USA Staffing fully automates the hiring process for recruiting, assessing, evaluating, certifying, selecting, and onboarding quality candidates for Federal positions.

In 2016, 39 percent of organizations in the United States said they had a slight increase in their use of contingent workers over the past five years. Contingent workers, also called gig workers, are independent workers who perform temporary jobs.

To obtain information about the "contingent" workforce. "Contingent" work is temporary work that a person does without expecting continuing employment from the particular employer (or source of employment) for whom they work.

This statistic illustrates the distribution of contingent workers in the United States in 2017, by age and gender. In that year, 15 percent of contingent workers age 25- to 34-years-old were male, compared to 9.6 percent of female contingent workers.

Contingent Labor Management Software Market Outlook

The global contingent labor management software market size was valued at approximately $1.8 billion in 2023 and is expected to grow at a compound annual growth rate (CAGR) of 9.6% from 2024 to 2032, reaching a projected market size of around $4 billion by the end of the forecast period. This growth is primarily driven by the increasing demand for flexible labor solutions and the rising adoption of digital technologies in workforce management. As businesses worldwide continue to navigate the complexities of managing a contingent workforce, the need for sophisticated software solutions that can streamline operations, ensure compliance, and enhance productivity becomes paramount. The increasing globalization of business operations and the subsequent need for diverse and scalable workforce solutions are significant contributors to this market's expansion.

One of the primary growth factors driving the contingent labor management software market is the evolving nature of work in the modern economy. The shift towards a gig economy, where temporary, flexible jobs are commonplace, necessitates robust systems to manage non-permanent employees efficiently. Businesses are increasingly reliant on a contingent workforce to fill skill gaps, manage costs, and gain a competitive edge. This trend is further accelerated by the rapid technological advancements that facilitate remote work and cross-border collaboration, thus broadening the potential pool of contingent workers. Additionally, the demand for advanced analytics and artificial intelligence capabilities within these software solutions is rising, as organizations seek to optimize their contingent workforce strategies based on data-driven insights.

Another critical factor contributing to the market's growth is the stringent regulatory environment governing labor practices across different regions. Companies are under increasing pressure to comply with complex labor laws and regulations, which can vary significantly from one jurisdiction to another. Contingent labor management software provides organizations with the tools needed to maintain compliance, reduce legal risks, and ensure fair labor practices. The software's ability to streamline compliance management by automating processes related to contracts, payments, and taxes is a significant draw for companies operating in multiple regions. As regulatory frameworks continue to evolve, the demand for adaptable and comprehensive software solutions will only increase.

The integration of cloud-based solutions is another significant growth driver for the contingent labor management software market. Cloud technology offers businesses the flexibility to scale operations quickly, access real-time data, and collaborate seamlessly across distributed teams. This is particularly beneficial for organizations that rely heavily on contingent workers, as it allows them to manage a diverse workforce efficiently. The shift towards cloud computing also aligns with broader digital transformation initiatives, enabling organizations to integrate contingent labor management with other enterprise resource planning (ERP) systems and improve overall operational efficiency. As organizations increasingly recognize the advantages of cloud-based solutions, the adoption of such technologies in contingent labor management is expected to rise.

Temporary Staffing Software plays a pivotal role in the contingent labor management landscape, offering businesses the flexibility to efficiently manage their temporary workforce. These software solutions are designed to streamline the recruitment, onboarding, and management processes for temporary staff, ensuring that organizations can quickly adapt to changing labor demands. With features such as automated scheduling, time tracking, and compliance management, Temporary Staffing Software helps businesses maintain operational efficiency and reduce administrative burdens. As the demand for temporary workers continues to rise, particularly in industries with fluctuating staffing needs, the adoption of these software solutions is expected to grow, providing companies with the tools they need to effectively manage their temporary workforce and remain competitive in a dynamic market.

Component Analysis

The contingent labor management software market is segmented by component into software and services, each playing a crucial role in shaping the overall landscape. Software solutions are at the forefront, offering co

In 2016, 44 percent of organizations in the United States said they expect there to be more regulation in relation to the contingent workforce in the future. Contingent workers are employees who are not full-time, long-term contracted employees for an organization, but rather freelancers who work for only a short period of time.

