Can you believe it’s already the second quarter of the year? As the year continues to speed by, this month’s edition of TrendLine focuses on trends and predictions in the talent management industry, by looking at what’s buzzing in HR tech and examining how crowdsourcing is playing a role in the temporary staffing market. Continuing on the theme of technology, we peek at the IT job market to see how and where demand for professionals is growing. We also look into our crystal ball to give you insights into what the staffing landscape will look like in 2022. And this month, we conclude our series on the BRIC countries, by taking a glance at India and it’s potential for temporary work development. At TrendLine, we’re always focused on what’s trending in anything to do with contingent worker supply and demand, and on that note are really excited to unveil a new quarterly topic – What’s Trending in the Temp Market? – that consolidates our research into a short list of critical trends in key talent sectors of the staffing industry. Take a look and let us know what you think!

2. NOTE FROM THE EDITOR
INSIDE THIS ISSUE
“
Summer is almost here! As we enter the warmest months of the year, the editorial staff at DCR TrendLine is eager to share our analysis and insights into the
hottest trends in the staffing industry. Our thorough research into pivotal trends and current events, along with in-depth analysis of contingent worker supply and
demand, is aimed to give you a pulse of the market.
The DCR National Temp Wage Index focuses on wage trends through the course of year, analyzing the employment of temporary workers and tracking related
developments in the industry. This month, we recap on how Q1 fared for small businesses and look at employment projections for Q2.
We follow up on our article from last month’s edition of DCR TrendLine, The Impact of the Minimum Wage Increase, by checking in on how state governments are
reacting independently to this increase.
Our next article deals with a topic that we’ve talked about at length in DCR TrendLine before – the Affordable Care Act (ACA). This month we delve into the
confusion and complexity that the legislation is causing for staffing firms.
At DCR TrendLine, we’re always focused on what’s trending in contingent worker supply and demand, and as such are really excited to release a new monthly
feature that focuses on industry-based temp employment. Each month we will be highligting an industry by sharing new analysis into employment and wages,
and tracking developments. In this edition, we share with you the DCR TrendLine Healthcare Employment Index, which shows you the state of employment in the
healthcare industry and our projections for job growth.
Those involved in talent acquisition are always focused on what the next hot thing is.We share with you the top temp jobs worth looking into for 2014. Keep an eye
out for our special section on which part-time positons will be experiencing growth.
Often when talking about disruption, analysts talk about shifts in business models in areas such as cloud computing or e-commerce. Our next article focuses
on how the increasing usage of temporary workers and the demand of higher-educated workers are causing a disruption in professional services, especially in
consulting services.
Our feature article this month focuses on a talent trend that’s high on executive checklists in 2014 – employer reputation. Companies are starting to recognize that
the top talent they want is discerning, and are thus striving to build their employer brand. Our research shows you how important your talent brand can be to your
bottom line.
We’ve been saying it all year, but temp employment is on fire! Temp employment is continuing to surge, and in our last article, we look at how both temp jobs and
the staffing industry are growing.
Ammu Warrier
Ammu Warrier, President
“Last month’s numbers were particularly vivid. The economy
added 28,500 temporary-help services jobs, representing 15%
of all job gains in March. The number of temp jobs has risen
almost 10% in the past year, the greatest increase of any of the
150 categories tracked by the Labor Department.”
~Damian Paletta, Economic Policy Reporter at The Wall Street
Journal
1
Note from the Editor.....................................................................................................................page 1
DCR National Temp Wage Index...............................................................................................page 2
State Governments Enacting Pay Increases Independently............................................page 5
ACA Driving Demand (and Confusion) for Staffing Firms.................................................page 6
Industry Highlight: Healthcare Index......................................................................................page 8
Temp Jobs Worth Looking Into..................................................................................................page 9
Disruption in Professional Services.........................................................................................page 11
Does Your Reputation Make You Stand Out?........................................................................page 14
Temp Employment Continues to Surge..................................................................................page 17
Methodology.....................................................................................................................page 18
References.........................................................................................................................page 19
About DCR..........................................................................................................................page 20

