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Global Daily News

  • 2019 Staffing 100 list now online

    This year’s Staffing 100 list of influencers is now online. For the eighth year in a row, the list looks at those who are shaping the industry and influencing the workforce solutions ecosystem.Honorees come from firms both large and small, from online staffing to more traditional firms.Each day they lead their companies amid an environment of low unemployment, disruption from new technologies and the uncertain geopolitical climate.“The 2019 Staffing 100 North America stand out as leaders, executives and visionaries and for their significant commitment to empowering people. From job-seekers and internal talent to partners and stakeholders across the ecosystem, the Staffing 100 honorees understand that people helping people is both a competitive advantage and a way to advance the world of work for all,” said Subadhra Sriram, Editor & Publisher, Media Products, SIA. “Congratulations to those individuals named to this year’s list for their achievements and contributions and for making it, ultimately, about people.”This year’s list is sponsored by Indeed, and the full list along with bios of all 100 is online.In addition, Staffing Industry Analysts released the Staffing 100 Hall of Fame. Executives appear in the Hall of Fame after appearing on the Staffing 100 for five years in a row. New to the Hall of Fame this year are: William Grubbs, president and CEO of Cross Country Healthcare Jason Leverant, president and COO of AtWork Group Bob Livonius, operating executive, New Mainstream Capital Lisa Maxwell, managing partner, Gerard Stewart Eric H. Rumbaugh, partner, Michael Best & Friedrich They join 39 others already on the Hall of Fame list.Latin American staffing industry influencers are also being honored in the Latin America 25, now online as well.The Staffing 100 List, the Hall of Fame and the Latin America 25 will also appear in the upcoming print version of Staffing Industry Review magazine. […]

  • AMN revenue up 4% in fourth quarter, but locum tenens revenue falls

    AMN Healthcare Services (NYSE: AMN) reported revenue rose 3.8% in the fourth quarter, with growth coming in its nurse and allied business as well as its “other workforce solutions” business.The San Diego-based company, which Staffing Industry Analysts ranks as the largest US healthcare staffing firm, stated that revenue was below expectations due to lower placements in its locum tenens segment, where revenue fell 24.3%. (US$ thousands) Q4 2018 Q4 2017 % change Revenue $528,635 $509,076 3.8% Gross profit $172,456 $162,092 6.4% Gross margin percentage 32.6% 31.8%   Net income $35,613 $41,167 -13.5% Revenue rose 2% year over year in AMN’s travel nurse operations, with higher volume offset by a lower average bill rate. Revenue in its allied healthcare staffing business rose 8% in the fourth quarter on higher volume.“Other workforce solutions” revenue — which includes VMS, RPO and physician permanent placement — rose 47.6%, driven by its three acquisitions in April 2018. Organic growth was 1%.Revenue by segment (US$ thousands) Q4 2018 Q4 2017 % change Nurse and allied solutions $329,317 $321,360 2.5% Locum tenens solutions $81,850 $108,142 -24.3% Other workforce solutions $117,468 $79,574 47.6% AMN also announced that it acquired Silversheet in January. Silversheet is a cloud-based provider of credentialilng and privileging software and services. Quote“In the near term, restoring the performance of our Locum Tenens segment is our top priority,” CEO Susan Salka said. “This business has been challenged by the business model and system transition last year. But with continuous improvements, aggressive hiring of new sales talent, and the resilience and fortitude of the locums team, we do expect to gain traction as we move through the year.” Full-year results (US$ thousands) 2018 2017 % change Revenue $2,136,074 $1,988,454 7.4% Gross profit $696,383 $644,419 8.1% Gross margin percentage 32.6% 32.4%   Net income $141,741 $132,558 6.9% GuidanceAMN reported first-quarter revenue should be flat to up 1% year over year; however, it is projected to be down 6% on an organic basis primarily because of lower revenue in the locum tenens business. Nurse and allied revenue is expected to be down by 1% to 2% with growth in allied offset by a slight decline in nurse staffing. Share price and market capAMN shares were down 13.81% to $56.03 at 10:56 a.m. Pacific time; the company had a market cap of $3.05 billion, according to FT.com. […]

