The agency work industry around the world - Ciett

ECONOMIC REPORT
The agency work industry
around the world
2011 Edition
(based on figures available for 2009)

The agency work industry
around the world
ECONOMIC REPORT
2011 Edition
(based on figures available for 2009)

Introduction
In 2009, the global agency work
industry continued to feel the impact of
the economic downturn that started in
the USA in 2007, and quickly spread to
the rest of the world. Certain countries
were hit harder than others, while some
continued to grow. The trends in this
report go some way to showing that
the openness and the socio-economic
fabric of national economies and
the flexibility of their labour markets
account for the difference across
countries.
Overall, the total number of agency
workers worldwide fell 6% in 2009,
compared to 2008, amounting to
nearly 9 million full-time equivalents
on a daily basis. In parallel, global total
annual sales revenues also fell by 16%,
amounting to €203 billion. The negative
impact of the economic crisis on the
labour market in general, and the
agency work sector in particular, began
in spring 2008 and accelerated in 2009.
This report goes on to begin to describe
the strong recovery made by the agency
work sector in the first half of 2010.
In 2009, some markets such as
Brazil and South Africa continued
to grow, boosted by their rapidly
expanding economies, which were
only temporarily set back by the
crisis. However, most mature markets
continued the declines which began in
the previous year.
Agency work plays - and still has the
potential to play further - a valuable
role in easing transitions within and into
the labour market. Agency work creates
jobs that would not otherwise exist,
enhancing companies’ competitiveness
and workers’ employability, thereby
promoting a labour market that
corresponds better to peoples’ - and
companies’ - needs and aspirations.
In global markets emerging from crisis,
the agency work industry’s capacity to
anticipate and match labour market
needs with the required skills is even
more crucial, as agencies serve as
impresarios for workers, immediately
identifying job vacancies, providing
training, and facilitating the transition
from unemployment to work, from one
assignment to the next. In addition,
agency work prepared the ground for a
job-creating economic upturn, helping
companies face the ongoing global
competitive pressure, increasing labour
4

market participation, and furthermore,
accelerating and increasing the number
of jobs created as the economy
recovers.
Now more than ever, the agency work
industry plays a key role in improving
the functioning of the labour market,
by facilitating the match between
supply and demand of labour, by
securing upwards transitions for agency
workers, and by providing more work
opportunities for more people.
5

Content
1. The players 11
2. Agency workers in numbers 19
3. The profile of agency workers 28
a. General trends
b. Agency workers’ motives & satisfaction
4. Agency work’s contribution to a better functioning labour market 46
a. Transitions
b. Job creation
c. Inclusion & diversity
5. Companies’ rationale to use agency work 65
6. Agency work and the economic recovery 72
7

The key facts & figures
The players
• There are 72,000 private employment
agencies and 169,000 branches
worldwide, employing 741,000 internal
staff
• In 2009 the total annual sales revenues of
the top 10 private employment agencies
worldwide accounted for 29% of the total
agency work market
• In 2009 the global total annual sales
revenues amounted to €203 billion,
down 16% from 2008
• Japan is the world leader with 24% of total
annual sales. The USA represents 22% of
the global agency work market, followed
by the UK at 12%
• Europe is the leading regional entity by
total annual sales revenues, accounting
for 40% of global total annual sales
revenues
Agency workers
in numbers
• In 2009 nearly 9 million agency workers
in full-time equivalents were employed
by private employment agencies across
the globe, down 6% from 2008
• The agency work penetration rate is 1.7%
in Japan and 1.5% in Europe and 1.3% in
the USA
• The average number of hours worked
by an agency worker during one year is
nearly half as much as a full time worker
• Most agency work assignments are more
than one month long
The profile of agency workers
• Nearly three in five agency workers are
aged less than 30
• Three in four agency workers have at best
finished their secondary education
• A significant proportion of agency
workers do not seek a permanent
employment
• The motive to work via an agency is
usually to find a permanent job
8

The contribution of agency
work to a better functioning
labour market
• Agency work facilitates transitions in the
labour market
• Agency work contributes to reducing
unemployment especially by serving as a
stepping-stone into the labour market
• The higher the agency work penetration
rate the lower the level of undeclared
work
• Private employment agencies contribute
to upgrading the skills of agency workers
• Vulnerable target groups use agency
work as a means of entering the labour
market
Companies’ rationale to use
agency work
• Agency work improves companies’
competitiveness
• Agency work is not a substitute for
permanent employment
• Reasons to use agency work are generally
to meet peaks in demand or to fill in for
absent employees
Agency work and the economic
recovery
• Agency work is a bellwether of the
economic situation
• As a cyclical business - and a forecasting
indicator - agency work has suffered from
the economic crisis, but agency workers
have been the first ones to be hired when
the economy recovers
• Agency work limits the risk and duration
of unemployment
• The private employment agency industry
has rebounded sharply since the
recession
9

1. The players
• There are 72,000 private employment agencies
[PrEAs] worldwide, with 169,000 branches and
741,000 persons as internal staff
• Total annual sales revenues for the top 10 PrEAs
account for 29% of the global agency work market
• Global total annual sales revenues amounted to
€203 billion in 2009
• Japan is the world leader with 24% of total annual
sales. The USA represents 22% of the global agency
work market, followed by the UK with 12%
• Europe is the leading regional entity by total
annual sales revenues, accounting for 40% of
global total annual sales revenues
11

There are 72,000 private
employment agencies...
From 2008 to 2009 the number
of private employment agencies
[PrEAs] increased by 1% to reach
72,000. Europe accounts for 48% of
all PrEAs, the Asia/Pacific region for
34%, North America for 8% and Africa
for 4%. Japan, Germany and the UK
are the top three countries in terms
of number of PrEAs, accounting
collectively for 56% of all agencies
worldwide. As recognised by the ILO:
“Private employment agencies play
an important role in the functioning
of contemporary labour markets.
For the past three decades, the
increasing need to provide workers
and services to a rapidly growing
and flexible labour market has led
to the spectacular development of
these agencies.” **
Japan
UK
Germany
USA
Netherlands
Australia
South Africa
Brazil
South Korea
Denmark
France
Austria
Poland
Canada
Peru
Hungary
Colombia
Sweden
Mexico
Finland
Norway
Spain*
Slovakia
Turkey
Portugal
Czech Republic
Chile
Belgium
Romania
Argentina
Italy
Slovenia
Macedonia
Greece
1,611
1,419
1,347
1,200
1,200
1,086
945
722
667
610
500
500
450
400
363
355
283
265
215
179
140
129
92
85
59
27
9
3,640
3,500
3,000
Number of private employment agencies
6,000
9,078
0 2,000 4,000 6,000 8,000 10,000 12,000 14,000 16,000 18,000 20,000
11,500
20,000
12
* figures for 2008
** ILO - Private employment agencies, temporary agency workers and their contribution to the labour market | 2009

... with 169,000
branches worldwide
The players
From 2008 to 2009 the number of
branches increased by 1% to attain
169,000; the Asia/Pacific region
accounting for 55%, Europe for
28%, and North America for 12%.
Japan, the USA, and the UK are the
top three countries by number of
branches, accounting together for
72% of all branches worldwide.
The “branch to PrEA” ratio varies
greatly from country to country, from
a staggering 34.5 branches per PrEA
in Italy to fewer than one per private
employment agency in Germany. This
difference can be explained by the
very high concentration of the Italian
agency work market, characterised by
a small number of large companies
with an extensive network. This is
in contrast to highly fragmented
markets, such as Germany,
characterised by a large number
of PrEAs, often operating from a
Japan
USA
UK
Germany
Australia
South Africa
France
Netherland
Canada
Italy
Poland
Czech Republic
South Korea
Spain*
Austria
Belgium
Hungary
Sweden
Norway
Brazil
Slovakia
Argentina
Portugal*
Romania
Slovenia
Chile
Greece
7,064
7,000
7,000
6,500
5,285
3,616
2900
2,941
2,069
1,983
1,700
1,500
1,234
977
850
700
489
465
430
427
194
140
102
16
20,000
17,000
single local branch (some German
companies operate without any
branches, while there is also a number
Number of branches
0 10.000 20.000 30.000 40.000 50.000 60.000 70.000 80.000 90.000
of dormant, non active agencies
influencing this number). The global
average is 2.3 branches per PrEA.
83,808
* figures for 2008
13

741,000 people were employed
as internal staff by PrEAs in 2009
From 2008 to 2009 the number
of internal staff [HR consultants
and back-office people working
in branches] decreased by 10% to
reach 741,000. Europe accounts for
30%, the Asia/Pacific region for 26%,
and South America for 25%. The top
three countries in terms of internal
staff are Japan, Brazil, and the USA,
accounting together for 65% of all
internal staff worldwide.
The global average is 4 people
employed as internal staff per
branch, and 10 per PrEA. This
illustrates that the agency work
industry is still mostly composed of
small and medium-sized companies,
despite the presence of several large
multinationals operating worldwide.
Japan
Brazil
USA
UK
Germany
Netherlands
France
Sweden
Italy
Belgium
Mexico
South Africa
Poland
ArgenPna
Australia
Finland
Hungary
Norway
South Korea
Romania
Czech Republic
Chile
Slovakia
Portugal*
Slovenia
Luxembourg*
Greece
Internal staff employed
185,000
169,635
120,000
108,833
44,700
34,000
23,000
11,000
9,000
6,482
6,100
5,500
4,100
3,550
3,500
3,000
2,885
2,340
2,032
1,472
1,440
1,348
1,254
750
420
307
183
0 20,000 40,000 60,000 80,000 100,000 120,000 140,000 160,000 180,000 200,000
* figures for 2008
14

