2020 Entering the Economic Rebound · 2020-06-24 · and inbound marketing, to generate staffing...

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  • 2020 Entering the Economic ReboundSTAFFING INDUSTRY OUTLOOK

    Brought to you by

    https://www.haleymarketing.com/

  • TABLE OF CONTENTS Study Overview

    Key Findings and Glimmers of Hope for Our Economy

    Section 1: The Pandemic: A Blow to the U.S. Staffing Industry

    Section 2: Course Correcting: Adjusting Strategies and Budgets

    Section 3: Sales & Marketing: What Works Right Now?

    Section 4: Looking to the Future: How Will the Pandemic Impact the Staffing Industry?

    Entering the Rebound: Creating a Bright Future for Your Staffing Firm

    3

    4-5

    6-7 8-11

    12-13

    14-20

    21

  • 3

    ABOUT HALEY MARKETINGFounded in 1996, Haley Marketing is the largest website development, digital marketing and marketing technology firm serving the temporary staffing and executive recruiting industries.

    Over the past 24 years, we have steadily grown our team, our offerings and our client base. Today, we proudly serve more than 1,400 staffing and recruiting firms, ranging from solo recruiters to larger staffing and recruiting organizations with regional, national and international offices.

    Our mission is to make great marketing more affordable for clients, helping them to stand out, stay top-of-mind and sell more. For more information about our company or our services, visit www.haleymarketing.com.

    ABOUT THIS STUDYIn May and June 2020, Haley Marketing conducted an online survey of staffing industry professionals to find out how our industry has been impacted by the pandemic – and what firms are doing to bring in more sales and prepare for the economic rebound. The survey was completed by nearly 200 individuals located throughout the U.S., representing a wide range of staffing specialties.

    Note: Percentages are based on the number of respondents who completed each question.

    Q: WHAT IS YOUR CORE INDUSTRY OF FOCUS? (multiple responses allowed)

    Clerical/Office

    Light Industrial

    Skilled Labor

    Accounting/Finance

    Legal

    Engineering

    IT

    Sales/Marketing

    Medical(Clinical)

    Medical (Admin/Non-Clinical)

    Life Sciences/Pharmaceutical

    Executive RecruitmentOther

    Answered 190 Skipped 4

    41%

    45%

    27%

    24%5%19%

    23%

    12%12%11%

    6%18%

    15%

    ANSWER CHOICES RESPONSES

    Clerical/Office 41.05%

    Light Industrial 44.74%

    Skilled Labor 26.84%

    Accounting/Finance 23.68%

    Legal 5.26%

    Engineering 18.95%

    IT 22.63%

    Sales/Marketing 12.11%

    Medical (Clinical) 11.58%

    Medical (Admin/Non-Clinical) 10.53%

    Life Sciences/Pharmaceutical 6.32%

    Executive Recruitment 18.42%

    Other (please specify) 14.74%

    https://www.haleymarketing.com/

  • 4

    KEY FINDINGSStatewide shelter-in-place orders. Mandatory business closures. Unprecedented economic challenges. And now, talk of a "second wave."

    In just a few short weeks, the pandemic fundamentally altered the way we think, behave, and of course, work. It brought our economy to a screeching halt. It created panic and uncertainty like we've never known.

    But after weeks of massive layoffs (including 19.6 million in April alone)1, several employment and economic pictures are showing

    GLIMMERS OF HOPE:

    Private-sector employment losses

    slowed markedly in May (2.76 million)1

    Total non-farm employment rose by

    2.5 million in May2

    Unemployment declined to

    13.3% in May2

    Temporary jobs in the U.S.

    increased by 39,100 in May3

    After sharp declines in March and April, The Conference Board Employment Trends Index™

    edged up in May to 46.284

    On June 8, stocks on the S&P 500

    erased their losses for the year5

  • 5

    The peak of job loss… and the beginning of the economic rebound.

