The Global Talent Market Quarterly provides a summary of the current economic and labor market conditions around the world and gives insight into how they might impact you.

1. Global Talent Market Quarterly
FIRST 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
• Talent Supply Chain Management
• Workforce Mobility
• Kelly Webcast Series

3. Global Economic Situation
FIRST QUARTER l 2012

4. Global Talent Market Quarterly
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TABLE OF CONTENTS
GLOBAL
ECONOMIC
BRIEFING
A
series
of
poli>cal,
environmental,
and
fiscal
issues
kept
global
economic
growth
muted
in
2011.
Con>nued
modest
growth
is
forecast
for
the
global
economy
in
2012,
with
the
ongoing
European
financial
crisis
represen>ng
a
key
risk.
AMERICAS
EMEA
APAC
Moderate
growth
of
2-­‐3%
is
forecast
The
ongoing
fiscal
crisis
is
expected
to
trigger
a
The
APAC
region
will
con>nue
to
lead
the
throughout
the
Americas
region
in
2012,
Eurozone
recession
in
2012,
dampening
global
world’s
economic
growth,
but
it
will
face
helped
by
the
U.S.
economy’s
posi>ve
and
regional
economic
prospects.
some
challenges
in
2012,
par>cularly
from
a
momentum.
weak
export
climate.
Eurozone
Canada
The
Eurozone
con:nues
to
confront
numerous
Japan
Economic
expansion
is
expected
to
con:nue
at
fiscal
challenges.
As
a
result,
few
of
the
region’s
Recovery
from
the
2011
natural
disasters
a
slow
pace
in
Canada
in
2012.
An
improving
economies
will
be
able
to
avoid
contrac:on
in
con:nues
on
an
accelera:ng,
if
uneven,
pace.
performance
in
the
U.S.
will
help
prop
up
the
first
part
of
2012,
with
minimal
growth
at
The
economy
is
expected
to
grow
nearly
3%
in
domes:c
business
and
consumer
op:mism.
best
expected
in
the
back
half
of
the
year.
2012—a
considerable
improvement
over
the
previous
year’s
contrac:on.
U.S.
U.K.
The
outlook
for
the
U.S.
economy
points
to
The
U.K
economy
is
expected
to
struggle
greatly
China
modest
growth
in
2012
as
business
and
over
the
next
few
months
in
the
face
of
low
China
s:ll
boasts
growth
rates
that
are
among
consumer
ac:vity
con:nues
on
a
gradually
consumer,
government,
and
business
spending
the
highest
in
the
world,
but
the
economy
improving
trend.
Risks
to
the
posi:ve
outlook
levels.
Slight
growth
will
return
in
the
second
slowed
in
2011.
Growth
is
expected
to
remain
include
the
Eurozone
debt
crisis,
and
poli:cal
half
of
2012,
with
the
Olympics
providing
a
soX
in
2012—well
below
the
10%
average
seen
and
fiscal
policy
issues.
much-­‐needed
boost.
in
the
past
decade.
Weak
export
and
domes:c
demand
are
the
main
challenges.
La>n
America
Central
and
Eastern
Europe
Despite
some
nega:ve
effects
from
global
Solid
economic
growth
in
the
CEE
region
is
India
economic
condi:ons,
the
region’s
economies
being
muted
by
spillover
from
the
Eurozone
Economic
growth
is
projected
to
stay
in
the
7%
are
forecast
to
grow
in
the
3%
range
in
2012.
crisis;
countries
are
looking
to
boost
domes:c
range
in
2012,
as
India
feels
the
effects
of
Countries
such
as
Brazil,
Mexico,
and
Peru
are
demand
to
support
their
momentum.
:ghter
fiscal
policies
and
the
shaky
global
enac:ng
monetary
and
fiscal
s:mulus
economic
climate.
Middle
East
and
North
Africa
measures
to
help
alleviate
the
impact
of
Australia
Poli:cal
turmoil
took
its
toll
on
the
region
in
slower
global
demand.
Healthy
economic
ac:vity
is
expected
to
2011,
but
modest
economic
growth
is
expected
to
resume
in
2012.
con:nue
in
2012,
with
growth
largely
driven
by
mining
sector
investment.
4
Sources:
IHS
Global
Insight
reports
(January
2012);
Japan
Revises
Down
GDP,
WSJ,
12/09/11;
GDP
Growth
Slows
Down
In
China,
WSJ,
01/18/12;
For
investors
Arab
Spring
dangers
remain,
Jerusalem
Post,
01/19/12

