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Global Daily News

  • Canadian temp staffing revenue to increase 4%

    The Canadian temporary staffing industry will see an increase in revenue this year, according to the “Canadian Staffing Industry Outlook: 2017 Update” report released by Staffing Industry Analysts. The industry will see revenue rise 4% year over year in 2017 to reach a market size of C$8.5 billion. The report also projects a slight deceleration to 3% growth in 2018.The Canadian temporary staffing industry was flat in 2016, as steep declines in the province of Alberta were offset by modest growth in Ontario, Quebec and British Columbia.Adding the small Canadian place and search market — direct hire, retained/executive search, “temp-to-perm” conversion fee revenue — to the temporary staffing market, Staffing Industry Analysts estimates the total Canadian staffing industry was CAD 8.6 billion in revenue last year. As with temporary staffing specifically, SIA projects 4% and 3% growth for the total Canadian staffing industry in 2017 and 2018, respectively.Comparatively, Staffing Industry Analysts forecasts the US staffing market — which includes temporary staffing as well as place and search — will grow 3% in 2017, with variances across occupational segments; both markets also grew 3% in 2016.“In this year’s report, we note that Canada’s economy is also aided by a faster rate of population growth than the US, with population growing 1.1% annually over the past five years in Canada, versus 0.8% in the US,” said Research Manager Timothy Landhuis. “In addition, the Canadian government raised the immigration target to 300,000 individuals starting in 2016, a move designed to further grow the labor force and economy.”Stabilization in oil prices have brought about the beginning of a recovery in the energy sector in Canada, which is heavily concentrated in Alberta. Economic forecasters now predict 2.5% GDP growth this year in Alberta, a welcome relief from the recession experienced over the past two years in the province.Canada’s GDP is expected to grow 2.6% this year and 1.9% next year, according to the Bank of Canada’s Monetary Policy report, with growth expected in the manufacturing and financial services sectors.Canada’s unemployment rate dipped to 6.5% in April. Nevertheless, there still appears to be enough slack in the labor market such that growth in pay rates and bill rates is expected to remain moderate this year.Corporate members can download the full report online. […]

  • Orion International changes name to Orion Talent

    Orion International Consulting Group Inc. will formally change its name to Orion Talent. The name change reflects the company’s broadened service offerings — recruitment process outsourcing, targeted recruitment support services and project-based solutions.The Orion Talent brand will be implemented across the company's online presence and social media campaigns throughout the year.Orion International launched in 1991 as a staffing firm specializing in the placement of former military personnel. Although military recruiting remains its core and an integral part of its growth strategy, the company now provides a range of talent solutions for industries including manufacturing, distribution, medical, energy, aerospace, engineering, semiconductor and technology.In January 2016, Orion International acquired Novotus — now Orion Novotus, an Orion Talent company — a recruitment process outsourcing and recruiting services provider.“Our name change formalizes a strategic shift that has been in motion since our acquisition of Novotus in 2016 and more accurately reflects what we do today: help job seekers and businesses of all sizes meet the changing complexities and realities of today’s employment and talent market,” said CEO Mike Starich.Orion Talent, headquartered in Cary, N.C., has offices nationwide and 200-plus recruiting professionals. […]

  • IT professionals setting firmer boundaries for work-related stress and work/life balance

    The majority of IT professionals, six in 10, report they are less stressed now than at any point in their careers and 83% would still choose IT as a career, according to TEKsystems’ annual IT Worker Stress Test and Work/Life Balance survey.This is aided by the fact that almost 70% of those polled said they are only expected to be accessible during traditional working hours, indicating a good work/life balance. This, coupled with the extremely low unemployment rate in IT, may be why 66% would seek other employment if stress became an issue, and why at least half would do so for less pay, according to the report.However, nearly three-quarters of IT professionals still report that work-related stress contributes to their overall stress level. This seems to be spread evenly over three primary areas: the impact on work/life balance, keeping up with organizational requests/workload and keeping up with technology. Of particular note is that work/life balance is tied for the top stressor and nearly half of those asked report they’ve missed a significant personal event for something work related.“Overall, it’s still a great time to be a tech pro,” said Jason Hayman, research analyst for TEKsystems. “Most IT workers are experiencing lower stress levels than in the past, and they don’t feel like their jobs require them to be accessible outside of reasonable times. We’ve seen for some time that it’s a seller’s market if you’re an IT pro, so they’re less likely to put up with a more stressful environment when they know the opportunity is out there to find something better, less stressful, even if it’s for less money.”TEKsystems, part of the Allegis Group, tops Staffing Industry Analysts' list of largest IT staffing firms in the US. […]