    ENTERING THE ECONOMIC REBOUNDHow has the pandemic impacted the staffing industry so far – and how long will the recovery take? What sales and marketing tools are most effective right now? What should your firm be doing more of, less of, or differently to prepare for the rebound?

    This report answers these questions and more, sharing recommendations to help your business adapt to the current economic environment – and thrive in the upturn that's ahead.

    Let's examine the survey findings:

    And according to many experts, these numbers signal a turning point for our nation:

  • 6

    SECTION 1: THE PANDEMIC DELIVERED A BLOW TO THE U.S. STAFFING INDUSTRY

    Q: HOW HAS THE COVID-19 PANDEMIC IMPACTED YOUR REVENUE?

    Q: HAVE YOU HAD TO LAYOFF OR FURLOUGH ANY OF YOUR INTERNAL EMPLOYEES?

    Most staffing firms were hard hit:• 93% of agencies reported a decrease in revenue.

    • Nearly 6 in 10 (59%) dropped more than 30%.

    But the news isn't all grim:• Despite revenue loss, more than half (52%)

    reported no change in their internal staff levels.

    • More than 7 in 10 (71%) have applied for – and received – a PPP loan.

    Decrease of more than 30%

    Decrease of 20%-29%

    Decrease of 10%-19%

    Decrease of 1%-9%

    No change

    Increase of 1%-9%

    Increase of 10%-19%

    Increase of 20%-29%

    Increase of more than 30%

    58.85%12.5%12.5%8.85%5.21%

    0%0%

    .52%1.56%

    Yes, more than 30% of our employees

    No change

    Yes, between 1%-9%

    Yes, between 10%-19%

    Yes, between 20%-29% of our employees

    52.33%

    11.40%

    12.95%

    9.84%

    13.47%

  • CREATING YOUR RECOVERY PLANIf your firm is like most commercial staffing and recruiting agencies, you're feeling the pain this recession has created:

    • Temporary staffing immediately took a big hit.

    • Key industries like hospitality saw demand almost entirely drop overnight. Even healthcare took a downturn, with elective procedures put on hold.

    • Sharp decreases in revenue have shuttered agencies across the country – and threatened others’ survival.

    Prepare yourself for what’s happening now – and what’s coming next.

    Get your free copy of "Strategies for a Changed World" to create your firm's playbook for success, and make this recession "the other guy's problem."

    Q: DID YOUR COMPANY APPLY FOR A PPP LOAN?

    7

    Yes, but we have not received our funding yet

    Yes, but we decided not to accept

    Yes, but we were declinedYes, and we received our loan

    No, we did not apply

    Other

    71.20%1.05%

    1.57%

    1.57% 16.75%

    7.85%

    https://newsletter.haleymarketing.com/covid19-recovery-for-staffing-and-recruiting/c/43949

  • 8

    SECTION 2: COURSE-CORRECTING: ADJUSTING STRATEGIES AND BUDGETS

    Q: HOW HAVE YOUR SALES STRATEGIES CHANGED TO OVERCOME PANDEMIC CHALLENGES?

    Mandatory closures, social distancing requirements and more have forced staffing firms to shift how they sell, recruit and serve clients. How have staffing firms adjusted?

    (Select all that apply)

    Expanded into brand new industries/verticals

    Shifted our sales focus to essential businesses

    � Shifted our focus from contract staffing to direct hire

    � Shifted our focus from direct hire to contract

    Launched new service offerings (for example; remote work, RPO, etc.)

