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Global Daily News

  • Command Center revenue up 13% in Q2 thanks to acquisition

    Industrial staffing provider Command Center Inc. (OTCBB: CCNI) reported revenue rose 13.0% in the second quarter driven largely by its acquisition of Hancock Staffing stores in June 2016. Revenue was up 5.4% excluding the Hancock stores, at the Lakewood, Colo.-based company.   Q3 2017 Q3 2016 % growth Revenue $24,503,660 $21,675,874 13.0% Gross profit $6,492,857 $5,452,086 19.1% Gross margin percentage 26.5% 25.2%   Net income/loss $734,896 $274,852 167.4% Second-quarter gross margin improved to 26.5%, and the company reported the increase stemmed from its emphasis on coaching and training field personnel.Command Center has 66 stores in 22 states. Quote“Since taking significant actions to improve operations in the second quarter of 2016, we have generated four straight quarters of considerable revenue growth and three straight quarters of gross margin expansion,” President and CEO Bubba Sandford said. Share price and market capShares in Command Center rose 14.3% to 35 cents in early afternoon trading. The company had a market cap of $21.2 million, according to Yahoo. […]

  • Search warrant for staffing firm Loyal Source remains sealed

    A search warrant was served on staffing firm Loyal Source at its office in Orlando, Fla., on Aug. 3, according to the US Attorney’s Office. As of today, the search warrant remains sealed and no further information is available from the office.The Orlando Sentinel newspaper earlier this month reported that medical and technology professionals placed by the company received an email from the company saying it was under investigation but that contracts remained in place, its offices were fully operational and that it was confident the investigation would conclude quickly and with no violations.Loyal Source topped the list of fastest-growing US staffing firms for the last two years and this year ranked in the top 10 in terms of growth. […]

  • Adecco surveys execs on attracting, keeping talent; 77% say pay most important

    What are employers prioritizing when it comes to attracting and retaining talent? Adecco USA and Aberdeen surveyed more than 500 executives in the US for their second-annual C-suite survey and found that 77% say pay is the most important factor.In addition, more than half of respondents offered health insurance and 401(k) packages to salaried employees. And 40% now offer “softer” benefits such as flexible schedules.The survey also found that 47% do not prioritize hard or soft skills over the other when vetting candidates, and they weigh a candidate’s happiness as early as the interviewing phase.In another point, the survey found that less than half of employers offer education courses to their employees, but 61% believe mentorships are important in determining employee happiness.“In this candidate-driven market, the burden is on employers to offer compelling reasons for candidates to join and remain with their organizations. Right now, part of the conversation is around wages,” said Joyce Russell, president, Adecco USA. “While fair pay is a key driver in securing today’s workforce, employers must also make predictions and be nimble in adopting new solutions as the meaning of ‘best-in-class’ continues to evolve.&rdquo […]

  • Canadian accounting executives more upbeat on economy

    Optimism about the Canadian economy rose substantially among professional accountants in leadership positions, according to a survey done for the Chartered Professional Accountants of Canada. The survey included 516 business leaders.Half report there are optimistic about the Canadian economy’s prospects over the next 12 months, up from 38% in the organization’s first-quarter report.Thirty-eight percent are neutral and 12% are pessimistic.However, protectionist trade sentiments in the US topped the list of challenges facing the Canadian economy, with 23% of leaders saying that is the case. It was followed by oil prices with 19% citing that as a top challenge.“Canadian business leaders are wary but are not being paralyzed by possible risk,” said Joy Thomas, president and CEO of CPA Canada. “The significant increase in optimism is a reflection of Canada’s economic resilience, especially with continued uncertainty in the United States.&rdquo […]