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

7. Global Talent Market Quarterly
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GLOBAL
LABOR
MARKET
UPDATE:
AMERICAS
U.S.
hiring
climate
has
improved
heading
into
2012,
an
encouraging
sign
for
regional
employment
prospects.
The
near-­‐term
outlook
The
shows
unemployment
remaining
stable
or
improving
modestly
in
most
of
the
Americas,
but
uncertainty
arising
from
the
cooler
global
economic
climate
will
keep
employment
gains
subdued.
UNITED
STATES
BRAZIL
CANADA
MEXICO
Employment
trends
in
the
U.S.
The
Brazilian
economy
con:nues
Canada
saw
healthy
employment
The
Mexican
unemployment
rate
picked
up
in
the
last
part
of
2011,
to
create
jobs,
albeit
at
a
slightly
growth
of
1.2%
in
2011,
with
the
remained
over
5%
in
2011—a
with
the
economy
adding
jobs
at
lower
rate
when
compared
to
economy
adding
nearly
200,000
somewhat
elevated
level
a
healthy
pace
and
the
prior
years.
The
labor
market
jobs.
Recent
labor
force
figures
compared
to
its
historical
unemployment
rate
falling
to
outlook
is
encouraging,
with
the
have
shown
weaker
job
gains
average
of
around
4%
—but
8.5%
in
December.
Moderate
largest
risks
coming
from
and
a
stagnant
unemployment
formal
job
crea:on
con:nued
at
hiring
ac:vity
is
expected
to
decelera:ng
global
economic
rate,
however,
sugges:ng
that
a
healthy
pace.
The
labor
market
con:nue
in
2012,
as
the
condi:ons
and
the
possibility
of
the
country’s
strong
labor
is
expected
to
remain
rela:vely
economy
improves
and
business
domes:c
infla:on.
market
may
be
losing
some
resilient
in
2012
in
light
of
stable
confidence
remains
posi:ve.
momentum
heading
into
2012.
U.S.
export
demand.
Average
Annual
Unemployment
Rate
10%
8%
9.0%
8.8%
7.4%
7.2%
6%
6.3%
6.2%
2011
5.3%
4%
4.8%
2012
(p)
2%
0%
U.S.
Brazil
Canada
Mexico
Sources:
IHS
Global
Insight
reports
(January
2012);
RBC
Economic
Forecast,
December
2011;
Congressional
Budget
Office
Economic
Outlook,
January
2012;
Sta:s:cs
Canada;
Brazil
cuts
growth
view,
jobless
rate
falls,
Reuters,
12/22/11;
Canada
adds
jobs
in
December,
but
jobless
rate
up,
Reuters,
01/06/12;
US
job
market
ends
year
in
bejer
shape,
AP,
12/29/11
7

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GLOBAL
LABOR
MARKET
UPDATE:
EMEA
The
ongoing
economic
crisis
in
the
Eurozone
is
affec>ng
employment
levels
in
the
EMEA
region
and
throughout
the
rest
of
the
world.
European
companies
are
under
pressure
to
keep
their
labor
forces
as
>ght
as
possible,
and
will
be
reluctant
to
take
on
more
workers
un>l
the
economic
situa>on
improves
considerably.
In
addi>on,
public
sector
employment
con>nues
to
fall
due
to
ongoing
government
austerity
measures.
Germany
and
Russia
are
among
the
EMEA
countries
that
have
remained
rela>vely
immune
to
the
labor
market
malaise.
GERMANY
FRANCE
UNITED
KINGDOM
RUSSIA
Germany’s
labor
market
has
Labor
market
condi:ons
Unemployment
is
expected
to
Unemployment
in
Russia
fell
been
remarkably
resilient
in
the
worsened
in
the
last
part
of
con:nue
to
rise
in
the
U.K.
in
significantly
in
2011
as
high
face
of
the
economic
crisis.
2011,
and
lijle
relief
is
expected
2012.
Job
losses
are
forecast
in
demand
for
energy
exports
drove
Employment
reached
a
record
in
2012.
Concerns
about
the
both
the
public
and
private
economic
growth.
The
high
in
2011,
and
is
expected
to
economic
outlook
are
severely
sectors,
as
austerity
measures
employment
situa:on
is
remain
stable
in
2012
despite
the
curtailing
private
companies'
and
lowered
business
confidence
expected
to
remain
on
a
posi:ve
region’s
challenges.
hiring
ac:vity,
and
the
public
combine
to
create
a
bleak
trend
in
2012.
sector
con:nues
to
shed
jobs.
employment
outlook.
ITALY
Demand
for
labor
soXened
in
the
Average
Annual
Unemployment
Rate
last
part
of
2011
as
the
Italian
economy
slid
towards
recession.
Unemployment
is
expected
to
10%
intensify
in
2012
as
the
Italian
9.7%
9.8%
government’s
short-­‐term
work
8%
8.8%
9.1%
8.1%
8.3%
scheme
is
scaled
back
and
the
6%
7.1%
7.2%
economy
con:nues
to
shrink.
6.5%
5.7%
2011
4%
2012
(p)
2%
0%
Germany
France
U.K.
Russia
Italy
Sources:
IHS
Global
Insight
reports
(January
2012);
Record
number
of
Germans
in
work
in
2011,
Agence
France
Presse,
01/02/12;
Unemployment
In
U.K.
Hits
17-­‐Year
High,
WSJ
Europe,
01/19/12;
Italy
Jobless
Rate
Hits
New
High
,
WSJ,
01/05/12
8