The top 10 PrEAs worldwide accounted
for 29% of global annual sales revenues in 2009
The players
In 2009 some of the main global
players continued to feel the impact
of the economic crisis. Adecco, with
$21.3 billion in total annual sales
revenues, remains the market leader.
Randstad is the second largest PrEA
with $17.3 billion, followed by
Manpower with $16.7 billion.
25.0
20.0
15.0
21.3
17.3
Top 10 staffing companies in billions of $
16.7
10.0
5.0
4.9
4.3 4.2 4.2
3.8
3.2
2.7
0
Adecco Randstad Manpower Allegis
Group
Kelly
Services
Recruit
Staffingand
StaffService*
USG People Hays PLC Advantage
Resourcing
Robert Half
Source: Staffing Industry Analysts 2009 - www.staffingindustry.com
*Consolidated figures for Recruit Staffing and Staff Service
15

Global total annual sales revenues
totaled €203 billion
In 2009, the global total annual
sales revenues for the agency work
industry amounted to €203 billion,
a decline of 16% compared to 2008,
reflecting the ongoing of the impact
of the crisis on major economies,
such as the USA and the UK.
300
250
Global annual sales revenues in billions of € *
233
256
243
200
191
203
150
147
157
150
160
130
100
83
50
0
1996 1998 1999 2002 2003 2004 2005 2006 2007 2008 2009
Source: Ciett national federations
16

In 2009 Japan and the USA are global agency
work market leaders by total annual sales revenues
The players
In 2009, Japan is the world leader
with 24% of global annual sales. The
USA represents 22% of the global
agency work market. The UK remains
the third largest market worldwide
with 12% of global total annual sales
revenues. Europe accounts for 40%
of global total annual sales revenues,
Asia/Pacific for 35%, and North
America for 22%.
Agency work sales revenues split per country
Brazil 4%
Australia 4%
Rest of World
15%
Japan 24%
Netherlands 5%
Germany 6%
USA 22%
France 8%
UK 12%
Source: Ciett national federations
17

Japan, the USA, and the UK
are the three largest agency work markets in 2009
Japan, the USA, and the UK together
account for 52% of PrEAs worldwide,
72% of branches, 54% of internal
staff, 61% of total annual sales
revenues, and 47% of agency workers
in full-time equivalents.
The UK has the lowest “branch
to PrEA ratio” and the highest
“internal staff to branch ratio”.
This can be explained by the high
level of fragmentation of the UK
agency work market, characterised
by a majority of small private
employment agencies that operate
locally. Japan has the lowest “agency
worker to branch” and “agency
worker to internal staff” ratios,
and the USA the largest. These
figures must be assessed carefully,
bearing in mind that there might
be a significant amount of dormant
agencies and branches in Japan.
18
This difference can also be partially
explained by the fact that Japanese
agency workers work an exceptional
Comparison of the 3 largest agency work markets in the world
Japan USA UK
Number of PrEAs 20,000 6,000 11,500
Number of branches 83,808 20,000 17,000
Number of agency workers 1,098,191 2,010,000 1,068,197
Number of internal staff 185,000 120,000 95,865
Branch to PrEA ratio 4.2 3.3 1.5
Internal staff to branch ratio 3 6 5.6
Agency worker to branch ratio 13 100.5 6.3
Agency worker to internal staff ratio 6 16.8 11.1
Country’s share of total global annual sales revenues 24% 22% 12%
AW penetration rate 1.7% 1.3% 3.6%
76% of the average annual hours
worked by a Japanese employee with
a full-time open-ended contract.

2. Agency workers in numbers
• nearly 9 million agency workers in full-time
equivalents were employed in 2009.
• The number of agency workers has risen by over
3.8 million since 1999.
• In 2009 the European average penetration rate
of agency work was 1.5% and the South American
average 0.8%.
• In 2009 the Japanese and American agency work
penetration rates were respectively 1.7% and 1.3%.
• Agency workers work nearly half as much as fulltime
permanent employees.
• Most agency work assignments are more than one
month long.
19

9 million agency workers
were employed in 2009
In 2009 the total number of agency
workers worldwide amounted
to nearly 9 million in full-time
equivalents, a decrease of 6%
compared to 2008. Europe accounts
for 34%, North America for 23%, and
the Asia/Pacific region for 14%.
The USA employs nearly as many
agency workers in full-time
equivalents [2.01 million] than the
second and third biggest suppliers
of agency workers combined,
respectively Japan [1.1 million], and
the UK [1.07 million]. Together, the
USA, Japan, and the UK account for
47% of all agency workers assigned
worldwide. South Africa is the
fourth largest market in the world
with 924,499 agency workers in
full-time equivalents, ahead of Brazil
[902,000], Germany [625,000] and
Colombia [550,000].
20
USA
Japan
UK
South Africa
Brazil
Germany
Colombia
France
Netherlands
Italy
Spain*
Australia
South Korea
Argentina
Poland
Belgium
Austria
Switzerland
Sweden
Macedonia
Portugal*
Peru
Czech Republic
Chile
Romania
Hungary
Denmark
Norway
Finland
Uruguay*
Slovakia
Bulgaria*
Greece
Luxembourg*
Slovenia
Lithuania
212,651
162,000
141,064
100,000
83,775
76,454
71,914
71,759
57,230
56,950
46,000
45,230
45,000
42,500
35,625
29,112
22,153
22,153
21,227
20,186
20,000
15,000
14,492
5,400
5,087
4,300
2,828
823
Daily average number of FTEs °
625,000
530,000
447,348
1,098,191
1,068,197
924,499
902,000
0 500,000 1,000,000 1,500,000 2,000,000
2,010,000
° Full-time equivalents defined as the total number of hours worked by all agency workers in a country over a period of one year divided by the average number of hours
worked over a period of one year by a worker with a full-time job with an open-ended contract
* figures for 2008

The number of agency workers
has increased by 3.8 million since 1999
Agency workers
in numbers
The number of agency workers
worldwide increased from close to
5.2 million full-time equivalents in
1999 to nearly 9 million in 2009.
In the last ten years, the number of
agency workers in Europe has greatly
increased, partially as a result of the
progressive liberalisation of certain
tightly regulated labour markets,
notably in Italy, Germany, and the
Nordic countries, and the opening
up of new markets in Central and
Eastern Europe.
Outside Europe the number of
agency workers has nearly doubled
between 1999 and 2009, on
account of the gradual deregulation
of the Japanese labour market, and
the advent of emerging markets,
such as Brazil and South Africa, on
the global scene.
EUROPE
REST OF WORLD
Number of agency workers [in daily FTEs / 1.000]
1998 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009
Austria 21 24 30 33 31 38 44 47 59 67 68 57
Belgium 60 63 71 68 66 66 73 78 88 95 92 72
Bulgaria na na na na na na na na na na 5 5
Czech Republic na na na na na na na na na na 35 36
Denmark 7 7 8 10 10 11 13 17 21 17 21 18
Finland 9 8 9 11 11 12 14 16 18 28 32 20
France 458 515 604 602 570 555 570 586 603 638 604 447
Germany 246 276 328 341 318 330 385 444 580 715 760 625
Greece na na na na na na na na na 8 8 5
Hungary ns ns ns ns 30 39 53 54 55 55* 55* 22
Ireland 9 10 25 25 25 25 25 25 30 35 35* 35*
Italy 10 26 69 67 82 132 154 157 184 222 225 162
Lithuania na na na na na na na na na na na 1
Luxembourg 2 3 4 4 4 4 4 4 5 5 4 4
Macedonia na na na na na na na na 2 2* 2* 5
Netherlands 180 186 183 178 169 154 157 176 207 233 242 213
Norway 11 11 11 12 11 10 12 15 24 25 26 20
Poland ns ns ns ns ns 19 25 27 35 60 90 72
Portugal 33 45 45 45 45 45 45 45 45 45 45 45
Romania na na na na na na na na na na 30 22
Slovakia ns ns ns ns ns ns 11 na na na 14 14
Slovenia na na na na na na na na na na 3 3
Spain 110 133 133 126 123 123 124 130 141 160 141 141*
Sweden 18 24 42 38 37 29 30 32 37 59 59 46
Switzerland 30 34 39 38 37 36 41 49 61 70 69 57
UK 696 761 1,027 1,027 1,036 1,111 1,175 1,219 1,265 1,378 1,220 1,068
Subtotal Europe 1,900 2,126 2,629 2,625 2,605 2,739 2,955 3,120 3,460 3,917 3,885 3,214
Argentina 47 46 48 47 34 54 70 81 88 96 96 76
Australia na na na na na na na na na na na 100
Brazil na na na na na na na na 800 859 876 902
Chile na na na na na na na na 86 33 30 29
Colombia na na na na na na na na na na na 550
Japan 307 395 537 612 693 743 890 1,060 1,220 1,330 1,400 1,098
Mexico na na na na na na na na na 25 24 24*
Peru na na na na na na na na na na na 43
South Africa ns ns ns ns ns ns ns 300 300 300 500 924
South Korea ns ns ns ns ns ns 50 57 66 75 78 84
Uruguay na na na na na na na na na na 15 na
USA 2,530 2,600 2,700 2,300 2,160 2,380 2,670 2,910 2,960 2,960 2,660 2,010
Subtotal Rest of World 2,884 3,041 3,285 2,959 2,887 3,177 3,680 4,408 5,520 5,678 5,679 5,775
TOTAL WORLD 4,784 5,167 5,914 5,584 5,492 5,916 6,635 7,528 8,980 9,595 9,564 8,989
ns = non significant; nlr = not legally recognised; na = not available; * = estimated
21

Outside Europe agency
work penetration rates vary widely
Agency work penetration rates are
determined by the level of maturity
of the market in which they evolve.
Mature agency work markets are
characterised by high penetration
rates, indicating a potent blend of
large user bases, strong economic
growth, and generally relevantly
regulated markets. At a mere 1.1%
of the total regional active working
population, the relatively low
penetration rate of agency work in
South American countries reveals
the region’s considerable potential
for growth.
7.0%
6.0%
5.0%
4.0%
3.0%
2.0%
6.5%
Agency work penetration rates outside Europe in 2009*
2.8%
1.7%
1.3%
1.5%
1.0%
1.0%
0.4% 0.4%
0.4%
0.0%
South Africa Colombia Japan USA Brazil Chile Argentina South Korea EU Average
* Defined as the number of full-time equivalents - as supplied by Ciett National Federations - divided by the total active working population - as published by the ILO
22

