Global Daily News

  • Attorneys general oppose DOL joint employment proposal; hinders ability to enforce laws, they say

    In a letter Tuesday, 19 attorneys general opposed a proposed rule by the US Department of Labor to update and clarify who qualifies as a joint employer in employment relationships that involve multiple firms — examples of such relationships include client companies and staffing firms as well as franchisors and franchisees.The proposed rule does not adequately reflect today’s workplace where more companies are using independent contractors, staffing firms and other third-party arrangements, according to the letter.“If allowed to stand, the proposed rule would hinder our ability to enforce wage and hour laws while allowing businesses to outsource labor and liability,” Maryland Attorney General Brian Frosh said in a statement.Millions of workers would be vulnerable to potential violations of the Fair Labor Standards Act and state laws, according to the letter.“Notably, the proposed rule encourages employers to avoid liability under the law by simply asserting that, although they had the ability to exercise control, they did not in fact exercise that control,” according to the letter.The Attorneys General also argue the proposed rule is inconsistent with the purpose of the FLSA.Massachusetts Attorney General Maura Healey cited one incident where her office reported a company tried to use a staffing agency to shield itself from liability but ended up paying $1.2 million in damages under existing law.“The proposed rule undermines workers and gives employers a free pass on wage theft,” Healey said. “Our goal is to help protect workers in a changing economy and we urge the department to reconsider this step backward.”A four-factor test for determining joint employment would be created by the proposed rule, according to the Department of Labor. The factors would include the power to: hire or fire the employee; supervise and control the employee’s work schedules or conditions of employment; determine the employee’s rate and method of payment; and maintain the employee’s employment records.Examples of how the proposed rule would operate are included in the Labor Department’s announcement of the proposed rule on April 1. One example involves a packaging company that requests workers from a staffing agency. The packaging company determines each worker’s hourly rate of pay, supervises their work, and uses analysis of expected customer demand to continuously adjust the number of workers it requests and the specific hours for each worker, sending workers home depending on workload.Under these facts, the packaging company is a joint employer of the staffing agency's employees under the Labor Department’s proposed rule because it exercises sufficient control over their terms and conditions of employment by setting their rate of pay, supervising their work, and controlling their work schedules.Attorneys general signing the letter were from California, Connecticut, Delaware, the District of Columbia, Illinois, Maryland, Massachusetts, Minnesota, New Jersey, New York, New Mexico, North Carolina, Oregon, Pennsylvania, Rhode Island, Vermont, Virginia, Washington and Wisconsin. […]

  • It's not about a traditional job; most cite other reasons for choosing gig work, study says

    A majority of external workers choose gig work for reasons other than not being able to find permanent work, according to a report released this week by the Society for Human Resource Management and SAP SuccessFactors.External workers include independent contractors, those who use online staffing platforms, temporary agency workers and others.The research found that 45% said they see advantages in both external and traditional work but they are working externally now, 18% said they preferred external work, 26% said they prefer internal work, and 11% cited another response.The survey also asked external workers the top three reasons they chose to work externally; the top responses: 49% cited being able to set their own schedule. 40% cited being able to choose how many hours they work. 33% cited being able to choose which location they worked from.  Only 18% cited not having any better employment options.The survey of workers included interviews with 1,714 workers by NORC.SHRM and SAP SuccessFactors defined external workers by types of work: Independent contract work, online task contract work, service delivery contract work, on-call contract work, subcontractor work and temporary work. […]