    Focused on securing more market share with our existing clients

    More aggressively targeted our competitors’ clients

    Focused more on companies that have NOT used staffing in the past

    � We have decreased the size of our sales team

    We have not made any meaningful changes in sales strategy

    29.63%44.44% 7.94% 5.82%22.75%49.21%28.57%

    15.87% 5.29%19.05%

  • 9

    BUSINESS UN-USUAL: 9 SALES STRATEGIES FOR TODAY'S ECONOMYAlthough states are continuing to come back online, business is nothing like it was before the pandemic. Moving forward, your success will rely on a mix of hard work and creativity. In "9 'New Normal' Staffing Sales Ideas," we detail 9 sales strategies you can implement to increase the value you deliver, and create more staffing sales opportunities in the months ahead:

    1. Strengthen client relationships

    2. Create incentives for purchase

    3. Target small and essential businesses

    4. Pivot into new skill disciplines

    5. Target weaker competitors

    6. Offer proactive workforce planning

    7. Increase visibility online

    8. Help your team to sell remotely

    9. Move up the value chain

    FIRMS HAVE EMPLOYED A VARIETY OF STRATEGIES TO ADAPT:Increasing share of customer:

    • Nearly half (49%) of firms have focused on securing more business from current clients.

    Shifting focus:• 45% have targeted essential businesses to stay afloat.

    • 14% have either shifted their focus from contract staffing to direct hire or vice versa.

    Hunkering down: • Surprisingly, nearly 1 in 5 firms has chosen to

    “wait it out,” making no meaningful changes to their strategy to weather the recession.

    Pursuing new opportunities:• Nearly 3 in 10 have expanded

    into new industries/verticals to generate business.

    • 28% have aggressively pursued competitors' clients.

    • 23% have launched new service offerings such as remote work and recruitment process outsourcing.

    • Roughly 15% have increased their focus on companies that have NOT used staffing in the past.

    https://www.haleymarketing.com/2020/05/19/new-normal-staffing-sales-ideas/https://www.haleymarketing.com/2020/05/19/new-normal-staffing-sales-ideas/https://www.haleymarketing.com/2020/05/19/new-normal-staffing-sales-ideas/

  • 10

    Q: HOW HAVE YOU ADJUSTED YOUR JOB BOARD SPEND SINCE THE BEGINNING OF THE PANDEMIC?

    RECRUITING PARADOXWhy should your staffing firm spend more on recruiting in this economy? One word: Opportunity. Now is the ideal time to capitalize on the temporary influx of highly qualified talent by:

    • Proactively recruiting amazing candidates who haven’t been on the job market in a decade.

    • Accelerate time-to-fill and quality-of-hire by being more aggressive about recruiting.

    • Skill marketing your best talent to generate additional placements.

    • Upgrading your talent: systematically replacing low performers (both internally and in the field) with higher-performing, higher-potential individuals who are a better cultural match.

    In a time when competitors are making draconian cuts to their recruiting budgets, recruitment marketing provides opportunities to gain a sustainable competitive advantage in your market.

    Learn more:

    “Time to Topgrade? Why Now is the Best Time to Attract the Best Talent to Your Company”

    “Why Recruitment Marketing Now?”

    Staffing firms have taken a reactionary approach to recruiting:

    • Just 4% of firms have increased their job board spend.

    • More than half (56%) have decreased their expenditure.

    Spend has remained the same

    Increased spend by 1%-9%

    Increased spend by 10%-24%

    Increased spend by 25%-49%

    Completely eliminated our job board spend

    Decreased spend by more than 75%

    Decreased spend by 50%-74%

    Decreased spend by 25%-49%

    Decreased spend by 10%-24%

    Decreased spend by 1%-9%

    6.22%5.70%

    12.44%13.47%12.44%

    5.18%36.79%

    2.59%1.04%0.52%

    https://www.haleymarketing.com/2020/06/09/topgrade-talent-staffing-agencies/https://www.haleymarketing.com/2020/05/12/why-recruitment-marketing-now/

  • 11

    Q: HOW HAS YOUR MARKETING BUDGET CHANGED TO OVERCOME PANDEMIC CHALLENGES?

    WHY IS MARKETING SO IMPORTANT NOW?In uncertain economic times, marketing may seem like the easiest thing to cut. However, smart executives understand that during a recession, marketing is a non-negotiable budget item.

    Here’s why:• Lose visibility, and you WILL lose market share.

