In 2024, the telework rate of financial industry workers was almost 65 percent. Comparatively, the accommodation and food services industry had the lowest rate, with 1.7 percent of employees able to work fully remotely.

Before the coronavirus (COVID-19) pandemic, 17 percent of U.S. employees worked from home 5 days or more per week, a share that increased to 44 percent during the pandemic. The outbreak of the COVID-19 pandemic accelerated the remote working trend, as quarantines and lockdowns made commuting and working in an office close to impossible for millions around the world. Remote work, also called telework or working from home (WFH), provided a solution, with employees performing their roles away from the office supported by specialized technology, eliminating the commute to an office to remain connected with colleagues and clients. What enables working from home?

To enable remote work, employees rely on a remote work arrangements that enable hybrid work and make it safe during the COVID-19 pandemic. Technology supporting remote work including laptops saw a surge in demand, video conferencing companies such as Zoom jumped in value, and employers had to consider new communication techniques and resources. Is remote work the future of work?

The response to COVID-19 has demonstrated that hybrid work models are not necessarily an impediment to productivity. For this reason, there is a general consensus that different remote work models will persist post-COVID-19. Many employers see benefits to flexible working arrangements, including positive results on employee wellness surveys, and potentially reducing office space. Many employees also plan on working from home more often, with 25 percent of respondents to a recent survey expecting remote work as a benefit of employment. As a result, it is of utmost importance to acknowledge any issues that may arise in this context to empower a hybrid workforce and ensure a smooth transition to more flexible work models.

Percentage and average percentage of workforce anticipated to work on-site or remotely over the next three months, by North American Industry Classification System (NAICS), business employment size, type of business, business activity and majority ownership, first quarter of 2025.

In 2024, 70 percent of vacancies in the IT and Telecommunications sector in Spain offered remote work. The Law sector had the second-highest number of remote jobs, with 56 percent of vacancies.

In February 2025, approximately 14 percent of workers in Great Britain worked from home exclusively, with a further 26 percent working from home and travelling to work, while 37 percent only travelled to work. During this time period, the share of people only travelling to work was highest in March 2022, at 60 percent of respondents, with the peak for only working from home occurring in June 2020. In general, hybrid working has become steadily more popular than fully remote working, with the highest share of people hybrid working in November 2023, when 31 percent of people advising they were hybrid working. What type of workers are most likely to work from home? In 2020, over half of people working in the agriculture sector mainly worked from home, which was the highest share among UK industry sectors at that time. While this industry was one of the most accessible for mainly working at home, just six percent of workers in the accommodation and food services sector mainly did this, the lowest of any sector. In the same year, men were slightly more likely to mainly work from home than women, while the most common age group for mainly working from home was those aged 75 and over, at 45.4 percent. Over a long-term period, the share of people primarily home working has grown from 11.1 percent in 1998, to approximately 17.4 percent in 2020. Growth of Flexible working in the UK According to a survey conducted in 2023, working from home either on a regular, or ad-hoc basis was the most common type of flexible working arrangement offered by organizations in the UK, at 62 percent of respondents. Other popular flexible working arrangements include the ability to work flexible hours, work part-time, or take career breaks. Since 2013, for example, the number of employees in the UK that can work flextime has increased from 3.2 million, to around 4.2 million by 2024. When asked why flexible work was important to them, most UK workers said that it supported a better work-life balance, with 41 percent expressing that it made their commute to work more manageable.

Key Features of JobsPikr’s Canada Job Posting Data: Extensive Data Points: Our database covers a wide array of attributes for each job listing, including the date of posting, job title, employing company, company website, salary range, job location (remote or on-site), and geographic area. Flexible Delivery Options: Choose from a variety of data delivery methods to suit your specific needs. Rapid Data Delivery: We pride ourselves on having the fastest delivery frequency in the industry, ensuring you have timely access to job market data. Historical Data Since 2019: Our extensive historical coverage provides a rich dataset for analyzing market trends over time. Diverse Data Sources: We aggregate data from top job boards like Indeed, Glassdoor, LinkedIn, as well as direct listings from company websites, offering a comprehensive view of the job market. Geographic Coverage Across Major Canadian Regions: Our data spans the vast geography of Canada, encompassing both major urban centers and smaller regions.

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Staffing Services Market Size 2024-2028

The staffing services market size is forecast to increase by USD 236.6 billion at a CAGR of 6.53% between 2023 and 2028. The market is experiencing significant growth, driven by several key factors. Firstly, the increasing demand for jobs in the labor market continues to fuel the need for staffing services. Secondly, the trend towards remote work and hybrid models has created new opportunities for staffing firms to provide flexible workforce solutions. Lastly, regulatory compliance is a mandatory consideration for staffing services, ensuring adherence to labor laws and industry standards. These factors, among others, are shaping the market landscape and presenting both opportunities and challenges for staffing providers. By staying abreast of these trends and regulatory requirements, staffing firms can effectively meet the evolving needs of their clients and candidates.