  • PEO TriNet reports revenue up 8%

    Fourth-quarter revenue rose 8.1% at professional employer organization TriNet Group Inc. (NYSE: TNET). The average number of worksite employees was basically flat, down 0.2% to approximately 321,880. (US$ millions) Q4 2018 Q4 2017 % change Professional service revenue $124 $117 6.0% Insurance service revenue $793 $731 8.5% Total revenue   $917 $848 8.1% Net income $29 $66 -56.1% Net income fell year over year, but the San Leandro, Calif.-based firm noted that net income in the prior-year period benefited by 56 cents per share due to the Tax Cuts and Jobs Act of 2017. Quote“Our successful execution of our vertical market strategy delivering targeted benefits, service models, and pricing to the unique industries we served drove our strong financial performance in the fourth quarter and full year,” Goldfield said. Full-year results (US$ millions) 2018 2017 % change Professional service revenue $487 $458 6.3% Insurance service revenue $3,016 $2,817 7.1% Total revenue   $3,503 $3,275 7.0% Net income $192 $178 7.9% Share price and market capTriNet shares were up 24.29% to $61.56 at 10:59 a.m. Pacific time; the company had a market cap of $3.49 billion, according to FT.com. […]

  • Workers comp policies sold in California by unlicensed firms

    California employers who purchased insurance with American Labor Alliance and CompOne USA may not have valid policies. The California Labor Commissioner’s Office this week advised employers who purchased insurance from the two firms that these companies are not licensed to sell insurance in California.The California Department of Insurance in December imposed a $4.3 million penalty on the companies for selling workers’ compensation and liability policies to employers of farmworkers without being properly licensed.Employers must maintain valid workers’ compensation insurance coverage for all workers, including part time employees. If the Labor Commissioner’s Office finds an employer does not have valid coverage for its workers, it can cite the employer $1,500 per employee not covered by valid workers’ compensation insurance, and issue a stop order prohibiting work until valid insurance is acquired. The employer may also be required to pay employees’ lost wages during the work stoppage. Violation of the stop order could result in additional penalties up to $10,000 and misdemeanor charges. […]

  • People: ShiftPixy, Aleron, TargetCW, LAK Group

    Human cloud platform firm ShiftPixy Inc. (NASD: PIXY) hired Kirk Flagg as chief compliance officer and secretary. He previously was COO of Kelly Staff Leasing, VP of human resources and government relations as well as a senior trial attorney in the Civil Rights Division of the US Department of Justice. Mark Absher, who previously was the company’s registered in-house counsel, secretary and a board member, has resigned from the company to pursue other interests.Aleron — a brand that encompasses the group of companies previously known as Superior Group — named Mark Stuhlmiller as its new general counsel to oversee Aleron’s legal and contracts department and lead the company’s legal initiatives. He previously was in-house legal counsel at information technology staffing and services firm Computer Task Group for nearly 20 years, most recently as deputy general counsel. Stuhlmiller is also an adjunct professor at the State University of New York at Buffalo, Niagara University, and Medaille College, teaching economics and business law.TargetCW announced Erica Ostberg joined the firm as chief compliance officer and general counsel. Her responsibilities include leading the expansion of 1099 compliance and audit services as well as overseeing TargetCW’s global GDPR, privacy and security initiatives. TargetCW provides global contingent workforce management services through its StaffingNation software.  LAK Group (formerly Lawrence, Allen and Kolbe), a management consulting firm, announced Holly Teska joined the firm as a managing principal. She has more than 25 years of experience in leadership, executive coaching and talent development. […]

