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Global Daily News

  • ManpowerGroup appoints president of North American business

    ManpowerGroup (NYSE: MAN) appointed Becky Frankiewicz as president of its North American business, effective July 6. She will oversee all of ManpowerGroup’s brands and offerings within the North America business, including Manpower, Experis, Right Management and ManpowerGroup Solutions.Frankiewicz will report to ManpowerGroup COO Darryl Green.Frankiewicz joins ManpowerGroup from PepsiCo, where she led one of its largest subsidiaries, Quaker Foods North America, across all functions, sales and manufacturing.Prior to leading Quaker Foods North America, Frankiewicz held a variety of leadership roles in innovation and strategy, finance, and marketing across the PepsiCo portfolio and previously held senior roles in strategic consulting with Deloitte and Andersen Consulting. She started her career at Procter and Gamble.“Becky has an impressive track record in innovation, transformation and delivering strategic, sustainable growth,” Green said. “I am pleased she will bring her strong leadership, passion and excellent P&L experience to further accelerate growth in our second largest market, and will lead our great North American team to drive even more value to the clients and individuals we serve.” ManpowerGroup in December named Michael Stull as senior VP for Manpower North America to lead the Manpower brand within the North America operation. […]

  • Senate Republicans unveil Obamacare replacement bill, which repeals employer mandate (CNBC)

    Senate GOP leaders today released their healthcare reform bill, which would repeal Obamacare taxes, restructure subsidies to insurance customers, and phase out Medicaid’s expansion program and as well as Medicaid spending, CNBC reported. The bill would also repeal retroactively, to the beginning of 2016, the “employer mandate,” which requires large employers to offer health insurance to workers or be fined. […]

  • Staffing professionals say automation will help workers

    Automation will help to promote, not eliminate, top talent, according to 67% of staffing professionals polled by staffing industry software provider Bullhorn at its recent conference. Artificial intelligence could relieve talent of tasks that don’t add value such as scheduling and screening so they can grow their relationships.On the other hand, 33% of those surveyed said they plan to replace talent with technology to lower prices so they can build the most efficient businesses possible.    The survey also queried the recruiting professionals about the rise of the “gig economy” and human cloud technology platforms’ impact on staffing. Fifty-seven percent of respondents said they see partnership opportunities with digital staffing platforms because of their attractive prices; however, 43% see online talent platforms thwarting their businesses because of increased competition. The audience was also asked about the merits of pursuing organic growth versus mergers and acquisition. According to the data, 69% of staffing professionals said they prefer to build their organizations organically, while 31% said they favor to grow their businesses through mergers and acquisitions, which are accelerating because of private equity and cheap debt.Bullhorn conducted the research based a real-time survey of 1,000 staffing professionals attending a keynote presentation at Engage 2017, its annual recruitment industry conference held June 7 to June 9, 2017. […]

  • IT hiring in US to increase in second half of year, Robert Half Technology says

    Chief information officers in the US plan to add a more IT staff in the second half of 2017 than they did in the first half, according to the new Robert Half Technology IT Hiring Forecast and Local Trend Report.The survey found 21% of CIOs in the US plan to add full-time technology professionals to their teams, a five-percentage-point increase from the first half of the year.Sixty-four percent of the CIOs surveyed said they plan to hire only to fill vacant IT roles. An active hiring environment has intensified competition for IT talent: 63% of IT executives said it’s somewhat or very challenging to find skilled technology professionals today.“Whether you’re a recent graduate or experienced professional, it’s a good time to be a job seeker in the tech industry,” said John Reed, senior executive director of Robert Half Technology. “For employers, however, hiring remains a challenge in today’s competitive market. Tech leaders must make recruiting and retention a priority to attract and secure top talent.”According to IT executives, the skills in greatest demand within their department include:  Database management: 53% Windows administration: 53% Desktop support: 52% Network administration: 51% Wireless network management: 51% When asked about the greatest contributing factor to IT hiring in their area, nearly a third of respondents, 31%, cited a growing number of businesses opening up in their market.The top five cities where CIOs report IT job growth sparked by new businesses are: New York Dallas Salt Lake City Houston Los Angeles […]

