This report quarterly report from workforce solution provider Kelly Services delivers valuable insights about global labor market trends

1. Global Talent Market Quarterly
FOURTH QUARTER l 2012

2. Global Talent Market Quarterly
CONTENTS
3 Global Economic Situation
• Briefing
• Outlook
6 Global Labor Market Update
• Americas
• EMEA
• APAC
• Global Labor Market Spotlight
• Legislative Update
12 U.S. Labor Market Overview
• Current Employment Conditions
• Supply and Demand
• Labor Market Spotlight
16 Workforce Solutions Industry Insight
• Contingent Workforce Management Evolution
• From Capability to Profitability
• The Autonomous and Empowered Workforce
• Kelly Knowledge

3. Global Economic Situation
FOURTH QUARTER l 2012

4. Global Talent Market Quarterly
BACK TO
TABLE OF CONTENTS
GLOBAL
ECONOMIC
BRIEFING
The
global
economy
is
stuck
in
low
gear
in
2012,
with
many
European
countries
either
mired
in
recession
or
struggling
to
grow,
the
U.S.
facing
a
poten>al
“fiscal
cliff”
of
tax
and
revenue
measures,
and
growth
in
emerging
economies
on
a
decelera>ng
trend.
AMERICAS
EMEA
APAC
Sluggish
economic
growth
con>nues
across
Despite
some
progress,
the
Eurozone
crisis
Economic
growth
in
export-­‐driven
Asian
the
Americas
region,
driven
by
concerns
over
remains
a
cri>cal
ongoing
issue,
with
several
markets
con>nues
to
cool,
as
domes>c
U.S.
policies
and
the
ongoing
European
crisis.
European
countries
firmly
in
recession
and
dim
demand
struggles
to
compensate
for
the
growth
prospects
across
the
region.
effects
of
uncertainty
in
Europe
and
the
U.S.
Canada
Canada’s
GDP
growth
rate
is
around
2%—slow
Eurozone
Japan
but
rela:vely
healthy
compared
to
other
The
Eurozone
recession
is
expected
to
have
Japan’s
economy
has
been
losing
momentum
advanced
economies.
Business
and
consumer
deepened
in
Q3
2012,
with
improvement
not
aWer
a
strong
start
in
2012,
weighed
down
by
spending
are
helping
to
counterbalance
lower
expected
un:l
2014.
The
region
has
not
seen
lower
export
and
domes:c
demand.
Growth
is
government
expenditures
and
slower
exports.
posi:ve
economic
growth
since
Q3
2011.
not
expected
to
return
to
normal
(2%+)
levels
un:l
2014.
U.S.
U.K.
U.S.
GDP
growth
dipped
to
1.3%
in
Q2
2012,
AWer
three
quarters
of
contrac:on,
the
U.K.
China
but
increased
to
an
es:mated
2.0%
in
Q3
on
economy
returned
to
growth
in
Q3
2012,
with
a
China’s
GDP
growth
reached
a
three-­‐year
low
stronger
government
and
consumer
spending.
liW
coming
from
the
Olympics
games,
rela:vely
of
7.4%
in
Q3
2012.
Rising
wages
should
help
Similar
modest
growth
is
forecast
for
the
rest
strong
employment,
and
low
infla:on.
raise
domes:c
demand
and
begin
to
prop
up
growth
in
early
2013.
of
2012,
as
the
country
faces
risks
from
the
impending
fiscal
cliff
and
the
Eurozone
crisis.
Central
and
Eastern
Europe
Economic
growth
in
Central
and
Eastern
Europe
India
La>n
America
con:nues
to
be
subdued
as
a
result
of
the
Government
reforms
designed
to
encourage
The
region
is
seeing
cooler
economic
growth
in
area’s
dependence
on
the
Eurozone.
foreign
investment
and
domes:c
growth
2012,
as
the
global
slowdown
has
lowered
should
help
soWen
the
risk
of
infla:on
and
help
Middle
East
and
North
Africa
spur
economic
growth
in
India.
commodity
prices,
demand
for
exports,
and
foreign
investment.
Economic
ac:vity
is
Strong
growth
is
s:ll
predicted
for
oil
expor:ng
countries
in
the
region.
However,
significant
Australia
forecast
to
accelerate
in
2013,
due
to
s:mulus
Healthy
economic
growth
driven
by
strength
in
risks
remain
for
many
MENA
economies,
measures
in
many
countries
including
Brazil,
the
mining
sector
is
expected
to
cool
in
the
last
including
ongoing
poli:cal
transi:ons,
social
which
has
seen
a
dras:c
dip
in
growth.
part
of
2012
and
into
2013,
as
Australia
feels
unrest,
and
weaker
external
demand.
the
effects
of
slowdowns
in
Asia
and
Europe.
4
Sources:
IHS
Global
Insight
reports
(October
2012);
US
BEA,
09.28.12;
Wall
Street
Journal,
09.29.12,
10.02.12,
10.18.12