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TABLE OF CONTENTS
GLOBAL
LABOR
MARKET
UPDATE:
APAC
APAC’s
labor
markets
appear
to
be
holding
steady
in
2012,
ajer
facing
numerous
challenges
–
par>cularly
from
natural
disasters
–
in
2011.
Post-­‐disaster
reconstruc>on
will
boost
investment
spending
in
2012,
but
private
sector
hiring
will
be
somewhat
moderate
–
par>cularly
in
countries
with
high
exposure
to
export
demand
–
as
companies
remain
cau>ous
as
a
result
of
the
Eurozone
economic
condi>ons.
CHINA
JAPAN
INDIA
AUSTRALIA
In
2011,
China’s
unemployment
Employment
condi:ons
are
The
Indian
job
market
is
Australia’s
job
market
remains
rate
remained
at
4.1%
and
around
recovering
at
a
very
moderate
expected
to
see
posi:ve
but
stable,
with
a
steady
outlook.
12
million
new
jobs
were
created,
pace,
with
the
unemployment
somewhat
subdued
hiring
Weak
consumer
spending
and
similar
to
2010.
The
government
rate
hovering
at
around
4.5%.
ac:vity
in
2012.
Employers
are
fears
of
a
poten:al
global
will
con:nue
proac:ve
policies
to
Sectors
such
as
construc:on
and
embracing
a
cau:ously
op:mis:c
economic
slowdown
are
crea:ng
boost
employment
in
2012;
jobs
healthcare
are
showing
the
approach
as
they
predict
lower
worker
demand
in
areas
for
new
college
graduates
and
greatest
job
gains
while
rela:vely
bejer
hiring
plans
such
as
tourism,
retail
and
encouraging
small
business
manufacturing
employment
despite
a
climate
of
economic
manufacturing,
but
hiring
in
the
crea:on
are
key
priori:es.
con:nues
to
drop.
uncertainty.
mining
industry
is
s:ll
strong.
Average
Annual
Unemployment
Rate
10%
9.6%
9.7%
8%
2011
6%
5.1%
5.2%
2012
(p)
4%
4.5%
4.4%
4.1%
4.1%
2%
0%
Japan
China
India
Australia
Sources:
IHS
Global
Insight
reports
(January
2012);
Australia
Loses
Jobs
Despite
Steady
Rate,
WSJ,
01/19/12;
Slow
hiring
but
double-­‐digit
pay
hikes
forecast
in
India,
Asia
Pulse,
12/27/11;
Japan's
unemployment
rate
in
Nov.
unchanged
at
4.5%,
Kyodo
News,
12/27/11;
China’s
urban
jobless
rate
at
4.1%
in
2011,
China
Informa:on
Daily,
01/30/12
9

