Global Daily News

  • New York court says Postmates courier is IC, not employee

    Postmates courier Luis Vega was an independent contract, not an employee, according to a decision released yesterday by the New York Supreme Court, Appellate Division, Third Department.The court’s 3-2 ruling reverses an earlier finding from the Unemployment Insurance Appeal Board that Postmates couriers were employees and the company was liable for paying unemployment insurance as well as other remuneration.Postmates is an app-based courier delivery service and ranks No. 15 among the largest business-to-consumer human cloud platforms, according to a report by Staffing Industry Analysts. This decision continues to show how fraught a topic independent contractor misclassification is in the contingent workforce ecosystem. While this decision sided with human cloud firms that such workers are independent contractors, it comes shortly after a separate decision by the California Supreme Court introduced a much tougher test to determine who is an employee and who is not. The California ruling has already resulted in an appeal of a court decision in that state finding workers for human cloud platform Grubhub to be independent contractors. Postmates also recently moved to transfer a lawsuit in California to federal court in the wake of the California Supreme Court ruling.In the New York case, Vega’s relationship with Postmates was terminated based on negative consumer feedback and/or fraudulent activity, according to the decision. Vega then applied for unemployment insurance.The court noted in its ruling that in order to be a courier, a person only needed to download Postmates’ app and provide his or her name, telephone number, Social Security number and driver’s license number. There was no application or interview. Workers such as Vega were also not required to work at all and could set their own schedules — working as much or as little as they liked.Other factors in its decision included that workers could work for direct competitors to Postmates, are free to choose a mode of transportation for deliveries, maintain their own transportation, are not required to wear a uniform and are not reimbursed for delivery-related expenses.The court did note that Postmates used a third-party company to perform a background check and provided an orientation session on how to use the app. But that and other facts did not overcome the finding that couriers were independent contractors.“While proof was submitted with respect to Postmates’ incidental control over the couriers, including, among other things,” according to the ruling, “the fact that Postmates determines the fee to be charged, determines the rate to be paid, tracks the subject deliveries in real time and handles customer complaints, in our view, such proof does not constitute substantial evidence of an employer-employee relationship to the extent that it fails to provide sufficient indicia of Postmates’ control over the means by which these couriers perform their work.&rdquo […]

  • French government fines Randstad €4.5 million in action related to 2009 case

    The French government fined Randstad €4.5 million (US$5.2 million) for noncompliance with commitments made in 2009, according to an announcement today by the Autorité de la concurrence, the French competition authority.Back in 2009, the French government had issued a €94.4 million fine to Adecco, ManpowerGroup and Vedior (acquired by Randstad in a deal that closed in 2008) for colluding in order to limit competition over “key account” clients between March 2003 and November 2004.Vedior did not contest the charges and agreed to several changes. And the Autorité de la concurrence noted the company was in compliance regarding steps to train and manage staff as well as strengthen the role of corporate legal director and the hiring of a legal director for competition. However, the agency said the company had not complied with plans to reduce “market transparency,” which was aimed at partitioning the information between the tree main players in the market, Adecco, ManpowerGroup and Randstad.At issue were tools, including an “e-flex tool” that enables client firms to manage their temporary workers. The agency said the company had not complied with a commitment to market e-flex as an independent subsidiary with its own staff for a period of more than one year.“The Autorité considers that the non-compliance with commitments constitutes in itself a serious practice, especially as the offending parties had proposed the commitments at their own initiative,” according to the agency. “It noted that, in this case, the breach had been committed barely two months after the entry into force of the commitments and that Randstad had not immediately heeded the warning issued by the Deputy General Rapporteur of the Autorité.&rdquo […]

  • Web and mobile development professionals most in-demand creative talent

    Digital initiatives will drive hiring of creative professionals in the second half of the year, according to new research by The Creative Group, a division of Robert Half International Inc. (NYSE: RHI). Web and mobile development are the top areas for hiring and the hardest to staff.The top areas for hiring include: Web and mobile development Web production User interface and interaction design/Creative development (tie) Visual design User experience Digital marketing User research Art direction Social media/Marketing strategy (tie) The most challenging areas to staff include: Web and mobile development Creative development User interface and interaction design/Information architecture/User experience (tie) Web production Visual design/Marketing strategy (tie) Animation/User research (tie) Advertising and marketing hiring decision-makers engage in a number of different activities when struggling to source creative and marketing talent, according to the survey. Nearly half of respondents, 48%, said they reach out to their network for referrals, and 43% become more flexible on skills requirements to drum up candidate leads. And 89% of respondents said they would welcome back a former employee who left on good terms.“Many companies want to bring on creative and marketing professionals to support digital initiatives but face an extremely competitive hiring environment and low unemployment,” said Diane Domeyer, executive director of The Creative Group. “Employers need to make sure job descriptions are realistic versus aspirational to draw in suitable applicants, provide attractive pay and benefits, and move quickly to extend offers to top candidates.”The online survey was developed by The Creative Group and conducted by an independent research firm. It is based on responses from more than 400 advertising and marketing hiring decision makers who work full time at agencies with 20 or more employees or companies with 100 or more employees in the US. […]