  • World – Korn Ferry rises on growth in Futurestep, EMEA fee revenue up 3%

    Korn Ferry International Inc. (NYSE: KFY) reported total fee revenue rose 1.5%, or 3.2% on a constant currency basis, in its fiscal fourth quarter ended 30 April. The increase was driven by organic growth at its Futurestep division — which includes recruitment process outsourcing, project-based recruitment and other services. (USD thousands) Q4 2017 Q4 2016 Change Fee Revenue 406,065 399,960 1.5% Net Income 27,736 6,375 N/A “There is notable runway in this market for broader talent offerings,” CEO Gary Burnison said. “We continue to benefit from strong demand for our holistic approach — from our anchor executive search offering to organizational advisory services, leadership development, compensation and rewards and more.”Korn Ferry also reported that total fee revenue increase was also driven by organic growth in North American executive search.Fee revenue by segment and geography (USD thousands) Q4 2017 Q4 2016 % growth Executive search       North America 97,264 94,678 2.7% Europe, the Middle East, Africa 37,210 36,161 2.9% Asia Pacific 20,061 21,199 -5.4% Latin America 7,731 7,661 0.9% Total executive search 162,266 159,699 1.6% Hay Group 185,100 187,795 -1.4% Futurestep 58,699 52,466 11.9% Full Year Results (USD thousands) FY 2017 FY 2016 % growth Fee Revenue 1,565,521 1,292,112 21.2% Net Income 87,238 31,433 177.5% Korn Ferry expects first-quarter fee revenue of between $382 million and $400 million, a year-over-year increase of between 1.7% and 6.5%.In trading yesterday, Korn Ferry International set a new 52-week high during the trading session when it reached $36.07. Over this period, the share price is up 56.41%. Shares closed at $35.27, up 4.6% on the day. Based on its current share price the company has a market value of $2.02 billion. […]

  • UK – Prime People full year revenue up 17%

    UK-based recruiter Prime People (PRP: AIM) reported revenue for the year ended 31 March 2017 of £24.21 million, up 16.6% from the previous year. The group also reported net fee income of £13.10 million, an increase of 6.7% compared with the same period last year. (£ millions) FY 2017 FY 2016 Change Revenue 24.21 20.67 16.6% Net Fee Income 13.10 12.28 6.7% Profit After Tax 1.61 1.70 -5.2% Prime People specialises in recruitment for professional and technical staff working in the Real Estate & Built Environment, Energy & Environmental and Insight & Analytics sectors."I am pleased to report a good set of results with Gross Fee Income up 16.67% and Net Fee Income up 6.68%,” Peter Moore, Managing Director of Prime People, said. “Operating profit for the year was £1.90 million, slightly down on £2.15 million in 2016, reflecting increases in staff costs associated with conserving talent and investing to nurture future productivity across the group.”Revenue by region was broken down as follows. (£ millions) FY 2017 FY 2016 Change UK 18.56 16.25 14.2% Asia 5.08 3.63 39.9% Rest of the World 0.58 0.88 -34.0% In the UK, Prime People Net Fee Income saw a decline of 4.3% to £7.44m (2016: £7.77m). Contract represented 17.4% (2016: 14.52%) of total UK Net Fee Income in 2017 while permanent NFI declined by 9.8%.In the Asia region, Net Fee Income also grew by 39% and the region represents 38.7% of group Net Fee Income, up from 29.5% in 2016.In the Rest of the World region, which is covered by offices in Dubai and South Africa, Net Fee Income decreased and the company states that the outlook for the regions in the new financial year looks stable and are expected to be profitable“The Board is conscious of macro-economic uncertainties, such as the effects for us of the negotiations over the UK's departure from EU membership and possible turbulence in our overseas markets that may affect our clients' hiring plans,” Robert Macdonald, Executive Chairman, said. “The group continues to seek opportunities for expansion, reacting swiftly to market conditions as they affect individual revenue lines.”In trading today, Prime People traded at £107.00, up 1.9% on the day and 2.7% below its 52-week high of £110.00, set on 20 June 2017. Based on its current share price the company has a market value of £12.86 million. […]

