June 01, 2015

What’s Trending in the Temp Market – Q2 of 2015

At DCR TrendLine, we’re always focused on what’s trending in anything to do with non-employee worker supply and demand. This month, we’re presenting our quarterly view of pivotal trends in key talent sectors of the staffing industry and human capital management.


It may seem that there is no connection between the Internet of Things (IOT) and HR, but it is a major trend that HR professionals need to stay alert to. Technology analyst firm Garner predicts that soon there will be nearly 30 billion connected devices within the IoT. Wearable technology, such as smart glasses, badges, jewelry, watches, and pens, tie workers to their organizations. While this innovation is not ever-present yet, HR will have to contend with issues around monitoring workers, such as worker privacy and security.


Gamification is a hot topic right now in various areas within the talent management space. In candidate selection, simple games can be used to test cognitive capabilities. And in recruitment, candidates are able to experience what working for an organization is like by participating in simulations. Gamification in performance management introduces leader boards, points, and badges that are related to specific desired behavior. In training, numerous studies have found that games and simulations are more effective than traditional classroom learning.


Recently McKinsey & Company released a study that showed that gender diverse companies had financial performance that was 15 percent higher than the national industry mean. According to McKinsey, more diverse companies are better able to win top talent, and improve employee satisfaction and decision making. Women, who account for an average of 16 percent of the members of executive teams in the United States, remain underrepresented at the top of corporations globally. Organizations are beginning to understand the benefits of gender diversity, and are making it a strategic priority. Many companies are restructuring policies and programs to increase gender neutrality, and implementing measures to create hiring strategies and talent pipelines that boost gender diversity.