2. From the desk oF eriC Gilpin
Greetings,
As we head into the second half of 2011, I am both excited and apprehensive about what the coming months and
years will bring with regard to the U.S. economy, the labor market and emerging technologies. The economy is
recovering, but at a rate that lends itself to cautionary decision-making. Fortunately, the temporary employment
sector has never been better positioned to capitalize on this shift in the market.
Consider the following statistics around the rise of contingent work in the United States:
Temporary employment in May 2011 was 9.1 percent higher than May of 2010.
Staffing Industry Analysts project revenue growth of 12 percent in 2011 and 9 percent in 2012 in
the temporary employment sector.
In addition, the Bureau of Labor Statistics projects a 19.1 percent growth in Employment
Services from 2008 to 2018.
As we work toward a robust economic recovery, and as more companies realize the need to bring more people
on board, flexible staffing solutions will be the conduit to drive business forward. We know, however, that the
success of this industry and our organizations is not subject purely to external factors; the experience and value
we deliver to our clients, candidates and internal employees have the most profound impact on our bottom line.
This forecast provides the knowledge you need, gathered from business consultants, industry experts and your
peers, to stay informed on the latest trends and position you to capture this growth as companies continue to
embrace the value of a flexible workforce.
We appreciate your business and look forward to serving as a resource to you and the staffing industry in the
coming months.
Sincerely,
Eric Gilpin
President, Staffing & Recruiting Group,
CareerBuilder
Gilpin@careerbuilder.com
1
3. CareerBuilder’s
2011 Mid-Year Job Forecast
Will escalating energy costs impact hiring in the back half Similar to last year’s study, the top three functional areas
of the year? Eighty-three percent of U.S. employers say no. for which businesses plan to hire first are those on the
CareerBuilder’s latest job forecast shows employers remain front lines with customers and those driving innovation.
positive in their hiring expectations for the remainder of 2011 Customer Service remains in the No. 1 spot for
despite ongoing concerns over threats to economic growth. recruitment with Information Technology slightly edging
Nearly half of employers (47 percent) plan to hire new out Sales this year for the No. 2 ranking on the list:
employees from July through December, up from 41 percent in 1. Customer Service - 23 percent
2010. The number of companies hiring specifically for full-time, 2. Information Technology - 21 percent
permanent staff rose 7 percentage points over last year: 3. Sales - 20 percent
• Hiring full-time, permanent employees – 35 percent, 4. Administration – 15 percent
up from 28 percent in 2010 5. Business Development – 11 percent
• Hiring part-time employees – 15 percent, the same as 2010 6. Accounting/Finance – 10 percent
7. Marketing – 9 percent
• Hiring contract or temporary employees – 12 percent,
up from 9 percent in 2010
do you plan to hire new employees in the “Last year, certain sectors or departments
second half of 2011 (Jul. 1st to dec. 31st)? in companies were producing jobs. This
year, the U.S. is seeing job creation in all
industries, functions and company sizes,”
said Matt Ferguson, CEO of CareerBuilder.
“Our survey, listings on CareerBuilder.com,
and conversations we have with employers
on a daily basis all indicate that hiring activity
will sustain and improve in the months to
come with a diverse mix of jobs. While higher
energy prices, debt, inflation and other factors
may deter a significant acceleration in hiring,
do you plan to hire new employees in the
employers have encouraging news for the
second half of 2011 (Jul. 1st to dec. 31st)?
millions of Americans who are looking for jobs.”
The CareerBuilder survey of more than 2,600 hiring
managers was conducted by Harris Interactive from
May 19 to June 8, 2011.
2011 Mid-Year Job Forecast | 2
4. hiring By region hiring Full-time employees in the
second half of 2011 By region
All regions are trending above 2010 in hiring prospects
for the second half of 2011 with the South appearing the
most optimistic.
