5 trends that will outlast COVID-19 and accelerate your 2021 recovery - Presented by: Eric Gregg, CEO & Founder, ClearlyRated
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5 trends that will outlast COVID-19
and accelerate your 2021 recovery
Presented by:
Eric Gregg, CEO & Founder, ClearlyRated
© 2020 ClearlyRated® All Rights Reserved.
Thank you to our Best of Staffing® sponsors!
Presenting Sponsor
Gold Sponsor
Saying Goodbye to 2020
What does the future hold?
An industry in recovery
100
ASA Staffing Index
95
90
85
246
Days of
80
COVID-19
75
70
65
60
ASA Staffing Index
55
Trailing 4Wk Index
50
9
9
9
0
19
19
19
19
19
19
19
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20
20
20
20
20
20
20
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20
/1
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9/
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10
11
12
10
SOURCE: American Staffing Association Weekly Staffing Index
Recovery steady, but slow
110
100
90
80
70
60
2018-2019 2008-2009 2019-2020
50
Jan Feb Mar Apr May Jun Jul AugSep Oct NovDec Jan Feb Mar Apr May Jun Jul AugSep Oct
SOURCE: American Staffing Association Weekly Staffing Index
Wrapping up a challenging 2020
10
Year-to-Year Change in ASA's Weekly Employment Index
(4 Week Trailing Average)
5
Year-to-Year Percent Change in ASA
0
Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec
-5
Weekly Index
-10
-15
-20
-25
-30
2019 2008 2020
-35
-40
SOURCE: American Staffing Association Weekly Staffing Index
There are long-term benefits for staffing
Short- and Long-Term Impacts of COVID-19 On Staffing Industry
100%
67%
Benefit
50%
Harmed
15%
0%
Short term (next 6 mths) Medium term (1yr) Long term (2+ yrs)
Measure the client and talent experience.
Build online reputation.
Differentiate on service quality.
5 Staffing Trends For This Decade
1) Flexibility wins the day
2) Consumerization of staffing
3) Buying process complexity
4) Service proof required
5) Real D&I progress made
1) Flexibility wins the day 2) Consumerization of staffing 3) Buying process complexity 4) Service proof required 5) Real D&I progress made
Flexibility wins the day across stakeholders
85% 70% 53%
BUYERS CANDIDATES STAFF
believe staffing firms offer believe temporary assignments of Promoters say their firm
them more flexibility offer more flexibility offers them flexibility
Measure the client and talent experience.
Build online reputation.
Differentiate on service quality.Clients see staffing flexibility as essential
In times of economic uncertainty - biggest concerns % Agree - Statements regarding role of staffing firms in economic downturns &
regarding hiring recoveries
Staffing firms are a helpful resource when trying to hire workers
Being able to have the right skill on
58% remotely. 84%
teams that are leaner than usual
Staffing firms can provide me with valuable hiring data during
economic uncertainty. 82%
Having the flexibility to size up or
down quickly 57% My organization will increase long term investment in flexible talent
solutions in order to become a more nimble and resilient business. 75%
Having multiple sources of quality Staffing firms will play an outsized role for our business as the
candidates 55% economy recovers. 73%
Staffing firms are the best source for qualified candidates when
unemployment is high. 72%
Making good use of existing budget 55%
I am more likely to use a staffing firm when the economy is down. 62%
When my organization lays off permanent employees, our demand
Having the proper technology in place 35% for temporary workers hired through a staffing firm increases. 61%
My organization’s need for permanent employees will decrease and
our need to hire contract workers will increase. 55%
Measure the client and talent experience.
Build online reputation.
Differentiate on service quality.The current workload on staff is taxing
Impact of Average Work Week on Staffing Field Employees
100%
50%
Average Work Week
Feeling Overworked
40%
29%
22%
9%
0%
40 hours or less 41 - 45 hours 46 - 50 hours More than 50 hours
Measure the client and talent experience.
Build online reputation.
