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Global Daily News

  • NLRB reverses Obama era joint-employment standard

    The National Labor Relations Board on Thursday reversed a joint employment standard set by the NLRB in 2015 during the Obama Administration that found companies were joint employers for collective bargaining with unions even if there is only reserved or indirect joint control of workers.In the 2015 decision, the board ruled 3-2 that Browning-Ferris Industries of California was a joint employer for workers employed by staffing firm Leadpoint Business Services at BFI’s Milpitas, Calif., recycling site.“In the Browning-Ferris case, the board majority held even when two entities have never exercised joint control over the terms and conditions of employment, and even when any joint control is not ‘direct and immediate,’ the two entities will still be joint employers based on the mere existence of ‘reserved’ joint control, or based on indirect control or control that is ‘limited and routine,’” according to the NLRB ruling on Thursday.The new ruling returns to a previous NLRB standard for determining joint employment that requires proof that a company has exercised direct control over another company’s workers, according to the board.In an announcement Thursday, the NLRB reported that “in all future and pending cases, two or more entities will be deemed joint employers under the National Labor Relations Act if there is proof that one entity has exercised control over essential employment terms of another entity’s employees (rather than merely having reserved the right to exercise control) and has done so directly and immediately (rather than indirectly) in a manner that is not limited and routine.”Thursday’s decision to reverse the BFI standard was 3-2 and came in a separate case involving the firing of seven workers by Hy-Brand Industrial Contractors and Brandt Construction. An administrative law judge found Hy-Brand and Brandt were joint employers; Hy-Brand fired five employees and Brandt fired two employees after they stopped work based on concerns over wages, benefits and safety, according to the ruling.The NLRB majority agreed with the administrative law judge that Hy-Brand and Brandt were joint employers, but it disagreed with how the judge reached his decision — setting up discussion to reverse the 2015 standard.A dissenting opinion took aim at the ruling.“Today’s decision represents a failure to engage in the reasoned decision-making required of administrative agencies by the Administrative Procedure Act,” NLRB members Mark Gaston Pearce and Lauren McFerran wrote in their dissent.“This case is not a proper vehicle for reconsidering the joint-employer standard to begin with, and the majority’s failure to permit public participation only worsens matters,” according to the dissent. “Not surprisingly, a deeply flawed process leads to a deeply flawed result. The majority starts with a willful misunderstanding of the joint-employer standard adopted in BFI and ends by reverting to a standard that, before today, the board had never even attempted to justify in terms of the common-law principles that must guide us.&rdquo […]

  • Freelance Santas make between $150 and $500 an hour (CNBC)

    Freelance Santas who visit homes or office holiday parties can make anywhere from $150 to $500 an hour, according to a report in CNBC, citing PayScale data. In comparison, the median pay for Santas at the mall is $30 per hour. “There are a plethora of Santas out there, but there are only so many people who can be authentic,” Payscale VP of Data Analytics Katie Bardaro told CNBC in regards to freelance Santas. “They can really have the power to drive the compensation. Supply is low — because there’s only so many people who can pull it off — but demand is high.&rdquo […]

  • Revenue, net loss jump in gig economy firm ShiftPixy’s most recent fiscal year

    Revenue jumped at ShiftPixy Inc. (NASD: PIXY), a provider of PEO and online staffing services, by 139.3% in its fiscal year ended Aug. 31 compared to the previous year, but net loss rose to $7.5 million from $1.9 million. The Irvine, Calif.-based company released results Thursday in a filing that had been delayed from its initial release date.ShiftPixy reported operating expenses rose to $11.2 million from $3.4 million in the previous year as it added 22 new corporate employees, increased expenditures in software development for its mobile app and made other investments.   FY 2017 FY 2016 % change Net revenue $20,244,419 $8,460,653 139.3% Gross profit $3,692,222 $1,516,429 143.5% Gross margin  18.2% 17.9%   Net loss  ($7,491,990) ($1,854,556) nm The company aims to provide a mobile online platform that enables workers to find jobs similar to other gig economy companies, but its workers will be treated as employees rather than independent contractors. The company currently targets the restaurant and hospitality industries, and its initial focus is on Southern California. Its Shift Human Capital management Inc. subsidiary functions as a PEO.ShiftPixy had raised $12 million in an IPO in June. Later, CFO Stephen DeSantis stepped down effective Oct. 20.The company reported it had approximately 141 clients and 5,074 employees as of Aug. 31. […]