  • CIOs report strong demand for enterprise architects

    CIOs increasingly focus on innovation in the midst of unprecedented global political and economic uncertainty, according to the 2017 Harvey Nash/KPMG CIO Survey, released today.Two-thirds of organizations, 64%, are adapting their technology strategies, with 89% maintaining or ramping up investment in innovation, including in digital labor. Additionally, 52% are investing in more nimble technology platforms.According to the survey, the proportion of organizations that have enterprise-wide digital strategies rose 52% in just two years, and those organizations with a chief digital officer have increased 39% over the last year. To help deliver these complex digital strategies, organizations also report a huge demand for enterprise architects — the fastest-growing technology skill this year, up 26% compared to 2016.Six in 10 IT leaders, 62%, report a tech skills shortage but the skills shortage is unequal across the world: North America: 56% Europe: 63% Latin America: 64% APAC: 68% Big data/analytics remains the most in-demand skill for the third consecutive year at 42%, up 8% over last year.The survey included 4,498 CIOs and technology leaders and was conducted between Dec. 19, 2016, and April 13, 2017, across 86 countries. […]

  • Netherlands – Headfirst Source Group reports revenue up after completion of merger

    Dutch staffing firm Headfirst Source Group, previously known as the Source Group before its merger with Headfirst, reported revenue for the first three months of 2017 with sales of €123 million, up 156%  from €75 million in the same period last year. This increase is largely due to the merger, which was completed at the end of 2016.The group stated that its results were also boosted by contract awards which included contracts with the Ministry of Economic Affairs, the Royal Library, Council for the Judiciary and the UWV (Employee Insurance Agency). Headfirst Source Group also stated that EBITDA increased to €1.6 million, despite additional costs in connection with the merger. Operating profit increased to €1 million.The group is targeting turnover of €460 million and EBITDA of €7.0 million for the full year of 2017.In trading today, Headfirst Source Group traded at €2.30, up 4.5% on the day. Based on its current share price the company has a market value of €28.05 million.&nbs […]

  • Switzerland – Michael Page Swiss Job Index shows growth in advertised jobs in May

    The Michael Page Swiss Job Index recorded an increase in advertised jobs of 1.1% between April and May 2017. The increase continues an upward trend since January 2017.Meanwhile, the number of advertised jobs increased by 11% for the period between January to May 2017.The increase in jobs was driven by categories for IT specialists and bankers, followed by engineers, pharma/biotech and project managers. Job Category monthly growth(April - May 2017) Growth since the beginning of the year (January-May 2017) 1. IT Specialists (including security IT)     6.2% 27.4% 2. Bankers (including private banking)     5.7% 18.9% 3. Engineers     3.0% 21.5% 4.     Pharma/Bio Tech 3.0% 12.1% 5. Project Managers      2.4% 17.2% "We are seeing particularly strong demand in regards to IT specialists, engineers and project managers across all industries, and specialists in the pharmaceutical industry,” Charles Franier, Executive Director at Michael Page, said. The increase in the number of jobs in the banking sector is specific as it primarily focuses on private banking and investment services. "The Michael Page Swiss Job Index lists the number of jobs advertised on the websites of companies based in Switzerland.  The index covers the main market trends in recruitment in enterprises, regional characteristics, segmentation specific sectors and professions. […]

  • UK – Deliveroo prepares to fight union over workers’ rights (Reuters)