  • Netherlands – Brunel Q4 revenue growth driven by Rest of World

    Brunel, the Netherlands-based global energy staffing firm reported revenue grew by 17% on a like-for-like basis to €244.9 million in the fourth quarter of 2018 compared to the prior-year quarter.Gross profit was up 12% while the group reported EBIT growth of 69%. Brunel said its revenue growth during the period was fully organic.Growth was boosted by Middle East and India as well as Rest of World. The DACH (Germany, Austria and Switzerland) region also reported an improvement of 14% in the fourth quarter. (€ millions) Q4 2018 Q4 2017 Change Like-for-Like Change Revenue 244.9 210.2 16% 17% Gross Profit 55.4 49.4 12% N/A Gross Margin 22.6% 23.5% N/A N/A EBIT  10.7 6.4 69% N/A Revenue growth by region was as follows. (€ millions) Q4 2018 Q4 2017 Change DACH region 68.1 59.7 14% The Netherlands 57.0 53.9 6% Australasia 27.6 31.9 -14% Middle East & India 25.1 17.8 41% Rest of World 67.0 46.9 43% Total 244.9 210.2 16% In the Netherlands, the group continued to grow, but was unable to match the performance of Q4 2017. Productivity decreased primarily on the back of an upfront hiring campaign of talented professionals and training initiatives in all the company’s business lines, which Brunel said will enable it to service the future HR needs of its clients. Almost all business lines achieved significant growth, partly offset by a decline in Insurance & BankingRevenue in Australasia declined in Q4, mainly because one major client chose to fill some of its hiring requirements  directly.“Over the past 12 months, we have been actively working on new growth opportunities, which are now starting to contribute, and we expect a return to revenue growth in the course of 2019,” Brunel stated.In the Middle East and India, the group saw its best quarter in Q4 2018. Growth was the result of the diversification strategy that started early in 2017. The main contributors were India, Kuwait and Qatar, and most of the activities are project related.Rest of World includes Americas, Russia, South East Asia and the rest of Europe. Growth continued to accelerate. Main drivers were Americas and Russia.Brunel also reported revenue for the full year 2018 of €915 million, an increase of 16% when compared to the previous year.Jilko Andringa, CEO of Brunel, commented, “Brunel’s 43rd and my first year was in many aspects a very good year. Thanks to the hard work of all our professionals at our clients and the colleagues in our offices, growth returned and accelerated in many regions through the year.”“We ended the year with almost 13,000 professionals working on projects at our local and global clients. An all-time record for Brunel, proof that our strategy to diversify to adjacent vertical activities is starting to pay off,” Andringa said.Andringa added that “we will continue to execute on our strategy to further improve our growth and profitability and to create a more sustainable world for professionals and future professionals. We have seen continued strong growth in January 2019, so we expect another exciting year!”“In 2018 we have continued to invest in the number of direct and indirect employees, in new activities and markets and in new technologies that will improve our operational effectiveness,” Brunel stated. “On the back of these investments we are very well positioned to continue to benefit from favorable market developments.”“Moreover, the resulting higher starting headcount for 2019, in combination with further expected growth in our main markets will contribute to continued revenue growth, operational leverage and improved profitability,” Brunel stated.As of last trade Brunel International traded at €13.55, up 5.37% on the day and 18.96% below its 52-week high of €16.72, set on 4 May 2018. Based on its current share price the company has a market value of €650.39 million. […]

  • Finland – VMP acquires retail staffing services firm

    Finnish HR services firm VMP Plc has acquired Henkilöstöratkaisu Extraajat (Personal Care Extraajat Oy), a company based in Helsinki that offers staffing services including temporary work and flexible employee leasing for the retail industry.VMP financed the acquisition with a combination of a bank loan and cash assets. The fixed debt-free purchase price is approximately €7 million.Extraajat, which specialises in serving customers and employees in the retail industry, has offices in Helsinki, Turku and Tampere. The company was founded in 2012, serves over 900 customers annually and employs approximately 5,000 people.  Revenue for the latest fiscal year 2018 was €19.8 million.VMP stated that the acquisition strengthens VMP Group's position especially in the retail industry and balances the customer base in the staffing business area.It follows the company’s recent acquisition of HR services company Extremely Nice Job Oy which operates under the Enjoy brand."I'm very pleased to welcome Extraajat to VMP Group. The acquisitions of Extraajat and Enjoy have strengthened our position in the service sector significantly. Retail and HoReCa (Hospitality, Restaurant and Café/Catering) industries are interesting as they offer stable growth potential and we also see synergy potential between the acquired companies,” Juha Pesola, CEO of VMP, said.Jussi Siiriäinen, Managing Director of Extraajat, also commented, “We see a lot of growth potential in the retail industry and possibilities to develop new services for our customers. All this requires resources and willingness to grow. The ideas about the future of the industry were well aligned with VMP, and I strongly believe that together we can ensure the continuous success of Extraajat.&rdquo […]

