SIA_SampleAd

Global Daily News

  • The Adecco Group talks growth strategy; reports adjusted revenue for July and August up 6%

    The Adecco Group reported Friday it aims to accelerate organic revenue growth with plans to grow four times faster than global GDP by 2020, up from its prior goal of three times faster. The company provided the update in advance of its Capital Markets Day, held in London.Revenue in July and August, which increased by 6% on an organic basis and adjusted for trading days, is in line with trends seen in the second quarter, the company said. And so far in September, volume growth indicates a continuation of this trend.The Adecco Group also reported on what it describes as the two key pillars that underpin its strategy:Its “GrowTogether” program will drive revenue growth and strengthen profitability by transforming the core of the business. The second pillar, its “Digital Ventures” program, will aim to capture new revenue opportunities and enhance profitability by expanding activities into higher-margin “new frontiers.”The company said investments in both have begun and are holding back EBITA margin progression in 2017-18, but are expected to improve profitability and growth in 2019-20 and beyond.“We have a clear vision for the successful future of the Adecco Group,” said CEO Alain Dehaze. “The megatrends shaping our industry bring exciting new opportunities for profitable growth. With our strategic agenda to perform, transform and innovate, we will capitalize on these opportunities. By strengthening the core of our business and leading in digital innovation, we will accelerate growth, enhance our margin and deliver increased total shareholder returns.&rdquo […]

  • George Konik Associates acquires PrimeStaff

    Twin Cities-based recruiting and staffing firm George Konik Associates acquired PrimeStaff, a technical recruiting and staffing agency based in Shoreview, Minn.The combined firm will operate under the brand name Konik PrimeStaff. The transaction closed Sept. 5; terms were not announced.Founded in 1974, George Konik Associates is a second-generation, family-owned company. Approximately 80% of its business comes from the engineering and architecture sectors and 20% from IT; PrimeStaff exclusively targeted engineering and architecture. Both firms provide permanent direct placement as well as temporary contract temporary placement.PrimeStaff founders Kathy Carlsen and Troy Harper will remain with the firm — Carlson in a sales manager role and Harper as an operations manager. PrimeStaff’s seven additional employees will also remain.The acquisition almost doubles Konick’s client base in the Twin City area as the firms had only a 15% overlap in clients.“Today, more than ever companies find it challenging to recruit candidates,” President Brad Konik said. “This is a merger of ‘like-minded’ organizations and people that are solely focused on engineering, architecture and IT recruitment and staffing. PrimeStaff’s reputation within the industry is outstanding.&rdquo […]

  • Tennessee PEO operator gets eight-year prison sentence in workers’ comp scheme

    The owner of Powell, Tenn.-based HR Comp LLC, a professional employer organization, was sentenced on Thursday to eight years in federal prison for conspiracy in a workers’ compensation scheme that involved collecting premiums for nonexistent workers’ comp policies, the US Department of Justice reported.Andrea Rudd, 38, owned HR Comp and conducted business through several PEO subsidiaries. Between 2011 and 2015, instead of remitting the money collected from her client companies for payroll taxes to the IRS, Rudd converted the funds for her own personal use, the department said.  Additionally, client agencies sent money to HR Comp, in exchange for what Rudd and her co-conspirators represented to be worker’s compensation insurance.  However, false certificates of insurance were provided to the client companies and the insurance was never purchased.Rudd will serve five years for tax evasion and three years for mail and wire fraud, consecutively; upon her release from prison, she will face three years supervised probation. Rudd was also ordered to pay nearly $15.8 million in restitution to the victims of her offenses, including about $10.4 million to the Internal Revenue Service.Investigative agencies involved in this case included IRS-Criminal Investigation and the Federal Bureau of Investigation. The Knoxville News Sentinel reported the investigation began in 2013 when a California worker was killed on the job. His employer subsequently discovered HR Comp had faked insurance papers, leading federal authorities to raid the business and seize documents in 2014. […]