  • Contractors prefer the flexible workforce to boost careers, joint report by Adecco Group and LinkedIn finds

    Professionals who take on flexible work are embracing it as an avenue to pursue their own goals, according to the report, Flexible Working: A Career and Lifestyle Pathway, released by the Adecco Group and LinkedIn.The report found a large majority of those involved in flexible work do so through active choice as a way to meet current personal needs or career ambitions.According to the study, young adults aged 18-26 have a very positive view of independent work and independent workers, and a majority aspire to such employment. And through the gig economy, a rapidly expanding new class of independent professionals are creating financially and professionally rewarding careers with a more desirable work/life balance.Here are some additional key findings:   Flexible employment opens the door to hire more senior professionals: Most contractors, 91%, are in their middle to late careers, and on average, work in higher seniority roles sooner — by more than a year, on average — than peers in non-contract roles. Independent professionals are choosing flexible work as a lifestyle: The majority of those involved in flexible work, 54%, say that they are doing so in order to pursue their own particular interests. The top motivation among this group was that it is a stepping stone to a full-time position in their chosen field, which also skewed highest among millennials. Independent professionals are consistently open to new opportunities: According to LinkedIn data, contractors across these countries are 2.1 times more likely to view a job on LinkedIn than the average member — and 84% have done so over the past year. They are also more likely to respond to InMails and more likely to engage with content. This study draws on three previously unpublished surveys conducted by the Adecco Group and LinkedIn. It incorporates results from The Adecco Group’s Global Satisfaction Survey, which in spring 2017 asked 102,161 company associates in 38 countries and 48 business units their motivations for engaging in short-term employment; “Understanding What Working Independently Means” — a qualitative survey, undertaken by InSites Consulting on behalf of the Adecco Group; and LinkedIn’s analysis of 4 million members, in the same 38 countries, who have self-identified as contractors. […]

  • Germany – BAP names new president

    The Federal Employers' Association of Personnel Service Providers (BAP) elected Sebastian Lazay as the new president of the association. He replaces Volker Enkerts, who resigned on Wednesday after six years at the helm of the BAP.Lazay is managing director of Extra-Personalservice GmbH and has been closely involved with temporary work for more than 20 years. He has been vice president of the BAP since Temporary Employment Agencies (BZA) and the Association of Medium-sized Temporary Employment Agencies (AMP) merged into BAP in 2011. He is also deputy negotiator of the tariff commission of the BAP.Enkerts is chairman of the statutory accident insurance institution, VBG, and runs Hamburg-based FLEX-TIME GmbH as owner and managing director. He is included in Staffing Industry Analysts list of most influential people in the European staffing industry. […]

  • Netherlands – Employment increases by 8,400 jobs in November, job market ‘remains strong’

    Non-agricultural employment in the Netherlands rose by 8,400 jobs in the month of November, according to the ADP Netherlands Employment Report.“The job market in the Netherlands remains strong,” said Ahu Yildirmaz, VP and co-leader of the ADP Research Institute. “Growth in November was driven mainly by business services, trade, hotels and catering and the construction sector, but all other sectors — with the exception of financial services — also showed growth. “Job added by sector includes: Industry: 800 Construction: 1.200 Trade, transport and catering: 1,900 Information and communication: 400 Financial services: -600 Business services: 3,600 Energy and utilities: 500 Other sectors: 600 Financial services lost 600 jobs. The sector has been in a difficult position throughout the year, with an average job loss of 200 per month.The ADP Research Institute produces the monthly report in collaboration with Moody’s Analytics. […]

  • Netherlands – Randstad to add professor with expertise in digital disruption to supervisory board

