Have you ever wondered about the impact the staffing industry has on the working ways of the country.
Ok, probably most of you haven't but it does play a significant role in how we as a nation staff our places of business.
My bet here is that everyone that takes the time to read the following list of "did you know's" will find at least one of the facts either interesting, relevant or maybe even a useful piece of information. If you don't, I want to hear from you! Here goes:
1. In 2010 the average daily employment of contingent labor was 2.58 million. It was 3.21 million in 2000. A total of 9.7 million individuals worked as a temporary during the same year versus 17.3 million in 2000. The average yearly employment since 2000 has been 13.1 million. In a normal year about half of these yearly workers are hired permanently.
2. While the growth rate of contingent labor bottomed out in 2009 it has been slow to recover to pre recession levels due to less turnover in temp jobs.
3. If you think you have problems with the turnover rate of temps consider this. Before the recession began the average turnover rate of temps was 328% nationally. In 2010 in had dropped to 277%.
4. In 2010 one in thirteen of all the workers employed during the year worked as a temporary at some point. Contingent labor as a whole represents only 1.7% of the total workforce. So much for all those that say all the jobs in this country are filled by temps.
5. At the beginning of the recession in 2008 one in five of all job losses involved a contingent worker.
6. According to the Bureau of Labor Statistics nearly 25 million people in the civilian workforce are now either unemployed or under employed. On top of this, over one million have stopped looking for work. While the population of the United States continues to increase the number of Americans age 16 and over working has declined from 63.4% of the pre recession workforce to 58.2% of the workforce.
7. According to the Wall Street Journal our unemployment rate will not return to 5.1% (considered full employment) until 2024.
8. From 2000 through 2010 the average tenure of a temporary assignment was 11.2 weeks. That figure was 12.1 weeks in 2009 and 13.8% in 2010. Clearly the reluctance to make permanent employment commitments is reflected in these numbers.
9. Full time employment in the staffing industry also took a big hit during the recession. In 2008 the industry employed 310,400. This number declined to 222,700 by the end of 2009. Staffing industry sales also declined significantly dropping from $98.3 billion in 2007 to $72 billion in 2009 before recovering to $84.7 billion in 2010.
A survey of 13,000 individuals that worked as a temporary reported the following:
1. About 2/3 of those in the survey rated flexible work time as the most important reason for working as temporary. Nearly 25% have no interest in permanent employment. Six in ten said they took the temp job in hopes of gaining permanent employment.
2. Of the group 90% said they were satisfied with the staffing firm that employed them. Nearly 91% were happy with the client at which they were assigned and 88% would refer friends.
3. Eight in ten temps report that the workweek involved full time hours which is defined as 35 or more hours per week.
From the perspective of the client the following was reported:
1. The reasons for using contingent labor broke down this way. Fill in for absent workers-80%
Extra support during busy seasons-72%
Staff short term special projects-68%
Source for hiring full time workers-59%
2. The occupational categories using contingent labor as a percentage of their total employment showed the following. Office and clerical-67%
Industrial-58%
Accounting/Finance-28%
Information Technology-17%
Health Care-15%
3. Larger companies are more likely to use contingent labor than smaller companies. For example, 12% of those companies with total employment between 25-99 used temps and 24% of those with 100 or more used.
4. A McKinsey Global survey of 2000 employers reported that 34% of the survey participants plan to increase their levels of contingent employment.
5. A breakdown of the least expensive type of contingent labor as reported by a survey of buyers showed the following: Agency temp-56%
Outsourced workers-19%
Internal temp pool-18%
Independent contractor-7%
6. A similar breakdown on the highest quality source of contingent labor reported:
Agency temp-32%
Outsourced worker-32%
Independent contractor-20%
Internal temp pool-17%
7. Buyers reported their future plans for usage of contingent labor for the 2012-2013 period in the following manner: Use fewer-13%
Use about the same-35%
Use more-52%
That's all I got...more than enough for most I'm certain. Now, if anyone made it to the bottom here without finding at least one point of interest or knowledge e-mail me at tryan@ryanstaffing.com and I'll make it right somehow for having wasted your time...really!
