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Global Daily News

  • Department of Labor looking into overtime rule

    The US Department of Labor said today it sent a request for information related to the overtime rule to the Office of Management and Budget for its review. The Daily Caller described it as a step toward overhauling the controversial rule.A judge has blocked the rule from taking effect. The rule would increase the number of workers owed overtime by raising the salary exemption under which white collar employees are owed overtime to $47,892 per year effective Dec. 1 from the current level of $23,660. The rule also calls for raising the salary level on an ongoing basis.When published, the request for information will offer the opportunity for the public to comment, according to the Department of Labor.Separately, the Department of Labor also announced it would reinstate issuance of “opinion letters” that offer guidance for employers and employees on how a particular law applies in certain situations.“The shift will be a welcome one for employers and business owners, who have been hoping for a more conciliatory, and less punitive, enforcement environment as well as more clarification of the many complex rules around wages and hours,” Allan Bloom of law firm Proskauer Rose LLP wrote in a Lexology post. […]

  • PrincePerelson

    Salt Lake City-based PrincePerelson & Associates appointed Chip Luman as CEO of PrincePerelson Project Solutions and Perelson Temporary Staffing.In addition to heading the company’s temporary staffing division, Luman will expand the company’s project solutions sector, a multi-million-dollar division delivering high-volume recruiting to call centers across Utah. Luman assumed the role, a new position within the firm, at the end of May. Founder Jill Perelson remains CEO of PrincePerelson & Associates, the firm’s direct hire team.Luman joined PrincePerelson from HireVue, where as co-founder and COO he helped create a new vertical in the HR SaaS space. Prior to his position at HireVue, he held various executive roles at Charles Schwab with responsibility for call center human resources, total rewards and shared services, including temporary, contingent and offshore staffing technology and processes. In addition, Luman managed software development in the gaming industry with Acclaim Entertainment and held various HR roles with Pepsi and Marathon Oil.“At PrincePerelson we have always believed we had something special to offer businesses,” Perelson said. “One of the things that make us special is our internal team of subject matter experts. We are pleased to welcome Chip Luman to our Perelson Temporary Staffing company as CEO. Chip, through his time at HireVue, possesses a deep understanding of what it takes to deliver premiere service to companies to help them grow.”PrincePerelson provides temp, volume, direct hire and executive search to a range of sectors including accounting and finance, engineering, technology, sales, customer service, legal, creative and marketing, administrative, and human resources. […]

  • ASA staffing index hits highest value for the week since 2007

    The American Staffing Association’s index measuring employment in the US staffing industry edged up to a reading of 96.30 for the week of June 12 to June 18, reaching the highest value for the same week since 2007. Temporary and contract staffing employment rose 0.21% from the prior week and 2.20% from the same week last year.The four-week moving average for the ASA Staffing Index progressed to 95.43, the strongest reading of the four-week moving average so far this year. […]

  • Consumer confidence rises moderately, jobs outlook mixed

    The Conference Board’s consumer confidence index increased moderately in June after edging down in May. The index rose to a reading of 118.9 (1985=100), up from 117.6 in May.“Consumer confidence increased moderately in June following a small decline in May,” said Lynn Franco, director of economic indicators at The Conference Board. “Consumers’ assessment of current conditions improved to a nearly 16-year high (July 2001, 151.3). Expectations for the short-term have eased somewhat, but are still upbeat. Overall, consumers anticipate the economy will continue expanding in the months ahead, but they do not foresee the pace of growth accelerating.”   Consumers’ assessment of the labor market was more positive although their outlook remained mixed. The proportion expecting more jobs in the months ahead increased to 19.3% in June from 18.6% in May. However, those anticipating fewer jobs also increased to 14.6% from 12.1%. The number of consumers stating that jobs were “plentiful” rose to 32.8% in June from 30.0% in May while those claiming jobs are “hard to get” edged down to 18.0% from 18.3%.The percentage of consumers expecting their incomes to increase rose to 22.2% from 19.1% while the proportion expecting a decrease also edged up, to 9.2% from 8.7%. […]