  • Switzerland – Continued growth in advertised jobs in June

    The Michael Page Swiss Job Index recorded an increase in the number of jobs advertised throughout Switzerland in June by 14.2% when compared to the previous year and 1.2% between May and June 2017.The Index, which measures the number of advertised vacancies on company sites across Switzerland, showed that June continued the trend of growth in advertised job vacancies since January 2017.The increase in advertised jobs was led by the transport, logistics and supply chain industry with year-on-year growth of up to 33.6% and monthly growth of 9.2%, depending on the type of job. The IT sector continued to boom, especially for systems specialists. Advertised jobs for systems specialists grew by 52.8% growth, year-on-year and by 6.6% between May and June 2017.Top Job Categories Job Categories Monthly Growth(May – June 2017) Year-on-Year Growth (June 2016 – June 2017) 1. Transport and Logistics Specialists 9.2% 33.6% 2. Inventory Planners 7.0% 31.5% 3. IT (systems specialists) 6.6% 52.8% 4. Export Specialists 6.4% 23.4% 5. Purchasing Specialists 5.8% 11.2% “The strong demand for logistics specialists is driven by both the increase in exports as well as the demand for customers to shop across all channels – online, instore with scanning and traditional checkout options,” Nicolai Mikkelsen, Director, Michael Page, said. “This has made supply chain jobs more important and increased the demand for Entreprise Resource Planning systems specialists to ensure closer integration between sales, planning, manufacturing and delivery. In addition, companies are increasingly consolidating their supply chain and logistics hubs in Switzerland, due to its recognised leadership in this field as well as the ability to locally source well qualified and experienced candidates.”The German speaking region grew by 1.6% compared with the Swiss Romande (-1.0%). The Mid-region showed the highest monthly growth in advertised jobs (3.1%) compared with the Lake Geneva region which posted a decline in advertised jobs (-2.3%). Regions Monthly Growth(May – June 2017) Year-on-Year Growth (June 2016 – June 2017) Mid (BE, FR, JU, NE, SO)  3.1%  24.5% East (AI, AR, GL, GR, SG, SH, TG)  1.9%  21.0% North (AG, BL, BS)  1.8%  18.9% Zurich (ZH)  0.9%  25.7% Central (LU, NW, OW, SZ, UR, ZG)  0.5%  12.8% Lake Geneva (GE, VD, VS)  2.3%  24.7% […]

  • EU – Job vacancy rate up in first quarter

    The job vacancy rate in the euro area (EA19) was 1.9% in the first quarter of 2017, up from 1.7% recorded in both the first quarter of 2016 and Q4 2016, according to figures published by Eurostat, the statistical office of the European Union.In the EU28, the job vacancy rate was also 1.9% in the first quarter of 2017, up from 1.8% recorded in the first quarter of 2016 and Q4 2016.In the euro area, the job vacancy rate in the first quarter of 2017 was 1.5% in industry and construction, and 2.2% in services. In the EU28, the rate was 1.6% in industry and construction, and 2.2% in services. Among the member states for which comparable data are available, the highest job vacancy rates in the first quarter of 2017 were recorded in the Czech Republic (3.1%), while the lowest rates were recorded in Spain (0.8%).&nbs […]

  • India – Quikr acquires Babajob Services

    India jobs board Quikr has acquired job listing company Babajob Services with the aim of strengthening its position in the blue-collar jobs market.Details of the transaction were not disclosed."This will combine the two largest Indian aspiring job players-Babajob and QuikrJobs-into one entity, a tool to help everyone in India get a better job,” Sean Blagsvedt, co-founder and chief executive officer at Babajob, said. “ The Babajob board, and I decided that joining forces with Quikr represented our best option for scaling Babajob's mission-providing better jobs for everyone by helping employers digitally hire aspiring workers.”The Babajob Board also consists of Vir Kashyap, co-founder and chief operating officer. Both Blagsvedt and Kashyap will quit the company following the acquisition, but will continue to advise the company.Meanwhile, Quikr has stated that Babajob will continue to operate as a separate entity.Last year, Quikr acquired online hiring platform Hiree, which was focused on white-collar jobs. […]

