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Global Daily News

  • Engineering staffing firm Belcan acquires Allegiant International

    Engineering consulting and staffing provider Belcan LLC acquired consulting firm Allegiant International LLC, its seventh acquisition in less than 36 months.The transaction closed June 13; terms were not disclosed.Allegiant, headquartered in Indianapolis, has a network of more than 750 professionals in three lines of service: advisory, tactical operations, and technical services. It provides business process outsourcing services to the automotive, aerospace, defense, medical and industrial supply chains. Allegiant in 2017 received the General Motors “Supplier of the Year” award for the second consecutive year.“Allegiant is known for its supply chain expertise, which makes it a highly strategic fit with Belcan’s existing manufacturing and supply chain services business,” Belcan CEO Lance Kwasniewski said. “Their attractive automotive industry customer base of blue chip OEMs and Tier 1 suppliers also strengthens Belcan’s position in this important segment.”Cincinnati-based Belcan supplies engineering, technical recruiting, and IT services to the aerospace, defense, industrial, and government services markets. It ranks eighth on Staffing Industry Analysts’ list of the largest engineering staffing firms in the US. […]

  • SThree gross profit rises 11%, up 9% in US

    SThree plc, which ranks on SIA’s list of largest global staffing firms, announced gross profit rose 11% in constant currency in the first half of the year ended May 31.The London-based staffing provider, which has operations in the US, reported growth in contract placement gross profit happened in all sectors, with particularly strong growth in continental Europe and the US. (£ millions) H1 2018 H1 2017 % change (in constant currency) H1 2018 (US$ millions) Contract £106.7 £94.2 14% $141.6 Permanent £41.7 £40.2 4% $55.3 SThree total £148.4 £134.4 11% $197.0 Gross profit rose 9% in the US, including a 16% rise in contract staffing. Revenue by geography   H1 2018 H1 2017 % change (in constant currency) H1 2018 (US$ millions) UK and Ireland £26.5 £27.1 -2% $35.2 Continental Europe £83.9 £69.1 18% $111.4 US £29.5 £29.7 9% $39.2 Asia Pacific and Middle East £8.5 £8.5 8% $11.3 Gross profit by industry   H1 2018 H1 2017 % change (in constant currency) H1 2018 (US$ millions) Information and communications technology £66.5 £59.7 9% $88.3 Banking and finance £20.1 £20.5 1% $26.7 Energy £14.0 £11.4 31% $18.6 Engineering £14.3 £11.8 17% $19.0 Life sciences £30.6 £28.8 11% $40.6 Other £2.9 £2.2 28% $3.8 Quote“We are pleased to have delivered an encouraging first-half performance, with our Continental Europe and USA businesses, in particular, showing strong growth through the second quarter, said Chief Executive Gary Elden. “Our contract business continues to grow robustly across all sectors, with Continental Europe and the USA both delivering double-digit growth in GP. Permanent achieved an improved performance during the first half, driven primarily by Continental Europe but also by our small and fast-growing business in Japan.” Share price and market capShares in SThree were up 2.12% to £337.00 at market close. The company had a market cap of £423.31 million, according to Yahoo. […]

  • NES acquires California-based life sciences talent provider

    Staffing firm NES Global Talent acquired Redbock LLC, a talent provider to the pharmaceutical, biotechnology and medical devices industries. The transaction is aimed at bolstering the life science capabilities of NES.RedBock, headquartered in Cupertino, Calif., provides contingent staffing, in-sourced project teams and project management.“Talent continues to complement our organic growth approach with strategic acquisitions that fit our business,” said Tig Gilliam, CEO of NES. “We were delighted to find this opportunity with Redbock.”NES has a global network of more than 45 offices in 28 countries. It also has regional centers in Manchester, UK; Dubai; Singapore; Perth, Australia; and Houston.The company provides staffing to the oil and gas, power, life sciences, construction, manufacturing, mining, chemical and IT sectors. […]