  • Switzerland – Temporary staffing market up 5.5%

    The Swiss temporary staffing market grew by 5.5% in the three months to May 2017, compared to the same time last year, according to the latest figures from Swiss Staffing, the Swiss Federation for Staffing Companies.The data from Swiss Staffing also shows that since the beginning of 2017, the temporary staffing market has grown by 4.2% on the year.“The growth of the temporary work branch reflects the favourable development of the Swiss labour market and the overall economic situation,” Marius Osterfeld, Economist at Swiss Staffing said. “The decline of economic activity as seen by economic indicators and the reduction in SECO's (State Secretariat for Economic Affairs) growth forecast are not yet reflected in the growth momentum of the temporary work sector. Given that the temporary work sector is also an early indicator of the economic situation, the current dynamism of the industry indicates that growth in the market continues to increase.”According to data from SECO, the Swiss unemployment rate in April 2017 stood at 3.3%.&nbs […]

  • UK – Demand for contractors slows down in May, permanent vacancies up 1%

    Demand for contractors in the UK decreased by 13% in May compared to the previous year while permanent vacancies increased by 1% in the same period, according to new survey data from the Association of Professional Staffing Companies (APSCo).APSCo’s data, which focuses on professional recruitment, reveals notable variations between the trade association’s core sector groups in terms of hiring activity. While permanent vacancies across both finance and engineering, for example, have increased (by 7% and 5% respectively) permanent vacancies within IT slipped by 6%.     Meanwhile, the decrease in vacancies for professional contractors was attributed to a fall in the number of roles within financial services. Demand for contractors within financial services fell by 30% year-on-year.“The shift in the ratio of contract assignments to permanent hires reflects tightening skills shortages as employers look to shore up future talent streams,” Ann Swain, Chief Executive of APSCo, said.“Uncertainty around the EU referendum in 2016 meant that many businesses turned to flexible workforces to keep the wheels in motion without investing in increasing permanent headcount. Now Brexit negotiations have begun, and the rights of EU citizens who have been working in the UK for more than five years seem to be secure, organisations seem to once again be taking a long-term approach to recruitment,” Swain said.  APSCo’s figures also reveal that median salaries across all professional sectors increased by 1.5% on the year. This figure is also characterised by notable fluctuations in terms of sector, with engineering, financial services, and IT all recording uplifts (of 1.8%, 4.1% and 0.5% respectively).“The fact that average salaries have once again increased is further indicative of the current market, with employers willing to invest in attracting and retaining sought after skills and expertise,” Swain said.&nbs […]

  • UK – Nearly half of skilled EU workers could leave the country within the next five years

    Almost half, or 47%, of highly skilled EU workers, could leave the UK within the next five years, according to a new report from Deloitte.The report, ‘Power Up: The UK Workplace’, is based on a survey of more than 2,000 non-British workers and wider research around the future of the UK workplace.Further findings from the report show that Brexit has shifted perceptions among non-British workers. For those based outside the UK, 21% now find the UK less attractive, compared to 48% for those based in the UK.Meanwhile, overall, 36% of non-British workers based in the UK are considering leaving in the next five years. The survey also shows that 58% of non-British workers in the UK said it would be difficult or very difficult to find a British worker to replace them.The report suggests that the UK could be faced with a potential skills shortage as “high-skill workers are most mobile and therefore in the short term there is likely to be a greater pressure to fill these vacancies.”“The UK remains a highly attractive place to work for people from around the world,” David Sproul, Senior Partner and Chief Executive of Deloitte North West Europe, said. “Despite political and economic uncertainties, more people are attracted to live and work in the UK than anywhere else in the world.”“The UK’s cultural diversity, employment opportunities and quality of life are assets that continue to attract the world’s best and brightest people. But overseas workers, especially those from the EU, tell us they are more likely to leave the UK than before. That points to a short to medium term skills deficit that can be met in part by upskilling our domestic workforce but which would also benefit from an immigration system that is attuned to the needs of the economy,” Sproul said.The report recommends that the UK create a new immigration system that recognises the personal choices of international talent. It also recommends that the UK invest further to upskill both current and future worker and embrace digital and invest in the deployment of technology to automate repetitive tasks as well as work at a regional level to create an appropriate local response. […]