  • Paychex revenue rises 4%; PEO revenue jumps 67% with Oasis acquisition

    Paychex Inc. (NASDAQ: PAYX) reported revenue rose 4% in its fiscal fourth-quarter ended May 31. However, revenue from its professional employer organization and insurance services jumped 67% with its December 2018 acquisition of Oasis Outsourcing for $1.2 billion; the increase in PEO and insurance service revenue was 10% excluding the Oasis’ contribution.Growth in clients as well as client worksite employees drove growth in the company’s PEO business. President and CEO Martin Mucci also noted the integration of Oasis is on track.The Rochester, New York-based company provides payroll process and other services; its PEO business is just one of its offerings. It also acquired staffing industry funding provider Advance Partners in 2015. (US$ millions) Q4 2019 Q4 2018 % change Management solutions $694.9 $670.2 4% PEO and insurance services $263.3 $157.8 67% Interest on funds held for clients $22.2 $17.7 25% Total revenue $980.4 $845.7 16% Net income $230.4 $217.7 6% Quote“We executed against our key initiatives during the year and positioned the company for continued success,” Mucci said. “In particular, we experienced positive momentum in our human resource solutions administrative services organization with double-digit worksite employee growth and solid sales performance in professional employer organization, retirement and insurance services.” Full-year results (US$ millions) FY 2019 FY 2018 % change Management solutions $2,869.6 $2,758.4 4% PEO and insurance services $822.3 $555.8 48% Interest on funds held for clients $80.6 $63.5 27% Total revenue $3,772.5 $3,377.7 12% Net income $1,034.4 $994.1 4% GuidancePEO and insurance services revenue is expected to grow between 30% and 35% in the current fiscal year ending May 31, 2020. Share price and market capShares in Paychex were down 2.7% to $82.51 as of 11:48 a.m. Eastern time; the company had a market cap of $31.15 billion, according to FT.com. The company’s fourth-quarter earnings fell short of analysts’ forecast and there was a less-rosy outlook, TheStreet reported. […]

  • Aequor acquires locum tenens staffing firm

    Healthcare staffing provider Aequor Healthcare Services LLC announced today it acquired Locum Connections LLC, a locum tenens staffing firm based in Atlanta.“We are confident that the combination of our two companies is a strong, strategic fit that will better position us to deliver expanded service offerings to our clients and healthcare professionals,” said Kamalpreet Virdi, co-CEO of Aequor Healthcare Services.Plans call for Locum Connections to continue operating out of its Atlanta office.The deal will enable Locum Connections to continue its growth in hospitalist staffing as well as further penetrate into other physician specialties, according to the companies. And plans call for the Locum Connections brand to remain.Terms of the transaction were not announced.Aequor is based in Piscataway, New Jersey. The company sold a majority stake in itself last September to private equity firm DW Healthcare Partners; Aequor founders Kamalpreet Virdi and Manmeet Virdi retained a significant equity stake in that deal. […]

  • Cybersecurity job postings rise by 94% since 2013

    The number of job postings for cybersecurity professionals has grown 94% since 2013, three times faster than IT jobs overall, according to data released today by Burning Glass Technologies, a labor market analytics firm based in Boston.On the other hand, there was a pool of only 2.3 employed cybersecurity workers for each job opening in 2018 — the same ratio as in 2015-2016, according to the report.“As demand for cybersecurity workers has boomed, the supply of these workers has struggled to keep pace,” Burning Glass CEO Matthew Sigelman said. “This cybersecurity challenge shows no sign of slowing, either for government or business.”Cybersecurity jobs account for 13% of all IT jobs, but they take 20% longer to fill, on average, according to Burning Glass.In addition, the average advertised salary for cybersecurity jobs is $93,540; that is 16% more than the average for all IT jobs. […]

  • Saudi Arabia – Maharah Human Resources Q1 revenue and profits rise

    Saudi Arabia-based recruitment firm Maharah Human Resources reported revenue rose by 13.9% for the first quarter ended 31 March 2019.The company launched its IPO earlier this year and became the first Middle Eastern staffing firm to become publicly-listed. (SAR millions) Q1 2019 Q1 2018 Change Q1 2019 (USD millions) Revenue 372.8 327.3 13.9% 99.4 Total Profit (Gross Profit) 80.9 62.7 29.0% 21.5 Operating Profit 54.5 43.0 26.9% 14.5 Net Profit after Tax and Zakat (obligatory charitable donation) 54.0 48.0 12.4% 14.4 The company said that the revenue increase was led by growth in the corporate sector which increased by 16.2% as well as the individual sector, which grew by 8.3%.In trading on Monday, Maharah Human Resources shares closed at SAR 90.70 (USD 24.19), up 8.88% on the day. Based on its current share price the company has a market value of SAR 3.27 billion (USD 874.0 million). […]