  • UK – Human cloud firm Business Talent Group acquires UK-based Hillgate

    Business Talent Group, a business-focused human cloud platform for on-demand consultants, experts and executives, acquired Hillgate, a UK-based online talent marketplace. The transaction expands US-based Business Talent Group’s international footprint and launches its BTG Europe brand.“BTG was already one of the leading platforms for on-demand consultants and high-end talent, and this acquisition, along with the recent strategic investments the firm has taken on, should help solidify their position in the market,” Staffing Industry Analysts Research Manager David Francis said. “Our own estimates project that demand for high-end, on-demand consulting work is growing, and so being able to expand their international footprint whilst absorbing a competitor seems like a logical and sound strategy.”The transaction closed 11 February 2019; terms were not disclosed. Hillgate Founder and CEO Andrew Lecocq will join Business Talent Group as head of Europe, the Middle East and Africa and lead BTG Europe’s London-based team.“Combining BTG’s proprietary technology platform, data, compliance capabilities and customer success process with Hillgate will accelerate BTG’s growth in Europe and allow us to scale rapidly and better serve our clients around the world,” Jody Greenstone Miller, co-founder and CEO of Business Talent Group, said.This acquisition follows two recent announcements: a collaboration with executive search provider Heidrick& Struggles (NASD: HSII) to provide on-demand independent talent for its global client base; and a minority equity investment by Kelly Services Inc. (NASD: KELYA).Founded in 2007, Business Talent Group had $45 million in 2017 gross spend on its platform, according to Staffing Industry Analysts’ The Gig Economy and Human Cloud Landscape: 2018 Update. […]

  • UK – Government slammed over employing low-paid temporary workers to make crucial decisions on human trafficking (The Independent)

    The Home Office has come under criticism over its commitment to tackling modern slavery after it emerged the department was employing temporary workers on low pay to make “crucial” decisions about trafficking cases, reports The Independent. An online job ad for national referral mechanism (NRM) decision-maker, a role responsible for deciding whether individuals referred to the government’s trafficking identification framework are genuine victims, reveals they receive a salary of “up to £9.08 per hour” – 33 pence above the living wage. The role is marked as temporary and appears to require no previous experience. Member of Parliament Frank Field said it was “appalling” that the role was being advertised as such a junior position while MP Paul Blomfield said he would take the issue up with the Home Secretary.Police, local authorities and other agencies are required to refer people into the NRM if they suspect they are a victim of modern slavery. The decision-makers then assess the information provided and decide whether the individuals are genuine victims. When a decision is negative, the case is dismissed and the person will stop receiving Home Office support.  Modern slavery charities have said that incorrect decisions are “commonplace”.A Home Office spokesperson stated that the NRM is being reformed, adding that new measures include recruiting a number of temporary staff to help ensure quicker, more effective decision-making. The spokesperson also stated that candidates receive extensive training and are constantly monitored. […]

  • Japan – PA Co full year revenue growth receives boost from temporary staffing, but net loss widens