5. Global Talent Market Quarterly
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TABLE OF CONTENTS
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6. Global Labor Market Update
FOURTH QUARTER l 2012

7. Global Talent Market Quarterly
BACK TO
TABLE OF CONTENTS
GLOBAL
LABOR
MARKET
UPDATE:
AMERICAS
The
cooler
economic
climate
in
the
U.S.
and
overseas
has
kept
employment
growth
somewhat
subdued
in
the
Americas
region
in
2012,
but
signs
of
more
robust
growth
have
begun
to
emerge,
par>cularly
outside
the
United
States.
Labor
market
growth
is
expected
to
con>nue
to
accelerate
across
the
region,
with
stronger
job
crea>on
and
lower
unemployment
forecast
for
2013.
UNITED
STATES
BRAZIL
CANADA
MEXICO
Moderate
job
crea:on
con:nues
The
unemployment
rate
:cked
The
labor
market
con:nues
to
Mexico’s
unemployment
rate
fell
in
the
U.S.,
but
employers
are
up
to
5.4%
in
September
as
more
show
decent
growth.
Several
to
4.7%
in
September,
its
lowest
s:ll
hesitant
to
ramp
up
hiring
workers
entered
an
already
:ght
posi:ve
signs—including
point
in
nearly
four
years.
plans
in
the
face
of
domes:c
and
labor
market.
Despite
the
small
increases
in
full-­‐:me
jobs,
more
Proposed
labor
market
and
global
uncertain:es.
Resolu:on
rise,
the
unemployment
rate
is
at
people
returning
to
the
labor
economic
reforms
expected
to
of
poli:cal
and
fiscal
concerns
is
a
historic
low
and
is
forecast
to
market,
and
rising
wages—point
take
effect
aWer
the
change
in
expected
to
usher
in
slightly
con:nue
to
drop
as
the
economy
toward
further
improvements
government
in
December
are
stronger
job
growth
in
2013.
picks
up
speed.
headed
into
2013.
liWing
the
country’s
outlook.
Average
Annual
Unemployment
Rate
10%
8%
8.2%
8.0%
7.7%
7.3%
7.0%
2012
(p)
6%
6.7%
5.7%
5.6%
5.3%
2013
(p)
4%
4.8%
4.6%
4.3%
2014
(p)
2%
0%
U.S.
Brazil
Canada
Mexico
Sources:
IHS
Global
Insight
reports
(October
2012);
Reuters,
10.25.12;
TD
Economics,
10.05.12
7