    The International Workers Union of Great Britain begins a legal battle today to secure workers rights such as sick and holiday pay for riders of the food courier firm Deliveroo, reports Reuters. A panel chaired by a judge is expected to hear the case until Thursday and a final decision is expected to be reached in the weeks after. “For years employers in the so-called gig economy have been able to get away with unlawfully depriving their workers of employment rights to which they are legally entitled," IWGB General Secretary Jason Moyer-Lee said.In a letter to its couriers, Deliveroo UK Managing Director Dan Warne said, "If you were a worker as the IWGB propose, Deliveroo would no longer be able to run its business like this. You would be required to commit to fixed hours, giving up this flexibility of fee per delivery.” Last year, a group of drivers filed a lawsuit against Uber over employment rights and claims with a London Tribunal ruling in favour of the Uber drivers.&nbs […]

  • UK – Matthew Taylor Inquiry set to call for zero-hours contracts employees to be given right to request fixed hours (BBC)

    Matthew Taylor’s review of employment law, which includes an inquiry into self-employment and zero-hours contracts, is set to call for employees on zero-hours contracts to be given the right to request a move onto fixed hours, reports the BBC.  Employers would have to seriously take into consideration the request for fixed hours and then provide reasons for their decisions. According to data from the Office of National Statistics, the number of people in the UK whose main job is based on a zero-hours contracts rose by 13% last year to reach 905,000.In its election manifesto, the Labour Party has pledged to ban all zero-hours contracts.Matthew Taylor is set to be a guest speaker at Staffing Industry Analysts' Executive Forum Europe.&nbs […]

  • China – Zhaopin Q3 revenue up 30%, but net income down

    Zhaopin Limited (NYSE: ZPIN) a Chinese career platform in China, reported revenue for the third quarter ended 31 March 2017 with revenue of RMB 492.8 million (USD 71.6 million) an increase of 30.3% compared to last year. (RMB millions) Q3 2017 Q3 2016 Change Q3 2017 (USD millions) Revenue 492.8 378.1 30.3% 71.6 Gross Profit 425.1 339.6 25.2% 61.8 Operating Income 51.7 65.8 -21.4% 7.5 Net Income 46.9 61.8 -24.0% 6.8 Net Income for Zhaopin decreased 24% to RMB 46.9 million (USD 6.8 million). According to the company, the decrease was primarily due to the accrual of RMB 7.3 million withholding income tax in relation to undistributed earnings from Zhaopin's PRC (People’s Republic of China) subsidiaries, because Zhaopin's intention to reinvest all of its profits indefinitely is no longer certain.Zhaopin reported a gross margin for the third quarter of 87.0%, down from 91.1% in the same period last year. The decrease in gross margin was mainly due to a lower gross margin in other services. The company operates two primary business segments: Online Recruitment Services and Other Services, which encompasses campus recruitment, assessment services, and other HR related services.  (RMB millions) Q3 2017 Q3 2016 Change Q3 2017 (USD millions) Online Recruitment Services 400.4 323.8 23.7% 58.2 Other Revenue 92.4 54.3 70.1% 13.4 “Online revenue benefited from our post-Chinese New Year marketing campaign that was carefully planned based on our deep insights into the Chinese labour market demand,” Evan Guo, Chief Executive Officer and Director of Zhaopin, said."To support long-term growth in the highly competitive market while also facing macro uncertainties, we need to remain cautious and continue our reinvestment program in sales and marketing, product and R&D. We believe this strategy is compelling and the right approach to support Zhaopin's market position as a leading career development platform in China," Guo said.On 17 February 2017, Zhaopin announced that SEEK, the Australian Job Board and Zhaopin’s largest shareholder, formed a consortium for the purpose of a potential privatisation of Zhaopin. The consortium consists of SEEK International Investments together with Hillhouse Capital Management, Ltd. and FV Investment Holdings. Zhaopin’s special committee received a preliminary non-binding proposal from the consortium involving the acquisition of all outstanding shares of the company not already owned by members of the consortium for USD 18.00 in cash per ADS (American Depository Share), or USD 9.00 in cash per ordinary share, subject to certain conditions.On 6 April, Zhaopin announced that it had entered into a definitive Agreement and plan of merger with SEEK International, and Zebra Mergerco, Ltd., a Cayman Islands exempted company incorporated by an affiliate of Hillhouse Capital Management, and FV Investment Holdings. Pursuant to the merger agreement, the buyer group will acquire all of the outstanding shares of the company for a cash consideration, that together with the amount of the special dividend will equal USD 9.10 per ordinary share of the company and USD 18.20 per ADS.The closing of the merger is currently expected to occur during the second half of 2017, and is subject to customary closing conditions.Due to the the fact the company is going private, Zhaopin will not be providing an outlook statement.Zhaopin also announced that on May 2017, it entered a share purchase agreement with Zhonghe Group Inc. and other parties to acquire a minority interest of the total issued and outstanding shares of 51 SheBao. The closing of the transaction is subject to certain conditions.  Zhaopin states that this investment is expected to help it ‘strengthen customer relations and expand its service offerings in the human capital value chain’.In trading yesterday, Zhaopin shares closed at USD 18.02, no change on the day and 1.85% below its 52-week high of USD 18.36, set on 24 February 2017. Based on its current share price the company has a market value USD 1.01 billion. […]

