The Ongoing Impact of the Recession - Professional Services Industry

SHRM Poll: The Ongoing Impact of the Recession—Professional Services Industry

July 31, 2012

SHRM Poll: The Ongoing Impact of the Recession—Professional Services Industry ©SHRM 2012 2

The Ongoing Impact of the Recession:Professional Services

Introduction

Key Findings

Organizations’ Financial Health

Hiring

Recruiting Challenges

Demographics

Methodology


Introduction

Overall results have been released in three different topic areas: Recruiting and skill gaps (released November 7, 2011). Overall financial health and hiring (released November 22, 2011). Global competition and hiring strategies (released December 14, 2011).

Industry-specific results are reported separately for each of the eight industries included in the sample. These findings cover the results for the professional services industry. The following industries were also included in the sample: Construction, mining, oil and gas (released March 9, 2012). Manufacturing (released April 4, 2012). Federal government (released June 4, 2012). State and local government (released June 4, 2012). Finance (released June 4, 2012). High-tech (released July 31, 2012). Health.


Key Findings: Organizations’ Financial HealthProfessional Services

What percentage of staff have organizations laid off since the U.S. and global recession began in December 2007? In 2011, 30% of organizations from the professional services industry indicated they had not laid off any staff since the recession began. Forty-six percent had lost between 1% and 10% of their staff. In total for 2011, about three-quarters (76%) of organizations in the professional services industry laid off 0% to 10% of staff, an improvement compared with 2010 when fewer organizations (61%) reported losing less than 10% of employees since the recession began in December 2007.

How does the financial health of organizations compare to 12 months ago? Nearly one-half (47%) of organizations in the professional services industry reported being in a mild or significant recovery in 2011, unchanged from 2010. About one-quarter (26%) indicated no change compared with a year ago, and the remaining 27% were in a significant or mild decline. The professional services industry is more likely to be in a significant recovery compared with state and local governments.


Key Findings: HiringProfessional Services

Are organizations currently hiring? Just under three-quarters (71%) of organizations from the professional services industry were hiring in 2011, an increase from 58% in 2010. The majority (78%) of organizations hired nonmanagement salaried employees, and three-fifths (60%) hired nonmanagement hourly employees. Just over one-half (53%) hired other management-level staff, and 18% hired executive or upper-management employees. The professional services industry is more likely to be hiring nonmanagement salaried employees than the state and local government, health, and manufacturing industries.

Are organizations creating new positions or replacing jobs lost? Nearly one-half (47%) of organizations in the professional services industry indicated they mainly hired direct replacements of jobs lost, an increase from 29% in 2010. Fewer organizations in the professional services industry indicated they mainly hired for completely new positions in 2011 (39%) than in 2010 (55%), whereas the remaining 14% in 2011 and 16% in 2010 hired for positions with new duties added to jobs lost since the recession began.


Key Findings: Recruiting ChallengesProfessional Services

Is it difficult to find qualified individuals for new jobs that require new and different skill sets? Three in five (60%) organizations in the professional services industry found it somewhat or very difficult to recruit qualified candidates for these new positions, an increase from 45% in 2010.

Is recruiting for specific jobs difficult in the current labor market? Among the professional service industry organizations that are currently hiring full-time staff, over one-half (57%) reported having difficulty recruiting for specific open jobs.

What types of jobs are the most difficult to fill? The top five most difficult positions to fill for the professional services industry are engineers (88%), scientists (88%), high-skilled technical (e.g., technicians and programmers) (83%), managers and executives (80%), and sales representatives (72%).


Organizations’ Financial Health



More than 50% of staff

21% to 50% of staff

11% to 20% of staff (2011 data)10% to 20% (2010 data)*

10% or less (2011 data)Less than 10% (2010 data)*

6% to 10% of staff

1% to 5% of staff

Not applicable—did not lay off any staff

2%

12%

25%

61%

2%

10%

13%

76%

18%

28%

30% 2011 (n = 352)

2010 (n = 334)

Thus far, what percentage of full-time jobs have been lost at your organization since the U.S. and global recession began in December 2007? Professional Services

Note: Percentages may not total 100% due to rounding. An asterisk (*) indicates 2010 data had different categories than 2011 data: “Less than 10% of staff” and “10% to 20% of staff.”

76%


Thus far, what percentage of full-time jobs have been lost at your organization since the U.S. and global recession began in December 2007? Professional Services

Federal government (50%)Finance (45%)

. . . are more likely tohave had NO layoffs

than . . .