  • UK – Temp worker numbers down 5%, number of zero-hours contracts falls

    The number of temporary employees in the UK fell by 4.8% to a total of 1.56 million in the three-month period from April 2017 to June 2017 when compared to the same period a year ago, according to seasonally adjusted figures by the Office for National Statistics (ONS).ONS estimates from the Labour Force Survey show that there were 32.07 million people in work, 125,000 more than for January to March 2017 and 338,000 more than for a year earlier. The employment rate (the proportion of people aged from 16 to 64 who were in work) was 75.1%, the highest since comparable records began in 1971.Meanwhile, there were 883,000 people (not seasonally adjusted) in employment on “zero-hours contracts” in their main job, 20,000 fewer than for a year earlier. Self-employed workers increased by 23,000 to 4.81 million (15.0% of all people in work).The figures also showed that there were 1.48 million unemployed people, 57,000 fewer than for January to March 2017 and 157,000 fewer than for a year earlier. The unemployment rate stood at 4.4%, down from 4.9% for a year earlier and the lowest since 1975.The estimates from ONS also showed that average weekly earnings for employees in the UK in nominal terms (not adjusted for price inflation) increased by 2.1%, both including and excluding bonuses, compared with a year earlier. In real terms (adjusted for price inflation) average weekly earnings fell by 0.5%, both including and excluding bonuses, compared with a year earlier.Between January to March 2017 and April to June 2017, total hours worked per week increased by 4.4 million to 1.03 billion. ONS also reported that there were 768,000 job vacancies for May to July 2017. This was 16,000 fewer than for February to April 2017 but 23,000 more than for a year earlier. The quarterly fall of 16,000 vacancies was mainly due to fewer vacancies reported by businesses employing less than 10 people.Commenting on the labour market statistics, Recruitment & Employment Confederation chief executive Kevin Green said, “The UK jobs market is continuing to perform beyond expectations as job creation remains strong and employment is at a record high.”“However, the UK is becoming a less popular destination for EU workers. The number of EU nationals working in the UK is increasing, but at a much slower rate than any time in the last three years. Employers are struggling to find people to fill roles in engineering, construction and health, so there is an increasing risk that new jobs will go unfilled,” Green said.“As competition for talent intensifies, REC data shows that employers are increasing starting salaries to tempt candidates to move jobs. However for their existing staff, wage increases are not keeping up with inflation. The conclusion is that talking to a recruiter and finding a new job is the best way to get a bigger pay packet,” Green said. […]

  • Sweden – Wise Group CEO resigns

    Swedish staffing firm Wise Group has announced that CEO Roland Gustavsson has resigned as CEO effective February 2018.Gustavsson has worked in various positions within the Wise Group for 13 years, of which five were as CEO for the group. Gustavsson stated that he will move on and “search for new challenges.”“I have had 13 fantastic years in this nice group,” Gustavsson said. “However, 13 years is a long time and though I'm still developing in my role, it's been time for me to do something new and I think this change is good for me and for the company and it will be good for Wise Group to have a new voice and new perspectives.”"Roland has been a highly appreciated CEO of the group and I want to thank him for his contribution to Wise Group's development and its leading market position today,” Peter Birath, Chairman of the Board of Wise Group, said. “I have worked with Roland in different forms during his years in the group and although I am sad to see him leave, I fully understand his decisions.”Wise Group added that the Board will now begin the recruitment process for Roland's successor.&nbs […]

  • Netherlands – Average hourly rate charged by freelancers remains flat in 2017

    The average hourly rate charged by freelancers (known as zzp’ers in the Netherlands) remained flat at €43 in 2017, according to research from freelancer site Hoofdkraan.Broken down by industry, those in the Marketing and Communications saw a decline of 5%, while management and organisation (-2%), finance and administration (-2%) and text and translation (-4%) also saw decreases. The Analysis and advice industry saw the biggest increase in its hourly rate at 11% compared to last year.The research also showed that, among the provinces, Groningen is the best place to be a freelancer as fees there have risen 23% since 2014. Among the big four cities (Amsterdam, Rotterdam, Utrecht and The Hague), Rotterdam was the best paying, with average freelance tariffs of €45 an hour.Earlier this year, separate research from the ZZP Barometer, showed that two out of three freelancers in the Netherlands expected 2017 to be a better year with more jobs and increased pay than last year. […]