  • Chicago, South Florida hiring data give no indication of slowing expansion

    The percentage of firms in the Chicago and South Florida markets with open finance/accounting and IT positions declined in a new survey released by staffing provider Brilliant when compared to a similar survey in the previous quarter. The percentage of firms with hiring plans also fell.However, the survey’s data do not show that the economic expansion is slowing, according to Richard Curtin, director of surveys of consumers at the University of Michigan, who conducted the survey with Brilliant.Brilliant’s survey found 38% of businesses had openings in full-time, permanent accounting and finance roles, down slightly from 41% in a similar survey in the previous quarter. Looking at IT, 19% reported having vacant full-time, permanent positions in IT, down from the 27% reported last quarter.Further, 9% of companies said they planned to increase IT hiring in the next 12 months — down from 14% in the previous survey — and 17% plan to increase their finance/accounting hiring, down from 25% last quarter.“These numbers reflect the natural response to a more vigorous job growth which has recently occurred,” Curtain said. “Overall, the hiring data gives no indication that the expansion is slowing — now the third-longest in history.”Survey respondents reported a small decline in plans to hire temporary accounting/finance professionals, but a marginal increase in plans to hire temporary IT professionals.Nineteen percent of IT firms expect to hire additional temporary professionals, up from 18% in the previous survey and 15% reported in the fourth-quarter 2016 hiring forecast.However, for accounting/finance firms, 9% plan to hire additional temporary professionals in the fourth-quarter forecast, down from 13% in the previous survey.The survey also asked the reasons human resources professionals and hiring managers intend to hire additional temporary IT professionals. Favorable business prospects meant that few respondents cited they only needed temporary teams; however, it could be that businesses simply changed how they described their need for temporary professionals, as 10% reported that in-demand roles needed to be filled, up from zero last quarter.The survey, which included more than 850 human resources professionals and hiring managers within the greater Chicago and South Florida markets, was conducted between July 18 and Aug. 1. […]

  • UK – Kellan Group H1 revenue up 3%, but net fee income down 4%

    UK-based staffing firm Kellan Group PLC (KLN:LSE) reported revenue today for the six months ended 30 June 2017 of £10.3 million, an increase of 3% compared with £10.0 million for the same period last year. (£ millions) H1 2017 H1 2016 Change Revenue 10.3 10.0 3% Net Fee Income 3.2 3.3 -4% Adjusted EBITDA 0.3 0.2 52.1% Kellan Group operates through its 3 recruitment brands, Berkeley Scott, Quantica and RK.“The results for the first six months of 2017 have been mixed at an operating segment level,” Richard Ward, Executive Chairman, said.The group announced that Berkeley Scott's temporary business has seen growth in H1 2017 with NFI increasing 18% compared to H1 2016. Berkeley Scott's permanent business was flat year-on-year compared to H1 2016.Meanwhile, the RK business continued to decline with NFI in H1 2017 down £0.3 million compared to H1 2016. The senior management was changed in Q1 2017 and the business has now stabilised and is expected to return to growth in Q4 2017. “A change in focus in order to create a specialist temporary team will take time to deliver results, but is key to improving the temporary/permanent split,” Ward said.The Quantica business has seen its NFI decline by £173,000 over the same period; of which £79,000 relates to the closure of the underperforming London operation in Q1 2017 and £32,000 relates to the closure of the underperforming Manchester and Leeds operations in 2016.Kellan Group also reported that its H1 results will not be posted to shareholders but will be available on its website.As of last trade, Kellan Group PLC (KLN:LSE) traded at £0.65, no change on the day and 26.21% above the 52 week low of £0.515 set on 18 October 2016. Based on its current share price the company has a market value of £2.21 million. […]

  • Switzerland – The Adecco Group provides update to financial goals, targets faster growth