8. Global Talent Market Quarterly
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TABLE OF CONTENTS
GLOBAL
LABOR
MARKET
UPDATE:
EMEA
The
ongoing
fiscal
crisis
in
Europe
con>nues
to
weigh
on
businesses’
demand
for
workers,
leading
to
slow
employment
growth
and
rising
joblessness
across
much
of
the
region,
and
the
Eurozone
unemployment
rate
at
a
record
high.
Labor
market
condi>ons
in
some
markets,
including
Germany,
the
U.K.,
and
Russia,
remain
rela>vely
resilient
despite
the
broader
economic
troubles.
GERMANY
FRANCE
UNITED
KINGDOM
RUSSIA
The
German
labor
market
Unemployment
in
France
Labor
market
performance
has
Demand
for
workers
in
Russia
con:nues
to
hold
up
beler
than
con:nues
to
rise
to
levels
not
been
surprisingly
healthy
in
2012,
remains
rela:vely
healthy
and
its
European
peers,
but
the
seen
in
over
a
decade.
The
labor
despite
a
lackluster
economy.
The
unemployment
con:nues
to
fall;
ongoing
fiscal
crisis
is
expected
to
market
is
forecast
to
con:nue
to
outlook
for
further
progress
is
the
posi:ve
trend
is
expected
to
put
increasing
pressure
on
labor
deteriorate
through
2013
as
the
uncertain,
however,
as
effects
con:nue
as
the
country’s
demand
and
limit
employment
business
climate
and
broader
from
the
Eurozone
crisis
may
limit
economic
outlook
is
solid.
growth
through
2013.
economic
condi:ons
remain
poor.
U.K.
firms’
hiring
in
2013.
ITALY
With
the
economy
stuck
in
a
recession,
double-­‐digit
unemployment
rates
are
forecast
Average
Annual
Unemployment
Rate
to
con:nue
to
worsen
through
2014.
12%
10%
11.3%
11.5%
10.2%
10.6%
10.3%
10.5%
8%
2012
(p)
8.1%
8.4%
8.5%
6%
2013
(p)
6.8%
6.8%
6.7%
5.7%
5.4%
2014
(p)
4%
5.2%
2%
0%
Germany
France
U.K.
Russia
Italy
Sources:
IHS
Global
Insight
reports
(October
2012);
Wall
Street
Journal
Europe,
10.18.12
8

9. Global Talent Market Quarterly
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TABLE OF CONTENTS
GLOBAL
LABOR
MARKET
UPDATE:
APAC
Labor
markets
across
the
APAC
region
are
showing
some
nega>ve
effects
from
both
the
economic
slowdown
in
China
and
India,
and
declining
export
demand
from
the
U.S.
and
Europe.
The
employment
environment
in
APAC
is
expected
to
be
stable
in
2013,
with
unemployment
rates
across
much
of
the
region
remaining
among
the
lowest
in
the
world.
JAPAN
CHINA
INDIA
AUSTRALIA
A
slowdown
in
economic
growth
is
Despite
a
cooldown
in
China’s
High
unemployment
and
low
The
employment
situa:on
in
triggering
a
similar
dip
in
labor
economy,
demand
for
workers
educa:onal
alainment
among
Australia
is
favorable,
with
a
market
performance.
Recent
remains
high
and
wages
con:nue
young
people
in
India
are
generally
posi:ve
outlook
for
improvements
in
unemployment
to
grow.
The
service
sector,
growing
concerns.
Governments
2013.
The
unemployment
rate
is
have
come
from
workers
leaving
rather
than
manufacturing,
in
several
Indian
states
have
forecast
to
edge
up
slightly,
the
labor
force,
and
employment
appears
to
be
driving
the
current
announced
ini:a:ves
to
boost
however,
as
more
workers
return
demand
has
been
flat.
growth
in
employment
demand.
youth
training
and
employment.
to
the
labor
market.
Average
Annual
Unemployment
Rate
10%
9.2%
9.1%
9.1%
8%
2012
(p)
6%
2013
(p)
5.2%
5.3%
4.9%
4%
4.7%
5.0%
4.9%
2014
(p)
4.2%
4.1%
4.0%
2%
0%
Japan
China
India
Australia
Sources:
IHS
Global
Insight
reports
(October
2012);
;The
Mainichi
Japan,
09.28.12;
Wall
Street
Journal,
10.22.12;
United
News
of
India,
10.25.12;
Mail
Today,
10.20.12;
The
Pioneer,
10.18.12;
Times
of
India,
10.17.12;
Asia
Pacific
Labour
Market
Update,
ILO,
10.12
9
9