3. DCR NATIONAL TEMP WAGE INDEX
“According to the latest employment figures from the U.S. Bureau of Labor Standards (BLS), the economy created 192,000 jobs in March 2014 with the
unemployment rate staying flat at 6.7 percent. Most new positions were in lower-paying areas such as leisure and hospitality, support activities in
healthcare, and retail. Also, the construction industry added 19,000 employees while the manufacturing sector lost 1,000 jobs.
The Wage Trend Indicator TM (WTI) released by Bloomberg BNA shows that workers in private industry will see higher wage increases this year.
Year-over-year growth is expected to be 2.1 percent in the later part of 2014.
2
“ All labor market indicators are giving green lights right now, although employment growth has been fairly weak.” ~Kathryn Kobe, Consultant with
Bloomberg BNA

4. DCR NATIONAL TEMP WAGE INDEX
3
STRONG Q1 FOR SMALL BUSINESS
According to the SurePayroll Small Business Scorecard
survey for March 2014, 87 percent of small businesses
expect their first quarter results to be the same as or
better than last year.
Another study conducted by Cargo and Toluna
concurred, saying that small business optimism jumped
to 71 percent from 65 percent in 2013, and is anticipated
to be at 77 percent in 2014.
““We saw a year of recovery in 2013. Seeing that optimism
is higher going into 2014 gives us reason to believe
small business owners are confident about the future,
which typically results in increased hiring and growth.”
~Michael Alter, CEO and President of SurePayroll
Source: SurePayroll

5. 4
Q2 EMPLOYMENT EXPECTED TO IMPROVE
UNION IN VERMONT TRYING TO REDUCE STATE’S USE OF TEMP WORKERS
A union that represents state employees says that the government is relying too heavily on temporary workers, and has proposed legislations to turn many
temps into full-time government employees.
In 2013, Vermont spent $15 million on wages for temporary workers. According to Vermont’s Department of Human Resources, 60 percent of the temps
used in 2013 were seasonal workers, and another 25 percent were for workplace emergencies, including family or medical leave.
Temp workers do not count as state employees, and as such do not get paid sick days or other benefits.The Vermont State Employees Association says that
an increased dependency on temps undercuts workers’rights and deteriorates the quality of services being delivered by government agencies. The union
is pushing for legislation that would require offering full-time government employment to temps who work in excess of 1,040 hours per year, or an average
of 20 hours per week.
Bloomberg BNA’s second quarter employment outlook survey shows that job opportunities are expected to improve in the second quarter of 2014 as
layoffs and workforce reductions drop. Among the 165 businesses surveyed, 33 percent anticipate hiring additional technical/professional employees and
25 percent expect to hire additional production/service workers. Meanwhile, layoff incidence has plummeted to its lowest level in six years.
Technical and professional job vacancies pose the largest challenge for employers, with 48 percent of responding HR professionals reporting difficulties in
filling these vacancies in January and February of this year.

6. While the proposed minimum wage hike to $10.10 is at a standstill in Congress, state governments are acting to enact pay increases independently. As of
January 1, 2014, twenty-one states plus the District of Columbia have higher minimum wage requirements than the federal government’s current $7.25.
Currently, there are four states (Arkansas, Georgia, Minnesota, and Wyoming) that pay beneath the federal minimum wage, though many workers do
automatically receive the federal rate. Some states are working on deals to increase their minimum wages using increments.
Recently, Connecticut approved a measure that would lift its minimum wage to $10.10 by 2017, making it the highest state minimum in the country and
matching the level that President Obama pushed for federal. Delaware,WestVirginia, Hawaii, and D.C. have also passed minimum wage increases this year,
and 34 states, including Maryland, are also considering increases.
Please see the April 2014, Report #24 edition of
DCR TrendLine for our analysis on the impact of the
minimum wage increment on family income and
employment.
5
STATE GOVERNMENTS ENACTING PAY INCREASES INDEPENDENTLY