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GLOBAL
LABOR
MARKET
SPOTLIGHT:
WAGE
TRENDS
ongoing
concern
about
the
health
of
the
global
economy
is
keeping
salary
increases
in
check
in
most
developed
countries.
However,
An
the
need
to
keep
up
with
rising
infla>on
and
skilled
talent
shortages
are
giving
rise
to
greater
wage
increases
in
emerging
markets,
par>cularly
in
La>n
America
and
APAC.
AMERICAS
Salary
increases
in
the
U.S.
and
Canada
are
projected
to
remain
in
the
3%
range
in
Projected
Salary
Increases
and
Infla>on
Rates
2012,
as
companies
remain
very
anxious
to
control
costs
in
light
of
an
uncertain
Select
Markets
2012
economic
environment.
Employees
in
La:n
America,
however,
are
set
to
see
larger
salary
hikes,
due
in
part
to
much
higher
infla:on
rates.
Companies
in
Argen:na,
for
Avg.
Salary
Country/
Region
Infla>on
Rate
example,
are
forecas:ng
a
20%
pay
increase
for
workers;
aXer
accoun:ng
for
Increase
infla:on,
the
real
wage
increase
is
s:ll
more
than
8%.
AMERICAS
La>n
America
6.3%
6.2%
EMEA
Canada
3.0%
2.0%
Employers
in
Western
Europe
and
the
U.K.
are
forecas:ng
the
lowest
salary
increases
U.S.
3.0%
1.5%
in
the
EMEA
region.
Similar
to
the
U.S.,
the
forecasts
are
in
the
3%
range,
and
also
reflect
the
shaky
economic
climate.
Employees
in
Central
and
Eastern
Europe
can
look
EMEA
forward
to
rela:vely
higher
pay
increases
in
2012,
averaging
5.7%
across
the
region.
In
U.K.
3.0%
2.7%
the
Middle
East
and
Africa,
pay
increase
forecasts
are
healthy
but
not
strong
enough
Western
Europe
2.7%
1.8%
to
keep
up
with
the
higher
infla:on
forecast
for
the
region,
although
there
is
significant
varia:on
among
countries
given
the
diverse
nature
of
their
economies.
Eastern/Central
Europe
5.7%
5.3%
Middle
East
&
North
Africa
5.9%
7.5%
APAC
APAC
APAC
workers
can
expect
higher
salary
increases
in
general,
with
developing
countries
China
8.5%
3.5%
such
as
India,
China
and
Vietnam
needing
to
hike
salaries
to
keep
pace
with
infla:on
India
12.0%
7.1%
and
to
ajract
talent
to
meet
rapidly
growing
markets.
The
excep:on
to
the
high
salary
forecast
in
APAC
is
Japan,
where
companies
are
predic:ng
only
a
2.3%
increase
in
Japan
2.3%
-­‐0.8%
2012.
Defla:on
in
the
country
will
help
to
offset
the
lower
wage
growth.
APAC
6.3%
2.7%
Sources:
For
2012,
modest
salary
increases
with
regional
varia:ons,
SHRM,
10/03/11;
European
2012
employee
salary
increase
forecasts,
Mercer,
11/08/11;
Employees
in
Singapore
to
receive
the
highest
salary
increase
in
2012,
The
Asia
Career
Times,
12/02/11;
2011-­‐2012
Culpepper
Salary
Budget
Survey;
IHS
Global
Insight
10

