您的当前位置:行业报告 > 资源分类 > PDF文档下载

2022年人力资源报告news(英文版)(59页).pdf

编号:111727 PDF 59页 13.69MB 下载积分:VIP专享
下载资源请您先登录!

2022年人力资源报告news(英文版)(59页).pdf

1、Sponsored By20222Executive Summary031.0 The Great Resignation052.0 State of Staffing103.0 Challenges,Opportunities,and NPS194.0The Digital Transformation275.0 Staffing Agency Success Factors426.0Resources and Advice for New Agencies5223The staffing industry is booming!And the boom times are expected

2、 to continue.This year,more than one in five(21.5%)respondents to our survey said their agency grew 51%or more in 2021.Not only that,but nearly 80%expect double-digit growth this year.To facilitate this growth,agencies are embracing the digital transformation.Almost 60%of our sample agreed that tech

3、nology provides a competitive advantage,and respondents plan to increase their tech investment this year.At the same time,the market is very tight,with more job openings than employed people.Companies are keenly focused on building relationships and providing an excellent candidate experience.The on

4、es that are growing the fastest are investing in tech to help them achieve these goals,such as mobile apps,chatbots,and automated referral management platforms.This report digs into the challenges facing the staffing industry and the ways companies are tackling those challenges.We also have a couple

5、 of new features this year:The Great Resignation We surveyed 583 members of the workforce about their plans to look for a new job.Success factors We assessed several measures of staffing company success,including key performance metrics and ideal recruiter characteristics.Enjoy the 2022 State of Sta

6、ffing report!451.Who Will Look for a New Job in 20222.Why People Are Changing Jobs3.Where People Find Jobs6SummaryWhether its a“Great Resignation”or a“Great Reshuffle,”theres no question that people are leaving jobs at an exceptionally high rate.We asked 583 members of the general public whether the

7、y plan to switch jobs in 2022,why they would switch jobs,and where they plan to look.Krista Garver,Managing Editor,Staffing HubKey findings:1.46%of respondents plan to look for a new job this year2.Higher pay is the top reason by far for switching jobs3.Online job boards are the top place they plan

8、to look for a new job7Our survey respondents were drawn from a representative sample of theU.S.adult workforce.Overall,while there were some small differences across demographic groups,the results held steady regardless of how we segmented the data:Nearly half(46%)of respondents plan to look for a n

9、ew job this year.There were some small differences across groups:Men are slightly more likely than women to look for a job(48%compared to 44%).Younger respondents are slightly more likely to look for a job than older respondents.People employed full-time or on a freelance bases are less likely to lo

10、ok for a job than people employed part-time or on a temporary basis.Who Will Look for a New Job in 20228Across all demographics,higher pay is by far the most common reason people will look for a new job.Almost a full half(49%)of respondents cited this as their motivation.Why People Are Changing Jobs

11、9Referrals made up the largest single source where respondents found their current jobs.Almost one-quarter(24%)of respondents got their job through a referral,with online job boards following at 16%.Where People Find JobsNearly half of respondents(46%)plan to look for their next job on job boards.Re

12、ferrals are second 23%expect to get a job this way.101.Who Took the Survey2.Staffing Industry Growth3.2021 Actual Growth by Vertical4.2022 Growth Projections by Vertical11SummaryThe staffing industry experienced incredible growth in 2021.More than one in five(21.5%)respondents said their firm grew b

13、y more than 50%,and many more than doubled.Industry leaders are optimistic that this growth will continue.Almost eight in 10(78.6%)respondents expect their agencies to see double-digit growth this year.Thats the highest since we started conducting this survey in 2016.Survey ResponseIn 2021,the IT ma

14、rket in particular took off,likely fueled by the shift toward working from home.This year,the industrial vertical is expected to skyrocket:93%of industrial respondents in our sample predict growth of 51%or more for the year.12275 staffing professionals across all verticals completed our survey.More

15、than half of respondents were owners,management,or C-Level.Who Took the Survey13Staffing firms of all sizes were represented in the survey.Who Took the Survey:Company Size69%16%15%Up to$25 Million$25-$99 Million$100+MillionSummary of Agency Size14Every year,we segment our data to make sure were deli

16、vering real insights that help you improve your business strategy.Since we first started producing this report,weve categorized responses based on their reported year-over-year growth:fast(21%or more),moderate(11-20%),and slow(10%or less).In 2021,the industry grew so much that these categories were

17、no longer meaningful.So,for this report,weve redefined them.Fast-growth is defined as 51%or more YoY;moderate-growth,11-50%;and slow-growth,10%or less.In this report,youll learn how fast-growth agencies operate compared to slow-growth firms.What to Expect in This Report21.5%Fast growth in 2021 51%or