10. Global Talent Market Quarterly
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TABLE OF CONTENTS
GLOBAL
LABOR
MARKET
SPOTLIGHT:
SOCIAL
MEDIA
media
con>nues
to
shape
the
way
organiza>ons
worldwide
are
recrui>ng
and
sourcing
talent.
But
talent
management
professionals
Social
are
finding
that
a
one-­‐size-­‐fits-­‐all
approach
may
not
be
best,
as
social
networking
amtudes
and
prac>ces
vary
across
countries.
AN
OVERWHELMING
MAJORITY
OF
RECRUITERS
USE
SOCIAL
MEDIA
Social
Media
is
Growing
as
a
Recruitment
Tool
A
global
survey
of
HR
professionals
reported
that
92%
are
currently
using
social
networks
or
social
media
to
support
their
recruitment
%
of
recruiters
that
use
social
networks
efforts,
up
from
82%
in
2010.
Nearly
three
quarters
of
recruiters
say
that
%
of
recruiters
that
have
successfully
hired
via
social
networks
they
have
successfully
hired
a
candidate
via
social
media.
110%
92%
DIFFERENCES
IN
ENGAGEMENT
IN
SOCIAL
NETWORKING
89%
Global
companies
need
to
understand
the
differences
in
social
media
90%
82%
usage
as
they
formulate
their
recrui:ng
and
sourcing
strategies.
While
73%
many
in
North
America
and
Western
Europe
have
a
presence
on
social
70%
63%
networks,
research
shows
that
users
in
emerging
markets
are
more
58%
ac:ve
and
engaged
on
social
sites.
Emerging
markets
are
also
predicted
to
see
the
fastest
growth
in
social
network
usage
in
the
coming
years.
50%
SITE
SELECTION
VARIES
2010
2011
2012
LinkedIn
is
the
most
popular
social
network
used
in
recrui:ng,
with
Facebook
and
Twiler
growing
in
popularity.
In
a
global
organiza:on,
however,
other
sites
may
be
equally
important.
Facebook,
for
example,
Candidates’
Views
of
Social
Media
Differ
by
Region
shows
a
much
lower
penetra:on
rate
in
Asia
Pacific
compared
to
other
global
regions.
Companies
looking
to
recruit
in
China
are
increasingly
Overall
Americas
EMEA
APAC
turning
to
sites
like
Renren
(a
Facebook-­‐like
site),
Sina
Weibo
(similar
to
50%
Twiler),
or
Tianji
(a
Chinese-­‐language
professional
networking
site
40%
47%
similar
to
LinkedIn).
39%
30%
JOB
SEEKERS’
USAGE
OF
SOCIAL
MEDIA
30%
29%
29%
20%
26%
24%
Candidates’
percep:on
and
usage
of
social
media
also
varies
by
region.
23%
Workers
in
APAC
countries
are
much
more
likely
to
use
social
media
in
10%
their
job
searches
and
also
place
much
more
importance
on
their
0%
employers’
usage
of
social
networks,
according
to
the
2012
Kelly
Global
More
inclined
to
search
for
jobs
Important
that
employer
has
Workforce
Index
research.
via
social
media
social
media
presence
Sources:
Jobvite
2012
Social
Recrui:ng
Survey
Results;
2012
Kelly
Global
Workforce
Index
;
Wall
Street
Journal,
01.04.12
and
08.01.12;
eMarketer,
08.16.12
10
KGWI
regional
difference
may
be
alributed
in
part
to
the
genera:onal
composi:on
of
the
survey
samples.