7. ACA DRIVING DEMAND (AND CONFUSION) FOR STAFFING FIRMS
In 2013, staffing firms hired 11 million temporary and contract workers. The American Staffing Association predicts that over the next ten years the U.S.
staffing industry will grow at a faster pace and add more new jobs than most other industries.
One factor driving the demand for temporary workers is employers’ desire for more flexibility in matching their payroll to their revenue in an uncertain
economy and the Affordable Care Act (ACA), also known as Obamacare.
In 2015, companies with over 100 employees will be required to offer health insurance to full-time employees. Full-time employees are defined as those
who are employed for an average of at least 30 hours per week. Meanwhile businesses with more than 50 employees but fewer than 100 will have an extra
year to phase in healthcare coverage of full-time employees.
However, the application of the ACA regulations to temp workers is tricky and unclear. While temp workers may work full-time one week, the next they
might not. Are they then considered full-time employees and entitled to health care coverage?
“It’s a myth that temporary employees are part-time
employees. While many temp workers won’t average
more than 30 hours per week over the course of a year,
the IRS assesses Obamacare fines on a monthly basis.
That means that if a temporary worker puts in 120 hours
in a given month, the temp agency may be required to
offer that worker healthcare or face a penalty.” ~ Steve
Berchem, COO of the American Staffing Association
6
Staffing Services to Temporary Employment Ratio
“

8. “
“The language that is being discussed was really intended to deal with PEOs… Historically, temporary staffing firms…are the
common law employer. And we think for the most part, the government will recognize that.” ~Ed Lenz, Senior Counsel at the
American Staffing Association
7
ACA DRIVING DEMAND (AND CONFUSION) FOR STAFFING FIRMS
The staffing industry is accustomed to complexity. The nature of the business requires juggling a constantly changing workforce and coping with industry
demands that fluctuate regularly. With ACA, staffing companies are struggling to determine who should be considered the “common law employer” of
temp workers – the staffing firm or the client company. The common law employer is responsible for health benefits, and traditionally, this accountability
has been the responsibility of the staffing firm.
Some analysts say that the language of the ACA raises questions on whether the employer mandate even applies to staffing companies. The language in
the regulation could be interpreted to suggest that the IRS considers the client company to be the common-law employer - a reading that would change
the norm on thinking of how temp workers should be treated. If this interpretation is accepted, it will have residual impact on the interpretation of other
legislation that assumes that the staffing agency is the employer of record.
Some experts believe that the language is intended only for professional employer organizations (PEOS), which traditionally provide payroll, human
`resources, and other administrative services to small- or medium-sized companies. David Schek, president of Leaststaff.com, says that while PEOs have a
co-employment relationship, they will be seen as providing services, while the responsibility of ACA benefits will fall to the staffing companies.

9. INDUSTRY HIGHLIGHT: HEALTHCARE INDEX
TOP HEALTHCARE JOB PROJECTIONS (BY 2022)
8
DCR TrendLine Healthcare
Employment Index
According to a survey by Robert Wood Johnson Foundation, more than 5.4 million adults have gained health insurance since the start of
enrollment in ACA through early March 2014.
In 2010, the Bureau of Labor Statistics (BLS) projected that the healthcareand social assistance industry would produce 28 percent of
new jobs in the country over the decade. Extended longevity and an aging population, coupled with the large volume of Americans with
insurance coverage under Obamacare, are increasing the demand for all areas of health professionals. The BLS estimates that there will be at least 5.7
million new jobs in healthcare by 2020.
Experts project that healthcare wages and salaries will grow by 27 percent over the course of the current year. For 2014, the top positions in
healthcare will include biomedical engineers (with a projected job growth of 62%), dental hygienists, occupational therapists, optometrists, physical
therapists, and chiropractors.
The DCR TrendLine Healthcare
Employment Index is based on a
variety of micro-economic parameters
including total non-farm employment,
civilian unemployment rate, total
non-farm job openings, and personal
saving rate. It uses a hybrid regression
model, which continues to validate
economic factors and includes the best
subset.
Dentists Add 223,300 new jobs
Pharmacist Grow 14.5%
Physical Therapist Grow 36%
Dental Hygienist Employment growth of 33.3%
Occupational Therapist 29% employment growth
Nurse Practitioners Add 37,100 new jobs
Registered Nurse Estimated 19.4% employment growth
Physician Add 123,300 new jobs
Physician Assistant Growth projection for 33,300 new jobs with 1.2% unemployment rate
Phlebotomist Add 27,100 new jobs.
Source: U.S. News