The Contingent and Alternative Employment Arrangements supplement to the Current Population Survey (CPS) is a monthly sample survey involving about 60,000 households that provides valuable data on (un)employment in the United States. The Contingent and Alternative Employment Arrangements supplement focuses on individuals whose primary jobs are temporary or expected to last only a limited period of time as well as those with alternative employment arrangements (i.e., working as independent contractors, as on-call workers, through temporary help agencies, or through contract firms). Questions were asked about the two types of employment, contingent and alternative, separately as some individuals fell into both categories, some in one but not the other, and some in neither. This data collection includes variables related to occupation and industry, enabling data users to identify individuals working in arts- and culture-related fields. These occupations fall under categories such as leisure, hospitality, and agriculture, as well as related industries like arts, entertainment, recreation, design, sports, and media. This encompasses professions such as artists, architects, designers, actors, musicians, and writers. Jobs in some of these occupations are especially likely to be categorized as contingent or alternative, so this information is necessary to fully understand the employment experiences of those in art- and culture-related fields. Before July 2023, data on contingent and alternative employment arrangements were collected periodically from February 1995 to May 2017. The concepts and definitions used in the supplement are detailed in the Technical Note in the BLS news release. For more information, see the FAQs on contingent and alternative employment arrangements.

The NSW Government Prequalification Scheme: Contingent Workforce introduces a new approach for the engagement of contingent workers by government agencies. It allows suppliers to register for business opportunities through an easy online application process, encouraging participation by more suppliers and the reduction of red tape to streamline the processes for suppliers looking to do business with NSW Government. This report represents spend as reported by suppliers.

Graph and download economic data for Producer Price Index by Industry: Staffing Services (Except Professional Employer Organizations (PEOs)): Temporary Help Services, Technical and Professional (PCU561380561380103) from Jun 1994 to Apr 2025 about temporary help, professional, services, employment, PPI, industry, inflation, price index, indexes, price, and USA.

A national survey conducted to obtain data on contingent or temporary work that a person does without expecting continuing employment from a particular employer. The universe for this survey is each household member age 15 and older who had a job and worked for pay during the reference work or household members age 15 and older who did not have a job during the reference week but looked for work in the last year and were available for work during the reference week. It is a proxy response survey.

This collection provides data on labor force activity for the week prior to the survey. Comprehensive data are available on the employment status, occupation, and industry of persons aged 15 and over. Also shown are personal characteristics such as age, sex, race, marital status, veteran status, household relationship, educational background, and Hispanic origin. The Contingent Work Supplement questions, asked of all applicable persons aged 15 years and older, focused on contingent or temporary work that a person performed without expecting continuing employment from that particular employer. Additional questions covered workers' satisfaction with their current employment arrangements, job history, transition into the current employment arrangement, search for other employment, employee benefits, and earnings. (Source: downloaded from ICPSR 7/13/10)

Please Note: This dataset is part of the historical CISER Data Archive Collection and is also available at ICPSR at https://doi.org/10.3886/ICPSR06736.v2. We highly recommend using the ICPSR version as they may make this dataset available in multiple data formats in the future.

The Contingent Workforce Management Software market plays a pivotal role in today's dynamic employment landscape, enabling organizations to efficiently manage their non-permanent workforce, which includes freelancers, contractors, and temporary staff. As businesses continue to adapt to changing economic conditions a

In 2021, 23 percent of white respondents reported having contingent work in the United States. This is compared to 39 percent of Black respondents who reported the same. Contingent workers are those with temporary, freelance, or contract work who are paid according to hours worked and do not have the same benefits as regular employees.

Introduction

Healthcare Staffing Statistics: Healthcare staffing is a crucial facet of the healthcare industry. Involves the recruitment, hiring, and management of qualified professionals to meet the ever-changing demands of patients and medical institutions.

This intricate process plays a pivotal role in ensuring high-quality patient care by matching individuals' skills and qualifications to specific roles, considering factors like patient load and location.

Effective healthcare staffing requires anticipating staffing needs, managing schedules, addressing turnover, and adhering to regulatory standards.

Inadequate staffing can jeopardize patient safety and care quality. Effective staffing enhances patient outcomes and experiences, making it a cornerstone of healthcare delivery.

In essence, healthcare staffing is a complex, indispensable process that directly impacts patient well-being and the overall success of healthcare organizations. Demanding meticulous planning and unwavering commitment to excellent patient care.

To obtain information about the "contingent" workforce. "Contingent" work is temporary work that a person does without expecting continuing employment from the particular employer (or source of employment) for whom they work.