  • Taiwan – Jobless rate falls in May

    Taiwan's seasonally adjusted unemployment rate in May fell to 3.79% from 3.96% in the same time last year, according to data from the Directorate General of Budget, Accounting and Statistics.The data also showed that the jobless rate increased compared to the previous month by 0.01%.  The number of unemployed persons was 431,000 in May 2017, which decreased by 18,000 (-3.96%) from the previous year and 1,000 (-0.23%) from the previous month.Total employment in May 2017 was 11,331,000, which increased by 84,000 (+0.75%) from that of the previous year and by 6,000 (+0.05%) from the previous month.Meanwhile, the labour force participation rate stood at 58.7% in May, an increase of 0.07% from that of the previous year and steady compared to the previous month.Further data showed that in May, the number of people who lost their jobs due to business closures, downsizing, or termination of seasonal and temporary job contracts fell about 2,000 from a month earlier, while the number of first-time jobseekers fell by 1,000 month-on-month.Unemployment in the 15-24 age group stood at 11.49%, the highest among all age groups in TaiwanPan Ning-hsin, Deputy Director of the DGBAS census department, stated that the latest job data shows that the local job market remained stable at a time when the domestic economy has been on the road to recovery and added that the May unemployment rate (unadjusted) was the lowest level since May 2015, when the jobless rate stood at 3.62%. […]

  • New Zealand – One in five would consider leaving their job and starting their own business

    Randstad’s latest Workmonitor & Mobility Index showed that 20% of New Zealanders would consider leaving their job and starting their own business.The Index also showed that 52 % of Kiwis would love to be an entrepreneur because it gives them more opportunities, and 69% of New Zealanders regard New Zealand as a good place to run a start-up.Meanwhile, 35% state that if they lost their current job they would like to start their own business and 67% of  Kiwis would prefer to work for a SME or a privately-managed company."The SME market in New Zealand is booming and the desire for Kiwis to start their own business is high on the list,” Brien Keegan, Country manager, Randstad New Zealand, said. “It’s interesting to note that 61% of all jobs created at Randstad came from SMEs in 2016, so it’s no surprise that SMEs are the hottest businesses in New Zealand right now, both to own and to work for. Large employers need to develop their appeal and tap into the SME share of the market. It's crucial that employers appeal to the Kiwi entrepreneurial spirit." […]

  • New Zealand – New Zealand Labour Hire signs agreement with Department of Corrections to find jobs for former offenders

    New Zealand Labour Hire has signed a Memorandum of Understanding to provide employment opportunities to 150 released prisoners and community-based offenders.The agreement was announced during a breakfast function which is part of a series of functions being held around the country aimed at getting employers onboard with hiring people who have spent time in prison. The breakfasts aim to connect potential employers with offenders looking to turn their life around.Corrections Minister Louise Upston commented, “The commitment from employers is encouraging. Without their support, the task of helping to turn people away from a life of crime can be more difficult. Some prisoners have never had a job so finding them employment, getting them into a routine and earning money gives them a greater sense of self-worth.”New Zealand Labour Hire General Manager Marlon Henri says the construction industry is under pressure to find staff and Corrections has been able to help. "Our partnership with Corrections is an approach that works for our clients, it works for the men and women that need a second chance and it works for us too."More than 70 offenders have been employed by the company on a casual or fulltime basis within the construction industry so far.Corrections has its own recruitment service to connect offenders with meaningful jobs once they are released from prison and they also run an Employment Support Service, which provides job placement and in-work support for prisoners due for release and for offenders on community sentences.New Zealand Labour Hire describes itself as one of New Zealand’s largest labour hire companies and providers of industrial work personnel.&nbs […]