    Randstad Holding nv will propose Annet Aris as a member of the supervisory board for an initial four-year term, subject to shareholder appointment. Aris is an adjunct professor of strategy at INSEAD, where she has taught courses on digital transformation and disruption since 2003. Aris also writes a bi-weekly column in a Dutch daily financial newspaper on the topics of digital transformation and corporate governance.Previously, Aris was a partner at McKinsey & Co. in Germany from 1994 to 2003.Other supervisory boards on which Aris currently sits include ASML N.V., a.s.r. Nederland NV, Thomas Cook plc, ProSiebenSat.1 SE and Jungheinrich AG.She will succeed Giovanna Kampouri Monnas at the annual general meeting of shareholders on March 27, 2018. Monnas must step down from the supervisory board after having served the statutory maximum of three four-year terms.“On behalf of both the supervisory board and executive board, I take this early opportunity to thank Giovanna Kampouri Monnas for her excellent contribution and commitment to Randstad in the past 12 years,” said supervisory board Chairman Wout Dekker. “I am very happy to welcome Annet Aris as member of our supervisory board. Annet’s knowledge of the digital world can be of great value to Randstad as digital transformation is a very important pillar of Randstad’s overall strategy going forward.&rdquo […]

  • UK – Capita says 2017 to be in-line with expectations

    Capita (CPI: LSE) the UK-based provider of business process outsourcing solutions and professional support services, expects 2017 trading to be in line with expectations, according to a pre-close trading update issued yesterday. The company continues to expect underlying pre-tax profits, before significant new contracts and restructuring costs, to rise modestly in the second half of this year.“The market for major business process management contracts has remained subdued throughout 2017, particularly in the public sector,” the update stated.The value of Capita’s bid pipeline is currently £2.5 billion; it expects a number of bid decisions in the coming months, but they unlikely to be accretive to profits in 2018.Other updates include: Capita expects “good” underlying profits growth in its private sector partnerships division as a result of improvements in the performance of a number of major contracts and cost initiatives. However, it anticipates a higher level of contract and volume attrition which could impact upon the performance of the division in 2018. Public services partnerships made “encouraging” progress and profitability has improved, albeit including a forecast contribution of around £22 million from the Defence Infrastructure Organisation contract which will not recur next year. The performance of the IT services division has also improved, due to cost actions, although Capita expects the profits of this division to be slightly lower in the second half compared to the first half of the year as a result of the non-recurrence of a £9 million one-off supplier settlement. The end of two major software licences in the second half of 2016 is expected to result in a decline of profits in the Digital & Software Solutions division. Professional Services has made steady progress and traded in line with management expectations.     Capita continued to progress cost initiatives announced in the 2016 restructuring programme and is broadening the programme. Cumulative benefit of these actions is still expected to be £57 million by the end of 2018.The group will release its final results on 1 March 2018.Capita appointed Jonathan Lewis as its new CEO effective 1 December 2017. […]

  • New Zealand – Automation brings challenges, opportunities (NZ Herald)

    Automation is changing the job market, and is creating both challenges and opportunities. "Automation may have an impact around certain efficiencies being gained and jobs affected, but it opens a whole new world on the other side of what people will be focused on in the future," Shay Peters, Robert Walters New Zealand country manager, told the NZ Herald. […]

  • Asia Pacific – Salary budgets to rise faster in 2018, Willis Towers Watson reports

    Salary budgets in Asia Pacific will raise at a faster clip in 2018 than this year, according to Willis Towers Watson’s new “2017 Asia Pacific Salary Budget Planning Report.” Salary budgets are expected rise an average of 6.1% across 21 markets in the region after two years of slowdowns.India will see the highest salary budgets increase at 10% on average, although the increase in real terms will be 5.3% because of inflation.“India shows high salary growth compared to other countries in the Asia Pacific region,” said Sambhav Rakyan, Willis Towers Watson’s data services practice leader for Asia Pacific. “Yet, given the decreasing pattern in the year-on-year salary increases, Indian employees could very well see a single digit salary increase in 2018 for the first time since 2011. That would be slightly below our forecast.”Vietnam ranks second with an increase of 5.7%, followed by China at 5.1%.The lowest increase will be in Hong Kong, Singapore, Australia, Japan and New Zealand. Japan’s will be the lowest rising on average 2.3%.By industry, both the pharmaceutical and health sciences sector and high-tech sector are expected to see an increase of 6.1% in 2018. […]

