Tag: IT Staffing

Recruiting Metrics – Staffing Style

by Jeanne Knutzen | May 13, 2014

0 Blog, What's New in Staffing? healthcare placement, healthcare recruiting, Healthcare staffing, IT Staffing, Seattle Recruiting, Seattle Staffing Agency, staffing, Staffing Agency

Healthcare, IT, Creative, Other

Each year InsightSquared, a business analytics company, and Staffing Industry Analysts, publishes a report of recruiting metrics for the staffing industry.

Their last report was published in June 2013, showing data from 200 staffing firms generated between 5/1/2012 and 4/30/2013 – approximately one year of placement data, over 30,000 individual placement records.

Their report covers two key metrics:

  1. Fill Ratio – of orders taken that were successfully filled, and
  2. Time-to-Fill (some call it Cycle Time) – the number of days it takes to fill an order (from point of req to hiring decision).

Both metric types were analyzed by two types of placements:

  1. Contract/Temporary Placements
  2. Permanent or Direct Hire Placements

The industry segments studied were a cross section of IT, Healthcare and Life Sciences, Media/Advertising/Creative and Other.

For those of you who want an idea of how your internal recruiting services compare to typical staffing industry metrics, here are the highlights of the 2013 staffing metrics you can use for comparison.

1. Across all industry segments, the Average Fill Ratio was:

  • 34% = Temp/Contract Placements
  • 22% = Permanent Placements

The segment with the highest ratios of fill were Healthcare and Life Sciences; 63% for temp/contract placements and 27% for Permanent placements. The lowest ratios of fill came out of the IT segment where only 28% of contract reqs were filled and 22% of direct hire reqs.

2. Across all industry segments, the Average Time-to-Fill (number of days required to fill a job order) was:

  • 46 Days = Temp/Contract Placements
  • 75 Days = Permanent Placements

The segment showing the longest “time-to-fill” was Healthcare and Life Sciences; 66 days for temporary/contract placements and 158 days for Permanent placements.  Media and Advertising talent had an average of 21 days for contract staff and 53 days for permanent staff.

Because we (the PACE Staffing Network) do so much work in the healthcare market, we paid attention to the unique recruiting stats for Healthcare and Life Sciences. We think there may be two factors in play that are impacting just how much outside the norm this market segment performs:

  • The healthcare industry has unique recruiting requirements (many high level and “hard to find” professional level requirements), which requires tightly engineered staffing processes and requirements – not required by other segments of staffing, and in some ways limiting the number of staffing companies operating in that field.
  • The purchasing models used in many healthcare organizations is based on valued, trusted and committed relationships between hiring managers, “favorite” vendors” and “hard to find” talent. This is oftentimes very different from the more transaction focused purchasing models used in other areas of staffing. Purchasing models based on one off relationships between hiring managers and vendors can change the staffing landscape considerably – driving up both fill times and fill ratios. Fewer staffing vendors, all with strong relationships with decision makers, is a scenario that can get translated into more fills per vendor, with decision makers more willing to wait for their favorite vendor to deliver the trusted talent they need.

The PACE Staffing Network has been servicing the healthcare industry for over 20 years. Our expertise in recruiting the specialized non-clinical candidates needed for hospitals, clinics, physician groups, surgical centers, etc. and creating networks of clinical recruiters and vendors working in niched areas of healthcare offers a unique one stop service delivery model for busy administrators and HR teams. Our focus is on improving your fill ratios and lowering your fill times, all while ensuring that every step in your compliance process is carefully managed. For more information on our recruiting networks, contain Nancy Swanson, our VP of Partnership Development at 425-454-1075 ext. 3010 or email Nancy at nancys@pacestaffing.com. You can also visit us online at www.pacestaffing.com.

Opportunities and Challenges – IT and Engineering Staffing

by Jeanne Knutzen | May 28, 2013

0 Blog, Human Resource Roles, IT Staffing Engineering Jobs, Inavero, IT Jobs, IT Professionals, IT Staffing, PACE Staffing Network, Seattle Staffing, Seattle Staffing Agency, TechServe Alliance

With the demand for skilled IT and engineering professionals showing no signs of slowing down, a new study from TechServe Alliance and global survey firm Inavero is poised to help IT and engineering staffing firms, clients, and consultants understand and address the myriad of opportunities and challenges faced by all stakeholders in the talent engagement process. The recently released IT & Engineering Staffing Firms, Clients & Candidates: A 360-Degree Perspective examines the flexible IT and engineering workforce from three perspectives—1) clients, 2) candidates, and 3) staffing companies. The findings were based on 700 survey participants. Here’s a snapshot of the findings: Clients look for value. The study showed that clients look to their staffing providers to help them 1) reduce risk, 2) increase flexibility, and 3) supplement their core competencies with specialized skills. While the right skill match is the number one factor in placement success, clients also ranked their staffing providers knowledge of their industry as second most important to ensuring a successful placement. Staffing companies need to be experts at understanding a client's business. Clients #1 Pain Point – ONBOARDING. The number one pain point for companies working with IT and engineering consultants is the onboarding process—the time it takes to get new talent up to speed. Staffing firms need to continue working with the client and the candidate after the hiring decision is made to ensure an effective onboarding process. Top Talent Is Snatched Up Quickly. One of the studies findings is that both the staffing firm and their clients must move quickly if they want to hire top IT and engineering talent. Eighty-four percent of the IT and engineering professionals surveyed found their current job in less than three months, and nearly one-third (32 percent) found their most recent position in less than two weeks. IT and engineering professionals affirmed their preference to work flexibly. They value the opportunity they receive to gain expertise across multiple platforms and industries through staffing firm engagements. For a free copy of the executive summary of the TechServe/Inavero study, visit http://www.techservealliance.org/research/360-degree-study.cfm### To request specialized IT or Engineering talent from the PACE Staffing Network, contact infodesk@pacestaffing.com.