2019 Q2 Workforce Insights

Employee preferences and expectations are constantly evolving. Their peers, the media, and a number of other factors can influence employees to change their opinions over time. This makes it necessary to gather up-to-date information on our employees every quarter. As a part of the application process, we ask all candidates to participate in a short survey. The survey questions are carefully curated to provide workforce insight and highlight trends within the contingent labor market. With this information, we are able to compare quarter-over-quarter data and improve our hiring and recruiting processes.


In Q2, there were a total of 1,250 respondents across our 6 Wisconsin branches (Milwaukee, Racine, Kenosha, Delavan, Fort Atkinson, and Janesville). In May, we opened a new branch in Janesville to expand our reach throughout Wisconsin and move into the south central region of the state. We are slowly getting a hold on the new market and we expect a larger number of respondents next quarter. Our first survey question relates to top employee expectations where candidates were asked what they value most in a job. An overwhelming majority of respondents (60%) say having the ability to advance within a company is their top expectation. Presenting growth opportunity and potential for advancement within an organization is still a powerful motivator in the current job market. We then ask about specific benefits that would influence a candidates’ job performance. The results show that performance/attendance incentives are valued most at 49%, followed closely by holidays and paid time off at 40%. This is an increase compared to last quarter for these categories, showing employees value PTO and performance incentives above everything else. The final question we ask focuses on pay and the minimum hourly wage that respondents would accept for entry-level work. Our results are nearly the same as last quarter; 60% of candidates would prefer a starting pay of $11/hour or greater and only 30% would accept a starting pay less than $11/hour. Based on our findings, this still leads us to believe that it is more challenging to fill positions when the starting pay is less than $11/hour.


In the New York labor market; there were a total of 523 respondents from our 3 branches (Buffalo, Arcade, and Westfield) in Q2. We opened our Westfield branch right at the beginning of April, so we are still fairly new to that market. Nevertheless, we still had a 71% increase in respondents from Q1 and we expect another increase in Q3. In the first survey question, 54% of respondents believed having the ability to advance within a company is their top employer expectation. The results are consistent with Q1 proving that employees are willing to stay with a company if they can see a clear career advancement path. We then ask respondents what benefit would influence job performance and tenure the most in our second question. Based off our respondents, 44% of them believe attendance/performance incentives were the benefit that would influence job performance and tenure the most. A slight decrease from 47% in Q1, but employees still appreciate it when their work is noticed. In our final question, we ask respondents what is the minimum hourly wage they would accept for entry-level work. Our data shows that 73% of people would accept a minimum wage between $11.10-$12.99/hour. Based on these results, employees are more receptive to the newly implemented state minimum wage of a starting pay at or slightly above $11.10/hour.

From Q1 to Q2 we saw very little change in our respondent’s preferences, reinforcing our results. This survey allows us to gather up-to-date data on employee preferences and expectations that can be used to improve our hiring and recruitment processes, making our services more efficient and reducing employee turnover.

For more information, please contact your local account representative.

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