  • India – Quess Corp completes acquisition of compliance technology firm

    Quess Corp, a Mumbai-based staffing services firm, yesterday completed its acquisition of a 45% stake in Simpliance Technologies Private Limited, a Bengaluru-based compliance technology firm.Quess first announced the plan in 2016. “The investment in Simpliance is a play on digital India,” Chief Managing Director & CEO Ajit Isaac said at that time.Quess’ investment will help develop and ramp-up the Simpliance technology platform, which is aimed at providing a one stop comprehensive solution for meeting the labour compliance requirements of corporates. […]

  • Australia – Mining, resources and energy jobs are fastest-growing ads on SEEK this year

    Jobs across the mining, resources and energy industry topped the 2017 list of fastest growing jobs on Australia job board SEEK. The list is based on largest job ad growth and job ad volumes from January to November of this year.“The pick-up of production activities by mining companies, especially in Western Australia, after cutbacks over the past few years, is driving job ad growth on SEEK across the mining, resources & energy industry,” said Michael Ilczynski, managing director for SEEK Australia and New Zealand. “While off a low base, this is the 11th consecutive month the mining, resources & energy industry has taken top spot for growth in job ads on SEEK, up 54% year on year this November.”Here are the 10 job ads with the fastest growth across Australian industries on SEEK: Mining, resources and energy: up 54% Consulting and strategy: 40% Trades and services: 27% Science and technology: 26% Engineering: 24% Human resources and recruitment: 20% Hospitality and tourism: 20% Government and defence: 19% Information and communication technology: 15% Manufacturing, transport and logistics: 15% […]

Latest Research

  • What’s working in Engineering staffing?

    • This report showcases three engineering staffing firms all of which ranked highly on our 2017 Fastest-Growing US Staffing Firms report. We have gathered insights from executives at each of these businesses, covering topics such as: company profile, business focus and strategy, outlook for the industry.• We acknowledge that the companies in this report represent only a sample of successful staffing firms in the market; there are many successful engineering staffing companies not included in the report.• These three firms grew their revenue at a median compound annual growth rate (CAGR) of 28.5% from 2012 to 2016. While they all performed strongly over the period, that performance was achieved through a variety of operating models and areas of focus.• The executives of these firms described a variety of differentiators that underpinned their success. Common themes include: finding and training high-quality internal staff, emphasis on developing a positive company culture tied to stated values or guiding principles, developing niche engineering practices, and developing and retaining “high touch” client relationships. To download a copy of this report click below: What's working in Engineering staffing 20171215 - You do not have permission to view this object. […]

  • RPO Market Developments

    RPO growth has been primarily driven by lack of internal bandwidth to support hiring needs and lack of ability to service niche challenging markets. Managing business expectations to meet time-to-hire expectations is becoming more challenging, particularly for professional and technical hires. Analytics is key to addressing not only the most efficient source of hire but also to set business expectations on candidate availability. Cost of hire is not the most important factor for buyers looking at RPO solutions.As a result RPO interest from buyers, RPO growth continues to be strong, with global RPO revenue up 13% year-on-year in 2016. This segment continues to outperform the wider staffing market, which experienced growth of 5% in 2016 (SIA Report: Global Staffing Industry Forecast October 2017).A number of major service development trends are identified, of which are primarily driven by the environment of heightened talent scarcity, including: Trend 1: The rise Automated Sourcing and “Ready Now” Talent Pools Trend 2:  The Candidate is King Trend 3: Growing Analytics and Benchmarking Sophistication Trend 4: Strategic Talent Acquisition Partner to Strategic Talent               Management Partner Trend 5: Total Talent Acquisition Trend 6: Evolving Technology Stacks RPO services are often described by vendors as “end-to-end”, from sourcing to onboarding. In fact, 80% of the market is represented by this. However, there has been a growth in “sourcing & selection” only services (representing 20% of the market in 2016, up markedly from 12% in 2015).Besides offering market data and interviewing, RPO services have a heavy emphasis on talent pool management and supporting internal moves. RPO programs primarily focus on directly source the candidates however some still rely on agencies and suppliers. Over 2016, there has been a notable increase in the adoption of video to support the process, now representing 19% of clients adopting this, up from 10% in 2015.Single country contracts represent the largest share of the market by client geographical scope, representing 59% of the total Though RPO programs often support multiple regions and geographies. In 2016, 39% of the RPO market related to multi-country scope contracts with a sizeable proportion (approximately 18%) represents programs that cover three or more regions.The data and analysis included in this report is based on the results of a comprehensive survey of 24 RPO providers followed by an exhaustive line-by-line review of the findings.Click the link below to download the report: RPO Market Developments 20171215 - You do not have permission to view this object. […]