  • India – Employers believe productivity suffers when employees work from home

    Most employers in India believe that productivity is hindered when employees work from home, according to survey data from TimesJobs.The survey, which polled more than 1,100 employees and approximately 800 employers, also showed that 60% of businesses do not have a formal work-from-home policy. Meanwhile, 75% of employers are not even comfortable with this idea despite the fact that 90% of employees are keen on having such a policy at work.“To survive in today’s competitive business world, companies need to transform from a command & control culture to an empower & enhance value system. Organisations that are able to create a culture that nurtures agile, high-performance teams will thrive. Policies such as work-from-home and flexi-working create a culture of trust and communicate the company’s belief in its high-performance employees, which in turn attracts and retains top talent,” Ramathreya Krishnamurthi, Business Head, TimesJobs, said.Despite 70% of employers believing that productivity is hampered when employees work from home, 44% of employees feel that work-from-home helps boost productivity. Meanwhile 80% of organisations say no to work-from-home as they say that they have no tracking mechanisms to manage the workers who opt for it.Further data shows that 40% employers see a lack of control as the biggest challenge of a work-from-home policy. Resistance from top management in acceptance and implementation of work-from-home strategy is another big challenge cited by 30% of surveyed organisations. Lack of employee interest for work-from-home options is stated as a deterrent by 5% employers.While 35% of organisations are unsure of adopting any work-from-home policy in the near future, 40% employers say they already have such a policy but they will modify it to suit the changing needs of employees. And 25% of organisation plan to implement this policy in the near future. […]

  • Hong Kong – Jobless rate remains steady in April

    The unemployment rate in Hong Kong stood at 3.2% for the three months ended April 2017, the same as the previous period of January to March 2017, according to data from the Hong Kong Census and Statistics Department. Total employment decreased by 5,700 from 3.82 million in January to March 2017 to 3.81 million in February to April 2017. Over the same period, the labour force also decreased.The underemployment rate stood at 1.2%, also stable compared to the previous period. The Hong Kong Census and Statistics Department defines the underemployed population as those employed persons who have involuntarily worked less than 35 hours during the 7 days before enumeration and have sought additional work during the 30 days before enumeration, or have not sought additional work but have been available for additional work during the 7 days before enumeration.Meanwhile, the total number of unemployed persons (not seasonally adjusted) increased over the same period by 2,200."The labour market remained in a state of full employment in February - April 2017,” Secretary for Labour and Welfare, Stephen Sui, said. "The labour market is expected to remain tight in the near term. Yet, as the external environment is still clouded by various uncertainties, we will stay vigilant and monitor the developments closely." […]

  • Japan – Mid-sized firms plan to buy robots to overcome labour shortages (Reuters)

    Mid-sized companies in Japan are planning to buy robots and other automation equipment in order to combat a growing labour shortage, according to survey data from the Bank of Japan published in Reuters. Mid-sized businesses with share capital of JPY 100 million to JPY 1 billion (USD 0.9 million to 9 million) plan to boost investment by 17.5% this year with an increasing amount of investment dedicated to becoming more efficient. The robots will help automate tasks in such as manufacturing, earthmoving and hotel room service. […]