  • Finland – Dovre Group completes acquisition of Tech4Hire

    Finland-based project management services firm Dovre Group announced that it completed the acquisition of Norwegian staffing and consultancy group Tech4Hire.Dovre Group said that all customary closing conditions are now fulfilled and Tech4Hire is consolidated with the Dovre Group and reported as part of the Project Personnel segment.Dovre Group announced its intention to acquire Tech4Hire on 27 March 2019.The final enterprise value for Tech4Hire shares amounted to NOK 23.6 million (€2.4 million), including NOK 3.6 million compensation for disposable cash. As part of the transaction, the sellers used NOK 4.0 million (€0.4 million) to subscribe to Dovre Group shares. The sellers may also receive an additional consideration up to 10 million (€1.0 million), if certain financial targets are met by the end of 2019. Part of this potential additional consideration will be used to subscribe additional shares. Tech4Hire will be a fully owned subsidiary of Dovre Group Projects.In 2018, Tech4Hire recorded sales of NOK 73.5 million (€7.6 million) and an EBITDA of NOK 3.7 million (€0.3 million).In 2018, the combined net sales of the two companies on a pro forma basis would have been around €73.0 million, and the combined EBITDA would have been around €1.4 million.Following the acquisition, Dovre Group's outlook for 2019 will improve and both sales and operating profit are expected to be improve due to the Tech4Hire operations. According to new guidance, Dovre Group's net sales in 2019 are expected to improve compared to 2018 and the operating profit is expected to be more than €1.6 million.The transaction cost related to the acquisition are estimated to be €0.1 million.In connection with the transaction, Dovre Group issued 1,777,978 new shares to the sellers of Tech4Hire AS in a directed share issue.Dovre Group will apply to have the new shares listed alongside other Dovre Group shares on Nasdaq Helsinki, approximately on 1 July 2019. […]

  • UK – Employer confidence in hiring improves: REC

    UK employers’ confidence in making hiring and investment decisions increased by 4% in the quarter ended May from the previous rolling quarter, returning to positive territory at net +1, according to the latest Jobs Outlook from the Recruitment and Employment Confederation.At the same time, the REC’s data showed that employer confidence in the UK economy also recovered slightly from the previous rolling quarter, rising by 3% from -29 to -26.When it comes to the hiring intentions for temporary agency workers, while the short-term (3-months), UK-wide forecast demand for temporary agency workers improved by 2% this quarter to net: +4, it remained 13% lower than a year earlier.Forecast demand for temporary agency workers in the medium-term (4-12 months) increased by 1% this quarter, with sentiment back in positive territory at net +5. However, this was still 13% lower than in the same period last year.The short-term outlook for permanent recruitment stood at net +16, which was at the same level as the previous year. The balance of forecast demand for permanent staff in the medium-term from UK employers was at net +18 in March–May 2019 – 2% higher than in the same period last year.Nearly half, or 43%, of employers expressed concern over the sufficient availability of appropriate candidates for permanent positions this quarter. The three sectors causing most concern were Health & Social Care, Hospitality and Engineering & Technical. These areas have a legacy of high dependency on non-UK nationals.Four in five employers (78%) reported having little or no surplus capacity in their workforce this quarter. This included 37% reporting having no extra capacity at all.Meanwhile, 92% of employers that use recruitment agencies highlighted the importance of an agency’s geographical and/or sectoral expertise when it came to choosing a partner agency, this was up from 71% last year.REC also found that despite concern over candidate shortages and persistent skills gaps, 74% of employers who use recruitment agencies reported being satisfied with their agency partners this quarter. […]

  • Switzerland – Michael Page Swiss Job Index records 8.6% increase in June

    The number of jobs advertised throughout Switzerland increased by 8.6% in June 2019, when compared to June 2018, according to the Michael Page Swiss Job Index. When compared to the previous month, advertised jobs declined by 3.0% over the same period.The German speaking region, which accounts for 9 out of 10 advertised jobs, experienced a monthly decline in advertised jobs of -2.1%. The level of advertised jobs in Swiss Romande declined by -8.1% between May and June. Year-on-year growth in both regions increased; with Zurich showing a growth of 8.7% (June 2018 – June 2019) and Geneva experiencing a 7.4% growth over the same period. Job Categories Monthly Growth(May 2019 – June 2019) Year-on-Year Growth(June 2018 – June 2019) Accountants and financial controllers +6.8% +22.2% Legal and compliance professionals +2.9% -10.6% Information managers (especially product and process specialists) +1.7% +22.8% Software developers and engineers +1.1% +16.1% SAP IT specialists +0.9% -6.5% “We see strong demand for specialists in the fields of accounting and financial control as well as legal and compliance, mainly driven by the June financial year-end of many companies. At the same time, there is a continued, strong demand for IT specialists”, Nicolai Mikkelsen, Executive Director, Michael Page, said.Zurich was the only region to show a positive monthly growth (+0.5%).  Regions Monthly Growth(May 2019 – June 2019) Year-on-Year Growth (June 2018 – June 2019) Zurich (ZH) +0.5% +2.3% East (AI, AR, GL, GR, SG, SH, TG) -1.0% +21.1% Mid (BE, FR, JU, NE, SO) -3.1% +7.7% North (AG, BL, BS) -3.2% +6.2% Central (LU, NW, OW, SZ, UR, ZG) -3.5% +9.2% Lake Geneva (GE, VD, VS) -10.2% +2.4% […]