10. TEMP JOBS WORTH LOOKING INTO
For the past few years, there has been a rapid
growth in temporary job openings as compared to
permanent employment. The number of companies
hiring temporary, freelance, and contract workers is
rising, and the opportunities include highly skilled
and professional positions. This new workplace
reality requires workers who are creative, flexible and
entrepreneurial. And often these temporary positions
lead to full-time employment.
In a Harris Poll commissioned by CareerBuilder, 42
percent of employers said that they plan to hire
temporary or contract workers in 2014, a 40 percent
increase from the previous year.
A new report by CareerBuilder and Economic
Modeling Specialists International (EMSI) highlights
the jobs in middle- to high-paying fields that are
showing the most growth in demand in 2014
9
““Coming off a hard-hitting recession, companies want
more flexibility in their workforce to quickly ramp up
and ramp down their businesses as needed. Tempo-
rary workers provide that flexibility. Temporary em-
ployment is growing across industries and metros, and
providing great opportunities for workers to test-drive
different work experiences and network with employ-
ers.”~Eric Gilpin, President of CareerBuilder’s Staffing &
Recruiting Group
Source: Forbes, Inc.

11. TEMP JOBS WORTH LOOKING INTO
10
Often workers in certain fields have difficulty in finding full-time positions.
Some career advisers recommend that job seekers who spend time looking
for full-time positions in their industry instead focus on finding multiple
lucrative part-time and temporary positions.
CareerCast.com looked at Bureau
of Labor Statistics (BLS) data to
determine which part-time and
temp contractual positions will see
growth in the upcoming years.
Source: CareerCast.com
PART-TIME POSITIONS

12. DISRUPTION IN PROFESSIONAL SERVICES
A constant that companies can count on is innovation and change. Across industries, innovation and new business models have disrupted the traditional
ways of doing business. Online education portals such as Coursera, EDX and University of Phoenix have edged market share away from conventional school
systems. Hourly rental car services such as Zipcars have disrupted the rental car model, and cloud computing has compelled incumbent companies to
change their business models, pricing strategies, sales channels, and even basic technology.
According to the Bureau of Labor Statistics (BLS), approximately 14 million people were self-employed in February 2014. Often people assume that these
temp workers are limited to low-income professions, but temp work is starting to impact the professional services market as well.
The concept of using the Internet to match people to short-term jobs is widespread and growing. Companies can crowdsource workers to do
rudimentary tasks or answer survey questions. People can find someone to walk their dog, babysit their children, or clean their house. Innovators can
commission people to test their products, such as mobile apps. And there are even services that specialize in skilled tasks. TopTal concentrates on
programmers with advanced skills in development languages, and Elance has over 3 million freelancers with talent ranging from graphic design to data
science.
11
“ ““The staffing industry has added more jobs than any other sector since
the end of the recession.” ~Erin Hatton, Sociology Professor at University
of Buffalo
“What we call contingent workers is really hard to define,
becausetosomeextentwe’reallcontingentnow.”~ArneKalleberg,
Sociology Professor at University of North Carolina at Chapel Hill

