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Global Daily News

  • Talent shortages push nearly half of companies to use freelancers: Upwork

    The majority of HR managers are evolving their workforce strategies and utilizing flexible talent due to a shortage of talent, according to the 2018 Future Workforce HR Report released today by Upwork.Seventy-nine percent of HR managers surveyed reported their company’s utilization of freelancers has changed over the past three years. Nearly half of companies, 48%, are currently using freelancers —up 43% from 2017 — and four-times more hiring managers expect their usage of freelancers to increase in 2018 than those who expect it to decrease.“With more jobs than people to fill them, companies are struggling to find the talent they need to get work done,” said Zoe Harte, senior VP of HR and talent innovation at Upwork. “New skill requirements and occupations are emerging as the half-life of skills continues to shrink. As work continues to evolve, companies will no longer align around job descriptions themselves, but rather projects, skills and capabilities.”To combat skills and worker shortages, 91% of HR managers have begun adopting more agile talent strategies. The majority, 70%, are already utilizing flexible talent, including freelancers, temp, and agency workers — up 7% from 2016. HR managers also anticipate that work done by flexible talent will increase by 179% in the next 10 years. Additionally, 72% of HR managers believe dynamic and agile team structures will become the norm, vs. 7% who disagree.Nine out of 10 hiring managers are open to working with freelancers rather than making temporary hires through a staffing firm.Earlier this month, the US Bureau of Labor Statistics released a separate report on the number of independent contractors in the US. It said independent contractors as a percentage of the US workforce fell between 2017 and 2005. However, several raised questions and concerns about how the BLS was measuring independent contractors.Additional findings from Upwork’s report include: Talent is increasingly hard to find: Nearly three times as many HR managers felt hiring had gotten harder in the past year versus those who felt it had gotten easier. The skills gap is forcing HR teams to think beyond their traditional workforce. Sixty-two percent of HR managers cited talent shortages as the top driver for embracing a more flexible workforce. Headcount continues to rise: Last year, 96% of HR managers had open positions, and 66% plan to further increase their headcount in 2018. Headcount is expected to increase by an average of 19%. Skills are becoming increasingly specialized: Skills are expected to change rapidly. Over three-quarters of HR managers, 78%, agree that skills will become more specialized, while 61% predict that the majority of jobs done today will not exist in the next 10 years. As new technological innovations emerge, 69% of HR managers agree that companies will need to invest in reskilling to prepare workers for the jobs of tomorrow. Freelancers specifically will be leveraged with greater frequency: Because freelancers are often equipped with the specific skill sets teams require and are well-suited for the increasing volume of project work, more than half of HR managers, 59%, opted to utilize freelancers last year. Of these, 57% expect to use even more freelancers in the next 10 years. HR is easing hiring difficulties by leveraging flexible teams: HR managers that utilize freelancers were more than twice as likely to say that hiring had gotten easier in 2017, compared to HR managers who don’t report using freelancers. The study is based on an online survey conducted by independent research firm Inavero. The survey included 1,005 workforce hiring decision makers, including more than 200 small-business managers, and was conducted from Nov. 8 to Nov. 15, 2017. […]

  • Cash when robots take jobs? – Staffing quote of the week

    “Universal income will be necessary over time if AI takes over most human jobs,” tech titan Elon Musk wrote in a tweet, CNBC reported. Universal basic income is a concept where a government gives cash to people regardless of their employment status. “There is a pretty good chance we end up with a universal basic income, or something like that, due to automation,” Musk told CNBC. “Yeah, I am not sure what else one would do. I think that is what would happen.&rdquo […]

  • Recruit, owner of Indeed, plans to expand tech offerings, invest more

    Recruit Co. Ltd., one of the world’s largest staffing providers and owner of Indeed, plans to expand its “HR technology” segment beyond advertising by investing in research and development or through acquisitions, according to a mid-term management strategy update discussed today. The Tokyo-based company’s HR technology segment includes Indeed and will include Glassdoor (acquisition announcement made last month).In its last fourth quarter ended March 31, the company reported HR technology revenue rose 57.5% to ¥61.9 billion (US$582 million).Full-year revenue in the HR technology segment last year was $1.97 billion.For its staffing business, Recruit plans to focus on EBITDA growth.“In Japan, demand for agency workers remains solid supported by a favorable market environment with a steady economic environment and workforce shortage due to a declining birthrate,” according to the company. Outside Japan, demand for agency workers remains steady with strong economy in the US and a steady economic environment in Europe. Recruit's staffing businesses outside Japan include Staffmark in the US, Chandler MacLeod in Australia and Recruit Global Staffing in Europe.Staffing segment revenue was $3.01 billion in the fourth quarter. […]