Construction, mining, oil and gas (20%)Manufacturing (21%)

State and local government (30%)Services—professional (30%)

High-tech (29%)

Comparisons by Industry

The federal government and the finance industries are more likely to have had no layoffs compared with the construction, mining, oil and gas; manufacturing; state and local government; professional services; and high-tech industries.

The construction, mining, oil and gas industry is more likely to have lost more than 50% of staff compared with the federal government, finance, manufacturing, professional services and high-tech industries.

Construction, mining, oil and gas (10%). . . is more likely to

have lost more than 50% of staffthan . . .

Federal government (2%)Finance (0%)

Manufacturing (2%)Services—professional (2%)

High-tech (3%)

Note: Only statistically significant differences are shown.


In relation to the U.S. and global recession, would you say your organization's overall financial health is declining or recovering compared with 12 months ago?Professional Services

In a significant decline

In a mild decline

No change compared with 12 months ago

In a mild recovery

In a significant recovery

5%

21%

27%

40%

7%

5%

22%

26%

37%

10% 2011 (n = 353)

2010 (n = 334)

Holly Alexander

The yellow bar looks slightly shorter than the red.


In relation to the U.S. and global recession, would you say your organization's overall financial health is declining or recovering compared with 12 months ago?Professional Services

Services—professional (10%). . . is more likely to

be in a significant recoverythan . . .

State and local government (1%)


The professional services industry is more likely to be in a significant recovery compared with the state and local governments.

The federal government and state and local governments are more likely to be in a significant decline compared with the finance, manufacturing, professional services and high-tech industries.

Federal government (29%)State and local government (13%)

. . . are more likely tobe in a significant decline

than . . .

Finance (3%)Manufacturing (4%)

Services—professional (5%)High-tech (4%)


The professional services industry is more likely to be in a mild recovery compared with the federal government and with state and local governments.

Services—professional (37%). . . is more likely to

be in a mild recoverythan . . .



Hiring



Is your organization currently hiring full-time staff?Professional Services

No

Yes

42%

58%

29%

71%

2011 (n = 356)2010 (n = 326)


Is your organization currently hiring full-time staff?Professional Services

Health (89%). . . is more likely to

be currently hiring full-time staffthan . . .

Construction, mining, oil and gas (66%)Federal government (68%)

Services—professional (71%)


The health industry is more likely to be currently hiring full-time staff compared with the construction, mining, oil and gas; federal government; and professional services industries.



At what level(s) is your organization hiring?Professional Services

Executive/upper management (e.g., CEO, CFO)

Other management (e.g., directors, managers)

Nonmanagement hourly employees

Nonmanagement salaried employees

18%

53%

60%

78%

Note: n = 252. Percentages do not total 100% due to multiple response options. Only respondents whose organizations were currently hiring full-time staff were asked this question.


At what level(s) is your organization hiring?Professional Services


The professional services industry is more likely to be hiring nonmanagement salaried employees compared with the health, manufacturing, and state and local government industries.


. . . is more likely tobe hiring nonmanagement salaried

employeesthan . . .

Health (60%)Manufacturing (64%)


The federal government and health industries are more likely to be hiring executive/upper-management employees compared with the construction, mining, oil and gas; finance; manufacturing; professional services; and high-tech industries.

Federal government (39%)Health (39%)

. . . are more likely tobe hiring executive/upper-management employees

than . . .

Construction, mining, oil and gas (15%)Finance (19%)


High-tech (16%)



At what level(s) is your organization hiring? (continued)Professional Services


The finance, health, manufacturing, and state and local government industries are more likely to be hiring nonmanagement hourly employees compared with the federal government, professional services and high-tech industries.

Finance (77%)Health (89%)

Manufacturing (84%)State and local government (80%)

. . . are more likely tobe hiring nonmanagement hourly

employeesthan . . .

Federal government (53%)Services—professional (60%)

High-tech (51%)



Which of the following best describes the nature of full-time positions your organization is currently hiring?Professional Services

Note: Only respondents whose organizations were currently hiring full-time staff were asked this question.

Direct replacements of jobs lost (e.g., due to layoffs, attrition) since the recession began

New duties added to jobs lost (e.g., due to layoffs, attrition) since the recession began

Completely new positions

29%

16%

55%

47%

14%

39%

2011 (n = 251)2010 (n = 181)


Which of the following best describes the nature of full-time positions your organization is currently hiring?Professional Services


. . . are more likely tobe hiring direct replacements of jobs

lost since the recession began than . . .