  • UK – More than four million ‘struggle’ with flexible employment

    More than four million people in the UK regularly experience 'precarious scheduling': flexible working with limited hours dictated by management, often with little notice, and to the detriment of employees' home lives and mental health, according to a new study from Cambridge and Oxford sociologists.The research revealed that ‘precarious employment’ practices are leading to people begging for schedule changes to accommodate for commitments such as childcare, and competing to become management 'favourites' in the hope of additional hours - often hours originally promised to them.Alex Wood, of Oxford University, embedded himself as a shelf-stacker at a UK supermarket while formerly a researcher at Cambridge’s Department of Sociology, where he experienced first-hand the “toxic” interactions between shop management and workers, witnessing employees “begging" their bosses for additional hours."The past decade has seen a fragmenting of working time, as firms have saved costs by increasing shift flexibility through a variety of mechanisms," Wood said. "Those who have challenging schedules imposed on them at short notice are likely to experience worse mental health, typified by anxiety and feeling low.”Brendan Burchell, of Cambridge's Department of Sociology, said, “Manager-controlled flexible scheduling causes a huge amount of stress and anxiety for workers who are unable to plan their lives socially or financially as a result. The practice is both toxic and endemic in many UK sectors such as care and retail. Government reviews need to look far beyond just zero hours contracts."The study added that the state of zero hours contracts are the “tip of the iceberg” of precarious employment practices, with analysis of data from the European Working Conditions Survey, undertaken across Europe every five years by EU agency EuroFound, showing that precarious scheduling affects a further 3.9 million people in the UK.Earlier this year, the Taylor review looked at modern employment practices and made certain recommendations relating to the use of zero-hours contracts, though did not recommend an outright ban. […]