  • GEE Group names new CFO

    GEE Group Inc. (NYSE MKT: JOB) appointed Kim Thorpe as senior VP and CFO, effective last Friday. Thorpe replaces Andrew Norstrud, who is resigning from his CFO role at the Naperville, Ill.-based staffing provider to pursue other interests.Norstrud will continue to provide services to the company pursuant to a new consulting arrangement, through which he will assist in the transition of his duties and focus on other projects including strategic acquisitions. Norstrud was named CFO in March 2013; he previously was the company’s CEO from March 2014 to April 2015.“Andrew Norstrud has been an important part of the significant progress GEE has made over the last several years,” Chairman and CEO Derek Dewan said. “We very much appreciate his contributions to the Company and look forward to working with him as a consultant on future projects.”Thorpe joined GEE as VP of finance on May 1, 2018. He previously was a senior executive and CFO of both publicly traded and privately-owned organizations.“Kim Thorpe is an exceptional and accomplished finance executive with superb business acumen and extensive experience,” Dewan said. “He has been working closely with Andrew since joining GEE to insure a smooth transition. We are fortunate to have his talents available to us for this key position.”GEE Group provides specialty staffing services to the IT, engineering, healthcare, accounting/finance and commercial sectors. The company was initially founded in 1893 and went public in 1967. […]

  • Canadian staffing index indicates slight softening in growth

    The Canadian staffing index, which measures staffing activity in Canada, edged down 1% in May on a year-over-year basis to a reading of 109.“In May, the volume of billed hours appeared roughly unchanged from last year,” said Maxim Kupfer, research analyst at Staffing Industry Analysts. “After signs of modest growth in the first three months of the year, the evidence of growth appears to have softened a bit.”On a month-over-month basis, the index rose 2% in May.The Canadian Staffing Index measures the hours of labor performed by a sampling of temporary and contract workers in the staffing industry. Staffing Industry Analysts produces the index on behalf of the Association of Canadian Search, Employment and Staffing Services. […]

  • Belgium – SD Worx Group appoints new CFO

    SD Worx Group, a Belgian HR service provider, announced that it has appointed Jeroen van Erven as new CFO.Van Erven, a member of the Executive Committee, will report directly to CEO Steven Van Hoorebeke.“His international experience and the knowledge he gained during the many acquisitions he supervised make him well-suited to the position,” SD Worx said in a statement.Van Erven will succeed Hector Vermeersch, who has been appointed CFO at SD Worx Holding. Van Erven studied economics in Groningen in the Netherlands and holds an MBA from Columbia University in New York. He has held various positions with Mastercard International and has worked for real estate investor CORIO and as an audit manager for BDO.“The dynamism currently evident in the payroll and HR industry is what appeals to me,” van Erven said. “I specifically mean the sheer volume of data available and the ways that we might use artificial intelligence and other new technologies in our business. We need to continue responding to the latest trends and think about how we can provide services with added value, so that HR managers can become genuine strategic business partners.”“The role of Finance is to ensure that the necessary financial resources are available to realise our ambitions. I want to play an active role in shaping our international growth strategy and ensuring that our sights remain firmly set on digitalisation," van Erven said.Last week, SD Worx announced that it had acquired Dutch-based Flexpoint Group. […]