  • Blockchain in Talent Acquisition

    Blockchain is a distributed, decentralized ledger technology that allows users to authenticate information, determine ownership, transfer assets, and create contracts without the aid of a governing intermediary. It is the technology underpinning cryptocurrencies such as bitcoin, though the application of this technology goes beyond the world of finance and has direct implications for staffing.Blockchain has moved from being an esoteric, fringe activity in the world of finance to become mainstream, with many established organizations launching trials in areas such as media and advertising, infrastructure and development, computing and storage, browsers and social (media?), and healthcare and insurance (Source: CB Insights).Today, the total market capitalization of cryptocurrencies hovers around $350 billion, with bitcoin trading upwards of $15,000. A $100 investment in bitcoin on January 1, 2011 would now be worth more than $5 million. Initial coin offerings (ICOs) are increasing at a faster rate than their equity-backed counterparts and likely to hit over $2 billion in funding this year.Nevertheless, there are a number of significant barriers to overcome before blockchain can reach its full potential, including lack of interoperability and network scalability.Industries that deal with data or transactions are most at risk of disruption from blockchain. Staffing firms and other talent intermediaries should be prepared to meet changing demand for skills across the industries they service and be wary about the threat of disintermediation themselves.A number of blockchain cornsortia have been developed in certain industries, but whether such collaboration develops in the highly competitive workforce solutions space remains to be seen. That said, several individual blockchain initiatives are underway that are directly related to the workforce solutions industry, and we describe these initiatives on pages 15 to 25. While some of these initiatives plan to charge no fees to jobseekers or clients, given the low-touch nature of these solutions, we expect them to be a more direct threat to job boards, just-in-time staffing, online staffing platforms and other human cloud intermediaries rather than higher-touch staffing intermediaries.Despite the technical benefits of blockchain, the success of any initiative (including the recruitment initiatives described in this report) will depend on old-fashioned business skills such as the ability to scale quickly and market their services effectively. Many initiatives will fail on this basis, regardless of the uniqueness and revolutionary charm of their business model.The full report can be downloaded by clicking the link below: The Impact of Blockchain in Talent Acquisition 20171213 - You do not have permission to view this object. […]