  • APAC – SEEK full year revenue driven by growth of ANZ and Zhaopin

    Australian job board SEEK Limited (ASX: SEK) reported revenue of AUD 1.03 billion (USD 814.8 million) for the full year ended 30 June 2017, an increase of 9.0% compared to the previous year. The group credited ANZ Employment and Chinese job board, Zhaopin, as key drivers of their growth. (AUD millions) FY 2017 FY 2016 Change FY 2017 (USD millions) Revenue 1,036.4 950.4 9.0% 814.8 EBITDA 362.3 366.7 -1.2% 284.8 Annual EBITDA from local Australian and New Zealand operations rose by 11% to AUD 197.9 million (USD 155.5 million), however, the international division’s EBITDA fell by 3% to AUD 187 million (USD 147 million), weighed down by weaker economic conditions in Brazil and adverse foreign currency effects.The group also reported Underlying Net Profit After Tax (excl. significant items & Early Stage Ventures) of AUD 220.8 million (USD 173.6 million), up 11.4% from last year.“In the last 12 months, we have made significant progress in positioning SEEK for long term growth,” SEEK CEO and Co-Founder Andrew Bassat said. “ANZ Employment delivered another strong financial result and continues to grow its market leadership. The success of ANZ’s business model evolution provides a strategic roadmap for our international operations. We believe that if we execute well, SEEK is very well positioned to grow across ANZ and International.”“In International, Zhaopin continues to perform well with total (full year) revenue growth of 24% as it realises the benefits of sustained reinvestment. SEEK Asia is starting to see strong benefits from reinvestment and gradual improvement in macro conditions. Our focus in International is to continue investing and capitalise on an enormous revenue opportunity.”SEEK ANZ recorded revenue growth of 14% to AUD 355.9 million (USD 279.9 million) and EBITDA growth of 11% to AUD 197.9 million (USD 155.6 million).  The group stated that the results reflected the benefits of sustained reinvestment.“We are very pleased with ANZ’s results and the progress it is making in scaling up existing products and services. SEEK’s strategy is to undertake focused reinvestment which directly contributes to our ongoing market leadership and growing financial results,” Bassat said.SEEK International recorded revenue growth of 6% (13% in constant currency) to AUD 629.3 million (USD 494.9 million) and EBITDA declined 3% (2% in constant currency) to AUD 187 million (USD 147.0 million). The group stated that it had achieved a credible result given weak macro conditions, FX headwinds and reinvestment focus. “Modest macro conditions and reinvestment have impacted earnings and masks the strong progress made in business model evolution,” the group stated.SEEK added that their reinvestment program is expected to deliver a good strategic and financial payback.“SEEK’s strategy has been to invest to evolve these businesses so that over the medium to long term they can capitalise on their strong market leadership positions and huge market opportunities,” Bassat said. “Across International, Zhaopin has invested aggressively for the longest duration. As a result, Zhaopin has delivered revenue growth of 24% (full year) and is well positioned for future growth in a large market opportunity. In the last 12 consecutive quarters, Zhaopin has delivered 20% growth in online revenue.”Chinese career platform Zhaopin (NYSE: ZPIN) broke down fourth quarter revenue as follows: (RMB millions) Q4 2017 Q4 2016 Change Q4 2017 (USD millions) Online Recruitment Services 433.1 350.9 23.4% 63.9 Other Services 53.7 55.3 -2.9% 7.9 Total 486.7 406.1 19.8% 71.8 Fourth quarter revenue for Online Recruitment Services increased primarily due to growth in the number of unique customers using the company's online recruitment services. Other Services revenue decreased primarily due to a decline in campus recruitment services revenue, as a result of intense competition.Gross profit for the fourth quarter was RMB 451.4 million (USD 66.6 million), representing an increase of 22.8% from last year. Gross margin for the fourth quarter was 93.4%, compared to 91.5% last year. Meanwhile, income from operations was RMB 74.8 million (USD 11.0 million), representing a 22.2% decrease from last year.Full year revenue for Zhaopin was as follows: (RMB millions) Q4 2017 Q4 2016 Change Q4 2017 (USD millions) Online Recruitment Services 1,608.8 1,307.6 23.0% 237.3 Other Services 305.9 235.3 30.0% 45.1 Total Revenue 1,914.7 1,542.9 24.1% 282.4 Zhaopin’s gross profit for FY17 was RMB 1,691.9 million (USD 249.6 million), representing an increase of 22.1% from last year. Gross margin for FY17 was 89.1%, compared with 91.0% for FY16."We were pleased to finish fiscal year 2017 on a solid financial and operational footing. This solid growth was attributable to strong execution of our sales force and sustained benefits from re-investments in marketing and advertising,” Evan Guo, Chief Executive Officer and Director of Zhaopin, said. "As we look ahead, to support long-term growth in the highly competitive market alongside an evolving macro environment, our focus will remain on reinvestment and innovation to strengthen our core online platform, growing our R&D capabilities to further differentiate our products and services from our competitors. We believe this strategy is compelling and the right approach to support Zhaopin's market position as a leading career development platform in China.”SEEK also provided an update on transactions during the full year 2017. For the Zhaopin privatisation process, the group stated that it is progressing well with private equity investors, Hillhouse and FountainVest. With OES (Online Education Services), there was an increased ownership to 80% which is expected to unlock value by opening up ability to sign new education partnerships. SEEK states that this strategy was vindicated by the new partnership with Western Sydney University which positions OES to grow in the large NSW market.“OES continues to deliver strong student outcomes alongside solid financial results. We are particularly pleased that teaching satisfaction rates are at very high levels,” Bassat said. “Our new partner, Western Sydney University has a strong reputation for innovative curriculum and equipping students with relevant career related education. Western Sydney University is expected to have a significant impact in increasing OES’s addressable market. SEEK Learning is making good progress in its business model evolution. The new business will solve a bigger suite of problems by providing people with education and career insights to help them meet their career objectives.”Looking ahead SEEK forecasted revenue growth in the range of 20% to 25% for the full year 2018.“SEEK has very exciting growth prospects. We are uniquely positioned due to our strong market leadership in large markets and our deep relationships with candidates and hirers. We believe the right thing to do is to invest and evolve our businesses to capitalise on these significant growth opportunities. SEEK is focused on doing this right and not quickly and if we do this well are confident of delivering strong returns for our shareholders over the medium to long term,” Bassat said.As a result of the slump in EBITDA, in trading today, SEEK shares closed AUD 17.26 (USD 13.57), down 3.20% on the day and 6.60% below its 52-week high of AUD 18.48 (USD 14.53) set on 11 May 2017. Based on its current share price the company has a market value of AUD 6.19 billion.&nbs […]

  • Japan – Trust Tech announces medium-term plan for growth

    Japanese technical staffing firm Trust Tech has announced a medium-term management plan for growth. The plan aims for an annual rate of growth of 20% or more for both sales and operating income.Trust Tech stated that it aims for "Self-sustainable growth and M&A. We will continue to expand and grow on a regional scale. We will maintain a plan to aim for competitive growth and a sales growth rate of more than 20% per annum as well as a consolidated operating income more than 20% a year.The group added that its plans include the expansion and growth of its IT/software specialisation from traditional machine/electrical systems to new technologies such as​​ IoT (Internet of Things) and Artificial Intelligence.Trust Tech specialises in the provision of dispatching, outsourcing and sub-contracting staffing solutions. The company is currently executing a growth strategy, emphasising both organic growth and aggressive acquisition.The company reported revenue of JPY 31.1 billion (USD 274.0 million) for the nine months ending 31 March 2017. […]

  • Singapore – Two sisters and their employees convicted and fined for making false statements in work pass applications