The average European agency
work penetration dipped from 2007 to 2009
Agency workers
in numbers
In Europe, the level of regulation and
degree of economic development
explain the differences in pace of
growth of the agency work industry.
Recently, countries such as Germany
and Poland have revealed their
potential, but each for very different
reasons: Germany as a heavilyindustrialised
economy, slowly
freeing itself of very strict regulatory
measures, and Poland as a budding
regional leader, rapidly catching up
its Western European counterparts.
The steady growth from 1996
to 2007 halted abruptly in 2008
and continued its decline with a
penetration rate drop of 0.2% across
Europe in 2009.
Agency work penetration rates in Europe since 1998
1998 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009
Austria 0.6% 0.7% 0.8% 0.9% 0.8% 1.0% 1.2% 1.2% 1.5% 1.7% 2.0% 1.4%
Belgium 1.6% 1.6% 1.7% 1.7% 1.6% 1.6% 1.8% 1.9% 2.1% 2.2% 2.1% 1.7%
Bulgaria na na na na na na na na na na 0.2% na
Czech Republic na na na na na na na na na na 0.7% 0.7%
Denmark 0.3% 0.3% 0.3% 0.4% 0.4% 0.4% 0.5% 0.6% 0.8% 0.6% 0.8% 0.6%
Finland 0.4% 0.3% 0.4% 0.5% 0.5% 0.5% 0.6% 0.7% 0.7% 1.1% 1.3% 0.8%
France 2.1% 2.3% 2.6% 2.5% 2.4% 2.3% 2.4% 2.4% 2.4% 2.5% 2.3% 1.7%
Germany 0.6% 0.7% 0.8% 0.8% 0.7% 0.8% 0.9% 1.0% 1.3% 1.6% 2.0% 1.6%
Greece na na na na na na na na na 0.2% 0.2% 0.1%
Hungary ns ns ns ns 0.8% 1.0% 1.4% 1.4% 1.4% 1.4% 1.4% 0.6%
Ireland 0.6% 0.6% 1.5% 1.5% 1.4% 1.4% 1.4% 1.3% 1.5% 1.7% 1.7% na
Italy 0.0% 0.1% 0.3% 0.3% 0.4% 0.6% 0.7% 0.7% 0.7% 1.0% 0.9% 0.7%
Luxembourg 1.2% 1.7% 1.9% 2.0% 2.2% 2.3% 2.1% 2.3% 2.4% 2.4% 2.0% na
Netherlands 2.4% 2.5% 2.3% 2.2% 2.1% 1.9% 1.9% 2.2% 2.5% 2.8% 2.9% 2.5%
Norway 0.5% 0.5% 0.5% 0.5% 0.5% 0.4% 0.5% 0.7% 1.0% 1.0% 1.0% 0.8%
Poland ns ns ns ns ns 0.1% 0.2% 0.2% 0.3% 0.4% 0.6% 0.3%
Portugal 0.7% 0.9% 0.9% 0.9% 0.9% 0.9% 0.9% 0.9% 0.9% 0.9% 0.9% na
Romania na na na na na na na na na na 0.3% 0.2%
Slovakia na na na na na na na na na na 0.6% 0.6%
Slovenia na na na na na na na na na na 0.3% 0.3%
Spain 0.8% 0.9% 0.9% 0.8% 0.7% 0.7% 0.7% 0.7% 0.7% 0.8% 0.7% na
Sweden 0.5% 0.6% 1.0% 0.9% 0.9% 0.7% 0.7% 0.7% 0.8% 1.3% 1.3% 1.0%
Switzerland 0.8% 0.9% 1.0% 1.0% 0.9% 0.9% 1.0% 1.2% 1.5% 1.7% 1.7% 1.4%
UK 2.6% 2.8% 3.8% 3.8% 3.8% 4.0% 4.2% 4.3% 4.5% 4.8% 4.1% 3.6%
Weighted average 1.1% 1.2% 1.5% 1.5% 1.4% 1.5% 1.6% 1.7% 1.8% 2.0% 1.7% 1.5%
ns = non significant ; nlr = not legally recognised ; na = not available
23

The European average agency
work penetration rate was 1.5% in 2009
The European average agency work
penetration rate fell from 1.7% in
2008 to 1.5% in 2009, notably due
to the sustained impact of the
economic crisis. Nevertheless, this
average hides enormous differences
from country to country, ranging
from 3.6% in the UK to 0.1% in
Greece. Mature markets in Western
Europe, namely the UK, France,
Germany and the Benelux countries,
are all above average; whereas the
newer markets in Southern and
Eastern Europe are all below average,
indicating that they still have room
to grow.
4.0%
3.5%
3.0%
2.5%
2.0%
1.5%
1.0%
0.5%
3.6%
2.9%
1.7%
1.7%
Agency work penetration rates in Europe in 2009*
1.6%
1.4% 1.4%
European average penetration rate : 1.5%
1.0%
0.9%
0.8% 0.8% 0.8% 0.7% 0.7%
0.6% 0.6% 0.6%
0.4%
0.3% 0.29%
0.1%
0.0%
UK
Netherlands
France
Belgium
Germany
Austria
Switzerland
Sweden
Portugal
Norway
Finland
Macedonia
Czech Republic
Italy
Denmark
Slovakia
Hungary
Poland
Slovenia
Romania
Greece
* Defined as the number of full-time equivalents - as supplied by Ciett National Federations - divided by the total active working population - as published by the ILO
24

Penetration rate
in major markets fell in 2009
Agency workers
in numbers
In 2009, the European and American
penetration rates fell to 1.4% and
1.3% respectively, reflecting the
sustained impact of the economic
crisis on these markets, whilst the
Japanese penetration also fell 1.7%,
although it entered the crisis later
than the USA and Europe.
2.0%
1.5%
1.7%
Comparison of European, Japanese and
American agency work penetration rates
1.8%
1.5%
1.4%
1.9%
1.6% 1.6%
1.8%
2.2%
2.1%
2.0%
1.7%
1.7%
1.5%
1.3%
1.0%
1.0%
1.1%
0.8%
0.5%
0.5%
0.0%
1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009
US
Japan
Europe
Source: Ciett national federations
25

Agency workers work nearly half as many hours
on a yearly basis as full-time permanent employees
Agency workers tend to work less
during one year than a worker
with a full-time, open-ended
contract - except for the notable
exception of Sweden. From country
to country, the average number of
hours worked by an agency worker
compared to the average number
of hours worked by a permanent
full-time employee varies greatly,
from less than 15% in the Czech
Republic to equivalent in Sweden.
Sweden
Argentina
Japan
Brazil
Australia
Mexico
Slovakia
Hungary
Greece
Netherlands
Chile
Switzerland
Italy
Norway
Poland
France
Czech Republic
Belgium
Average number of hours worked *
840
1,021
1,625
1,627
730
1,389
697
1,902
690
1,643
465
1,802
450
1,422
419
1,969
382
1,542
370
1,992
288
1,568
251
0 500 1,000 1,500 2,000
1,120
1,200
1,354
1,320
1,589
1,689
1,721
1,772
1,769
1,820
1,893
1,989
2,121
Average per full-time permanent employee
Average per agency worker
* By an individual during one year
Sources : Ciett National Federations, ILO 2009
26

Most agency work assignments
are more than one month long
Agency workers
in numbers
In most countries, the average
length of assignment of an agency
worker exceeds one month, and
often even exceeds three, the
notable exceptions being Italy [66%]
and Poland [63%], where more than
half of the assignments are less than
one month long. All assignments
in South Korea are over one month
long, and only 4% of assignments in
Sweden last for less than a month.
South Korea
Sweden
Germany
Chile
Peru
Japan
South Africa
Macedonia
Greece
Austria
Australia
Brazil
Argentina
Average length of agency work assignments *
34%
66%
4%
24%
72%
7%
29%
64%
9%
39%
52%
10%
12%
27%
23%
63%
65%
16%
23%
61%
17%
38%
45%
18%
39%
43%
19%
17%
64%
24%
31%
45%
25%
45%
25%
35%
40%
30%
Netherlands
27%
30%
43%
Czech Republic
27%
38%
35%
Switzerland
30%
30%
40%
USA
32%
18%
50%
Mexico
34%
12%
54%
Belgium
37%
19%
44%
France
45%
25%
30%
Poland
63%
37%
Italy
66%
23%
12%
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Short-term [< 1 month] Medium-term [1 – 3 months] Long-term [3 months]
* The length of an assignment refers to the duration spent executing a specific job in one single company. A contract can be renewed several times, depending on the legal
obligations of the country in question, to fulfil one single assignment. If the worker changes function in the same company, or executes the same job in another company, then
the assignment is said to have changed.
27

3. The profile of agency workers
• Differences in gender balance depend on the
socio-economic fabric of a country.
• Three in five agency workers are aged less
than 30.
• Nearly three in four agency workers have at
best finished their secondary education.
• The motive to work via an agency is usually to
gain work experience.
• A significant proportion of agency workers do
not seek a permanent employment.
• Most agency workers are satisfied with their
job.
• Agency work is mostly used in the
manufacturing and services sectors.
28

a. General trends
29

Differences in gender balance depend
on the socio-economic fabric of a country
From country to country, differences
in gender balance in agency
work are determined by the
particular socio-economic fabric
and economic history of each
country, as well as by the sectors
allowed to use agency work. More
services-oriented markets tend
to employ more women, such as
Sweden [60% of women and 57%
in the services sector], whereas
markets with a strong industrial fibre
usually employ more men, such as
Germany [70% of men and 48% in
the manufacturing sector].
Australia
Japan
Finland
Denmark
China
Sweden
Colombia
UK
Greece
USA
Brazil
Czech Republic
Poland
Chile
Norway
Romania
Italy
South Africa
Netherlands
Mexico
Hungary
Slovenia
Slovakia
Belgium
Macedonia
Germany
France
Switzerland
Austria
Agency workers’ gender balance
30% 70%
34%
34%
39%
40%
40%
42%
42%
44%
44%
46%
48%
48%
49%
51%
52%
52%
52%
53%
54%
54%
56%
57%
58%
66%
70%
71%
66%
66%
61%
60%
60%
58%
58%
56%
56%
54%
52%
52%
51%
49%
49%
48%
48%
47%
46%
46%
44%
43%
42%
34%
30%
29%
75%
25%
80% 20%
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Male
Female
30