  • Apprenticeship programs kickstart careers, half of millennials likely to consider one: ASA survey

    Apprenticeship programs have a positive effect on the careers of Americans, according to the results of an American Staffing Association Workforce Monitor survey. Nine in 10 Americans who were apprentices themselves or know someone enrolled in these “earn while learning” programs reported the experiences had a positive effect on their career.The vast majority of US adults with an opinion about apprenticeships, 92%, view them favorably. Four in five Americans, 84%, think that more people should consider apprenticeships, and 68% wish they knew more about these vocational opportunities, according to the results of the survey.Millennials aged 18 to 34 are particularly open to apprenticeships. After being given the definition of an apprenticeship as “a program that combines a paid work component and an educational or instructional component, where a person can learn relevant knowledge and skills on the job,” more than half, 54%, reported they are likely to consider these learning opportunities in the next two years — significantly more than any other age group.“Apprenticeships not only offer people the benefit of earning a wage while learning new skills or vocations, they are going to become an essential element of recruiting, retention and employee development programs in the future,” ASA President and CEO Richard Wahlquist said. “As most Americans view apprenticeships positively, employers have a great opportunity to develop new work-based learning programs to ensure American workers have accesses to upskilling and reskilling programs that can kickstart careers.”Harris Poll conducted the survey online within the US on behalf of the ASA. It was conducted from April 5 to April 9, 2018, among 2,029 US adults. […]

  • People:, Egon Zehnder, Strategic Staffing Solutions, ASGN and more promoted Brooke Thompson to senior VP, customer operations, and Susanne Hodges to senior VP, information services. Both will join the senior leadership team. Thompson began her career with Jackson Healthcare,’s parent company and the second-largest US provider of locum tenens staffing, as a college intern. She was hired by the customer care department at in 2004 and promoted to director of the customer care division in 2006 and to VP in 2011. Hodges joined in 2017 as VP of customer experience and innovation.Egon Zehnder International, a privately held executive search firm, elected Jill Ader as chair of the firm at its Summer Partners’ Meeting. Ader will take over on Nov. 1 upon the retirement of Damien O’Brien, who has chaired the firm since 2010. Based in London, Ader is a senior partner and board director. She has held a number of leadership roles since joining the firm in 1996, including London office leader, and has been a member of the executive committee and board.Strategic Staffing Solutions, an IT and business services corporation based in downtown Detroit, promoted Bob Zhang to Detroit market team leader. He previously was director of customer care and contact services of the company’s customer contact centers. Zhang will lead S3’s Detroit branch, its largest branch. He will also lead the Detroit Development Center, S3’s hub for managed services software business process outsourcing, ERP integration, web and application development and maintenance services. The DDC also houses S3’s call center.ASGN Inc. (NYSE: ASGN) appointed Mark Frantz and Vice Admiral Joseph Dyer (US Navy, Ret.) as advisers to its board of directors to tap their experience within the government contracting space. Frantz is the co-founder of BlueDelta Capital Partners, a growth capital firm focused on the US federal government technology marketplace. Dyer is an independent consultant in the technology, aerospace and defense markets; he is also a commissioner for the Congressional NDAA Section 809 Acquisition Streamlining Commission, which is responsible for reviewing the acquisition and purchasing programs of the defense department.Avant Healthcare Professionals, an Orlando, Fla.-based firm that works in the field of international recruitment and placement of healthcare professionals, named Adam Kless as VP of clinical operations, effective June 11. Kless has 10 years’ experience as a chief nursing officer for health systems including Cleveland Clinic, University Hospitals, Ohio Health, Community Health System and HCA.GEE Group Inc. (NYSE MKT: JOB) announced Darla Moore will join its board of directors as an outside independent director. Moore has extensive public company corporate board experience and for many years served on the board of MPS Group Inc., which formerly traded on the New York Stock exchange. Moore previously was a managing director of the predecessor Chemical Bank (now a part of JP Morgan Chase).DSJ Global — the Phaidon International brand that provides professional services including supply chain, procurement, logistics, and financial planning and analysis — announced VP Christine Corson will lead its Midwest expansion from a new Chicago office that opened June 18. The regional office will function across all DSJ Global areas of niche market coverage, initially targeting the procurement and supply chain function. The DSJ Global brand launched in London and operates US offices in New York, Boston, Dallas, and now Chicago.Floyd Lee Locums, a physician staffing firm based in Charleston, SC, added Tracy Zeidler as psychiatry consultant to craft the recruitment efforts within its psychiatry division. Zeidler most recently was a consultant on the neurology team at Weatherby Healthcare, a division of CHG Healthcare Services that provides locum tenens.Executive search provider Heidrick &Struggles (NASD: HSII) announced San Francisco-based partner Ryan Bulkoski will lead its new specialty practice in artificial intelligence. Bulkoski is also a member of the digital practice and the disruptive innovators team. He targets the financial services, technology, industrial, pharmaceutical and consumer retail sectors.Staffing provider Vaco added Kristin Curry as managing partner to lead its Atlanta location. Vaco Atlanta will now provide finance and accounting consulting and executive search solutions. Curry has 15 years of industry experience. […]