  • Former CareerBuilder exec sues company for sexual harassment

    A former CareerBuilder executive sued the company in federal court claiming sexual discrimination. The suit says the company had a culture that turned a blind eye toward sexual harassment and bullying of women. Examples of discrimination in the suit includes a male executive who, uninvited, followed a female executive to her hotel room as well as a female executive who tried to make other women cry.Plaintiff Lori McInerney filed the lawsuit Tuesday. McInerney started at CareerBuilder in September 2002 and received upwards of eight promotions, it said. Her employment was terminated on March 15, 2017, after bringing forward allegations.The lawsuit’s complaint says female executives feared that reporting bad behavior would negatively impact their careers or result in them being fired. McInerney began suffering migraine headaches caused by the stressful environment, at one point being admitted to an emergency room during her tenure at the job board.CareerBuilder, based in Chicago, ranks as the fourth-largest job board in the world with estimated 2016 revenue of $669 million. It was sold last year to an investor group led by affiliates of Apollo Global Management along with the Ontario Teachers’ Pension Plan Board.The allegations presented come from the complaint in the lawsuit and represent the plaintiff’s side, but they include:When McInerney left a hotel bar on Jan. 23, 2016, a senior sales executive, Douglas Hoodack, allegedly said he was coming to her room and followed her, according to the suit. Chief Sales Officer John Smith allegedly gave Hoodack a nod of approval.McInerney told Hoodack repeatedly “no,” but he wouldn’t leave saying “What the f**k are you going to do? I’m not leaving,” according to the lawsuit. He only relented when a customer happened to walk by. The same executive allegedly followed another female worker to her room and would not leave until she screamed.In a separate incident, another senior sales executive, Jason Lovelace, asked McInerney in front of other executives and employees if she would have sex with a married person such as himself.In 2016, McInerney started a position where she worked under Mary Delaney. Delaney had a reputation for being tough on female employees and that most women who worked for her quit, according to the lawsuit. Delaney “bragged on several occasions of how she likes to make women cry in the work place because they need to ‘toughen up.’”“Delaney’s abusive and discriminatory conduct was pervasive throughout McInerney’s time working with her,” according to the lawsuit. “For example, Delaney made disparaging comments on McInerney’s status as a recent divorcee and single mother. She also made numerous references to her personal life and physical attributes — including several references to her breasts. Delaney did not make similar comments to male employees — either about their physical appearance or marital status.”The lawsuit claims discrimination, retaliatory discharge and intentional infliction of emotional distress.Other sexual harassment lawsuits related to the staffing industry have also occurred recently. Real Time Staffing Services Inc., doing business as Select Staffing in Albuquerque, allegedly allowed female employees to be subject to sexual harassment while assigned to a unit of the Albuquerque Police Department, according to the US Equal Employment Opportunity Commission. The agency has filed a lawsuit against the staffing firm and announced it this week. […]

  • Hawaii posts lowest jobless rate in May

    Hawaii posted the lowest unemployment rate among all states in May at 2.0%, the US Bureau of Labor Statistics reported. North Dakota was next at 2.6% on a seasonally adjusted basis, followed by Iowa and New Hampshire, both at 2.7%.Alaska recorded the highest jobless rate among all states at 7.2% in May.The BLS reported unemployment rates fell in May in 14 states; the largest was a 0.3 percentage point decease in New Mexico.The national unemployment rate edged down from April to 3.8%, 0.5 percentage point lower than in May 2017. […]

  • UK – SThree publishes upbeat trading update, group gross profit up 11% in constant currency

    International recruitment firm, SThree (STHR: LSE) published a trading update for the six months ended 31 May 2018 with group gross profit up 11% in constant currency when compared to the same period last year. Second-quarter gross profit was up 13% in constant currency when compared to the previous year.SThree reported group gross profit for H1 was as follows. (£ million) H1 2018 H1 2017 Change in Constant Currency Contract 106.7 94.2 14% Permanent 41.7 40.2 4% Group Total 148.4 134.4 11% Contract and Permanent split for H1 2018 was 72% for Contract and 28% for Permanent. The group stated that growth in Contract was driven by Continental Europe and USA while growth in Permanent was driven by Continental Europe and Japan. The growth in these markets more than compensated for the weakness in the UK & Ireland where gross profit declined by 2%.Gross Profit by region was as follows. (£ million) H1 2018 H1 2017 Change in Constant Currency UK & Ireland 26.5 27.1 -2% Continental Europe 83.9 69.1 18% USA 29.5 29.7 9% APAC and Middle East 8.5 8.5 8% Gross Profit by sector was as follows. (£ million) H1 2018 H1 2017 Change in Constant Currency ICT 66.5 59.7 9% Banking and Finance 20.1 20.5 1% Energy 14.0 11.4 31% Engineering 14.3 11.8 17% Life Sciences 30.6 28.8 11% Other 2.9 2.2 28% "We are pleased to have delivered an encouraging first half performance, with our Continental Europe and USA businesses, in particular, showing strong growth through the second quarter,” Gary Elden, Chief Executive, said. "Our Contract business continues to grow robustly across all sectors, with Continental Europe and the USA both delivering double digit growth in gross profit.”“Permanent achieved an improved performance during the first half, driven primarily by Continental Europe but also by our small and fast-growing business in Japan,” Elden said."We are continuing to invest in headcount in our high performing teams, consistent with our vision to be the number one STEM talent provider in the best STEM markets.  We remain on track with the delivery of our five-year growth strategy which we outlined at the Capital Markets Day in November 2017,” Elden said."Looking ahead, the continued momentum of our Contract business and improved Permanent yields leaves us well-positioned for the second half and our expectations for the full year remain unchanged,” Elden said.As of last trade SThree traded at £341.00, up 3.33% on the day and 12.56% below its 52-week high of £390.00, set on 12 January 2018. Based on its current share price the company has a market value of £436.55 million. […]