    Japanese temporary staffing firm PA Co (4766: JP) reported revenue for the full year ended 31 December of JPY 2.55 billion (USD 23.0 million), up 4.0% compared to the same period last year. PA Co reported a net loss attributable to parent company shareholders due to recording a loss on disposal of fixed assets of JPY 9 million (USD 81,480) and loss on disposal of debts of JPY 13 million (USD 0.1 million).The group reported a loss on devaluation of investment securities of JPY 4 million (USD 36,200) due to extraordinary loss, impairment loss of JPY 62 million (USD 0.5 million) for “automatic type-setting system etc.,” as well as a litigation related loss JPY 36 million (USD 0.3 million). PA Co also carried out an upfront investment in aggressive expansion of nursery facilities, with an operating loss of JPY 7 million (USD 63,300). (JPY millions) 9 months 2018 9 months 2017 Change 9 mos. 2018 (USD millions) Revenue 2,551 2,453 4.0% 23.0 Operating Profit -7 -38 N/A 0.0 Net Income -122 -21 N/A -1.1 PA Co operates Information Services and Temporary Staffing Services. The Information Services segment publishes free job information magazines and sales promotion information publications; offers sales promotion tools through mobiles, and operates recruitment websites for full-time employers focusing on mobile sites. The group also operates a nursery business.Net sales in the temporary staffing business during the current consolidated fiscal year were JPY 409 million (USD 3.7 million), up 13.2% from the same period last year.Net sales for the information service business during the current consolidated fiscal year were JPY 1.77 billion (USD 16.0 million), down 4.3% from the same period last year.Sales of the nursery business during the consolidated fiscal year under review were JPY 362 million (USD 3.2 million), a 50.7% increase from the same period last year.Meanwhile, net sales for other businesses for the current consolidated fiscal year were JPY 9 million (USD 81,480) (no sales were posted in the same period of the previous fiscal year).Looking ahead, the company forecasted revenue of JPY 2.7 billion (USD 24.4 million) for the full year ended December 2018.In trading today PA Co shares closed at JPY 161.00 (USD 1.46), down 1.23% on the day and 40.00% above the 52 week low of JPY 115.00 (USD 1.04) set on 4 January 2019. Based on its current share price the company has a market value of JPY 1.83 billion (USD 16.5 million). […]

  • Australia – IT employers offering higher salaries to attract top talent, Robert Half finds

    Most Australian Chief Information Officers say it is more challenging to attract qualified IT professionals to their organisation compared to five years ago. According to Robert Half’s research this suggests that companies need to adjust their staff attraction initiatives in a skills-short market.Robert Half said the incentive used by most employers to attract top talent is a higher salary.While Robert Half’s research showed that 50% of CIOs are offering higher remuneration (base pay and/or bonus) to attract top IT talent, other initiatives include offering additional employee benefits (42%), and promoting an enhanced work culture (38%) such as health and wellbeing programs. Andrew Morris, Director of Robert Half Australia commented, “As Australia’s IT sector booms, companies are calling for the highest calibre candidates to remain competitive, drive innovation and implement new technologies faster than ever before. Consequently, as top IT talent becomes more highly sought-after in Australia’s tightening IT talent pool, companies are required to offer competitive salaries in order to successfully attract, recruit and retain the most skilled and talented candidates.”“To be effective at attracting and retaining top talent, remuneration should be part of a wider, ongoing dialogue between employer and employee as the most appealing remuneration packages are those that are tailored and designed with individual employees in mind,” Morris said. “Through open communication channels, employers can establish and implement incentives that appeal to individual motivations. This is especially true for millennial-aged workers who tend to favour professional development opportunities over a higher salary, and workers with children who may value increased annual leave and flexible hours more highly.&rdquo […]

  • Australia – Minerals Council urges opposition party to rethink labour hire crackdown (The Australian Financial Review)

    The Minerals Council of Australia is urging Australia’s Labour party to rethink a planned crackdown on casualisation and labour hire, warning that the industry relies on workforce flexibility to remain globally competitive, The Australian Financial Review reports. The Labour Party has pledged to boost the pay, entitlements and protections of casual labour hire workers. Chief Executive of the Minerals Council Tania Constable said, “We want to work with them so they understand that our industry is not there trying to take advantage of workers.” The Minerals Council of Australia represents Australia’s exploration, mining and minerals processing industry. […]

  • China – Didi Chuxing to lay off 15% of its workforce (Reuters)

    Chinese human cloud ride-hailing firm Didi Chuxing will lay off 15% of its staff or about 2,000 people this year, Reuters reports. Reuters also reported that Didi CEO Cheng Wei said the firm would focus on core mobility services and cut business units considered not critical to its main ride-hailing business in 2019. However, it was also reported that Didi will aim to hire more than 2,000 employees to focus on safety technology, product engineering and international expansion with the goal of maintaining its overall employee count (approximately 13,000). In 2016, Didi drove Uber out of the Chinese market, however the company lost approximately $1.6 billion in 2018, according to Chinese tech news site 36kr. […]