    FACT: Aggressive advertisers obtained 4.5x the market share gain of competitors who cut back on marketing during a recession. Source: Center for Research and Development

    • Companies that market fall less and grow faster. FACT: Companies that advertised aggressively during past recessions had sales 256% higher than those that did not continue to advertise. Source: Wharton School

    • Marketing gives your sales team a reason to call.

    Learn how to rebound faster:Strategies to Recession Proof Your Staffing Company (part 1): Expert advice from Harvard Business Review and more to protect your firm and generate more sales.

    Strategies to Recession Proof Your Staffing Company (part 2): Haley Marketing’s most powerful sales and marketing lessons to help you recover faster.

    Staffing firms have taken a reactionary approach to recruiting:• Approximately 4 in 10 (42%) of firms have cut their marketing spending and activities.

    • More than one-third (36%) have not changed their marketing budget.

    • Roughly 2 in 10 (21%) have increased their expenditures.

    We have not changed our marketing budget.

    We have made modest increases to our marketing expenses and activities.

    We have invested heavily in new marketing and activities to increase market share.

    We have dramatically cut marketing expenses and activities.

    We have made modest decreases to our marketing expenses and activities.

    15.1%

    27.08%

    35.94%

    15.1%

    6.77%

    https://www.haleymarketing.com/wp-content/uploads/2020/04/BeatRecession_ExpertAdvice-1.pdfhttps://www.haleymarketing.com/wp-content/uploads/2020/04/BeatRecession_MarketingIdeas-1.pdf

  • 12

    SECTION 3: SALES & MARKETING: WHAT WORKS RIGHT NOW?

    Q: PLEASE RATE THE EFFECTIVENESS OF THE FOLLOWING SALES/MARKETING TOOLS DURING THIS PANDEMIC ON A SCALE OF 1 TO 5.(1 = not effective at all and 5 = extremely effective) WEIGHTED AVERAGE

    Drop-in calls, networking events and other face-to-face sales methods have gone by the wayside – at least for now. But in a time when building personal relationships is more important than ever, what tools have proven most effective for account managers?

    No single tool, method or medium stood head and shoulders above the others. As expected, staffing companies are having to implement a higher volume of activities to sustain sales growth. However:

    • One-to-one, personal emails were rated as the most effective tool during the pandemic (weighted average of 3.64).

    • Digital marketing tools were ranked highly effective. Social media marketing, text/SMS, webinars, and SEO rounded out the top 5.

    • Old school is older than ever. Yellow page advertising, radio, TV, newspaper/print advertising and cold calls were rated among the least effective tools.

    Cold Calls

    Company Website

    Chatbot

    Top Talent Skill Marketing

    Case Studies

    Content Marketing

    Text/SMS

    Social Media Marketing

    1:1 Personal Email

    Mass Email

    Online Advertising/Pay Per Click

    Direct Mail

    Video Marketing

    Webinars

    Sales Collateral

    Search Engine Optimization

    Radio

    Television

    Newspaper or Print Advertising

    Yellow Page Advertising

    2.46

    2.97

    2.26

    3.06

    2.48

    3

    3.23

    3.31

    3.63

    2.93

    2.43

    2.45

    2.9

    3.18

    2.57

    3.08

    1.61

    1.6

    1.9

    1.31

    321

  • 1313

    WHEN THE GOING GETS TOUGH, THE TOUGH MARKET SMARTERTo thrive in this downturn and emerge more competitive:

    • POSITION YOURSELF AS A PARTNER. Build personal connections, ask how you can help, and provide sound business (not just staffing) advice for employers.

    • EDUCATE CLIENTS. Use webinars, eBooks, blog posts, sell sheets and more to teach prospects and clients new ways your services can be of value in all market conditions.

    • STAY VISIBLE ONLINE. Invest in digital tools to stay top-of-mind, increase demand for last-minute fill-ins and cross-sell your services, especially while you can’t make in-person connections.

    • HELP YOUR TEAM MASTER REMOTE SELLING. Provide training and resources for account managers to effectively use remote sales tools like video email, Zoom and online presentation software.