  • UK – Prime People full year revenue down 5.3%, profits hit by admin costs

    UK-based recruitment firm Prime People reported revenue for the year ended 31 March 2018 of £22.92 million, a decline of 5.3% compared to £24.21 million last year. (£ millions) FY 2018 FY 2017 Change Revenue 22.92 24.21 -5.3% Net Fee Income 13.15 13.10 0.3% Operating Profit 1.19 1.90 -37.3% Revenue fell by 5.3% in the year primarily due to a lower level of contract business as contractors realigned to PAYE status under IR35 legislation, according to Prime People.After taking account of increased administration costs including acquisition costs and higher staff costs, the business reported a reduced operating profit of £1.19 million, down from £1.90 million last year.In October 2017, Prime People announced that its Hong Kong subsidiary MacDonald and Company Limited acquired 60% of the equity of Command Recruitment Group Limited a recruitment group focussed in the Architecture, Design, construction and engineering sectors. Prime People said CMD is trading in line with the group’s expectations.“Overall the year ended 31 March 2018 was a good one for us in the UK where our permanent business performed well, and UK contract business held up in the face of IR35 realignments,” Robert Macdonald Executive Chairman, Prime People, said. “However, in contrast, our international business fell below the performance levels that we were hoping for making a lower contribution than in the previous year.”Revenue by region was broken down as follows. (£ millions) FY 2018 FY 2017 Change UK 17.52 18.56 -5.6% Asia 5.06 5.08 -0.4% Rest of World 1.19 1.90 -41.3% “We have continued to advance our overseas strategy by extending our reach in Asia and expect an increase in contribution from this area in 2019.,” MacDonald said. “While the Board is alert to macro-economic uncertainties, such as the effects of the UK’s departure from the EU and possible turbulence in our overseas markets, the group will continue to react swiftly to market conditions.”Prime People specialises in recruitment for professional and technical staff working in the Real Estate & Built Environment, Energy & Environmental and Insight & Analytics sectors.As of last trade Prime People PLC (PRP:LSE) traded at £77.00, down 8.88% on the day and 4.05% above its 52-week low of £74.00, set on 4 May 2018. Based on its current share price the company has a market value of £9.96 million. […]

  • Ireland – Nearly half of employees leave their job within the first year, Hays finds

    Nearly half, or 46%, of employees in Ireland have left a job within a year because the reality of the role did not match their expectations, according to research from Hays.Hays’ research, which polled 1,800 employers and employees, found that these employee exits are due to a poor interviewing experience and companies' application processes not being up to scratch.In terms of the interview process, 82% said they had a negative experience during the interview stage. A lack of interviewer preparedness (39%), an overly long and cumbersome interview process (43%), and poor communication of the interview process (33%) were the main reasons cited.Meanwhile, almost half, or 47% say on-the-job training is not provided as expected, while 40% say the job ad was misleading, and 28% said that they did not mesh with the organisation’s culture.Simon Winfield, Managing Director, Hays Ireland, commented, “As Ireland nears full employment, the market is very much a candidate-driven one. In this context, a poor application process and interviewing experience not only harm employee attraction, but also retention.”“As the market becomes more competitive, this requires employers to continuously review their recruitment processes to ensure they are fit for purpose. If a company’s hiring process was designed even five years ago, it may no longer deliver within the current candidate market,” Winfield said.“Our report also shows that candidates value the actual experience of the interview in many different ways. How they are welcomed into your office, who they meet, and how you interact with them before and after all subtly influence their opinion of you. Equally, meeting the boss is another important step in this interview process, and one that too many employers overlook. Neglecting these steps can be the difference between hiring an excellent employee and losing one,” Winfield said. […]