    Singapore’s Ministry of Manpower charged two Singaporean sisters for making false statements in work pass applications to the Controller of Work Passes between September 2014 and in August 2016.The sisters, Leong Chew Peng and Leong Chau Yee, declared that their employees will work as foreign domestic workers but planned to have them work as beauticians instead. The two employees, Indian nationals, Lepcha Ritu and Arti, were also charged for making false statements to the Controller of Work Passes, and for working without valid work passes.All four accused persons have been convicted and sentenced in court. Peng was fined SGD 15,500 (USD 11,329), in default of six weeks’ imprisonment, while Yee was fined SGD 16,000 (USD 11,695), in default of six weeks’ imprisonment. Ritu was fined SGD 11,500 (USD 8,405), in default of four weeks’ imprisonment and Arti was fined SGD 8,000 (USD 5,848) in default of three weeks’ imprisonment.The Ministry has reiterated that such false declarations are a serious offence. “All applicants must make accurate, complete and truthful declarations to the Controller of Work Passes in their work pass applications. Upon conviction, employers can be fined up to SGD 20,000 (USD 14,618) or jailed for up to two years or both per charge. MOM will also ban the employers from hiring Foreign Domestic Workers in future. It is also an offence to employ foreigners without a valid work pass.&rdquo […]

  • Singapore – Monster Employment Index shows drop in online hiring, but finance sector hiring up

    The Monster Employment Index for Singapore shows online hiring fell by 2% in June 2017, compared to the same period a year ago.The index is a monthly gauge of online job hiring activity by Monster.com, which records the industries and occupations that show the highest and lowest growth.According to the index, online hiring activity in the Banking and Financial Services Industry grew by 11% year-on-year in June. Meanwhile Government/ PSU (public sector undertaking)/ Defence sector reported the steepest decline at 7% year-on-year.“We’ve seen strong traction within the Banking sectors, specifically around the technological domain, as companies begin to recognise the importance of the collaboration between both functions,” Sanjay Modi, Monster.com’s APAC and Middle East managing director, said.“Disruption in financial tech will continue to create demand for new roles which did not exist previously, such as UX/UI designers, digital data analysts and positions in data theft & protection,” Modi said.Among occupations, professionals in Software, Hardware, Telecom jobs were the most in demand with an increase of 13% year-on-year, while roles in Real Estate have registered the sharpest annual decline at 10%. […]

Latest Research

  • US Pay Rate Rangefinder 2017

    The US Pay Rate Rangefinder was created to help staffing firms benchmark their pay rates for occupations against local, state and national wage data. The tool contains data on 820 detailed occupations across 421 metropolitan areas, all made available via three interactive dashboards. This tool is based on data from the 2017 Occupational Employment Statistics (OES) program administered by the U.S. Bureau of Labor Statistics (BLS).  Note: this is a very large file and may take several minutes to download on a slow Internet connection. To download the Pay Rate Rangefinder, please click the following link: US Pay Rate Rangefinder 2017 - You do not have permission to view this object. […]

  • SI Report Webinar - August 2017

    The August Staffing Industry Report webinar features an update on the latest technology for staffing firms, what drives internal employee satisfaction and a tutorial on using the 2017 US Staffing Occupational Markets Guidebook.All this plus our monthly update on the economic and labor market trends across the country.Download the presentation slides.Select the play button to begin viewing. […]

  • Introduction to Online Staffing Enabling Technologies

    New online and mobile app-based business models for disintermediating labor exchanges have created both opportunities and threats for staffing firms. A new wave of technology providers have built online staffing enabling technology (OSET) as standalone solutions tailored for the staffing industry, allowing staffing companies to offer human cloud technology without having to develop such technology themselves. In addition to the OSET vendors that have built standalone solutions, a number of human cloud companies have started to license their underlying software to staffing firms to use on a SaaS basis. For instance, Randstad’s Japanese division uses Gigwalk’s technology to manage its temporary workforce. Some larger staffing firms have built their own OSET capability, such as Adecco’s Adia initiative announced in May 2017. The full report is available here:  Introduction to Online Staffing Enabling Technology - You do not have permission to view this object. […]

  • 2017 Staffing Firm Market Share Landscape and Book of Lists - North America Edition