    The Adecco Group outlined an update to its financial goals, saying it was targeting faster organic growth and wanted to grow four times faster than global GDP by 2020, up from three times global GDP previously.The group laid out its strategy during Capital Markets Day in London with details on key initiatives within its ‘Perform, Transform and Innovate’ strategic agenda.CEO Alain Dehaze stated, “Two key pillars underpin our strategy. Our GrowTogether programme will drive revenue growth and strengthen profitability by transforming the core of the business. Our Digital Ventures will capture new revenue opportunities and enhance profitability by expanding our activities into higher-margin 'new frontiers'.Hans Ploos van Amstel, Group CFO, presented updated financial commitments. These commitments are: Accelerate structural organic revenue growth, and increase the revenue growth GDP multiplier from 3x to 4x by 2020 Achieve sustained EBITA margin improvement, and deliver SG&A productivity savings of EUR 250 million per annum by 2020 (a 100bps reduction in SG&A/revenues); Maintain our progressive dividend policy, even in a recession, and deliver continued strong free cash flow while making strategic investments. The group also presented examples of digital innovation including Adia, a mobile-first, end-to-end platform that enables employers to easily request temporary staff for hourly or daily assignments; it was developed in close collaboration with Infosys. The group also presented Mya, an AI-enabled chatbot that automates outreach, screening, and communications with jobseekers. The Adecco Group stated that with its global partnership agreement with Mya Systems these tools will be integrated into their solutions.Furthermore, the group stated how virtual reality recruiting from Penna and legal eDiscovery from managed data firm D4 demonstrate “how our selective acquisitions add new capabilities that we can leverage across our businesses.” Meanwhile, Adecco Analytics and Lee Hecht Harrison's Active Placement “show how we harness the entrepreneurial spirit within the group to drive innovation.” The Adecco Group provided an update on current trading. In July and August, revenues increased by 6% organically and trading days adjusted, in line with the trend in Q2 2017. So far in September, volume growth indicates a continuation of this trend."We have a clear vision for the successful future of the Adecco Group,” Dehaze, said. “The megatrends shaping our industry bring exciting new opportunities for profitable growth. With our strategic agenda to Perform, Transform and Innovate, we will capitalise on these opportunities. By strengthening the core of our business and leading in digital innovation, we will accelerate growth, enhance our margin and deliver increased total shareholder returns." […]

  • UK – Deliveroo reports sales of £128 million due to international expansion but losses reach £129 million in 2016

    Food courier Deliveroo, registered under Roofoods Ltd, reported revenue of £128.6 million for 2016, an increase of £18.1 million from last year as the company expanded around the world, but its losses rose from 30.1 million in 2015 to £129 million in 2016.Overall the company made a gross profit of £1.1 million.Deliveroo expanded to 140 cities across 12 countries and last year the number of Deliveroo riders worldwide rose from 5,700 in 2015 to 26,500. The expansion of its workforce and opening of new offices was behind rising administrative expenses, which reached £142.2 million last year.In 2016, Deliveroo raised £208 million from shareholders, representing 29% of the company.“Deliveroo is going from strength to strength, with revenue jumping by over 600% across our global markets in 2016. Deliveroo is investing heavily in new technology and new sites across the world,” the company announced in a statement. 'We are extremely proud that in only four years Deliveroo now works with over 30,000 riders and 20,000 restaurants to deliver great-tasting food in over 140 cities around the world."The food courier has been criticised over the rights of its riders. Earlier this year Deliveroo faced a legal battle as the International Workers Union of Great Britain sought to secure workers rights such as sick and holiday pay for its riders. MPs have also condemned the food courier’s gig economy contracts. The Central Arbitration Committee is still investigating whether Deliveroo’s drivers are independent contractors. Deliveroo has also come under fire in the Netherlands and France over employee rights.Meanwhile, the Guardian reports that Deliveroo’s founder and boss Will Shu has given himself a 22.5% pay rise to £124,999 and handed out close to £4.5 million in share bonuses to directors and hundreds of other head office staff, despite the company’s losses.“It’s absolutely absurd that while riders are consistently on low wage and without employment rights, Will Shu sees fit to give himself a £25,000 a year raise,” Jason Moyer-Lee, general secretary of the Independent Workers’ Union of Great Britain which is leading the CAC challenge, said. “He should focus on the minimum wage and holiday pay first and reward himself later.&rdquo […]

  • UK – Addison Lee applies for appeal in gig economy case over courier rights (Reuters)

    Taxi and courier firm Addison Lee had applied to appeal a court decision that ruled one of its couriers deserved workers’ rights, reports Reuters. Chris Gascoigne, who worked for Addison Lee as a courier, brought the claim for £800-worth of holiday pay. He claimed he had been treated as a worker, and that he should have been entitled to the same rights as a worker. A judge ruled in their favour in a decision handed down in August.“Addison Lee is appealing the decision as the verdict is inconsistent with the law and the evidence that clearly showed that Mr. Gascoigne took full advantage of the flexible and fair relationship that we have with cycle couriers,” a spokesman for Addison Lee said. The Independent Workers’ Union of Great Britain said it was certain that the court will rule against Addison Lee again. […]

