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Global Daily News

  • US employers report strongest hiring outlook in 12 years: ManpowerGroup

    US employers report their strongest hiring intentions in 12 years, according to the first-quarter Manpower Employment Outlook Survey, released by ManpowerGroup Inc. (NYSE: MAN).The US ranked among the strongest outlooks for hiring among the 44 countries surveyed in the report. Other countries with solid hiring outlooks included Japan, Taiwan, Slovenia and Greece.“We’re seeing continued demand for skilled talent across the globe, as companies stay focused on business growth, especially in tight labor markets like the US,” said ManpowerGroup Chairman and CEO Jonas Prising. “We see positive hiring too across Europe despite some caution in Northern Europe where Outlooks are more modest.”In the US, ManpowerGroup’s survey found 23% of US employer respondents plan to increase staff in the first quarter — up from 21% in the year-ago quarter — while those planning to decrease remained unchanged from the prior-year quarter at 5%. This yields a seasonally adjusted net employment outlook of 20% for the first quarter compared to 19% for the same quarter in 2018.The survey encompassed more than 60,000 employers around the world, including more than 12,500 in the US.Employers in all 13 national industry sectors forecast an increase in payrolls during the first quarter. Employers in the transportation and utilities sector reported the strongest hiring intentions for the first quarter, with 30% planning to increase hiring and a seasonally adjusted net employment outlook of 28%. Leisure and hospitality followed with a seasonally adjusted net employment outlook of 27%. The net employment outlook for professional and business services is also strong at 25%.All regions in the US reported positive first-quarter hiring plans. Employers in the Northeast reported the strongest hiring prospects in more than 12 years. The strongest regional labor market is anticipated in the South, where employers expect the strongest labor market in more than 11 years.Employers in Delaware, Idaho, Hawaii, New Hampshire and Florida reported the strongest employment outlooks. Of the 100 largest metropolitan statistical areas, the strongest job prospects are expected in Daytona Beach, Fla.; Cape Coral, Fla.; Tampa, Fla.; Jacksonville, Fla.; and Raleigh, NC.“Increased employer optimism tells us employers have jobs to fill, yet we know they are struggling to find the talent they need from production line workers to IT professionals,” said Becky Frankiewicz, president of ManpowerGroup North America.With so many US organizations set to hire in an already tight labor market, skilled workers can call the shots, according to Frankiewicz.“We’ve seen large organizations increase wages and add new perks and benefits like unlimited paid time off to compete for talent,” she said. “Employers can increase their offer, yet ultimately there is a finite supply of skilled talent, unless we’re investing in development and giving employees the chance to upskill, move up and earn more.&rdquo […]

  • Adecco appoints exec to oversee online staffing businesses

    The Adecco Group appointed Teppo Paavola as chief digital officer and a member of the executive committee, effective Jan. 14, 2019. Paavola will oversee the Adecco Group’s portfolio of digital businesses, including Adia, a platform launched in 2017 that enables employers to request temporary staff for hourly or daily assignments; Vettery, a New York-based online recruitment platform for professional permanent recruitment that Adeco acquired this year; and YOSS, its new online staffing marketplace for freelancers and large enterprises. Paavola will also work to build more synergies between the group’s online and offline businesses, and to further develop opportunities with technology partners. He will be based at The Adecco Group’s global headquarters in Zurich.Paavola, a Finnish national, has extensive experience in building and scaling digital businesses. He most recently was chief development officer and general manager of new digital businesses at BBVA Group, and previously held senior business and corporate development, partnering and business unit leadership roles at PayPal, Nokia and GE Capital.“Teppo is a proven leader with a strong track-record of establishing and growing digital startups, including within multinational organizations,” Adecco CEO Alain Dehaze said. […]