Most agency workers
are aged below 30
The profile
of agency workers
Over-represented in the agency
work sector, when compared to the
total active working population,
most agency workers are aged
below 30. Agency work often serves
as a first professional experience for
first-time entrants into the labour
market, providing them with a
valuable initial experience or serving
as a stepping-stone to permanent
employment. The three notable
exceptions to this trend are the
USA [68% over 30], Germany [60%
over 30], and Macedonia [69% over
30]. This can be explained by the
fact that in some of these countries
agency work is culturally accepted
as a viable alternative to permanent
employment.
Age distribution of agency workers
China
30% 30% 30% 10%
Macedonia 0% 9%
22%
45%
24%
France 3% 26%
21% 34% 16%
USA 5% 13%
16%
36%
32%
Sweden 5%
21%
26%
31%
17%
Romania 6%
29%
23%
33%
8%
Italy 6%
27%
25%
34%
8%
Slovakia 7% 24%
30%
24%
12%
Slovenia 7%
20%
34%
34%
6%
Germany 7%
17%
16%
38%
22%
Colombia 8%
21%
34%
30%
12%
Greece 8%
31%
34%
21%
6%
Czech Republic 8%
28%
21%
25%
18%
Japan 8.3%
37%
26.9%
13%
14,8%
Chile 9%
28%
24%
27%
12%
Uruguay 10%
25%
40%
20%
5%
Switzerland 10%
30%
15%
30%
15%
Mexico 10%
33%
26%
23%
8%
Belgium 10%
27%
19%
32%
12%
South Africa 11%
40%
39%
6% 4%
Netherlands
15%
32%
15% 26%
13%
Poland
17%
33%
26%
18%
7%
Brazil
25%
20%
30%
15%
10%
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
< 21 21 - 25 26 - 30 31 - 45 > 45
31

Most agency workers
have only school-leaving qualification
In most countries, the majority
of agency workers have a low to
medium initial education level. On
average, 51% of agency workers
worldwide have finished secondary
school, and 23% have not. Spain
[56%] and the Czech Republic [70%]
are the only countries where a
majority of agency workers have
not completed their secondary
education. Agency work can play
an important role in helping these
low-skilled workers enter the
labour market and gain valuable
experience.
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
46%
52%
49%
48%
14%
80%
31% 27%
58%
63%
Initial education level of agency workers
5%
10%
11%
15%
20%
19%
25%
32% 31%
40%
39%
50%
49%
52%
66%
53% 40%
85%
75%
42% 42%
25%
70%
25%
50%
40%
35% 36% 37%
24% 26% 26% 27% 28%
5% 5% 5%
25%
39%
51%
70%
56%
44%
0%
2% 3%
6% 6%
9% 10% 10% 10% 10% 10%
Japan
Norway
Chile
Greece
Finland
Australia
Portugal*
South Africa
Sweden
Uruguay
Switzerland
Bulgaria
USA
Belgium
Netherlands
Luxembourg*
UK
Brazil
Hungary
Spain*
Czech Republic
Low [not completed secondary education] Medium [completed secondary education] High [completed higher education]
32
* figures for 2008

Sectoral distribution
of agency work in Europe
The profile
of agency workers
Reflecting the ongoing mutations
of the European economies, the
sectoral distribution of agency work
in Europe has seen a recent trend
away from usage in the industrial
sector [30% average], towards a
growing use in the services sector
[45% average]. Manufacturing
remains an important user of agency
work in traditionally industrial
economies, such as Poland [70%]
and Hungary [61%]. Czech Republic
[12%] and the Netherlands [10%]
make important use of agency
work in public administration, as
do Luxembourg [27%] and France
[23%] in the construction sector.
Hungary is the only country to make
significant use of agency work in the
agricultural sector [12%].
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
9%
18%
64%
Norway
21%
0%
2%
67%
Greece
90%
Bulgaria*
23%
0%
27%
39%
Luxembourg*
Sectoral distribution of agency work use in Europe
9%
2%
48%
7%
25%
9% 10% 10% 11% 12%
Denmark*
9%
1%
20% 40%
15%
40%
15%
Portugal*
1%
10%
3%
25%
21%
Netherlands
4%
8%
2%
57%
29%
Sweden
2%
1%
2%
62%
33%
Spain*
1% 3% 1%
4%
4% 1% 1%
2%
3%
3%
3%
23%
20%
40%
35%
Switzerland
53%
38%
Belgium
37%
France
49%
39% 41%
Italy
14%
2%
8%
30%
46%
Germany
2%
2%
12%
12%
12%
10%
9%
22% 6%
61%
52%
Czech Republic
Hungary*
5%
25%
70%
Poland
Manufacturing Services Construction Public Administration Agriculture Other
* figures for 2008
33

Sectoral distribution
outside Europe
Peru [10%] makes important use of
agency work in the public sector.
Construction is an important user
of agency work in South Africa
[17%]. More than three in four
Chilean agency workers work in the
services sector, and 42% of South
Korean agency workers work in the
manufacturing sector.
100%
90%
80%
70%
60%
9% 16%
16%
3%
10%
2%
2%
Sectoral distribution of agency work outside Europe
2%
4%
17%
15%
7%
10%
0%
8%
0%
3%
4%
57%
16%
3%
22%
4%
1%
4%
1%
12%
44%
13%
3%
43%
50%
40%
78%
55%
38%
43%
22%
30%
20%
10%
0%
42%
38%
33%
23% 25%
27%
15%
10%
Chile Brazil South Africa Peru Japan Mexico Colombia South Korea
Manufacturing Services Construction Public Administration Agriculture Other
34

The profile
of agency workers
b. Agency workers’ motives and satisfaction
35

Outside Europe the motive to work via an agency
is usually to find a permanent job or work flexibly
The main motives to work as an
agency worker are generally work
and career-related. It is often to
find a permanent position [59% in
the USA], but can also be to gain
additional income [68% in Brazil].
Gaining access to training is an
important reason to work as an
agency worker in Brazil [41%] and
the USA [40%], but not so in South
Africa [10%] or Japan [3%]. For
those seeking to balance personal
and professional life, the inherent
flexibility that agency work offers
is cited as an important motive in
Japan [45%] and the USA [41%], two
countries with a firmly established
agency work industry.
70%
60%
50%
40%
30%
20%
10%
0%
70%
60%
50%
40%
30%
20%
10%
0%
Find
permanent job
68%
Gain additional
incomes
65%
52%
Gain work
experience
Reasons to work as an agency worker outside Europe
South Africa
10% 10% 10%
Work in
a flexible way
Brazil
Gain work
experience
42% 41% 39%
Get information
Gain access
to training
Find
permanent job
32%
Had no
other choice
Gain access
to training
18%
Work in a
flexible way
50% -
40% -
30% -
20% -
10% -
0% -
70%
60%
50%
40%
30%
20%
10%
0%
45%
Work in
a flexible way
59%
Find
permanent job
39%
Had no
other choice
29%
Japan
19%
41% 40% 40%
Work in
a flexible way
Get
information
Gain work
experience
Gain work
experience
USA
Gain access
to training
14%
Find
permanent job
32%
Had no
other choice
11%
Gain additional
incomes
25%
Gain additional
incomes
3%
Gain access
to training
19%
Get
information
36

In Europe the main motive to work via an agency is
also to find a permanent job or gain work experience
The profile
of agency workers
In most European countries the
main motive is - as outside Europe -
to find a permanent position [28%
in the Netherlands] or to gain
work experience [30% in Finland].
Other non-work or career-related
motives exist to engage in agency
work, often to obtain additional
incomes [38% in Finland], but also to
achieve a better work-life balance by
working in a flexible way [28% in the
Netherlands].
30%
25%
20%
15%
10%
5%
0%
28%
Find
permanent job
18%
Work in a
flexible way
Reasons to work as an agency worker in Europe
Netherlands
6%
Gain work
experience
1%
Gain access
to training
35%
30%
25%
20%
15%
10%
5%
0%
32%
Find
permanent job
16%
Had no
other choice
12% 12%
Gain work
experience
Czech Republic
Gain additional
incomes
9% 8%
Get information
Work in
a flexible way
3%
Gain access
to training
France
60%
Finland
40%
40%
50%
48% 47%
30%
20%
10%
0%
22%
15%
9%
5%
3% 2%
40%
30%
20%
10%
0%
38%
30%
It suits
current needs
way of life
Had no
other choice
To gain
experience
Access
to training
To get
permanent contract
Because
of my age
Agency work the
easiest way to get a job
Work in
a flexible way
Gain additional
incomes
Gain work
experience
37

However a significant proportion of agency workers
do not seek a permanent employment
In several countries, a considerable
number of agency workers do
not seek a permanent position,
notably in Japan with 58%, the
Netherlands with 44% and Australia
with 35%. Whether it is to find the
right balance between private
and professional life, or to obtain
additional income or access to
training, agency work is seen as a
practical answer to match different
aspirations to flexibility.
60%
50%
40%
30%
58%
Percentage of agency workers not looking for a permanent job
44%
35%
30%
25%
23%
20%
20%
14%
10%
0%
Japan Netherlands Australia Switzerland Brazil USA Norway Finland
38

