Category: Staffing Trends

The healthcare industry continues to be one of the fastest-growing sectors in the U.S. economy, and certified medical assistants (CMAs) are at the center of that growth. For healthcare employers struggling to keep up with patient demand — and for professionals seeking a stable, in-demand career — understanding the job growth outlook for certified medical assistants is critical.

Strong Job Growth for Certified Medical Assistants

According to labor market projections from the U.S. Bureau of Labor Statistics, employment of medical assistants is expected to grow about 12% over the next decade, which is much faster than the average for all occupations. This growth translates to more than 100,000 job openings each year, driven by both new job creation and employee turnover.

Certified medical assistants are particularly well positioned within this trend, as many employers now prefer or require certification for clinical and administrative support roles.

Why Are Certified Medical Assistants in Such High Demand?

Several long-term workforce trends are fueling the rapid growth of medical assistant jobs across the country. Working with an employment agency that can provide qualified medical assistants can help in the event of employee turnover due to a variety of factors.

1. An Aging Population

The healthcare industry continues to be one of the fastest-growing sectors in the U.S. economy, and certified medical assistants (CMAs) are at the center of that growth. For healthcare employers struggling to keep up with patient demand — and for professionals seeking a stable, in-demand career — understanding the job growth outlook for certified medical assistants is critical.

2. Expansion of Outpatient and Ambulatory Care

Healthcare delivery is shifting away from inpatient hospital settings toward outpatient clinics, physician offices, urgent care centers, and specialty practices. These environments rely heavily on medical assistants to maintain efficiency and patient flow — making CMAs a critical part of modern healthcare teams.

3. Cost-Effective Workforce Solutions for Employers

Healthcare employers face constant pressure to control labor costs while maintaining quality care. Certified medical assistants provide a versatile, cost-effective solution by handling both clinical and administrative responsibilities, allowing physicians and nurses to focus on higher-level patient care.

4. Ongoing Talent Replacement Needs

In addition to industry growth, medical assisting roles experience consistent turnover, as professionals advance into nursing, allied health, or administrative leadership positions. This creates ongoing hiring demand even in slower economic cycles.

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The Advantage of Hiring Certified Medical Assistants

While certification is not required in every state, many healthcare employers now prefer or require certification when hiring medical assistants. Certified candidates typically offer:

• Standardized training and verified competencies
• Faster onboarding and reduced training time
• Greater flexibility across clinical and administrative duties
• Improved compliance and patient safety confidence

For employers, this often means higher retention and stronger performance. For job seekers, certification can lead to better job opportunities and long-term career stability.

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What This Means for Healthcare Employers

As demand for certified medical assistants continues to rise, healthcare organizations should focus on:

• Proactive workforce planning
• Partnering with staffing agencies experienced in healthcare placement
• Building talent pipelines for certified candidates
• Offering flexible hiring options, including temporary and temp-to-hire solutions

Partnering with an employment agency allows employers to adapt quickly to patient volume changes while securing qualified, reliable talent.

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Supporting Certified Medical Assistant Hiring Nationwide

The job growth outlook for certified medical assistants remains strong and resilient. Whether you’re a healthcare employer seeking dependable clinical support or a candidate pursuing a growing healthcare career, CMAs will continue to play a vital role in the future of care delivery.

UNIFORCE Staffing Solutions specializes in connecting healthcare organizations with qualified professionals who help keep operations running smoothly — today and into the future.

As the job market softens, many businesses are understandably cautious about making long-term hiring commitments. For employers, this slowdown amplifies the value of temp-to-hire staffing — a strategy that offers flexibility, risk reduction, and better talent evaluation.

The job market is slowing down. Both the unemployment rate, at 4.4 percent, and the number of unemployed people, at 7.6 million, changed little in September of 2025. These measures are higher than a year earlier, when the jobless rate was 4.1 percent, and the number of unemployed people was 6.9 million. Also, according to a Conference Board survey (reported by NCHStats), around 20% of U.S. companies plan to slow hiring in the second half of 2025 (nearly double the rate seen a year ago). Deloitte’s economic modeling suggests that growing trade tensions, rising tariffs, and uncertain policy could slow growth and push unemployment up to 4.6% by 2026 under certain scenarios.