  • Purchasing execs report increased hiring difficulty, higher wages: ISM

    A majority of manufacturing and nonmanufacturing purchasing executives in the US reported having difficulty hiring workers to fill open positions in the last six months and those raising wages for new hires increased, according to a report released today by the Institute for Supply Management.The report found 78.5% of manufacturing supply executives had difficulty hiring workers to fill open positions in the last six months — up from 67.7% in a similar survey one year ago — while just 21.5% reported no difficulty. Additionally, 56.7% said they have raised wages in the past six months to recruit new hires, up from 45.4% in the year-ago survey.Turning to nonmanufacturing supply executives, 72.8% said they had difficulty hiring workers to fill open positions, up from 65.0% a year ago, with only 27.2% reporting no difficulty.When it came to wages, 56.9% reported raising wages to recruit new hires in the past six months, up from 39.5% in the December 2017 survey.The questions were part of a series of four special questions asked in the ISM’s December 2018 Semiannual Economic Forecast.Overall, the report found executives expect revenue to increase at their businesses and a continuation of the economic recovery that began in mid-2009.“Manufacturing purchasing and supply executives expect to see growth in 2019. They are optimistic about their overall business prospects for the first half of 2019, with business continuing to expand through the second half of 2019,” said Timothy Fiore, chair of the ISM Manufacturing Business Survey Committee.In 2018, manufacturing experienced 12 straight months of growth from December 2017 through November 2018, according to Fiore.Manufacturing revenue is expected to increase 5.7% in 2019, and the employment base is expected to rise by 2.4%.Looking at nonmanufacturing, supply executives expect revenue to increase by 3.7% and employment to rise by 2.0%.“Nonmanufacturing supply managers report operating at 88.4% of their normal capacity, higher than the 85.5% reported in May 2018,” said Anthony Nieves, chair of the ISM Nonmanufacturing Business Survey Committee. “They are optimistic about continued growth in the first half of 2019 compared to the second half of 2018, with a projected increase in growth rate for capital reinvestment.&rdquo […]

  • Staffing exec settles lawsuit with former US Hispanic Chamber of Commerce CEO

    A lawsuit in Texas against a staffing executive that made headlines earlier this year has been settled, according to court documents.Staffing executive Nina Vaca, CEO and chairman of Pinnacle Group, had been sued by Javier Palomarez, former president and CEO of the United States Hispanic Chamber of Commerce and its foundation, claiming Vaca orchestrated his termination from the chamber’s foundation after he broke off a romantic affair with her, according to court documents. Vaca had argued, in her own filing, the lawsuit was designed to punish and chill her exercise of free speech and right to associate. Vaca is chairman of the chamber’s foundation.Court documents filed last week indicate the parties in the lawsuit have resolved all claims and causes of action.“The lawsuit brought by Javier Palomarez against the Foundation, current and former board members of the chamber and the foundation, the chamber’s former pro bono counsel, and BP America has been resolved and the lawsuit has been dismissed,” according to a statement by Brent Walker of Aldous Walker in Dallas, attorney for Vaca.Prior to dismissal, the case had been transferred to courts in Dallas County, Texas, from Harris County, Texas. […]

  • Nearly half of legal firms to add staff: Robert Half Legal

    Nearly half of lawyers expect their firms to hire in the first half of 2018, driven by demand for litigation and data privacy concerns, according to a study released today by Robert Half Legal. Forty-seven percent of lawyers interviewed anticipate their law firms or companies will add legal professionals in the first half of the year.Thirty-six percent of lawyers said they expect only to fill vacant posts, while 13% said they would neither fill vacant positions nor create new ones. Three percent of respondents anticipate staff reductions in the next six months.The research also found that on average, 22% of open positions at law firms/companies will be filled on a temporary, project or consulting basis.“An increase in litigation and regulatory matters is spurring demand for attorneys and legal support staff with relevant expertise,” said Jamy Sullivan, executive director of Robert Half Legal. “Many employers are seeking legal professionals with compliance, data privacy and commercial litigation experience, which is intensifying competition for specialized talent in these areas.”Litigation is expected to yield the most job opportunities from January through June, cited by 32% of attorneys surveyed. Within the litigation practice area, commercial litigation was identified as the leading driver of job growth, receiving 48% of the survey response.Other research findings: Ninety-one percent of lawyers said finding skilled legal professionals is somewhat or very challenging, and 44% of respondents said that a shortage of qualified candidates is the greatest challenge their law firm/company faces when hiring. The top full-time positions being added by law firms/companies in the first half of 2019 are lawyers at 77%, followed by legal secretaries and paralegals at 57% and 51% respectively. Eighty percent of lawyers are concerned about losing top performers to other opportunities. Flexible work arrangements, professional development opportunities and company perks were cited as the best incentives for retaining employees, aside from compensation or bonus. The survey is based on 200 telephone interviews with lawyers in the US who have hiring authority within their organizations. […]