Latest Research

  • Mergers and acquisitions database 2017

    This workbook contains a database of mergers and acquisitions related to companies in the staffing and workforce solutions industry. The database contains information collected on 683 transactions that occurred between January 2014 and May 2017.The “M&A Dashboard” contains drop-down menus that allow the user to select a subset of transactions based on criteria such as geographic region, industry segment, and date range. The “M&A List” contains the complete list of transactions in one spreadsheet which can be sorted and filtered.For each transaction, the database provides a row of information that includes the date of the acquisition announcement, the names and locations of both the acquirer and target company, notes on the acquisition price, if any, and a link to the corresponding news item in Staffing Industry Analysts’ Daily News.To download the database workbook, please select the following link: Mergers and acquisitions database 20170522 - You do not have permission to view this object. […]

  • Global Staffing Forecast May 2017

    Key Findings:2016 staffing revenue by geography and sector (pages 2-10): We estimate that in 2016, the staffing industry generated 428 billion US dollars (USD) of revenue worldwide (386 billion Euro). Three countries (US, Japan, UK) made up a majority of revenue. Of all staffing revenue generated in 2016 worldwide, we estimate 89% was via the temporary staffing model with the remaining 11% from place & search. A majority of temporary staffing revenue was from commercial jobs, though there are markets where professional jobs made up a majority, such as the US. 2013-2016 growth in staffing revenue (page 11) From 2013 to 2016, the order of the largest seven markets has not changed. China has moved from twelfth to eighth as its economy has surged. Canada and Brazil fell from the top 10, partly due to a drop in oil prices over that period. Staffing market estimates and projections through 2018 (pages 12-16): SIA projects that global staffing revenue will grow 3% this year to reach USD 441 billion and 5% in 2018 to reach USD 464 billion. In terms of Euro, we project 7% growth this year to EUR 413 billion and 5% in 2018 to EUR 435 billion. The percentage growth projected for 2017 is different when based in Euro, compared to growth based in US dollars, as our 2017 projections are affected by year-to-date currency trends. Our 2018 projection has been estimated on a constant currency basis. As the staffing industry is highly cyclical, the moderate growth of 5% we project for the staffing market next year reflects an outlook of moderate growth in the global economy. In its April 2017 World Economic Outlook, the IMF projected real, global GDP growth to accelerate from 3.1% in 2016 to 3.5% and 3.6% in 2017 and 2018, respectively. Though GDP is a major driver of staffing performance, it is not the only factor. For instance, several European markets, especially Italy (where the regulatory climate has become more favorable), are projected to grow robustly despite a mild (in some cases weak) economic backdrop. The full report can be downloaded by clicking the link below: Global Staffing Industry Forecast May 2017 20170519 A - You do not have permission to view this object. […]

  • Canadian Staffing Industry Outlook: 2017 Update

    Key Findings We forecast the Canadian temporary staffing market will grow 4% in 2017 to reach CAD 8.5 billion in revenue, and then expand 3% in 2018. Our forecast anticipates growth across all skill segments of the industry. We estimate that the temporary staffing industry was flat in 2016, as steep declines in Alberta were offset by modest growth in Ontario, Quebec and British Columbia. Adding the small Canadian place and search market (direct hire, retained/executive search, “temp-to-perm” conversion fee revenue) to the temporary staffing market, we estimate the total Canadian staffing industry was CAD 8.6 billion in revenue last year. As with temporary staffing specifically, we project 4% and 3% growth for the total Canadian staffing industry in 2017 and 2018, respectively. Expected GDP growth of 2% or higher in each of Canada’s four largest provinces this year provide a favorable macroeconomic environment for growth in the staffing industry. Stabilization in oil prices is expected to bring a return to growth for Alberta, while consumer spending, rising home prices, export growth, and fiscal and monetary policy is driving growth in Ontario, Quebec and British Columbia. Consistent with projected GDP acceleration this year, expansion in total employment year-over-year has averaged 1.5% so far in 2017, an improvement from the 0.7% rate observed last year. Similarly, Canada’s unemployment rate fell to 6.5% in April, the lowest rate since October 2015, and a sign of tightening in the labor market. Summary tables containing our forecast of Canadian staffing industry revenue appear on pages nine and ten, including growth rates and market size estimates by temporary staffing skill segment. Commentary on trends for selected skill segments are included on pages 11 to 14, and more details on the outlook for Ontario, Quebec, British Columbia and Alberta are provided on pages 15 to 18. To download the full report, please select the link below:  Canadian Staffing Industry Outlook 20170517 - You do not have permission to view this object. […]