  • Workforce Solutions Buyers Survey 2017 - Americas - Cumulative Report

    Key Findings:This report – 533 pages in all – represents the aggregation and distillation of workforce solutions knowledge. It comprises both the 2017 Workforce Solutions Buyers Survey results, as well as information from previous editions of this survey, going back to 2009. A few examples of the research findings you will find in our latest report are: Contingent share of workforce and mix of workers: Respondents reported a median 20% and average (mean) 21% contingent share of their total workforce. When asked about their mix of types of workers, companies reported that regular full-time and part-time employees comprised 65% and 4% of their workforce on average. Agency temporary workers, statement-of-work (SOW) consultants and workers from outsourced vendors constituted an average of 12%, 8% and 6%, respectively. Use of supplier management strategies: The five most used strategies are use of VMS (78% of respondents), use of domestic outsourcing (76%), consolidation of staffing suppliers (70%), use of offshoring (69%) and a program for diversity suppliers (64%). Top priorities of contingent workforce programs: The most selected top priorities were reducing/controlling costs (22%), providing excellent customer service to internal stakeholders (18%) and globally integrating the contingent workforce program (11%). Strategies to mitigate contingent workforce legal risk: The most commonly used strategies were carrying out due diligence in selecting suppliers (74%), limiting assignment lengths (65%) and auditing suppliers’ level of compliance (63%). Satisfaction with workforce solutions suppliers: On a scale of 1 to 10 (with 10 equal to “very likely”), we asked organizations whether they would recommend their various workforce solutions suppliers. The average scores for primary staffing supplier, VMS and MSP were 7.16, 7.22 and 7.38, respectively. The average scores for applicant tracking system (ATS), job board and primary RPO provider were 5.21, 6.91 and 6.19, respectively. The average scores for online staffing platform and freelancer management system (FMS) were 5.53 and 5.09, respectively. Primary reason(s) for using recruitment process outsourcing (RPO): The most selected reasons were improving recruitment efficiency (59%), making hiring more scalable (59%), reducing costs (50%) and accommodating spikes in demand (50%). Funding model of MSP: 91% of respondents reported supplier funded, while 8% selected client funded. Trends in online staffing and freelancer management systems (FMS): 65% of respondents reported familiarity with online staffing platforms and 13% reported use of such services. 77% of companies indicated familiarity with freelancer talent pools or FMS and 15% reported use of such services. 39% of respondents reported that freelancers were neither tracked by their vendor management system (VMS) nor as part of their contingent workforce program, suggesting opportunity for growth for services that help companies track their use of freelancers. 2017 Table of Contents: Section 1. Selected key findings Section 2. About the research, profile of respondents and definitions of key terms Section 3. Contingent share of workforce and mix of types of workers Section 4. Trends in management strategies; top priority of CW program; percent of time spent on CW management  Section 5. Strategies to mitigate contingent workforce legal risk  Section 6. Satisfaction with suppliers and comments on value of VMS and MSP Section 7. Recruitment process outsourcing (RPO) and best source of hires  Section 8. Contingent workforce program funding models and rates Section 9. Online staffing platforms and freelancer talent pools Section 10. Initial findings To access the complete report, please select the link below:  WS Buyers Survey - Americas - Full 2017 Report and Cumulative Appendix of 2009-2016 Results 20171212 - You do not have permission to view this object. […]

  • Results Calendar

    We have a busy couple of months in store with company reporting. When in addition to seeing what direction margins are going, we should get good visibility on the impact of Brexit. Please remember that all of the events listed will be covered in the Daily News. The  spreadsheet below is formatted to be uploaded into the Outlook Calendar.  Save the file onto your desktop without opening it Open Outlook if necessary Create a new calendar (right click on the existing calendar icon) Go to File - Open - Import Select Import from another program or file.  Select Comma Separated Values (DOS) Select the file to import from your desktop Allow duplicates to be created Select the new calendar created in step three. Hit the finish button. The instructions are for Outlook 2013 version. If you have a problem please don’t hesitate to get in touch with me. To download the spreadsheet, click below: Results Calandar - You do not have permission to view this object. […]

  • What’s working in Engineering staffing?

    • This report showcases three engineering staffing firms all of which ranked highly on our 2017 Fastest-Growing Staffing Firms report. We have gathered insights from executives at each of these businesses, covering topics such as: company profile, business focus and strategy, outlook for the industry.• We acknowledge that the companies in this report represent only a sample of successful staffing firms in the market; there are many successful engineering staffing companies not included in the report.• These three firms grew their revenue at a median compound annual growth rate (CAGR) of 28.5% from 2012 to 2016. While they all performed strongly over the period, that performance was achieved through a variety of operating models and areas of focus.• The executives of these firms described a variety of differentiators that underpinned their success. Common themes include: finding and training high-quality internal staff, emphasis on developing a positive company culture tied to stated values or guiding principles, developing niche engineering practices, and developing and retaining “high touch” client relationships. To download a copy of this report click below: What's working in Engineering staffing 20171215 - You do not have permission to view this object. […]