  • Switzerland – The Adecco Group appoints new Chief Digital Officer

    The Adecco Group has appointed Teppo Paavola as Chief Digital Officer and a member of the Executive Committee, effective from 14 January 2019.In the newly created role of Chief Digital Officer, Mr Paavola will oversee the Adecco Group’s portfolio of digital businesses, including Adia, Vettery and YOSS. He will be responsible for expanding and scaling these businesses to assist the Adecco Group in its ambition to become the clear leader in the digital HR landscape of the future. Mr Paavola will also work to build more synergies between the Group’s online and offline businesses, and to further develop opportunities with leading technology partners.Teppo Paavola, a Finnish national, brings extensive experience in building and scaling successful digital businesses, as both a founder-entrepreneur and within large organisations. He was most recently Chief Development Officer and General Manager of New Digital Businesses at the global financial firm, BBVA Group, and has previously held senior business and corporate development, partnering and business unit leadership roles at PayPal, Nokia and GE Capital. Mr Paavola holds an MBA from INSEAD and a master’s degree in economics from the Helsinki School of Economics.Alain Dehaze, CEO of Adecco Group, said: “Teppo is a proven leader with a strong track-record of establishing and growing digital start-ups, including within multinational organisations. As part of our ‘Perform, Transform, Innovate’ strategy, the Adecco Group is establishing leading global platforms that span the complete HR solutions space, including online staffing, digital permanent recruitment and freelance. As these new digital businesses scale up and expand geographically, Teppo’s knowledge and expertise will be an invaluable asset.”“Technology is redefining the boundaries of the HR solutions industry and transforming the world of work,” said Teppo Paavola. “The Adecco Group has already begun to embrace this significant opportunity, embedding digital at the heart of everything it does. I am very excited to join its journey and look forward to leveraging my experience in digital transformation, across multiple industries and geographies, to make my own contribution to the future of work.&rdquo […]

  • UK – May delays Brexit vote, CBI calls for clarity

    A vote on Prime Minister Theresa May’s Brexit deal was delayed, possibly until as late as January, according to news reports. Parliament had been scheduled to vote on it today, but the vote was put on hold amid concerns that May didn’t have enough votes. The news comes amid a new study that found the UK economy could lose 750,000 jobs f the country fails to secure a close trading relationship with the European Union.The study by the UK Trade Policy Observatory found the job losses will be concentrated in cities and large towns. The report also looks at job losses by parliamentary constituencies.May’s delay was blasted by the Confederation of British Industry.“This is yet another blow for companies desperate for clarity,” CBI Director-General Carolyn Fairbairn said in a statement on Monday. “Investment plans have been paused for two and a half years. Unless a deal is agreed quickly, the country risks sliding towards a national crisis.”Fairbairn continued: “politicians on both sides of the Channel need to show leadership, by building consensus to protect both the UK and EU’s prosperity. No one can afford to head into Christmas with the threat of no-deal costing jobs and hitting living standards.”Separately, a report this week by Guidant Global found that 39% of hiring managers reported Brexit that has impacted access to talent.Brexit is a subject of concern for the recruitment industry and was also a topic discussed at the Staffing Industry Executive Forum Europe held last month in London. However, Brexit ranked behind IR35 and the General Data Protection Regulation in terms of concern among recruitment firms in a survey by Staffing Industry Analysts. […]

  • Europe – Optimistic hiring outlooks for Q1, UK employers expect 6% increase: ManpowerGroup

    Employers worldwide report optimistic hiring outlooks for the first quarter of 2019, according to the ManpowerGroup Employment Outlook Survey released today by ManpowerGroup Inc. (NYSE: MAN). Employers in all 26 countries surveyed in the Europe, Middle East and Africa region plan to hire next quarter.Employers in Slovenia and Greece reported the strongest outlooks at 19% and 18% respectively; Swiss employers continue to report the weakest hiring prospects in the region.However, some European countries show signs of softening hiring intentions amid trade tensions and Brexit uncertainty. Modest outlooks are reported in Germany, the Netherlands and the UK.In the UK, employers remain optimistic with plans for a 6% increase in hiring — stable when compared to the previous quarter. ManpowerGroup’s survey found employers in the construction sector continue to report the most optimism, with a 9% increase, leading to concerns over talent shortages as Brexit negotiations continue.The Spanish labour market is set to soften next quarter as employers report an outlook of 3%, down slightly from the previous quarter. However, optimistic employers in the wholesale and retail trade expect a 10% increase, the strongest hiring climate in 11 years.Manufacturing employers are reporting some of the most optimistic headcount increases for the first quarter in Hungary, Romania, Slovakia and Poland, driven by growth in the automotive industry.Overall, the Outlook Survey included more than 60,000 employers across 44 countries and territories.“We’re seeing continued demand for skilled talent across the globe, as companies stay focused on business growth, especially in tight labour markets like the US,” said ManpowerGroup Chairman and CEO Jonas Prising. “We see positive hiring too across Europe despite some caution in Northern Europe where outlooks are more modest. This year headwinds including new governments, continued uncertainty around whether a Brexit deal might be reached and concerns relating to global trade appear to have led some employers to adopt a wait and see approach to hiring.&rdquo […]

  • Italy – Average number of temporary employees up by 3.4% in October

    The average number of temporary employees rose by 3.4% year over year in October, according to data from Ebitemp, Italy’s bilateral organisation for temporary employment representing employers’ associations and unions.In addition, the number of hours worked by temporary agency workers rose by 7.6% on an annual basis in October. And the hours worked per worker increased 5.1%Growth in total salary in September was 9.7%, according to Ebitemp. […]