  • U.S. Internal Employee Compensation Estimator 2017 Edition

    This tool (Excel workbook) allows users to view compensation data via five dashboards–each a separate worksheet (tab) in the Excel workbook.  The dashboards are:  Compensation levels: across years of industry experience  Compensation levels: across all staffing segments  Compensation levels: across job titles  Compensation levels: across company sizes  Y/Y change in base salary This companion report (PDF file) illustrates how each dashboard presents compensation data via example excerpts from the tool. An appendix with detailed step-by-step instructions on how to use the tool is provided as well. Please select the links below to download the tool and companion report:  U.S. Internal Employee Compensation Estimator 2017 Edition.xlsm - You do not have permission to view this object. 2017 U.S. Internal Employee Compensation Estimator - Companion Report 20170505 - You do not have permission to view this object. […]

  • Mergers and acquisitions database 2017

    This workbook contains a database of mergers and acquisitions related to companies in the staffing and workforce solutions industry. The database contains information collected on 683 transactions that occurred between January 2014 and May 2017.The “M&A Dashboard” contains drop-down menus that allow the user to select a subset of transactions based on criteria such as geographic region, industry segment, and date range. The “M&A List” contains the complete list of transactions in one spreadsheet which can be sorted and filtered.For each transaction, the database provides a row of information that includes the date of the acquisition announcement, the names and locations of both the acquirer and target company, notes on the acquisition price, if any, and a link to the corresponding news item in Staffing Industry Analysts’ Daily News.To download the database workbook, please select the following link: Mergers and acquisitions database 20170522 - You do not have permission to view this object. […]

  • Polish Staffing Market

    We estimate that the staffing market in Poland was worth PLN 5.9 billion ($1.5 billion) in 2016, an increase of +12% from 2015. Our latest estimate forecasts that the market will grow further by +16% in 2017, and cool very slightly in 2018 with +15% growth. The placement of blue collar workers accounts for the majority of this market in terms of revenue, but there is also a strong business for posting workers abroad.The top three firms are major international players headquartered in Netherlands, Switzerland, the United States respectively. Overall three of the ten largest firms are headquartered in Poland but not necessarily in Warsaw. Please note that 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 a better service or more value to its shareholders.There are two principal associations of staffing firms in the country. A combined contact list for members of both can be downloaded below.Polskie Forum HR (Polish HR Forum), formerly Federation of Temporary Staffing Agencies (ZAPT), was established in 2002 as the initiative of leading companies from the employment agencies sector. The organisation currently has 32 members.The Association of Employment Agencies (SAZ) , brings together agencies specialising in the recruitment of permanent work in the country and abroad, HR consulting, temporary work and outsourcing. At the moment, there are just under sixty companies with more than 200 offices, branches and representative offices throughout the country and abroad who are members of SAZ.There is a compulsory national registry for employment agencies (KRAZ) which contains data on such items as the company’s legal form, address, and range of business activity in 2016. A request for registration must be submitted to the Marshal of the Province with jurisdiction over the place of business.  There are currently 8160 firms in the registry.A transcript of remarks by Anna Wicha the President of President of the Polish HR Forum at last year's European Executive Forum Conference can be found here.  We frequently cover the Polish Market in our Daily News which you can subscribe to here.To download a contact list of the members of the Polskie Forum and SAZ, please click below: Polish Contact List - You do not have permission to view this object. […]