Differentiate on service quality.Remote is ultimate in schedule flexibility
Given the option, level of remote work
internal employees would prefer
Full-time 19%
Most of the time 27%
77%
Some of the time 35%
LEADERS
On occasion 14%
say they will allow employees to
work remote more often Never 5%
Measure the client and talent experience.
Build online reputation.
Differentiate on service quality.What leaders think of remote work
Upsides of remote work Downsides of remote work
82%
77%
72% 69% 69%
66%
59% 59%
55%
51% 48% 50%
41% 44%
31%
Employees Employees have Not Employees are Offi ce People are Employees are Employees People are Teams are less Teams are Employees Team Employees can Employees
are more higher regard commuting in fewer environments more making more feel like the less focused on less may take cohesion will experience wi ll find it
relaxed at for employers allows people unnecessary stress productive mistakes. work they do is productive common goals. organized. advantage of suffer. feelings of harder to focus
home. that all ow to get more meetings. employees out. working at less import ant working at reduced loneliness or sometimes.
remote work. work done. home. or impactful. home. accountability. depression.
SOURCE: ClearlyRated, CareerBuilder, ASA—20201) Flexibility wins the day 2) Consumerization of staffing 3) Buying process complexity 4) Service proof required 5) Real D&I progress made
Always on and frictionless is the goal
Online Retail % of
Total Retail 1) Online and on your phone
11.2%
2019 2) Expectation of seamless
experience online and off
3) Always on service
4) Experience still matters - a lot
.6%
2000
Measure the client and talent experience.
Build online reputation.
Differentiate on service quality.Which of the following options best describes your
preference in a job search?
93% of
candidates prefer 47% 47% 47% 49% 49%
45%
49%
39%
some aspects of
their job search
to be online 4% 4% 12%
8%
I prefer to do as much as I prefer a mix of online I prefer to do everything
possible online and human interaction by phone or face-to-face
Gen Z Gen Y Gen X Baby Boomers
SOURCE: ClearlyRated & ASA; 2020 Job Candidate Sentiment Study1) Flexibility wins the day 2) Consumerization of staffing 3) Buying process complexity 4) Service proof required 5) Real D&I progress made
More buyers means more complexity
Total Stakeholders Involved In Decision
5.4 6.8 6 to 10
77% 2014 2016 2020
BUYERS
Say latest B2B purchase was
very complex or difficult
Measure the client and talent experience.
Build online reputation.
Differentiate on service quality.Selling to the client not in the room
Likelihood of purchase drops sharply as the
number of decision makers increases
100%
81%
50%
31%
0%
1 2 3 4 5 6
NUMBER OF GROUP MEMBERS
SOURCE: Harvard Business ReviewWhich of the following resources did you use during your most recent job search?
Online job boards (CareerBuilder, etc.) 70%
The average job Online job site aggregators (Indeed, etc.) 68%
Internet searches (Google, Bing) 68%
seeker uses 6.4 Company hiring sites 61%
Online reviews (Google, Glassdoor, etc.) 55%
resources as part LinkedIn 53%
of their job search Personal network 50%
Professional network 41%
Nearly 2x
Staffing/recruiting agency 33% compared
to 2018
SOURCE: ClearlyRated & ASA; 2020 Job Candidate Sentiment StudyCommunicate where your talent lives
Which of the following social media sites have you used in the past two weeks, either
personally or professionally?
100%
EMERGING
75%
50%
25%
0%
Facebook YouTube LinkedIn Instagram Twitter Snapchat Glassdoor TikTok
Gen Z Gen Y Gen X Baby Boomers
SOURCE: ClearlyRated & ASA; 2020 Job Candidate Sentiment Study1) Flexibility wins the day 2) Consumerization of staffing 3) Buying process complexity 4) Service proof required 5) Real D&I progress made
The disconnect between firms and clients
96% 55%
STAFFING EXECS BUYERS
Say they differentiate Say staffing firms are
on service mostly the same
Measure the client and talent experience.
Build online reputation.
Differentiate on service quality.The disconnect between firms and clients
SOMEBODY’S
WRONG
Measure the client and talent experience.
Build online reputation.