  • Asia Pacific – Hiring intentions strong in Asia Pacific, Japan leads the way

    Japan and Taiwan have the strongest hiring outlooks among eight countries and territories in the Asia Pacific region included in Manpower Group’s Q1 2019 Employment Outlook Survey.Japan anticipates the strongest hiring rate in 15 years with a net employment outlook of 27%. The net employment outlook is derived by taking the percentage of employers anticipating an increase in hiring activity and subtracting the percentage of employers expecting a decrease in hiring activity.The “transport and utilities” sector posted the strongest net employment outlook, 44%, among industry sectors in Japan. It’s up 12 percentage points from the previous quarter.ManpowerGroup’s report also found strong hiring in Taiwan with a net employment outlook of 21%Net employment outlooks were up across the Asia Pacific region.It also noted Chinese employers remained confident, with a net employment outlook of 10%. The country’s manufacturing net employment outlook was unchanged from the previous quarter at 8%.“Largely unaffected by the 2008 financial crisis, China's economy has diversified over the last decade, indicative of the country's efforts to expand its production and export-led economy to a consumer one,” according to ManpowerGroup.In addition to Asia Pacific, ManpowerGroup’s Employment Outlook Survey covers countries around the world — it comprises 44 altogether — and its survey includes more than 60,000 employers in those countries.Globally, 44 of the 43 countries plan to increase headcount in the first quarter. The strongest outlooks were in Japan, Taiwan, the US, Slovenia and Greece. However, some European countries are showing softening hiring intentions amid trade tensions and Brexit uncertainty. Only one country, Argentina, reported a negative outlook. […]

  • Singapore – Increased social media activity among top 10 recruitment trends

    Heightened social media activity ranks among the top 10 recruitment trends in Singapore, according to a press release by Hays.“As Singapore leads the way in social media penetration in South East Asia with 83% of the population on social media, it is not unusual that this number reflects the changing dynamics between employers, employees and prospective employees,” said Grant Torrens, Business Director at Hays Singapore. “2019 will not only see a continuous proliferation in the use of social media by employers to attract candidates, but also the rise in candidates making use of their social media profiles and presence as part of their professional branding.”The top 10 trends include: Social media – Heightened activity on social media from employers for branding and by candidates to enhance their personal brands. Flexi hours – A Hays survey found that 44% of organisations in Singapore actively promote flexible and agile working as the default position of their business. Digital skills in demand – Candidates with the right knowledge and willingness to learn will be sought. Diversity and inclusion – Data shows 40% of Singaporean organisations are implementing diversity and inclusion targets compared to an average 33% in Asia. Mobile-friendly job portals – 2019 will see a rise in the functionality of mobile platforms. Continuous learning – Job seekers are increasingly concerned about learning and development. Artificial intelligence in HR – AI is allowing HR teams to screen massive amounts of applications quickly. New technologies are also helping firms find passive candidates. Greater emphasis on cultural fit at interview – Many organisations are putting tests in place to assess if a job seeker aligns with their way of doing business. Temporary and contract work – Employers are better appreciating the benefits of contingent work, and candidates are more open to such positions. Greater emphasis on employee experience – Amid the tight talent market, this trend is seen as continuing in 2019. […]

  • New Zealand – Trade Me CEO holds off leaving company as private equity bids for firm

    Trade Me Group Limited (NZSE:TME) CEO Jon MacDonald will remain with the company beyond the end of the year, according to an announcement on Monday. Trade Me operates online commerce sites including job board Trade Me jobs.MacDonald announced his plans to step down last June but decided to lead the company on an interim basis after two private equity firms entered bids to acquire the firm.Apax Partners in November offered NZD 6.40 per share for 100% of the company’s shares. The deal was subject to several conditions, including the completion of due diligence. However, Hellman & Friedman last week offered to pay NZD 6.45 per share for 100% of the company. The company’s share price currently stands at NZD 6.12 which values the company at NZD 2.43 million.“The board has decided that it is in the interest of Trade Me and consistent with its fiduciary obligations to also engage with Hellman & Friedman on the new proposal,” according to the company. “The board notes that there is no certainty either proposal will result in an offer, or any other transaction, for Trade Me.&rdquo […]

  • India – Artificial intelligence finding talent, maybe lowering wages? (The Economic Times)

    Services that rely on sophisticated artificial intelligence algorithms to match workers and jobs may soon provide employers with access to a universe of prospective workers whom they might not otherwise have come across, The Economic Times reported. And while that could also help some candidates, there’s a potential downside for job seekers: Such algorithms may also lower wages in some fields, according to Bo Cowgill, an economist at Columbia University. […]

