Fast Hires, Higher Risks: Staying Compliant in Staffing’s Turnover Era

In 2025, staffing firms across the U.S. are facing a familiar challenge: exceptionally high turnover. The average temporary or contract employee stays on the job for just 10 weeks. That means recruiters and HR teams are constantly onboarding, offboarding, and repeating the cycle—sometimes dozens of times a week.

This constant churn does more than slow down operations—it puts compliance at risk. With every new placement comes a new Form I-9, and in high-volume environments, it’s easy for things to fall through the cracks. Missed deadlines, incomplete documentation, and audit risk become everyday concerns, especially for firms managing hundreds of contractors at once.

In an industry built on speed and volume, staying compliant can’t be an afterthought. The right processes—and the right tools—make all the difference.

What’s the Hidden Secret Behind High Staffing Turnover?

Turnover in the staffing industry isn’t just about job length—it often starts long before a placement is made. Many candidates drop off during the recruitment process itself, and the following data shows us why.

Slow Hiring Processes

• The number one reason candidates give up on staffing firms is that the process takes too long.
  
• Long hiring cycles are a top cause of turnover.

Credentialing and Job Fit Issues

• 1 in 3 candidates say credentialing or licensing was complicated or mishandled.
  
• Nearly 25% say poor job matching by recruiters caused them to abandon the process.

Recruiting Workflow Challenges

• Sourcing is the number one recruitment lifecycle challenge (28%), followed by screening/validation (12%).
  
• 52% of recruiters say job boards have become less effective.

Candidate Expectations Are Evolving

• 85% of Gen Z believe the job search and placement process feels outdated.
  
• 70% of U.S. adults still prefer in-person interviews despite the rise of remote work.
  
• 56% believe in-office workers have better access to raises, bonuses, and promotions.
  
• 72% of Gen Z are seeking supplemental income, compared to just 30% of Baby Boomers.

These insights make one thing clear: staffing firms need faster, more flexible hiring processes that keep candidates engaged—and that starts with simplifying compliance.