• South – 38 percent hiring full-time, up from 27
percent last year
• West – 35 percent hiring full-time, up from 28
percent last year
• Northeast – 34 percent hiring full-time, up from
29 percent last year
• Midwest – 32 percent hiring full-time, up from
28 percent last year
employee turnover this quarter, have top workers left
The competition for specialized talent is expected to heat your organization for other jobs as
up as employers recruit and try to retain top performers the economy has improved?
for hard-to-fill positions in areas like healthcare and
technology. More than one-third (35 percent) of
employers are concerned that key talent will leave their
organizations as the economy improves, a trend that
became increasingly evident over the last six months.
Eighteen percent of employers reported top workers left
their organization in the second quarter, up from
14 percent in the first quarter.
shortage of skilled Workers
One half (50 percent) of employers reported there is a Looking at a subset of Human Resource managers, more
shortage of skills within their organization, up from than one-third (36 percent) reported they have positions
48 percent last year. The biggest shortages were reported for which they can’t find qualified candidates, up from
in the areas of Information Technology, Customer Service 32 percent last year.
and Communications.
does your company, at your location,
currently have open positions for which
is there an area of expertise where
you cannot find qualified candidates?
there is a shortage of skilled workers
(sample of human resource managers)
within your organization?
3 | 2011 Mid-Year Job Forecast
5. hiring in Q2 2011
Twenty-nine percent of employers added full-time, permanent In terms of hourly employment, 59 percent of employers
headcount in the second quarter, up from 24 percent last reported no change in the number of hours offered in the
year and 28 percent last quarter. Eleven percent decreased second quarter compared to the same time last year.
headcount while 59 percent made no change in staff levels Eleven percent said hours were cut while another 11 percent
and 1 percent were unsure. stated hours had increased.
this quarter (2nd quarter, Apr. 1 - Jun. 30, 2011), if your company, at your location, employs
is your company, at your location, increasing, hourly workers, how have their hours on
decreasing or making no change in the average changed in the second quarter 2011
number of full-time, permanent employees? compared to the same period in 2010?
hiring in Q3 2011
For eight consecutive quarters, actual hiring exceeded in the third quarter (Jul. 1 - sep. 30, 2011) does
what was originally anticipated, indicating that employers your company, at your location, plan to
tend to be more conservative in projections than hiring increase, decrease or make no change to its
behavior. Looking forward, 26 percent of employers number of full-time, permanent employees?
plan to add full-time, permanent employees in the third
quarter, but if trends persist, that number may come in
higher at quarter end.
Eight percent expect to downsize staffs. Sixty-one percent
anticipate no change while 5 percent are undecided.
Looking at actual hiring for the third quarter in 2010, 25
percent of employers reported they had hired full-time,
permanent staff while 12 percent decreased headcount.
For more inFormAtion ABout Current reCruitment trends,
JoB ForeCAsts or CAreerBuilder solutions, ContACt your
ACCount representAtive or CAll 800-960-5203.
2011 Mid-Year Job Forecast | 4
6. spotliGht: key eConomiC indiCAtors
EMpLoyMEnT SITuATIon updATE froM BurEAu of LABor STATISTIcS
Total Nonfarm Payroll Employment As the economy continues to
(Month-over-Month) improve, there are many indicators
+500 K to watch that monitor both the
pace of the recovery and the
+400 K health of the staffing industry.
+300 K This page is meant to provide a
snapshot of several indicators
+200 K available to help you stay educated
+100 K and plan for the future.
p p
0K
for MorE InforMATIon
-100 K
217K on payroll employment and
government data, visit the
-200 K
Bureau of Labor Statistics at
-300 K -300K www.bls.gov.
July 2009 June 2011
p: preliminary SOURCE U.S. DEPARTMENT OF LABOR
stAFFinG industry stAtistiCs
JUNE
puLSE SurVEy 2011
on Market Conditions
2.3%
To get more details on TechServe Alliance’s Pulse To get the latest report from the American Staffing Association’s
Survey visit www.techservealliance.org. weekly Staffing Index, visit www.americanstaffing.net.
*Due to the slight delay between when this report was written and when it was released, some industry statistics included in this section may
not be the most current available. Please reference the actual source to verify.