Latest Research

  • US Jobs Report: December 2018

    Event- On a seasonally adjusted basis, total nonfarm employment rose by 155,000 in November, according to the US Bureau of Labor Statistics (BLS) in its monthly jobs report. Temporary help services employment rose by 0.3% from the prior month, adding 8,300 jobs, and the temporary staffing penetration rate rose to a record 2.06%. The national unemployment rate remained at 3.7%.Background and Analysis- On a year-over-year (y/y) basis (November 2018 over November 2017), total nonfarm employment was up 1.7%, and monthly job gains have averaged approximately 204,000 over the past 12 months. Temporary help employment was up 2.9% y/y, with monthly job gains averaging approximately 7,200 over the past 12 months.Of the 15 major industry groups, the three that most drove total nonfarm employment growth in November (on a seasonally adjusted basis) include healthcare and social assistance (+40,100), manufacturing (+27,000), and transportation and warehousing (25,400). Four industry groups declined for the month, including natural resources/mining, which had been a strong performer and is still adding the most jobs on a y/y, percentage basis. Information is the only industry group showing a y/y decline (primarily driven by job losses in telecommunications).After y/y growth in average hourly earnings accelerated to 3.1% in October, growth remained at 3.1% in November.BLS Revisions- The change in total nonfarm payroll employment for October was revised from +250,000 to +237,000, and the change for September was revised from +118,000 to +119,000. With these revisions, total nonfarm employment gains were 12,000 lower than previously reported.The change in temporary help services employment for October was revised from +3,300 to +16,500, and the change for September was revised from +7,600 to +12,800. With these revisions, temporary help employment growth was greater than previously reported by 18,400 jobs.Staffing Industry Analysts’ Perspective- Regarding total nonfarm employment, job growth was slightly below expectations, but was within range of healthy growth for a labor market this tight. Additionally, unemployment remained at 3.7% as the labor market increased, and wage growth at least did not give back the acceleration seen in the prior month’s report.Regarding temporary employment, this month’s report was quite favorable, and not primarily due to the gain of 8,300 jobs in November (which would alone make for a solid month), but due to the revisions to October and September, which added another 18,400 jobs. As a result, the temporary agency penetration rate now stands at a record 2.06%.Members may download our jobs report tool by selecting the link below. Monthly Employment Situation December 2018 - You do not have permission to view this object. […]

  • Recent Developments in the Joint Employer Standard

    Key Findings There is no single definition of joint employment in US law. The lack of clarity over the definition of joint employment has led to confusion in recent years with differing interpretations of the law by courts, Department of Labor and the National Labor Relations Board. Recently, the Fourth Circuit United States Court of Appeals departed from the approach in eight other circuits so the likelihood of being considered a joint employer under the FLSA is substantially greater in Maryland, North Carolina, South Carolina, Virginia and West Virginia. In September 2018, the National Labor Relations Board released a Notice of Proposed Rulemaking to reverse the Browning-Ferris test of indirect control and impose a new “direct control test”. To download the full report, click below: RecentDevelopments_JointEmployerStandard_20181206 - You do not have permission to view this object. […]

  • Largest Clinical/Scientific Staffing Firms Globally

    The global clinical/scientific staffing market was worth £4.4 billion in 2017. The North American region is the largest market, representing 49% of the global market in 2017. Europe is the second largest region (30%), followed by the APAC region (18%). North America accounted for over a third of all new clinical trials. However, the number of new trials fell by 11% over the latest 12 month period. The number of new clinical trials in Europe increased by 13% over the same period. The top 25 largest firms providing clinical/scientific staffing services represented 65% of the global market in 2017. The Allegis Group, Kelly Services and Randstad lead this market. 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. Staffing firms varied in degree of financial transparency, and even when forthcoming with information, in some cases data provided was adjusted for greater accuracy and consistency. Therefore, for all firms in this report, revenue shown should be considered an estimation by Staffing Industry Analysts. To download a copy of the report, click below: Largest clincial scientific staffing Firms globally 20181205 - You do not have permission to view this object. […]

  • Online Job Advertising Landscape: 2018 Update

    Online job advertising firms are a collection of websites and phone applications that offer employers the ability to advertise local, national and/or international job postings. Staffing Industry Analysts has formally defined seven different business models in this segment: standard job boards, job aggregators, online classifieds, social media job sites, community sites, programmatic job advertising/job distributors and job post optimizers. We estimate global online job advertising revenue grew 14% in constant currency in 2017, reaching USD 13.9 billion. The three largest firms (Recruit, Linkedin, and Seek) control just over half of the market, by our estimates. While 2017 was generally a good year for the online job advertising industry, overall revenue growth belies a challenging and competitive environment, particularly for traditional job boards (still the predominant model), as basic job board functionalities have become commoditized and new business models and websites continue to capture market share. Job board brands have responded in a number of ways, from focusing on specific niches, trying to become dominant in specific geographies, to investing in or acquiring various talent acquisition technologies and expanding services beyond basic job postings and resume search. In late 2016, Google launched a job search product that indirectly competes with market leader Indeed, with the stated goal of partnering with job boards, staffing firms and other workforce intermediaries. In February 2017, Facebook also launched the ability to post and apply for jobs directly via their platform, and in September announced a partnership with ZipRecruiter to get more job postings on the site. The firm has since formalized its jobs “marketplace” and launched an education service for job seekers. Unless otherwise stated, all revenue in this report is in USD. The full report is available below:  Online Job Advertising Landscape 2018 Update - You do not have permission to view this object. […]