  • UK – Contract watch : The Curve Group, Capita, Head Medical

    UK-based recruitment and HR outsourcing firm The Curve Group announced that it has entered into a three-year deal with CivilisedBank to provide them with an HR Outsource solution. The HR Outsource solution includes strategic HR advice, providing dedicated Line Manager support via The Curve Group’s HR Shared Service Centre and a comprehensive Learning and Development programme, as well as undertaking compliance assurance activities. CivlisedBank said it will serve businesses through working capital solutions and cash management and will be funded by SME and retail savings.The Curve Group also announced that it has renewed and extended its contract with existing partner IESA, a Business Process Outsourcing firm. The Curve Group will provide IESA with RPO solutions for five more years.Capita, the UK-based provider of business process outsourcing solutions and professional support services, announced that it has won a contract for the Defence Fire and Rescue Project. According to the Financial Times, the deal was first announced in 2015 but delayed.Unite the Union has criticised the contract win and said it comes at a time when Capita has been forced to borrow over £700 million after racking up losses of £513 million last year. “This decision is deeply alarming and entirely wrong-headed. It demonstrates that the government has learnt exactly nothing from the collapse of Carillion,” Unite national officer for the Ministry of Defence Jim Kennedy said. “There is absolutely no business case for these essential and highly dedicated workers to have their jobs outsourced and privatised. The government remains addicted to the failed model of privatising and outsourcing.”Capita also announced that it secured a contract extension to provide customer management services to npower, a gas and electricity supplier, until the end of 2021, in a deal worth over £40 million over three years.UK-based medical recruiter Head Medical announced that it has secured a contract to recruit GPs for London. The company is one of a number of recruitment agencies currently recruiting for the NHS England International GP Recruitment Programme, which is aiming to recruit around 2,000 doctors from overseas into English general practice by 2020.“We were appointed as part of a recruitment framework to fill GP vacancies for surgeries in the north east and south east of London,” the group said. “The contract is our first award from the framework since being appointed towards the end of last year.”Jim Godsal, Head Medical Managing Director, commented, “The NHS needs more GPs and international recruitment is an effective solution that is mutually beneficial for the NHS in England and overseas medical talent. Foreign nationals make a huge contribution to the health service and several NHS regions around the country are starting to benefit from much-needed capacity from overseas GPs.”The contract follows an announcement from the Home Office that would scrap Tier 2 visa restrictions for doctors and nurses which would allow the recruitment of more international doctors and nurses. […]

  • Europe – First quarter job vacancy rate rises in euro area and EU 28

    The job vacancy rate in the euro area (EA19) stood at 2.1% in the first quarter of 2018, up from 1.9% in the first quarter of 2017, according to figures published by Eurostat, the statistical office of the European Union.In the EU28, the job vacancy rate was 2.2% in the first quarter of 2018, up from 1.9% in the first quarter of 2017.When compared to the previous month, the job vacancy rate for the euro area rose by 0.1% while the job vacancy rate for the EU28 rose by 0.2%.In the euro area, the job vacancy rate in the first quarter of 2018 was 1.9% in industry and construction, and 2.4% in services. In the EU28, the rate was 2.0% in industry and construction, and 2.4% in services.Among the member states for which comparable data are available, the highest job vacancy rates in the first quarter of 2018 were recorded in the Czech Republic (4.8%), Belgium (3.5%), Germany and Sweden (both 2.9%).In contrast, the lowest rates were observed in Greece (0.7%), Spain and Portugal (both 0.9%), Bulgaria and Ireland (both 1.0%). […]

  • Ireland – A third of employers spend over €10,000 to fix a ‘bad hire’

    One-third of employers in Ireland have reported spending more than €10,000 to fix a bad recruitment decision, according to survey data from Irishjobs.ie.The survey data also showed that businesses that made a bad hire reported a loss of revenue (21%) as well as reduced productivity (86%), poor team morale (56%), compromised work quality (48%) and workplace conflict (33%).According to employers, some of the solutions cited to fix the mistake include investment in training or professional development (17%), or movement to a different department (8%). However, 47% of employers decided to let the bad hire go.Irishjobs.ie data showed that a common cause of the bad hire is relying on referrals from friends or colleagues, as 22% of employers cited this as the source of their mistake. Furthermore, 27% of employers reported that they made their hiring decision due to a lack of more suited candidates.“Understandably, people place a high value on the recommendation of someone they respect,” Orla Moran, General Manager of Irishjobs.ie told businessworld.ie. “But, unless they’ve worked closely with the person in question, they won’t have great insight into whether they fit the culture of your organisation."“While referrals can play a significant part in the hiring staff, following a diligent recruitment process that opens the door to all qualified candidates is crucially important to find the right fit for the role,” Moran said. […]

  • Japan – Career Bank downgrades full year forecast as operating profit expected to slide into loss

    Japanese staffing firm Career Bank (4834: JP) announced that it cut its forecast for the year ending May 2018.The company downgraded its forecasted operating profit from JPY 13 million (USD 0.1 million) to a loss of JPY -5 million (USD -45,500). The company also cut its net income forecast from JPY 9 million (USD 81,900) to JPY 5 million (USD 45,500).  Meanwhile, revenue is expected to remain steady, and the forecast was upgraded slightly from 4.35 billion (USD 39.5 million) to 4.36 billion (USD 39.6 million).According to Career Bank, the downgrade in its forecast is attributed to a decline in sales as well as increasing costs of labour and outsourcing related to its temporary staffing business.In its previous financial update for the nine months ended 28 February 2018, the company reported revenue of JPY 4.47 billion (USD 42.1 million) with an operating loss of JPY -95 million (USD -0.8 million) and net loss of JPY -69 million (USD -0.6 million).Career Bank offers temporary staffing services; recruitment; payroll; outplacement; and other services. The “Other” segment includes Career Bank’s language training business in China. […]