  • UK – Skills shortage is top concern for financial services, according to Robert Half

    Almost half of senior leaders in financial services have identified skills shortage as their greatest worry over the next twelve months, according to research from Robert Half Financial Services.Robert Half’s research explored key external and internal concerns facing the industry, including the impact of tightened regulation controls, new business processes, and training and development for employees.In addition to the skills shortage concerns, other worries included tightened regulatory controls (cited by 42% of respondents), implementing new business processes (35%), market instability, bank recapitalisation, and training and developing existing employees (all 32%).Matt Weston, UK managing director at Robert Half, commented, “With only a finite number of skilled professionals, providing current staff with the means to grow and develop new skills provides tangible benefits to the business as a whole, including plugging skills gaps. Staff provided with such opportunities are more motivated, productive and loyal which has a positive impact on any organisation.”“Additionally, while operating in a period of change, or market instability, adopting a flexible recruitment strategy can offer great benefits. Where current skills gaps do exist, hiring in temporary or contract professionals to fill those gaps allows for added value, greater flexibility and controls”, Weston said. […]

  • Ireland – RTÉ Radio agrees to review status of contractors after report finds inconsistencies in hiring practices (Irish Times)

    Irish radio broadcaster RTÉ Radio has agreed to review the employment status of 106 contractors after a law firm’s report found that they have “attributes akin to employment”, reports the Irish Times. The report by law firm Eversheds Sutherland reviewed a total of 433 RTÉ contractors and found “inconsistencies” were identified in certain roles where some people had been hired as staff and others as contractors. In addition to the 106 people found to have “attributes akin to employment”, a further 51 contractors were assessed as having “attributes akin to both employment and self-employment” with the report stating that they should have their status reviewed after the initial group. The law firm recommended that RTÉ introduce a new policy on hiring freelances, developing “clear guidelines” on how and when it engages either contractors or employees. RTÉ said it would embrace the findings.Meanwhile, the RTÉ Trade Union Group commented, “It is a welcome development that 106 people forced to work as contractors and freelancers against their wishes in RTÉ have now been recognised and will have their employment status corrected. This is a significant positive development for people working in RTÉ and trade unions hope that the steps to follow will set an example for other organisations who have sought to exploit the gig economy at the expense of workers rights and entitlements.&rdquo […]

  • Australia – Labour hire company accused of ripping off Taiwanese workers in Queensland

    A labour hire company has been accused of ripping off workers at a Queensland slaughterhouse, leading to an investigation by the Australian workplace watchdog Fair Work Ombudsman.Labour hire company GOYX Pty Ltd supplied Taiwanese workers on holiday visas to the Greenmountain Food Processing plant in Queensland. According to, two of the workers complained to the Fair Work Ombudsman claiming to have been underpaid in wages and superannuation (pension program) as well as being asked to register an Australian Business Number, which would technically make them a contractor.Greenmountain managing director David Scarrabelotti said the company had since cut ties with the labour hire company after questioned them over the accusations.The workers said they did not complain before due to fear of being fired. The investigation into GOYX comes as new Queensland labour hire laws came into effect earlier this year to regulate labour hire companies, forcing them to be licensed.According to the Queensland labour hire licencing website, GOYX was not yet on the list of licenced labour hire service providers. Labour hire firms had until 15 June to either already be licensed or have applied for a licence. […]

  • Singapore – Nearly a quarter of employees have experienced some form of workplace discrimination

    Despite Singapore’s laws and regulatory bodies to keep workplace discrimination in check, 23% of employees said that they had experienced some form of discrimination at work, according to a report from, a part of SEEK Asia, also found that, of those who have experienced workplace discrimination, 45% deemed the extent of their experiences severe.Employees in the construction, building and engineering (41%) as well as the hotel and hospitality industries (44%) reported more occurrence of discrimination.“HR personnel working in these industries should consider implementing initiatives that helps promote happiness and fairness at work as well as helping affected employees find recourse,” the report’s report also showed that more females are being hired in traditionally male-dominated industries. Based on the survey findings, 73% of the respondents in the engineering service industries indicated that there is a fair mix of genders in their industry (mechanical, electrical and others). pointed to data from Singapore Statistics which found that there was a higher ratio of females enrolled in first and higher degrees in Engineering Sciences in 2014, compared to a decade added that the Education and Medical Healthcare still remained female-dominated industries. […]