What These Statistics Mean for Employers

• Increased Risk of Mis-Hires: With a slower job market, companies are less willing to “buy blind.” A temp-to-hire model lets helps evaluate real performance before committing.
• Difficulty Finding Qualified Candidates: Many firms report having open roles but few qualified applicants. Temporary/contract staffing agencies can tap into a broader, pre-screened talent pool.
• Cautious Growth Plans: As nearly one in five companies plan to decelerate hiring, temp-to-hire offers scalability — ramping up when needed, slowing when uncertain.
• Protecting Against Turnover: By converting only proven temps to full-time, an employer can improve long-term retention and reduce the cost of bad hires.
• Budget-Friendly Flexibility: With fewer openings and declining urgency to hire, paying for talent on a temp basis initially reduces financial commitment and risk.

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Why Temp-to-Hire Is Especially Strategic Now

Given these labor market headwinds, temp-to-hire isn’t just a stopgap — it’s a proactive hiring strategy. It allows hiring managers to maintain agility when market signals are mixed. Companies can also evaluate candidates in real-world employment conditions. An employer can also put the right people in place before committing hiring them for a full-time role. It’s a useful tool to combat headcount and “try before one buys.”

When the economy slows down, businesses of all sizes face tough decisions. Declining demand, budget tightening, and uncertain forecasts often force employers to rethink their workforce strategy. For many companies, a temporary staffing agency provides the flexibility and cost control needed to navigate challenging times without sacrificing productivity.

Here’s a look at recent BLS data showing signs of economic softening, followed by how temp staffing can play a strategic role.

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Why the Economy Is Showing Signs of Slowing: Recent BLS Statistics

The most recent U.S. Bureau of Labor Statistics (BLS) “Employment Situation” (August 2025) reveals several indicators that suggest the labor market — and by extension, the broader economy — isn’t as strong as earlier thought:

• Job growth nearly stalled: Nonfarm payroll employment increased by only 22,000 jobs in August.
• Unemployment rate elevated: The rate held at 4.3%, showing no major improvement.
• Long-term unemployment rising: 1.9 million people were unemployed for 27+ weeks, up nearly 400,000 over the year.
• Labor force participation slipping: Now at 62.3%, down by 0.4 percentage point from last year.
• Job growth revised downward: The BLS cut prior estimates by 911,000 jobs for the 12 months ending March 2025, showing the labor market was weaker than reported.

These numbers highlight the uncertainty businesses face — weaker demand, slower hiring, and greater financial caution.

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How Temporary Staffing Agencies Help in This Environment

Given the slowdown, here’s why companies turn to using temp staffing agencies:

• Mitigate hiring risk by avoiding costly full-time employee commitments
• Peak/busy season management by utilizing temps for those seasonal projects (e.g. summer interns, holiday season, tax season, etc.)
• Flexibility with headcount so you can scale up or down depending on demand.
• Manage employee benefits costs by outsourcing the W-2 Employer of record to a temp agency.
• Access to specialized, skilled talent quickly to prevent productivity gaps.
• Keep the core team focused on strategic initiatives while temps handle routine work.
• Stay prepared for recovery with quick access to qualified workers when the market rebounds.

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How Temporary Staffing Agencies Save Money vs. Adding Full-Time Staff

When budgets are tight, every hiring decision carries more weight. A full-time hire might seem like a safe investment, but in a slow economy, the hidden costs can add up quickly.

Here’s a simple comparison:

Cost Category	Full-Time Employee	Temporary Staff (via Agency)
Base Wages	$50,000/year (example)	$50,000/year equivalent
Benefits (health, PTO, retirement, etc.)	+30%–35% of salary (~$15,000)	Included in agency markup
Payroll Taxes (FICA, FUTA, SUTA, workers’ comp)	+8% (~$4,000)	Covered by staffing agency
Recruiting & Onboarding Costs	~$4,000 per hire	Covered by staffing agency
Severance/Unemployment Risk	Employer responsibility	Not applicable (agency handles)
Total Employer Cost	~$73,000+ annually	~$50,000–55,000 (hourly bill rate only)

👉 Result: Companies can save 25–30% or more in labor costs by using temporary staff instead of adding full-time employees in a slow economy.

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With the labor market cooling and economic uncertainty on the rise, companies need smarter ways to manage workforce costs. A temporary staffing agency not only helps control expenses but also provides the agility needed to survive — and even thrive — in a slow economy.

When companies face budget constraints, temp staffing can be the difference between stretching resources too thin and maintaining steady productivity at a manageable cost.