  • World – Robots may displace 20 million manufacturing jobs by 2030

    Robots are expected to displace approximately 20 million manufacturing jobs by 2030, or 8.5% of the global manufacturing workforce, according to a report just published by Oxford Economics.Oxford Economics found that every new robot that is installed displaces 1.6 manufacturing workers on average.The report also showed that the number of industrial robots in use tripled over the past two decades. It is set to multiply nearly 10-fold to 20 million by 2030. Robot use in services is also accelerating, boosted by AI.According to Oxford Economics, as a result of automation, tens of millions of jobs will be lost, especially in poorer local economies that rely on lower-skilled workers. This will therefore translate to an increase in income inequality. However, the rise of robots will also be beneficial in terms of productivity and economic growth, leading to the creation of new jobs.“Robots are increasingly capable of performing tasks that were previously relied on human hands,” the report stated. “This robotic revolution is propelled by technological advances in automation, engineering, energy storage, AI and machine learning. Already, the number of robots in use worldwide multiplied three-fold over the past two decades, to 2.25 million.”The report added that trends suggest the global stock of robots will multiply even faster in the next 20 years, reaching as many as 20 million by 2030, with 14 million in China alone. It adds that this increase will be challenging for governments and policy-makers as it will impact the economy, the workplace and society.Oxford Economics’ report also featured a ‘Robot Vulnerability Index’ highlights specific regions that are at highest risk of labour disruption.The Robot Vulnerability Index also looks at the economies of US, Germany, UK, France, Japan, South Korea and Australia.Lee Biggins, founder and CEO of CV-Library, commented, “What needs to be taken away from this report is that upskilling is crucial right now, whatever sector you’re in. Professionals should not shy away from requesting training and development opportunities if they want to stay safe from the risks of automation. What’s more, with the predicted boost in jobs in mind, it will certainly be more cost-effective for employers to upskill their current teams rather than recruit new employees."  &nbs […]

  • Taiwan – Jobless rate rises slightly in May

    The unemployment rate in Taiwan rose by 0.04% in May 2019 to 3.67% when compared to the same period last year according to data from the Directorate General of Budget Accounting and Statistics.When compared to April 2019, the unemployment rate remained the same as the previous month. The seasonally adjusted unemployment rate rose by 0.02% month-to-month to 3.75%.The number of unemployed persons stood at 437,000 in May, it remained the same compared to the previous month but increased by 7,000 (+1.68%) from the previous year.Total employment increased by 73,000 (+0.64%) when compared with that of the previous year. Employment in agriculture, the goods-producing sector and the services-providing sector increased by 5,000(+0.88%), 11,000(+0.26%) and 58,000 (+0.85%), respectively.Taiwan’s labour force participation rate was 59.07% in May, which increased by 0.01% and 0.21% from the previous month and that of the previous year, respectively.According to Focus Taiwan, the Ministry of Economic Affairs attributed the lacklustre performance to the global economic slowdown, coupled with the ongoing trade war between US and China. […]

  • India – Telecom sector expected to increase hiring by 5% (Economic Times)

    India’s telecom sector is set to become a net hirer in FY 2020, with an expected 5% increase in manpower, reports the Economic Times. The telecom sector lost more than 100,000 employees in the last two years amid financial turmoil and consolidation. The sector is seeking to recruit from companies such as Microsoft, Google, Tata Consultancy Services, HCL Technologies, Ericsson and Nokia to help with network digitisation and preparing for 5G. Today telecom executives in India estimate that there are 180,000 employees in the telecom sector. […]