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The market encompasses various types of employment arrangements including Contract Staffing and Temporary Staffing. Recruitment agencies play a vital role in providing Employees for businesses, especially for Skilled Candidates who are in high demand. Fixed-term Contracts, Casual Work, and Seasonal Work are common staffing solutions for businesses with fluctuating Workforce Requirements. Online Recruitment has become increasingly popular due to its Cost-effective Hiring benefits and the ability to access a vast Talent Pool. In today's business environment, Staffing Services have become essential for various industries, especially Healthcare, where staff shortages can have serious consequences. Unemployment rates and Business activity influence the demand for Staffing Services. Staffing factoring services and Online factoring platforms offer financial solutions to help businesses manage cash flow during Client payment delays and High client turnover. FinTech companies are revolutionizing the Staffing Services industry with Automated processes, Digital payment solutions, and Blockchain technology. Non-recourse factoring is a popular financing option for businesses. The Staffing Services Market is also witnessing the emergence of Cross-Border Recruitment, Job Opportunities, and Talent Mobility. Job Vacancies and Staffing Needs continue to shape the market, with detailed Job Descriptions guiding the recruitment process.

Market Segmentation

The market research report provides comprehensive data (region-wise segment analysis), with forecasts and estimates in 'USD billion' for the period 2024-2028, as well as historical data from 2018-2022 for the following segments.

Type

  Temporary staffing
  Permanent placement
  Contract staffing
  Outsourced recruitment
  Executive search


End-user

  Information technology
  Healthcare
  Manufacturing
  Finance and accounting
  Others


Geography

  North America

    US


  Europe

    Germany
    UK


  APAC

    Japan


  South America



  Middle East and Africa

By Type Insights

The temporary staffing segment is estimated to witness significant growth during the forecast period.The temporary staffing sector holds a substantial share in The market in 2023. This segment caters to the temporary hiring demands of organizations due to short-term projects or seasonal fluctuations. Temporary staffing encompasses a range of jobs, from entry-level positions to specialized roles, across industries such as healthcare, manufacturing, IT, and finance. Key players in The market, including ManpowerGroup, Randstad N.V., and Adecco Group, provide temporary staffing solutions for various industries. ManpowerGroup simplifies the recruitment process for firms of all sizes with their hassle-free temporary staffing offerings. Randstad N.V. Offers flexible hiring options, enabling companies to optimize hiring costs and efficiently onboard skilled professionals in response to changing business and client needs for a limited period.

Financial services, such as recourse factoring, can support staffing agencies in managing their working capital requirements during the staffing process. Regulatory oversight ensures that these services are provided ethically and in compliance with industry standards.

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The Temporary staffing segment accounted for USD 192.90 billion in 2018 and showed a gradual increase during the forecast period.

Regional Insights

APAC is estimated to contribute 33% to the growth of the global market during the forecast period. Technavio's analysts have elaborately explained the regional trends and drivers that shape the market during the forecast period.

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In North America, the market experienced significant growth in 2023, with a

According to Cognitive Market Research, the global Outplacement Services market was USD 3.1 billion in 2022 and will grow at a compound annual growth rate (CAGR) of 18.1% from 2023 to 2030. How are the Key Drivers Affecting the Outplacement Services Market?

Increasing Penetration of Analytical Solutions and Connected Devices Applications Drive the Outplacement Services Market

The rising adoption of analytical solutions and connected device applications propels the Outplacement Services Market. These technologies enable deeper insights into job markets, skill demands, and career trends, enhancing the effectiveness of outplacement services.

Visier, Inc. introduced a novel Platform as a Service (PaaS) named Alpine Visier. These fresh services expand the company's portfolio, offering a comprehensive solution that appeals to potential customers and speeds up revenue growth.

(Source:www.visier.com/blog/alpine-platform/)

Data-driven analytics assist in personalized coaching and job matching, while connected devices provide seamless virtual access to resources and support. This digital transformation optimizes service delivery, aligning with the evolving needs of job seekers and employers, thus driving the market's growth.