18、 more YoYSlow growth in 2021 10%or less YoY35.8%15Industry leaders are optimistic about the future,with 78.6%of firms expecting double-digit growth in 2021.Staffing Industry Growth 2021 was better than 2020 for the staffing industry,and the positive trajectory is expected to continue this year.In 20

19、20,36.7%of our survey respondents reported no growth.That number declined to 11.2%for 2021,and,this year,only 1.5%dont expect to grow at all.On the other end of the spectrum,78.6%of respondents expect their agencies to grow by 11%or more in 2022.Thats up from 69.6%last year.16Many agencies grew by 5

20、1%or more in 2021.More than half of respondents in the Healthcare(Per Diem),IT,and Legal industries,reported greater than 50%growth.2021 Actual Growth by Vertical Survey Response17This year,agencies in IT,Professional,and Industrial staffing expect to see the largest growth.Across verticals,industri

21、al is the most positive,with 93%of respondents predicting growth of 51%or more.2022 Projected Growth by VerticalSurvey Response18191.Top Challenges for Agencies2.Finding New Candidates3.Finding New Clients4.Biggest Opportunities5.Net Promoter Score20SummaryFinding qualified candidates remains the to

22、p challenge in the staffing industry.This has been true since we started conducting this survey in 2016.But how firms are solving this challenge has changed.Until 2020,LinkedIn and Indeed were rated as the most effective lead source.In our 2021 report and again this year,referrals and direct sourcin

23、g held the top two spots.This fits with the data from our workforce survey where a plurality of respondents said they got their current job via a referral from a friend of colleague.Survey ResponsePositive reviews,as measured by Net Promoter Score,continue to be critical for staffing agencies.This i

24、s also an area where slow-growth firms lag behind the industry as a whole.21Finding qualified candidates and getting candidates to respond have been the top two challenges across the board since we started conducting this survey.While there was no difference between growth categories for most of the

25、 challenges we assessed,slow-growth agencies find it somewhat more difficult to find qualified candidates,get candidates to show up,and fill job orders.Top Challenges for Agencies22Direct sourcing and referrals continue to be the most effective lead sources for finding new candidates across all agen

26、cies.Fast-growth firms are more effective than slow-growth firms at using several sourcing platforms,including Monster,niche job boards,and Google Jobs.Slow-growth firms tend to rely more on their existing database.Finding New CandidatesSurvey Response23Referrals were also rated as the top source fo

27、r finding new clients,well ahead of all other sources.Not surprisingly,fast-growth firms rate all sources as more effective than slow-growth firms,except paid advertising,which both groups view as the least effective method of finding new business.The biggest difference is in cold calling,which fast

28、-growth firms rated second-highest and slow-growth firms rated near the bottom.This suggests fast-growth firms have developed more effective strategies for outreach.Finding New Clients24In addition to technology and automation,which were the top opportunities in last years report,providing an excell

29、ent employee and candidate experience and owning a niche space in the market emerged as two major ways staffing agencies can succeed in the current tight labor market.Biggest OpportunitiesHere are a few of the highlights:25The average NPS for agencies shot up since our last report,when agencies repo

30、rted an industry average of 56.Today,a high NPS is table stakes,though slow-growth agencies continue to lag behind the industry average.Net Promoter Score Survey Response26Source,engage,and placequalified candidates faster Extend your reach with Staffing Referrals Trusted by leading agencies:“From a

31、 pure ROI standpoint,weve generated a 40:1 ratio after the first year with Staffing Referrals.”Jim YoshimuraVice President of Operations,ACS SolutionsStart Getting More Referrals 271.Attitudes Toward Technology2.Whats New in the Staffing Tech Stack3.Challenges of Technology4.Most Valuable Technologi

32、es5.Staffing Software Market Leaders6.Monthly Job Board Spend7.Tech Spend and Planned Implementations28SummaryOver the years we have been producing this report,the staffing industry has changed its attitude toward technology.Even just one year ago,most agencies did not see technology as providing a

33、competitive advantage.Today,a majority of companies see the value of technology,and many believe recruiting automation will transform the industry.While an ATS is considered the most valuable technology,several others are seeing increased adoption,particularly among fast-growth firms.Compared to slo

34、w-growth agencies,fast-growth agencies are:Survey Response109%more likely to use a chatbot88%more likely to use automated referral management(ARM)54%more likely to use a mobile app29The pandemic and the resulting tight labor market have changed many agencies approach to technology.In 2021,45%of fast

35、-growth agencies said technology provides a competitive advantage for their business,compared to just 25%of slow-growth agencies.This year,nearly 60%of all respondents strongly agreed with this statement.There are still large difference between fast-and slow-growth agencies when it comes to early ad