  • China – 51job announces 60% stake in online recruitment platform Lagou for $119 million

    Chinese job board and HR provider 51job Inc. announced that it has entered an agreement to become the majority shareholder of Lagou Information Limited, the holding company incorporated in the Cayman Islands of Beijing Lagou Network Technology Co., Ltd.Founded in 2013, Lagou operates a recruitment website focused on addressing the demand for technology and engineering talent in China.  51job will acquire a 60% equity interest in the parent company of Lagou for USD 119 million in cash, and the transaction is expected to be completed in the fourth quarter of 2017, subject to closing conditions.“The addition of the Lagou platform further expands and deepens 51job’s HR services ecosystem for both employers and job seekers alike,” Rick Yan, President and Chief Executive Officer of 51job said. “Combining Lagou’s targeted strengths in the technology vertical with 51job’s extensive sales resources and large user base, we are excited about opportunities to enhance the recruitment experience and improve hiring effectiveness in this important industry segment.  Lagou’s founding team and management will continue to drive its rapid growth and development, and we look forward to exploring strategic business synergies together.”Lagou.com stated that it will continue to operate independently after the share sale, but will leverage 51jobs’ large customer base to expand its recently created HR cloud platform and continuing professional education service.Founded in 1998, 51job provides integrated human resources services including business process outsourcing, training, professional assessment, executive search and compensation analysis.&nbs […]

  • Australia – TMS Talent acquires UK-based New Frontiers

    TMS Talent, a travel and hospitality recruitment firm based in Sydney has acquired UK-based New Frontiers Travel Recruitment.New Frontiers, founded in London in 1993, offers recruitment services covering permanent, temporary and contract travel jobs.Meanwhile, TMS Talent was founded in 1994 and focuses on Travel & Hospitality Recruitment across Australia, New Zealand and Asia. TMS Talent is headed up by Managing Director John Terry.“The parallels between the two businesses are remarkable,” Terry said. “TMS Talent and New Frontiers were formed within a year of each other in the mid-1990’s and have both been serving the travel and hospitality markets within their own regions for over 20 years. The opportunity for us to share knowledge and experiences across the world will not only help to grow our business but also help to serve a number of global companies we currently partner with.”New Frontiers Founder and Managing Director Julia Feuell commented, “Making the decision to sell the company I established in 1993 has not been easy.”“TMS Talent were looking for a London operation and I thought the match was perfect,” Feuell said. “As travel recruitment is increasingly international, a global branch network will be more and more relevant.”No further financial details of the transaction were disclosed. […]

  • Taiwan – Seasonally adjusted jobless rate down in August

    The seasonally adjusted unemployment rate in Taiwan stood at 3.76% in August, down from 3.95% in the same period last year, according to figures from the Directorate-General Budget, Accounting and Statistics of Taiwan.The figures showed that the number of unemployed persons in August was 461,000, an increase of by 7,000 (1.54%) on the previous month, but a decreased of 19,000(-4.05%) from the previous year.Meanwhile, total employment in August 2017 was 11,377,000, which increased by 17,000(0.15%) from the previous month and increased by 87,000 (0.77%) from that of the previous year.Taiwan’s labour force participation rate was 59.01% in August 2017, which increased by 0.10% over the previous month and 0.08% over the previous year. […]

  • People – The Adecco Group France, Admiral Recruitment, Major Lyndsey and Africa, Erevena

