05/15/2026
Our Director of Organizational Development Mandie N Perdikakis was happy to contribute to this article by Max Aldrich to address what our organization is currently experiencing with regard to demand being more directly tied to leverage since the end of the Great Resignation of 2021–2022.
"Clients have shifted their leverage by changing what they value. In 2021, they hired for capacity. In 2026, they hire for validation based on skill level and specialization. Clients have the ability to wait for the ‘perfect’ technical fit. They are more selective, often extending interview cycles to ensure precision over speed.”
Since our Gus Perdikakis Associates wheelhouse includes offering staffing expertise for markets which include Consumer Products Manufacturing, (OEM) Original Equipment Manufacturing, Power & Energy, Architectural & Design, and Engineering, we curious to know what other staffing sectors are experiencing present day.
The staffing market is telling two different stories right now.
A new analysis from Staffing Success breaks down how labor leverage is shaping demand across staffing sectors, and why some segments are holding up better than others.
ASA research finds that temporary employment in transportation, warehousing, and manufacturing fell 23.9% from 2022 to 2025, compared with an 18.9% decline in temporary employment overall.
Health care staffing, by contrast, declined only 6.7% and remains above its prepandemic baseline.
That gap matters.
When workers have more confidence to quit, employers need help filling vacancies. When worker leverage weakens, staffing demand can soften, especially in sectors tied closely to churn.
For staffing firms, labor leverage is more than a labor market metric. It is a forecasting tool.
Firms that track sector-specific leverage trends can better advise clients, understand pricing pressure, and prepare for where demand may emerge next.
Read the full article from Staffing Success at https://bit.ly/431Rg2i