In France agency work
is seen as enhancing employability
The profile
of agency workers
In France, the most cited benefits of
working as an agency worker are the
“capacity to adapt” [87%] and the
relations held with colleagues [87%].
Most French agency workers are
convinced that agency work allows
them to acquire new skills [72%]
and the professional experience
[85%] they need to improve their
employability, thereby ultimately
providing them with more work
opportunities.
Capacity to adapt
Relations with colleagues
Professional experience
Teamwork experience
Autonomy
Benefits of working as an agency worker in France
87%
87%
85%
85%
84%
Knowledge of firm
82%
Sense of responsibility
79%
Acquisition of new skills
72%
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Source: OME study: Regards croisés sur l’intérim 2010
39

In the USA agency work is recognised
as an effective means of searching for a job
In the USA, the most cited benefit
of working as an agency worker is
“career advice or coaching” [20%].
This illustrates the key role that
agencies play in the triangular work
relationship, acting as a mentor for
the agency worker. The next most
mentioned positive attributes are
the “availability of jobs” [17%] and
the fact that it is “easier for [the] job
applicant” [14%].
Career advice or coaching
Availability of jobs
Easier for job applicant
Access to higher-quality jobs
Shorter length of job search
Benefits of using agency work in the USA
14%
13%
11%
17%
20%
Flexibility in job opportunities
9%
Immediate compensation
7%
Personal touch and guidance
5%
Prescreening of opportunities
4%
Qualified job leads
1%
0% 5% 10% 15% 20%
Source: American Staffing Association 2008
40

Agency work is seen as offering
the right balance between work and private life
The profile
of agency workers
In a poll of the general public taken
in seven European countries, the UK
is seen to believe most firmly that
agency work offers a better balance
between work and private life [66%],
followed by Poland [60%], and the
Netherlands [58%]
70%
60%
50%
Agrees with the statement: “Agency work provides a better work life balance” *
66%
60%
58%
52%
46%
40%
38%
35% 35%
30%
20%
10%
0%
United
Kingdom
Poland Netherlands Belgium France Italy Germany Spain
*5373 people were polled in Belgium, France, Germany, Italy, Netherlands, Poland, Spain and the UK. Data was weighted demographically according to age, sex and occupational status.
Source: OME study :Regards croisés sur l’intérim 2010
41

Agency work is accepted
as a desirable form of work
83% of the UK general public
would recommend agency work
to family or friends according to a
recent survey. This positive trend is
displayed throughout the surveyed
countries with Poland [76%],
Belgium [74%], and France [69%] all
willing to recommend agency work
to people they know.
Agrees with the statement: “Would you recommend agency work to family or friends” *
90%
83%
80%
76%
74%
69%
70%
62%
60%
55%
49%
50%
40%
42%
30%
20%
10%
0%
United
Kingdom
Poland Belgium France Netherlands Italy Spain Germany
42
*5373 people were polled in Belgium, France, Germany, Italy, Netherlands, Poland, Spain and the UK.
Data was weighted demographically according to age, sex and occupational status.
Source: OME study: Regards croisés sur l’intérim 2010

Most agency workers in the UK
are satisfied with their job
The profile
of agency workers
More than four in five agency
workers in the UK reported that they
were “very” or “fairly” satisfied with
working via an agency, and less than
one in eight said they were “fairly”
or “very” dissatisfied with it. This
counters the popular misconception
that agency workers are generally
dissatisfied with the work they find
through an agency, and explains the
important proportion of agency
workers who wish to continue to
work in a flexible way.
Neither
7%
Fairly satisfied
41%
Satisfaction of agency workers in the UK
Fairly
dissatisfied
9%
Very
dissatisfied
3%
Very
satisfied
40%
Source: REC & BERR Study 2008
43

In the Netherlands most agency workers
are satisfied with the quality of their work
72% of agency workers in the
Netherlands reported that they
were “satisfied” or “very satisfied”
with the content of their work, and
64% with the variation. The wages
were judged “satisfying” or “very
satisfying” by 61%, as were the
number of working days by 80%. This
partially explains why 44% of agency
workers in the Netherlands do not
seek a permanent position, and
prefer to work as temporary agency
workers.
100%
90%
80%
70%
60%
50%
40%
3%
6%
12%
59%
Satisfaction of agency workers in the Netherlands
3%
7%
5% 5%
18%
11%
11%
52%
20%
23%
46%
49%
30%
20%
10%
21%
20%
18%
12%
0%
Number of working hours
per week
Content of work Variation in work Wage
Very satisfied Satisfied Neutral Dissatisfied Very dissatisfied
44
Source: ABU/ECORYS 2009

In France agency workers have a good relationship
with their employment agency
The profile
of agency workers
87% of agency workers in France
reported that they were “satisfied”
or “very satisfied” with the
relationship they had with their
employment agency. 91% were
happy with the content of their
work. The wages were judged
“satisfying” or “very satisfying”
by 75%, as the balance between
professional and private life [81%].
100%
90%
80%
70%
60%
50%
Satisfaction of agency workers in France
4%
8%
4%
9%
4%
5%
7%
44%
13%
55%
61%
48%
10%
13%
53%
40%
30%
20%
43%
10%
31%
30%
29%
23%
0%
Relationship with
employment agency
Balance between
professional and private life
Content of work
Delay between
placements
Wages
Very satisfied Satisfied Dissatisfied Very dissatisfied
Source: OME study :Regards croisés sur l’intérim 2010
45

4. Agency work’s contribution
to a better functioning labour market
• Agency work facilitates transitions in the
labour market.
• Agency work contributes to reducing
unemployment especially by serving as a
stepping-stone into the labour market.
• The higher the agency work penetration rate,
the lower the level of undeclared work.
• Vulnerable target groups use agency work as
a means of entering the labour market.
• More people are employed after working as
an agency worker than before.
46

a. Transitions
47

Agency work facilitates transitions
in the labour market
Agency work broadens the range of
work solutions available to workers
to meet their lifestyle choices or
personal constraints at every step of
their professional lives. Intrinsically
flexible, agency work can serve as
a stop-gap economic measure, a
means of enhancing employability,
or improving work-life balance.
Student
1 st time
entrant
Transitions in the labour market
Experienced
worker
Laid-off
worker
Pensioner
“Factors helping to drive the growth
in TAW include its active use to
facilitate the re-engagement of
long-term unemployed into work,
and a growth in the labour force
participation of people that need or
prefer temporary work.” *
• Finance
education
whilst
studying
• Provide
temporary
assignments
leading to a
permanent
contract
• Gain a first
professional
experience
• Provide new
opportunities
to evolve and
improve life
conditions
• Provide a flexible
working solution
to meet familial
responsibilities
• Facilitate
transitions
from one job
to another
through
outplacement
services
• Provide extra
financial
revenues
• Improve
work-life
balance
* Source: Eurofound - Temporary Agency Work
and Collective Bargaining in the EU | 2009
48

Agency work contributes
to reducing unemployment
Agency work’s contribution
to a better functioning labour market
By serving as labour market
intermediaries, and improving
the matching of workers with
jobs, PrEAs contribute to reducing
unemployment - both frictional and
long-term - and help people enter,
and re-enter, the labour market.
Frictional unemployment
By rapidly placing agency workers
on assignments, PrEAs reduce the
frictional rate of unemployment - i.e.
the period of inactivity between
jobs - allowing people to remain
active, thereby enhancing their skills
and experience, and helping them to
quickly find a new job.
Long-term unemployment
Working via an agency allows the
long-term unemployed to regain
self-confidence, acquire new skills,
and demonstrate their capacities to
potential employers.
2.0%
1.8%
1.6%
1.4%
1.2%
1.0%
0.8%
0.6%
0.4%
0.2%
0.0%
2.5%
2.0%
1.5%
1.0%
0.5%
0.0%
Agency work penetration rate and unemployment rates
USA
UK
6.0%
5.0%
4.0%
3.0%
2.0%
1.0%
0.0%
97 98 99 00 01 02 03 04 05 06 07 08 09
97 98 99 00 01 02 03 04 05 06 07 08 09
3.0%
JP
FR
2.5%
2.0%
1.5%
1.0%
0.5%
0.0%
97 98 99 00 01 02 03 04 05 06 07 08 09
97 98 99 00 01 02 03 04 05 06 07 08 09
AW penetration Rate
Unemployment Rate
Source : Ciett National Federations, IMF 2010
49

. Job creation
50

Less people are unemployed
after working as an agency worker than before
Agency work’s contribution
to a better functioning labour market
Many agency workers are officially
registered as “unemployed” before
working with an agency [37%
average]. This proportion falls
to less than half that level after
working as an agency worker [15%
average]. Economists Lawrence
Katz of Harvard University and Alan
Krueger of Princeton University
assert that the agency work industry
was responsible for up to 40% of the
drastic reduction in unemployment
witnessed in the USA in the 1990s.
This illustrates the double effect
of agency work’s stepping-stone
function: first, from unemployment
to work, and second, from a
temporary contract to a permanent
one.
before
after
70%
60%
50%
40%
30%
20%
10%
0%
65%
17%
56%
Unemployed before & after agency work
17%
46%
10%
43%
25%
34%
South Africa Germany Norway France Greece
6%
31%
18%
Czech
Republic
30%
20%
30%
9%
19%
15%
12%
8%
Switzerland Sweden Brazil Netherlands
* % of agency workers that are officially registered as unemployed before and 12 months after temping
51

More people are employed
after working as an agency worker than before
On average, the proportion of
those in employment before [29%]
and after [59%] having worked
as an agency worker is more
than doubled. This supports the
argument that agency work serves as
a stepping-stone, especially for firsttime
entrants to the labour market,
enhancing worker employability,
by proposing job assignments and
vocational training.
90%
80%
70%
60%
50%
45%
60%
Employed before & after agency work
77%
69%
56%
48%
44%
43%
80%
71%
74%
40%
36%
33%
30%
20%
20%
18%
before
after
10%
0%
Switzerland Belgium Luxembourg Germany Czech Republic Norway Portugal France
6%
* % of agency workers that are employed (either with a temp, fixed-term or open-ended contracts) before and 12 months after temping
52