Wide ranging Advantages to Organization to Decipher the Market Share

The Factors Restraining the Growth of the Outplacement Services Market

Changing Workforce Dynamics is Challenging the Growth of the Outplacement Services Market

Changing workforce dynamics challenge the Outplacement Services Market by introducing varied skill requirements. Rapid technological advancements and automation reshape job roles, leading to a diverse range of displaced employees with differing skill sets. Providing relevant and effective support tailored to these evolving skill demands becomes more complex. Outplacement service providers must continually adapt their offerings to address the dynamic needs of individuals facing job transitions in a rapidly changing job landscape.

Impact of Covid-19 on Outplacement Services Market

The COVID-19 pandemic disrupted the Outplacement Services Market by causing widespread economic uncertainties, job losses and organizational restructuring. High unemployment rates and remote work challenges shifted the demand for outplacement services. The remote nature of work transitions and limited in-person interactions presented difficulties in delivering personalized support. Despite the increased need for career transition assistance, budget constraints among companies during the pandemic further affected the accessibility and utilization of outplacement services. Introduction of Outplacement Services

The Outplacement Services Market is growing due to changing workforce dynamics and corporate restructuring. Organizations increasingly focus on supporting laid-off employees with career transition assistance and maintaining positive employer branding. With advancements in technology, personalized coaching, skill development, and job search support are offered, driving demand for outplacement services. A greater emphasis on employee well-being and a competitive job market also influences growth.

These developments empower businesses to offer better-tailored solutions and services, which, in turn, contribute to the growth of the Outplacement Services industry.

In the upcoming years, the Metaverse is expected to play a large role in people's lives, according to a recent press release from Gartner, a renowned research and advising company. According to Gartner, 25% of individuals will spend at least one hour per day in the Metaverse by 2026. This virtual environment has the power to change how we communicate, connect with one another, and do business.

(Source:www.linkedin.com/pulse/gartner-predicts-25-people-spend-least-one-hour-per-chintan/)

According to Cognitive Market Research, the global Recruitment & Staffing market size is USD 519848.5 million in 2024. It will expand at a compound annual growth rate (CAGR) of 9.90% from 2024 to 2031.

North America held the major market share for more than 40% of the global revenue with a market size of USD 207939.40 million in 2024 and will grow at a compound annual growth rate (CAGR) of 8.1% from 2024 to 2031.
Europe accounted for a market share of over 30% of the global revenue with a market size of USD 155954.55 million.
Asia Pacific held a market share of around 23% of the global revenue with a market size of USD 119565.16 million in 2024 and will grow at a compound annual growth rate (CAGR) of 11.9% from 2024 to 2031.
Latin America had a market share for more than 5% of the global revenue with a market size of USD 25992.43 million in 2024 and will grow at a compound annual growth rate (CAGR) of 9.3% from 2024 to 2031.
Middle East and Africa had a market share of around 2% of the global revenue and was estimated at a market size of USD 10396.97 million in 2024 and will grow at a compound annual growth rate (CAGR) of 9.6% from 2024 to 2031.
Recruiting held the domiant position in the Recruitment & Staffing market

Market Dynamics of Recruitment & Staffing Market

Key Drivers for Recruitment & Staffing Market

Huge job opportunities in the BFSI and IT sectors drive staffing and recruitment market growth

IT hiring and recruitment sector is rapidly expanding. According to research from the online hiring site Monster, the banking, financial services, and insurance (BFSI) industry in India will see a 27% increase in job posts year over year in February 2023. According to Monster data, finance-related employment will account for around 8% of all jobs posted on the site by 2023. Furthermore, India is seeing a significant increase in job prospects as a result of digitization, payment innovations, and expanded financial inclusion, as well as the forthcoming 5G deployment. According to the Monster Employment Index, hiring in the BFSI industry increased by 25% in August 2022, after experiencing a 21% increase in July 2022.

Rising young populations

The presence of young workers in the job market and the desire of recruitment agencies for budget-friendly approaches are significantly impacting the expansion of the Recruitment & Staffing Market. Recruitment helps connect skilled and capable young individuals with organizations that are seeking employees, ensuring companies find the right candidates for their needs. Similarly, the focus on expenses has led companies to choose recruitment solutions that are both efficient and cost-effective. These elements contribute to the expansion of the Recruitment & Staffing Market by meeting the demand for cost-effective and effective recruitment services, enabling businesses to acquire the appropriate talent.

Restraint Factor for the Recruitment & Staffing Market

Rising Costs and Margin Pressure

The Recruitment & Staffing Market is restrained by increasing cost and margin pressure. As the operational cost increases in the industry (for eg technology investment, talent acquisition cost etc.), it leads to margin pressure for the recruitment agencies, as every business tries to maintain the profit margin, which directly impact the competitive pricing for the services offered. The rising operational cost may also affect the smaller agencies to invest in cutting edge technologies, training programs etc., which directly impact their competitiveness in the market. Hence the increasing cost in the industry will definitely be a challenge and how efficiently businesses manage this cost pressure will define their sustained growth and profitability.