  • UK – Flexible labour market is the ‘envy’ of Europe – Staffing Quote of the Week

    During a conference held by the Trades Union Congress, Jobs Tsar Matthew Taylor said that the UK’s flexible labour market was the ‘envy’ of Europe.Taylor also stated that the Prime Minister must ensure any enhancement of workers’ rights protects flexible employment.“Although this country has many weaknesses economically including productivity... when it comes to our capacity to create work, we’re pretty good,” Taylor said. “Many countries around Europe envy the position we’re in.”Taylor cited a survey that showed up three out of four workers in the UK wanted the flexible hours brought on by the gig economy. He added that changing it was the "last thing we should do."“We have to recognise that most people who work atypically and flexibly want to work in that way, and indeed, of the third who say that’s not the way they want to work, for a lot of them it’s not because of the work they’re doing,” Taylor said.Taylor is set to publish his review of employment law, which includes the gig economy, rights of the self-employed and temporary workers, in the next couple of weeks. […]

  • Japan – Pasona revises full-year forecast

    Japanese staffing firm Pasona Group (2168: JP) today adjusted its forecast for the year ending May 2017. The company forecasted revenue of JPY 280.3 billion (USD 2.51 million), down from its previous forecast of JPY 283.0 billion (USD 2.54 million).Pasona announced the revisions after taking into consideration recent performance trends. The group also revised its forecasted operating profit to 4.5 billion (USD 40.31 million) from the previously announced 4.3 billion (USD 38.52 million). The group also cut its FY net view to a loss (JPY 130.0 million (USD 1.16 million)) from the previously announced JPY 500 million (USD 4.48 million).In a statement, Pasona said, “Net sales, operating income and ordinary income exceeded the previous year’s levels, reflecting solid demand for human resources throughout the period. As a result, operating income and ordinary income for the full year to be announced are expected to exceed our forecast, while net sales will be in line with our forecast.”“Despite strong performance by the Outsourcing business, profit attributable to owners of parent will fall short of our forecast due to an increase in tax burdens caused by unsuccessful attempts by certain subsidiaries to reduce losses, in addition to an impairment loss on non-current assets claimed in the third quarter. For these reasons, the full-year forecast for the year ended 31 May 2017 announced on 15 July 2016 has been revised.Earlier this year, Pasona Group reported revenue for the nine months ending 28 February 2017 of JPY 205.4 billion (USD 1.84 billion).In trading today, Pasona Group Inc closed at JPY 1,096.00 (USD 9.82), up 0.46% on the day and 6.24% below its 52-week high of JPY 1,169.00 (USD 10.47), set on 16 June 2017. Based on its current share price the company has a market value of JPY 45.48 billion (USD 407.53 million). […]

  • Hong Kong – Gravitas Recruitment Group acquires Atlas Search

    UK-based recruitment consultancy Gravitas Recruitment has acquired Hong Kong-based boutique recruitment firm Atlas Search.The acquisition aims to give Gravitas' Asia Operations, which currently provides 100% permanent services to the Asian Insurance market, an immediate capability to provide contract services and niche technology capabilities across the financial services sector. It will also provide market synergies with the UK technology division, supporting the group's global strategy in establishing specialist technology teams in Asia and expand their client services across borders.The Atlas team will be integrated into Gravitas’ Hong Kong offices. Atlas co-founder Peter Barker joining Gravitas as a regional sales director and Rhythy Yeung, a junior partner at Atlas, joining Gravitas as a business manager."I am extremely excited about welcoming Atlas into the Gravitas Brand,” Gravitas' Asian managing director and group co-founder, Daniel Wallis said. “We've been looking for a number of years to grow a technology business to not only create synergies with the UK but to support further scale into our business, strengthen our leadership team and improve our ability to meet evolving needs in a new digital age.”No further details of the transaction were disclosed. […]