11. Global Talent Market Quarterly
BACK TO
TABLE OF CONTENTS
GLOBAL
LEGISLATIVE
UPDATE
Several
European
countries
have
approved
legisla>on
that
raises
the
re>rement
age,
in
an
effort
to
alleviate
pressure
on
the
pension
system;
in
Spain,
impending
labor
reforms
aim
to
alleviate
the
country’s
sky-­‐high
unemployment
rate.
In
Asian
countries,
the
focus
is
on
social
protec>ons
such
as
family
leave;
legisla>on
also
addresses
HR
issues
arising
from
natural
disasters.
Health
insurance
laws
remain
a
cri>cal
issue
not
only
in
the
U.S.,
but
also
in
diverse
countries
including
Chile
and
the
UAE.
CANADA
NETHERLANDS,
ITALY,
UK
The
Canadian
government
will
increase
All
three
countries
have
approved
laws
that
would
the
number
of
skilled
foreign
workers
raise
the
re:rement
age.
The
UK
pension
age
will
allowed
in
the
country
in
2012,
pursuant
be
66
by
2020;
the
Dutch
pension
age
will
increase
SOUTH
KOREA
to
its
2012
Immigra:on
Levels
Plan.
The
cabinet
has
approved
to
age
66
in
2020
and
to
age
67
in
2025;
in
Italy,
the
re:rement
age
will
increase
to
age
67
by
2026.
expansions
to
family
leave
en:tlements,
such
as
increased
paternity
leave
and
the
opportunity
UNITED
STATES
FRANCE
for
parents
of
small
children
to
The
U.S.
Supreme
Court
is
Pending
legisla:on
would
define
the
status
request
reduced
working
hours.
expected
to
review
the
of
telecommuters.
The
law
would
guarantee
Obama
administra:on’s
equal
employment
rights
to
telecommuters
healthcare
reform
law
and
and
require
employers
to
assume
costs
that
THAILAND
rule
on
the
legality
of
the
directly
arise
from
telecommu:ng.
In
response
to
recent
TAIWAN
individual
mandate
provision
flooding
in
Thailand,
Employers’
associa:ons
and
by
summer
2012.
minimum
wage
increases
will
unions
have
reached
an
SPAIN
differ
regionally,
and
will
agreement
on
paid
leave
In
February
2012,
the
Spanish
come
into
effect
in
March
for
family
care
following
government
plans
to
announce
labor
CHILE
(rather
than
January)
2012.
natural
disasters.
reforms
that
would
lower
employment
The
government
is
studying
protec:on
and
increase
wage
flexibility.
a
proposal
to
create
a
guaranteed
health
care
plan
and
to
eliminate
UAE
discrimina:on
in
private
The
Dubai
Health
Authority
is
postponing
the
health
care
insurance.
implementa:on
of
mandatory
health
care
insurance
for
all
workers
un:l
2013.
Sources:
Aon
Hewij
Global
Legisla:ve
Developments
(October
–
November
2011);
IHS
Global
Insight
Country
Intelligence,
Spain,
01/19/12;
What
Supreme
Court
ruling
could
mean
for
healthcare,
Reuters,
11/16/11
11

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

13. Global Talent Market Quarterly
BACK TO
TABLE OF CONTENTS
U.S.
EMPLOYMENT
CONDITIONS
JOB
MARKET
GAINS
MOMENTUM
U.S.
MONTHLY
EMPLOYMENT
CHANGE
AND
UNEMPLOYMENT
RATE
The
U.S.
labor
market
showed
marked
Unemployment
Rate
(%)
improvement
at
the
end
of
2011,
with
Employment
(000’s)
600
11
the
strong
performance
con:nuing
into
300
10
2012.
The
hiring
pace
averaged
more
0
9
than
180,000
a
month
from
September
8
-­‐300
7
2011
to
January
2012,
more
than
-­‐600
6
double
the
job
crea:on
rate
seen
in
the
previous
four
months.
Overall,
U.S.
-­‐900
5
Jan-­‐09
Apr-­‐09
Jul-­‐09
Jan-­‐10
Apr-­‐10
Jul-­‐10
Jan-­‐11
Apr-­‐11
Jul-­‐11
Jan-­‐12
Oct-­‐09
Oct-­‐10
Oct-­‐11
employers
added
more
than
1.8
million
workers
in
2011,
the
best
performance
in
five
years.
Non-­‐Farm
Employment
Private-­‐Sector
Employment
Unemployment
Rate
UNEMPLOYMENT
IS
RECEDING
EMPLOYMENT
OVERVIEW
The
U.S.
unemployment
rate
declined
for
the
fiXh
consecu:ve
month
in
JAN
DEC
NOV
OCT
SEPT
January
2012,
falling
to
a
nearly
three-­‐
year
low
of
8.3%.
The
average
number
Total
non-­‐farm
employment
growth
243K
203K
157K
112K
202K
of
people
applying
for
jobless
benefits
has
also
declined
steadily
heading
into
Private
employment
growth
257K
220K
178K
139K
216K
2012,
a
further
indica:on
that
the
labor
market
is
gaining
strength.
Unemployment
rate
8.3%
8.5%
8.7%
8.9%
9.0%
LABOR
MARKET
REMAINS
VULNERABLE
The
U.S.
labor
market
con:nues
to
take
posi:ve
steps,
as
companies
are
gaining
confidence
and
adding
workers
at
an
improving
pace.
The
current
economic
forecast
is
expected
to
sustain
the
hiring
momentum
in
2012,
but
risks
including
the
Eurozone
crisis,
poli:cal
and
fiscal
uncertainty
on
the
domes:c
front,
and
a
possible
pullback
in
consumer
confidence
may
dampen
employment
growth
prospects.
Sources:
Bureau
of
Labor
Sta:s:cs;
US
job
market
ends
year
in
bejer
shape,
AP,
12/29/11
13