    France Henry-Labordère has been appointed as general secretary of The Adecco Group France. In her new role, Henry-Labordère will be responsible for representing the group externally, serving on various bodies such as the Board of Directors of Prism'emploi and chairing the Legal Committee. She will be the General Correspondent of The Adecco Group France to the French Association of Private Enterprises (AFEP) and will be a member of the Social and Employment Committee of the Medef (Movement of Enterprises France) and the Social Committee of the Group of Service Professions (GPS). Henry-Labordère will also supervise the group's social relations department. She has previously worked with the French Embassy in the UK as well as AFEP.Admiral Recruitment, which provides permanent and temporary personnel at all levels within the catering and hospitality sector and wider commercial markets, has appointed Tim Vye as COO. Tye was previously Operations Director, Business Solutions, with Randstad UK. He has also served as CEO of environment specialist recruiter Eden Brown and as Director for Reed Specialist Recruitment.International legal search firm Major, Lindsey & Africa announced that Ricardo Paredes has joined the firm in Sydney and will focus on recruiting associates throughout Australia and Asia Pacific. Ricardo brings more than eight years of legal experience to his new role at Major, Lindsey & Africa, having joined from Ethos BeathChapman, where he led the Sydney-based legal recruitment team and specialized in helping associates and partners identify career opportunities with global, national and boutique law firm clients in Australia and Japan. Prior to this Ricardo was a legal recruiter with international recruitment company Michael Page.London-based executive search firm Erevena has appointed John Burr as senior partner in Financial Services. John has over 20 years of search experience across EMEA, the Americas, and APAC in B2B financial services. Previously, he served as partner and global head of financial services at Boyden. Before that he worked at Heidrick & Struggles and Korn Ferry. […]

Latest Research

  • Highest-Return Internal Staff Training

    Key Findings: Respondents to our 2017 Staffing Firm Survey were asked: “Of the training you have offered internal staff, which type would you say had the highest bang-to-buck return on spend/effort? (Pick up to three.)” Most highly-valued types of training The two types of training most commonly perceived as highest-return were both related to the central functions of staffing: “sourcing and/or recruiting tactics”(63%) and “sales/marketing tactics” (54%). The next tier of popularity was a near tie between four other types of training: “operational processes of our firm” (37%), “management/leadership” (36%), “social media” (35%), and “our firm’s front office and/or back office software” (33%). How value of training types vary by staffing firm demographics With respect to staffing firm primary segment, sourcing and/or recruiting tactics and management/leadership training were more valued by professional staffing firms than commercial. Legal/regulatory and software training was more highly valued by commercial staffing firms. With respect to staffing firm size, training in sales/marketing tactics, management/leadership and front office/back office software were all more frequently cited as high return among larger firms than smaller firms. With respect to staffing firm age, sales/marketing tactics were more commonly rated high return by younger firms than older firms. The enthusiasm for sales/marketing tactics training is particularly notable among staffing firms of four years old or younger. In two other cases -- operational processes and front office and/or back office software -- training was more commonly rated high return by older firms than younger firms. To access the complete report, please select the link below: North America Staffing Company Survey 2017 Which types of training for internal staff have the highest return 20170922 - You do not have permission to view this object. […]

  • SI Report Webinar - September 2017

    Twice a year SIA releases our predictions of where the US staffing market is headed. In September we look back to see whether our estimates in April were on target and look ahead for what’s to come in 2018. Growth can depend on many factors, and while some segments may see widespread growth, others may be constricting due to outside pressures.Download the presentation slides.Select the play button to begin viewing. […]