13. In the traditional project-based model, blue chip consultancies are paid highly to provide advice to large corporations. Typically, companies pay for the
partners, while the associates, who are skilled at basic consulting tasks such as building financial models and performing market analysis, do the work.
Many consultants from top-tier firms enjoy the work they do, but do not want the long hours and extensive travel that employment at a consulting firm
demands.
Online platforms such as SkillBridge are emerging to match these talented consultants with companies, who are able to get the same level of work without
paying the price associated with the leading consulting firms.
The consulting industry is no stranger to change. In 2007, McKinsey and Company launched McKinsey Solutions, unbundling its offerings and focusing
heavily on hard knowledge assets rather than in deploying human capital. And consultancies have changed from generalist to functional focuses, from
local to global structures, and from tightly structured teams to webs of remote exports.
Today, temp work is threatening to disrupt consulting services. Consulting services that practice what they preach are starting to actively recognize this
source of disruption and looking at ways to evolve their business model.
A survey by CareerBuilder reveals that more companies are looking for workers with higher educational degrees. About 27 percent of employers say
that their educational requirements for employment have increased in the last few years. Employers are attempting to take advantage of the effects of
the recession to fill open positions with higher-skilled workers. And 30 percent are hiring college-educated workers to fill positions previously held by
high-school graduates.
Master’s degree holders are being targeted for positions primarily held by bachelor-degree graduates by 20 percent of companies. And a third of employers
are sending current employees back to school for an advanced degree, with the majority offering at least partial funding.
“Clients don’t always need a big sales pitch, a hefty strategy document or to be schmoozed by senior executives.
Sometimes, they just need work done.” ~Greg Satell, Recognized Authority on Digital Strategy and Innovation, Contributor to
Forbes and HBR
DISRUPTION IN PROFESSIONAL SERVICES
12
AN EXAMPLE: CONSULTING SERVICES
DEMAND INCREASES FOR EDUCATED WORKERS
“

14. DISRUPTION IN PROFESSIONAL SERVICES
“
13
“The economic value of a college education for workers has long been known, but as occupations evolve and as companies rely more heavily on
professionals with strong interpersonal and technical skill sets, workers can’t afford to stop their education at high school.” ~Matt Ferguson, CEO of
CareerBuilder
According to CareerBuilder’s 2014 U.S. Job Forecast, 26 percent of employers are planning on creating jobs and hiring in STEM occupations.
Positive Impact Seen by Hiring College-Educated Workers for Jobs Previously Held by High-School Graduates
Source: CareerBuilder

15. In an era of mass customization, consumers no longer want template-based uniform products. They want products and services that exactly match their
individual preferences and needs. Similarly in recruiting, more lifestyle conscious candidates are no longer satisfied with a one-size-fits-all approach – they
want to work for an employer brand that suits their needs.
Companies are starting to recognize the more discerning attributes of top talent, and responding by developing employer reputations that fit the tastes
of their ideal candidate pools.
A recent study by LinkedIn found that a strong employer reputation is twice as powerful a motivator for candidates to apply for a position than a
positive overall company brand.This finding presents a clear case for investment into employer branding initiatives along with company branding projects.
Research indicates that companies who invest in their employer reputation enjoy a lower cost per hire and lower employee turnover rates.
Another study by the Employer Branding Institute
found that 85 percent of employees are attracted to
companies that have a reputation for providing career
opportunities; and the 2012/2013 Global Research
Study by Employer Brand International (EBI) shows
that 39 percent of companies planned to increase
their investment in employer branding initiatives last
year.
DOES YOUR REPUTATION MAKE YOU STAND OUT?
14
Impact of Employer Brand Strength on Cost per Hire
Source: LinkedIn

16. DOES YOUR REPUTATION MAKE YOU STAND OUT?
15
EMPLOYER REPUTATION IS A TOP TALENT TREND
In the 2014 Talent Trends report by LinkedIn, 18,000 fully employed professionals in 26 countries were asked what the most important factor was for them
when picking a new employer. The majority of respondents, or 56 percent, ranked talent brand as the most important factor in considering a new job.
Talent brand refers to the reputation of the company as a great place to work. In this survey, the reputation of a company among other dimensions was
also important to respondents, where 20 percent felt a company’s reputation for great products and services was a deciding factor.
Source: LinkedIn