5 | Key Economic Indicatiors
7. FoCus: Clients
September 27, 2011 (10:30 a.m. to 11:30 a.m. Central)
ThE fIVE STAr STAndArd: crEATE A MEMorABLE – And rEcoMMEndABLE – cLIEnT ExpErIEncE
The five Star Standard: create a Memorable – and recommendable – client Experience, hosted by
business expert, former yahoo! executive and New York Times Best-Selling author, Tim Sanders.
It’s common knowledge that getting the customer experience right is critical to business growth. So why
do so many businesses still get it wrong? In this presentation, business expert and The New York Times
bestselling author Tim Sanders will demonstrate effective customer experience and customer relationship
management strategies.
Gain all-new insight into growing and maintaining a strong customer base. Sanders will also discuss how an
ever-evolving business landscape calls for change – not just within the organization, but among managers
themselves. Learn the management strategies necessary to drive organizational change, the ways to identify when change is needed
and solutions for overcoming any challenges along the way.
reGister todAy At: WWW.CAreerBuilder.Com/stAFFinGWeBinArs
An InTErVIEW WITh: TIM SAndErS
In your best-selling novel, Love is the Killer Your most recent book, Today We Are Rich: What are a few of the main takeaways staffing
App: How to Win Business and Influence Harnessing the Power of Total Confidence, executives and recruiters can expect from
Friends, you teach your readers what it means explains the importance of confidence on both listening to your webinar on September 27th?
to become a lovecat. How could staffing a personal and professional level. Do you think • You must feed your mind good stuff. Reduce
and recruiting firms benefit from practicing these principles apply to professionals in an the Chicken Little talk. Increase your
business the lovecat way? industry in which technology is used increasingly professional development and innovation
When I say that someone is a business lovecat, in place of human interaction? research. Will recommend several books and
I mean that she is successful because she’s When you possess a confident business outlook, resources towards this end.
focused on growing relationships through you’ll embrace new technologies and leverage • Move the conversation forward. Focus on the
giving. She creates success in other people’s them. If you are just ‘trying to get by’, you’ll Solutions required by your customers and what
lives, and they in turn bring incredible hold on to legacy ways of doing things and fear your company can bring to bear on them.
opportunities into hers. It’s a virtuous circle. anything that requires an investment of time or
money. I’ve learned that confidence is the key to • Invest in relationships. Program mentoring and
Of course, this is easier said than done. For networking into your ‘Customer Relationship
many, we believe that business is a dog- being innovative and current.
Management’ approach. Will offer several
eat-dog world, where few can really be For many staffing and recruiting professionals, takeaway practices towards this end.
trusted. For staffing and recruiting firms, the the last few years might have sucked the
• Measure business success beyond your
secret then is to focus on helping your end confidence out of you – dealing with customers
balance sheet. Look at the difference you
customers succeed – both at the enterprise that were more concerned with price than value
make for the customer’s business instead.
and professional level. (convenience, quality, speed). This might impact
If, for example, you mentor your clients on the quality of your relationships internally or with
the market, the playing field and the industry, customers, where you’ve become transactional.
you will expand your relationship. This leads To move the conversation forward again (from don’t forget to share the ondemand
to loyalty, better information for future RFPs, problems to solutions) is to move the business webinars from Joseph Michelli and
forgiveness when things go wrong and a host forward again. The good news is that the chester Elton with your teams.
of other business benefits. recession is an equal opportunity fear machine
Check them out at:
In short, don’t just sell solutions, sell – as bad as you have it, your competitors have it
just the same. Whoever gets their ‘mojo’ back www.careerbuilder.com/StaffingWebinars
relationship driven solutions.
first is likely to be the disrupter not the disrupted.
Staffing Leader Webinar Series | 6
8. Andrew limouris
president & Ceo
medix staffing solutions
how much emphasis does your
firm place on the internal employee
experience?
The internal employee experience
in the
is the lifeblood of our company.