Why Temporary Staffing Beats Direct Hiring (In the Right Situations)

In today’s fast-paced business world, flexibility and speed are key. When an organization is facing seasonal hiring spikes, special projects, or covering employee leave, waiting weeks—or even months—to recruit, onboard, and train a new employee through traditional direct hire methods just doesn’t cut it.

Enter the temp-to-hire employment agency: a strategic partner that delivers qualified talent fast, with far fewer headaches. Here’s why a temp staffing agency might be the best move:

1. Speed to Hire

Temporary employment staffing agencies maintain a pool of pre-screened, qualified candidates ready to start immediately. No need for weeks of job postings, resume reviews, and interview rounds. Employment agencies handle it all—often in a matter of days.

2. Cost Control

Direct hires come with hidden employee payroll costs: benefits, payroll taxes, unemployment insurance, disability insurance, and potential severance. With temporary employees, the staffing agency is the employer of record. Companies that retain an employment agency pay a predictable hourly rate, and they handle the rest. This makes budgeting easier and eliminates the risk of long-term overhead for short-term needs.

Direct hires come with a range of hidden and long-term costs that go far beyond just salary. These include:

• Payroll taxes (Social Security, Medicare, state/federal unemployment)
• Workers’ compensation insurance
• Health, dental, and vision benefits
• 401(k) contributions and match programs
• Paid time off (PTO), sick leave, and holidays
• Training and onboarding expenses
• Recruiting costs (job ads, background checks, recruiter time)
• Severance pay and potential unemployment claims
• Technology and equipment costs for new hires (laptops, software licenses, etc.)

When using temporary employment agency, those costs shift to the agency. Companies pay a single hourly rate, and the agency handles payroll, insurance, benefits, and compliance. This allows more flexibility to predict labor costs, reduce financial risk, and avoid the long-term commitments tied to full-time hiring.

Let’s say a company is hiring a full-time administrative assistant at $25/hour. Here’s how the true cost adds up:

Expense	Direct Hire	Temp-to-Hire Employee via Staffing Agency
Base Pay (40 hrs/week)	$1,000/week	$1,000/week (included in bill rate)
Payroll Taxes & WC	$125	Included
Health Benefits	$150	Included
PTO/401(k)/Holidays	$100	Included
Recruiting & Onboarding	$1,200 (one-time)	$0
Equipment/Software	$200	Often provided by client
Estimated Weekly Cost	$1,375+	$1,000–$1,200 (flat rate)

Over one year, the difference can add up to $15,000–$25,000 in savings—especially if the role is short-term, seasonal, or uncertain.

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Temporary staffing offers cost certainty and eliminates the risk of investing in a hire that may not work out. It’s not just cheaper—it’s smarter for many business situations.

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3. Lower Hiring Risk

Not sure if a role will be permanent? A temporary employee gives the chance to evaluate performance before committing to a full-time offer. It’s a smart way to test skills, cultural fit, and productivity without the risk of a bad hire.

4. Compliance Made Easy

From wage and hour laws to I-9 verification and ACA (ObamaCare) tracking, compliance is a growing burden for HR teams. Temporary employment agencies shoulder that responsibility. For positions involving 1099 workers, the agency can convert them to W-2 status, protecting a company from misclassification risks and potential audits.

5. Workforce Flexibility

Temporary staffing offers a scalable solution. Whether a business ebbs and flows with the seasons, or there is a sudden uptick in demand, agencies help right-size the workforce—fast. Once the workload subsides, there’s no awkward layoff process. Assignments simply end.

6. Administrative Relief

Hiring is labor-intensive. So is payroll, benefits administration, and managing employee documentation. Staffing firms take on that administrative burden, freeing up an HR department to focus on strategic priorities like retention, engagement, and culture.

7. Access to Specialized Talent

Think temp workers are just for entry-level jobs? Think again. Staffing firms source skilled professionals in accounting, marketing, IT, and more. Need someone with QuickBooks experience or SAP certification? A good staffing partner knows where to find them—and how to vet them quickly.

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The Bottom Line with Temp-to-Hire
Temporary staffing isn’t a second-tier solution—it’s a first-class strategy for companies looking to stay agile, cost-effective, and compliant in a rapidly changing hiring landscape. The right staffing partner can deliver talent on demand while reducing risk and giving an organization’s internal team room to focus on what matters most.