11. Global Talent Market Quarterly
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TABLE OF CONTENTS
GLOBAL
LEGISLATIVE
UPDATE
Recent
global
legisla>ve
ac>vity
reflects
the
growing
prevalence
of
more
flexible
and
fluid
labor
models—par>cularly
in
emerging
markets
such
as
China,
India,
and
Mexico,
as
they
con>nue
to
build
new
regulatory
frameworks
that
address
modern
working
paqerns.
U.K.
A
controversial
proposal
by
Britain’s
NETHERLANDS
ruling
party
would
allow
small
Temporary
workers
will
have
their
companies
to
offer
their
employees
en:tlement
to
sick
pay
reduced
to
three
shares
in
the
firm
in
return
for
months
under
a
new
law.
Permanent
BRAZIL
lower
protec:ons
from
employees
will
s:ll
have
the
right
to
two
The
Brazilian
government
is
employment
laws.
years’
sick
pay.
exploring
ways
to
alract
more
skilled
immigrants
in
an
effort
to
spur
economic
CHINA
growth.
ITALY
Proposed
changes
to
China’s
staffing
law
would
New
legisla:on
allows
companies
to
use
restrict
the
use
of
temporary
employees.
temporary
labor
without
needing
a
Temporary
workers
would
only
be
allowed:
if
specific
reason
to
do
so.
The
law,
which
their
employment
is
less
than
six
months;
if
they
MEXICO
came
into
effect
in
July,
also
outlines
:me
are
replacing
employees
on
leave;
or
if
they
are
Reforms
that
seek
to
make
the
labor
constraints
for
temporary
contracts.
used
to
meet
high
demand.
market
more
flexible
have
been
approved.
The
reforms
will
introduce
hourly
(rather
than
daily)
remunera:on,
make
it
easier
and
INDIA
AUSTRALIA
cheaper
for
firms
to
hire
and
fire,
The
government
is
Several
changes
to
laws
governing
create
new
types
of
temporary
considering
an
amendment
Australia's
workplace
rela:ons
will
be
made
employment
contracts,
and
regulate
to
the
contract
labor
act
aWer
a
review
of
the
Fair
Work
Act.
Changes
outsourcing
prac:ces.
that
would
ensure
equal
include
extending
the
:me
limit
for
lodging
pay
for
temporary
workers.
unfair
dismissal
complaints
and
limi:ng
some
union
bargaining
provisions.
Sources:
Wall
Street
Journal,
09.29.12;
SIA
Daily
News,
09.09.12,
09.14.12,10.03.12;
SIA
Western
Europe
Legs
&
Regs,
August
2012;
LiveMint,
10.10.12;Fraser
Coast
Chronicle
10.15.12
11