  • France – Groupe Partnaire acquires Inter-Conseil

    French recruitment firm Groupe Partnaire announced that it has acquired French temporary staffing firm Inter-Conseil.Founded in 1995 in Metz, Inter-Conseil, delegates around 2,500 temporary workers every day in France, via a network of some fifty agencies spread over the national territory and has €100 million in turnover. The company also operated in Luxembourg.According to Partnaire, this acquisition enables the group to significantly accelerate its development and strengthen its operations at the national level.Partnaire, which operates in the industry, logistics, construction and tertiary sectors, said the acquisition is in line with its development strategy for 2022. Its main objectives for its 2022 strategy include ‘densifying the national network’, ‘settling in new European countries’, ‘offering an optimal digital experience to customers and candidates’, and ‘developing innovative HR solutions in partnership with start-ups’.Philippe Gobinet, CEO of Partnaire, commented on the acquisition, “Partnaire and Inter-Conseil are entities with complementary skills. This qualitative merger gives us the best structural assets to make Groupe Partnaire a benchmark in Human Resources engineering, particularly by focusing on future initiatives with innovative digital tools and an expanded offer on payroll porting. Above all, our two companies also come together around the same values ​​ (reactivity, proximity, responsibility and operational excellence) implemented daily by our teams in the field.”“Thanks to this strategic alliance and this major contribution, the Partnaire Group consolidates its regional roots in the East and South-West of France while developing its national network. The group is also strengthening its expertise in heavy industry and construction through its new locations in strategic geographical areas,” Partnaire stated.Partnaire also has operations in Poland and Luxembourg. According to Partnaire, with the integration of Inter-Conseil, the group has 500 employees, 160 locations throughout the country and €400 million in turnover.No further financial details of the transaction were disclosed.Partnaire and Inter-Conseil ranked 14th and 18th, respectively on Staffing Industry Analysts list of Largest Staffing Firms in France for 2016. […]

  • Belgium – SD Worx expands footprint in temporary staffing market with acquisition of Dutch HR service provider Flexpoint

    SD Worx, a Belgian HR service provider, announced that it has acquired Dutch-based Flexpoint Group.Financial details of the transaction were not disclosed. SD Worx is acquiring all shares of the Dutch HR service provider.The Flexpoint Group includes a number of companies including Flexpoint, Easymatch Payrolling, Equipe, Trento Engineering, Trace and Redirect.These companies are active in the fields of temporary employment, secondment (temporary transfers of workers), recruitment & selection, career counselling, outplacement, specific payroll for temporary workers and HR consultancy. The group has been active for more than 20 years and has over 240 full-time employees and has around 50 branches in Belgium and the Netherlands. The group reported a turnover of €160 million in 2017.For SD Worx, this is the second acquisition within the temporary staffing market following its purchase of VIO Interim last year.Filip Dierckx, chairman of the Board of Directors of SD Worx Holding, commented, “So there are still a lot of growth opportunities in the staffing market, which goes beyond mere temporary employment. Think of recruitment & selection, assessment, project sourcing and outplacement, specialisations that Flexpoint Group has.”“Our ambition is to be among the top five in Belgium by 2031 within staffing, and to achieve strong growth outside Belgium,” Dierckx said. “In the Netherlands we want to accelerate the growth plan of the Flexpoint Group.”The acquisition becomes final once competition authorities approve it. […]

  • UK – De Poel Group rebrands to GRI

    UK-based MSP, de Poel Group, announced that it is rebranding following its acquisition by Geometric Results, or GRI, earlier this year.The de Poel Group is rebranding to GRI, publicly making the company and its employees all a part of the GRI family.GRI is a US-based global independent extended workforce solution provider. GRI is a portfolio company of Bain Capital Private Equity.Along with the name change for the de Poel Group, all corporate branding will also be modified.“We're thrilled to expand our staff and scope of services as a result of this acquisition.  There is no question that adding the former de Poel entity to our ranks will result in many positives, allowing us to expand our presence in the UK and globally," Art Knapp, GRI CEO, said.Andrew Preston, formerly de Poel's CEO and now GRI's CEO in the UK as well as COO of EMEA/APAC, will continue to lead the experienced management team.De Poel’s existing client base consists of over 145 private- and public-sector clients, with its vendor-neutral MSP programs supported by its own technology platform. "By becoming part of GRI, we have far greater opportunities to enhance our ability to serve our existing clients and expand into new areas,” Preston said.  “We know our new name will soon be the UK's most-recognised, built on the solid track records GRI and de Poel have worked so hard to secure.”GRI's existing global clients, with programs in more than 50 countries, will see no changes to their services."The services and solutions offered by de Poel allow GRI to expand our offerings into new verticals and countries," Knapp said.  "The immediate and long-term benefits will ultimately make the growing GRI entity an even more vital player in the non-employee labor marketplace.”De Poel was founded in 2001 and is based in Cheshire, UK. […]