  • RPO Market Developments

    RPO growth has been primarily driven by lack of internal bandwidth to support hiring needs and lack of ability to service niche challenging markets. Managing business expectations to meet time-to-hire expectations is becoming more challenging, particularly for professional and technical hires. Analytics is key to addressing not only the most efficient source of hire but also to set business expectations on candidate availability. Cost of hire is not the most important factor for buyers looking at RPO solutions.As a result RPO interest from buyers, RPO growth continues to be strong, with global RPO revenue up 13% year-on-year in 2016. This segment continues to outperform the wider staffing market, which experienced growth of 5% in 2016 (SIA Report: Global Staffing Industry Forecast October 2017).A number of major service development trends are identified, of which are primarily driven by the environment of heightened talent scarcity, including: Trend 1: The rise Automated Sourcing and “Ready Now” Talent Pools Trend 2:  The Candidate is King Trend 3: Growing Analytics and Benchmarking Sophistication Trend 4: Strategic Talent Acquisition Partner to Strategic Talent               Management Partner Trend 5: Total Talent Acquisition Trend 6: Evolving Technology Stacks RPO services are often described by vendors as “end-to-end”, from sourcing to onboarding. In fact, 80% of the market is represented by this. However, there has been a growth in “sourcing & selection” only services (representing 20% of the market in 2016, up markedly from 12% in 2015).Besides offering market data and interviewing, RPO services have a heavy emphasis on talent pool management and supporting internal moves. RPO programs primarily focus on directly source the candidates however some still rely on agencies and suppliers. Over 2016, there has been a notable increase in the adoption of video to support the process, now representing 19% of clients adopting this, up from 10% in 2015.Single country contracts represent the largest share of the market by client geographical scope, representing 59% of the total Though RPO programs often support multiple regions and geographies. In 2016, 39% of the RPO market related to multi-country scope contracts with a sizeable proportion (approximately 18%) represents programs that cover three or more regions.The data and analysis included in this report is based on the results of a comprehensive survey of 24 RPO providers followed by an exhaustive line-by-line review of the findings.Click the link below to download the report: RPO Market Developments 20171215 - You do not have permission to view this object. […]

  • EMEA Financial Results Q317

    Of the 43 publicly traded EMEA-headquartered staffing firms included in this report, nine reported a decrease in revenue during Q317. Median revenue increased by 5.9% during the quarter. Due to the varying nature of financial reporting styles across EMEA, a gross margin result was only reported by 20 companies. Median gross margin change for Q3 2017 was down -0.2 pp. Detailed in this report are the companies’ most recent financial results. Complete tables of income and revenue performance can be found on the following pages.  This list includes staffing companies and firms directly related to contingent staffing markets; such as online staffing providers, job boards, and other related technology companies.  Due to the varying nature of financial reporting styles across EMEA, some companies reported their revenue in only half years and other varying periods. Staffing Industry Analysts realigned its analyst and coverage areas at the beginning of this year. As a result the European reports now cover the Europe, Middle East and Africa regions. For more information about each company’s results, please click on the links provided or visit the companies’ individual websites. To download the full report, please click below: EMEA Q3 2017 - You do not have permission to view this object. […]

  • Largest Staffing Firms in China 2017

    According to the Ministry of Human Resources and Social Security, the national human resource service market had revenue of CNY 1.185 trillion yuan in 2016 (USD 181 billion). This includes revenue from outsourcing, training, HR management, recruitment and labour dispatch. The Ministry's report shows that as of the end of 2016, there were 26,700 public employment and talent service agencies; helping a total of 694.47 million people. We estimate that the combined “staffing market” – which includes permanent recruitment and labour dispatch was worth RMB 66  billion (USD 10 billion) in terms of revenue, split roughly 65/35. In 2016, agencies helped 176.74 million people to get or change their job, an increase of 17.7% over the same period of last year. Agencies nationwide provided labour dispatch services to 282,000 domestic employers, down 0.6% over 2015. The number of dispatched personnel was 8.76 million, an increase of 0.97% over 2015. The three largest firms were CIIC (USD 3,407), FESCO (USD 2,669) and FSG (USD 1,709). Whose market share means that the market is highly consolidated. The principal staffing association is the China Association of Foreign Service Trades (CAFST) has roughly  160 members and we have attached a list of these along with other primary domestic and international providers in the spreadsheet that accompanies this report. By the end of 2020, China expects revenue of the human resource industry to reach 2 trillion yuan (about 303.7 billion U.S. dollars), according to an action plan released by the Ministry of Human Resources and Social Security. To download our report please click below: Largest Chinese Firms 20171215 - You do not have permission to view this object. To download a spreadsheet of 250+ foreign and domestic firms please click below: China List 20171215 - You do not have permission to view this object. […]

  • What’s working in Engineering staffing?

