platform.Most Valuable Technology1.Applicant t

55、racking system(57%)2.Sourcing software(14%)3.CRM/Sales software(8%)Most Valuable Sourcing Platform1.LinkedIn(28%)2.Indeed(18%)3.ZoomInfo(6%)Most Valuable Automation Platform1.Sense(24%)2.Bullhorn(8%)3.Aviont(7%)36Most Valuable TechnologyOverall,respondents rated their applicant tracking system(ATS)a

56、s the most valuable staffing software solution.Data management and website job boards tied for second.Compared to our previous report,ratings as a whole increased,which suggests that agencies are getting more value from their technology than they did in the past.Timesheet automation,resume parsing,a

57、nd business texting,which were in the top 5 last year,fell in the rankings.They were replaced by data management,website job boards,and onboarding software.How valuable are the following staffing software solutions for the success of your business?37Bullhorn remains the top-performing applicant trac

58、king system in the market.However,Aviont and TrackerRMS are becoming more popular,with an increasing number of respondents reporting them as their ATS.Applicant Tracking SystemsWhich ATS do our survey respondents use?Bullhorn Bullhorn maintains market leadership,and has 10,000 customers according to

59、 G.Aviont is second in the market with 1,000 customers according to G.38ATS selections vary widely by the vertical because of the unique needs for each industry.Below youll find a breakdown of survey responses to“Which ATS does your organization use?”by staffing industry segment.ATS Survey Responses

60、 by VerticalBullhorn leads in healthcare,IT,finance,engineering,and creative/marketing.Aviont is the market leader in office/clerical/administrative and industrial/logistics.39More agencies are using marketing and recruiting automation.20%of respondents said their agency doesnt use these tools at al

61、l,down slightly from 23%in our previous report.Among agencies that do use automation,Sense and Staffing Referrals are the most widely used.Last years top platform HubSpot fell to third place.Recruiting&Marketing AutomationSense is the most common recruiting automation tool,with 14%market share.Staff

62、ing Referrals came in second among recruiting automation tools,with 10%.4064%of respondents said their firm currently uses text messaging software.Of those,Sense claims 34%of the market followed by TextUs at 9%.Text Messaging ToolsTextUs remains in second place with 9%of the market(-11 percentage po

63、ints from last year).Sense grew by 7 percentage points from last year,holding the top spot for market share.41One-third(38%)of agencies currently provide a mobile app for candidates.This represents an 11-percentage point increase from last year.The clear market leader is WorkN,with 29%market share,f

64、ollowed by custom-built apps at 16%.The large percentage of“Unknown”responses is due to respondents indicating that they had a mobile app,but werent sure who made it.Mobile AppsWorkN is the market leader for mobile apps with 29%market share,up from 26%last year.42Approximately 20%of respondents said

65、 their agency currently uses a chatbot.This is up slightly from 18%last year.ChatbotsSense is the most commonly used chatbot tool,with 29%of market share.Digital Air StrikeLandbotLeadooLiveChatOther chatbot platforms used by staffing agencies:PixelPureChatTidioWorkLLama4317%of agencies are currently

66、 using automated referral management(ARM)tools,up from 11%last year.Staffing Referrals is the most widely used.No other platform accounted for more than 5%of responses.Automated Referral Management ToolsStaffing Referrals is the market leader,with a 67%share of the market.44Firms of all sizes expect

67、 to spend slightly more on software and technology solutions in 2023 than they did in 2022.Tech&Software BudgetWhat percent of your budget is allocated to technology?45Planned Tech ImplementationsWhat software solutions do you plan to implement in 2023?ATS,Recruiting Automation,CRMs,and mobile-apps

68、top the list for planned implementations in 2023.46Monthly Job Board SpendAgencies in the healthcare,IT,and creative/marketing sectors are expected to spend the most on job boards in 2023.For some industries,like healthcare,expected spending is up from last year,while in others,like industrial/logis

69、tics,its down.Fast-growth companies spend 21%more on job boards per month than slow-growth companies.The difference between the groups decreased since our previous report,when fast-growth companies spent 62%more.Expected yearly spend on job boards in 2023 by industryMonthly spend on job boards471.Ke

70、y Performance Metrics2.The Ideal Recruiter3.Recruiter and Candidate Experience48SummaryThis year,we again asked respondents a variety of questions about their agencys key performance metrics.On the following pages,youll find data about everything from fill rate and time to fill to cost per hire and