  • Australia – Queensland Pizza Hut franchisee fined after misclassifying delivery driver as independent contractor

    A Gold Coast Pizza Hut store owner has been fined more than AUD 200,000 (USD 149,185) after breaking sham contractor laws and misclassifying and underpaying a delivery driver.The delivery driver, Humit Vijan, was employed between 1 November 2015 and 31 May 2016 and was underpaid AUD 6,248.41 (USD 4,660) during this time.The Pizza Hut store operator Dong Zhao treated Vijan as an independent contractor rather than an employee and he paid him AUD 16.00 (USD 11.92) an hour when, as an employee, Vijan should have been paid AUD 20.36 (USD 15.18) an hour.Vijan was also entitled to up to AUD 40.72 (USD 30.37) for overtime and public holiday work under the Pizza Hut enterprise agreement that applied to the business. Vijan was also underpaid a per-delivery entitlement, superannuation (pension program) and a uniform allowance.Zhao was fined AUD 36,700 (USD 27,378) and his company Skyter Trade Pty Ltd was penalised an additional $180,000 (USD 134,327). The penalties were levied in the Federal Circuit Court and were the result of legal action by the Fair Work Ombudsman. Zhao and his company also breached workplace laws by not producing employment records and providing false records to the Fair Work Ombudsman during its investigation.Zhao and his company admitted breaching sham contracting laws when it misrepresented to its delivery driver that he was an independent contractor.Vijan has also been paid back in full.In a similar story earlier this week, the Fair Work Ombudsman accused human cloud food courier firm Foodora of underpaying its workers and misclassifying them as contractors rather than employees. […]

  • China – Urban unemployment rate steady in May

    China’s surveyed unemployment rate in urban areas stood at 4.8% in May 2018, down from 4.9% in May 2017, according to data from the National Bureau of Statistics.The surveyed urban unemployment rate is calculated based on the number of unemployed people who have participated in the employment survey in urban areas, including migrant workers in cities.Mao Shengyong, spokesman for the National Bureau of Statistics, told China.org the data showed that the country's economic growth remained stable, but external uncertainties, which could affect domestic growth, have increased.Data from the bureau also showed that industrial output was 0.3% faster in May 2018 when compared to last year. […]

  • People – AWF Madison Group, JC Consulting, Parity Consulting

    AWF Madison Group, the New Zealand-based temporary staffing provider, announced changes to its senior leadership team. Steve Jackson, previously the COO of Madison Recruitment Limited, has been appointed General Manager Commercial. Jackson will be focussing his attention on group-wide projects, amongst which is the further development of solutions such as Managed Service; and the refinement of existing operational systems and processes to meet the needs of clients and candidates. Christian Brown, previously Chief Sales Officer, has been appointed General Manager Madison. He previously held management positions at Robert Walters. Tony Staub, who has been responsible for the finance function of the group, on a contract basis since the departure of prior CFO Nick Williams last year, will permanently assume the role of Commercial Director, where his focus will remain on the finance function. All three appointments will report to the CEO and will take effect immediately.JC Consulting, an executive search and consultancy company headquartered in Singapore, opened its first overseas office in Beijing this month. The JC Consulting Beijing Office comprises a team of six experienced search consultants focusing on the luxury retail industry. Jason Li will head the new Beijing office as Managing Director. “With two offices in Singapore and Beijing, JC Consulting will better support to our existing and new clients in the Asia region,” Li said. The company now specialises in executive search for middle to senior level positions in luxury and retail industry, legal space, and TMT sector (technology, media and telecommunications).Parity Consulting announced that it has appointed Matthew Bayfield as managing director. Bayfield was previously CEO for Field London, Ltd., and was also managing partner, head of data practice, EMEA, for OgilvyOne where he was responsible for developing market leading data products and professional services. […]