Department employment by permanent and contingent (non permanent). Permanency is attached to the employee, not the current role The workforce on unpaid leave as at the last pay day in June is included to give a more inclusive representation of the permanent/contingent cohorts.

The Department of Industry, Transport for NSW and the Department of Education were not able to demonstrate that the use of contingent labour is the best resourcing strategy to meet their business needs or deliver value for money, according to a report released today by NSW Auditor-General, Margaret Crawford.

Abstract (en): This data collection is comprised of responses from two sets of survey questionnaires, the basic Current Population Survey (CPS) and a survey on the topic of Contingent Employment in the United States, which was administered as a supplement to the February 2005 CPS. In addition to administering the basic CPS, interviewers asked the supplementary questions in three-fourths of the sample households.The CPS, administered monthly, is a labor force survey providing current estimates of the economic status and activities of the population of the United States, for the week prior to the survey. Specifically, the CPS provides estimates of total employment (both farm and nonfarm), nonfarm self- employed persons, domestics, and unpaid helpers in nonfarm family enterprises, wage and salaried employees, and estimates of total unemployment.The Contingent Work Supplement questions were asked of all applicable persons age 15 years and older. The supplement data is comprised of information on contingent or temporary work that a person did without expecting continuing employment from the particular employer they happened to be working for. Also included is information about each worker's expectation of continuing employment, satisfaction with their current employment arrangement, current job history, transition into the current employment arrangement, search for other employment, employee benefits, and earnings. The supplement questions were not asked of unpaid family workers and persons not looking for work (this includes persons not in the labor force and unemployed persons on layoff who are not looking for work). Demographic variables include age, sex, race, Hispanic origin, marital status, veteran status, educational attainment, occupation, and income. The data contain eight weight variables: Household Weight -- HWHHWGT -- Used in tallying household characteristics.; Family Weight -- PWFMWGT -- Used only in tallying family characteristics.; Longitudinal Weight -- PWLGWGT -- Found only on adult records matched from month to month (used for gross flows analysis).; Outgoing Rotation Weight -- PWORWGT -- Used for tallying information collected only in outgoing rotations.; Final Weight -- PWSSWGT -- Used for most tabulations, controlled to independent estimates for (1) States; (2) Origin, Sex, and Age; and (3) Age, Race, and Sex.; Veteran's Weight -- PWVETWGT -- Used for tallying veteran's data only.; Composited Final Weight -- PWCMPWGT -- Used to create BLS's published labor force statistics.; Supplement Weight -- PWSUPWGT -- Used in tallying individuals on the file.; Users are strongly encouraged to refer to the User Guide for additional detailed information on how to use these weights, and how they were derived. The CPS universe consists all persons in the civilian noninstitutional population of the United States living in households. The February 2005 supplement universe consists of each household member age 15 and older who: (1) had a job during reference week and worked for pay or profit, or (2) did not have a job during reference week but looked for work during the last year and was available for work during reference week. A multistage probability sample was selected to represent the universe of approximately 56,000 households. 2012-10-24 The ASCII data for this collection have been completely replaced. The data collection has been updated to include SAS, SPSS, and Stata setup files for use with the new data. Also included in the update are a corresponding SAS transport (CPORT) file, SPSS system file, Stata system file, and a tab-delimited version of the new ASCII data. computer-assisted personal interview (CAPI), computer-assisted telephone interview (CATI)Users are strongly encouraged to refer to the User Guide (produced by the Principal Investigators), which contains not only information about the basic CPS survey, but also detailed technical documentation specific to the School Enrollment and Internet Use Supplement. In particular, Attachment 8 of the User Guide contains the supplement questionnaire.Any edited universe statement for a variable is defined in either the basic or supplement record layout, which are located in Attachment 6 and 7, respectively, of the User Guide.ICPSR removed all FILLER and PADDING variables from the data. As a result, the column locations in any ICPSR-released data product (e.g., codebook and setup files) will have column locations that are not consistent with locations describe...

According to a survey conducted in March 2022, Indonesia had the highest contingent workforce adoption in the Asia-Pacific region, as 67 percent of the responding Indonesian companies stated that they hired temporary workers. At 45 percent, South Korea had the region's lowest share of companies offering freelance jobs.

This dataset provides Long-Term Care Facility Nurse Staffing Hours Worked.