  • India – E-commerce companies begin talks with staffing firms to expand delivery fleet (Financial Express)

    E-commerce firms in India have started discussions with staffing companies and service providers to expand the delivery fleet, reports Financial Express. E-commerce firms have reported that the penetration of online retail into smaller towns has increased the need for delivery staff. Indian staffing services firm Teamlease says the e-commerce retail logistics is growing at a great speed and will employ one million people within the next four years with the company adding that it is in early talks to provide additional staff for e-commerce companies. Teamlease provides staffing services to companies such as Amazon, Flipkart, Swiggy, Zomato and others. Meanwhile, Quess Corp, said it is creating new business models that can help in the delivery of packets. Professional services firm KPMG estimates the e-commerce retail logistics market at USD 1.35 billion and projects that it will grow at approximately 36% in the next five years. Peak season sales in India begin by the end of July and go on through December. […]

  • People – Korn Ferry, RiseSmart, Egon Zehnder, Fair Work Ombudsman

    Korn Ferry has appointed Armin Effendi as the firm's country chairman for Malaysia. Effendi most recently served as Managing Partner of Egon Zehnder's Kuala Lumpur office. He has worked as a Senior Consultant with Bain and Company. He also served as Director of Strategy Products at Accenture, Director of Consulting at KPMG and was General Manager, International Business Development at Petronas, leading the company’s globalisation efforts. Effendi has also been a Congressional Adviser to Senator Bill Roth in the US Congress as well as Analyst and Special Assistant to the Director General at the Institute of Strategic and International Studies, Malaysia.Outplacement provider RiseSmart, a Randstad company, has promoted Joel Paul to General Manager of RiseSmart India. Paul will oversee RiseSmart’s in-country commercial, operational, and financial results, and will report directly to Dan Davenport, President and General Manager, RiseSmart. Since operations began in India in 2008, Joel Paul, who was Manager Operations at the time, has been a key contributor in the establishment and rapid growth of RiseSmart India to a team of more than 100 people.  Jill Ader has been elected Chair of executive search firm Egon Zehnder. Ader will take over on 1 November upon the retirement of Damien O’Brien who has chaired the firm since 2010. Based in London, Ader is a senior partner and Director of the firm’s board. Since joining the firm in 1996, she has held a number of leadership roles including the London office leader, membership of the Executive Committee and the Board. Ader founded the firm’s CEO succession practice, and was instrumental in creating Egon Zehnder’s acclaimed Executive Breakthrough leadership development program.Australian Workplace watchdog the Fair Work Ombudsman announced that it has appointed Sandra Parker as Australia's new Fair Work Ombudsman. Parker will begin her five-year term on 15 July following the conclusion of current Ombudsman’s Natalie James’s tenure. Parker previously worked at the Department of Jobs and Small Business. […]

Latest Research

  • Workforce Solutions Webinar – ICs - Can't Live With Them; Can't Live Without Them

    Worker misclassification carries tremendous risks for companies. When workers are misclassified, companies can face increased employment taxes, financial penalties, interest and costly exposure to a wide variety of legal claims. This webinar provided strategies to consider in managing the use of independent contractors, and insight on how to build an organization understanding of the practical and legal issues surrounding their use.Moderator: Dawn McCartney, Sr. Director, Contingent Workforce Strategies & Research (The Americas), CCWP, Staffing Industry Analysts Panelists:Neil Alexander, Shareholder, Contingent Workforce Practice Group Co-Chair, Littler MendelsonShaylon Lovell, Pre-Bar Associate, Littler MendelsonDownload presentation (PDF)Watch webinar video below. […]