36、option and the digital transformation.Attitudes Toward Technology2021202230Texting software has almost become industry standard more than 60%of respondents have a texting platform in their tech stack.Fast-growth agencies are much more likely to have implemented automated referral management,chatbots

37、,and mobile apps than slow-growth companies.Only a small percentage of firms are using talent management platforms like Upwork and F to source new candidates.Whats New in the Staffing Tech StackFast-growth agencies have more tools in their tech stack than slow-growth agencies:109%more likely to use

38、a chatbot88%more likely to use automated referral management(ARM)54%more likely to use a mobile app31“Managing recruiting automation,”“selecting the right tools for the digital transformation,”and“integrating your staffing technology”are the top challenges of technology.However,firms arent having to

39、o much trouble with any of the challenges we assessed.On a scale of 1(not challenging at all)to 10(extremely challenging),all of the challenges were rated close to neutral.Challenges of TechnologySurvey Response32Last year,Bullhorn,LinkedIn,and MS Teams were rates as the most valuable software overa

40、ll.This year,all three top spots were taken by an ATS,with LinkedIn tied for Aviont for third.Most Valuable Technology1.Bullhorn2.Tracker3.Aviont and LinkedIn(tied)Most Valuable Sourcing Platform1.LinkedIn2.Indeed3.LinkedIn RecruiterMost Valuable Automation Platform1.Sense2.Bullhorn3.Tracker33Most V

41、aluable TechnologySurvey ResponseWhat is the biggest opportunity for driving growth for staffing agencies in 2022?Overall,respondents rated their applicant tracking system(ATS)as the most valuable staffing software solution.Timesheet automation,resume parsing,business texting,recruiting automation,j

42、ob boards,and onboarding software were all essentially tied for second.34Bullhorn maintains the majority of the market share for applicant tracking systems,but its lead has gotten smaller.Aviont is second,while Tracker is third.Many agencies are also using newer ATS platforms,which account for the h

43、igh percentage of“Other”responses.ATS Market Share Bullhorn continues to lead the market with 24%market share.Aviont maintained its second position with 13%of the market.35Roughly one-quarter(22.9%)of respondents said their agency doesnt use any marketing or recruiting automation at all,representing

44、 an opportunity for suppliers that can demonstrate an ROI.Among agencies that do use automation,HubSpot is the most common,followed by Sense and Staffing Referrals.There are also many smaller suppliers and many agencies using automation tools that arent specifically for the staffing industry,which a

45、ccounts for the large percentage of“Other”responses.Recruiting Automation Tools HubSpot is the most common recruiting automation tool,with 14.4%market share.Sense came in second among recruiting automation tools,with 12.4%.3661%of respondents said their firm currently uses text messaging software.Of

46、 those,Sense and TextUs claim nearly half(47.4%)of the market.Text Messaging ToolsTextUs remains in second place with just over 20%of the market.Sense overtook TextUs as market leader this year,capturing 27%of the market.37One-third(33.7%)of agencies currently provide a mobile app for candidates.Alm

47、ost 3 in 10 firms use a custom-built mobile app.Otherwise,the clear market leader is WorkN,with 25.9%market share.Mobile AppsWorkN is the market leader for mobile apps,with 25.9%market share.TempWorks Buzz is second,with 12%market share.38Approximately 18%of respondents in our survey indicated that

48、their agencies currently use chatbots.For the small number of agencies,there is a wide variety of chatbot platforms being used.HubSpot is the most common,with 13%of market share.No other technology reached more than a few percentage points,so here we provide the full list of chatbots mentioned by th

49、e respondents in our sample.ChatbotsHubSpot is the most commonly used chatbot tool,with 13%of market share.CapacityDigital Air StrikeDriftHaley MarketingHomebaseIntercomLeaLifesizeLiveChatManyChatMicrosoftPhenomSenseStaffing EnginetawkTidioTurabitUiPathOther chatbot platforms used by staffing agenci

50、es:3911%of agencies are currently using automated referral management(ARM)tools.Staffing Referrals is the most widely used,followed by Sense.Automated Referral Management ToolsStaffing Referrals is the market leader,with more than 60%market share Sense is the second most popular tool for referral ma

51、nagement.40Staffing firms under$25MM continue to allocate the largest portion of their budget to technology or software spend annually.Firms of all sizes expect to spend more in 2022 than they did in 2021.Tech&Software BudgetPlanned Tech Implementations41Monthly Job Board SpendAgencies in the engine

52、ering,industrial,and information technology verticals spend the most on job boards every month.Overall,fast-growth companies spend 62%more on job boards per month than slow-growth companies.421.Agency Strategy2.Key Performance Metrics3.The Ideal Recruiter4.Recruiter Experience and Candidate Benefits