17. DOES YOUR REPUTATION MAKE YOU STAND OUT?
16
MEASURING THE ROI OF EMPLOYER REPUTATION
According to the study by EBI, the most commonly used ROI metric for employer reputation was the retention rate, followed by employee engagement.
Source: EBI
Importance of
Talent Brand by Country
Most Commonly Used Branding ROI Metrics

18. TEMP EMPLOYMENT CONTINUES TO SURGE
“
“
Between 2010 and 2013, the number of American temp workers rose by 28 percent. A new study by CareerBuilder and Economic Modeling Specialists
(EMSI) finds that this trend will continue this year, with 2.9 million people now working in temporary positions across most industries. Various estimates say
that 10 percent of all new jobs created since the recession ended are temporary or contract positions.
According to the study, the biggest increase in temporary jobs in major cities has been in Grand Rapids, Michigan, where the number of temp workers has
more than doubled since 2009 and is expected to increase by another 8 percent this year. Other cities to have substantial growth in temp employment
include Seattle, Orlando, and Indianapolis.
So far this year, the largest growth in temp employment is in human resources, where hiring has grown by 4 percent since January. Construction and
customer service also saw a 3 percent increase in this time period.
Sourcing and managing temporary staff is becoming
a major agenda item for companies, and many
analysts say that digital tools and services will
become more important. The Staffing Industry
Analysts projects that the online staffing industry
could grow from$1.5 billion in 2013 to become a $23
billion industry over the next six years.
“A lot of companies took very heavy losses, and they want more
flexibilityintheirworkforce.Sotheywanttobeabletoquicklyrampup
and ramp down their businesses, as needed, and temporary workers
provide that flexibility.” ~Jennifer Grasz, Vice President of Corporate
Communications at CareerBuilder
“Temp Hiring often accelerates after downturns, as companies look to control labor costs. But many labor experts now believe the continued hiring of
short-term workers marks a structural, lasting shift in the job market.”~Damian Paletta, Economic Policy Reporter at the Wall Street Journal
17
STAFFING INDUSTRY GROWTH
The Growth of Temp Jobs

19. METHODOLOGY
The DCR Wage Index is developed to assess the relative movements of temporary wage rates in the U.S. economy. The wage rates for
temporary workers or contingent workforce are based on payments made by staffing firms to these workers based upon hours worked.
Data collected from sources such as Bureau of Labor Standards (BLS) and other government sites as well as an internal pool of staffing
companies and consultants, is aggregated and classified based on regions and skill categories, to arrive at an aggregate index.
The baseline for the index is set at 100 for January 2007. Index value for a particular month indicates relative wages with the said baseline
and is representative in terms of direction and scale of change. Five years of data has been included to observe seasonal patterns and
distinguish seasonality from long-term wage movements. The data and the model has been further refined over last six months.
DCR Wage Index combines the exhaustive data from BLS with practical and more recent developments and data from on-field consultants
and clients, to provide timely near-term indications of trends and consistent long-term actionable and objective information.
DCR Work Index uses multiple economic variables to ensure the robustness of its forecasts and cross-validation of trends.
Key data sources and parameters of interest included and influencing the index are:
Unemployment data
Gross Domestic Product
Prime rate of interest
New and seasonal Job openings
Non Form employment
Job Opening
All Export
All Import
Average Hourly Earnings of All Employees Total Private
Aggregate consultant data on job market parameters
18
SOURCE DATA