  • India – Fintech firms could create more than 5,000 jobs this year (Hindu Business Line)

    Hiring activity in the financial technology sector is expected to generate up to 5,000 jobs this fiscal year, reports the Hindu Business Line. Data collated from the Business Line shows that most of the firms are recruiting in areas such as data science, data analytics, artificial intelligence and machine learning. It comes at a time when hiring activity within IT has decreased.  Sudeep Kumar Sen, Assistant Vice-President at Teamlease Services, commented, “Fintech is the future as many small merchants, and low-income consumers are gradually moving to online platforms for daily transactions, loans and other financial requirements such as remittance.&rdquo […]

  • India – Royal Bank of Scotland cuts more than 400 jobs, outsources many of them to India (BBC)

    The Royal Bank of Scotland will be shedding more than 400 jobs in the UK and shifting many of the roles to India, reports the BBC. The bank stated that it was moving the jobs, which help to handle loans for small businesses, as part of an ongoing cost-cutting drive. Unite, a trade union in the UK criticised the move and said the move would cost UK jobs. However, the Royal Bank of Scotland stated that UK staff would still deal with customers and take the decisions on whether to grant loans. […]

Latest Research

  • 2017 Temporary Worker Survey: Full Report

    Key Findings:The 2017 Temporary Worker Survey represents Staffing Industry Analysts’ sixth survey of the temporary worker population. A few key observations from the report: Reputation contributes as much to recruiting as direct recruiting efforts. Thirty-one percent of temporary workers said they were recruited directly by their staffing agency. Personal recommendations accounted for roughly the same share of temporary worker candidates: 30% said they found their agency through a recommendation, either for the agency or for a recruiter at the agency. Are temp expectations reasonable? Temporary workers were ballpark correct in their estimates of typical assignment lengths in their respective occupations, and generally understood if their pay rates were higher or lower than full-time pay. However, they were often too optimistic with respect to odds of a position converting to full-time. Nearly a third of temps have quit an assignment early. The most common reasons for quitting an assignment early were: being offered a better job by another employer, finding that the nature of the job and/or pay or benefits was not as described, and dissatisfaction with the circumstances of the job in terms of how they were treated. Are temporary workers turning to human cloud services for employment? Altogether, 9.2% of temporary workers receive at least some income from either consumer-related (e.g., Uber, Handyman.com, etc.) or business-related human cloud services (e.g., UpWork, Guru, etc.). That usage may seem low, but growth is likely inasmuch as awareness is sure to increase and the percent “not yet using but considering using these services” is larger than those using them currently. Honesty is a key driver of temp satisfaction. A number of factors related to temporary worker experience with their agency were correlated with NPS ratings, to determine drivers of overall agency satisfaction. Temps who agreed with the statement “I believe this staffing agency is trustworthy and honest” gave their staffing firms an NPS of 57%; those who disagreed gave their firms an NPS of -79%. This result is consistent with previous surveys, which also determined trust to be one of the top factors driving NPS. Six subjects on which temps would like improved communication: Job description, culture/management/operation (temps sometimes surprised to find client had high turnover, financially unstable, etc.), logistics/dress code, perm chances/assignment length, terms of employment (hours, location, benefits). To access the complete report, please select the link below: Temporary Worker Survey 2017 Full Report 20170626 - You do not have permission to view this object. […]

