In 2016, ** 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.

NADAC data users should note that this data collection contains data on arts-related occupations. Please read the summary below for details. 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 2017 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 16 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 occupation and industry information variables in this data collection can help the data users identify individuals who worked in arts and culture related fields. The occupations are listed in categories like "Architecture and engineering occupations" and "Arts, Design, Entertainment, Sports, and Media Occupations," which include professions such as artists, architects designers, actors, musicians, and writers. Industries related to the arts and culture are in the "Arts, Entertainment, and Recreation" category. 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.

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

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.

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.

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.

Contingent Workforce Management Market Outlook 2032

The global contingent workforce management market size was USD 209.44 billion in 2023 and is likely to reach USD 557.92 billion by 2032, expanding at a CAGR of 10.5% during 2024–2032. The market growth is attributed to the high demand for flexible staffing solutions across the globe.



Increasing demand for flexible staffing solutions is driving the contingent workforce management market. This market comprises various services and solutions that help organizations manage their non-permanent or contingent workforce, which includes freelancers, independent contractors, consultants, and other temporary workers. The rise in the gig economy, coupled with the need for specialized skills and expertise in various fields, has led to a surge in the use of contingent labor. Organizations are seeking effective ways to manage this growing workforce segment, leading to the expansion of the market.

Impact of Artificial Intelligence (AI) in Contingent Workforce Management Market

The use of artificial intelligence is likely to boost the contingent workforce management market. AI-powered solutions are streamlining the sourcing process by automating the task of finding the right talent. These solutions use advanced algorithms to match job requirements with the skills and experience of potential candidates, thereby reducing the time and effort required in manual screening. Furthermore, AI is enhancing the tracking and management of contingent labor. AI tools provide valuable insights that help organizations optimize their workforce strategies, by analyzing data on worker performance and engagement. This improves operational efficiency and leads to better workforce utilization.



AI is playing a crucial role in ensuring compliance. It automatically monitors and enforces compliance with labor laws and regulations, thereby reducing the risk of non-compliance and associated penalties. Thus, the integration of AI is significantly enhancing the efficiency and effectiveness of managing a flexible workforce, driving the market.

Contingent Workforce Management Market Dynamics

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In 2021, ** percent of white respondents reported having contingent work in the United States. This is compared to ** 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.

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, ** 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 global Contingent Workforce Management market is anticipated to grow from USD 243.79 Billion in 2024 to USD 568.65 Billion by 2034, at a CAGR of 8.35% during the forecast period.

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 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

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.

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.

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

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.

This statistic illustrates the distribution of contingent workers in the United States in 2017, by education level and employment. In that year, **** percent of independent contractors had a Bachelor's degree or higher, compared to *** percent of independent contractors who had less than a high school diploma.

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.

Contingent workers are freelancers, independent contractors, or consultants that work on a short term basis. They are heavily involved in many business organizations. In 2016, ** percent of operations/production/service areas in U.S. organizations used contingent workers.