FeaturedStaffing Industry In America; How Far Will You Go?

 
Staffing firms operate within the business services industry, finding workers for client companies. Unlike recruitment companies, staffing firms primarily deal with temporary and contract job positions, although not necessarily exclusively. Staffing firms find temporary employees to fill job positions for client companies which require staff for short term work assignments. These positions, which are usually for lower skilled jobs, have vacancies available for a variety of reasons, such as, maternity leave, short term projects or periods of high demand in the company. Despite the candidate working within a client company, they often remain an employee of the staffing agency. This is not the case in all positions, as the employee may go on to be hired permanently by the client company.

The global staffing industry generated 428 billion U.S. dollars in 2016. In that same year, the United States’ staffing and recruiting industry sales reached 150 billion U.S. dollars, 85 percent of which was generated in the temporary and contract employment sector. In the United States, temporary and contract employment totaled 14.5 million in 2016, down from 15.6 million in 2015, the highest employment figure recorded since the year 2000. While employment figures have been sporadic between 2000 and 2016, the average length of temporary and contract assignments have generally risen over the period from 9.7 weeks in 2000 to 11.5 weeks in 2016.

Despite the U.S. holding a large share of the global staffing industry, the largest staffing firm in the world is not American; it is the Swiss company. In the year 2016 revenue estimates were quoted to 22.5 billion U.S. dollars, with the largest share of its business generated in the industrial sector. In the same year one of largest U.S. Company generated an estimate of 19.6 billion U.S. dollars in revenue placing approximately three million people into permanent, temporary and contract positions worldwide during the same year.

Reports showcase those companies that have grown their business to the top of the industry in terms of revenue and growth. Staffing Industry Analyst shave estimated that 144 companies comprising the list generated combined revenue of $80.0 billion in 2016 and their success illustrates the continued growth and adoption of staffing in the US.”

Profit shares can be located through stocks, economic growth, and analyst reviews.

Top five contenders in 2016 ranked an estimated value in revenue and economic growth from $8.93 billion to $3.40 billion.

Reports showcase the continuing success of many types of staffing firms in the US, each with their own strategic niche. A particularly bright spot in 2016 was the impressive growth among healthcare staffing firms, consistent with the trends in research. Reports have included an estimate of 26 healthcare-focused staffing firms, up from 20 firms, whereas reports from two years ago showed an estimate of 17 firms.

Industrial and IT skill segments were among the largest temporary staffing in economic growth and revenues. Reports define “staffing revenue” as revenue related to temporary staffing, direct hire/permanent placement, retained search, and temp-to-hire conversion fees.

{This text provides general information and assumes no liability for the information given being complete or correct. Due to varying update cycles, statistics can display more up-to-date data than referenced in this article.}

“How Far Will You Go?” Insert; Are you on a potential blacklist?

Featured“How Far Will You Go?” Insert; Are you on a potential blacklist?

Recruitment agencies may outsource in a league of their own when it comes to gainful employment. At times one may find themselves calling frequently to ask if employment is available, but only to be told “no employment is available at this time.”

At least 29 states out of 50 have legal statutes forbidding blacklisting; a crime with consequence and punitive damages.

However blacklisting doesn’t necessarily pertain to recruitment employment availability but rather maybe the recruiter found something unappealing or perhaps the recruiter simply didn’t find one to be relatively adequate and placed one on a least likely to call list.

To learn more go to ebook/paperback options available at Amazon (ebook) or Barnes and Noble (ebook or paperback)

Availabe Now On Paperback “How Far Will You Go?” Second Edition @Barnes and Noble

Availabe Now On Paperback “How Far Will You Go?” Second Edition @Barnes and Noble

“How Far Will You Go?”

Introduction:

Currently there are nearly 8 million people out of work. Meanwhile, the staffing and recruitment agencies have been growing faster than the overall employment rates. Current statistics indicate that unemployment may drop significantly but not as one might think. Times have changed prior to past and throughout postwar era recessions when the US Department of Commerce started tracking Gross Domestic Products (GDP) in 1930’s.These unique economic shift changes have fundamentally created a new era based on present unemployment rates and how recruitment agencies factor into future outcomes for employees.  Over the course 2015, U.S. staffing agencies hired over 15 million temporary and contract employees, up by nearly 8% from over 14 million in 2014. Overall growth is predicted to accelerate significantly; supply and demand will continue to grow for recruitment agencies for 2017, leaving a global footprint towards new charted demographics, perhaps years and decades to come.