71、gross margins,all broken out by industry.We also asked some specific questions about successful recruiters and the recruiter experience.Respondents identified“relationship-oriented”and“goal-oriented”as the top two attributes of an ideal recruiter.To retain good employees,agencies are offering flexib

72、le PTO as well as increasing salaries.Survey Response49We asked respondents about several key performance indicators,including how long it takes them to fill job orders,redeployment rate,and average cost per hire.On the next few pages,youll find the results by industry vertical and growth rate.Key P

73、erformance MetricsFill rate by industryPercent of job orders filledFill rates are highest for industrial/logistics and office/clerical/administrative roles.On average,fast-growth companies fill 15%more of their job orders than slow-growth companies.Fill rate by growth rate50Time to fill by industry#

74、days between when a job requisition is approved and when an offer is acceptedKey Performance MetricsThe time it takes to fill orders is shortest in industrial/logistics and office/clerical/administrative.On average,fast-growth agencies take longer to fill their job orders,which may reflect the indus

75、tries they serve(e.g.,healthcare,finance/accounting,and IT).Time to fill by growth rate51Key Performance MetricsRedeployment rate by industryPercent of employees who renew their contractRedeployment rates are highest for industrial/logistics and office/clerical/administrative jobs.Fast-growth agenci

76、es have a redeployment rate 17%higher than slow-growth agencies.Redeployment rate by growth rate52Key Performance MetricsCost per hire by industryRecruiting costs divided by the number of hires in a specific time periodThe cost per hire for IT roles almost doubled compared to last year.The average c

77、ost per hire for fast-growth agencies is 30%higher than for slow-growth firms,which is due in part to the number of IT staffing agencies in this group.Cost per hire by growth rate53Key Performance MetricsGross margin per recruiter by industryGross margins per recruiter are highest in the engineering

78、/design industry.Not surprisingly,margins are higher(+45%)at the fastest-growing agencies.Gross margin per recruiter by growth rate54Key Performance MetricsAnnual on-target earnings(OTE)Recruiters are paid 61%more at fast-growth companies,likely reflecting that recruiters at these agencies are makin

79、g significantly more placements.OTE by growth rate55Key Performance MetricsOn average,how long does it take your team to respond to a lead?Fast-growth agencies respond more quickly to leads.More than half(52%)of fast-growth agencies respond within an hour,compared to 44%of slow-growth agencies.56Sim

80、ilar to last year,a relationship orientation was rated as the most important recruiter attribute overall.Goal-oriented moved into second.But there was an interesting difference when we looked at growth rates.Respondents from fast-growth companies were more likely to prioritize being relationship-ori

81、ented over being goal-oriented.For slow-growth companies,the pattern was reversed.The Ideal RecruiterIdeal Recruiter Attributes57Offering flexible PTO was again the top initiative for creating a positive recruiter experience.In general,respondents from fast-growth companies were more likely to stron

82、gly agree with all statements except“Provide employees with a mobile onboarding experience.”Recruiter and Candidate ExperienceHealth benefits remain the most common benefits agencies offer to candidates.Fast-growth companies are more likely to offer candidates all benefits except health,where there

83、is no difference between the groups.Do you agree with the following statements?(1=Strongly disagree|5=Strongly agree)What benefits do you offer candidates?58591.Conference Attendance and Top Publications2.Advice for New Agency Owners60SummaryEvery year,we ask respondents what conferences and resourc

84、es they find most valuable.As in the past,respondents identified ASA Staffing World and SIA Executive Forum as the industrys most valuable conferences and their associated publications as the industrys most valuable content.Survey ResponseWe also asked current staffing professionals about their advi

85、ce for new agency owners.This year,the responses focused on the importance of adaptability and having a positive attitude,as well as taking advantage of opportunities to network with peers and mentors.61Only half of the respondents expect to attend conferences this year.ASA Staffing World and SIA Ex

86、ecutive Forum remain the top two industry conferences.Conference AttendanceMost Valuable Publications and ContentStaffing Industry Analysts and the American Staffing Association continue to be viewed as the most valuable resources in the staffing industry.How valuable are the following publications,

87、podcasts,or blogs?(1=least valuable|5=most valuable)62If youre new to the industry,a few of the top recommendations from your peers include learn as much as you can,be adaptable,and stay positive.Advice for New Agency OwnersHere are a few of the most frequent themes and comments from your peers:6363642023Authors:Krista Garver and David FolwellIn January of 2023,Staffing Hub surveyed 413 industryexecutives and 505 members of the workforce.Their responses are the basis of this report.65Notes