Impact of Covid-19 on the Recruitment & Staffing Market

The Covid-19 pandemic changed the Recruitment & Staffing market dynamically with its impact across the entire global market. As a result of the COVID-19 pandemic that led to some shutdowns, economic instability and business disruption, many organizations were compelled to freeze or even downsize their employee intake, hence reducing the demand for recruitment services. Nevertheless, as the economis slowly turns into improvement there is observed the shift in the focus on remote work and virtual hiring what accelerates the employment of digital recruitment solutions and platforms. Temporary and contract st...

https://pcrdgis.agriculture.purdue.edu/arcgis/rest/services/VulnerabilityVulnerability by counties Response to COVID-19 To measure vulnerability, Purdue used the following metrics: Limited digital connectivity Percent households with no internet access or relying solely on cellular data to access the internet Percent households with no computing devices or relying solely on mobile devices to access the internet Percent population with access to no providers or access to up to 10/1 advertised speeds only Data source: 2014-2018 ACS 5 year estimates, FCC Form 477 December 2018 v1 Remote work potential Purdue identified several occupations and industries that overall engage less in working from home Occupations: calculated the share of workers employed in service, natural, construction, maintenance, production, transportation, material moving, and military specific occupations Industry: calculated the share of workers employed in construction, manufacturing, wholesale, retail, transportation and warehousing, utilities, and government, including armed forces Each variable separated into quintiles, each county ranked in these No vulnerability Roughly one-quarter (27% of counties, 849 total) have no vulnerability to implementing the virus outbreak mitigation strategies. Therefore, their students and workers may weather this virus outbreak better compared to other counties Note: these counties still had percentages of their population and workers that will struggle when implementing these containment strategies Low vulnerability Roughly one-third of counties (1,063) have low vulnerability to the outbreak since they placed in the highest quintiles in 1 or 2 of the variables analyzed. In other words, for the most part they will be able to implement the mitigation strategies Moderate vulnerability A bit over one-quarter of counties (861) placed in the moderate vulnerability category. These counties will have a harder time implementing the virus outbreak mitigation strategies since they placed in the highest quintiles in 3-4 variables analyzed High vulnerability Roughly ten percent (330) fall into the high vulnerability category. These counties will have a very hard time implementing the mitigation strategies recommended. This means their social distancing efforts will be undermined, placing their students and workers in distress during this outbreak Vulnerability by tracts Map Viewer Data for the digital divide index (DDI) was compiled by Purdue Center for Regional Development and obtained from the 5-year American Community Survey (ACS) and Ookla Speedtest® open dataset.

According to a survey in May 2022, around 64 percent of South Korean respondents working in the functional labor sector answered that remote work was ineffective due to the difficulties of handling their work from home. At the same time, the majority of workers in the agriculture and fishery industry responded that the challenge of communicating with coworkers was the main reason for the ineffectiveness of remote work with a share of roughly 65 percent.

According to a survey in May 2022, almost 67 percent of South Korean workers in the agriculture and fishing sector answered that remote work was effective. Other occupations showed a similar level of agreement.

According to a study conducted in 2021, most of the Canadian employees who wished the least to work most or all hours outside the home operated in the sector of business, finance, and administration. Once the coronavirus pandemic is over, only 14.5 percent of teleworkers in this sector preferred to be fully back in the office. Some 46.5 percent of employees in this sector favored working most of their hours remotely.

In financial year 2020, only about 1.3 percent of the total workers were gig workers with Usual Principal and Subsidiary Status. There was an increase in the share of gig workers since financial year 2012.

The gig economy The gig economy essentially is a free market structure in which people are hired temporarily by a company for short-term commitments. This, however, is not a new concept to India. India has a large share of informal and casual workers participating in gig work for decades. Gig work comprises earning income that lies outside of the conventional long-term employer-employee relationship. This has gained traction since the economic downturn of the pandemic. Projections of gig work point to an increment of over 1.25 percent to the country’s GDP.

Employee turnover and job opportunities The great reshuffle refers to the masses of people quitting their jobs primarily precipitated by the pandemic. Consequently, employee attrition and turnover rates across the country were higher than ever before. In addition, hiring processes are also being executed at unprecedented levels, particularly in the IT and tech industry. With job opportunities inundating the market, employees preferred job roles that aligned with their ambitions and prioritized work-life balance. Studies indicated that men and women wanted more flexibility in their jobs, tipping the scales in favor of hybrid and remote work environments.