  • US Staffing Forecast: September 2017

    Key Findings We project the US temporary staffing market to grow 3% in 2017 and then 3% again in 2018, reaching a market size of $126 billion in revenue next year. Though we do not project growth to accelerate beyond 3% in 2018 (partly due to the maturity of this expansion cycle), we believe next year offers a bit more opportunity than the current one. After a weak start to this year, GDP growth has improved, and there is still the possibility (albeit diminishing) of a legislative catalyst such as tax reform or an infrastructure package to spur growth next year. One headwind to temporary staffing market growth has been a scarcity of labor supply, noted in a variety of occupations from construction to highly skilled IT roles. Moreover, bill rates have been slow to adjust, perhaps due to low productivity growth in the economy. Should clients become more willing to raise bill rates, that would not only raise revenue via higher rates, but also via greater volume by alleviating labor shortages (assuming a commensurate increase in pay rates). Regarding the total US staffing market (including both temporary staffing and “perm” place & search), we project 3% growth in both 2017 and 2018, reaching $145 billion in revenue next year. Our 2017 growth projection of 3% for the temporary staffing market belies the difference in trends among the various occupational segments, from declines in office/clerical to double-digit growth in travel nurse and education. On pages 6-19, we provide our projections and commentary for each occupational segment of temporary staffing and for the place & search sector. Performance not only varies by occupational segment, but also by location. To provide some local color, on pages 20-23, we summarize employment trends reported by each district of the US Federal Reserve. On pages 24-26 are our detailed tables of market size and growth. Since our April report, we have upwardly revised historical estimates of the travel nurse market and downwardly revised historical estimates of the allied heath staffing market, slightly affecting historical estimates for temporary healthcare staffing, temporary professional staffing, temporary staffing and total staffing.  Most information for this report was collected before Hurricanes Harvey and Irma made landfall. However, a briefing from The Conference Board released September 13 notes that while the two hurricanes “have had a devastating impact on Texas and Florida, the national economic effects should be limited.” In the same briefing, the organization slightly upgraded its GDP outlook for the third quarter. The full report can be downloaded by clicking the link below: US Staffing Industry Forecast_ 20170918 - You do not have permission to view this object. […]

  • Global Overview of Developments in Data Protection and Privacy Laws 2017 Update

    Key FindingsSince our 2016 update, there have been some major developments in the laws relating to data protection and privacy, including: Canada - Mandatory breach notification obligations and record-keeping requirements for private sector organisations; US - Department of Commerce began accepting Privacy Shield certifications on August 1, 2016; Privacy and data security regulations for broadband internet service providers repealed; State legislation related to breach notification and social media privacy continues to be popular; Brazil - Two important bills aim to regulate how personal data is handled by companies and public bodies; Australia - Long-anticipated mandatory data breach notification scheme takes effect from 2018; China - Cybersecurity Law took effect on 1 June 2017; Indonesia – New law addresses several previously unregulated issues; Japan - Amended Act on the Protection of Personal Information became fully effective on 30 May 2017; Europe - Fundamental changes as the General Data Protection Regulation (GDPR) takes effect from 25 May 2018; Germany – Federal Data Protection Act (FDPA) deals with derogations from and additions to the GDPR; UK – Government publishes statement of intent to bring EU law (GDPR) into domestic law. To download the full report, click below:  GlobalOverviewofDevelopmentsin DataPrivacy_2017Update_091817 - You do not have permission to view this object. […]

  • Polish Data Sources

    The aim of this briefing is to provide you with the key information sources for the Polish market. This briefing contains a list of data sources for the country, covering academic resources, applicable government departments, laws and regulations, contingent workforce market data, trade associations and other organisations including supplier directories. The objective of this list is to help Contingent Workforce programme owners or Staffing Suppliers quickly identify sources of information related to contingent workers in a given country. To download the full report click below:  Polish Data Source - You do not have permission to view this object. […]

  • Global Overview of Developments in Data Protection and Privacy Laws 2017 Update

    Since our 2016 update, there have been some major developments in the laws relating to data protection and privacy, including: Canada - Mandatory breach notification obligations and record-keeping requirements for private sector organisations; US - Department of Commerce began accepting Privacy Shield certifications on August 1, 2016; Privacy and data security regulations for broadband internet service providers repealed; State legislation related to breach notification and social media privacy continues to be popular; Brazil - Two important bills aim to regulate how personal data is handled by companies and public bodies; Australia - Long-anticipated mandatory data breach notification scheme takes effect from 2018; China - Cybersecurity Law took effect on 1 June 2017; Indonesia – New law addresses several previously unregulated issues; Japan - Amended Act on the Protection of Personal Information became fully effective on 30 May 2017; Europe - Fundamental changes as the General Data Protection Regulation (GDPR) takes effect from 25 May 2018; Germany – Federal Data Protection Act (FDPA) deals with derogations from and additions to the GDPR; UK – Government publishes statement of intent to bring EU law (GDPR) into domestic law. To download the full report, click below: GlobalOverviewofDevelopmentsin DataPrivacy_2017Update_091817 - You do not have permission to view this object. […]

  • Contingent Workforce and Workforce Solutions Buyers Survey: Initial Insights 2017