    • INCREASE SALES ACTIVITY – and provide marketing tools to make every call more intentional and effective. This can include multi-touch campaigns that leverage a variety of communication channels to capture attention as well as digital and traditional marketing to strengthen positioning and keep your company top-of-mind.

    • INVEST IN RECRUITMENT MARKETING to capitalize on this unprecedented (and very brief) access to high-level talent.

    • EXPERIMENT. TEST. AND MEASURE. Improve your marketing ROI by systematically evaluating which tools are right for your firm.

    What can – and should – your firm be doing right now?

    Staffing Sales Lead Generation (eBook): Learn how to use integrated direct marketing, and content and inbound marketing, to generate staffing leads in this economy.

    Smart Marketing Checklist (digital workbook): Discover more than 150 ideas to make your marketing more effective, strategic and affordable.

    Schedule a free consultation with a marketing educator. If you’re not sure where to start, we can help. Our experts will discuss your challenges, learn about your goals and provide recommendations to help you reach them, faster.

    https://newsletter.haleymarketing.com/i/145078496l1https://www.haleymarketing.com/smartmarketing/https://www.haleymarketing.com/contact-us/

  • 14

    SECTION 4: LOOKING TO THE FUTURE

    Q: WHAT STATEMENT BEST SUMMARIZES YOUR CLIENTS’ OUTLOOK ON EMPLOYEES RETURNING TO WORK?

    How long will it take for things to get back to “normal”?

    In this section, respondents weighed in on the long-term impact of the pandemic – on clients, the economy and our industry.

    Notable data points:• Uncertainty is prevalent. More than 40% of clients don’t know how their

    employees will feel about returning to work.

    • Nearly 4 in 10 staffing clients believe that people will want to stay on unemployment as long as possible because of increased unemployment benefits.

    • Roughly 18% of employers believe they will have no trouble bringing back laid-off/furloughed employees or hiring good people.

    Help Employers Make the Most of Today’s Talent Market• Skill-market your best candidates to help clients capitalize on the short-term

    availability of high-quality, high-potential talent.

    • Explain the value of your services in a talent-rich market: improving process efficiency by offloading time-intensive recruiting, screening and vetting activities; identifying high-potential candidates; accessing talent to scale up quickly as market improves.

    With record high unemployment rates, hiring good people won’t be any problem.

    With increased unemployment benefits, people will want to stay on unemployment as long as possible.

    We are prepared to pay higher wages to attract people back.

    We expect nearly all our laid-off and furloughed staff to come right back.

    � We are going to need a lot of help recruiting new people.

    We don’t know what to expect.

    10.53%

    37.37%

    1.58%

    7.37%

    2.63%

    40.53%

  • 15

    WHEN TEMPORARIES DON’T WANT TO RETURNIf associates are reluctant to go back to their assignments, here are three ways to address the situation:

    • EASE THEIR WORRIES. Explain what you and your clients are doing to keep workers safe: PPE, health screenings, cleaning/disinfecting protocols and more. The safer associates feel, the more likely they will be to return.

    • EXPLAIN THE WIIFM. As businesses continue reopening, many will begin hiring again – and offering their current temporary employees direct positions.

    • CREATE A SENSE OF URGENCY. Communicate that, once additional unemployment benefits run out at the end of July, the job market will likely be flooded with candidates competing for the same openings. Going back to work now will allow associates to beat the rush.

  • 16

    Q: HOW LONG DO YOU FEEL IT WILL TAKE FOR THE ECONOMY TO RECOVER TO PRE-COVID LEVELS?

    Q: HOW LONG DO YOU FEEL IT WILL TAKE FOR YOUR COMPANY TO RECOVER?

    Staffing recovery is predicted to be faster than overall economic recovery.

    • 84% of respondents believe their company will recover in a year or less.

    • 79% believe it will take the economy longer to recover: between seven months and two years.

    • This difference is likely due to the fact that changes in staffing industry employment frequently occur before changes in overall employment, especially following a recession.