  • Workforce Solutions Webinar – Supplier Diversity and the Contingent Workforce

    Diversity is no longer just a box to tick or a supplier certification to verify. Diversity is critical for an organization to be successful. Research finds that a diverse workplace can be a competitive advantage for an organization. Not only providing diverse perspectives, experiences and ideas, a diverse workforce brings innovation as well. This webinar discussed how organizations are not only tracking diversity but also how to leverage your brand to attract a diverse workforce. Speakers:Stacey Handshoe, Program Director, CareFirst BlueCross BlueShieldDawn McCartney, Sr. Director, Contingent Workforce Strategies & Research (The Americas), CCWP, SOW Mgmt. Expert, Staffing Industry AnalystsChristopher Paden, Director, External Labor Management Office, CareFirst BlueCross BlueShieldBryan Peña, SVP, Contingent Workforce Strategies, CCWP, SOW Mgmt. Expert, Staffing Industry AnalystsDownload presentation (PDF)Watch webinar video below. […]

  • Breaking Through Webinar Series 3 - June 2018

    Sponsored by Checkr:People are the lifeblood of any staffing business. Many sins can be covered by having an excellent internal team of high performers. In this webinar, drawn from the book Breaking Through: Leadership Disciplines of Top-Performing Staffing Firms, we explored the discipline of Talent Development and how recruiting, training and developing your internal team can be leveraged to grow your business faster than the market.Moderator: Adrianne Nelson, Sr. Director Global Membership Products, CCWP, Staffing Industry Analysts Speakers:Barry Asin, President, Staffing Industry AnalystsMike Cleland, Founder, Charted PathMary Finley, Vice President, Human Resources, Advanced GroupLeo Sheridan, CEO & President, Advanced GroupDownload presentation slidesSelect the play button to begin viewing. […]

  • Temporary Worker Survey 2018: Full Report

    Key Findings: The 2018 Temporary Worker Survey represents Staffing Industry Analysts’ seventh survey of the temporary worker population. A few key observations from the report: One in eight temporary workers are also using human cloud for employment. Altogether, 12.6% of temporary workers receive at least some income from either consumer-related (e.g., Uber,, etc.) or business-related human cloud services (e.g., UpWork, Guru, etc.). That usage may seem low, but it’s up from 9.2% in 2017, and further growth is likely inasmuch as awareness is sure to increase and the percent considering using these services is larger than those using them currently. Website and app demos key to getting temps to use them. Roughly a quarter of temporary workers are barely aware of staffing firm websites and apps, and many more get little use out of them. Awareness and perception of usefulness improves markedly with demos. The website/app feature temporary workers most want but don’t have: the ability to rate clients. More than three-quarters of temporary workers prefer full-time work. Their primary reason for choosing temporary work is as a method of either finding a permanent job or supplementing income while looking for a permanent job. That said, most would nonetheless take temporary work again; only 11% ruled out another temporary assignment altogether. What drives temp satisfaction. The factors that had the largest impact on temp satisfaction with respect to staffing firms were: trustworthiness of the agency, relationship with recruiter, responsiveness, and quality of assignments. The factors that had the largest impact on temp satisfaction with respect to clients were: being treated with same respect/friendliness as regular employees, quality of job orientation, and clarity of responsibilities and goals. Temporary worker demographics. The most male-dominated temporary jobs are: architect/engineer, IT programmer/engineer, and production/manufacturing. The most female-dominated occupations are: healthcare practitioner/worker, office/admin worker, and artist/designer. Temporaries varied little in age distribution across occupations. Temp work experience statistics. While weekly hours worked was generally reported to be 40 hours, in three occupations -- artist/designer, healthcare practitioner/worker, and sales & related -- a quarter of workers reported shorter hours. In two additional occupations -- architect/engineer and production/manufacturing worker -- a quarter of respondents reported working more than 40 hours per week. In almost every occupation for which there was adequate respondent participation, a quarter of temporary worker assignments were reported to be more than 52 weeks; among architects and IT programmers, more than half of temporary worker assignments are more than 52 weeks. To access the complete report, please select the link below: Temporary Worker Survey 2018 & Cumulative Index to 2012-2017 Surveys 20180611 - You do not have permission to view this object. […]

  • Workforce Solutions Webinar – ICs - Can't Live With Them; Can't Live Without Them

    Worker misclassification carries tremendous risks for companies. When workers are misclassified, companies can face increased employment taxes, financial penalties, interest and costly exposure to a wide variety of legal claims. This webinar provided strategies to consider in managing the use of independent contractors, and insight on how to build an organization understanding of the practical and legal issues surrounding their use.Moderator: Dawn McCartney, Sr. Director, Contingent Workforce Strategies & Research (The Americas), CCWP, Staffing Industry Analysts Panelists:Neil Alexander, Shareholder, Contingent Workforce Practice Group Co-Chair, Littler MendelsonShaylon Lovell, Pre-Bar Associate, Littler MendelsonDownload presentation (PDF)Watch webinar video below. […]