12. U.S. Labor Market Overview
FOURTH QUARTER l 2012

13. Global Talent Market Quarterly
BACK TO
TABLE OF CONTENTS
U.S.
EMPLOYMENT
CONDITIONS
JOBS
GROW
AT
A
MODERATE
PACE
U.S.
MONTHLY
EMPLOYMENT
CHANGE
AND
UNEMPLOYMENT
RATE
The
U.S.
labor
market
showed
some
signs
of
renewed
strength
in
the
third
quarter,
300
12.0
Unemployment
rate
(%)
Employment
(000s)
showing
modest
employment
gains
as
the
250
10.0
economy
gradually
moves
towards
more
200
consistent
and
solid
growth.
Job
crea:on
has
150
8.0
averaged
173,000
per
month
thus
far
in
the
100
second
half
of
2012,
more
than
2.5
:mes
the
6.0
50
pace
in
Q2
but
s:ll
below
the
rate
expected
0
4.0
at
this
point
in
a
recovery
cycle.
Oct-­‐10
Jun-­‐11
Jul-­‐11
Aug-­‐11
Jun-­‐12
Jul-­‐12
Aug-­‐12
Jan-­‐11
Oct-­‐11
Jan-­‐12
Oct-­‐12
Nov-­‐10
Dec-­‐10
May-­‐11
Nov-­‐11
Dec-­‐11
May-­‐12
Feb-­‐11
Sep-­‐11
Feb-­‐12
Sep-­‐12
Apr-­‐11
Apr-­‐12
Mar-­‐11
Mar-­‐12
UNEMPLOYMENT
IS
TRENDING
DOWN
The
unemployment
rate
con:nues
to
Total
non-­‐farm
employment
growth
Unemployment
rate
improve,
and
has
fallen
below
8%—the
lowest
rate
seen
since
January
2009,
but
s:ll
a
long
way
away
from
the
pre-­‐recession
lows
EMPLOYMENT
OVERVIEW
of
4.5%
to
5%.
Some
economists
have
argued
that
the
recession
has
raised
the
OCT
SEPT
AUG
JUL
JUN
natural
rate
of
unemployment
–
that
is,
the
amount
of
joblessness
that
is
likely
to
exist
Total
non-­‐farm
employment
growth
171K
148K
192K
181K
45K
even
in
a
healthy
economy
–
from
around
5%,
to
6%
or
above.
But
even
reaching
those
Private
sector
employment
growth
184K
128K
134K
163K
63K
higher
levels
of
natural
unemployment
will
require
job
crea:on
to
pick
up
from
its
Unemployment
rate
7.9%
7.8%
8.1%
8.3%
8.2%
current
pace.
UNCERTAINTIES
CONTINUE
TO
CONSTRAIN
HIRING
Unresolved
poli:cal
and
economic
issues
including
the
ongoing
crisis
in
Europe,
the
slowdown
in
China
and
other
emerging
markets,
the
U.S.
presiden:al
elec:on,
and
the
“fiscal
cliff”
of
tax
and
spending
measures
that
are
scheduled
to
take
effect
in
2013
con:nue
to
weigh
on
employers’
hiring
ac:vity.
Resolu:on,
or
at
least
progress,
on
these
and
other
key
issues
will
be
cri:cal
in
sustaining
posi:ve
U.S.
labor
market
momentum
into
2013.
Sources:
Bureau
of
Labor
Sta:s:cs;
Bloomberg,
08.20.12
13

14. Global Talent Market Quarterly
BACK TO
TABLE OF CONTENTS
U.S.
LABOR
MARKET
-­‐
SUPPLY
AND
DEMAND
JOB
DEMAND
STALLS
BUT
SUPPLY/DEMAND
GAP
U.S.
MARKET
-­‐
MONTHLY
LABOR
DEMAND
VS.
LABOR
SUPPLY
REMAINS
RELATIVELY
NARROW
U.S.
labor
demand
hit
a
soW
patch
to
start
the
second
16,000
10,000
half
of
2012,
as
online
vacancies
decreased
in
July,
August,
and
October.
S:ll,
labor
demand
has
been
on
a
14,000
9,000
weakly
posi:ve
trend
overall
in
2012,
with
an
average
rise
of
around
41,000
vacancies
a
month
through
the
8,000
No.
of
Online
Job
Ads
first
ten
months.
12,000
No.
of
Unemployed
There
are
now
around
2.5
unemployed
workers
for
7,000
(in
000's)
(in
000's)
every
online
job
opening,
half
the
5.0
supply/demand
10,000
ra:o
level
seen
at
the
official
end
of
the
recession
in
6,000
June
2009.
At
that
:me,
there
were
11.8
million
more
unemployed
workers
than
job
vacancies;
that
figure
is
8,000
now
down
to
7.5
million.
5,000
A
cri:cal
issue
in
further
bridging
the
gap
between
6,000
4,000
supply
and
demand
is
the
skills
mismatch
of
available
talent.
The
number
of
U.S.
job
vacancies
is
split
roughly
4,000
3,000
50/50
between
professional
and
non-­‐professional
occupa:ons.
However,
there
aren’t
enough
professional
workers
to
meet
the
demand:
only
around
20%
of
the
2,000
2,000
Mar
09
Jun
09
Mar
10
Jun
10
Jun
11
Mar
11
Mar
12
Jun
12
Sept
11
Sept
12
Dec
08
Dec
09
Dec
10
Dec
11
Sep
08
Sep
09
Sep
10
unemployed
are
categorized
as
professional
workers,
while
80%
of
unemployed
workers
have
held
non-­‐
professional
occupa:ons.
#
of
unemployed
workers
#
of
online
ads
“The
average
labor
demand
for
the
last
five
months
(since
May
2012)
is
neither
up
nor
down
but
basically
flat.”
—
June
Shelp,
Vice
President,
The
Conference
Board,
October
31,
2012
Sources:
Conference
Board
Help
Wanted
OnLine,
Bureau
of
Labor
Sta:s:cs
14
Using
the
Federal
government's
Standard
Occupa:onal
Classifica:on
(SOC)
system
codes,
the
Professional
category
is
represented
by
SOC
codes
11
through
29.
Non-­‐professional
occupa:ons
are
SOC
codes
31
through
53.

