Survey Findings to Give You The Edge You Need For 2016 Planning. For more staffing resources please visit: http://corporate.careerbuilder.com/staffingresources

1. 10/22/2015 © 2015 CareerBuilder
Survey Findings to Give You The Edge You Need For 2016 Planning
Q4 2015 Staffing Industry Pulse

2. Highlights
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3. Key objective from 2015 that staffing firms will still be
focusing on going into 2016:
#1 - Building a Talent Pipeline
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Building a talent pipeline that “re-recruits” talent. 42%
Working with your clients to help overcome the skills gap. 35%
Increasing your firm’s employment brand presence via
video and social. 11%
Working with your clients to better work with a
multigenerational workforce. 8%
Create and execute a strong mobile strategy. 4%
In Sept. 2015, CareerBuilder surveyed 300 staffing industry professionals from across the nation.
To participate in future research efforts, contact us at staffing@careerbuilder.com.

4. © 2015 CareerBuilder4
What can we do to get ahead
for 2016?
Get ahead of the game by setting key goals for your
firm now. Q4 is a great time to set goals not only for
the end of the year, but to start preparing for the year
ahead.
Mobile strategies, social media and talent pipelines are
just some of the areas of engagement that are crucial to
building a reliable stream of talent. These areas of
focus are showing where the most competitive staffing
and recruitment organizations are looking to improve,
and where you’ll need to upgrade your own strategies
in order to stay relevant and competitive.
Check out:
http://corporate.careerbuilder.com/talentnetwork

5. Staffing firm’s biggest challenge going into 2016:
#1 - Sourcing
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We have open positions that we can’t help our clients find
qualified candidates for. 30%
Increasing our pipeline of quality talent. 29%
Finding new ways to source more efficiently and effectively. 26%
Implementing new technology and software solutions in order
to maintain a competitive advantage. 8%
Implementing data and analytics to improve our business. 5%
In Sept. 2015, CareerBuilder surveyed 300 staffing industry professionals from across the nation.
To participate in future research efforts, contact us at staffing@careerbuilder.com.

6. © 2015 CareerBuilder6
What can we about our
sourcing challenge?
Explore talent sourcing upgrades.
Overwhelmingly, respondents answered that they
struggle to find more qualified candidates and do so more
efficiently and effectively. The top three answers make up
85 percent of the responses, sending a loud and clear
message that sourcing is a continuous challenge for most
staffers.
A key part of helping clients find qualified candidates is
using your resources — not only looking in your own
existing database, but also using the help of software
technology to better source and match. There are
solutions to do that, as well as new tools for finding the
hidden gems of talent that you’re having trouble
sourcing.
Check out:
http://edge.careerbuilder.com/about
http://corporate.careerbuilder.com/careerbuilder1

7. How the staffing industry feels about the year ahead.
#1 Majority- feel positive about the year ahead, but also
voice challenges in regards to the economy, the candidate-
driven marketplace and rising competition.
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• “Moving into 2016, I predict that the staffing industry will continue to see a positive
upswing of opportunities as companies continue to struggle to attract top talent in a
market that is primarily candidate driven for the first time in years. Many companies
are struggling to stay up to date with their staffing and marketing strategy to best vie
for top talent. Staffing agencies can play a powerful role in aiding these companies in
their search. I believe that we will continue to see a market flooded with openings,
however we will be faced with challenging timeframes and expectations from clients
due to this lack of education about the current market.”
• “The market is moving to a candidate-centric environment, meaning, there is more
competition for companies in attracting and retaining prospects and employees.”
• “Even if you’re a 100-year-old company, it doesn’t make you the best. I believe we
need to focus on the client experience and how to integrate this into our company.”
In Sept. 2015, CareerBuilder surveyed 300 staffing industry professionals from across the nation.
To participate in future research efforts, contact us at staffing@careerbuilder.com.

8. © 2015 CareerBuilder8
What do these sentiments have
in common?
It’s time to bring attention to candidates and user
experience.
2016 is approaching quickly, so getting ready for the New
Year by preparing this fall means that you’re among the
leaders of the staffing industry pack — well positioned
for the year ahead. What opportunities could your firm be
missing out on that could help improve your candidate
and client experience?
Check out:
www.opportunitiesinstaffing.com

9. Additional Findings
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10. How did your average number of open job orders change
from last quarter to the current quarter?
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74%
15%
11%
Increased
Decreased
Stayed the
Same
In Sept. 2015, CareerBuilder surveyed 300 staffing industry professionals from across the nation.
To participate in future research efforts, contact us at staffing@careerbuilder.com.

11. How do you anticipate your average number of open job
orders will change from the current quarter to next quarter?
© 2015 CareerBuilder11
62%
20%
18%
Increase
Decrease
Stay the Same
In Sept. 2015, CareerBuilder surveyed 300 staffing industry professionals from across the nation.
To participate in future research efforts, contact us at staffing@careerbuilder.com.

12. In Q4, 2015 does your company plan to increase, decrease or
make no change to its number of full-time internal sales,
recruiter, and managerial talent?
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Position
Decrease
more than
10%
Decrease as
much as
10% No change
Increase up
to 10%
Increase
more than
10%
Internal sales 1.41% 2.82% 40.85% 38.03% 16.90%
Recruiter 2.82% 4.23% 35.21% 40.85% 16.90%
Manager 2.90% 5.80% 73.91% 13.04% 4.35%
In Sept. 2015, CareerBuilder surveyed 300 staffing industry professionals from across the nation.
To participate in future research efforts, contact us at staffing@careerbuilder.com.

13. If a candidate declines an offer, what reason is most
commonly provided?
© 2015 CareerBuilder13
36%
7%42%
15%
Compensation/benefits not in line with expectations
Undesirable location
Received another offer
Other
In Sept. 2015, CareerBuilder surveyed 300 staffing industry professionals from across the nation.

14. When candidates have received another offer, is it more
likely to be an offer directly from an employer or from
another staffing company?
© 2015 CareerBuilder14
66%
34% Offer is more likely to
come directly from a
company
Offer is more likely to
come from another
staffing company
In Sept. 2015, CareerBuilder surveyed 300 staffing industry professionals from across the nation.

15. QUESTIONS?
Email Staffing@CareerBuilder.com
For More Staffing Resources Visit: http://corporate.careerbuilder.com/staffingresources
© 2015 CareerBuilder