  • Japan – En-Japan to acquire majority stake in JapanWork

    Japan-based recruitment and job information provider En-Japan Inc (4849:TYO) announced that it agreed to acquire a 51% stake in JapanWork, a job-search site for foreigners, for JPY 234 million (USD 2.18 million).JapanWork, based in Tokyo, was founded in 2016. The company claims to be the largest site in Japan where foreigners living in the country can search Japanese jobs in English, Chinese and Vietnamese. JapanWork also uses an AI chatbot which supports chats from interviews to hiring.En-Japan provides online recruitment solutions across Japan. The company operates a number of job boards and career-related websites together with staffing services and executive search services. […]

Latest Research

  • Largest Direct Hire Firms Globally

    The global direct hire market accounted for $28.1 billion in 2018,  6.3% of the global staffing market.  The Americas and Asia Pacific were the two largest regions for direct hire. The United States was the largest national market in 2018, with 42% of the global market. This report provides a ranking of the 20 largest providers of direct hire services globally, based on revenues generated in 2018. The largest global provider was Page Group, followed by Adecco and Hays. Finally, we also provide an overview of the latest trends, based on data published by the largest publicly-listed providers in this space. We have ranked companies by revenue, according to industry custom, but this ranking should not be taken to imply that a firm with a higher rank provides better service or more value to its shareholders. The full top 20 rankings can be found on page seven. Our definition of direct hire revenue and the methodology for this report can be found on page nine. Revenue figures above represent SIA’s best estimate based on available information at the time of publication. The accuracy of estimates may vary depending on multiple factors, including firms’ willingness to provide or confirm information about their operations. To download a copy of the report, click below: Largest Direct Hire Firms Globally 20190626 - You do not have permission to view this object. […]

  • Ten Steps to Designing an SOW Management Strategy and Business Model

    SIA’s most recent regional buyer surveys show that 47% of programs in APAC, 44% of programs in the Americas and 41% of programs in EMEA respectively, have SOW spend incorporated within their contingent workforce (CW) programs. Furthermore, most organizations claim to be ‘seriously exploring’ the addition of SOW spend into their programs within the next two years, demonstrating that SOW management is now a well-established feature of today’s CW program management portfolio. What remains unclear, however, is the depth to which this category of spend is managed in terms of the actual engagement management activity undertaken.SOW spend management activity can range from total, end-to-end SOW project/services management through to simply tracking SOW project/services engagement spend.This report is a useful tool for any CW program manager considering incorporating SOW management into their program. It identifies and details ten best-practice steps to consider when designing an effective SOW management strategy and operating business model.The steps are explored in further detail in Module One of SIA’s CCWP Statement of Work (SOW) Management Certification class. For more information on CCWP classes and certification visit the certification page of SIA’s website. Ten Steps to Designing an SOW Management Strategy and Business Model - You do not have permission to view this object. […]

  • Contingent Workforce Program Insights

    Staffing Industry Analysts (SIA) has been providing business intelligence and advisory services to Contingent Workforce Strategies (CWS) Council members for over ten years. We assist members with validating contingent labor sourcing strategies, cost savings methodologies and assessing service providers using best practice and analytics from experienced industry practitioners. A core feature of CWS Council membership is SIA’s proprietary Program Maturity Assessment (PMA) underpinned by the SIA Maturity Model™. Since the inception of the CWS Council, SIA has conducted more than 100 assessments with organizations that manage some of the world’s largest and most complex contingent workforce programs. To enable members to benchmark their program profile and maturity against other contingent workforce programs, we have aggregated the results of PMAs conducted over an 18-month period and the program profiles of participants. Contingent Workforce Program Insights - You do not have permission to view this object. […]

  • Do Temps Recognize Staffing Firm Brands?