Without the fuel of an enthusiastic, dedicated team, Medix
would not be the thriving organization it is today. Medix
spotlight:
focuses on constantly empowering our employees to be
experts and innovators. We also want our employees to
embrace a company culture that is supportive and fun, much
like a family. Medix strives diligently to identify new ways to
What staffing empower, entertain and enrich our employees.
Firm executives have there been any major changes in your company that had
a significant impact on the internal employee experience?
have to say on did they have an impact on your bottom line?
One considerable change we have made as an organization in
the internal the past year has been adopting a “Carrot Culture” at Medix.
We invited speaker Chester Elton to speak at our National
employee Sales Conference last year to teach our team how to embrace
the Carrot Culture, which is rooted in emphasizing daily,
experience weekly and monthly employee recognition. This has positively
affected our bottom line, as the Carrot Culture has incited
more productivity and excitement in our offices.
tammi heaton, Coo
These executives are focused on pridestaff
providing the best experience how much emphasis does your firm
for their internal employees to place on the internal employee
experience?
help drive their business forward.
Take a moment to review their We believe that when you have
a great culture and great people,
responses and then answer these greater things happen. At PrideStaff we have a heavy emphasis
questions for your own business. on the internal employee experience as it helps us achieve
our goals: to attract talented professionals, to provide them
with challenging and rewarding work, and to retain our staff
members. We believe personal goals drive business goals.
When we are able to show individuals they are able to reach
their personal goals through defined business objectives that
cascade up or down and tie into the mission and vision, it helps
with overall retention, which ultimately impacts the bottom line.
7 | Q&A Panel
9. does your firm currently have a process in place for gauging when new hires learn about Volt’s 61-year history of success as
employee satisfaction or collecting feedback on the quality explained by the Company’s Co-founder Jerome Shaw. Our
of their work environment? goal is to foster the same innovative and entrepreneurial spirit
We foster daily and weekly communication with all employees. We in each employee. Throughout their careers with Volt, internal
strive to always be acutely aware of the relationship an employee employees are given opportunities to improve their knowledge
has with their direct supervisor, as this can have a significant impact and capabilities through interactive, online training. Leadership
on their job satisfaction. Professional development and coaching is development training and career pathing are further catalysts
provided at every level within the organization. for innovative thinking and empowering each employee to be
part of our solutions.
lori schultz, president have there been any major changes in your company that had
yoh a significant impact on the internal employee experience?
have there been any major changes did they have an impact on your bottom line?
in your company, which significantly Volt’s implementation of Six Sigma in 2002 has had a significant
impacted the internal employee impact on the internal employee experience through a
experience? did they have an culture shift from “tribal knowledge” to a culture that balances
impact on your bottom line? statistics-based analytical methods with employee expertise
Yoh and our parent company, Day and creativity.
& Zimmermann, launched an internal blog for the company’s
executive staff that gives them a platform for interacting directly eric Gilpin, president,
with our employees. The blog has not only helped to better staffing & recruiting Group
connect us as leaders to our employees, but it also helps make CareerBuilder
the strategic planning process more open and gives opportunity
for any employee to contribute. These efforts are going a long how much emphasis does your firm
way in making employees feel like they are part of a close knit place on the internal employee
community and not just a lone employee in a huge corporation. experience?
One of the things I love most about
does your firm currently have a process in place for gauging working at CareerBuilder is that we
employee satisfaction or collecting feedback on the quality truly practice what we preach – that an organization’s biggest
of their work environment? asset is its people. Our company is at a stage of growth in which
Absolutely – I don’t think we would be where we are today we are continuously evolving. We depend on employees at every
without one. In addition to regular performance reviews and level to grow and adapt with all of the changes and obstacles that
goal setting discussions employees have with their managers, come our way. It is my job as a leader to provide the tools to help
we run an in-depth annual employee engagement survey. The our team perform at a high level.
results are critical to helping us identify which investments on
the internal customer experience are working best and areas does your firm currently have a process in place for gauging
where we need to improve. employee satisfaction or collecting feedback on the quality
of their work environment?