Latest Research

  • Internal Staff Survey 2017: Early Results

    Key Findings: This report contains the initial findings of the 2017 Internal Staff Survey, implemented in conjunction with the 2016-2017 Staffing Industry Analysts “Best Staffing Companies to Work For” competition. It includes the complete survey questions and summary statistics. The survey was conducted in late 2016 and reflects the opinions of over 14,000 internal staff respondents from 187 staffing firms; no single firm accounted for more than 9% of respondents. Data includes: respondent demographics (age, gender, etc.), compensation, years of experience, training and certifications, satisfaction measures, and how staff found their current employer. To access the complete report, please select the link below: Internal Staff Survey 2017 Initial Findings 20170619 - You do not have permission to view this object. […]

  • How Temps Find Staffing Firms, Recruiters

    Key Findings:How temps find staffing firms The two dominant ways in which temps typically discovered their staffing agencies were: 1) being directly recruited, and 2) receiving a recommendation for the agency from a friend or colleague. Thirty-one percent of temporary workers said they were recruited directly by their staffing agency. Twenty-six percent said that a friend/colleague recommended the agency to them, and an additional 4% said that a friend/colleague recommended a particular recruiter at the agency. Fourteen percent responded to an advertisement on a job board, 11% found their agency by searching the web, and 7% said an employer they inquired at referred them to the agency. Temps in most higher-paid professional occupations were more likely than average to discover their agency by being actively recruited; the exception was healthcare workers, who depended more on the recommendations of friends and on web searches. How temps find specialty recruiters Thirty-eight percent of temporary workers said that if they wanted to find a specialty recruiter they would search the web, and 36% percent said they would ask a friend or colleague if they knew one. Only 23% said they would contact a staffing agency to find a specialty recruiter. Older temps and temps in higher-paid professional occupations were more likely than average to ask a friend/colleague for a recommendation for a recruiter. Results confirm earlier surveys In previous surveys, similar questions were asked regarding how temps found their staffing firm (2012) and how they would find a recruiter (2014), and the results were comparable. To access the complete report, please select the link below: Temporary Worker Survey 2017 How temporary workers find staffing firms and specialist recruiters 20170616 - You do not have permission to view this object. […]

  • Staffing Technology and Automation

    Presented by peoplenet Competing in today’s staffing marketplace can be challenging, especially if you do not have the appropriate technology and automation strategy. Gain valuable insights from the C-Suite of some of today’s leading staffing firms on what it takes to win in this environment – and what you can do to stay ahead of your competition. Learn about the latest and most innovative solutions and strategies in the market, how you can prioritize your focus to establish a clear roadmap for success, and shift your mentality from cost savings, to winning more deals. Speakers:Sunny Ackerman, VP and GM, Manpower, US Field OperationsEd Holmes, CEO, PeoplenetAdrianne Nelson, Sr Director, Global Membership Products, Staffing Industry AnalystsShawn Poole, Executive Vice President and Chief Financial Officer, EmployBridgeAlan Stukalsky, Chief Digital Officer, Randstad North AmericaDownload Presentation (PDF)Select the play button to begin viewing. […]

  • June 2017 Financial Results

    Key Findings In our prior report, issued in March, a dominant trend of decelerating revenue growth among publicly traded staffing companies doing business in North America ultimately led to a year/year decline in 4Q16. In this update, we see a slight reversal back into positive growth territory. For the 22 companies in this report, the most recently reported quarterly revenue grew by a median of 0.5% y/y compared to the same period last year, up from a 0.5% y/y median decline in the previous quarter. Perhaps, more encouraging, while median revenue growth grew only 0.5% y/y, we estimate median growth of 2.7% once revenue is adjusted for acquisitions, currency exchange, divestitures, and in some cases a difference in billing days between quarters. Considering the context of 1Q17 stemming a period of five consecutive quarters of median revenue growth deceleration, it was generally a positive quarter for the US staffing market. Quarterly adjusted revenue grew (at the median) at the highest rate since 1Q16. Pockets of outperformance include healthcare and executive search. At the median, gross margin for the quarter also ticked up by 10 basis points y/y, while median net income growth was 11%. Net income in several cases was impacted by significant one-time events that may not reflect the ongoing operations of these companies. For further information, one can refer to the financial statements of the companies in this report. The table on page 4 lists financial information for the 22 companies and is explained on page 3. Pages 5 and 6 compare revenue growth and net income with prior quarters. The full report can be downloaded by clicking the link below: Financial Results of Staffing Companies NA 1Q17 20170613 - You do not have permission to view this object. […]