    Key Findings: IT, healthcare, and office/clerical temporary workers were asked to identify staffing firm brands relevant to their respective occupations. Each respondent was presented with a list of legitimate staffing brands as well as two fictional staffing brands, and was asked to assign each company to one of several categories: “staffing firm,” “fictional company,” and two other categories that varied by occupation. IT, healthcare, and office/clerical temporary workers were able to correctly identify legitimate staffing firms, respectively, a median 66%, 76%, and 66% of the time. The most recognized brands were: Among IT workers: Kforce, Robert Half International, Insight Global, TEKsystems, and Randstad Technologies. Among healthcare workers: Flexcare Medical Staffing, Trustaff, Aureus Medical Group, Cross Country Healthcare, and Maxim Healthcare Services. Among office/clerical workers: Kelly Services, Office Team, Adecco, Manpower, and Randstad. The top business-related online staffing brand Upwork was also included in this analysis, as it was in 2016 as well. Upwork’s brand recognition improved among both IT and office/clerical temporary workers. Note: The brands tested were typically those of the 15 largest firms in the segments considered. However, one of the largest IT staffing firms according to SIA, Apex Systems, was inadvertently left off the list of brands presented to temporary workers. Also, while staffing firms commonly employ multiple brands, only one brand could be used per company as survey logistics limited the total number of brands that could be queried. The staffing firms listed here may in some cases have additional brands that are stronger than those tested. To access the complete report, please select the link below: North America TemporaryWorker Survey 2019 To what degree do temporary workers recognize 20190617 - You do not have permission to view this object. […]

  • Largest Direct Hire Firms Globally

    The global direct hire market accounted for $28.1 billion in 2018,  6.3% of the global staffing market.  The Americas and Asia Pacific were the two largest regions for direct hire. The United States was the largest national market in 2018, with 42% of the global market. This report provides a ranking of the 20 largest providers of direct hire services globally, based on revenues generated in 2018. The largest global provider was Page Group, followed by Adecco and Hays. Finally, we also provide an overview of the latest trends, based on data published by the largest publicly-listed providers in this space. We have ranked companies by revenue, according to industry custom, but this ranking should not be taken to imply that a firm with a higher rank provides better service or more value to its shareholders. The full top 20 rankings can be found on page seven. Our definition of direct hire revenue and the methodology for this report can be found on page nine. Revenue figures above represent SIA’s best estimate based on available information at the time of publication. The accuracy of estimates may vary depending on multiple factors, including firms’ willingness to provide or confirm information about their operations. To download a copy of the report, click below: Largest Direct Hire Firms Globally 20190626 - You do not have permission to view this object. […]

  • Ten Steps to Designing an SOW Management Strategy and Business Model

    SIA’s most recent regional buyer surveys show that 47% of programs in APAC, 44% of programs in the Americas and 41% of programs in EMEA respectively, have SOW spend incorporated within their contingent workforce (CW) programs. Furthermore, most organizations claim to be ‘seriously exploring’ the addition of SOW spend into their programs within the next two years, demonstrating that SOW management is now a well-established feature of today’s CW program management portfolio. What remains unclear, however, is the depth to which this category of spend is managed in terms of the actual engagement management activity undertaken.SOW spend management activity can range from total, end-to-end SOW project/services management through to simply tracking SOW project/services engagement spend.This report is a useful tool for any CW program manager considering incorporating SOW management into their program. It identifies and details ten best-practice steps to consider when designing an effective SOW management strategy and operating business model.The steps are explored in further detail in Module One of SIA’s CCWP Statement of Work (SOW) Management Certification class. For more information on CCWP classes and certification visit the certification page of SIA’s website. Ten Steps to Designing an SOW Management Strategy - You do not have permission to view this object. […]

  • Sponsored by BeelineThe contingent workforce is set to grow dramatically over the next 10 years. To source and manage this on-demand talent, industry leaders have long depended on sophisticated Vendor Management Systems (VMS). Now VMS solutions are evolving in different ways to meet the challenges posed by “the future of work.”Hear how some VMS solutions are taking a “talent-first” approach, using multi-channel sourcing that incorporates technologies like artificial intelligence (AI), direct sourcing and talent pools. Sourcing and managing your contingent workforce will lay the digital transformation groundwork for total workforce optimisation. Moderator:Peter Reagan, Senior Director, Contingent Workforce Strategies & Research, CCWP & SOW Mgmt. Expert, SIA Speaker:Alastair Dobson, Client Relationship Management, BeelineDownload the presentation slides here: Talent Acquisition & Management for the Contingent Workforce What does the future look like.pptx 19.96 MB View the presentation below: […]