53、43SummaryThis year,for the first time,we asked respondents what strategy they use to compete in the market.The most common response by far is that agencies compete by offering unique services,often combined with a specific segment of the market.The strategies were similar for fast-and slow-growth co

54、mpanies.Survey ResponseRelationship-building is also a key focus.Respondents identified“relationship-oriented”as the top attribute of an ideal recruiter.Agencies are also pursuing a variety of initiatives,like offering flexible PTO,to enhance the recruiter experience,as well as providing benefits to

55、 enhance the candidate experience.44Agency strategy refers to how companies create a competitive advantage.For this question,we asked respondents to choose the strategy that best describes the main way they seek to compete.Cost leadership=compete on priceDifferentiation=compete on unique servicesFoc

56、us=compete within a specific segment of the marketCost focus=compete on price within a specific segment of the marketDifferentiation focus=compete on unique services within a specific segment of the marketAgency StrategyThe majority of staffing agencies have adopted a strategy of either differentiat

57、ion(compete on unique services)or differentiation focus(compete on unique services within a specific segment of the market).45We asked respondents about several key performance,including how long it takes them to fill job orders,redeployment rate,and average cost per hire.On the next few pages,youll

58、 find the results by industry vertical.Key Performance MetricsFill RateTime to Fill46Key Performance MetricsRedeployment RateCost per Hire47Key Performance MetricsActive Contracts per RecruiterGross Margin per Recruiter48Key Performance MetricsRecruiter&Sales Earnings49A relationship orientation was

59、 rated as the most important recruiter attribute.The Ideal RecruiterSeveral respondents highlighted the importance of relationships when asked about the biggest opportunities for staffing industry growth.Examples of responses:“Getting back to the basics and building stronger relationships with candi

60、dates and clients.”“Building on existing relationships.Offering flexible placement solutions to candidates and customers.”“In the days of candidate fatigue through social media engagement,networking and connecting live is essential to continue to drive relationship-centered growth.”50Agencies use a

61、variety of initiatives to create a positive recruiter experience,including flexible time off and a focus on diversity,equity,and inclusion.However,there is room for agencies to do more the aggregate answers suggest respondents only slightly agree with all of the statements.Recruiter ExperienceCandid

62、ate BenefitsHealth benefits are the most common benefits agencies offer to candidates.In open-ended responses many agencies also said they offer a 401(k).5151521.Conference Attendance and Top Publications2.Advice for New Agency Owners53SummaryConferences provide excellent opportunities for staffing

63、industry leaders to connect and learn.ASA Staffing World,which takes place in October,is the top conference that respondents plan to attend this year.Staffing Industry Analysts continues to be viewed as the most valuable industry resource.Survey ResponseLast year,the most common piece of advice for

64、new agency owners was“find a niche.”While that advice still holds,this years responses revolved more around being resilient,learning about the industry,and making smart tech choices.54Respondents expect to attend fewer conferences this year(though COVID certainly foiled many plans).While ASA Staffin

65、g World is still in first place,the percentage of respondents who plan to go has dropped from 54%to 31%.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 ind

66、ustry.55If youre new to the industry,a few of the top recommendations from your peers include be resilient,learn as much as you can about the industry,and make smart tech choices.Advice for New Agency OwnersHere are a few of the most frequent themes and comments from your peers:56572022Authors:Krista Garver and David FolwellIn January of 2022,Staffing Hub surveyed 275 industryexecutives and 583 members of the workforce.Their responses are the basis of this report.58Notes

友情提示

1、下载资料失败解决办法
2、PDF文件下载后,可能会被浏览器默认打开,此种情况可以点击浏览器菜单,保存网页到桌面,就可以正常下载了。
3、本站不支持迅雷下载,请使用电脑自带的IE浏览器,或者360浏览器、谷歌浏览器下载即可。
4、本站资源下载后的文档和图纸-无水印,预览文档经过压缩,下载后原文更清晰。

本文(2022年人力资源报告news(英文版)(59页).pdf)为本站会员 (数***) 主动上传,三个皮匠报告文库仅提供信息存储空间,仅对用户上传内容的表现方式做保护处理,对上载内容本身不做任何修改或编辑。 若此文所含内容侵犯了您的版权或隐私,请立即通知三个皮匠报告文库(点击联系客服),我们立即给予删除!

温馨提示:如果因为网速或其他原因下载失败请重新下载,重复下载不扣分。
商务合作

机构入驻、侵权投诉、商务合作

客服

专属顾问

服务号

三个皮匠报告官方公众号

回到顶部