14. Global Talent Market Quarterly
BACK TO
TABLE OF CONTENTS
U.S.
LABOR
MARKET
-­‐
SUPPLY
AND
DEMAND
DEMAND
GREW
IN
DECEMBER
2011
Online
adver:sed
job
vacancies
grew
in
December
2011,
U.S.
MARKET
-­‐
MONTHLY
LABOR
DEMAND
VS.
LABOR
SUPPLY
reversing
the
downward
trend
in
demand
seen
since
May.
The
supply/demand
ra:o
has
been
stable
at
3.0-­‐3.5
16,000
8,000
throughout
the
year,
indica:ng
that
there
are
more
than
three
unemployed
workers
for
every
online
job
vacancy.
14,000
7,000
ALL
REGIONS
REPORT
DEMAND
GROWTH
No.
of
Online
Job
Ads
12,000
No.
of
Unemployed
Demand
grew
in
each
of
the
four
regions
to
end
the
year.
6,000
The
Midwest
region
reported
the
largest
growth
in
online
(in
000's)
(in
000's)
adver:sed
job
vacancies
in
December
2011,
followed
10,000
closely
by
the
West.
5,000
8,000
BLUE
COLLAR
REBOUND
Although
the
number
of
workers
s:ll
exceeds
the
demand
4,000
6,000
for
most
blue
collar
occupa:ons,
the
supply-­‐demand
situa:on
for
many
of
these
jobs
has
improved
4,000
3,000
considerably.
Occupa:ons
in
the
construc:on,
produc:on,
and
transporta:on
categories
were
among
the
biggest
gainers
in
demand
in
2011.
Online
adver:sed
vacancies
2,000
Apr
08
2,000
Apr
09
Apr
10
Apr
11
Oct
08
Oct
09
Oct
10
Oct
11
Jul
08
Jul
09
Jul
10
Jul
11
Jan
08
Jan
09
Jan
10
Jan
11
grew
41%
for
construc:on
occupa:ons,
32%
for
transporta:on,
and
25%
for
produc:on
jobs
over
the
year.
#
of
unemployed
workers
#
of
online
ads
“
The
December
increase
was
a
welcome
liX
for
labor
demand
aXer
a
lackluster
year.”
—
Judy
Shelp,
Vice
President,
The
Conference
Board,
January
4,
2012
Sources:
Conference
Board
Help
Wanted
OnLine,
Bureau
of
Labor
Sta:s:cs
14