  • Asia Pacific – In Tech: Grab Holdings, Didi Chuxing

    Toyota Motor Corp. announced this week it will invest $1 billion in Grab Holdings Inc., a Singapore-based human cloud, ride-sharing firm. The deal includes appointing a Toyota executive to Grab’s board. In addition, a Toyota executive will be seconded to Grab to serve as an executive officer at the company. Grab operates in 217 cities in eight Southeast Asian countries. It acquired Uber’s Southeast Asian assets in March.A report by Staffing Industry Analysts, The Gig Economy and Human Cloud Landscape: 2018 Update,  ranks Grab as the fourth-largest business-to-consumer (B2C) human cloud platform after Uber, Didi Chuxing and Lyft.Meanwhile, Didi Chuxing, the third-largest B2C human cloud platform, announced plans to launch in Australia this month. The company bought Uber’s operations in China in 2016. Didi Chuing said it would launch its service in Melbourne from 25 June which will put it in direct competition with Uber. The business will be run by a Didi subsidiary in Australia. Didi Chuxing is the largest ride-hailing start-up in China with more than 450 million users across 400 Chinese cities. […]

Latest Research

  • Temporary Worker Survey 2018: Full Report

    Key Findings: The 2018 Temporary Worker Survey represents Staffing Industry Analysts’ seventh survey of the temporary worker population. A few key observations from the report: One in eight temporary workers are also using human cloud for employment. Altogether, 12.6% of temporary workers receive at least some income from either consumer-related (e.g., Uber, Handyman.com, etc.) or business-related human cloud services (e.g., UpWork, Guru, etc.). That usage may seem low, but it’s up from 9.2% in 2017, and further growth is likely inasmuch as awareness is sure to increase and the percent considering using these services is larger than those using them currently. Website and app demos key to getting temps to use them. Roughly a quarter of temporary workers are barely aware of staffing firm websites and apps, and many more get little use out of them. Awareness and perception of usefulness improves markedly with demos. The website/app feature temporary workers most want but don’t have: the ability to rate clients. More than three-quarters of temporary workers prefer full-time work. Their primary reason for choosing temporary work is as a method of either finding a permanent job or supplementing income while looking for a permanent job. That said, most would nonetheless take temporary work again; only 11% ruled out another temporary assignment altogether. What drives temp satisfaction. The factors that had the largest impact on temp satisfaction with respect to staffing firms were: trustworthiness of the agency, relationship with recruiter, responsiveness, and quality of assignments. The factors that had the largest impact on temp satisfaction with respect to clients were: being treated with same respect/friendliness as regular employees, quality of job orientation, and clarity of responsibilities and goals. Temporary worker demographics. The most male-dominated temporary jobs are: architect/engineer, IT programmer/engineer, and production/manufacturing. The most female-dominated occupations are: healthcare practitioner/worker, office/admin worker, and artist/designer. Temporaries varied little in age distribution across occupations. Temp work experience statistics. While weekly hours worked was generally reported to be 40 hours, in three occupations -- artist/designer, healthcare practitioner/worker, and sales & related -- a quarter of workers reported shorter hours. In two additional occupations -- architect/engineer and production/manufacturing worker -- a quarter of respondents reported working more than 40 hours per week. In almost every occupation for which there was adequate respondent participation, a quarter of temporary worker assignments were reported to be more than 52 weeks; among architects and IT programmers, more than half of temporary worker assignments are more than 52 weeks. To access the complete report, please select the link below: Temporary Worker Survey 2018 & Cumulative Index to 2012-2017 Surveys 20180611 - You do not have permission to view this object. […]

  • Temp Demographics And Work Experience Data

    Key Findings: Gender and age. The most male-dominated temporary jobs are: architect/engineer, IT programmer/engineer, and production/manufacturing. The most female-dominated occupations are: healthcare practitioner/worker, office/admin worker, and artist/designer. Temporaries varied little in age distribution across occupations. Number of agencies. Temporary workers typically sign up with just one agency; in almost all demographic sub-groups, that was the dominant answer. Weekly hours worked. In almost all sub-groups, temporary workers reported a workweek in the range of 40 hours. However, in three occupations -- artist/designer, healthcare practitioner/worker, and sales & related -- the 25th percentile was lower, at 30 hours, 24 hours, and 16 hours, respectively. In two additional occupations -- architect/engineer and production/manufacturing worker -- a quarter of respondents reported working more than 40 hours per week. Assignment length. Remarkably, in almost every occupation for which there was adequate respondent participation, a quarter of temporary worker assignments were reported to be more than 52 weeks; among architects and IT programmers, more than half of temporary worker assignments are more than 52 weeks. Assignment payroll (pay x assignment length) varies widely, and not strictly as a matter of skill level. For instance, median payroll from a healthcare assignment is not much more than that of an office/clerical assignment (reflecting shorter assignment lengths in healthcare), but the median IT assignment payroll is five time as much as either. Temp career. For the most part, temporary work seems to be a short-term experience, of about two to four years. However, for about a quarter of temporary workers this type of work seems to be a significant part of their working career if not their principle livelihood; in the top quartile, the typical number of years working as a temp is eight to eleven, and the number of assignments is typically five to eight. Compensation appears to be a key driver of how many years a worker is likely to keep taking temporary jobs. To access the complete report, please select the link below: Temporary Worker Survey 2018 Temporary worker demographics and work experience statistics 20180609 - You do not have permission to view this object. […]