Latest Research

  • RPO Provider List

    The RPO Providers listed in this document represent the providers that SIA has visibility of and represent companies from all regions; Americas, EMEA and APAC. Users can apply filters based on whether they are interested in regional capability or a specific industry focus.Providers included on the list evidence RPO capability either as a primary or secondary service based on the SIA definitions of RPO outlined below:Recruitment Process Outsourcing A service segment of the Process Outsourcing Industry, RPO is the partial or full outsourcing of the internal recruitment function to a third-party specialist provider, which serves to provide the necessary skills, activities, tools, technologies, related recruitment supply chain partners and process methodologies to assume the role of the client’s recruiting department by owning and managing its recruitment process and related recruitment supply chain partner relationships. RPO is more commonly used as a method for employers to recruit direct-hire personnel, particularly in the US. In Europe, contingent workers will also be included within that scope in some instances.Click below to download the report: RPO Providers List 20190215 - You do not have permission to view this object. […]

  • Staffing Trends in 2019

    IntroductionLast year, SIA provided an overview of the most important staffing trends highlighting eight key topics. The aim of this report is to provide an update on these trends and to discuss how they are likely to affect the market in 2019. We don’t see any new trends worth noting this year to add to those we identified 12 months ago, however, there have certainly been some interesting new developments of note within existing trends. Our eight trends are: The global economy Technology/automation Skills shortages Legislation Gig economy Public perception Procurement sophistication Rise of Asia We have also created a SWOT analysis highlighting the strengths, weaknesses, opportunities and threats the staffing industry currently faces.To download the full report, please click below: Staffing Trends 30012019 - You do not have permission to view this object. […]

  • US Jobs Report: February 2019

    Event- On a seasonally adjusted basis, total nonfarm employment rose by 304,000 in January, according to the US Bureau of Labor Statistics (BLS) in its monthly jobs report. Temporary help services employment was about the same as the prior month, adding 1,000 jobs, and the temporary staffing penetration rate was 2.03%. The national unemployment rate rose from 3.9% in December to 4.0% in January.Background and Analysis- On a year-over-year (y/y) basis (January 2019 over January 2018), total nonfarm employment was up 1.9%, and monthly job gains have averaged approximately 234,000 over the past 12 months. Temporary help employment was up 2.7% y/y, with monthly job gains averaging approximately 6,600 over the past 12 months.Of the 15 major industry groups, the three that most drove total nonfarm employment growth in January (on a seasonally adjusted basis) were leisure and hospitality (+74,000), construction (+52,000), and healthcare and social assistance (+45,400). Information was the only decliner for the month, down by 4,000 jobs. On a y/y percentage basis, natural resources/mining, construction, and transportation and warehousing continue to be the three strongest, up 8.7%, 4.7%, and 4.1%, respectively.Y/y growth in average hourly earnings was 3.2% in January, down slightly from an upwardly revised 3.3% in December.BLS Revisions- The change in total nonfarm payroll employment for December was revised from +312,000 to +222,000, and the change for November was revised from +176,000 to +196,000. With these revisions, total nonfarm employment gains were 70,000 lower than previously reported.The change in temporary help services employment for December was revised from +10,300 to +7,900, and the change for November was revised from +10,500 to +1,300. With these revisions, temporary help employment growth was lower than previously reported by 11,600 jobs.In addition to the revisions to the last two months from the previous month’s report, which BLS typically does with each monthly report, this month BLS also performed its annual revision to their benchmarking and seasonal adjustment factors, which revises data over the past several years. In last month’s report, the temporary agency penetration rate was at a record 2.06%. As a result of revisions, the “record” penetration rate is now 2.05%, from December 2015. The penetration rate now stands at 2.03%, below that level. This is not the first time the penetration rate has inched its way to a record, only to give up considerable gains in the annual revision. A year ago, the penetration rate was also at a record 2.10%, and then after the annual revision, the record was once again the 2.05% level from December 2015. As long ago as December 2014, the penetration rate was at a record and above 2.10%. After the annual revision, that month’s rate was 2.04%.Staffing Industry Analysts’ Perspective- The small rise in the unemployment rate may have been driven by the partial government shutdown (the rise in the participation rate has been cited as a factor, but the actual number of people in the labor force declined slightly in January). In the household survey, on which the unemployment rate is based, workers on temporary layoff are classified as unemployed.The government shutdown does not appear to have had a major effect on the headline number for total nonfarm employment, as January experienced a robust increase of 304,000 jobs. BLS noted that in the establishment survey (on which that number is based), federal employees on furlough during the partial shutdown were considered employed because they worked or received pay or will receive pay for the reference pay period. In fact, employment in the government industry group rose by 8,000 in January, after rising by 16,000 in December.BLS does go on to note, however, that federal contractors who did not work or receive pay during the partial federal government shutdown were not counted among the employed in the establishment survey, which raises the question of whether the shutdown was a factor behind the soft temporary help number.After the downward revision to November, and this month’s soft growth of 1,000, the recent trend in temporary help employment suddenly looks much less stellar than it did last month. The next two months should be telling as to whether this change is part of the typical month-to-month volatility, or indicative of a real trend of temporary employment softening as an early indicator of an economic slowdown.Members may download our jobs report tool by selecting the link below. Monthly Employment Situation February 2019 - You do not have permission to view this object. […]