    GET YOUR BOUNCE BACK FASTERWhen a downturn hits, marketing more aggressively helps you boost awareness and stay top-of-mind. It signals to the market that your business is doing well (people want to work with successful companies!). This activity and visibility create the momentum you need to accelerate recovery.

    On-demand webinars to help you rebound faster:

    Build Back Better: Prospecting During Uncertain Times: Upgrade your skill set and create more opportunities by learning how to prospect virtually.

    Not Your Father’s Marketing – Essential Strategies for Success in 2020: Learn the tools and strategies you should include to modernize your marketing mix and achieve more in 2020.

    3-6 months

    7-12 months

    1-2 years

    2-3 years3+ years

    35.26%

    48.42%

    14.21%1.05%

    1.05%7-12 months

    3-6 months

    1-2 years

    2-3 years

    3+ years

    41.58%

    9.47%

    37.37%

    8.42%

    3.16%

    https://lunchwithhaley.com/2020/05/14/build-back-better/https://lunchwithhaley.com/2019/12/12/essential-marketing-strategies-for-success-in-2020-for-staffing/

  • 17

    Q: HOW DO YOU FEEL THIS PANDEMIC WILL IMPACT THE PERCEPTION OF THE STAFFING INDUSTRY? (open-ended response)

    For this question, many respondents answered how they believed the pandemic will impact the staffing industry directly – not necessarily how it will impact the perception of the industry.

    Regardless, the answers ran the gamut from positive/optimistic to decidedly negative. Responses are categorized on the following pages, and notable answers representative of each group have been included.

  • 18

    Positive Impact / Positive Perception: 54

    (e.g., improved reputation, positive impact, increased reliance on staffing, perceived as a partner, seen as a valuable resource, essential tool for recovery)

    “My hope is that this will shine a light on the flexibility and

    nimbleness of the staffing industry and how they truly are a

    partner with companies not a threat to companies. There

    is great value in this partnership when staffing agencies

    and business align in their thought.”

    “Hopefully our perceived value will increase.

    Finding quality talent remains to be the biggest

    challenge among most staffing agencies and

    their clients.”

    “It will create a new respect for the abilities

    of staffing companies to find the right

    employees for specific companies. Employers

    will use this as a way to cull poor workers.”

    “Hopefully it will make us more

    necessary because companies

    won’t want to hire and have to lay

    off talent due to surges that may occur with COVID-19 returning

    in the fall/winter. They will want

    a more flexible workforce.”

  • 19

    Mixed Impact / No Net Impact on Perception: 47

    (e.g., will have positive and negative impacts, no change, negative short-term but positive long-term impact)

    “I feel that it might be mixed. Perception may increase due to the service/value we

    add to their job search. As well as clients being able to have a flexible expense with

    their workforce. On the other hand, some candidates might begin to have negative

    impact on perception because they’ll feel that we are not helping

    their job search enough.”

    “I think the perception of staffing will be that we are

    becoming obsolete as UE is so high; HOWEVER, UE is paying

    so much that it’s hard to find the right people! Which hiring

    managers will soon discover firsthand. Their schedules will

    become busier with less time to recruit on their own, and

    we will again become their major resource.”

    “...The worries are more so around how this will

    change the HR landscape and how we will adapt

    to fit new talent acquisition and work arrangement

    models (especially in our contract businesses).”

    “Covid-19 recovery will negatively impact some

    business segments, however, others will feel no effect, and some will see positive growth in the

    short and long term. The recovery may see some

    business models fundamentally undermined

    while it could provide a boost for others.”

  • "The pandemic will have others perceiving

    staffing as a commodity - since

    unemployment is higher, clients think

    they can do it alone, not understanding the

    quality won't be the same, while HR teams

    continue to be overwhelmed with work."

    "Some firms might think

    we're unnecessary since

    there are far more people

    unemployed and/or

    looking for work at the higher-level paying jobs

    that we handle."