  • EMEA Financial Results Q118

    Of the 40 publicly traded EMEA-headquartered staffing firms included in this report, eight reported a decrease in revenue during Q118. Median revenue increased by 8.2% during the quarter. Due to the varying nature of financial reporting styles across EMEA, a gross margin result was only reported by 17 companies. Median gross margin change for Q1 2018 was down -0.7 pp. Detailed in this report are the companies’ most recent financial results. Complete tables of income and revenue performance can be found on the following pages.  This list includes staffing companies and firms directly related to contingent staffing markets; such as online staffing providers, job boards, and other related technology companies.  Due to the varying nature of financial reporting styles across EMEA, some companies reported their revenue in only half years and other varying periods. Staffing Industry Analysts realigned its analyst and coverage areas at the beginning of 2017. As a result the European reports now cover the Europe, Middle East and Africa regions. For more information about each company’s results, please click on the links provided or visit the companies’ individual websites. To download the full report, please click below: EMEA Q1 18 - You do not have permission to view this object. […]

  • Largest Staffing Firms in Sweden 2018

    This report provides our latest estimate of the size of the Swedish staffing market and ranks the largest staffing firms by revenue. The market is dominated by Manpower, with a market share of 15%.  Randstad is the second largest staffing firm in the Swedish market (12% of market share), followed by Adecco (9%). Together, these firms account for 36% of the market.  Further market consolidation analysis can be found on page three of the report. We have ranked companies by revenue, according to industry custom, but this ranking should not be taken to imply that a firm with a higher rank provides better service or more value to its shareholders. To download a copy of the report, click below: Largest Staffing Firms in Sweden - You do not have permission to view this object. […]

  • Engineering Staffing in the UK

    • The report provides an overview of the UK engineering staffing market. It includes a definition of the sector (p.4), a profile of the UK engineering staffing market in terms of job postings and in-demand skills (pp.5-8).Engineering staffing demand drivers and inhibitors are studied (pp.9-16) as well as wage data and the number of engineering enterprises by region (pp.18-19).• The outlook for the UK engineering staffing industry includes a fairly balanced mix of countervailing positive and negative indicators. Important demand drivers remain intact in the form of engineering technologies with significant runway for enterprise adoption, including the development what is termed ‘industry 4.0’ (p.12). High-level engineering talent is in short supply, creating recruiting challenges but simultaneously enhancing the value of staffing services, both in the form of permanent hiring and in providing contract labour to fill the gap in interim hiring needs.• Business confidence in the sector, however, continues to be adversely affected by ongoing uncertainty of the outcome of Brexit negotiations. With trade and immigration arrangements still to be decided and finalised, some multinationals are postponing both large infrastructure project investments and hiring (p.11).• This report should be read in conjunction with our ‘Largest Engineering Staffing Firms in the UK’ report.To download this report, please click on the link below. Engineering Staffing in the UK 20180615 - You do not have permission to view this object. […]

  • Workforce Solutions Webinar – ICs - Can't Live With Them; Can't Live Without Them

    Worker misclassification carries tremendous risks for companies. When workers are misclassified, companies can face increased employment taxes, financial penalties, interest and costly exposure to a wide variety of legal claims. This webinar provided strategies to consider in managing the use of independent contractors, and insight on how to build an organization understanding of the practical and legal issues surrounding their use.Moderator: Dawn McCartney, Sr. Director, Contingent Workforce Strategies & Research (The Americas), CCWP, Staffing Industry Analysts Panelists:Neil Alexander, Shareholder, Contingent Workforce Practice Group Co-Chair, Littler MendelsonShaylon Lovell, Pre-Bar Associate, Littler MendelsonDownload presentation (PDF)Watch webinar video below. […]