    IntroductionThe 2017 Staffing Firm Market Share Landscape and Book of Lists - North America Edition consolidates 18 staffing firm market share landscape and opportunity list reports into one convenient Excel workbook.The file includes: Market share of the largest staffing firms in the US, Canada and Mexico Market share of the largest temporary staffing firms in the US by skill segment (Office/Clerical; Industrial; Information Technology; Healthcare (Travel Nurse, Per Diem Nurse, Locum Tenens, Allied Healthcare); Engineering; Finance/Accounting; Clinical/Scientific; Legal; Marketing/Creative; Education) as well as largest direct hire and retained search firms Fastest growing staffing firms in the US Staffing firms interested in forming a mentor-protégé partnership Staffing firms interested in making an acquisition To download the complete workbook, please select the link below: 2017 Staffing Firm Market Share Landscape and Book of Lists - North American Edition 20170807 - You do not have permission to view this object. […]

  • Introduction to Online Staffing Enabling Technologies

    New online and mobile app-based business models for disintermediating labor exchanges have created both opportunities and threats for staffing firms. A new wave of technology providers have built online staffing enabling technology (OSET) as standalone solutions tailored for the staffing industry, allowing staffing companies to offer human cloud technology without having to develop such technology themselves. In addition to the OSET vendors that have built standalone solutions, a number of human cloud companies have started to license their underlying software to staffing firms to use on a SaaS basis. For instance, Randstad’s Japanese division uses Gigwalk’s technology to manage its temporary workforce. Some larger staffing firms have built their own OSET capability, such as Adecco’s Adia initiative announced in May 2017. The full report is available here:  Introduction to Online Staffing Enabling Technology - You do not have permission to view this object. […]

  • Workforce Solutions Webinar – The Gig Economy and the Changing Workforce

    The "Gig" Economy is a term that is bandied about in magazines and on the evening news. It speaks to the ever-changing nature of work and describes the new way individuals can create economic value by exchanging competence for currency and leveraging new technologies and techniques. But does all this hype matter? What is the Gig Economy and what does it really mean to your business? How can you take advantage of the changes in the world of Gig work and what "cutting edge" technologies are in today’s headlines but are likely tomorrows has-beens? In this webinar, we explored the multitude of technology options available to leverage the Gig Economy and discuss the implications for both buyers and suppliers of contingent work and other workforce solutions. Speakers:Barry Asin, President, Staffing Industry AnalystsDavid Francis, Sr Research Analyst, CCWP, Staffing Industry AnalystsBryan Peña, SVP, Contingent Workforce Strategies, CCWP, Staffing Industry AnalystsDownload presentation (PDF)Watch webinar video below. […]

  • Largest Staffing Firms in Germany 2017

    • This report provides our latest estimate of the size of the German staffing market and ranks the largest staffing firms by revenue.• Randstad, Adecco and ManpowerGroup are the largest three staffing companies in Germany based on revenue. These companies’ combined income accounts for 19% of the entire market’s revenue.• Randstad and Adecco are the clear leaders in a fragmented market with the market leader recording revenue twice as large as ManpowerGroup, the third-ranked company.• Only two domestic firms feature in the Top 5. However, German staffing firms dominate the rest of the Top 50 list.• The German staffing market continued to grow in 2016 with market revenue increasing by 6%.• Please note that 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 a better service or more value to its shareholders. All currency amounts are in Euro (€).• This report should be read in conjunction with our ‘Overview of the German Staffing Market: 2017 Update’ report.To download a copy of the report, click below: Largest Staffing Firms in Germany 20170801 - You do not have permission to view this object. […]

  • UK Professional Recruitment Trends June/July 2017

    Placements growth—both perm and flexible placements up in Engineering and Finance while both down in Social work. Vacancies trends—Perm vacancies up in Social work, Finance and Engineering. Salary growth increased in four major industries–Finance, Social care, Engineering and IT. To download a copy of the report, please click on the link below: ProRecruitmentTrends_Jun_Jul_2017 - You do not have permission to view this object. […]

  • Introduction to Online Staffing Enabling Technologies

    New online and mobile app-based business models for disintermediating labor exchanges have created both opportunities and threats for staffing firms. A new wave of technology providers have built online staffing enabling technology (OSET) as standalone solutions tailored for the staffing industry, allowing staffing companies to offer human cloud technology without having to develop such technology themselves. In addition to the OSET vendors that have built standalone solutions, a number of human cloud companies have started to license their underlying software to staffing firms to use on a SaaS basis. For instance, Randstad’s Japanese division uses Gigwalk’s technology to manage its temporary workforce. Some larger staffing firms have built their own OSET capability, such as Adecco’s Adia initiative announced in May 2017. The full report is available here:  Introduction to Online Staffing Enabling Technology - You do not have permission to view this object. […]