Differentiate on service quality.Experience scores rise in recession
Clients: Likelihood to recommend working with primary staffing firm
60 * 56 *
50 RECESSION
40
28
30
20
10 18
0
2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018 2019 2020
-10
Client Talent Internal
SOURCE: ClearlyRated, CareerBuilder, ASA—2020
Measure the client and talent experience.
Build online reputation.
Differentiate on service quality.Response within 24 hours is key
Expected response time on email or voicemail
100%
97%
89%
61%
32%
23%
8%
Within the hour Within 2 hours Within 4 hours Within the same Within the next Within the next Any time within
day 24 hours 48 hours the next week
SOURCE: ClearlyRated & ASA; 2020 Job Candidate Sentiment StudyOnline reviews most trusted resource
When determining the quality of a staffing/recruiting agency you might consider
working with, which of the following would you trust as sources of information?
Online reviews 69%
Referrals were
most trusted A referral from a friend or colleague 57%
source in 2018
The company’s website 47%
The company’s recruiters (or employees in general) 35%
Online reviews
more than 4x
Testimonials from other job candidates 34% as trusted as
advertising
Affiliated with trusted trade association 29%
Independent, third-party awards 28%
Marketing or advertising from the company 15%
SOURCE: ClearlyRated & ASA; 2020 Job Candidate Sentiment StudyQuality + quantity key to building trust
Minimum star rating (out of 5) on review site Minimum number of ratings on review site to
to trust a staffing firm trust a staffing firm
100% 97%
80% 79%
78%
64%
50%
13% 13% 14%
3% 1%
2.5 3 3.5 4 4.5 5 1 3 5 10 25 100
Stars Stars Stars Stars Stars Stars Review Reviews Reviews Reviews Reviews Reviews
SOURCE: ClearlyRated & ASA; 2020 Job Candidate Sentiment Study1) Flexibility wins the day 2) Consumerization of staffing 3) Buying process complexity 4) Service proof required 5) Real D&I progress made
Clients are prioritizing diversity hiring
% of managers that agree with the
% that agree - Staffing firms should
following regarding their hiring, and
prioritize candidate diversity in their
diversity, equity, and inclusion
recruiting and placement.
Staffing firms provide my 79%
organization with diverse 86%
candidates. 71% 69%
Staffing firms help us reach more
diverse candidates than applicants
coming directly to my 82%
organization.
My organization is prioritizing
initiatives to hire more diverse
candidates over the next 12 78%
months.
The quality of candidates from
staffing firms are just as good or 76%
better than direct applicants.
Staffing firms should prioritize
candidate diversity in their 74%
recruiting and placement.
Millenial & Gen Z Gen X Baby Boomer
SOURCE: ClearlyRated, CareerBuilder, ASA—2020Many men are blind to discrimination
Percent that agree with the following statements
86% 87%
80% 79%
76% 78%
72% 72%
65% 67% 66% 68%
64%
60%
58%
46%
43%
38% 39%
32%
26%
19%
17%
5% 4% 13% 4%
2%
I feel like I belong at I can voice a Perspectives like The leadership at I have personally I have been the There is a career
my firm. contrary opinion at mine are included this company witnessed victim of development path
my firm without in decision making. encourages discrimination at discrimination at for all employees at
fear of negative diversity. this company. this company. this company.
consequences.
Female Female Male Male
White (Non-Hispanic) Non-White White (Non-Hispanic) Non-WhiteSTAFFING C-SUITE Diversity at the top starts
much further down the ladder
HALF
3x As likely to be
As likely to
experience 2x committed to
this industry
discrimination As likely to be long-term
at the firm. a detractor of
their firm
Measure the client and talent experience.
Build online reputation.
Differentiate on service quality.Flexible scheduling, remote work, resources, upskilling opportunities may help retain women and BIPOC
Final Thoughts 2020 Needs Heroes
Questions?
Eric Gregg
egregg@clearlyrated.com
linkedin.com/in/ericgregg/
© 2020 ClearlyRated® All Rights Reserved.
Net promoter, NPS, and Net Promoter Score are trademarks of Satmetrix Systems, Inc. Bain & Company, and Fred Reichheld.You can also read