  • U.S. Staffing Occupational Markets Guidebook 2017

    The U.S. Staffing Occupational Markets Guidebook is a tool for firms to examine the market size and growth trends for temporary staffing from the perspective of 501 detailed occupations. The tool contains two interactive dashboards that display a variety of employment and wage metrics for each selected occupation, and also a worksheet that contains the complete data detail for further custom analysis.The worksheet called "Temporary workers" displays occupation data only for those workers who are assigned by staffing firms.  For each occupation selected, the dashboard also displays a temporary staffing market size estimate, in dollars, based on clearly listed input assumptions: number of temporary workers, average hourly wage, hours worked, and average markup percentage.The "All workers" worksheet provides employment and wage data for all workers, both temporary and non-temporary workers, for each occupation selected. We have limited the occupation set to only those that are existent in the temporary staffing industry to make this dashboard more relevant to our customers.Lastly, the "Full data set" worksheet contains the underlying data that was used for key metrics in the two dashboards. We also provide a drop-down menu that allows users to quickly view occupations that belong to a specific skill segment (industrial, finance/accounting, etc.)This tool is based on data from the Occupational Employment Statistics (OES) program administered by the U.S. Bureau of Labor Statistics (BLS). Figures are for 2016 unless otherwise specified. Throughout this file, the terms "temporary employment" and "temporary workers" refer to workers employed by temporary staffing firms.To download the guidebook, please select the following link:  U.S. Staffing Occupational Markets Guidebook 20170623 - You do not have permission to view this object. […]

  • Total Talent Acquisition Market Developments

    Total Talent Acquisition (TTA) is defined as an emerging model for Talent Acquisition, subsumed within the concept of Total Talent Management and therefore encompassing acquisition of both employed and non-employed talent. Total Talent Acquisition refers not only to the operational approaches to sourcing, recruiting, and engaging talent, but also to higher level strategic considerations of structuring or managing the talent supply chain (i.e., decision about outsourcing, sourcing geographies, etc.). SIA invited suppliers that indicated they have a TTA offering to participate in this research.SIA estimates approximately 300-400 organizations have deployed a Total Talent Acquisition solution globally. Although these represent a small handful of clients compared to the 8,000+ MSP and RPO service contracts that exist, some Total Talent solutions have been in place for more than ten years. With growing talent shortages, effective workforce planning, rapidly evolving technology, an increasingly complex legislative and regulatory environment, organizations are expected to place a higher priority on effective sourcing across all worker types driving a desire for total worker visibility. SIA’s buyers report shows that 46% of workforce buyers look to explore Total Talent Acquisition solutions in the next two years. Key developments in this market are:Total Talent Acquisition services are supported by suppliers who are investing in increasingly sophisticated talent advisory teams to offer recruitment and workforce strategy consulting and delivery.Advanced workforce analytics and planning tools have been developed which enable not only greater visibility but also scenario planning across the total workforce. Contingent workforce programs initially expanded from a pure temporary agency worker scope, then to include independent contractors and, more recently, Statement of Work and Outsourcing engagements. As these pockets of spend become better managed within programs, the maturity of the programs will naturally grow towards optimization across the total workforce.As predictive sourcing channels and analytic offerings develop, workforce professionals can look to evaluate different worker arrangements against skill needs. Total Talent sourcing models are being applied across both traditional and contingent worker types to support greater conversion management, cost management and to support cultural alignment, brand awareness and a consistent candidate experience across all talent.Case studies have shown that organizations who have adopted TTA solutions are typically those who looked to deliver a comprehensive recruitment strategy delivering close business alignment and a consistent experience for managers and candidates, often in the backdrop of skills acute shortages.Click the link below to download the report:  Total Talent Acquisition Market Developments 20170623 - You do not have permission to view this object. &nbs […]

  • Internal Staff Survey 2017: Early Results

    Key Findings: This report contains the initial findings of the 2017 Internal Staff Survey, implemented in conjunction with the 2016-2017 Staffing Industry Analysts “Best Staffing Companies to Work For” competition. It includes the complete survey questions and summary statistics. The survey was conducted in late 2016 and reflects the opinions of over 14,000 internal staff respondents from 187 staffing firms; no single firm accounted for more than 9% of respondents. Data includes: respondent demographics (age, gender, etc.), compensation, years of experience, training and certifications, satisfaction measures, and how staff found their current employer. To access the complete report, please select the link below: Internal Staff Survey 2017 Initial Findings 20170619 - You do not have permission to view this object. […]