  • EMEA Financial Results Q318

    Key Findings Revenue in the 38 publicly traded staffing firms in the EMEA region rose by a median of 8.2% during Q3 18, compared to the same period in 2017. Among the companies included in this report, four reported a decrease in revenue. The median gross margin stood at -0.3% compared to last year. Median net income rose by 7.3%. Due to the varying nature of financial reporting styles across EMEA, some companies reported their revenue in only half years and other varying periods. UK – The report includes 15 UK-based staffing companies. The UK companies reported year-on-year median revenue growth of 11.7%. Two companies reported a decrease in revenue. Sweden – Of the six listed Swedish staffing firms, four reported revenue growth. Median revenue was up by 3.0% when compared to the previous year. Netherlands – All three listed Dutch companies reported a growth in revenue compared to last year. France – All three listed French staffing firms reported growth in revenue for Q3 2018. South Africa – All three listed firms reported growth in revenue Germany – Both listed German firms reported revenue growth UK staffing firm Servoca announced that it will delist in June. UK staffing firm InterQuest also delisted during the year. Uniflex and Poolia merged which led to Uniflex delisting. To download the full report, please click below: EMEA Financial Results Q318 - You do not have permission to view this object. […]

  • Poland Market Snapshot

    Our Market Snapshots provide an executive summary of the international staffing markets in EMEA and APAC.  They can be used as a barometer to assess the relative business environment within each market and are designed to help you whether you are a buyer or supplier of contingent labour; looking to move into a new market place or need to understand the different national factors you will encounter in managing your workforce internationally. To download the full report, click below: Poland Market Snapshot - You do not have permission to view this object. […]

  • GDPR Impact Six Months On

    On 25 May 2018, Europe’s laws on data protection underwent fundamental changes as the General Data Protection Regulation (EU 2016/679) (GDPR) came into effect, replacing the Data Protection Directive 95/46/EC. As the most significant development in data protection for 20 years GDPR has had a profound impact on the way governments and individuals approach the issue of data protection worldwide.Although it is only six months since GDPR came into force, a survey carried out by the International Association of Privacy Professionals (IAPP) for its Annual Privacy Governance Report 2018 in conjunction with EY gives an indication of its’ impact. The survey indicates it is not only businesses based in EU member state countries that are directly affected by GDPR but also organisations operating outside the EU. In this year’s survey, of the 550 respondents, 43% of privacy professionals were from the US, while 37% were from the European Union (including 13% from the UK). However, 76% believed their organisation fell within the scope of GDPR.Some of the significant findings include: Despite the long lead time of two years from the date the GDPR was passed by the EU to the date it came into force, only 44% of firms say they are fully compliant. 56% say they are not yet compliant, with 19% saying they will never be fully compliant. The other notable statistic is the cost of implementation. A majority of survey respondents are in the private sector, and as privacy professionals working within an organisation, the companies they represent are likely to be large companies. However, the average cost of implementation to date is estimated at USD 1.3m for a single organisation; with an estimated further USD 1.8m still to be spent to implement GDPR fully. Data protection is viewed as a standalone issue of corporate governance. Boards are now concerned with privacy issues and compliance on an ongoing basis rather than just when there is a data breach. It is no surprise that the hottest job description over the past year has been that of data protection officer with 75% of firms appointing somebody to that post. Few companies now regard themselves as totally in control of data processing. The survey found that 95% of respondents engage another company at some point to process data. For those organisations who identify as controllers, the survey found that one quarter had changed processor as a result of GDPR and 30% still plan to do so. Many companies now rely on standard contractual clauses to protect cross-border data transfers. In the event of a no-deal Brexit and if the EU-US Privacy Shield fails due to a lack of enforcement by the US government, these may become more important in the future. The IAPP predict that the first complaints post-GDPR will start to result in enforcement action around February next year. A Canadian firm that held voters’ data from the Brexit referendum is the first to be issued with an enforcement notice by the UK’s Information Commissioner’s Office (ICO).There have been no penalties issued by regulators under GDPR yet but reportedly since the GDPR came into force, there has been a 160 per cent rise in the number of complaints made to the UK’s Information Commissioner’s Office (ICO) on the same period in 2017. This is undoubtedly a result of the build-up to the GDPR which heightened individuals’ awareness of their data rights. Anecdotally employment lawyers are reporting that Subject Access Requests are now common in employment disputes as employees exercise their rights under GDPR.In terms of fines, under the preceding law, where the initial complaint arose before 25 May 2018, the maximum fine is £500k. Whereas, under the GDPR, companies can be fined €20 million (£16.5m) or 4% of their worldwide turnover, whichever is the greater.The ICO has issued the first fines for not paying the data protection fee set under the new Data Protection Act which came into force on 25 May 2018. More than 900 notices of intent to fine have been issued by the ICO since September, and more than 100 penalty notices are being issued to organisations across a range of sectors including business services, construction, finance, health and childcare.All organisations, companies and sole traders that process personal data must pay an annual fee between £60 and £2900 to the ICO unless they are exempt. Fines for not paying can be up to a maximum of £4,350.GDPR as the Gold StandardOne of the consequences of GDPR has been the wave of new legislation outside Europe taking GDPR as its’ template.In India, while data privacy is considered a fundamental right, there has been no legislation to enshrine that right in statute law. However, a proposed new law will introduce rights similar to those of EU citizens under GDPR including the right to access and correct one’s own data; portability of data from one service provider to another; and the right to be forgotten.These are also features of the first comprehensive law on data privacy in the US in California’s Consumer Privacy Act. Unlike other US federal laws, it is not limited to any specific type of data or sector of business.Both laws also impose obligations on businesses in relation to the collection and use of personal data, while India’s draft bill also imposes an obligation to store data in India.As the gold-standard of data privacy law, it is likely that many more jurisdictions will adopt similar legislation in the future. In particular, nations that want to trade with the EU will want to pass laws that ensure there is adequate protection for EU citizens’ data in those countries. A determination of adequacy by the European Commission enables data to flow between EU member states and those countries without the necessity of further safeguards, such as standard contractual clauses.For further information about global data protection laws read SIA’s Global Overview of Developments in Data Privacy 2018 Update.For information on implementing GDPR read the following reports: Implementing GDPR: A Guide GDPR FAQs For further information on the International Association of Privacy Professionals (IAPP) visit their website www.iapp.org &nbs […]