  • North America Internal Staff Survey 2019: Initial Findings

    Key Findings: This report contains the initial findings of the North America Internal Staff Survey 2019, implemented in conjunction with the 2018-2019 Staffing Industry Analysts “Best Staffing Companies to Work For” competition. It includes the complete survey questions and summary statistics. The survey was conducted in late 2018 and reflects the opinions of 16,867 internal staff respondents from 228 North American staffing firms; no single firm accounted for more than 8% of respondents. Note: respondents are the internal staff of staffing firms (e.g., recruiters, salespeople, etc.), not including placed temporary workers. Data includes: respondent demographics (age, gender, etc.), compensation, years of experience, remote/at home work, satisfaction measures, and career ambitions. To access the complete report, please select the link below: North America Internal Staff Survey 2019 Initial Findings 20190131 - You do not have permission to view this object. […]

  • UK Internal Staff Survey 2019: Internal Findings

    Key Findings: This report contains the initial findings of the UK Internal Staff Survey 2019, implemented in conjunction with the 2018-2019 Staffing Industry Analysts “Best Staffing Companies to Work For” competition. It includes the complete survey questions and summary statistics. The survey was conducted in late 2018 and reflects the opinions of 909 internal staff respondents from 16 UK staffing firms; no single firm accounted for more than 19% of respondents. Note: respondents are the internal staff of staffing firms (e.g., recruiters, salespeople, etc.), not including placed temporary workers. Data includes: respondent demographics (age, gender, etc.), compensation, years of experience, remote/at home work, satisfaction measures, and career ambitions. To access the complete report, please select the link below: UK Internal Staff Survey 2019 Initial Findings 20190209 - You do not have permission to view this object. […]

  • RPO Provider List

    The RPO Providers listed in this document represent the providers that SIA has visibility of and represent companies from all regions; Americas, EMEA and APAC. Users can apply filters based on whether they are interested in regional capability or a specific industry focus.Providers included on the list evidence RPO capability either as a primary or secondary service based on the SIA definitions of RPO outlined below:Recruitment Process Outsourcing A service segment of the Process Outsourcing Industry, RPO is the partial or full outsourcing of the internal recruitment function to a third-party specialist provider, which serves to provide the necessary skills, activities, tools, technologies, related recruitment supply chain partners and process methodologies to assume the role of the client’s recruiting department by owning and managing its recruitment process and related recruitment supply chain partner relationships. RPO is more commonly used as a method for employers to recruit direct-hire personnel, particularly in the US. In Europe, contingent workers will also be included within that scope in some instances.Click below to download the report: RPO Providers List 20190215 - You do not have permission to view this object. […]

