Learn about actual and potential costs
How much should I pay for Temporary Warehouse Staffing?
What is the average price of Temporary Warehouse Staffing?
This procurement report includes pricing information to help you purchase Temporary Warehouse Staffing. Our analysts provide a benchmark price and a price range based on key pricing factors to help you understand what you should be paying for this specific product or service. To see the average price for this and hundreds of other products and services, subscribe to ProcurementIQ.
Has the price of Temporary Warehouse Staffing been rising or falling?
Analysts look at market data from the previous three years to determine an overall price trend. You can use the recent price trends to help you understand price volatility and plan your budget.
I’m not ready to purchase Temporary Warehouse Staffing yet. Will I pay more if I wait too long?
We forecast the next three years of price movements by looking at factors likely to affect the market's supply chain, such as inputs, demand and competition. You can then use the price forecast to figure out the best time to purchase.
What other costs are associated with purchasing Temporary Warehouse Staffing?
Our analysts calculate the total cost of ownership and assign a level of low, moderate or high, depending on things like customization, integration and installation. Use this information to budget for Temporary Warehouse Staffing with a reduced risk of unexpected costs.
See how we display average pricing information, trends and market data.
Find the vendor to meet your needs
Where can I purchase ?
The temporary warehouse staffing market has a low level of market share concentration, with the top four suppliers generating less than 20.0% of total market revenue. ProcurementIQ estimates that there are about 14,400 office staffing and temporary employment agencies in the United States, and the majority of these agencies provide... Subscribe to learn more.
Questions to ask potential suppliers
How can I gain leverage during negotiations?
Search & Selection
How do you build your pool of candidates from which to place?
How often do you review and refresh your database of candidates?
How many candidates do you have in your database?
How do you select which candidates are placed where? For instance, if two buyers are looking for the same candidate, how do you ultimately determine which company to place that employee with?
How long have you been placing employees in my line of business?
How do you determine whether the candidate actually has the desired skill set for the position?
What type of background and drug tests do you conduct? How extensive are they? Who is your service provider?
How may I participate in the interview process?
What questions do you use during the interview process? May I submit my own questions in addition to your own?
Do you conduct psychological evaluations and skills testing? If you do not, will I be charged extra for this service? May I see the results after the test?
Human Resources Services
If I am not satisfied with an employee, who do I report this to? What report forms will I fill out, and how much information do I include?
How long will it take to select a new candidate? What are the associated charges of letting an employee go early?
What type of payroll services do you provide?
Do you charge me for recruiting and conducting background checks of candidates who you do not ultimately place?
What is my role in the recruiting process?
After placing a temporary employee, what services do you provide to assist with the onboarding process?
What in-house services do you provide?
How often do you visit the employee's workplace? Do you charge an additional amount to make in-house visits?
Do you offer additional staffing services, such as permanent placement and temp-to-hire?
What type of consulting do you provide (i.e. relating to labor flexibility, productivity, efficiency and retention)?
How do you determine the pricing for additional services?
Training & Safety
What type of safety and health training do you provide for temporary employees? How do you test employees to ensure training has been successful?
How do you present your training (e.g. lecture, videos, readings, hands-on)?
How does your training differ based on the various skill sets and job requirements of the employees? Who leads your training, and where do they gather their information and resources from?
If you are a member of the ASA, what certifications do you hold?
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Key elements for every RFP
What should my RFP include?
Buyers should disclose the overall budget for the project, if possible.
Buyers should state their preferred pricing model and terms of payment.
Buyers can reference the Benchmark Price and Total Cost of Ownership sections of this report for assistance in creating a budget.
Buyers should evaluate vendors on the experience of the firm and the qualifications of the staff assigned to the project.
Buyers should evaluate vendors' access to qualified labor and their ability to meet the scope of the contract.
Buyers should evaluate vendors based on their projected costs.
For other selection criteria requirements, buyers should reference the Buying-Decision Scorecard section of this report.
Buyers should outline when proposals must be submitted.
Buyers should communicate to prospective suppliers when bid awards will be posted.
Buyers should state when the staffing services should begin.
Buyers should state the length of the service contract and any renewal options.
Buyers should outline the cancellation policy.
Evaluate major factors to mitigate risk
How risky is the supply chain?
The supply chain for temporary warehouse staffing carries a low risk of supply disruption. Temporary staffing agencies do not require any raw materials to deliver services to the buyer. Rather, they rely on computer equipment, office space and a pool of temporary labor. In addition, despite the tariffs the Trump... Subscribe to learn more.