  • UK Professional Recruitment Trends May/June 2017

    Placements growth—both perm and temp placements up in Engineering and Finance while both down in Social work. Vacancies trends—Perm vacancies up in Social work, Finance, Engineering and Marketing. Salary growth increased in four major sectors–Finance, Social care, Engineering and IT. To download a copy of the report, please click on the link below: ProRecruitmentTrends_May_Jun_2017 - You do not have permission to view this object. […]

  • Total Talent Acquisition Market Developments

    Total Talent Acquisition (TTA) is defined as an emerging model for Talent Acquisition, subsumed within the concept of Total Talent Management and therefore encompassing acquisition of both employed and non-employed talent. Total Talent Acquisition refers not only to the operational approaches to sourcing, recruiting, and engaging talent, but also to higher level strategic considerations of structuring or managing the talent supply chain (i.e., decision about outsourcing, sourcing geographies, etc.). SIA invited suppliers that indicated they have a TTA offering to participate in this research.SIA estimates approximately 300-400 organizations have deployed a Total Talent Acquisition solution globally. Although these represent a small handful of clients compared to the 8,000+ MSP and RPO service contracts that exist, some Total Talent solutions have been in place for more than ten years. With growing talent shortages, effective workforce planning, rapidly evolving technology, an increasingly complex legislative and regulatory environment, organizations are expected to place a higher priority on effective sourcing across all worker types driving a desire for total worker visibility. SIA’s buyers report shows that 46% of workforce buyers look to explore Total Talent Acquisition solutions in the next two years. Key developments in this market are:Total Talent Acquisition services are supported by suppliers who are investing in increasingly sophisticated talent advisory teams to offer recruitment and workforce strategy consulting and delivery.Advanced workforce analytics and planning tools have been developed which enable not only greater visibility but also scenario planning across the total workforce. Contingent workforce programs initially expanded from a pure temporary agency worker scope, then to include independent contractors and, more recently, Statement of Work and Outsourcing engagements. As these pockets of spend become better managed within programs, the maturity of the programs will naturally grow towards optimization across the total workforce.As predictive sourcing channels and analytic offerings develop, workforce professionals can look to evaluate different worker arrangements against skill needs. Total Talent sourcing models are being applied across both traditional and contingent worker types to support greater conversion management, cost management and to support cultural alignment, brand awareness and a consistent candidate experience across all talent.Case studies have shown that organizations who have adopted TTA solutions are typically those who looked to deliver a comprehensive recruitment strategy delivering close business alignment and a consistent experience for managers and candidates, often in the backdrop of skills acute shortages.It is expected that organizations will increasingly look holistically at the workforce, especially in industries where the workforce is the largest cost. Today, contingent workforces represent an average of 22% of the total workforce and this population is growing. Click the link below to download the report: Total Talent Acquisition Market Developments 20170623 - You do not have permission to view this object. &nbs […]

  • Largest Direct Hire Firms in Europe: 2017 update

    The European direct hire market accounted for 3% of the European staffing market in 2016. Over 85% of direct hire sales were attributed to the seven largest and most established staffing markets in Europe, with the UK accounting for more than a third of direct hire sales.  We are presenting a full ranking of the Top 20 suppliers of direct hire services in Europe, according to their market share based on sales in Europe, during the year 2016. The median annual revenue growth rate across the Top 20 firms was 3.6% in 2016.  As many as ten companies in the Top 20 outperformed this rate. UK firms dominate the Top 20 ranking of firms according to the market share. In particular, professional staffing firms with a strong presence in the Finance & Accounting staffing segment appear as key players in this market. To download a full copy of the report, click below: Largest Direct Hire Firms in Europe 20170621 - You do not have permission to view this object. […]