When it comes to hiring temporary accounting professionals, the quality of your staffing firm can make all the difference. A well-connected, knowledgeable staffing partner ensures you have access to top talent, making the hiring process smoother and more efficient. Here are key factors to consider when selecting an accounting staffing firm:

1. Industry-Experienced Recruiters

The best recruiters often have firsthand experience in accounting and finance. A reputable staffing firm should have at least one recruiter with a background in the field. Recruiters who have worked in accounting roles themselves have a deeper understanding of job requirements, allowing them to identify and place highly qualified candidates more effectively.

2. Knowledge of Accounting Software

Accounting professionals rely on specialized software to manage financial processes efficiently. When evaluating a staffing firm, ask whether their recruiters have experience with the same software or have worked in environments where it was used. Common accounting software includes:

• Enterprise Resource Planning (ERP) Systems: SAP, Oracle NetSuite, Microsoft Dynamics
• Small to Mid-Sized Business Accounting: QuickBooks, Xero, FreshBooks, Sage Intacct
• Tax & Payroll Software: ADP, Paychex, Thomson Reuters UltraTax, Drake Tax
• Industry-Specific Solutions: Deltek (Government Contracting), Yardi (Real Estate), Blackbaud (Nonprofits)

A staffing firm with recruiters who understand these platforms will better assess candidates’ technical skills and ensure a precise match for your company’s needs.

3. Strong Candidate Network

A well-established accounting staffing firm or employment agency should have direct relationships with CFOs, Controllers, and accounting professionals, creating a robust network of talent. The best firms leverage these connections to source referrals, as top professionals often recommend skilled colleagues. Additionally, look for firms that offer competitive referral bonuses, which can further strengthen their talent pipeline.

4. Industry-Specific Expertise

Not all accounting roles are the same—different industries have unique accounting practices. When choosing a staffing firm, inquire about their experience in your industry, whether it’s manufacturing, real estate, technology, or another sector. A firm with industry-specific knowledge will better understand nuances like cost accounting methods, revenue recognition principles, inventory valuation (FIFO, LIFO, weighted average), GAAP compliance, accrual vs. cash basis accounting, internal controls, financial reporting standards, and tax regulations. This expertise ensures they provide candidates who are well-equipped for your business needs.

5. Employee Benefits & Payroll Efficiency

Since temporary employees are legally employed by the staffing firm, the quality of the firm’s payroll and benefits offerings matters. Look for a firm that provides web-based payroll management, ACA-compliant health benefits, and, if possible, employer-paid 401(k) matching contributions. Competitive benefits can help attract and retain top-tier accounting talent, improving job satisfaction and performance.

Final Thoughts

Selecting the right temporary accounting staffing firm goes beyond just filling open positions—it’s about finding a trusted accounting employment agency partner that understands your industry, values quality talent, and supports both clients and candidates. By considering these key factors, you can ensure a successful and productive staffing partnership.

The recent revision in U.S. labor market data has sent ripples through various industries, including staffing. As the Department of Labor reports that 818,000 fewer jobs were created in the past year than initially thought, it becomes crucial for employment agencies and staffing firms to reassess strategies and adapt to these changes in demand, particularly in the realms of temporary staffing and accounting or administrative temp jobs.

Understanding the Revisions:

The downward revision of job growth figures, particularly in industries such as hospitality and professional services, suggests a weakening job market. While the unemployment rate remains relatively low, the increase to 4.3% unemployment indicates a softening in demand for job openings. For employment agencies or staffing firms, especially those focusing on temporary staffing and accounting temp jobs, this could mean a more competitive landscape for placing candidates, as employers become more cautious in their hiring practices.

Impact on Administrative, and Accounting Jobs:

While the Labor Department revision focuses on broad sectors, the implications for administrative and accounting roles, including temporary accounting positions, are significant. These positions often serve as the backbone of companies, ensuring smooth operations and financial stability. In a slowing job market, employers may become more selective in hiring for these roles, prioritizing candidates with diverse skill sets, certifications, and a track record of adaptability.