Agency work
is an effective way to land a first job
Agency work’s contribution
to a better functioning labour market
According to a poll carried out
among 5373 European citizens, the
overwhelming majority of people
believe that agency work is a good
way to enter the job market for the
first time. The United Kingdom and
Belgium hold this view most strongly
with 93% and 86% respectively
agreeing that temporary agency
work is an effective means of getting
a first job. Even in Germany, the
most sceptical country, 59% believe
temporary agency work to be
effective.
Agrees with the statement: “Agency work is an effective way to land a first job” *
100%
92%
90%
86% 85% 84%
82%
80%
80%
71%
70%
60%
59%
50%
40%
30%
20%
10%
0%
United Kingdom Belgium Poland France Spain Netherlands Italy Germany
*5373 people were polled in Belgium, France, Germany, Italy, Netherlands, Poland, Spain and the UK. Data was weighted demographically according to age, sex and occupational status.
Source: OME study :Regards croisés sur l’intérim 2010
53

Agency work is an effective way
of finding permanent work.
Temporary agency work helps
people find permanent work. A
study carried shows that across
Europe there is acceptance of the
fact that temporary employment
agencies are the best way of
securing permanent work. In the
United Kingdom 90% agreed, in the
Netherlands [78%] and Poland [77%]
Agrees with the statement: “Agency work is an effective way of finding a permanent contract” *
100%
90%
90%
80%
78% 77%
70%
69%
61%
60%
50%
40%
52%
43%
40%
30%
20%
10%
0%
United Kingdom Netherlands Poland Belgium France Spain Germany Italy
54
*5373 people were polled in Belgium, France, Germany, Italy, Netherlands, Poland, Spain and the UK. Data was weighted demographically according to age, sex and occupational status.
Source: OME study :Regards croisés sur l’intérim 2010

Temporary work agencies
are the best channel to find permanent work
Agency work’s contribution
to a better functioning labour market
A Study from the Netherlands shows
that temporary agency work is the
most effective means of making the
transition from temporary work
into a permanent contract. 29% of
those surveyed used temporary
employment agencies for this
purpose compared with adverts in
newspapers and magazines [14%]
and unsolicited applications [14%]
How do temporary employees find permanent work in the Netherlands
Temporary work agencies
29%
Advertisements in newspapers and magazines
unsolicited job applications
via friends, family, acquaintances, colleagues
14%
14%
14%
Internet
8%
recruitment and selection agency
4%
centre for work and Income
2%
secondment agency
2%
via school, education/training programme, internship
2%
Job/career fair
1%
re-integration company
0%
Other
10%
Source: ABU/ECORYS 2009
55

Temp-to-hire conversion rates in the USA
vary according to the segment
The median temp-to-hire
conversion rate in the USA is
20%. This confirms agency work’s
acknowledged stepping-stone
function, whereby it facilitates
transitions from a temporary
contract to a permanent one.
However, conversion rates can
vary widely according to the
segment. Commercial agency work
has a much higher temp-to-hire
conversion rate than professional
agency work. The companies that
report the highest median rate of
conversion - 40% - derive most of
their revenue from the office/clerical
segment. At the other end of the
spectrum, companies that derive a
majority of their revenue from the
health sector report a median tempto-hire
conversion rate of 10%.
56
40%
35%
30%
25%
20%
15%
10%
5%
0%
40%
Temp-to-hire conversion rate in the USA*
30%
20% 20% 20%
Office / Clerical Industrial IT Finance / Acc Tech / Eng Healthcare
10%
* % of agency workers in the USA that get an open-ended contract after temping
Source: Staffing Industry Analysts 2008 - www.staffingindustry.com

The higher the agency work penetration rate,
the lower the level of undeclared work
Agency work’s contribution
to a better functioning labour market
There appears to be an inverse
correlation between penetration
rate of agency work and level of
undeclared work. By serving as a
legal alternative in sectors often
plagued by illegal labour, agency
work can bring to the labour market
thousands previously illegally
employed, and hence serve as
a means of fighting undeclared
work. Working via an agency allows
workers to take full advantage
of all the legal protection and
enforcement mechanisms available,
unlike the often insecure and
potentially risky work available
through illegal channels.
4.0%
3.5%
3.0%
2.5%
2.0%
1.5%
1.0%
0.5%
Agency work penetration rates and undeclared work as a percentage of GDP
FI
SE
NL
FR
DE
UK
BE
IT
0.0%
0% 5% 10% 15% 20% 25% 30% 35%
GR
Sources: EuroStat, Ciett National Federations, Bain analysis
57

In Italy the lifting of restrictions on agency work
helped curb undeclared work
It was only in 1997, with the “Treu
package”, that agency work was
legally recognised in Italy. Since
then, additional regulatory changes
were introduced to further liberalise
the Italian agency work industry: in
2000, with the opening up of the
agricultural, construction and public
sectors, and in 2003, with the “Biagi
law”. In 2005, a study conducted
by the Italian National Institute
of Statistics demonstrated that
agency work played a key role in the
reduction of undeclared work.
15.0%
14.5%
14.0%
13.5%
13.0%
12.5%
Agency work and undeclared work rates in Italy
Legal recognition
of AW
Lifting of sectoral bans
Lifting of further
restrictions to AW
1.0%
0.9%
0.8%
0.7%
0.6%
0.5%
0.4%
0.3%
12.0%
0.2%
11.5%
1992 1993 1994 1995 1996 1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009
0.1%
Undeclared work rate
AW penetration rate
Source: Confinterim.it, EuroStat, Instuto Nazionale di Statistica, LitSearch
58

Agency work facilitates quality transitions
through skills upgrading
Agency work’s contribution
to a better functioning labour market
In many EU countries, the agency
work industry has developed specific
training schemes to facilitate
access to vocational training
for agency workers. In seven EU
countries - Austria, Belgium, France,
Italy, Luxembourg, Spain, and the
Netherlands - sectoral bi-partite
training funds have been set up.
Countries with more long-term
training programmes tend to train
less temporary agency workers than
countries with short-term training
programmes. This reflects the fact
that the agency work industry
establishes training schemes to
suit the specific needs of the labour
market. It is also generally the
agency that takes the initiative to
train a worker.
Training programmes provided to agency workers
FR BE NL ES IT
Number of trained agency workers [x 1.000] 270,0 19,6 138,7 10,9 204,2
% of trained agency workers 12,3% 3,6% 19,0% 1,4% 35,6%
Number of training hours [x 1.000] 10.110 303 760 1.221
Number of training hours per trained agency
worker
Amount invested in training by temporary work
agencies [x 1.000.000]
47,4 15,4 69,8 6,0
331 4,7 35 4,8 149
Amount invested per trained agency worker (€) 1.225,9 239,7 252,3 440,4 729,6
Amount invested in training in % of wages 2,15% 1 0,50% 2 1,02% 1,25%
1 - Maximum contribution rate 2 - Minimum contribution rate as determined by collective labour agreement
Source : IDEA Consult 2008
59

c. Inclusion & diversity

The number of agency workers
over 50 is increasing in Italy
Agency work’s contribution
to a better functioning labour market
Workers over 50 are underrepresented
in the Italian agency
work population. However, their
numbers are continually on the
rise. In 2004, 2006 and 2008, the
proportion of agency workers aged
over 50 has steadily increased from
3% to 4% to 5%.
30%
25%
Age distribution of agency workers in Italy in 2004, 2006 & 2008
28%
27% 27% 27%
23%
22%
20%
“Agency work offers groups such as
migrant workers, women returning
from childcare breaks, disabled and
unemployed people across to the
labour market. In principle, agency
work can help workers develop
their skills and experience, thereby
offering pathways into more secure
employment.” *
2004
2006
2008
15%
10%
5%
19%
19%
18%
13% 13%
12%
11%
14%
16%
3%
4%
5%
0%
* Source: Eurofound - Temporary Agency Work
and Collective Bargaining in the EU | 2009
50
Source : Ebitemp 2009
61

In France the proportion
of older agency workers keeps on increasing
In France, the number of agency
workers aged over 50 increases
every year, and has more than
doubled between 1996 [4.1%] and
2009 [8.6%]. This trend mirrors both
the ongoing demographic crunch,
with an ever ageing population,
and the desire of older workers
to remain active. The agency
work industry helps these older
workers to remain in the labour
market, providing them with more
flexible opportunities to meet their
expectations.
9.0%
8.0%
7.0%
6.0%
5.0%
4.0%
3.0%
4.1%
Percentage of agency workers aged 50 & over in France
6.9%
6.7%
6.4%
6.1%
5.7% 5.8%
5.3%
4.9%
4.3% 4.4%
7.5%
8.0%
8.6%
2.0%
1.0%
0.0%
1996 1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009
Source : Dares 2010
62

Agency workers from target groups
are on the rise in the Netherlands
Agency work’s contribution
to a better functioning labour market
Agency work gives “outsiders” a
viable access to the labour market,
thereby increasing labour market
participation and diversity. Ethnic
minorities, older people, labour
incapacitated and the long term
unemployed accounted for 31% of
agency workers in the Netherlands
in 2008. This is up from 27% in
2006. Agency work increases
labour market flexibility, whilst
providing basic rights and working
conditions to agency workers.
Because the agency remains the
worker’s employer, his rights are
capitalised from one assignment
to the next. Agency work thus
integrates “outsiders” in the labour
market, who then benefit from the
same working conditions as those
provided to other agency workers.
The percentage of special target groups among temporary employees in the Netherlands
2006
2008
35%
30%
25%
20%
15%
10%
5%
0%
14%
18%
12%
13%
Ethnic minorities Older workers (45+) Labour incapacitated Long-term
unemployed
2%
1%
3%
2%
27%
31%
Total (corrected for
overlap)
Source: ABU/ECORYS 2009
63

Disabled temporary agency workers
take on a range of positions
Agency work’s contribution
to a better functioning labour market
In France, 43% of disabled workers
are classified as skilled blue collar
workers, while 7% occupy middle
management positions. 16% are
white collar employees and 34%
are unskilled blue collar workers.
Through private employment
agencies, disabled agency workers
are integrated at every level of
companies.
Employment of disabled agency workers in France
White
collar16%
Unskilled blue
collar 34%
Skilled
blue collar
43%
Middle
management
7%
Source : Prisme 2010
64