    Key Findings This report contains initial findings of the 2017 Workforce Solutions Buyers Survey, including survey questions and unanalyzed summary statistics. It represents the 12th annual such survey conducted by Staffing Industry Analysts. These findings are based on a survey conducted June-July 2017, and reflect the opinions of respondents from 73 companies with contingent workforce and/or workforce solutions programs operating in the Europe, Middle East and Africa region. A map defining the different regions appears on page 26. (Programs may or may not operate in other regions as well, but all programs included in this report have operations in the Europe, Middle East and Africa region.) To qualify for the survey, a company must have 1,000 or more employees (not including contingent workers). Only one respondent per company was used. More detailed analyses of these survey responses will be released in separate reports. To access the complete report, please select the link below: Contingent Workforce and Workforce Solutions Buyers Survey - Initial Insights EMEA 20170913 - You do not have permission to view this object. […]

  • Artificial Intelligence in Talent Acquisition

    In today’s global economy, recruitment, hiring and talent acquisition (TA) is a critical differentiator in being a competitive enterprise. It’s never been more clear to employees and executives alike that talent is the real key to competing in a changing world. To this end, we have watched the TA tech scene explode with dozens of new technologies, each one more promising than the last and each one promising to change the way we hire and work.One of the most promising developments is Artificial Intelligence (AI). Perhaps no other technology has more acutely captured the attention of the TA world than the concept of using Artificial Intelligence in the TA cycle. This underlying technology today powers everything from job recommendations and resume parsing to chatbots and everything in between. As this report will reveal, this is only just the beginning of what’s coming.This report has been informed by a research effort just concluded by Talent Tech Labs on the uses of AI in the talent acquisition function. This research analyzes just how deep these tools are reaching into the talent acquisition applications available today.Within this report we will explore some of the concepts that make up artificial intelligence, examine key use cases for supporting the wider talent acquisition function, and elaborate on the future applications of these technologies. In addition, we will provide a snapshot of the technology provider landscape, a select list that gives insight into the variety of functionalities that are now available.The real value in this report will not be revealed in any one place. Understanding the science of AI is important. Gathering intelligence on what is working in the market is critical. But when combined you will, hopefully, begin to see just how embedded this technology is within the variety of tools at the fingertips of talent acquisition and staffing professionals today. You will also get a sense of just how much potential this technological shift has to impact and improve candidate engagement, hiring practices, and the talent acquisition function as a whole, both now and into the future. It’s a brave new world. The full report and an Excel spreadsheet with information on survey respondents can be found below:  Artificial Intelligence in Talent Acquisition 20170911 - You do not have permission to view this object. Artificial Intelligence in Talent Acquisition Vendor Profiles - You do not have permission to view this object. […]

  • Global Overview of Developments in Data Protection and Privacy Laws 2017 Update

    Since our 2016 update, there have been some major developments in the laws relating to data protection and privacy, including: Canada - Mandatory breach notification obligations and record-keeping requirements for private sector organisations; US - Department of Commerce began accepting Privacy Shield certifications on August 1, 2016; Privacy and data security regulations for broadband internet service providers repealed; State legislation related to breach notification and social media privacy continues to be popular; Brazil - Two important bills aim to regulate how personal data is handled by companies and public bodies; Australia - Long-anticipated mandatory data breach notification scheme takes effect from 2018; China - Cybersecurity Law took effect on 1 June 2017; Indonesia – New law addresses several previously unregulated issues; Japan - Amended Act on the Protection of Personal Information became fully effective on 30 May 2017; Europe - Fundamental changes as the General Data Protection Regulation (GDPR) takes effect from 25 May 2018; Germany – Federal Data Protection Act (FDPA) deals with derogations from and additions to the GDPR; UK – Government publishes statement of intent to bring EU law (GDPR) into domestic law. To download the full report, click below: GlobalOverviewofDevelopmentsin DataPrivacy_2017Update_091817 - You do not have permission to view this object. […]

  • Contingent Workforce and Workforce Solutions Buyers Survey: Initial Insights 2017