  • UK Buyer Survey 2018

    Key FindingsThis report comprises the 2018 Workforce Solutions Buyer Survey results for companies in the United Kingdom. A few examples of the research findings you will find in our latest survey are: Contingent share of workforce: Respondents reported a median 19% and average (mean) 22% contingent share of their total workforce. Use of supplier management strategies: Of the supplier management strategies listed in our survey, the most common by far was use of a VMS (vendor management system) with 83% of respondents noting they have one in place. Use of an MSP (managed service provider) was second, at 77%. Satisfaction with suppliers: On a scale from 0 to 10 (with 10 equal to “very likely”), we asked organizations whether they would recommend their various workforce solutions suppliers. The average scores for staffing supplier, VMS and MSP were favorable, with 7.42, 7.33 and 7.45, respectively. The average scores for ATS (applicant tracking system), job board and RPO (recruitment process outsourcing) were less than favorable, with 5.90, 5.74 and 5.95, respectively. Assignment limits: The share of respondents noting they have assignment limits for contingent workers was 60%. Assignment limits of one to two years were noted by 91% of respondents that had such limits. MSP features for statement-of-work projects: Of the features listed in the survey, the two most commonly indicated were and “on/offboarding SOW workers” (32%) and “invoicing and bill-pay services” (22%). The full report can be downloaded by clicking the link below:  WF Solutions Buyer Survey 2018 UK Full Report 20190201 - You do not have permission to view this object. […]

  • Staffing Trends in 2019

    IntroductionLast year, SIA provided an overview of the most important staffing trends highlighting eight key topics. The aim of this report is to provide an update on these trends and to discuss how they are likely to affect the market in 2019. We don’t see any new trends worth noting this year to add to those we identified 12 months ago, however, there have certainly been some interesting new developments of note within existing trends. Our eight trends are: The global economy Technology/automation Skills shortages Legislation Gig economy Public perception Procurement sophistication Rise of Asia We have also created a SWOT analysis highlighting the strengths, weaknesses, opportunities and threats the staffing industry currently faces.To download the full report, please click below: Staffing Trends 30012019 - You do not have permission to view this object. […]

  • RPO Provider List

    The RPO Providers listed in this document represent the providers that SIA has visibility of and represent companies from all regions; Americas, EMEA and APACUsers can apply filters based on whether they are interested in regional capability or a specific industry focus.Providers included on the list evidence RPO capability either as a primary or secondary service based on the SIA definitions of RPO outlined below:Recruitment Process Outsourcing A service segment of the Process Outsourcing Industry, RPO is the partial or full outsourcing of the internal recruitment function to a third-party specialist provider, which serves to provide the necessary skills, activities, tools, technologies, related recruitment supply chain partners and process methodologies to assume the role of the client’s recruiting department by owning and managing its recruitment process and related recruitment supply chain partner relationships. RPO is more commonly used as a method for employers to recruit direct-hire personnel, particularly in the US. In Europe, contingent workers will also be included within that scope in some instances.Click below to download the report: RPO Providers List 20190215 - You do not have permission to view this object. &nbs […]

  • Staffing Trends in 2019

    IntroductionLast year, SIA provided an overview of the most important staffing trends highlighting eight key topics. The aim of this report is to provide an update on these trends and to discuss how they are likely to affect the market in 2019. We don’t see any new trends worth noting this year to add to those we identified 12 months ago, however, there have certainly been some interesting new developments of note within existing trends. Our eight trends are: The global economy Technology/automation Skills shortages Legislation Gig economy Public perception Procurement sophistication Rise of Asia We have also created a SWOT analysis highlighting the strengths, weaknesses, opportunities and threats the staffing industry currently faces.To download the full report, please click below: Staffing Trends 30012019 - You do not have permission to view this object. […]

  • Suppliers to Staffing Firms 2019 - January

    The Directory provides a comprehensive range of solutions and services that staffing firms may require to operate their businesses more efficiently and  effectively. 23 different categories ranging from advisors & consultants to payroll funding and back office technologies. Over 1,000 vendors spanning over 60 countries globally.  To download the complete report, please select the following link:  Directory of Suppliers to Staffing Firms 2019-January Update - You do not have permission to view this object. […]

  • Legal Calendar 2019: Asia Pacific

    Key Findings In Australia, Victoria’s labour hire licensing scheme comes into force in 2019; and large businesses will have an obligation to report on modern slavery risks in their supply chain. India is expected to move forward with two significant pieces of legislation during 2019: a national licensing scheme for staffing firms, and the Personal Data Protection Bill. Hong Kong, Japan, Singapore and South Korea all expand the scope of their employment rights and protections. Further information on most of the developments in this report can be found in the Asia Pacific Legal Updates published quarterly. To download the report, click below: Legal Calendar 2019_APAC_20190122 - You do not have permission to view this object. […]