  • The Human Cloud Landscape: 2018 Update

    The “human cloud” is an emerging group of technology companies that connect workers to (typically contingent) work through a website or some other digital platform. SIA has defined three human cloud business models: online staffing, crowdsourcing and online work services. In 2017, firms processed $82.4 billion in spend associated with the human cloud on a global basis. Human cloud companies that primarily sell to consumers (B2C), such as Uber, Lyft, Handy, or Instacart, accounted for the vast majority of human cloud spend, generating $76.0 billion in spend, by our estimates. Human cloud companies selling primarily to businesses (B2B) generated $6.4 billion. Total global human cloud revenue grew approximately 65% in 2017, driven primarily by the B2C segment, which makes up more than 90% of human cloud spend. The B2B segment of the human cloud grew 19% year-over-year, by our estimates. Most B2B human cloud companies, while clearly internet technology companies, are also talent suppliers. Seeming hybrid models, such as just-in-time staffing, have thinned the line between online staffing and traditional temporary staffing. Furthermore, some consulting firms and traditional staffing firms have built their own human cloud applications. Small to medium-sized businesses continue to comprise the majority of demand in the B2B segment, though interest and adoption at large, enterprise clients is outpacing that of smaller firms, a favourable sign for B2B-focused firms. Recently, some vendor management systems (enterprise tech for managing staffing suppliers and procure temporary workers) have built integrations with human cloud vendors as part of their offering. Also, a new “breed” of online staffing, the “direct sourcing” platform, has emerged as an alternative to marketplace-driven online staffing models. In this report we refer to “independent workers”, “contingent workers”, “freelancers”, and “talent”, which, in the context of this report, are terms all used to describe the same thing: individuals who complete work through human cloud platforms, regardless of their tax classification. Unless noted otherwise, all currency in this report is presented in US dollars. The full report is available below:  Human Cloud Landscape 2018 Update - You do not have permission to view this object. […]

  • Most Complex Contingent Markets Globally

    60 different contingent markets assessed across six Continents. Complex markets identified among both emerging and established contingent markets. Egypt and Venezuela are ranked the most complex locations at the moment, followed by Venezuela. Most complex Asian contingent market is Indonesia followed by the Philippines. The least complex markets in our analysis are the United States, followed by New Zealand and the United Kingdom. The markets that have become less complex compared to a year ago are: Nigeria, India, Malaysia and Saudi Arabia. The markets that have become more complex compared to a year ago are: Lithuania, Brazil and Turkey. To download a full copy of the report, click below: Most Complex Contingent Markets Globally 20180601 - You do not have permission to view this object. To download a copy of the Market Complexity Assessment Tool, click below: Market Complexity Assessment Tool 20180601 - You do not have permission to view this object. […]

  • MSP Market Developments: Part 1

    This report identifies vendors who are actively investing and developing their MSP services. In addition, this report has identified the development of MSP service offerings in the market. Key findings include:Unsurprisingly, compliance and cost savings continue to be key drivers for managing MSP programs. As technology and technology integrations become more important in supporting business adoption and process efficiencies, MSP vendors are beginning to drive technology preferences and leadership in building technology ecosystems and data warehouses to drive more value and benchmark visibility across the client base.MSP’s traditionally utilised procurement skills to support the sourcing aspects and vendor management aspects of the staffing supply chain. More recently, additional skill sets are enhancing MSP teams. For instance, recruitment and HR capability which relies on understanding talent quality and retention is invested in for the purposes of direct sourcing, and in particular Contingent RPO models.IT skills and change management skills are also being invested in to support the implementations and roll outs of programs. IT skills are being invested in to support the migration of staff augmentation consultants to SOW consultants. The greatest proportion of contingent workers in the MSP market by occupational category is IT. MSP’s are also investing in knowledge of IT as well as outsourcing procurement to enhance SOW selection and evaluation capability and services. MSP organizations are increasingly building specialisms and expanding delivery centers and best practices around different models. Providers are recognizing that services procurement is perceived by buyers as a specialist skill and they are accordingly investing in building specific services center of excellence teams. The buying cycle is more complicated as services contracts typically involve more risk for a party, the contracts are often longer, commercial assumptions are more complicated, there are more stakeholders as the service involves operations as well as transition, service specifications and responsibilities including associated SLA’s,  exit arrangements as well as the project transformation or transition all make contract for services typically more complicated by nature if compared to a project or transformation of the same functional and geographic scope.Supplier services are not limited to the management of staffing suppliers and MSPs continue to explore the value of online staffing through FMS platforms as well as worker tracking solutions. US based MSP vendors are showing the greatest evidence of an uptake in FMS services being embedded in an MSP supply base.Over 2017 MSP providers are continued to invest in delivery centers, Eastern Europe and India continue to be popular locations for these.Approximately 30% of MSP vendors also offer proprietary VMS technology and continue to develop products to support a technology-led MSP service.SIA recognizes three distinct evolutionary waves of MSP services: Wave 1.0: Sourcing Leveraging Scale Wave 2.0: Sourcing through Vendor Neutral Models Wave 3.0: Sourcing for Work  Click the link below to download the report:  MSP Market Developments - Part 1 20180531 - You do not have permission to view this object. […]