The labor market seems more unpredictable than ever. Will organizational demand remain high despite signs of a downturn? Will the declining demand for self-employed professionals – driven by stricter enforcement against false self-employment – lead to a shift toward permanent contracts? And at what pace will AI start impacting roles and market demand, which is already highly visible in the United States but still limited in the Netherlands? For employment service providers – whether you are an agency, secondment firm, recruitment company, MSP, or RPO – relying on experience alone is no longer enough.
Data is what separates a plausible story from a convincing proposal.
With Giant, the labor market intelligence platform by Intelligence Group, you have access to up-to-date, internationally comparable data on supply and demand — from salaries to labor market tension, and from media behavior to pull factors. This enables you to substantiate your advice, anticipate more quickly, and provide smarter insights.
In this article, we share ten concrete ways that employment service providers can use Giant data, divided into three phases of value creation:
A. Winning new clients
B. Serving clients better
C. Attracting and retaining your own people
Not every lead offers the same potential. Giant data shows where recruitment pressure is highest, in which regions talent is scarce, and where overcapacity is emerging. Where scarcity exists, your expertise as a labor market specialist is most valuable. This allows you to focus your sales efforts on organizations where your services add the most value.
More specifically, vacancy and job board data reveal which organizations are currently hiring within your specialization — and where you already have talent available. With this knowledge, you can proactively approach potential clients, back up your commercial pitch with real-time facts, and show that you bring market intelligence, not just candidates.
In proposals, you want to offer more than a price and a promise. Giant data helps you support both your pricing and your narrative with hard evidence:
With that foundation, you demonstrate realistic calculations and show that your proposal is based on facts, not intuition.
In large tenders and RFPs, reliability and substantiation are everything. You’ll face extensive questionnaires — and Giant data allows you to strengthen your answers with market evidence:
This way, you add measurable evidence to tender documents — something procurement officers increasingly expect.
When you receive a vacancy or interim assignment, you can instantly perform a feasibility analysis in Giant. You’ll see the size of the talent pool, the level of competition, realistic timelines, and expected costs. This helps you manage expectations and build trust — positioning you not just as a supplier, but as a knowledgeable advisor.
Not every target group is active on LinkedIn or searches via Indeed. Giant shows which channels your target audience truly uses — from niche forums to local job apps — as well as which social media platforms and news websites they visit daily. You’ll know better than your clients where to allocate ad budgets to reach the right candidates.
More and more agencies are sourcing talent from abroad. With Giant, you can see which countries have an abundance of specific skills and how willing those professionals are to move to the Netherlands. You can then give evidence-based advice: “For this role, it’s more cost-effective to recruit in Poland or Portugal than in Spain.” You’ll also know which pull factors matter most to candidates from each country — crucial for relocation success.
Through the Giant API, you can connect labor market data directly to your own systems — ATS, CRM, or BI dashboards. For example:
As an MSP, RPO, staffing, or recruitment agency, you also need the best people for your own organization. Giant helps identify where recruiters, consultants, account managers, and back-office professionals are located, what motivates them, and which pull factors are most effective. Use that data to craft stronger job ads, select the right channels, and set realistic expectations for your internal hiring.
For staffing firms and training providers targeting young professionals — for example in HR, supply chain, IT, or municipal roles like WMO consultant — the campus data within Giant provides unique insights. You can see where graduates with specific degrees come from, which regions or universities have the greatest potential, and what students and starters value most in terms of employment conditions, work-life balance, and application processes. This helps you identify growth markets for traineeships or “temp-to-perm” models, build partnerships with educational institutions, and optimize your recruitment campaigns.
By combining data on work motivations and pull factors, you can better respond to what employees value — flexibility, growth opportunities, appreciation, or stability. Combine this with your own HR data (and employee feedback) to pinpoint where the risk of attrition lies and what keeps people engaged. In this way, you use labor market data not only externally (for clients) but also internally to future-proof your own organization.
Employment services are no longer just a people business — they are a data-driven people business. With Giant, you gain the insights needed to win clients, serve them effectively, and strengthen your own organization.
Whether you’re preparing a proposal or tender, developing an international recruitment strategy for a client, or managing your own hiring, Giant provides the facts you can build trust on.