  • Largest Direct Hire Firms in Europe: 2017 update

    The European direct hire market accounted for 3% of the European staffing market in 2016. Over 85% of direct hire sales were attributed to the seven largest and most established staffing markets in Europe, with the UK accounting for more than a third of direct hire sales.  We are presenting a full ranking of the Top 20 suppliers of direct hire services in Europe, according to their market share based on sales in Europe, during the year 2016. The median annual revenue growth rate across the Top 20 firms was 3.6% in 2016.  As many as ten companies in the Top 20 outperformed this rate. UK firms dominate the Top 20 ranking of firms according to the market share. In particular, professional staffing firms with a strong presence in the Finance & Accounting staffing segment appear as key players in this market. To download a full copy of the report, click below: Largest Direct Hire Firms in Europe 20170621 - You do not have permission to view this object. […]

  • The Gig Economy and Human Cloud Landscape: 2017 Update

    The “human cloud” is an emerging set of online/digital platforms that enable hirers and workers to manage and complete (typically contingent) work arrangements. In 2016, companies processed between $47 billion and $51 billion U.S. dollars (USD) 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 between $41.5 billion and $44.7 billion in spend, by our estimates. Human cloud companies selling primarily to businesses (B2B) generated between $5.8 billion and $6.5 billion. Total human cloud revenue nearly doubled in size last year, mostly due to the fact that the B2C segment (which makes up roughly 90% of human cloud revenue) nearly doubled. The B2B segment of the human cloud grew approximately 20% year-over-year, by our estimates. While some companies in this dynamic space will fail, overall we project robust growth in human cloud revenue over the next several years. However, should funding continue to be anemic, it could cause growth to become more moderate. The line between online staffing and traditional staffing is becoming thinner, as seeming hybrid models, such as just-in-time-staffing, have become prevalent. While legal challenges around worker classification have cast a shadow on this otherwise sunny market, we see these merely as growing pains of a fresh industry, rather than serious impediments to the human cloud market. 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:  The Gig Economy and Human Cloud Landscape 2017 Update - You do not have permission to view this object. […]

  • Most Complex Contingent Markets Globally 2017

    60 different contingent markets assessed across six Continents. Complex markets identified among both emerging and established contingent markets. Egypt is ranked the most complex location at the moment, followed by Venezuela. Most complex Asian contingent market is Indonesia followed by India. The least complex markets in our analysis are New Zealand, followed by the United Kingdom and the United States. The markets that have become less complex compared to a year ago are: Lithuania, Turkey, Latvia, Portugal, Vietnam and Italy. The markets that have become more complex compared to a year ago are: Argentina, Brazil, Malaysia, France and Estonia. To download a full copy of the report, click below: Most Complex Contingent Markets Globally 20170601 - You do not have permission to view this object. To download a copy of the  Market Complexity Assessment Tool (MACAT), click below: Market Complexity Assessment Tool 20170608 - You do not have permission to view this object. […]

  • Workforce Solutions Webinar – HR and Procurement Partnership

    Sponsored by Fieldglass Globalization and new ways of working have dramatically changed how individuals interact with organizations. It’s likely that the top talent needed by a company might not be, and might not want to be, on the payroll.As companies race to become more agile and competitive in every aspect of their business, it’s increasingly important HR and Procurement work together to bring in the best talent, regardless of type. Whether it’s a full-time worker, freelancer or Statement of Work-based consultant, HR and Procurement can no longer afford to work in silos. In this webinar, we discussed the benefits of a strategic partnership between HR and Procurement and how this partnership will accelerate better business outcomes.Moderator: Dawn McCartney, Sr. Director, Contingent Workforce Strategies & Research, CCWP, Staffing Industry Analysts Panelists:Jim Brozny, Senior Director, Customer Operations, SAP FieldglassCheri Hanson, Sr Manager, Talent Acquisition Global Operations, AbbVieKimberly Trachtman, Senior Category Manager, AbbVieDownload presentation (PDF)Watch webinar video below. […]

