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SIA Temporary Worker Survey Report Provides Insight Into What Contractors Really Think of Staffing Agencies and Contract Work

Staffing Industry Analysts released the full report for their 8th annual survey of the temporary worker population this past August. The 2019 Temporary Worker Survey was conducted in late 2018, and included data from nearly 6,000 North American temporary workers from 45 staffing firms. The survey report provides some key observations, including which jobsites are most commonly used by temporary workers, as well as the way that temporary workers view contract work.

The report states “The job sites most commonly used by temporary workers are Indeed, LinkedIn, and agency job listings. Four additional job sites were used to at least some degree, by 20% or more of respondents: Glassdoor, Google Search, Careerbuilder, and Monster; however, none of these were the primary job site for more than 6% of respondents.” For The CRS Group, this finding confirmed our use of our website (, Glassdoor, Google Search (via ZipRecruiter), Careerbuilder, and Monster, as well as posting to Facebook,, ZipRecruiter, JobByDoo, Dice, and Neuvoo. As a company, we see much of our hiring success from ZipRecruiter, with a total of 32% of hires coming from ZipRecruiter since the beginning of 2019. The job board that generates the second highest amount of hires for us is CareerBuilder, with a total of 15% of hires since the beginning of 2019. In third place is Dice, with a total of 6% of our hires this year.

Another unsurprising finding of the survey report was that temporary workers mainly take contract positions as a method of finding a regular/permanent job or because they think it might lead to a regular/permanent position. When temporary workers were asked “What has been your primary reason to work as a temporary employee?”, 58% of workers responded “As a method of finding a regular/permanent job or because I thought it might lead to a regular/permanent position”. Other answers were “To supplement income while looking for a regular/permanent position” and “To learn new skills/ get work experience” As stated, this was not a surprising statistic, as many of our contractors tell us that they want to obtain permanent employment, and we are often asked what skills they can develop while on project that might lead to being converted to a permanent employee with our clients. We do what we can to provide this information based on information from previous contractors who transitioned to a permanent position within the company. We have much success here, with a fair percentage of our consultants transitioning to a permanent role.


Survey Questions:

The survey also asked temporary workers “What could your recruiter do better that would improve your experience as a temporary worker?” Answers were:

Do a better job preparing recruits for interview/assignment

“More interview training is needed.”

“Contract duration and benefits need to be thoroughly explained.”

“Provide background of the opportunity, including past experiences of others at the job.”

At The CRS Group, our Recruiters focus on a certain portfolio of clients, which means that each Recruiter learns much more about the companies they recruit for and will therefore be of more use to job seekers who want to know as much as they can about the company and the position for which they are applying. Working with a recruiter who has taken the time to learn more about their specific client means that they have a better idea of what a hiring manager is looking for, which ultimately will help candidates get a more clear picture of what the position will truly be like. This helps them to make a better, more informed decision on whether or not this will be the right role for them, in addition to better preparing them for the interview process. Our Recruiters and Account Managers provide as much information as possible about the company, the specific position they are interviewing for, and sometimes even information about the Hiring Managers. Some are able to speak to what our past consultants have enjoyed/ not enjoyed at each role or company. We really do all we can to give our consultants the full picture of what the position will look like at the specific company.

Improve communication

“Reach out every now and then, maybe visit onsite.”

“Get me feedback from the client from time to time.”

“Be more reachable after I get hired. I haven’t seen or even talked to my recruiter since I was placed.”

We know how easy it can be for Recruiters to get busy and forget to reach out to their employees that work on site with a client, when they don’t see them every day. Our Recruiters encourage our consultants to reach out with project updates, and will check in from time to time when they are able to. Our Account Managers will provide client feedback as we receive it from Hiring Managers. Our Consultant Care Coordinator is also a resource for all of our contractors to reach out to for anything they need while on assignment. We also encourage our consultants to connect with us on LinkedIn, Facebook, and Twitter, because we utilize our social media accounts to provide information that will be of value to our CRS community, by regularly posting articles on client news, job search tips, resume writing, interview prep and follow up, networking, how to transition into a new position, motivation, professional development, and workplace success. Whether it’s an Account Manager going on site to take consultants out to lunch, or it’s our Consultant Care Coordinator answering timecard questions, we aim to be there for our consultants throughout their entire time with our clients. We want to provide value to the people we employ, as well as the clients that we fill positions for.

Temporary workers were also asked: “What anonymous feedback would you like to give your staffing agency? What would you recommend that it do differently? What is it doing right?” A recurring answer was better communication, as stated below.

How communication could be better

“Quarterly email newsletters;” “conduct quarterly meetings or regular gatherings.”

“Be more accurate on job posting;” “make sure the role the applicant is applying for doesn’t change into something completely different.”

“Take time with a new temp on how things will flow and what to expect;” “I recommend a new-hire workshop.”

The CRS Group sends out a Monthly Email Newsletter called The CRS Connection to all of our currently employed consultants. This Newsletter contains tips for success while on project, articles on networking, advice straight from our very own recruiters, reminders to update one’s recruiter on how their project is going, and links to browse our social accounts, including our website and a link to browse our open jobs. As for preparing our consultants for what to expect, when a candidate is officially hired, we take every effort to welcome them to the team and ensure they are completely prepared to start with our client. At the CRS Group, we have a Consultant Care Coordinator, whose role is to be there for our consultants when they run into issues or need assistance while on project. One of the key ways our Care Coordinator assists our consultants is by creating a personalized Welcome Letter for each and every consultant before they start with our client. This letter contains a number of items that are of importance when starting a new job, including start date/time/location details, the dress code of their work location, maps, a pay schedule, a list of escalation contacts for different departments at The CRS Group, instructions on how to access and complete their timecards, and even how to go about requesting time off or calling in sick. Our Consultant Care Coordinator sends out this letter via email so that the consultant has a hard copy, and follows this up with a phone call to the consultant to go over the letter in detail, and to answer any questions they may have prior to their first day.


Our Talent Satisfaction Score:

The CRS group was awarded Inavero’s Best of Staffing for both Talent and Client satisfaction for the third time this year, and we attribute that to the abovementioned aspects of how we do business with our Clients and Contractors.

For both Client and Talent awards, Inavero utilizes The Net Promoter survey methodology (created by Fred Reichheld in 2003) to measure a client’s or contractor’s willingness to refer a company’s product or services, as a way to gauge service quality and satisfaction. 87 of our consultants (past and present) were asked “How likely are you to recommend our company to a friend or a colleague?” and 65.5% said they would recommend our firm to a friend or colleague.

All 19 of our Clients were asked “How likely are you to recommend our company to a friend or a colleague?” and 84.2% said they would recommend our firm to a friend or colleague.

As a staffing firm, our goal is not only filling a position, but also to truly bridge the gap between job seekers and our clients by building a solid partnership with each of them. We find the roles that best fit our consultants’ needs, and only submit those who will help our clients to succeed. We know we wouldn’t be able to provide this value without our contractors; they’re what has made us a successful Professional and IT staffing firm for over 25 years.



“NORTH AMERICA TEMPORARY WORKER SURVEY 2019: FULL REPORT.” Staffing Industry Analysts, 16 Aug. 2019,