    • This report showcases three engineering staffing firms all of which ranked highly on our 2017 Fastest-Growing Staffing Firms report. We have gathered insights from executives at each of these businesses, covering topics such as: company profile, business focus and strategy, outlook for the industry.• We acknowledge that the companies in this report represent only a sample of successful staffing firms in the market; there are many successful engineering staffing companies not included in the report.• These three firms grew their revenue at a median compound annual growth rate (CAGR) of 28.5% from 2012 to 2016. While they all performed strongly over the period, that performance was achieved through a variety of operating models and areas of focus.• The executives of these firms described a variety of differentiators that underpinned their success. Common themes include: finding and training high-quality internal staff, emphasis on developing a positive company culture tied to stated values or guiding principles, developing niche engineering practices, and developing and retaining “high touch” client relationships. To download a copy of this report click below: What's working in Engineering staffing 20171215 - You do not have permission to view this object. […]

  • An Overview of the Chinese Market 2017

    Geographically, China is slightly bigger than both the United States and Europe. In 2015 the total population was 1.375 billion people, roughly the same number as India. This means it is the most populous nation with roughly 1/5 of the earth’s inhabitants within its boundaries, with 94% of these people living east of the Hu Huanyong Line. The Urban population was 771 million (54%) and rural population 630 million (44%), According to data from the National Bureau of Statistics of China the economically active population in China in 2015 was 810 million. The participation rate fell from just over 77% in 2010 to roughly 72% in 2015. The number of employed persons was 775 million in 2015 broken down between primary industries (agriculture) 219 million, secondary industries (construction and manufacturing) 277 million and tertiary industries (the services sector) 328 million. The most common type of employer in the urban areas are private enterprises, followed by self employment and limited liability corporations. The most prevalent sector in urban units is manufacturing. Chinese economic reform (改革開放) or "Socialism with Chinese characteristics" has gone through five distinct phases since the process was started in December 1978 by Deng Xiaoping. This report should be read in conjunction with our Chinese Largest Staffing List and China Salary Briefing. To download the full report, please click below: Chinese Market Overview 20171215 - You do not have permission to view this object. […]

  • RPO Market Developments

    RPO growth has been primarily driven by lack of internal bandwidth to support hiring needs and lack of ability to service niche challenging markets. Managing business expectations to meet time-to-hire expectations is becoming more challenging, particularly for professional and technical hires. Analytics is key to addressing not only the most efficient source of hire but also to set business expectations on candidate availability. Cost of hire is not the most important factor for buyers looking at RPO solutions.As a result RPO interest from buyers, RPO growth continues to be strong, with global RPO revenue up 13% year-on-year in 2016. This segment continues to outperform the wider staffing market, which experienced growth of 5% in 2016 (SIA Report: Global Staffing Industry Forecast October 2017).A number of major service development trends are identified, of which are primarily driven by the environment of heightened talent scarcity, including: Trend 1: The rise Automated Sourcing and “Ready Now” Talent Pools Trend 2:  The Candidate is King Trend 3: Growing Analytics and Benchmarking Sophistication Trend 4: Strategic Talent Acquisition Partner to Strategic Talent               Management Partner Trend 5: Total Talent Acquisition Trend 6: Evolving Technology Stacks RPO services are often described by vendors as “end-to-end”, from sourcing to onboarding. In fact, 80% of the market is represented by this. However, there has been a growth in “sourcing & selection” only services (representing 20% of the market in 2016, up markedly from 12% in 2015).Besides offering market data and interviewing, RPO services have a heavy emphasis on talent pool management and supporting internal moves. RPO programs primarily focus on directly source the candidates however some still rely on agencies and suppliers. Over 2016, there has been a notable increase in the adoption of video to support the process, now representing 19% of clients adopting this, up from 10% in 2015.Single country contracts represent the largest share of the market by client geographical scope, representing 59% of the total Though RPO programs often support multiple regions and geographies. In 2016, 39% of the RPO market related to multi-country scope contracts with a sizeable proportion (approximately 18%) represents programs that cover three or more regions.The data and analysis included in this report is based on the results of a comprehensive survey of 24 RPO providers followed by an exhaustive line-by-line review of the findings.Click the link below to download the report: RPO Market Developments 20171215 - You do not have permission to view this object. […]