5. Companies’ rationale to use temporary agency work
• Agency work improves companies’
competitiveness.
• Agency work is not a substitute for permanent
employment.
• Companies use agency work to meet peaks in
demand or to fill in for absent employees.
65

Agency work improves
companies’ competitiveness
To remain competitive,
organisations must improve their
response to output fluctuations,
by adapting their workforce and
skills to changes in a competitive
environment, and focusing on their
core business. The range of services
proposed by private employment
agencies answers these challenges.
The use of agency work helps companies to improve competitiveness
Sustainability of
permanent jobs
Close adaptation
to activity fluctuation
AW use
“TAW enables user firms to make
relatively easy labour adjustments
and cost savings by outsourcing
some responsibility for recruitment
and administration.” *
Better
resistance
to economic
cycles
Virtuous circle of
company and
employment
growth
Productivity
gains
Source: Eurofound - Temporary Agency Work
and Collective Bargaining in the EU | 2009
Competitiveness
improvement
66

21% of European companies
make use of temporary agency workers
Companies’ rationale to use
temporary agency work
Across the EU, agency work is
used by companies to remain
competitive. In Belgium 57% of
companies used temporary agency
work at some point in 2009. The
figure was also high in Denmark
[49%], France [35%] and the UK
[35%]. The figure is highest in
countries with the most developed
labour polices and lowest in
countries which still need to enact
labour market reforms.
60.0%
50.0%
40.0%
30.0%
57%
49%
Companies employing temporary agency workers in 2009 (%)
35% 35%
34%
29%
28%
24% 23% 22% 22% 21% 21%
20.0%
17% 17% 16% 15%
12%
10.0%
9%
8% 8% 8% 7%
6% 5% 5%
5%
5%
4%
3% 2%
0.0%
BE
DK
FR
UK
FI
LU
NL
IT
EU27
SE
DE
ES
IE
MK
AT
SI
BG
PT
CY
MT
HU
LV
CZ
EL
RO
LT
EE
SK
HR
TR
PL
Source: Eurofund - European Company Survey 2009
67

Agency work is not a substitute
for permanent employment
Research has shown that 80% of jobs
created by agency work would not
have existed if agency work were
not an option. This confirms that
agency work is not a substitute for
permanent employment, notably
because it does not meet the same
needs, as it is generally used for
specific flexibility requirements that
cannot be covered by permanent
contracts. The fact that long-term
assignments are rare - and the
persistently high turnover of
agency workers - further supports
this assumption. Any limited
substitution effect must be assessed
in a long-term perspective, as part
of companies’ overall HR strategy to
integrate a flexible component into
their workforce.
Job creation in the UK: What is the alternative to the use of agency work
No job creation instead
of agency work
Job creation instead
of agency work
Partial job creation instead
of agency work
Internal
flexibility
solutions
61%
Work not done
4%
Does not know
4%
Hire permanent
workers
15%
External
flexibility
solutions
16%
Source: Continental Research Corporate, Sept 2005
68

In the USA the main reason to use agency workers is
to fill in for absent employees or temporary vacancies
Companies’ rationale to use
temporary agency work
By using agency workers, companies
aim to minimise their exposure to
risk when the near future seems
uncertain. Once the outlook
brightens, agency work helps
companies to cope with sudden
increases in demand or to face
seasonal fluctuations. The use of
agency workers is also an effective
means of finding the right employee,
whether to fill a permanent position,
or to replace a worker leaving.
Main reason to hire agency workers in the USA
Fill in for absent employees or temporary vacancies
Provide extra support during busy times or seasons
Staff special short-term projects
68%
72%
80%
Help find good permanent employees
59%
0% 10% 20% 30% 40% 50% 60% 70% 80% 90%
Source: American Staffing Association 2009
69

In the UK the main reason
to use agency workers is to meet peaks in demand
Three in five employers say that
they use agency workers to fill
a temporary position “always”
or “most of the time”. The other
most frequently used methods to
cover for temporary vacancies are
resorting to casual staff, followed
by fixed term contract workers and
increased over-time. The overall
flexibility provided by agency work
is a key argument for the services
sector, whereas the manufacturing
sector uses it to evaluate staff for
permanent recruitment, or merely
to help keep running costs down.
Meeting peaks in demand/covering busy periods
Why do employers use temporary agency workers in the UK
Overall flexibility
Vetting staff before permanent recruitment
Covering short term staff leave/absences
Helping keep running costs down
Obtaining access to skills you cannot otherwise recruit
Allowing the business to try a new business line or
working patterns without permanent commitment
2.66
2.63
2.8
2.99
3.21
3.35
3.65
3.5
3.56
3.99
3.91
4.14
4.35
4.27
0 1 2 3 4 5
Manufacturing
Services
How important would you say that agency workers
are to your organisation in terms of the following
1 = not important
5 = very important
Source: REC / BERR Study 2008
70

In the Netherlands the main reason to use
agency workers is also to meet peaks in demand
Companies’ rationale to use
temporary agency work
As an instrument for employers to
adapt the size of their workforce to
fluctuations in product demand, agency
work is very sensitive to variations in
the business cycle. In the Netherlands,
companies use agency work for two
primary reasons: to absorb peaks in
demand and to cover for short-term
staff leave. Agency work is considered
the most appropriate solution to meet
these flexibility-related needs. It is
also seen as an alternative for many
HR-related functions traditionally
carried out internally by companies,
thus allowing them to focus on their
core activities.
Reasons for hiring agency workers in the Netherlands
80%
75%
70%
60%
60%
58%
50%
40%
30%
20%
10%
43%
Flexibility related
HR related
0%
Absorb demand peaks Cover short-term staff leave Pre-select potential hires Outsource HR
Source: ABU 2005
71

6. Agency work and the economic recovery
• Agency work is a bellwether of the economic
situation.
• As a cyclical business - and a forecasting indicator
- agency work has suffered from the economic
crisis, but agency workers have been first to be
hired when the economy recovers.
• Agency work limits the risk and duration of
unemployment.
• The private employment agency industry has
rebounded sharply since the recession ended.
73

Agency work
is a bellwether of the economic situation
The use of agency work echoes the
behaviour of the general economy.
Various studies have confirmed that
there is a direct correlation between
variations in GDP and the level of use
of agency work. In years of growth,
the supply and demand of agency
workers increase proportionally,
and diminish when the economy
falters. As a precise indicator of the
economic situation, the evolution
of the agency work industry is
therefore monitored as such, as
private employment agencies are
the first impacted by the crisis.
6.0%
5.0%
4.0%
3.0%
2.0%
1.0%
0.0%
-1.0%
-2.0%
-3.0%
4.0%
3.0%
2.0%
1.0%
0.0%
-1.0%
-2.0%
-3.0%
-5.0%
6.0%
Agency work growth* and GDP growth
USA
UK
15.0%
5.0%
10.0%
4.0%
5.0%
3.0%
0.0%
2.0%
-5.0%
1.0%
0.0%
-10.0%
-1.0% 97 98 99 00 01 02 03 04 05 06 07 08 09
-15.0%
-2.0%
97 98 99 00 01 02 03 04 05 06 07 08 09
-20.0%
-3.0%
-25.0%
-4.0%
-30.0%
-5.0%
-35.0%
-6.0%
JP
FR
40.0%
5.0%
4.0%
30.0%
3.0%
20.0%
2.0%
97 98 99 00 01 02 03 04 05 06 07 08 09 10.0%
0.0%
-10.0%
-20.0%
1.0%
0.0%
-1.0%
97 98 99 00 01 02 03 04 05 06 07 08 09
-2.0%
-3.0%
40.0%
30.0%
20.0%
10.0%
0.0%
-10.0%
-20.0%
40.0%
30.0%
20.0%
10.0%
0.0%
-10.0%
-20.0%
-30.0%
GDP growth
AW growth
Sources : Ciett National Federations, IMF 2010
*Evolution of turnover
74

The agency work industry in Europe
returned to growth in 2010
Agency work
and the economic recovery
The crisis affected the different
European agency work markets at
different times, depending on the
openness of their economies, the
maturity of their markets, and their
dependence on certain segments of
the economy. Accordingly, a country
like Germany which weathered the
crisis better than most, can be seen
to have surpassed the previous levels
of temporary agency work achieved
before the beginning of the crisis.
This can be partly attributed to
Germany’s relatively low penetration
rate. Indeed it highlights that
Germany is taking advantage of this
latent potential to begin economic
growth again.
35.0%
25.0%
15.0%
5.0%
-5.0%
-15.0%
-25.0%
-35.0%
-45.0%
-55.0%
Jan Feb Mar Apr May Jun Jul Aug Sep Oct
08 08 08 08 08 08 08 08 08 08
Evolution of number of hours worked by agency workers
(year on year)
Nov Dec Jan Feb Mar Apr May Jun Jul Aug Sep Oct
08 08 09 09 09 09 09 09 09 09 09 09
Nov Dec Jan Feb Mar Apr May Jun Jul Aug Sep Oct
09 09 10 10 10 10 10 10 10 10 10 10
France
Belgium Netherlands Spain Italy* Germany**
Source: Ciett National Federations 2010
* number of remunerated working days - ** total number of temporary agency workers
75

Number of agency workers in France
began to increase again in Feb 2010
The agency work industry in France
began to grow again in February
2010, and the number of full
time equivalent workers has risen
compared with the same period in
2009 since that date. At the end of
2009 unemployment in France had
reached 9.8%. The number of agency
workers in France fell by 26%, from
604,000 in 2008 to 447,000 in 2009.
The agency work penetration rate is
now 1.7%, down from 2.2% in 2008.
25.0%
20.0%
15.0%
10.0%
Evolution in number of agency workers in France *
21.0%
20.5%
18.5%
16.0%
15.0%
14.0%
12.0%
20.0%
5.0%
4.0%
0.0%
-0.5%
Jan 10 Feb 10 Mar 10 Apr 10 May 10 Jun 10 Jul 10 Aug 10 Sep 10 Oct 10
-5.0%
76
Source: Prisme 2010
* in FTEs / percentage change year on year