The federal government and state and local governments are more likely to be hiring direct replacements of jobs lost since the recession began compared with the professional services industry.

The professional services industry is more likely to be hiring for completely new positions compared with state and local governments.


. . . is more likely tobe hiring for completely new

positionsthan . . .




Compared with the skills required for jobs lost since the recession began, do these completely new positions require any of the following skills?Professional Services

Note: n = 95. Percentages do not total 100% due to rounding. Only respondents whose organizations were hiring full-time staff for “completely new positions” were asked this question.

Completely new and different skills

Approximately the same types of skills

A mixture of new skills and the same types of skills

24%

28%

47%


Recruiting Challenges



If the new jobs being created by your organization require new and different skill sets, how easy do you think it will be—or has been thus far—to find qualified individuals for those positions?Professional Services

Note: Only respondents whose organizations were hiring full-time staff for positions with “new duties added to jobs lost” or “completely new positions” (see slide 18) that required either “a mixture of new skills and the same types of skills” or “completely new and different skills” (see slide 20) were asked this question.

Very difficult

Somewhat difficult

Somewhat easy

Very easy

4%

41%

43%

12%

10%

50%

35%

5%2011 (n = 100)

2010 (n = 118)


In general, in the current labor market, is your organization having a difficult time recruiting for specific jobs that are open in your organization?Professional Services

Yes; 57%

No; 43%

Note: n = 234. Respondents who answered “Don’t know” were excluded from this analysis. Only respondents whose organizations were currently hiring full-time staff were asked this question.


In general, in the current labor market, is your organization having a difficult time recruiting for specific jobs that are open in your organization?Professional Services


High-tech (71%)

. . . are more likely tobe having difficulty recruiting for

specific jobs that are open in their organization

than . . .



The manufacturing, professional services and high-tech industries are more likely to be having difficulty recruiting for specific jobs compared with the federal government and state and local governments.



Do you believe that your organization is facing global competition (i.e., competition from other countries) for jobs that your organization is having difficulty filling?Professional Services

Yes; 21%

No; 79%

Note: n = 119. Respondents who answered “Don’t know” were excluded from this analysis. Only respondents whose organizations were having a difficult time recruiting for specific jobs were asked this question.


Do you believe that your organization is facing global competition (i.e., competition from other countries) for jobs that your organization is having difficulty filling?Professional Services


. . . is more likely tobelieve that their organization is

facing global competitionthan . . .



The professional services industry is more likely to believe that their organization is facing global competition compared with the state and local governments.


The high-tech industry is more likely to believe that their organization is facing global competition compared with the finance, state and local government, and professional services industries.

High-tech (42%)

. . . is more likely tobelieve that their organization is

facing global competitionthan . . .

Finance (8%)State and local government (4%)



Has your organization hired any workers from outside the U.S. in an attempt to fill key jobs that have been difficult to fill?Professional Services

No, but we have plans to do so in

the next 12 months

No, but we are considering it

Yes

No

2%

5%

25%

68%

Note: n = 130. Respondents who answered “Don’t know” were excluded from this analysis. Only respondents whose organizations were having a difficult time recruiting for specific jobs were asked this question.


Has your organization hired any workers from outside the U.S. in an attempt to fill key jobs that have been difficult to fill?Professional Services

Construction, mining, oil and gas (31%)Manufacturing (20%)


. . . are more likely tohave hired workers from

outside the U.S.than . . .

Finance (5%)


The construction, mining, oil and gas; manufacturing; professional services; and high-tech industries are more likely to have hired workers from outside the U.S. in an attempt to recruit for hard-to-fill jobs compared with the finance industry.



Has your organization hired any U.S. veterans in an attempt to fill key jobs that have been difficult to fill?Professional Services

No, but we have plans to do so in the next 12 months

No, but we are considering it

Yes

No

5%

6%

38%

52%

Note: n = 106. Percentages do not total 100% due to rounding. Respondents who answered “Don’t know” were excluded from this analysis. Only respondents whose organizations were having a difficult time recruiting for specific jobs were asked this question.



Construction, mining, oil and gas (50%)Federal government (96%)

Health (42%)Manufacturing (44%)

State and local government (37%)Services—professional (38%)

High-tech (34%)

. . . are more likely tohave hired U.S. veterans

than . . .Finance (13%)


The construction, mining, oil and gas; federal government; health; manufacturing; state and local government; professional services; and high-tech industries are more likely to have hired U.S. veterans in an attempt to recruit for hard-to-fill jobs compared with those from the finance industry.