20. REFERENCES
http://www.greenvilleonline.com/article/20140328/BUSINESS/303280013/Study-Small-business-owners-more-optimistic-2014
http://www.surepayroll.com/press-releases/2013/december-2013-small-business-scorecard.asp
http://digital.vpr.net/post/union-looks-curb-states-use-temp-workers
http://www.marketwired.com/press-release/surepayroll-small-business-scorecardr-small-businesses-look-steady-strong-after-q1-1891444.htm
http://blog.surepayroll.com/march-2014-scorecard/
http://townhall.com/columnists/petermorici/2014/04/04/192-000-jobs-added-in-march-but-wages-fall-n1818887
http://www.nytimes.com/2014/03/25/your-money/freelancers-piece-together-a-living-in-the-temp-economy.html?_r=2
http://www.digitaltonto.com/2014/the-cloud-disruption/
http://hbr.org/2013/10/consulting-on-the-cusp-of-disruption/ar/1
http://www.digitaltonto.com/2014/now-highly-paid-consultants-are-getting-disrupted-too/
http://www.careerbuilder.com/share/aboutus/pressreleasesdetail.aspx?sd=3%2F20%2F2014&id=pr813&ed=12%2F31%2F2014
http://careerbuildercommunications.com/pdf/careerbuilder2014_forecast.pdf
http://www.recruiter.com/i/does-employer-branding-actually-bring-in-more-top-talent/
http://www.slideshare.net/zacharyv/why-employer-brand-matters
http://business.linkedin.com/talent-solutions/c/14/3/talent-trends/2014.html?src=s-bl
http://www.cbsnews.com/news/number-of-americans-working-temp-jobs-soars/
http://www.careerbuilder.com/share/aboutus/pressreleasesdetail.aspx?sd=3/27/2014&siteid=cbpr&sc_cmp1=cb_pr814_&id=pr814&ed=12/31/2014
http://blogs.wsj.com/corporate-intelligence/2014/03/26/saps-new-deal-makes-temps-even-more-tempting/
http://stream.wsj.com/story/economy-stream/SS-2-17745/SS-2-493302/
http://www.chron.com/jobs/article/Part-time-temp-jobs-good-bets-in-post-recession-5347473.php#photo-5724324
http://www.forbes.com/pictures/fjle45eijh/no-10-machinists/
http://jobs.aol.com/articles/2014/03/27/where-the-best-paying-temp-jobs-are-now/
http://www.bna.com/hiring-prospects-improve-pr17179885722/
http://www.bna.com/higher-wage-growth-pr17179885812/
http://www.washingtonpost.com/blogs/govbeat/wp/2014/04/07/one-of-the-lowest-state-minimum-wages-could-soon-be-one-of-the-highest/
http://money.usnews.com/careers/best-jobs/rankings/best-healthcare-jobs
http://www.bloomberg.com/news/2014-04-02/obamacare-late-surge-may-signal-young-healthy-sign-ups.html
http://www.benefitspro.com/2014/03/20/staffing-firms-puzzled-by-ppaca?t=employer-paid&page=2
http://www.forbes.com/sites/susanadams/2013/12/03/the-best-jobs-in-health-care-in-2014/
http://magicvalley.com/business/new-industry-obamacare-driving-demand-for-temp-workers/article_ea9d0c86-b248-11e3-9dd0-0019bb2963f4.html
http://online.wsj.com/news/articles/SB10001424052702303910404579485303369082202
http://online.wsj.com/news/articles/SB10001424052702304851104579363211802177786
19

21. DCR Workforce is an award winning, best-in-class service provider for contingent workforce and services procurement
management. Our proprietary SaaS platform (SMART TRACK) assists in providing customizable VMS and MSP Solutions to
manage, procure and analyze your talent with complete transparency, real-time control, high performance and
decision-enabling business intelligence.
DCR Workforce serves global clientele including several Fortune 1000 companies. Customers realize greater efficiencies; spend
control, improved workforce quality and 100% compliance with our services.
For more information about DCR Workforce and its Forecasting Toolkit (Rate, Demand, Supply and Intelligence) including Best
Practice Portal, visit dcrworkforce.com
For more information call +1-888-DCR-4VMS or visit www.dcrworkforce.com
7815 NW Beacon Square Blvd. #224 Boca Raton, FL 33487
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ABOUT DCR
© 2014 DCR Workforce, Inc. All Rights Reserved. DCR Workforce and Smart Track are Registered Trademarks. CCO — 082912
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