15. Global Talent Market Quarterly
BACK TO
TABLE OF CONTENTS
U.S.
LABOR
MARKET
SPOTLIGHT:
2012
HIRING
OUTLOOK
U.S.
EMPLOYERS
ARE
CAUTIOUSLY
OPTIMISTIC
ON
HIRING
IN
2012
According
to
a
recent
survey
by
CareerBuilder,
nearly
one
out
of
four
hiring
DOES
YOUR
COMPANY
PLAN
TO
INCREASE,
DECREASE,
OR
managers
plan
to
hire
full-­‐:me,
permanent
employees
in
2012.
Seven
MAKE
NO
CHANGE
TO
ITS
NUMBER
OF
EMPLOYEES
IN
2012?
percent
expect
to
decrease
headcount
in
2012,
the
same
as
in
2011.
11%
23%
Increase
REGIONAL
HIRING
FORECASTS
ARE
A
MIXED
PICTURE
Employers
in
the
West
are
most
op:mis:c
in
their
plans
to
recruit
new
Decrease
employees
in
2012,
followed
closely
by
the
South
and
Midwest.
However,
7%
No
change
the
West
also
has
the
highest
number
of
companies
planning
to
downsize
59%
in
2012.
The
Northeast
shows
the
dimmest
hiring
outlook,
and
also
ranks
Not
sure
second
highest
among
regions
in
plans
to
reduce
headcount
in
2012.
VOLUNTARY
TURNOVER
IS
EXPECTED
TO
INCREASE
Around
a
third
of
employers
said
they
lost
top
performers
to
other
WHAT
WERE
THE
MOST
COMMON
REASONS
EMPLOYEES
organiza:ons
in
2011,
and
43%
indicated
they
are
concerned
top
talent
VOLUNTARILY
LEFT
YOUR
COMPANY
IN
2011?
may
leave
in
2012.
Employers
cited
the
desire
for
higher
compensa:on
and
feeling
overworked
as
the
top
two
reasons
employees
gave
for
resigning.
Higher
pay
somewhere
else
62%
Felt
overworked
-­‐
no
work/life
balance
40%
COMPENSATION
IS
ON
THE
RISE
FOR
SKILLED
POSITIONS
Lack
of
career
advancement
38%
Employers’
desire
to
retain
key
talent
is
reflected
in
salary
trends
for
2012:
Unhappy
with
company
culture
31%
62%
of
employers
say
they
plan
to
increase
compensa:on
for
their
exis:ng
Didn't
get
along
with
the
boss
21%
workers
while
32%
say
they
will
offer
higher
star:ng
salaries
for
new
Felt
underemployed
13%
employees.
Sales
and
IT
are
the
two
func:onal
areas
that
are
expected
to
Not
enough
training
12%
see
the
greatest
pay
increases
in
2012.
Other
16%
0%
20%
40%
60%
80%
“Barring
any
major
economic
upsets,
we
expect
2012
to
bring
a
bejer
hiring
picture
than
2011
especially
in
the
second
half
of
the
year.
Many
companies
have
been
opera:ng
lean
and
have
already
pushed
produc:vity
limits.
We’re
likely
to
see
gradual
improvements
in
hiring
across
categories
as
companies
respond
to
increased
market
demands.”
—
Ma@
Ferguson,
CEO
of
CareerBuilder
Source:
2012
Job
Forecast,
CareerBuilder,
January
2012
15

16. Workforce Solutions
Industry Insight
FIRST QUARTER l 2012

17. Global Talent Market Quarterly
BACK TO
TABLE OF CONTENTS
TALENT
SUPPLY
CHAIN
MANAGEMENT
Managing
today’s
workforce
is
more
complicated
than
ever,
due
to
a
changing
economic
climate,
demographic
shijs,
rapidly
developing
technology,
and
the
increasingly
global
nature
of
business.
In
order
to
beser
navigate
today’s
complex
employment
environment,
more
companies
are
looking
into
a
total
talent
approach
that
encompasses
permanent
hiring
solu>ons
along
with
con>ngent
workforce
management
processes.
EVOLUTION
OF
TALENT
MANAGEMENT
STRATEGIES
Buyer
Adop>on
of
MSP
and
RPO
Buyer
Adop>on
In
recent
years,
companies
have
increasingly
turned
to
of
Blended
RPO/MSP
MSP
RPO
managed
service
providers
(MSP)
to
manage
their
80%
50%
Blended
con:ngent
workforces
and
to
recruitment
process
RPO/
outsourcing
(RPO)
to
take
care
of
permanent
hiring.
40%
MSP
60%
15%
Now,
the
marketplace
is
seeing
a
convergence
of
these
30%
MSP
RPO
two
workforce
management
strategies.
More
companies
40%
are
looking
for
a
holis:c
talent
acquisi:on
and
20%
RPO
Only
management
system
that
covers
all
types
of
labor
–
from
20%
85%
permanent
hires
to
con:ngent
and
project-­‐based
10%
workers
–
and
they
want
a
single
service
provider
to
0%
0%
manage
it
all.
2007
2009
2011
2013
(p)
Based
on
findings
of
SIA’s
Con:ngent
Buyer
Survey.
Based
on
255
RPO
deals
from
2007-­‐2010
for
MSP
usage
among
core
con:ngent
buyers.
which
type
of
hire
data
was
available
(Everest)
“We
are
beginning
to
see
more
integra:on
of
both
MSP
and
RPO
within
our
clients,
merging
these
two
pieces
together
as
one
from
a
strategic
workforce
standpoint.
Companies
are
looking
more
now
at
the
total
talent
supply
chain
than
at
different
silos
of
labor.”
—
Teresa
Carroll,
SVP,
Kelly
Outsourcing
and
ConsulFng
Group,
in
HRO
Today
(November
2011)
Sources:
Rise
of
Blended
RPO,
Everest
Group,
2011;
Staffing
Industry
Analysts
Con:ngent
Buyers
Survey
2011;
The
Total
Workforce,
HRO
Today,
November
2011
17