The information technology workforce will
change in 2017 based on seven distinct trends,
according to Randstad Technologies:
1. The line between cybersecurity practitioners
and IT specialists will begin to blur—most
IT staff will be required to have at least
some expertise in cybersecurity. Experts
now realize this is the only way to ensure
that security is ubiquitous throughout
networks and systems.
2. Mobile developers will be some of the
hottest talent hires in 2017, whether
for consumer-facing applications or for
managing internal workforce processes and
3. This year companies should place greater
emphasis on hiring top talent of all ages.
Given the tech industry’s tendency to hire
young workers right out of college, the
industry has traditionally overlooked the
advantages of having older, more seasoned
employees work alongside younger ones.
4. The independent workforce trend is
growing rapidly, and computer and IT are
two of the top industries for freelancers.
Findings from the annual Guardian Workplace Benefits Study highlight the challenges
that employers face in managing benefits
costs, improving administrative efficiency,
and maintaining compliance.
According to the study, 60% of
employers feel overwhelmed with the
increased complexity of managing their
benefits programs, especially with installing
new coverages, changing carriers, and
employee communication and enrollment.
Less than one-third of companies believe that
employee cost-sharing and high-deductible
health plans have helped them achieve cost-cutting objectives.
Compliance is a benefits-related concern for
many employers surveyed. Seven in 10 believe
their firms are unable to keep up with changes
to federal, state, or local laws, including the
Affordable Care Act, paid parental leave laws,
the Family and Medical Leave Act, and the
Americans With Disabilities Act.
Randstad Study Reveals Top IT Workforce Trends
Revenue Goals: Staffing
Optimistic This Year
The 2017 North American Staffing and
Recruiting Trends Report from Bullhorn
shows that more than 75% of staffing and
recruiting firms met or exceeded their
revenue goals for 2016. Additionally, the
majority of staffing and recruiting professionals felt bullish for 2017 overall, despite
global economic uncertainty and talent
Asked about staffing and recruiting priorities in 2017, 56% of respondents ranked
increasing profitability as their primary
goal; 47% named driving revenue. Among
1,440 staffing and recruiting professionals
polled for the global survey, respondents
said acquisitions and offshore partnerships
were lower priorities, and an overwhelming
majority said domestic issues outweighed
Many respondents noted the increasing
challenge of talent shortages—61% of staffing
and recruiting professionals said a lack of
qualified talent represented one of their
biggest expected challenges of the year.
IT qualifications dominated the list of skills
shortages most reported by recruiters.
Nearly 80% of staffing and recruiting
firms said more than half their revenue
would come from current accounts. Most
North American staffing firms—57% of those
surveyed—anticipated that revenue from new
clients would account for less than a quarter
of total revenues. However, one-third of
staffing and recruiting firms said they don’t
measure client satisfaction, and only half
measure candidate satisfaction.
Staffing and recruiting professionals ranked
existing internal candidate databases as the
best source for identifying quality candidates,
but nearly 60% said those databases accounted
for less than half of their placements.
Forecast Predicts 2.9% Increase in Demand for
Tracking Employee Engagement Trends by Tenure
A recent study from Robert Half and
Happiness Works shows that professionals
with between one and two years on the job
are less happy, less interested in their work,
and more stressed than those still in their
level of interest in their jobs. The survey of
more than 12,000 workers in the U.S. and
Canada polled a broad representation of the
working population with an emphasis on those
employed in professional settings.
“After 12 months on the job, employees are
expected to work more autonomously
and take on added responsibility,”
says Paul McDonald, senior
executive director of Robert
Half. “At the same time,
aspects of the job that at
first seemed novel and
interesting may lose their
When asked who’s responsible
for keeping spirits high on the job, 70%
of North American workers surveyed said it
was their employers and them together; 25%
said it was their responsibility alone. Another
5% said it was all in their company’s hands.
Client-side demand for freelance or
temporary workers will continue to
increase rapidly. Agile employees (those in
contract, consultant, and temporary or freelance positions) could make up as much as
50% of the workforce by 2019.
5. The first representatives of Generation Z
have just entered the workforce, and they
are bringing a dramatic new energy to every
workplace. Science, technology, engineering, and math-related professions
are some of the most popular career
choices for this post-Millennial generation.
6. Enterprises will automate certain IT func-
tions, such as cybersecurity and network
monitoring, but automation won’t elimi-
nate the need for people in the workplace.
Lower-level tasks might be automated,
but human intelligence will still be
needed for higher-level analysis and deci-
sion making in IT environments.
7. Emerging technologies such as virtual
reality will mean more demand for IT
workers with these specialties and the
need to secure these devices. Businesses
will need to be agile enough to respond
to shifting technology trends in their workplaces and for their clients. n
Demand for temporary workers in the U.S.
is expected to increase 2.9%, on a seasonally
adjusted basis, during the first quarter of 2017,
when compared with the same period in
2016. The prediction from the Palmer Forecast is based on data from the U.S. Bureau of
Labor Statistics and other key indicators.
“Our temporary help forecast for the
2017 first quarter predicts an accelerating
rate of growth versus recent previous quar-
ters,” says Greg Palmer, founder and managing
director of G. Palmer & Associates. “This is
the 28th consecutive quarter of year-to-year
increases in demand for temporary workers. The
data shows that temporary help as a percentage
of new job growth remained constant in Q4.
In addition, wages were up nearly 3%, which
historically indicates the likelihood of increases in
pricing, gross margins, direct hires, and conver-
sion fees in the staffing industry.”
The forecast by industry consulting firm
G. Palmer & Associates had predicted a 1.5%
increase in temporary help for the fourth quarter
of 2016. Actual results were as anticipated.
The individual characteristics and views of staffing employment vary as widely as the occupational
distribution for temporary and contract assignments. Learn more about the demographics and work
preferences of nearly 12,000 staffing employees who participated in the latest ASA Staffing Employee
Survey at americanstaffing.net.
The Faces of Sta;ng Employment
Temporary and Contract Sta;ng Employee Occupational Distribution
O;ce–Clerical and Administrative
and Scientific 37%
Industrial 9% Health Care
After three years or more on the job,
happiness levels edge back up and interest
levels increase. Employees with the longest
tenure (21 years or more) showed the highest
MARCH | APRIL | 2017 STAFFING success 8 9
INDUSTRY NEWS, TRENDS, AND RESEARCH