Staffing Industry Analysts, the global adviser on staffing and workforce solutions since 1989, recently came out with the initial findings of this year’s Internal Staff Study. In this study, the participants consisted of nearly 15,000 internal staff respondents from 187 staffing firms across the U.S. The results might surprise you. Here are some of the highlights:
Crunching the Numbers | Years of Experience
The Takeaway | Years of Experience
Given that 2/3 of the respondents had less than five years of experience, company leaders should take that as a big signal to invest in their onboarding programs.
“A defining moment in anyone’s career is the onboarding process. Onboarding has the potential to set you up for failure or success. As an employee, it determines your developmental track, solidifies your internal brand with the company and serves as your first impression with company executives, customers and colleagues.” – Gallup Coaching Blog
The industry is chock full of new and fresh faces and we need to look at hiring and onboarding practices that result in retaining associates with less than 5 years experience – they are 2/3 of the staffing and search workforce!
Related: Onboarding Millennials – The Right Way!
Crunching the Numbers | Compensation
When 13,000 staffing professionals were surveyed about their increase in BASE salary, the results were:
Key Takeaway | Compensation
As Staffing Execs, it’s important to note that 26% of respondents in this survey were hired within a year! Combine that with the years of experience figures in the previous section, and you have a less-than-tenured workforce, with little knowledge of your internal systems and processes. So perhaps an investment in onboarding AND a closer look at your employee retention strategy is in order.
Related: Why Sales People Leave
Crunching the Numbers | Talent Development
When 12,000 respondents were surveyed about what would be needed from management to ensure they were more effective at their job, the results were:
Key Takeaway | Talent Development
Given that the two largest figures represent sales/client-facing business development and recruitment training, and both of those figures were roughly equal, it’s safe to assume that internal employees want more training as it relates to their core roles. Think about that for a second… employees feel like they would be more effective at their job if management simply trained them to do their job! Onboarding programs set the tone for the future success/failure of any given employee.
Related: Is there REALLY a Talent Shortage? -
Leaders: It’s time to start investing attracting and retaining your internal talent. If you can keep your employees for 4+ years, and prioritize the development of a continuous training program, you'll find yourself miles ahead of your competition.