  • The Human Cloud Landscape: 2018 Update

    The “human cloud” is an emerging group of technology companies that connect workers to (typically contingent) work through a website or some other digital platform. SIA has defined three human cloud business models: online staffing, crowdsourcing and online work services. In 2017, firms processed $82.4 billion in spend associated with the human cloud on a global basis. Human cloud companies that primarily sell to consumers (B2C), such as Uber, Lyft, Handy, Ele.me or Instacart, accounted for the vast majority of human cloud spend, generating $76.0 billion in spend, by our estimates. Human cloud companies selling primarily to businesses (B2B) generated $6.4 billion. Total global human cloud revenue grew approximately 65% in 2017, driven primarily by the B2C segment, which makes up more than 90% of human cloud spend. The B2B segment of the human cloud grew 19% year-over-year, by our estimates. Most B2B human cloud companies, while clearly internet technology companies, are also talent suppliers. Seeming hybrid models, such as just-in-time staffing, have thinned the line between online staffing and traditional temporary staffing. Furthermore, some consulting firms and traditional staffing firms have built their own human cloud applications. Small to medium-sized businesses continue to comprise the majority of demand in the B2B segment, though interest and adoption at large, enterprise clients is outpacing that of smaller firms, a favourable sign for B2B-focused firms. Recently, some vendor management systems (enterprise tech for managing staffing suppliers and procure temporary workers) have built integrations with human cloud vendors as part of their offering. Also, a new “breed” of online staffing, the “direct sourcing” platform, has emerged as an alternative to marketplace-driven online staffing models. In this report we refer to “independent workers”, “contingent workers”, “freelancers”, and “talent”, which, in the context of this report, are terms all used to describe the same thing: individuals who complete work through human cloud platforms, regardless of their tax classification. Unless noted otherwise, all currency in this report is presented in US dollars. The full report is available below:  Human Cloud Landscape 2018 Update - You do not have permission to view this object. […]

  • What Kind Of Work Do Temps Really Want?

    Key Findings: More than three-quarters of temporary workers reported that they prefer full-time work. Six percent of temporary workers said they ideally want temporary work through a staffing agency. The remaining 16% prefer freelancing, part-time, running their own business, consulting, temporary assignments directly through an employer, or gig work. Two groups notable for relatively strong interest in temporary agency work were healthcare temporary workers, among whom 25% said it was their preferred form of employment, and workers 56 and older, among whom 15% said it was their preferred employment. A related 2016 temporary worker survey found that the majority of temporary workers surveyed – 58% – stated that their primary reason for choosing temporary work was as a method of finding a permanent job. Another 12% chose temporary work to supplement income while looking for a permanent job. Eleven percent chose temping as a way to learn new skills or get work experience, 9% chose it to supplement income while not looking for a permanent position, and the remaining 9% chose to be a temporary worker for a variety of other reasons. Although temporary workers do not typically see temporary work as their ideal form of employment, nearly two-thirds -- 61% -- said they would be open to another temporary assignment at the end of their current assignment. Another 28% said they might be open to another assignment. Only 11% ruled out another temporary assignment altogether. Note: the top-level results reported here reflect the demographics of the survey sample, which may or may not precisely reflect the general temporary worker population. Survey response differences by pay, age, and occupation are noted throughout the report, and overall demographics are given on page 11. To access the complete report, please select the link below: Temporary Worker Survey 2018 What kind of work do temporary workers really want Why do they temp 20180604 - You do not have permission to view this object. […]

  • Largest Staffing Firms in Sweden 2018

    This report provides our latest estimate of the size of the Swedish staffing market and ranks the largest staffing firms by revenue. The market is dominated by Manpower, with a market share of 15%.  Randstad is the second largest staffing firm in the Swedish market (12% of market share), followed by Adecco (9%). Together, these firms account for 36% of the market.  Further market consolidation analysis can be found on page three of the report. 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. To download a copy of the report, click below: Largest Staffing Firms in Sweden - You do not have permission to view this object. […]