  • Salary report for the Netherlands

    Annual figures from the Netherlands’ national office of statistics (CBS) indicates that the average monthly wage gross was EUR 2,427 in 2017, and EUR 2,460 when including overtime pay. However, the average monthly wage (excluding overtime) was EUR 2,952 for male workers, and EUR 1,845 for female workers, highlighting the fact (in addition to any gender-related pay-gap) that women are more likely to work part-time than men.Deloitte’s European salary survey compares actual salary costs and the associated net pay levels in 19 European countries, including the Netherlands. The analysis covers five different salary bands in four different family situations, totalling 20 comparative calculations for each countryRobert Walters’ annual salary survey for Europe, covers occupations in a number of professionals occupations: accounting & finance, banking & financial services. engineering, human resources, information technology, legal, marketing, sales, supply chain & procurement. Walters People also publishes a Netherlands specific salary report. In addition, a salary benchmarking tool is available for the Netherlands.Robert Half’s annual salary guide is based on an independent study carried out annually in cooperation with two hundred Dutch CFOs, three hundred Dutch senior managers with responsibility for recruitment and more than 23,000 employees worldwide, 1000 of them Dutch.Adams Multilingual Recruitment specialises in matching multilingual and near-native English speakers with job opportunities in the Netherlands. The company produces an annual salary survey, based on data collected by their consultants. The insights are split by job role and years of experience.Dutch accounting recruitment specialist Profilink provides an overview of salaries in the segment, by role type and experience.Online media Intermediair.nl provides a salary benchmarking tool, by occupation, industry, education and experience.  In addition, Nyenrode Business University and Intermediair publish an annual study about salary and job-satisfaction of professionals in the NetherlandsEvery year, the Dutch technology and science focused online media Technisch Weekbald conducts a survey of employment terms among scientists with higher-education, including: engineers, chemists, process technologists and life scientists, in collaboration with management consultancy Berenschot and Checkmark Labrecruitment .Supply Value is a Dutch recruitment company focusing on procurement roles. The annual survey provides insights over 139 different job titles.Laurence Simons’ Global Legal & Compliance Salary Survey includes; UK, France, Italy, Benelux, Germany, Switzerland, Brazil, Russia, Middle East, Africa, Turkey, India and North America.Media company Paylab offers companies a detailed salary data in 11 European countries. This data is obtained by surveying employees at companies operating in a wide range of economic sectors. […]