  • Global Staffing Forecast May 2017

    Key Findings:2016 staffing revenue by geography and sector (pages 2-10): We estimate that in 2016, the staffing industry generated 428 billion US dollars (USD) of revenue worldwide (386 billion Euro). Three countries (US, Japan, UK) made up a majority of revenue. Of all staffing revenue generated in 2016 worldwide, we estimate 89% was via the temporary staffing model with the remaining 11% from place & search. A majority of temporary staffing revenue was from commercial jobs, though there are markets where professional jobs made up a majority, such as the US. 2013-2016 growth in staffing revenue (page 11) From 2013 to 2016, the order of the largest seven markets has not changed. China has moved from twelfth to eighth as its economy has surged. Canada and Brazil fell from the top 10, partly due to a drop in oil prices over that period. Staffing market estimates and projections through 2018 (pages 12-16): SIA projects that global staffing revenue will grow 3% this year to reach USD 441 billion and 5% in 2018 to reach USD 464 billion. In terms of Euro, we project 7% growth this year to EUR 413 billion and 5% in 2018 to EUR 435 billion. The percentage growth projected for 2017 is different when based in Euro, compared to growth based in US dollars, as our 2017 projections are affected by year-to-date currency trends. Our 2018 projection has been estimated on a constant currency basis. As the staffing industry is highly cyclical, the moderate growth of 5% we project for the staffing market next year reflects an outlook of moderate growth in the global economy. In its April 2017 World Economic Outlook, the IMF projected real, global GDP growth to accelerate from 3.1% in 2016 to 3.5% and 3.6% in 2017 and 2018, respectively. Though GDP is a major driver of staffing performance, it is not the only factor. For instance, several European markets, especially Italy (where the regulatory climate has become more favourable), are projected to grow robustly despite a mild (in some cases weak) economic backdrop. The full report can be downloaded by clicking the link below:  Global Staffing Industry Forecast May 2017 20170519 EA - You do not have permission to view this object. […]

  • UK Professional Recruitment Trends March/April 2017

    Placements growth—both perm and temp placements up in Engineering and both down in Social work. Vacancies trends—both perm and temp vacancies up in Engineering and Social work while both down in IT. Salary growth increased in all major sectors – Finance, Social care, IT, Marketing, Engineering and Sales. To download a copy of the report, please click on the link below: ProRecruitmentTrends_Mar_Apr_2017 - You do not have permission to view this object. […]

  • Mergers and acquisitions database 2017

    This workbook contains a database of mergers and acquisitions related to companies in the staffing and workforce solutions industry. The database contains information collected on 683 transactions that occurred between January 2014 and May 2017.The “M&A Dashboard” contains drop-down menus that allow the user to select a subset of transactions based on criteria such as geographic region, industry segment, and date range. The “M&A List” contains the complete list of transactions in one spreadsheet which can be sorted and filtered.For each transaction, the database provides a row of information that includes the date of the acquisition announcement, the names and locations of both the acquirer and target company, notes on the acquisition price, if any, and a link to the corresponding news item in Staffing Industry Analysts’ Daily News.To download the database workbook, please select the following link:  Mergers and acquisitions database 20170522 - You do not have permission to view this object. […]

  • Global Staffing Forecast May 2017

    Key Findings:2016 staffing revenue by geography and sector (pages 2-10): We estimate that in 2016, the staffing industry generated 428 billion US dollars (USD) of revenue worldwide (386 billion Euro). Three countries (US, Japan, UK) made up a majority of revenue. Of all staffing revenue generated in 2016 worldwide, we estimate 89% was via the temporary staffing model with the remaining 11% from place & search. A majority of temporary staffing revenue was from commercial jobs, though there are markets where professional jobs made up a majority, such as the US. 2013-2016 growth in staffing revenue (page 11) From 2013 to 2016, the order of the largest seven markets has not changed. China has moved from twelfth to eighth as its economy has surged. Canada and Brazil fell from the top 10, partly due to a drop in oil prices over that period. Staffing market estimates and projections through 2018 (pages 12-16): SIA projects that global staffing revenue will grow 3% this year to reach USD 441 billion and 5% in 2018 to reach USD 464 billion. In terms of Euro, we project 7% growth this year to EUR 413 billion and 5% in 2018 to EUR 435 billion. The percentage growth projected for 2017 is different when based in Euro, compared to growth based in US dollars, as our 2017 projections are affected by year-to-date currency trends. Our 2018 projection has been estimated on a constant currency basis. As the staffing industry is highly cyclical, the moderate growth of 5% we project for the staffing market next year reflects an outlook of moderate growth in the global economy. In its April 2017 World Economic Outlook, the IMF projected real, global GDP growth to accelerate from 3.1% in 2016 to 3.5% and 3.6% in 2017 and 2018, respectively. Though GDP is a major driver of staffing performance, it is not the only factor. For instance, several European markets, especially Italy (where the regulatory climate has become more favourable), are projected to grow robustly despite a mild (in some cases weak) economic backdrop. The full report can be downloaded by clicking the link below:  Global Staffing Industry Forecast May 2017 20170519 EA - You do not have permission to view this object. […]