    Key Findings This report contains initial findings of the 2017 Workforce Solutions Buyers Survey, including survey questions and unanalyzed summary statistics. It represents the 12th annual such survey conducted by Staffing Industry Analysts. These findings are based on a survey conducted June-July 2017, and reflect the opinions of respondents from 53 companies with contingent workforce and/or workforce solutions programs operating in the Asia Pacific region. A map defining the different regions appears on page 26. (Programs may or may not operate in other regions as well, but all programs included in this report have operations in the Asia Pacific region.) To qualify for the survey, a company must have 1,000 or more employees (not including contingent workers). Only one respondent per company was used. More detailed analyses of these survey responses will be released in separate reports. To access the complete report, please select the link below: Contingent Workforce and Workforce Solutions Buyers Survey - Initial Insights APAC 20170913 - You do not have permission to view this object. […]

  • Performance of the Largest Staffing Firms in Australia 2017

    • We estimate the Australian Staffing Market was worth AUD 19.6 billion in 2016 (USD 14.6bn). This represents 3.4% of the global market and makes Australia the 7th largest market.• The Australian economy has grown at between 1.7% and 3.1% over recent years. SIA is forecasting growth of 2% in 2017 for the staffing market.• There are estimated to be over 12,500 staffing firms operating in the Australian market. This means there is a low level of market concentration. The 25 companies analysed in this report have combined revenues of AUD 11.0bn (USD 8.2bn).• Global players operating in the Australian market include Recruit, Manpower, Hays, Adecco, Randstad, Robert Walters, Robert Half, Michael Page, Brunel and Fircroft.• The local Australian companies covered in the report include Ignite, Finite, Programmed/Skilled, AWX, Ambition and Workpac.• The largest company in the Australian market is Hays with revenue of AUD 1.61 billion (USD 1.12b). Hays is listed as the 6th largest staffing company in the world.• Revenue growth of the largest 25 firms for the latest year averaged 8.6%, well above the previous year’s average of 3.6%, and well above market growth.  Revenue growth ranged from a low of -28% for Fircroft to a high of 36% for Finite.• Gross margin averaged 16.3% for the latest year, a reduction from the 16.9% achieved a year earlier. Gross margin ranged from a low of 2.6% for Programmed to a high of 37.3% for Ambition.• The measure of profitability used in the review is EBITDA. The ratio of EBITDA to revenue averaged 2.8% in the latest year, a reduction from 3.1% in the previous year.To download a copy of the report please click below: Performance of the Largest Staffing Firms in Australia 20170912 - You do not have permission to view this object. […]

  • Artificial Intelligence in Talent Acquisition

    In today’s global economy, recruitment, hiring and talent acquisition (TA) is a critical differentiator in being a competitive enterprise. It’s never been more clear to employees and executives alike that talent is the real key to competing in a changing world. To this end, we have watched the TA tech scene explode with dozens of new technologies, each one more promising than the last and each one promising to change the way we hire and work.One of the most promising developments is Artificial Intelligence (AI). Perhaps no other technology has more acutely captured the attention of the TA world than the concept of using Artificial Intelligence in the TA cycle. This underlying technology today powers everything from job recommendations and resume parsing to chatbots and everything in between. As this report will reveal, this is only just the beginning of what’s coming.This report has been informed by a research effort just concluded by Talent Tech Labs on the uses of AI in the talent acquisition function. This research analyzes just how deep these tools are reaching into the talent acquisition applications available today.Within this report we will explore some of the concepts that make up artificial intelligence, examine key use cases for supporting the wider talent acquisition function, and elaborate on the future applications of these technologies. In addition, we will provide a snapshot of the technology provider landscape, a select list that gives insight into the variety of functionalities that are now available.The real value in this report will not be revealed in any one place. Understanding the science of AI is important. Gathering intelligence on what is working in the market is critical. But when combined you will, hopefully, begin to see just how embedded this technology is within the variety of tools at the fingertips of talent acquisition and staffing professionals today. You will also get a sense of just how much potential this technological shift has to impact and improve candidate engagement, hiring practices, and the talent acquisition function as a whole, both now and into the future. It’s a brave new world. The full report and an Excel spreadsheet with information on survey respondents can be found below:  Artificial Intelligence in Talent Acquisition 20170911 - You do not have permission to view this object. Artificial Intelligence in Talent Acquisition Vendor Profiles - You do not have permission to view this object. […]