  • Engineering Staffing in the UK

    • The report provides an overview of the UK engineering staffing market. It includes a definition of the sector (p.4), a profile of the UK engineering staffing market in terms of job postings and in-demand skills (pp.5-8).Engineering staffing demand drivers and inhibitors are studied (pp.9-16) as well as wage data and the number of engineering enterprises by region (pp.18-19).• The outlook for the UK engineering staffing industry includes a fairly balanced mix of countervailing positive and negative indicators. Important demand drivers remain intact in the form of engineering technologies with significant runway for enterprise adoption, including the development what is termed ‘industry 4.0’ (p.12). High-level engineering talent is in short supply, creating recruiting challenges but simultaneously enhancing the value of staffing services, both in the form of permanent hiring and in providing contract labour to fill the gap in interim hiring needs.• Business confidence in the sector, however, continues to be adversely affected by ongoing uncertainty of the outcome of Brexit negotiations. With trade and immigration arrangements still to be decided and finalised, some multinationals are postponing both large infrastructure project investments and hiring (p.11).• This report should be read in conjunction with our ‘Largest Engineering Staffing Firms in the UK’ report.To download this report, please click on the link below. Engineering Staffing in the UK 20180615 - You do not have permission to view this object. […]

  • Largest Engineering Staffing Firms in the UK

    The UK engineering staffing market continued to grow in 2017 with market revenue increasing by 2%. We estimate that 7 firms generated at least 100 million in engineering staffing revenue in UK in 2017. The five largest firms control approximately a third of the market. Please note that we have ranked companies by revenue 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.   To download this report, please click on the link below. Largest Engineering Staffing Firms in the UK 20180615 - You do not have permission to view this object. […]

  • The Human Cloud Landscape: 2018 Update

    The “human cloud” is an emerging group of technology companies that connect workers to (typically contingent) work through a website or some other digital platform. SIA has defined three human cloud business models: online staffing, crowdsourcing and online work services. In 2017, firms processed $82.4 billion in spend associated with the human cloud on a global basis. Human cloud companies that primarily sell to consumers (B2C), such as Uber, Lyft, Handy, Ele.me or Instacart, accounted for the vast majority of human cloud spend, generating $76.0 billion in spend, by our estimates. Human cloud companies selling primarily to businesses (B2B) generated $6.4 billion. Total global human cloud revenue grew approximately 65% in 2017, driven primarily by the B2C segment, which makes up more than 90% of human cloud spend. The B2B segment of the human cloud grew 19% year-over-year, by our estimates. Most B2B human cloud companies, while clearly internet technology companies, are also talent suppliers. Seeming hybrid models, such as just-in-time staffing, have thinned the line between online staffing and traditional temporary staffing. Furthermore, some consulting firms and traditional staffing firms have built their own human cloud applications. Small to medium-sized businesses continue to comprise the majority of demand in the B2B segment, though interest and adoption at large, enterprise clients is outpacing that of smaller firms, a favourable sign for B2B-focused firms. Recently, some vendor management systems (enterprise tech for managing staffing suppliers and procure temporary workers) have built integrations with human cloud vendors as part of their offering. Also, a new “breed” of online staffing, the “direct sourcing” platform, has emerged as an alternative to marketplace-driven online staffing models. In this report we refer to “independent workers”, “contingent workers”, “freelancers”, and “talent”, which, in the context of this report, are terms all used to describe the same thing: individuals who complete work through human cloud platforms, regardless of their tax classification. Unless noted otherwise, all currency in this report is presented in US dollars. The full report is available below: Human Cloud Landscape 2018 Update - You do not have permission to view this object. […]

  • The Human Cloud Landscape: 2018 Update

    The “human cloud” is an emerging group of technology companies that connect workers to (typically contingent) work through a website or some other digital platform. SIA has defined three human cloud business models: online staffing, crowdsourcing and online work services. In 2017, firms processed $82.4 billion in spend associated with the human cloud on a global basis. Human cloud companies that primarily sell to consumers (B2C), such as Uber, Lyft, Handy, Ele.me or Instacart, accounted for the vast majority of human cloud spend, generating $76.0 billion in spend, by our estimates. Human cloud companies selling primarily to businesses (B2B) generated $6.4 billion. Total global human cloud revenue grew approximately 65% in 2017, driven primarily by the B2C segment, which makes up more than 90% of human cloud spend. The B2B segment of the human cloud grew 19% year-over-year, by our estimates. Most B2B human cloud companies, while clearly internet technology companies, are also talent suppliers. Seeming hybrid models, such as just-in-time staffing, have thinned the line between online staffing and traditional temporary staffing. Furthermore, some consulting firms and traditional staffing firms have built their own human cloud applications. Small to medium-sized businesses continue to comprise the majority of demand in the B2B segment, though interest and adoption at large, enterprise clients is outpacing that of smaller firms, a favourable sign for B2B-focused firms. Recently, some vendor management systems (enterprise tech for managing staffing suppliers and procure temporary workers) have built integrations with human cloud vendors as part of their offering. Also, a new “breed” of online staffing, the “direct sourcing” platform, has emerged as an alternative to marketplace-driven online staffing models. In this report we refer to “independent workers”, “contingent workers”, “freelancers”, and “talent”, which, in the context of this report, are terms all used to describe the same thing: individuals who complete work through human cloud platforms, regardless of their tax classification. Unless noted otherwise, all currency in this report is presented in US dollars. The full report is available below:  Human Cloud Landscape 2018 Update - You do not have permission to view this object. […]