  • Singapore Overview

    Introduction Singapore is a small, but wealthy city-state with an open and trade-driven economy. At the end of 2016, there were 3,673,100 employed persons, with 2,280,100 locals and 1,393,000 foreigners the majority of whom are unskilled or semi-skilled workers. Although local employment growth (+11,200) was higher than in 2015 (+700), it has slowed significantly from levels seen in the earlier part of this decade. In 2016 foreign employment contracted for the first time since the 2009 recession, continuing a downtrend since 2011. Singapore’s Ministry of Manpower (MOM) announced a ruling in September 2013, requiring employers to consider Singaporeans fairly, before hiring skilled professional foreigners. Median income growth moderated for Singaporeans in 2016 after strong growth in 2015, while labour productivity rose. The structure of the labour Force is broken down between contract workers who account for 9% of the resident workforce, own account workers /independent contacts 8% of the resident workforce and part-time workers. The report includes commentary about the market from some of the main players and a forecast from the Ministry of Manpower, which suggests labour demand will remain modest. To download the full report, please click below: Singapore Overview 20170425 - 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. To support small/mid-market organizations, MSP mid-market specific services are being developed as well as talent pool consortiums. For example:  MetaProcure has started a talent consortium for the education sector. Solvus is supporting individual government entities in Belgium in a similar way. As sourcing hard to find talent and retention become a greater challenge, contingent worker satisfaction surveys are an active SLA or KPI for some MSPs to support driving continuous improvement programs that relate to the contingent worker experience. 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. MSP providers are continuing to invest in delivery centers. The most active developments in 2016 relate to increasing investments in Eastern Europe and India. Example vendors include Resource Solutions and Hays who invested in India and Poland respectively. Of the vendors researched, 65% also offer RPO solutions as a complementary offering and a selection of clients are being supported with an RPO and Contingent RPO blended offering. Over the last year, a number of organizations have performed a reorganization and merged the MSP and RPO practices under a single leader to support greater synergies and total talent offerings. Approximately 30% of MSP vendors also offer proprietary VMS technology and continue to develop products to support a technology-led MSP service. Some have built-in SLA’s to support service reporting. While most of these providers also partner with best-of-breed VMS technologies, the ability to offer proprietary technology can create an advantage. This is mainly as it can better support continuous improvement when you own the process as well as the technology. If you accept the premise that change management only happens effectively when combining people, process and technology, process improvement is less effective where the provider does not have as close an influence on the technology roadmap. MSP providers who are using third party VMS technology are risk of managing manual work arounds to support processes where there are technology gaps. Once a proprietary technology is embedded in a client, it becomes harder for a buyer to swap out such vendors. Clearly it is in the provider interest to offer both technology and service as client retention is positively impacted, however, for this same reason, there will always be a group of buyers who prefer to keep VMS provision through a third party.  Some enterprises look to procure MSP services with the longer-term vision that they can internally manage the program at a future date. In 2016, Allegis Global Solutions, Agile•1, and KellyOCG are leveraging their traditional MSP service expertise to assist enterprises implement internally managed programs using the vendor best practices. The appetite for this type of offering is evidenced in some recent case studies covered in this report. 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 (Emerging) Click the link below to download the report: MSP Market Developments - Part 1 20170424 - You do not have permission to view this object. […]