Now Available

https://www.barnesandnoble.com/w/how-far-will-you-go-marsha-beede/1127168840?ean=9781538096352

How Far Will You Go? Available on Amazon Kindle & Barnes and Noble Nook ebooks

How Far Will You Go? Available on Amazon Kindle & Barnes and Noble Nook ebooks

 

Amazon Author Central “View Author Description”

https://www.amazon.com/Marsha-Beede/e/B074VCJB3Y

I would like to thank everyone who has shared my new book. It’s times like now where economic growth has been reshaped to modernize in ways where at times things do not appear as they may seem.

Clearly statistics show unemployment rates have fallen but in this book one will discover as to why more people don’t qualify for unemployment, how being employed by recruitment agencies factors into these problematic flaws.

In this book you’ll find various chapters with insight inserted within a collection of stories of individuals and their experiences working with recruitment agencies.

You’ll find written content regarding people with disabilities whom are losing their SSDI due to being employed by recruitment agencies without understanding certain criteria and/or facts on how “Ticket Back to Work Program” works for those on disability; a flawed system that leaves many prone to potential loss and vulnerabilities.

As ironic as it may seem many are referred to recruitment agencies by government unemployment agencies and/or vocational rehabilitation representation with little or no information on their “Ticket Back to Work Program” status and how it works. The downfall of basic knowledge within recruitment agencies leaves many with disabilities blindsided when referred to recruitment agencies. After all there are no guarantees for permanent job placements as many are told employment opportunities are possible temp to hire with merely the most plausible explanations of potential hire along with a collection of disclaimers and contracts to sign.

Sustainability; attainable stability and financial security must be achieved for one to be successful on “Ticket Back to Work Program” and this is seldom found through recruitment agencies.

(This graph demonstration is provided online by American Staffing Association) 

 

 

 

 

 

 

 

Available on Amazon Kindle & Barnes and Noble Nook ebooks.

Available on Amazon Kindle “How Far Will You Go?”

Available on Amazon Kindle “How Far Will You Go?”

Economic Structures In an Industry Where Recruitment Agencies Lead; Clientele Challenges May Become Misleading…

Authors reasonable note to readers,

How each reader chooses to exercise or apply information found in this work, or any other information that may come forth, is the essence of one’s own determination. The information presented in this work provides for the educational benefits of those seeking such knowledge based on this author’s belief. The best decisions are usually those based upon knowledge and information rather than assumption of the facts not in evidence. Therefore, it is imperative for this author to present the following statement to clarify the intent of this work. This material is made available and intended to be read for enjoyment created by this author’s expressions and opinions. All corporate, affiliate & character names in this book are fiction.

Introduction to “How Far Will You Go”

In this book one may find terminology when referenced towards recruitment and/or staffing agencies to be similar terms used. These terms would be underlying source of economic shifts of how one may find value in relations that factor into unemployment rates. Whereas if it were lack thereof knowledge within recruitment agencies, it was within this realm of recruitment and clientele that appeared to mimic avoidance; problematic flaws.

However, when it came to unemployed workers trying to attain gainful employment, recruitment agencies provided clientele, an idealism with a solution. Recruitment agencies provide stock in trade investment growing rapidly right in our own backyard.

We’re talking about multi-billion dollar recruitment industry within staffing agencies that utilizes their industry as a stock in trade investment. The number of trade investment with the use of contract workers continue to climb into billions.

Contracts through a recruitment agency for possible permanent hiring status with clientele often render contract employees with a false sense of hope. This would be due to a higher turnover in contracts not being met through honorable intention, systematically delivered to contract employees in a way that appear to be somewhat flawed.

This concept would imply measures within economic structures per profitable gains. It is under these terms within recruitment agencies as to why unemployment factors under economical shifts; why employment became more attainable and why the unemployment rates appear to be down.

Given the nature of these circumstances, recruitment agencies have been a keen interest for many following an ongoing systematic interest through past and/or recent, ongoing American recession.

Recruitment agencies have capitalized on the American economy and improved unemployment rates by laying down a new foundation that paves way for employers to lean more on the reliance of recruitment agencies to fill gaps during times employment is needed in shorter durations, as well to impede the cost of benefits per hire while clientele monetary gains flow at will.

High demands for contract workers have become an asset for clientele during profitable and/or increased revenues. This book will allow readers to gain insight and put forth their own determinations.

Throughout this book, short stories will be embedded as part of written content.

Available only on Amazon Kindle ebooks