    20

    Negative Impact / Negative Perception: 26

    (e.g., decreased reliance on staffing, take hiring in-house, staffing firms are not needed, much tougher for smaller staffing firms to survive)

    Unsure: 23

    (e.g., it's too early to tell, time will tell, not sure)

    Note: individual outlier responses were excluded.?

  • ENTERING THE REBOUND: CREATING A BRIGHT FUTURE

    21

    WHAT’S THE BEST WAY TO ENSURE A BRIGHT FUTURE FOR YOUR STAFFING COMPANY?

    Honestly, there is no single "correct" answer. What works best for you may not work best for others. And conversely, what they do won’t be best for you.

    However, if we look at past recessions, the companies that were most successful drove sales by:

    • Strengthening their core competencies – getting even further ahead of their competitors.

    • Diversifying into new services that matched their skills and abilities.

    • Digitally transforming their business to improve customer service, increase efficiency and lower cost of delivery.

    • Getting more aggressive about marketing to stay visible, strengthen positioning and capitalize on more opportunities.

    • Providing sales teams with the tools and support needed to succeed.

    While the next several months will undoubtedly be challenging, opportunity is everywhere. And we're here to help you seize it.

    We've retooled products. Created special promotions. And developed new ways to make our marketing faster, more effective and less expensive for you. Visit our COVID Recovery page, filled with business strategy and marketing resources to thrive in this economy – and rebound faster.

    https://www.haleymarketing.com/covid-recoveryhttps://www.haleymarketing.com/covid-recovery

  • Our Services:• Website Design & Content

    • Blog Writing & Social Media

    • Recruitment Marketing

    • Direct Mail Campaigns

    • Email & Content Marketing

    • Corporate Identity & Creative

    • Marketing Strategy

    • Online Advertising

    Sources:1 https://www2.staffingindustry.com/Editorial/Daily-News/Private-sector-employment-falls-by-2.76-million-in-May-job-loss-likely-peaked-54014

    2 https://www.bls.gov/news.release/empsit.nr0.htm

    3 https://www2.staffingindustry.com/Research/Research-Reports/Americas/June-US-Jobs-Report3

    4 https://www.conference-board.org/data/eti.cfm

    5 https://www.nytimes.com/2020/06/08/business/stock-market-today-coronavirus.html

    TO BRAINSTORM IDEAS OR GET EXPERT ADVICE, CONTACT US [email protected] | 888.696.2900

    haleymarketing.com

    https://www.haleymarketing.com/services/websites/https://www.haleymarketing.com/services/blogging-social-media/https://www.haleymarketing.com/services/recruitment-marketing/https://www.haleymarketing.com/services/direct-marketing/https://www.haleymarketing.com/services/email-content-marketing/https://www.haleymarketing.com/services/branding-identity-design/https://www.haleymarketing.com/services/business-consulting-services/strategic-consulting/https://www.haleymarketing.com/services/recruitment-marketing/job-advertising/https://www2.staffingindustry.com/Editorial/Daily-News/Private-sector-employment-falls-by-2.76-million-in-May-job-loss-likely-peaked-54014https://www2.staffingindustry.com/Editorial/Daily-News/Private-sector-employment-falls-by-2.76-million-in-May-job-loss-likely-peaked-54014https://www2.staffingindustry.com/Editorial/Daily-News/Private-sector-employment-falls-by-2.76-million-in-May-job-loss-likely-peaked-54014https://www.bls.gov/news.release/empsit.nr0.htmhttps://www2.staffingindustry.com/Research/Research-Reports/Americas/June-US-Jobs-Report3https://www2.staffingindustry.com/Research/Research-Reports/Americas/June-US-Jobs-Report3https://www.conference-board.org/data/eti.cfmhttps://www.nytimes.com/2020/06/08/business/stock-market-today-coronavirus.htmlhttps://www.nytimes.com/2020/06/08/business/stock-market-today-coronavirus.htmlmailto:info%40haleymarketing.com?subject=Survey%20Report%20Questionhttp://www.haleymarketing.com/