15. Global Talent Market Quarterly
BACK TO
TABLE OF CONTENTS
U.S.
LABOR
MARKET
SPOTLIGHT:
POST-­‐RECESSION
HOT
SPOTS
RECOVERY
CONCENTRATED
IN
THE
SERVICE
SECTOR
%
of
Jobs
Lost
During
the
Recession
that
Have
Returned
The
U.S.
economy
has
finally
recovered
more
than
half
of
the
8.8
million
jobs
it
shed
during
the
recession
in
2008-­‐2009.
But
through
September
2012,
only
12%
of
the
jobs
lost
in
manufacturing
and
12%
construc:on
have
come
back,
while
90%
of
the
jobs
lost
in
service
53%
90%
industries
have
returned.
Technological
changes
and
greater
access
to
a
global
labor
market
have
contributed
to
the
service
sector’s
rising
dominance
over
manufacturing
in
the
U.S.,
both
during
the
recovery
and
on
a
longer-­‐term
basis.
Over
the
past
40
years,
the
service
sector
has
Overall
Service
Occupa>ons
Produc>on
Occupa>ons
grown
from
less
than
two-­‐thirds
of
U.S.
employment
to
84%.
Employment
by
sector
Jan.
2008-­‐Dec.
2009
vs.
Jan.
2010-­‐Sept.
2012
ACCOUNTING,
HEALTHCARE,
IT
AMONG
FASTEST
GAINERS
Broader
business,
economic,
and
demographic
trends
have
helped
some
service
sectors
get
back
on
track
quickly
aWer
the
recession.
Growth
of
Service
Occupa>ons,
1972-­‐2012
Accoun:ng
firms,
for
example,
have
gained
back
80%
of
the
jobs
they
lost
in
the
recession,
boosted
by
growth
in
start-­‐up
Produc:on
Occupa:ons
Service
Occupa:ons
businesses,
new
financial
rules,
and
company
expansions.
Employment
in
educa:on,
health
services,
and
computer-­‐related
100%
fields
remained
rela:vely
strong
during
the
recession,
and
these
63%
69%
75%
79%
84%
sectors
have
con:nued
to
add
jobs
in
the
past
few
years.
50%
NEWEST
AREA
OF
GROWTH:
MID-­‐SKILL
JOBS
0%
More
recently,
healthy
employment
gains
have
been
seen
among
1972
1982
1992
2002
2012
community
college
graduates.
Employment
for
those
with
associate’s
degrees
or
some
college
has
increased
by
over
1
million
since
January
2012;
in
the
past
six
months,
job
gains
by
community
college
grads
have
outpaced
bachelor’s
degree
holders.
The
trend
Jobs
Added
by
Educa>on
Level
Past
6
Months
Past
9
Months
suggests
a
brighter
outlook
for
some
mid-­‐skill
occupa:ons—skilled
41%
Bachelor’s
degrees
or
higher
314,000
1.30
million
produc:on
workers,
hea:ng
and
air
condi:oning
repair
people,
or
X-­‐ray
technicians,
for
example—that
require
hands-­‐on
or
Associate’s
degree
or
some
college
578,000
1.02
million
voca:onal
training.
High
school
graduate
or
lower
-­‐230,000
-­‐377,000
15
Source:
U.S.
Bureau
of
Labor
Sta:s:cs;
Employment
Surges
for
Community
College
Grads,
USA
Today,
10.17.12;
Service
Sector
Leads
in
Job
Gains,
USA
Today,
07.16.12