Adapting to the New Job Market Landscape:

For accounting employment agencies specializing in accounting and finance roles, including temporary staffing, this new data underscores the importance of staying agile. Here are a few strategies to consider:

1. Focus on Quality Candidate Placements: With fewer jobs available, the emphasis should be on quality over quantity. Ensuring that candidates, particularly those in temporary administrative and accounting roles, are not only qualified but also a strong cultural fit for the company will be crucial.
2. Enhance Training Programs: Offering additional training to temporary workers in accounting can make them more attractive to potential employers. In a more competitive market, candidates who can demonstrate proficiency in specialized areas, such as tax preparation, financial analysis, audit, and accounting software, will have an edge.
3. Strengthen Client Relationships: As employers navigate this uncertain landscape, they will rely more heavily on trusted staffing partners. Building strong, consultative relationships with clients can help ensure that an accounting employment agency or staffing firm remains a go-to resource for temporary/contract administrative, and accounting staffing needs.
4. Leverage Flexibility of Temporary Staffing: The uncertain job market may increase demand for temporary staffing solutions as companies look for flexible options to manage their workforce. Highlighting the benefits of temporary employment, especially in accounting, such as filling short-term gaps during tax season or managing financial reporting periods, can position a staffing firm as an essential partner in these times.

Looking Ahead:

Despite the recent labor market revisions, there are still signs of economic resilience, such as cooling inflation and strong retail sales. For staffing firms, this means that while the market may be shifting, opportunities remain. By adapting to the changes and focusing on delivering high-quality, adaptable candidates—both direct hire and temporary/contract in administrative, and accounting roles, a nimble employment agency can continue to thrive in this evolving landscape.

Conclusion:

The recent adjustment in job growth figures serves as a reminder of the importance of agility in the staffing industry. As the job market evolves, so too must the strategies of staffing firms. By focusing on quality placements, enhancing training programs, strengthening client relationships, and leveraging the flexibility of temporary staffing in key areas like accounting, temporary staffing firms and/or employment agencies can navigate this shifting landscape and continue to provide exceptional service to clients and candidates alike.

Why would a company or organization utilize an accounting temp agency? After all, an employment agency is not the same thing as a public accounting firm. Accounting Temp Agencies recruit, hire and employ accounting professionals as W-2 employees for a specific period of time. While there is a relative cost to engaging an employment agency or staffing firm, it does not nearly cost the same as hiring a public accounting firm, outside bookkeeper, or consulting firm. The costs are far less expensive. Temp agencies do not charge anywhere near the same hourly rate as an accountant, bookkeeper or partner at a public accounting firm.

When should a firm decide between using the above available options? The choice begins with the strategic need. If a company is seeking staff augmentation to replace an employee termination, an accounting temp agency would satisfy that need. If a company seeks an additional accounting professional with relevant industry experience (e.g. real estate or manufacturing) who can commit to a 3 month or longer specific assignment, the employment agency would also be the solution. After all, the accounting transactions keep piling up and coming. Sometimes in order to keep up with flow of business and monthly deadlines, a temporary/contract employee is the perfect fit.

Accounting temp agencies charge a flat hourly bill rate for every hour worked by the temporary employee. The client reviews and approves the employee’s submitted timecard prior to payroll and billing. Like any customer-focused service provider, a temp employment agency should craft an hourly rate range together with the client based on 2 factors.

1. The client’s budget. Clients may have a budget in mind or shopped around. Their past experience matters in the collaboration.

2. The current market pay rate range of the temporary employee. The accounting temp agency has to share its market intelligence on accurate employee pay rates in order to be able to acquire the right talent to do the job requested by the client.

Sometimes if the employment agency and client cannot agree on a price or bill rate range, maybe its best to redefine the employee job description. Scaling back the job requirements will scale back the employee hourly pay rate. At that point, a lower hourly bill rate can be offered for a slightly different category of temporary employee.

So how do these factors affect the price? Typically, an employment agency will quote an all-in hourly bill rate range based on the mutually agreed employee pay rate range between the 2 parties (the temp agency and client). The bill rate range is above the employee pay rate range because it includes all mandatory state/federal taxes, disability insurance, paid sick leave benefits, workers compensation insurance, and other payroll processing costs. Since the employment agency is officially the W-2 employer, the staffing firm pays all those payroll costs. If the client were to hire the same employee on its own, the client would be required to pay those same costs as well as any other mandatory health benefits, PTO, and 401(k) retirement costs. Additionally, the client would spend time and money on recruitment and loss of productivity due to the worker shortage or gaps in employment.