  • EMEA SI Report Webinar - June 2019

    Listen to our expert Analysts and guest speaker, Patricia Honcoop of ABU bringing you the latest research, trends and developments taking place across the Netherlands and EMEA region. Research covered includes: Most Attractive Staffing Markets The European Employment Barometer The Challenges and Priorities of Some of the World’s Largest Buyers of Workforce Solutions Speakers:David Papapostolou, Senior Research Analyst, CCWP, SIAFrancesca Vassallo-Todaro, Research Analyst & Coordinator, CCWP, SIAJo Matkin, Global Workforce Solutions Research Director, SIAPatrcia Honcoop, Beleidsmedewerker Arbeidsmarktinformatie, ABUDownload a copy of the presentation slides here: 190619 EU SI Report Webinar Presentation Slides - You do not have permission to view this object. View the presentation below: […]

  • Largest Direct Hire Firms Globally

    The global direct hire market accounted for $28.1 billion in 2018,  6.3% of the global staffing market.  The Americas and Asia Pacific were the two largest regions for direct hire. The United States was the largest national market in 2018, with 42% of the global market. This report provides a ranking of the 20 largest providers of direct hire services globally, based on revenues generated in 2018. The largest global provider was Page Group, followed by Adecco and Hays. Finally, we also provide an overview of the latest trends, based on data published by the largest publicly-listed providers in this space. We have ranked companies by revenue, according to industry custom, but this ranking should not be taken to imply that a firm with a higher rank provides better service or more value to its shareholders. The full top 20 rankings can be found on page seven. Our definition of direct hire revenue and the methodology for this report can be found on page nine. Revenue figures above represent SIA’s best estimate based on available information at the time of publication. The accuracy of estimates may vary depending on multiple factors, including firms’ willingness to provide or confirm information about their operations. To download a copy of the report, click below:Largest Direct Hire Firms Globally 20190626 […]

  • Ten Steps to Designing an SOW Management Strategy and Business Model

    SIA’s most recent regional buyer surveys show that 47% of programs in APAC, 44% of programs in the Americas and 41% of programs in EMEA respectively, have SOW spend incorporated within their contingent workforce (CW) programs. Furthermore, most organizations claim to be ‘seriously exploring’ the addition of SOW spend into their programs within the next two years, demonstrating that SOW management is now a well-established feature of today’s CW program management portfolio. What remains unclear, however, is the depth to which this category of spend is managed in terms of the actual engagement management activity undertaken.SOW spend management activity can range from total, end-to-end SOW project/services management through to simply tracking SOW project/services engagement spend.This report is a useful tool for any CW program manager considering incorporating SOW management into their program. It identifies and details ten best-practice steps to consider when designing an effective SOW management strategy and operating business model.The steps are explored in further detail in Module One of SIA’s CCWP Statement of Work (SOW) Management Certification class. For more information on CCWP classes and certification visit the certification page of SIA’s website. Ten Steps to Designing an SOW Management Strategy - You do not have permission to view this object. […]

  • Contingent Workforce Programme Insights

    Staffing Industry Analysts (SIA) has been providing business intelligence and advisory services to Contingent Workforce Strategies (CWS) Council members for over ten years. We assist members with validating contingent labour sourcing strategies, cost savings methodologies and assessing service providers using best practice and analytics from experienced industry practitioners. A core feature of CWS Council membership is SIA’s proprietary Programme Maturity Assessment (PMA) underpinned by the SIA Maturity Model™. Since the inception of the CWS Council, SIA has conducted more than 100 assessments with organisations that manage some of the world’s largest and most complex contingent workforce programmes. To enable members to benchmark their programme profile and maturity against other contingent workforce programmes, we have aggregated the results of PMAs conducted over an 18-month period and the programme profiles of participants. Contingent Workforce Programme Insights - You do not have permission to view this object. […]

  • APAC Listed Results Q119

    Revenue in the reported 39 publicly traded staffing firms in the Asia Pacific region rose by a median of 8.0% during Q1 2019, compared to the same period in 2018. Among the companies included in this report, six reported a decrease in revenue. The median gross margin stood at -0.3% compared to last year. Median net income rose by 8.6%. Due to the varying nature of financial reporting styles across APAC, some companies reported their revenue in only half years and other diverse periods. For more information about each company’s results, please click on the links provided or visit the companies’ websites. To download the full report, please click below: APAC Q1 2019 - You do not have permission to view this object. […]