  • Philippines – Online recruitment up 14% in March, according to Monster Employment Index

    The Monster Employment Index for the Philippines showed online hiring activity increased 14% in March 2018 compared to the previous year.The index is a monthly gauge of online job hiring activity by Monster.com, which records the industries and occupations that show the highest and lowest growth.Among industry sectors, retail saw the steepest growth in March when compared to the previous year while Business Process Outsourcing /IT-Enabled Services declined the most during the same period. Among job roles, HR and Admin professionals saw the highest growth in demand in March when compared to last year.“The spike in hiring activity at the start of 2018 comes as no surprise for the Philippines, given its overall positive hiring trend earlier in 2017, driven partly by positive investor outlook on the country's macroeconomic fundamentals," Monster.com said in its report. The report added that foreign direct investments allowed businesses to expand and create more jobs across the countries."Due to economic expansion, the Philippines maintains a positive outlook on online hiring for the remainder of 2018," the report stated. […]

  • New Zealand – SEEK job ads up 6.7% in May

    New job ads in New Zealand saw a 6.7% increase in May when compared to last year, according to the latest data from SEEK.The Science and Technology industry recorded the biggest increase in May with a 24% uptick when compared to the previous year.Among the cities, Science and Technology recorded the highest increases in Wellington and Canterbury, however the industry recorded an 8% drop in Auckland in May when compared to the same period last year.After the Science and Technology industry, Education and Training recorded the biggest uptick with a 20% increase in May when compared to last year.Meanwhile, Trade and Services was the highest volume driver of new job ads in May. […]

  • New Zealand – Randstad: Air New Zealand named as most attractive employer

    Air New Zealand has been named as New Zealand’s most attractive employer, according to the 2018 Randstad Employer Brand Research.Randstad’s research asked job seekers and employees which companies are most attractive and also looked at what job seekers and employees look for in an employer.The Department of Conservation was ranked as the second most attractive employer for 2018, and the Ministry of Business, Innovation and Employment ranked third.According to Randstad, Air New Zealand was recognised for its financial stability, focus on technology and strong reputation.  Randstad has awarded Air New Zealand the top spot in its Randstad Employer Brand Research five times in total."Our focus on innovation and technology is very much driven from within the organisation, and our employees play a huge part in consistently improving the way we do things for our customers," Air New Zealand chief executive Christopher Luxon said. "This is the fifth time we've won this award which clearly reflects the efforts of our nearly 12,000 employees who play an integral role in upholding our strong reputation."Randstad’s research also found that work-life balance was the single most important reason for employees to choose their employer (46%). This was most highly valued by workers aged 25-44 (57%) compared to their younger and older peers. Meanwhile, women (57%) place more value than men on good work-life balance (52%).“In 2018, achieving greater work life balance was one of the most important factors for employees when choosing a career.  This ‘work to live’ employee mindset reinforces the importance of companies having solid policies in place for flexible working, if they want to remain competitive and retain great people,” Katherine Swan, Country Director for New Zealand, Randstad, said.According to Randstad, the Education and Training Services sector was the most attractive industry in 2018. This was followed by Professional Services. […]

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. […]

  • EMEA Financial Results Q118

    Of the 40 publicly traded EMEA-headquartered staffing firms included in this report, eight reported a decrease in revenue during Q118. Median revenue increased by 8.2% during the quarter. Due to the varying nature of financial reporting styles across EMEA, a gross margin result was only reported by 17 companies. Median gross margin change for Q1 2018 was down -0.7 pp. Detailed in this report are the companies’ most recent financial results. Complete tables of income and revenue performance can be found on the following pages.  This list includes staffing companies and firms directly related to contingent staffing markets; such as online staffing providers, job boards, and other related technology companies.  Due to the varying nature of financial reporting styles across EMEA, some companies reported their revenue in only half years and other varying periods. Staffing Industry Analysts realigned its analyst and coverage areas at the beginning of 2017. As a result the European reports now cover the Europe, Middle East and Africa regions. For more information about each company’s results, please click on the links provided or visit the companies’ individual websites. To download the full report, please click below: EMEA Q1 18 - 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. […]

  • 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. […]