All of a sudden, the price of retaining an accounting temp agency may not be as expensive as what may appear. The temp agency handles all the following costs:

1. Recruitment
2. Job Board / Advertising Costs
3. Referral bonuses
4. Payroll Costs: State/Federal Taxes, SS/Medicare, Paid Sick Leave, Disability, Workers Comp & more.
5. Unemployment Costs – unemployment benefits to the employee when the assignment ends

Additionally, since an accounting temp employment agency complies with FLSA employment laws, a staffing firm will classify its employees as non-exempt workers (hourly employees). This in turn, allows the temp agency to manually set the hours per work week (for example, 25 – 30 hours per week). Clients who utilize accounting temp agencies can ultimately can save money by retaining an outside temporary employee to work less scheduled hours than their own full time employees.

In summary, while it’s not uncommon for a temp agency to hear responses from clients about being pricey or expensive, there are several different circumstances where partnering with a temp agency provides the most flexibility. After all, the billing stops exactly when the client chooses for the assignment to end.

Temp agencies with a presence in many states such as Florida, New York, and New Jersey as well as other states provide temp jobs on all different levels to employees seeking an accounting or finance opportunity that matches their career objectives.  Accounting Temp jobs are always in demand.  Businesses are constantly looking for employees, especially in an environment where the unemployment rate is so low.

A very common tool for bringing on employees full time is through a temp-to-hire or temp-to-perm hiring strategy. In this case, an employer has the budget approval to add full time headcount, but in the short term, prefer to retain an employee via the temp-to-hire method. Employment agencies, such as UNIFORCE Staffing Solutions, confirm that over 75% of their active job order requisitions are in fact, temp-to-hire. Temping is now a major path towards direct hire or “permanent” employee status.

In January 2024, the unemployment rate ticked up from a year earlier to 3.7 percent. Therefore, in order to keep up with hiring demands, companies are adding temp jobs in order to hire people more quickly than they can with a full time hire.  The truth of the matter is that an employer usually can bring on an accounting temp or consultant much more quickly than a full time employee.  Human Resources departments typically have a strict approach to hiring and timelines can be long due to on boarding, background checks, and multiple lines of approval. A job seeker should understand that they can wait less time to get hired and start towards a temp or temp-to-hire career.

A temp job allows job seekers to be hired for a specific period or extended period of time.  Companies request temporary positions when they are in need of assistance immediately, due to a vacancy.  Hiring managers don’t have to get approval from the central Human Resources department most times. In many cases, the temp job in an accounting department has a specific start date and possible end date.  Some reasons for the term or period could be due a maternity leave, a leave of absence, an employee resignation, or an upcoming project. 

Working through a temp agency allows all kinds of people to gain experience in the workforce. For example, a finance/accounting retiree looking to reenter the workforce may take a temp job to ease their way back into the workplace.  Furthermore, a college student on summer break may perform a temp job in order to build up their resume over those few months.  Temp jobs in New Jersey and other states offer convenience to the needs of people in their current stage of life. Expanding knowledge and learning a new trade or skill on-the-job is only beneficial to a person looking to develop a career.. 

In full transparency, taking on an accounting temp job shows an individual’s dedication because an employee is committing to a position for a specific period of time.  Sometimes starting smaller may lead to bigger positions in the future.  As one works diligently as a temp, employers will notice one’s strong work ethic. Working in a temp job provides immediate visibility and also gets one’s name out to other departments within an organization.  Additionally, more companies will notice one’s resume due to the additional experience and software skills acquired.  These experiences in a temp job will lead to connections with future employers.  Doors can only open for a full time position or internal promotion.

It’s important to understand that not all temp jobs stay temporary. As discussed, the temp-to-hire option can occur when the company finally realizes that the temp is thriving in the role. A good lesson to learn why a job seeker would want to work as a temp is that “you have to be in it to win it.”  Employers really like to “try before they buy.”  

More than 20 states and nearly 40 local jurisdictions increased their minimum wage hourly pay rates on January 1, 2024. The new state laws require that employers pay a new minimum hourly pay rate this year. Employers should consider the new minimum wage rates when setting internal pay rates across all lower level pay categories within an organization. Additionally, temporary employment agencies should consult with their clients on accurate market pay rates with regards to certain labor classifications such as:

• Medical Receptionists
• Data Entry
• Warehouse Workers
• Shipping & Receiving
• Hospitality

Below is a summary of some of the state changes where UNIFORCE Staffing Solutions employs W-2 workers across the country.

Arizona: $16.35/hr

California: $16/hr

Illinois: $14/hr

New Jersey: $15.13/hr (6 or more employees)

New York: $16/hr (NYC), $15/hr (NY State)

Review the full list of states.