Each year, we reach out to our employees across the globe to
tom daley, president
gather anonymous feedback on how they feel we are delivering
volt Workforce solutions
on our company values. The responses we receive from this
how much emphasis does your firm survey contain valuable insight that we use in our ongoing
place on the internal employee efforts to build a customer-focused and employee-driven
experience? organization. Although leaders meet with their employees
Understanding the tremendous through regular one-on-ones where they solicit candid
advantage inspired and motivated feedback, this survey helps us benchmark our progress and
internal employees bring to our hear the voice of the entire company on the areas that shape
candidates and clients, Volt places a high level of emphasis the organization.
on our internal employee experience. This begins on day one,
Q&A Panel | 8
10. internAl employee
experienCe
The internal employee experience plays a monumental role in the success of
your staffing firm. do you know what your employees are saying about you?
What they value most in a workplace? Their overall level of satisfaction?
We do. In the 2011 Opportunities in Staffing guide (coming in Q3), CareerBuilder
and Inavero have partnered to bring you the first nationwide study to include not
only candidate and client perceptions of the staffing industry, but also those of
your internal employees.
did you know?
• nearly 70 percent of staffing firm employees expect their compensation
to increase in the next 12 months, and nearly half believe that growth will
exceed 5 percent.
• c-level executives and executive search recruiters are most optimistic
about their salary growth in the next 12 months.
• Temporary and contract recruiters are the most likely to expect their
salaries to remain unchanged or drop in the next 12 months.
Look for the Opportunities in Staffing guide within
the next three months to learn what staffing
employees are saying about their companies, their
work environment and the industry. With cutting
edge industry insights, you can drive your business
forward from the inside out.
how does employee satisfaction drive bottom line results?
Find out when you download our recent webinar on the internal employee experience,
How One Great Team Can Change an Organization.
Learn from New York Times Best-Selling author and business consultant Chester Elton
about proven ways to…
• Effectively promote teamwork.
• Increase employee engagement, productivity and loyalty.
• Create bottom line results.
To view this webinar, see a previous webinar or register for
an upcoming webinar, visit:
www.careerbuilder.com/staffingwebinars
9 | Internal Employee Experience
11. events CAlendAr:
there’s more to see in Q3 (And Q4)
CareerBuilder looks forward to every opportunity to foster our
relationship with clients and become more engrained in the
staffing industry. With that in mind, we hope you’ll check us out at
the following events:
septemBer 22-23, 2011
STAFFING INDUSTRY ANALYSTS’ tWenty speAkinG
HEALTHCARE STAFFING SUMMIT
www.staffingindustry.com/Conferences-Webinars/ enGAGements,
Conferences/2011-Healthcare-Staffing-Summit 14 stAtes, And
Location: Philadelphia Marriot Downtown, PA
11 industry meetinGs...
On behalf of CareerBuilder, thank you for making
these visits over the last two quarters worthwhile.
oCtoBer 11-14, 2011 Through these events, you’ve shared
experiences and insights that are invaluable
AMERICAN STAFFING ASSOCIATION’S STAFFING WORLD to our ability to understand your organization,
www.americanstaffing.net/convention your challenges and your goals. For that
Location: Hilton New Orleans Riverside, New Orleans, LA we’re grateful.
We’ve always believed that our success is tied to
yours and never has that been so evident as it is
right now. We look forward to continuing these
conversations and working together to promote
the success of the staffing industry as a whole.
If you would like to have a careerBuilder
leader speak at your local chapter meeting
novemBer 2-4, 2011 or association event, please contact:
TECHSERVE ALLIANCE’S IT SERVICES INDUSTRY
CONFERENCE & TRADESHOW nATALIA VIdMAr
www.techservealliance.org/conference2011/index.cfm Business Development Manager
Location: Sheraton Wild Horse Pass Resort & Spa, Phoenix, AZ Staffing & Recruiting Group
Two additional breakout sessions hosted by leaders from E: Natalia.Vidmar@careerbuilder.com
CareerBuilder’s Staffing & Recruiting Group. p: 773.527.2975
Staffing Leader Webinar Series | 10