  • Workforce Solutions Webinar – The Gig Economy and the Changing Workforce

    The "Gig" Economy is a term that is bandied about in magazines and on the evening news. It speaks to the ever-changing nature of work and describes the new way individuals can create economic value by exchanging competence for currency and leveraging new technologies and techniques. But does all this hype matter? What is the Gig Economy and what does it really mean to your business? How can you take advantage of the changes in the world of Gig work and what "cutting edge" technologies are in today’s headlines but are likely tomorrows has-beens? In this webinar, we explored the multitude of technology options available to leverage the Gig Economy and discuss the implications for both buyers and suppliers of contingent work and other workforce solutions. Speakers:Barry Asin, President, Staffing Industry AnalystsDavid Francis, Sr Research Analyst, CCWP, Staffing Industry AnalystsBryan Peña, SVP, Contingent Workforce Strategies, CCWP, Staffing Industry AnalystsDownload presentation (PDF)Watch webinar video below. […]

  • China Salary Briefing

    In China, there are two different legal methods to pay salaries, monthly and hourly. Monthly pay is used for full-time staff, and hourly is for part-time employees. As various parts of China have very different standards of living, each province, municipality or region is allowed to set their minimum wage in accordance with local conditions.The median monthly rate is RMB 1,400 ($204). The rate stretches from other country level cities in Guanxi province at RMB 1,000 ($146) to Shanghai's monthly minimum wage of RMB 2,300 ($335).Beijing's current hourly minimum wage is highest in China at RMB 21 (about $3), the median is RMB 14 (just over $2), and the lowest we have seen is RMB 9.5 ($1.38).The reluctance in 2017 to raise the minimum wage in the majority of provinces and cities reflects the nationwide concern to keep wage growth in check to maintain competitiveness.For college graduates, according to Zhaopin, the average expected monthly salary was RMB 4,875 ($711) this year; while the average actual monthly salary for college graduates was RMB 4,014 ($585) in 2017.The average actual monthly salary for male graduates was 20% higher than for female graduates. For white collar workers again according to Zhaopin based on online job postings in 37 key cities in China, the average monthly salary in the second quarter of 2017 was RMB 7,376 ($1075). Among the job postings, 32.8% of positions offered monthly salaries between RMB 4,001 and 6,000, 19.8% between RMB 6,001 to 8,000 and 25.9% offered monthly salaries of more than RMB 8,000. About 20.3% of positions offered monthly wages between RMB 2,001 and 4,000, while 1.1% were below RMB 2,000.According to the National Bureau of Statistics of the People’s Republic of China, the urban non-private sector employment average annual wage was RMB 67,569 ($9849) in 2016.Below is a compilation of China salary guides and surveys in alphabetical order, which provide more exact figures based on industry, experience, and function. In some cases, the reports are available online, and in others, you can download them, either directly or after filling in a short form. Many of these reports also have data for Hong Kong and Taiwan.Adecco Greater China Salary Guide 2017 - Data for China, Hong Kong, and Taiwan for the following sectors: Accounting & Finance, Banking, Information Technology, Merchandising & Logistics, Office, Pharmaceuticals, Retail, Sales & Marketing and Technical Engineering. Adrem China Architecture Salary Guide – Brief guide outlining salaries for Architects and Drafts Persons.Bespoke Salary Guide (Hong Kong only) – Permanent & Contact data for Architects and Designers. Glassdoor -  Salary information for 2,700 plus companies in China, posted anonymously by employees.Hays 2017 Asia Salary Guide -  China and Hong Kong data for Accountancy & Finance, Architecture, Audit, Risk & Compliance, Banking & Financial Services, Construction & Engineering, Contact Centres, Education, Finance Technology, Human Resources, Information Technology, Insurance, Legal, Life Sciences, Manufacturing & Operations, Office Professionals, Oil & Gas, Procurement & Supply Chain, Property and Sales & Marketing.Gemini Personnel China Salary Guide Q3 2017 –  Quarterly reports with rates for sectors from  Administration to Real Estate including Consulting, Project Management, and Lean/Six Sigma.German Chamber of Commerce Labour Market & Salary Report 2016/17 - Provides an overview of the Labour market environment and Wage Development in China . To access specific compensation