  • The Gig Economy and Human Cloud Landscape: 2017 Update

    The “human cloud” is an emerging set of online/digital platforms that enable hirers and workers to manage and complete (typically contingent) work arrangements. In 2016, companies processed between $47 billion and $51 billion U.S. dollars (USD) in spend associated with the human cloud on a global basis. Human cloud companies that primarily sell to consumers (B2C), such as Uber, Lyft, Handy, Ele.me or Instacart, accounted for the vast majority of human cloud spend, generating between $41.5 billion and $44.7 billion in spend, by our estimates. Human cloud companies selling primarily to businesses (B2B) generated between $5.8 billion and $6.5 billion. Total human cloud revenue nearly doubled in size last year, mostly due to the fact that the B2C segment (which makes up roughly 90% of human cloud revenue) nearly doubled. The B2B segment of the human cloud grew approximately 20% year-over-year, by our estimates. While some companies in this dynamic space will fail, overall we project robust growth in human cloud revenue over the next several years. However, should funding continue to be anemic, it could cause growth to become more moderate. The line between online staffing and traditional staffing is becoming thinner, as seeming hybrid models, such as just-in-time-staffing, have become prevalent. While legal challenges around worker classification have cast a shadow on this otherwise sunny market, we see these merely as growing pains of a fresh industry, rather than serious impediments to the human cloud market. In this report we refer to “independent workers”, “contingent workers”, “freelancers”, and “talent”, which, in the context of this report, are terms all used to describe the same thing: individuals who complete work through human cloud platforms, regardless of their tax classification. Unless noted otherwise, all currency in this report is presented in US dollars. The full report is available below:  The Gig Economy and Human Cloud Landscape 2017 Update - You do not have permission to view this object. […]

  • Total Talent Acquisition Market Developments

    Total Talent Acquisition (TTA) is defined as an emerging model for Talent Acquisition, subsumed within the concept of Total Talent Management and therefore encompassing acquisition of both employed and non-employed talent. Total Talent Acquisition refers not only to the operational approaches to sourcing, recruiting, and engaging talent, but also to higher level strategic considerations of structuring or managing the talent supply chain (i.e., decision about outsourcing, sourcing geographies, etc.). SIA invited suppliers that indicated they have a TTA offering to participate in this research.SIA estimates approximately 300-400 organizations have deployed a Total Talent Acquisition solution globally. Although these represent a small handful of clients compared to the 8,000+ MSP and RPO service contracts that exist, some Total Talent solutions have been in place for more than ten years. With growing talent shortages, effective workforce planning, rapidly evolving technology, an increasingly complex legislative and regulatory environment, organizations are expected to place a higher priority on effective sourcing across all worker types driving a desire for total worker visibility. SIA’s buyers report shows that 46% of workforce buyers look to explore Total Talent Acquisition solutions in the next two years. Key developments in this market are:Total Talent Acquisition services are supported by suppliers who are investing in increasingly sophisticated talent advisory teams to offer recruitment and workforce strategy consulting and delivery.Advanced workforce analytics and planning tools have been developed which enable not only greater visibility but also scenario planning across the total workforce. Contingent workforce programs initially expanded from a pure temporary agency worker scope, then to include independent contractors and, more recently, Statement of Work and Outsourcing engagements. As these pockets of spend become better managed within programs, the maturity of the programs will naturally grow towards optimization across the total workforce.As predictive sourcing channels and analytic offerings develop, workforce professionals can look to evaluate different worker arrangements against skill needs. Total Talent sourcing models are being applied across both traditional and contingent worker types to support greater conversion management, cost management and to support cultural alignment, brand awareness and a consistent candidate experience across all talent.Case studies have shown that organizations who have adopted TTA solutions are typically those who looked to deliver a comprehensive recruitment strategy delivering close business alignment and a consistent experience for managers and candidates, often in the backdrop of skills acute shortages.It is expected that organizations will increasingly look holistically at the workforce, especially in industries where the workforce is the largest cost. Today, contingent workforces represent an average of 22% of the total workforce and this population is growing.Click the link below to download the report:  Total Talent Acquisition Market Developments 20170623 - You do not have permission to view this object. &nbs […]