16. Workforce Solutions
Industry Insight
FOURTH QUARTER l 2012

17. Global Talent Market Quarterly
BACK TO
TABLE OF CONTENTS
CONTINGENT
WORKFORCE
MANAGEMENT
EVOLUTION
As
con>ngent
labor
programs
con>nue
to
grow
and
become
more
complex,
organiza>ons
have
an
increasing
need
to
improve
visibility
into
and
efficiently
manage
all
facets
of
their
temporary
and
contract
workforce.
Recent
research
by
Aberdeen
shows
more
companies
are
considering
the
benefits
of
a
more
cohesive
and
comprehensive
con>ngent
workforce
management
strategy.
A
SINGLE
STRATEGY
FOR
A
MULTIFACETED
WORKFORCE
According
to
Aberdeen,
more
than
one
out
of
every
four
workers
in
the
Top
Con>ngent
Workforce
Management
(CWM)
Priori>es
23%
average
organiza:on
is
considered
con:ngent,
up
12%
over
the
past
year.
60%
The
modern
con:ngent
workforce
includes
not
just
temporary
workers,
but
21%
50%
56%
a
variety
of
just-­‐in-­‐:me
employees,
including
independent
contractors,
40%
21%
consultants,
and
statement
of
work
(SOW)
projects
and
services.
41%
41%
38%
30%
16%
As
the
workplace
con:nues
to
become
more
complex,
companies
are
placing
a
priority
on
gaining
visibility
into
the
various
types
of
con:ngent
20%
13%
labor,
as
well
as
driving
efficiencies
and
improving
cost
control.
Gaining
10%
insight
into
the
en:re
talent
spectrum
–
both
con:ngent
and
permanent
0%
employees
–
is
also
growing
in
importance.
Improve
visibility
Drive
efficiencies
Improve
overall
Improve
total
talent
However,
while
many
organiza:ons
recognize
the
importance
of
a
cohesive
into
all
facets
of
across
all
aspects
of
cost
control
of
management
con:ngent
workforce
strategy,
less
than
a
quarter
of
them
are
currently
CWM
CWM
con:ngent
labor
managing
all
of
their
con:ngent
workers
under
a
centralized
program.
Nearly
two-­‐thirds
of
companies
say
they
plan
to
move
towards
a
single
con:ngent
workforce
management
program
over
the
next
two
years.
Current
and
Planned
Structure
of
CW
Management
Structure
Current
Planned
Current
Use
of
Con>ngent
Workers
All
aspects
managed
under
the
same
program
23%
64%
Average
Strong
management
of
temporary
labor,
but
Organiza:on’s
27%
22%
Up
disparate
management
of
SOW-­‐based
projects
Con:ngent
12%
Workforce,
Disparate
management
of
all
CW
aspects
27%
8%
from
26%
2011
Managed
on
an
as-­‐needed
basis
23%
6%
Source:
Con:ngent
Workforce
Management,
The
Next
Genera:on
Guidebook
to
Managing
the
Modern
Con:ngent
Workforce
Umbrella,
Aberdeen,
2012
17