  • APAC Financial Results Q318

    Key Findings Revenue in the 40 publicly traded staffing firms in the Asia Pacific region rose by a median of 10.8% during 3Q18, compared to the same period in 2017. Among the companies included in this report, eight reported a decrease in revenue. The median gross margin stood at -0.3% compared to last year. Median net income rose by 8.4%. Due to the varying nature of financial reporting styles across APAC, some companies reported their revenue in only half years and other varying periods. Japan - The report includes 30 Japanese-based staffing companies. The Japanese companies reported year-on-year median revenue growth of 14.1%. Three firms reported a decrease in revenue. Australia – Four Australian staffing firms showed a decrease in revenue. Median revenue was down by 5.4% when compared to the previous year. The remaining companies are headquartered in China, New Zealand, Singapore and Taiwan. For more information about each company’s results, please click on the links provided or visit the companies’ websites. A number of staffing firms were dropped from the previous year’s list due to several reasons. Programmed Maintenance was taken over by Persol while Singaporean firm Oilfield Workforce Group was also removed. Zhaopin became a privately-held company. To download the full report, please click below: APAC Financial Results Q318 - You do not have permission to view this object. […]

  • Overview of the Australian Market

    • Labour hire employment (also known as ‘on-hire’, ‘temp’ or ‘agency’ employment) is one of a range of flexible work arrangements available to Australian firms, that also includes casual, part-time labour and fixed-term employment. Compared with other flexible forms of employment, the distinguishing feature of labour hire employment is that it involves three parties.• It is important to note there is no co-employment relationship in Australia. On Hire employees are employed by the agency and the agency is primarily responsible for ensuring they are remunerated, placed in a fit and proper place of work free from hazards, and the host employer is responsible for the work tasks, workplace safety, and non-discriminatory workplace behaviour.• In August 2016, there were approximately 600,800 persons who had found their job through a labour hire firm/employment agency of which 59% were males.• This report should be read in conjunction with our ‘Performance of the Largest Staffing Firms in Australia 2017’ as well as our ‘Look At the Workforce Environment in Australia’ report. SIA has also published a ‘Labour Hire Licensing in Australia 2018’ report and ‘Salary Guide for Australia’.To download a full copy of the report, click below: Overview of the Australian Market 20181207 - You do not have permission to view this object. […]

  • Largest Clinical/Scientific Staffing Firms Globally

    The global clinical/scientific staffing market was worth £4.4 billion in 2017. The North American region is the largest market, representing 49% of the global market in 2017. Europe is the second largest region (30%), followed by the APAC region (18%). North America accounted for over a third of all new clinical trials. However, the number of new trials fell by 11% over the latest 12 month period. The number of new clinical trials in Europe increased by 13% over the same period. The top 25 largest firms providing clinical/scientific staffing services represented 65% of the global market in 2017. The Allegis Group, Kelly Services and Randstad lead this market. 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. Staffing firms varied in degree of financial transparency, and even when forthcoming with information, in some cases data provided was adjusted for greater accuracy and consistency. Therefore, for all firms in this report, revenue shown should be considered an estimation by Staffing Industry Analysts. To download a copy of the report, click below: Largest clincial scientific staffing Firms globally 20181205 - You do not have permission to view this object. […]

  • Online Job Advertising Landscape: 2018 Update

    Online job advertising firms are a collection of websites and phone applications that offer employers the ability to advertise local, national and/or international job postings. Staffing Industry Analysts has formally defined seven different business models in this segment: standard job boards, job aggregators, online classifieds, social media job sites, community sites, programmatic job advertising/job distributors and job post optimizers. We estimate global online job advertising revenue grew 14% in constant currency in 2017, reaching USD 13.9 billion. The three largest firms (Recruit, Linkedin, and Seek) control just over half of the market, by our estimates. While 2017 was generally a good year for the online job advertising industry, overall revenue growth belies a challenging and competitive environment, particularly for traditional job boards (still the predominant model), as basic job board functionalities have become commoditized and new business models and websites continue to capture market share. Job board brands have responded in a number of ways, from focusing on specific niches, trying to become dominant in specific geographies, to investing in or acquiring various talent acquisition technologies and expanding services beyond basic job postings and resume search. In late 2016, Google launched a job search product that indirectly competes with market leader Indeed, with the stated goal of partnering with job boards, staffing firms and other workforce intermediaries. In February 2017, Facebook also launched the ability to post and apply for jobs directly via their platform, and in September announced a partnership with ZipRecruiter to get more job postings on the site. The firm has since formalized its jobs “marketplace” and launched an education service for job seekers. Unless otherwise stated, all revenue in this report is in USD. The full report is available below:  Online Job Advertising Landscape 2018 Update - You do not have permission to view this object. […]