  • The Gig Economy and Human Cloud Landscape: 2017 Update

    The “human cloud” is an emerging set of online/digital platforms that enable hirers and workers to manage and complete (typically contingent) work arrangements. In 2016, companies processed between $47 billion and $51 billion U.S. dollars (USD) in spend associated with the human cloud on a global basis. Human cloud companies that primarily sell to consumers (B2C), such as Uber, Lyft, Handy, Ele.me or Instacart, accounted for the vast majority of human cloud spend, generating between $41.5 billion and $44.7 billion in spend, by our estimates. Human cloud companies selling primarily to businesses (B2B) generated between $5.8 billion and $6.5 billion. Total human cloud revenue nearly doubled in size last year, mostly due to the fact that the B2C segment (which makes up roughly 90% of human cloud revenue) nearly doubled. The B2B segment of the human cloud grew approximately 20% year-over-year, by our estimates. While some companies in this dynamic space will fail, overall we project robust growth in human cloud revenue over the next several years. However, should funding continue to be anemic, it could cause growth to become more moderate. The line between online staffing and traditional staffing is becoming thinner, as seeming hybrid models, such as just-in-time-staffing, have become prevalent. While legal challenges around worker classification have cast a shadow on this otherwise sunny market, we see these merely as growing pains of a fresh industry, rather than serious impediments to the human cloud market. In this report we refer to “independent workers”, “contingent workers”, “freelancers”, and “talent”, which, in the context of this report, are terms all used to describe the same thing: individuals who complete work through human cloud platforms, regardless of their tax classification. Unless noted otherwise, all currency in this report is presented in US dollars. The full report is available below:  The Gig Economy and Human Cloud Landscape 2017 Update - You do not have permission to view this object. […]

  • Most Complex Contingent Markets Globally 2017

    60 different contingent markets assessed across six Continents. Complex markets identified among both emerging and established contingent markets. Egypt is ranked the most complex location at the moment, followed by Venezuela. Most complex Asian contingent market is Indonesia followed by India. The least complex markets in our analysis are New Zealand, followed by the United Kingdom and the United States. The markets that have become less complex compared to a year ago are: Lithuania, Turkey, Latvia, Portugal, Vietnam and Italy. The markets that have become more complex compared to a year ago are: Argentina, Brazil, Malaysia, France and Estonia. To download a full copy of the report, click below: Most Complex Contingent Markets Globally 20170601 - You do not have permission to view this object. To download a copy of the  Market Complexity Assessment Tool (MACAT), click below: Market Complexity Assessment Tool 20170608 - You do not have permission to view this object. […]

  • Workforce Solutions Webinar – HR and Procurement Partnership

    Sponsored by Fieldglass Globalization and new ways of working have dramatically changed how individuals interact with organizations. It’s likely that the top talent needed by a company might not be, and might not want to be, on the payroll.As companies race to become more agile and competitive in every aspect of their business, it’s increasingly important HR and Procurement work together to bring in the best talent, regardless of type. Whether it’s a full-time worker, freelancer or Statement of Work-based consultant, HR and Procurement can no longer afford to work in silos. In this webinar, we discussed the benefits of a strategic partnership between HR and Procurement and how this partnership will accelerate better business outcomes.Moderator: Dawn McCartney, Sr. Director, Contingent Workforce Strategies & Research, CCWP, Staffing Industry Analysts Panelists:Jim Brozny, Senior Director, Customer Operations, SAP FieldglassCheri Hanson, Sr Manager, Talent Acquisition Global Operations, AbbVieKimberly Trachtman, Senior Category Manager, AbbVieDownload presentation (PDF)Watch webinar video below. […]