Number of agency workers in Belgium
have been rising since March 2010
Agency work
and the economic recovery
The agency work industry in
Belgium grew by 6.2% [in terms of
the number of full time equivalent
workers employed] in March 2010
compared to the same period in
2009. This was the first growth in the
Belgian agency work industry since
it entered the crisis. The growth has
continued steadily since that point
with most recent figures pointing to
a rise of 19.1% in September 2010
compared with September 2009.
25.0%
20.0%
15.0%
10.0%
Evolution in number of agency workers in Belgium *
19.1%
16.6%
16.2%
14.9%
12.5%
10.7%
6.2%
19.6%
5.0%
0.0%
-1.4%
-5.0%
-2.7%
Jan 10 Feb 10 Mar 10 Apr 10 May 10 Jun 10 Jul 10 Aug 10 Sep 10 Oct 10
Source: Federgon 2010
* in FTEs / percentage change year on year
77

The Italian agency work industry
began growing again in February 2010
The Italian agency work industry
began to grow again in April 2010.
It noted an increase of 3.6% in the
number of remunerated days by
agency workers compared with
April 2009. Growth has continued
steadily since that point. The impact
of the crisis on the Italian labour
market was relatively mild in 2008
but grew in strength in 2009. The
Italian agency work market was
also hit later than other European
countries. This is partially due to
regulatory changes introduced in
2001, 2004 and 2006 that helped
liberalise the market, thereby
cushioning the initial impact of the
crisis on the industry.
40.0%
30.0%
20.0%
10.0%
0.0%
-10.0%
-20.0%
-30.0%
Evolution in number of remunerated days by agency workers in Italy
28.3%
27.2%
25.8%
21.5%
13.3%
3.6%
-5.4%
-15.1%
-23.0%
Jan 10 Feb 10 Mar 10 Apr 10 May 10 Jun 10 Jul 10 Aug 10 Sep 10
78
Source: Ebitemp 2010
*percentage change year on year

The agency work industry returned to growth later
in the Netherlands than in other European countries
Agency work
and the economic recovery
The Agency work industry in the
Netherlands returned to growth
in period 5 (May) of 2010 with a
growth rate of 9% in hours worked
compared with the same period in
2009. The Netherlands returned to
growth later than other European
countries and at a lower rate. It must
be noted however that the crisis
hit the Netherlands later and the
industry suffered less than in other
countries (the industry decreased by
13.5% in 2009).
15.0%
10.0%
5.0%
0.0%
-5.0%
Evolution in number of agency workers in the Netherlands *
10.0% 10.0%
9.0%
8.0%
6.0%
5.0%
5.0%
-1.0%
-6.0%
-10.0%
-8.0%
-15.0%
-13.0%
Wk 1-4 Wk 5-8 Wk 9-12 Wk 13-16 Wk 17-20 Wk 21-24 Wk 25-28 Wk 29-32 Wk 33-36 Wk 37-40 Wk 41-44
Source ABU 2010
* in FTEs / percentage change year on year
79

The Spanish agency work industry
returns to growth strongly, following crisis
In 2010, the Spanish agency work
industry began to grow again in
February 2010 and continued to
do so throughout the year. In 2009,
Spain was heavily hit by the global
economic crisis. As one of the
fastest growing economies in recent
years, its impact was all the more
significant. Unemployment climbed
to over 19% in December 2009.
30.0%
25.0%
20.0%
15.0%
Evolution in number of agency workers in Spain *
24.7%
14.3%
13.3%
12.2%
21.2%
10.0%
8.7%
7.3%
5.0%
0.0%
-0.2%
Jan 10 Feb 10 Mar 10 Apr 10 May 10 Jun 10 Jul 10 Aug 10
-5.0%
80
Source: AGETT 2010
* in FTEs / percentage change year on year

The number of agency workers in Germany
returned to pre-crisis levels in 2010
Agency work
and the economic recovery
Germany’s agency work industry
began to grow again as early as
January 2010 and in September
2010, the German agency work
industry returned to pre-crisis levels
of employment. This can be partly
attributed to Germany’s relatively
young and still immature market
in comparison with other major
economies.
40.0%
35.0%
30.0%
25.0%
20.0%
Evolution in number of agency workers in Germany*
35.5%
34.6%
34.2%
32.0%
23.6%
38.0%
33.7%
15.0%
11.0%
10.0%
5.0%
2.9%
0.0%
Jan 10 Feb 10 Mar 10 Apr 10 May 10 Jun 10 Jul 10 Aug 10 sep 10
Source BZA 2010
* Total number of workers/ percentage change year on year
81

The American agency work market
began to recover earlier than the industry in Europe
American economic activity
measured by employment peaked
in December 2007. Since then, it
has lost jobs until mid 2009 when
it began to grow again. But even
though the decline in agency work
occurred later, it rapidly outpaced
that of the American workforce at
large, as it played its role of buffer,
cushioning the impact on permanent
staff. The strong recovery of the
industry points that in the recovery,
agency workers are among the first to
be hired.
15.0%
10.0%
5.0%
0.0%
-5.0%
-10.0%
-15.0%
US staffing employment index since 2006
120
110
100
90
80
70
-20.0%
60
19/06/2006
19/08/2006
19/10/2006
19/12/2006
19/02/2007
19/04/2007
19/06/2007
19/08/2007
19/10/2007
19/12/2007
19/02/2008
19/04/2008
19/06/2008
19/08/2008
19/10/2008
19/12/2008
19/02/2009
19/04/2009
19/06/2009
19/08/2009
19/10/2009
19/12/2009
19/02/2010
19/04/2010
19/06/2010
19/08/2010
19/10/2010
Week-to-Week Change ASA Staffing Index (Set at 100 on 6/12/2006)
Source: American Staffing Association 2010
82

Agency workers
are the first hired when business recovers
Agency work
and the economic recovery
The agency work industry can
quickly call upon a large pool of
workers, and provide organisations
with appropriate workers to better
manage competitive pressures. As
a result, the agency work industry
is among the first to create jobs as
soon as the economy recovers, as
companies first hire agency workers
to meet an increase in orders,
before recruiting permanent staff
when the situation stabilises. As Pat
McFadden - Former UK Minister of
State for Employment Relations -
said: “Agency work is a valued
route into employment and plays
a vital role in enabling employers
to respond flexibly to changing
business needs - and are likely to be
particularly important in enabling
employers and employees to take
full advantage of the upturn.”
When business recovers, which workers do you typically hire first
Don’t
distinguish
26%
Permanent
workers
23%
Contingent
workers
50%
based on a survey of buyers from 171 large [1000+ employee] companies
Source: Staffing Industry Analysts 2009 - www.staffingindustry.com
83

Agency work typically rebounds sharply
after recessions
Agency work
and the economic recovery
The agency work industry not
only creates jobs that would
not otherwise exist, but it also
accelerates the number of jobs
created once the economy recovers.
Historically, PrEAs are among the
first to create jobs in economic
upswings, enjoying double-digit
growth rates when the economy
emerges from a recession. As
business picks up, companies
first hire temporary help, before
recruiting permanent staff once
business has stabilised. Since 1990,
the growth rate of agency work sales
revenues in the USA has exceeded
GDP growth by more than 2.5 times.
35.0%
30.0%
25.0%
20.0%
15.0%
10.0%
5.0%
0.0%
-5.0%
-10.0%
1978
1979
1980
1981
1982
US staffing typically rebounds sharply after recessions
1983
1984
1985
1986
1987
1998
1989
1990
1991
1992
1993
1994
1995
1996
1997
1998
1999
2000
2001
2002
2003
2004
2005
2006
2007
2008
-15.0%
Temporary Help ADE
Real GDP % Change
Source: American Staffing Association 2009
84

About Ciett
As the International Confederation of
Private Employment Agencies, Ciett is
the authoritative voice representing the
interests of private employment agency
industry across the world.
Founded in 1967, Ciett consists of 44
national federations of private employment
agencies and seven of the largest staffing
companies worldwide: Adecco, GI Group,
Hudson, Kelly Services, Manpower,
Randstad, and USG People.
Its main objective is to help its members
conduct their businesses in a legal and
regulatory environment that is positive and
supportive.
Ciett is divided into five regional
organisations: Africa, Asia [AsiaCiett], North
America, South America [CLETT&A], and
Europe [Eurociett].
86

Africa
Morocco | FNETT
South Africa | APSO
Asia/Pacific
Australia & New
Zealand| RCSA
China | CAFST
Japan | JASSA
South Korea | KOSA
North America
Canada | ACSESS
Mexico | AMECH
USA | ASA
South America
Argentina | FAETT
Brazil | SINDEPRESTEM
Chile | AGEST
Colombia | ACOSET
Perú | AETT Perú
Europe
Austria | VZA
Belgium | FEDERGON
Bulgaria | BG Staffing
Czech Republic | APPS
Denmark | Dansk Erhverv
Estonia | ESAA
Finland | HPL
France | PRISME
Germany | BZA
Greece | ENEPASE
Hungary | SZTMSZ
Ireland | NRF
Italy | ASSOLAVORO
Latvia | LASA
Lithuania | TEAA
Luxembourg | ULEDI
Macedonia | NFTWAM
Netherlands | ABU
Norway | NHO Service
Poland | Polskie Forum HR
Portugal | APESPE
Romania | ARAMT
Slovakia | APAS
Slovenia | ZAZ
Spain | AGETT & AETT
Sweden |
Bemanningsförtagen
Switzerland | Swiss
Staffing
Turkey | OIBD
UK | REC

Tour & Taxis building
Avenue du Port 86c - Box 302
B 1000 - Brussels
www.ciett.org
www.inextremis.be