  • The Gig Economy and Human Cloud Landscape: 2017 Update

    The “human cloud” is an emerging set of online/digital platforms that enable hirers and workers to manage and complete (typically contingent) work arrangements. In 2016, companies processed between $47 billion and $51 billion U.S. dollars (USD) 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 between $41.5 billion and $44.7 billion in spend, by our estimates. Human cloud companies selling primarily to businesses (B2B) generated between $5.8 billion and $6.5 billion. Total human cloud revenue nearly doubled in size last year, mostly due to the fact that the B2C segment (which makes up roughly 90% of human cloud revenue) nearly doubled. The B2B segment of the human cloud grew approximately 20% year-over-year, by our estimates. While some companies in this dynamic space will fail, overall we project robust growth in human cloud revenue over the next several years. However, should funding continue to be anemic, it could cause growth to become more moderate. The line between online staffing and traditional staffing is becoming thinner, as seeming hybrid models, such as just-in-time-staffing, have become prevalent. While legal challenges around worker classification have cast a shadow on this otherwise sunny market, we see these merely as growing pains of a fresh industry, rather than serious impediments to the human cloud market. 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:  The Gig Economy and Human Cloud Landscape 2017 Update - You do not have permission to view this object. […]

  • Most Complex Contingent Markets Globally 2017

    60 different contingent markets assessed across six Continents. Complex markets identified among both emerging and established contingent markets. Egypt is ranked the most complex location at the moment, followed by Venezuela. Most complex Asian contingent market is Indonesia followed by India. The least complex markets in our analysis are New Zealand, followed by the United Kingdom and the United States. The markets that have become less complex compared to a year ago are: Lithuania, Turkey, Latvia, Portugal, Vietnam and Italy. The markets that have become more complex compared to a year ago are: Argentina, Brazil, Malaysia, France and Estonia. To download a full copy of the report, click below: Most Complex Contingent Markets Globally 20170601 - You do not have permission to view this object. To download a copy of the  Market Complexity Assessment Tool (MACAT), click below: Market Complexity Assessment Tool 20170608 - You do not have permission to view this object. […]

  • Workforce Solutions Webinar – HR and Procurement Partnership

    Sponsored by Fieldglass Globalization and new ways of working have dramatically changed how individuals interact with organizations. It’s likely that the top talent needed by a company might not be, and might not want to be, on the payroll.As companies race to become more agile and competitive in every aspect of their business, it’s increasingly important HR and Procurement work together to bring in the best talent, regardless of type. Whether it’s a full-time worker, freelancer or Statement of Work-based consultant, HR and Procurement can no longer afford to work in silos. In this webinar, we discussed the benefits of a strategic partnership between HR and Procurement and how this partnership will accelerate better business outcomes.Moderator: Dawn McCartney, Sr. Director, Contingent Workforce Strategies & Research, CCWP, Staffing Industry Analysts Panelists:Jim Brozny, Senior Director, Customer Operations, SAP FieldglassCheri Hanson, Sr Manager, Talent Acquisition Global Operations, AbbVieKimberly Trachtman, Senior Category Manager, AbbVieDownload presentation (PDF)Watch webinar video below. […]

  • Financial Results Q416

    Key Findings Revenue in the 52 publicly traded staffing firms in the Asia Pacific, Latin America, Middle East and Africa, rose by a median of 14.0% during 4Q16, compared to the same period in 2015. Among the companies included in this report, only one reported a decrease in revenue. Median net income rose by 28.8% on applicable firms The median gross margin decreased by -0.8% compared to last year For more information about each company’s results, please click on the links provided or visit the companies’ individual websites. Due to the varying nature of financial reporting styles across APAC/LatAm/MEA, some companies reported their revenue in only half years and other varying periods. To download the full report, please click below: ROW Results Q416 20170407 - You do not have permission to view this object. […]