  • Most Complex Contingent Markets Globally

    60 different contingent markets assessed across six Continents. Complex markets identified among both emerging and established contingent markets. Egypt and Venezuela are ranked the most complex locations at the moment, followed by Venezuela. Most complex Asian contingent market is Indonesia followed by the Philippines. The least complex markets in our analysis are the United States, followed by New Zealand and the United Kingdom. The markets that have become less complex compared to a year ago are: Nigeria, India, Malaysia and Saudi Arabia. The markets that have become more complex compared to a year ago are: Lithuania, Brazil and Turkey. To download a full copy of the report, click below: Most Complex Contingent Markets Globally 20180601 - You do not have permission to view this object. To download a copy of the Market Complexity Assessment Tool, click below: Market Complexity Assessment Tool 20180601 - You do not have permission to view this object. […]

  • MSP Market Developments: Part 1

    This report identifies vendors who are actively investing and developing their MSP services. In addition, this report has identified the development of MSP service offerings in the market. Key findings include:Unsurprisingly, compliance and cost savings continue to be key drivers for managing MSP programs. As technology and technology integrations become more important in supporting business adoption and process efficiencies, MSP vendors are beginning to drive technology preferences and leadership in building technology ecosystems and data warehouses to drive more value and benchmark visibility across the client base.MSP’s traditionally utilised procurement skills to support the sourcing aspects and vendor management aspects of the staffing supply chain. More recently, additional skill sets are enhancing MSP teams. For instance, recruitment and HR capability which relies on understanding talent quality and retention is invested in for the purposes of direct sourcing, and in particular Contingent RPO models.IT skills and change management skills are also being invested in to support the implementations and roll outs of programs. IT skills are being invested in to support the migration of staff augmentation consultants to SOW consultants. The greatest proportion of contingent workers in the MSP market by occupational category is IT. MSP’s are also investing in knowledge of IT as well as outsourcing procurement to enhance SOW selection and evaluation capability and services. MSP organizations are increasingly building specialisms and expanding delivery centers and best practices around different models. Providers are recognizing that services procurement is perceived by buyers as a specialist skill and they are accordingly investing in building specific services center of excellence teams. The buying cycle is more complicated as services contracts typically involve more risk for a party, the contracts are often longer, commercial assumptions are more complicated, there are more stakeholders as the service involves operations as well as transition, service specifications and responsibilities including associated SLA’s,  exit arrangements as well as the project transformation or transition all make contract for services typically more complicated by nature if compared to a project or transformation of the same functional and geographic scope.Supplier services are not limited to the management of staffing suppliers and MSPs continue to explore the value of online staffing through FMS platforms as well as worker tracking solutions. US based MSP vendors are showing the greatest evidence of an uptake in FMS services being embedded in an MSP supply base.Over 2017 MSP providers are continued to invest in delivery centers, Eastern Europe and India continue to be popular locations for these.Approximately 30% of MSP vendors also offer proprietary VMS technology and continue to develop products to support a technology-led MSP service.SIA recognizes three distinct evolutionary waves of MSP services: Wave 1.0: Sourcing Leveraging Scale Wave 2.0: Sourcing through Vendor Neutral Models Wave 3.0: Sourcing for Work  Click the link below to download the report:  MSP Market Developments - Part 1 20180531 - You do not have permission to view this object. […]

  • Global Staffing Forecast May 2018

    Key Findings We estimate that in 2017, the staffing industry generated USD 461 billion of revenue worldwide (EUR 409 billion). Three countries (US, Japan, UK) made up a majority of revenue. 90% of staffing revenue was made up by temporary staffing. SIA projects global staffing revenue to continue to grow by 7% this year. This robust growth is driven by double-digit growth in Japan, strength in several markets in continental Europe, and the continued surge in China and India as their economies develop. We forecast growth to decelerate slightly to 6% next year. Our global staffing market growth estimates and projections are on a constant-currency basis. While a generally healthy economic backdrop (3.9% global GDP growth projected for this year) is one factor driving the robust growth in the staffing market, the regulatory backdrop is important as well. Some countries such as Germany have been dealing with a tightening of labor regulations. Others, such as Italy, have benefited from labor reform. Another driver of growth has been that some countries with relatively low penetration rates have room to grow and are primed to do so at a time when there is increasing acceptance of staffing among clients in several markets. The full report can be downloaded by clicking the link below:  Global Staffing Industry Forecast May 2018 20180531 - You do not have permission to view this object. […]