data, you need to contact the Chamber.Hotel Gao Sen Research Institute (酒店高参研究院) - 2017 China Hotel Industry Compensation Guide in Chinese only.Hudson 2017 Salary Guide - Managers and Directors in Accounting & Finance, Financial Services, Healthcare & Life Science, Human Resources, Legal, Sales & Marketing, Supply Chain & Procurement and Technology Plus a salary calculator online.Kelly China 2017 Salary Guide - Salary and Hiring Outlook and data for Automotive, Aviation, Banking & Financial Services, Chemical, Consumer, Finance & Accounting, Healthcare & Life Science, Hospitality & Commercial Retail, Human Resources, Industrial & Manufacturing, Logistics, Real Estate and TMT.Links International Salary Snapshot - Market updates within the Asset Management, Banking & Financial Services, Consumer & FMCG, Human Resources & Administration, Industrial, Retail and Sales & Marketing Sectors. Plus Temporary & Contract data for China & Hong Kong. Michael Page 2017 China Salary & Employment Outlook - Overview of employment conditions, skills in demand, sector trends and salary benchmarks in China for Digital, Engineering & Manufacturing, Finance, Financial Services, Human Resources, Information Technology, Legal, Marketing, Procurement & Supply Chain, Property & Construction, Retail & Sourcing, Sales and Secretarial & Office Support.Morgan McKinley 2017 - Salary Data on Accounting & Finance, Banking & Financial Services, HR, IT, Operations & Supply Chain and Sales & Marketing.Robert Half - Data for China, specifically for Finance & Accounting, and Technology Robert Walters China Salary Survey - A review of recruitment trends and salary levels for Accounting, Financial Services, Human Resources, Information Technology, Legal, Sales & Marketing, Secretarial |& Support, supply chain & procurement for China, Hong Kong, and Taiwan. They also have an iPhone salary checker app.Spring Professional Salary Guide 2017 - Engineering, IT, Property & Construction and Supply Chain & Logistics.TalentStork Salary Guide 2017 - analysis of permanent placements made across China in Q1 & Q2 in 2017 for Information Technology, Supply Chain, and Corporate Services including Legal and Marketing/Communications. Taylor Root's Legal Private Practice Salary Survey  2016-17 – covers Hong Kong only ZWHR Consulting China Salary Guide 2017 - The guide is based on recently discovered changes in salary patterns within the fields of Accounting, Banking & Finance, Aerospace & Engineering, Chemical & Energy, Consumer Goods, Human Resources, IT&T, Legal, Life Sciences, Manufacturing & Supply Chain and Real Estate.Zhaopin has a wealth of information like that above in its investor Room.If you have a resource you would like to see listed here; please contact Adam Pode. The rate of exchange used in this article was RMB 1: USD 0.1458 based on an average rate for the first half of 2017 from Oanda. If you want to know more about the China market, please read our Look At China and our Recruitment Channels in China report. See also our Outlook on the Chinese Market and the Largest Chinese Staffing Companies list which we will be publishing soon.&nbs […]

  • Companies Looking to Acquire Staffing and Workforce Solutions Firms: 2017 Update

    Key Findings This report details the preferences of 208 staffing firms regarding the type of acquisition target that they would be most interested in pursuing. Firms provided their top three preferences regarding market segment and target geography, along with the name and email address of the best person to contact for those interested in selling a firm that matches the stated criteria.  The full list of companies appears on pages 7 through 26 of this report, with a table of contents on page 3.In analyzing the full list of company preferences as a whole, we observe that healthcare and IT staffing were by far the most popular choices for target segments, with nearly half of the companies reporting either one or the other as a first preference. 150 firms indicated the United States as a first choice target geography. Among the five possible US region choices, the Midwest was selected most frequently, followed by the Northeast, Southeast, West and South.  Germany was the most frequently targeted geography outside of the US, followed by Australia, Europe-other, United Kingdom and India.   In addition to sharing top segment and geographic preferences, 54 firms also provided open-ended comments regarding their target criteria for an acquisition. Please select the link below to download the full report. Companies looking to acquire workforce solutions firms 20170719 - You do not have permission to view this object. […]