Comparisons by Industry (continued)


The federal government is more likely to have hired U.S. veterans in an attempt to recruit for hard-to-fill jobs compared with the construction, mining, oil and gas; finance; health; manufacturing; state and local government; professional services; and high-tech industries.

Federal government (96%). . . is more likely to

have hired U.S. veteransthan . . .

Construction, mining, oil and gas (50%)Finance (13%)Health (42%)

Manufacturing (44%)State and local government (37%)



In general, what basic skills/knowledge gaps do job applicants have in your industry?Professional Services

Other

History/geography

Humanities/arts

Government/economics

Technical (computer, engineering, mechanical, etc.)

Foreign languages

Reading comprehension (in English)

English language (spoken)

Science

Mathematics (computation)

Writing in English (grammar, spelling, etc.)

13%

0%

1%

7%

8%

8%

16%

22%

24%

24%

47%

Note: n = 85. Percentages do not total 100% due to multiple response options. Only respondents whose organizations were having a difficult time recruiting for specific jobs were asked this question.


In general, what applied skill gaps do job applicants have in your industry?Professional Services

Other

Ethics/social responsibility

Diversity

Lifelong learning/self-direction

Creativity/innovation

Information technology application

Teamwork/collaboration

Oral communications

Leadership

Written communications

Professionalism/work ethic

Critical thinking/problem solving

4%

8%

10%

15%

19%

27%

28%

28%

30%

32%

43%

43%

Note: n = 115. Percentages do not total 100% due to multiple response options. Only respondents whose organizations were having a difficult time recruiting for specific jobs were asked this question.

SHRM Poll: The Ongoing Impact of the Recession—Professional Services Industry ©SHRM 2012

Specific Job Categories in Which Organizations Have Difficulty RecruitingProfessional Services

Hourly laborers (n = 41)

Administrative support staff (n = 96)

HR professionals (n = 61)

Customer service representatives (n = 40)

Production operators (n = 20)

Accounting and finance professionals (n = 82)

Skilled trades (n = 27)

Sales representatives (n = 43)

Managers and executives (n = 96)

High-skilled technical (e.g., technicians, programmers) (n = 89)

Scientists (n = 25)

Engineers (n = 58)

22%

29%

37%

38%

45%

52%

61%

72%

80%

83%

88%

88%

Note: Chart represents “somewhat difficult” and “very difficult” responses. “Not applicable” responses were excluded from this analysis. Only respondents whose organizations were having a difficult time recruiting for specific jobs were asked this question. No statistics are provided where the n is less than 20; therefore, the job categories of “drivers” (n = 15) and “high-skilled medical” (n = 16) were excluded from this analysis.

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Demographics



Demographics: Organization SectorProfessional Services

36

n = 340

Other

Government

Nonprofit

Publicly owned for-profit

Privately owned for-profit

2%

0%

6%

16%

76%


Demographics: Organization Staff SizeProfessional Services

25,000 or more employees

2,500 to 24,999 employees

500 to 2,499 employees

100 to 499 employees

1 to 99 employees

3%

9%

19%

29%

40%

37

n = 335


Demographics: OtherProfessional Services

38

U.S.-based operations only 71%

Multinational operations 29%

Single-unit organization: An organization in which the location and the organization are one and the same.

39%

Multi-unit organization: An organization that has more than one location. 61%

Multi-unit headquarters determines HR policies and practices. 64%

Each work location determines HR policies and practices. 4%

A combination of both the work location and the multi-unit headquarters determines HR policies and practices.

32%

Is your organization a single-unit organization or a multi-unit organization?

For multi-unit organizations, are HR policies and practices determined by the multi-unit headquarters, by each work location or by both?

Does your organization have U.S.-based operations (business units) only, or does it operate multinationally?

n = 345 n = 348

n = 227

Corporate (companywide) 73%

Business unit/division 20%

Facility/location 7%

n = 226

What is the HR department/function for which you responded throughout this survey?


SHRM Poll: The Ongoing Impact of the Recession:Professional Services

Response rate = 12%. Sample composed of 356 randomly selected HR professionals from the professional

service industry in SHRM’s membership.

Margin of error +/-5%.

Survey fielded August 18 to September 2, 2011.

39

Methodology

Project leader:Tanya A. Mulvey, survey research analyst, SHRM Research

Project contributors:Mark Schmit, Ph.D., SPHR, vice president, SHRM ResearchEvren Esen, manager, Survey Research Center, SHRM Research

Copy editor:Katya Scanlan, SHRM Knowledge Center

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