Background The temporary or contingent workforce is the fastest growing segment of the national workforce. Contingent workers are those who are hired through staffing firms or leasing companies and whose jobs are structured to last only a certain length of time. The contingent workforce may include part-time temporary workers, independent contractors, consultants, contract employees, leased employees, and direct hires. While most companies hire only a few contingent workers at a time, some firms may lease their entire workforce on a quasi-permanent basis. Using contingent workers may provide employers with flexibility and cost-savings. However, there are numerous legal and practical considerations that employers must take into account before utilizing contingent workers.
Exploration The good news for unemployed Americans is that companies seem poised to begin hiring. The bad news is that these are likely to be temporary jobs, often without healthcare and other benefits. Gary Chaison, professor of industrial relations at Clark University in Worcester, Mass states, “we might be heading into a time of large-scale hiring of contract workers.” According to the Littler Report, 50% of the workforce added in 2010 will be made up of one form or another of contingent workers. http://www.businessweek.com/managing/content/jun2009/ca20090630_912379.htm
Exploration According to a recent survey by the Human Capital Institute (HCI), contingent workers make up one-third of the U.S. workforce, and that number is growing. BusinessWeek, working with Seattle's PayScale, came up with a ranking of the highest-paid contingent workers: Database administrators—the top-paid category on the list—earned an annualized salary of $80,300 and were paid 22.6% more than their permanent colleagues. Of course, permanent employees enjoy benefits and can more easily advance within the company. Employees who take temporary work not only get a salary that is sometimes higher than what a permanent employee gets (though usually without comparable benefits), but they can gain valuable experience and set themselves up for a permanent job when the economy recovers. "If somebody is out of work, what better way to network, display your skills, work ethic, and commitment to a position to an audience that may be in a position to hire you," said Bill DeMario, chief operating officer for Ajilon Professional Staffing, a recruitment firm in Melville, N.Y. DeMario. "Companies are looking to bring in temporary workers for workloads where they had cut too deeply.“ http://www.clomedia.com/executive-briefings/2009/April/2620/index.php
Data Collection Hypothesis: Fewer opportunities will exist in the future for traditional workers seeking full-time, full-benefit positions as companies seek to control costs by hiring contingent workers. Target Audience: Any person of job-bearing age (16 and older). Tried to get a variety of responses from individuals at different career levels and industry. Sampling Plan: A random sampling was used in an effort to capture the most amount of responses. The data type used was qualitative with nominal variables such as (yes/no , male/female, etc.). Question Types: The question types used were multiple choice and ranking. Method of Survey Administration: The majority of the surveys were sent to people via email and a few responses were collected via paper. Summary of Respondents: The survey was sent to 50 people with the target response range of 30. A total of 33 responses were collected. Factors: Age, gender, education, employment status, job characteristics (i.e. benefits, flexibility, compensation, etc.) and the economy.
Potential Sources of Error: Questions could have been more focused Larger sample size would have provided more insight Data Collection
Demographics Dashboard Age Gender
Demographics Dashboard 2 Most Important Job Characteristics Would You Consider Working for a Staffing Agency? People That Would Recommend Working for Staffing Agency
Demographics Dashboard 3 Is The Current Economy a Factor in Hiring Decisions Percentage of People that Would Use an Agency to Get Foot in the Door Industry Preference
People that currently have full time jobs are willing to work for a staffing agencyOne Sample Proportion Test
People under 40 are more willing to work for a staffing agency to get their foot in the doorTwo Sample Proportion Test
Companies are less interested in hiring full-time, permanent employees as a result of the current economyTwo Sample Proportion Test
Regression Analysis Do the following factors contribute to companies increasing decisions to hire contingent workers: Willingness to work on a contingent basis Importance of job characteristics Industry preference Economy Age Gender Single and Multiple Regression Models were ineffective. R^2 = 16% Adjusted R^2 = 19% P-values significantly higher than alpha Results were unreliable
More detailed questions that would provide greater insight to identify contingent worker staffing trends
Respondents knowledge of contingent labor
Wider breadth of knowledge in industries that employees currently worked
Conclusions The majority of respondents stated that companies are more willing to hire leased and contingent workers than full-time, permanent employees People with full-time positions were the most willing to work for a staffing agency Survey found that respondents were most interested in job characteristics of compensation and advancement opportunities given the high unemployment rate Majority of people would use staffing agencies to get their foot in the door however, the majority of our respondents were between the ages of 20-29 and in our hypothesis test we found that people over 40 weren’t as willing to work for a staffing agency The majority of respondents stated that they would recommend working for a staffing agency