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Global Daily News

  • US leading index up in August; growth ‘doesn’t get much better than this’

    The Conference Board’s US Leading Economic Index rose 0.4% in August from July to a reading of 111.2 (2016 = 100), following a 0.7% increase in July and a 0.5% increase in June.“The leading indicators are consistent with a solid growth scenario in the second half of 2018 and at this stage of a maturing business cycle in the US, it doesn’t get much better than this,” said Ataman Ozyildirim, director of business cycles and growth research at The Conference Board. “The US [Leading Economic Index's] growth trend has moderated since the start of the year,” Ozyildirim said. “Industrial companies that are more sensitive to the business cycle should be on the lookout for a possible moderation in economic growth in 2019. The strengths among the [Leading Economic Index's] components were very widespread, further supporting an outlook of above 3.0% growth for the remainder of 2018.&rdquo […]

  • System One acquires government contractor TPGS

    Pittsburgh-based staffing provider System One acquired TPGS, a solutions provider to the intelligence community, Department of Defense and US federal clients.TPGS will maintain its brand and operate as part of GAP Solutions Inc., a System One company. The transaction closed Sept. 19; terms were not disclosed. The TPGS leadership team will remain with the organization.Headquartered in Reston, Va., TPGS provides cleared teams of IT professionals to government contractors.The deal follows System One’s acquisition last month of NTP Wireless, a wireless site acquisition company headquartered in Chicago, and its January acquisition of Juvo telecom, a telecom, wireless and engineering services and staffing company. “TPGS expands our mission-critical support and technology services to better serve our federal customers and partners, which is fundamental to our long-term growth strategy,” said Diane Pairel, President, GAP Solutions.System One ranks No. 21 on Staffing Industry Analysts’ 2018 list of largest staffing firms in US, and No. 11 on the global list of largest engineering staffing firms. […]

  • Tech leaders use variety of tactics to recruit talent; security roles take longest to fill

    When presented with a range of recruitment strategies, IT decision makers said they are likely to try them all in order to land the best talent for their teams, according to research released today by Robert Half Technology. These strategies include using recruiters, offering job flexibility and offering more pay.Technology leaders were asked, “Which of the following are you willing to do when you face challenges filling an open full-time role?” The top responses include: Work with a specialized recruiter: 46% Be more flexible on skills requirements and provide training to new hires: 45% Divide responsibilities among existing team: 45% Increase the salary/compensation package: 43% Reach out to my network for referrals: 41% Hire a freelancer/contractor until I’m able to staff the role: 37% Reduce education requirements: 26% “In a tight labor market, technology leaders must be as agile with their recruiting efforts as they are with project management,” said Ryan Sutton, a district president for Robert Half Technology. “If you’re adaptable with your hiring tactics and offering competitive compensation packages, your candidate pool will expand.”When asked which technology roles generally take the longest to staff, IT leaders ranked the specialties as follows: Security Software development Data analytics Networking Project management Help desk/support Mobile The online survey was developed by Robert Half Technology and conducted by an independent research firm. The report is based on responses from more than 2,500 senior managers in 26 major US markets who have hiring authority for the information systems or IT department of a company. […]

  • Shifting skill demands impacting talent acquisition strategies: Allegis Group report

    The changing talent landscape is affecting how organizations acquire the workers they need, according to The Global Workforce Trends Report released today by Allegis Group.“With low unemployment rates, shifting skill demands due to the impact of new technologies and ever-changing socio-economic and political factors, employers must be proactive in addressing talent shortages head-on,” said Ron Hetrick, Allegis Group’s director of labor market business intelligence. “Responding effectively to the global talent shortage will require a clear and comprehensive understanding of the global forces at work.”Global highlights from the report include: Changing markets are creating talent challenges for 80% of employers. The leading issues affecting the ability to attract and retain talent include the economic environment, cited by 55% of respondents, and demographic shifts, cited by 32% of survey respondents. Notably, only 10% cite political volatility as an issue influencing their ability to attract and retain talent. IT and engineering lead the list of in-demand skills at 37% and 33% respectively. Nearly two-thirds of companies, 65%, have had to adjust business strategy because they could not secure the right talent in a specific function or geographic area. More than a quarter of companies, 26%, are not confident they know the true market value of the skills they seek. The top challenges in understanding that value are job definitions and requirements that vary across different departments at 48% and a lack of defined success metrics at 42%. In the US, demand for talent remains strong, setting record highs this year. Openings have risen approximately 16% between 2017 and 2018. All key occupational groups staffed by both traditional and contingent workers have seen their unemployment rates drop in the past year, and unemployment rates for administrative/clerical and light industrial skills have set their all-time lows. Likewise, business and finance saw a significant plunge in unemployment, and unemployment in management positions, thought to be one of the most affected by baby boomer retirements, is only 0.2 percentage points from its record low.Allegis Group surveyed nearly 700 talent acquisition stakeholders around the world. […]

  • Canada’s job growth ‘relatively modest’ in August: ADP

    Employment in Canada rose by 13,600 jobs in August from July, according to the ADP Canada National Employment Report. Additionally, job gains in July were revised upward to 35,500 jobs from the previously reported gain of 11,600 jobs.“Job growth in August was relatively modest,” said Ahu Yildirmaz, VP and co-head of the ADP Research Institute. “Despite a pullback in natural resources and mining and the information industry, we saw strong growth in finance, construction, and manufacturing. For the first time in nearly six months the finance space added a substantial amount of jobs.”In the goods-producing sector, construction and manufacturing jobs rose by 4,000 and 2,200 respectively, while natural resources and mining jobs decreased by 1,100.Jobs in “other services” — which Includes public administration — led gains in the service-providing sector, up by 4,800, followed by gains of 4,000 jobs each in the finance/real estate and construction segments.On the flip side, information jobs fell by 1,100, followed by professional/business services jobs, down by 600.The ADP Research Institute produces the report in close collaboration with Moody’s Analytics Inc. Derived from actual ADP payroll data, the report measures the change in total nonfarm payroll employment each month on a seasonally adjusted basis. […]

  • Netherlands – Headfirst Source Group H1 turnover up 12%, acquires MSP firm

    HeadFirst Source Group, the Dutch staffing firm, reported turnover for the first half of 2018. Turnover rose by 12.1% to €273.1 million compared to the same period in 2017.The group, which was acquired by Beryllium BV, a Dutch acquisition holding company, said the increase in turnover is due to the successful recruitment of new clients, and the mediation of more professionals into contracts with existing clients.HeadFirst also announced that operating profit rose slightly despite the dampening effect of one-off merger and integration costs. Operating EBITDA increased slightly from €3 million to €3.2 million.During the period, the group announced that it would take over 100% of the shares of Myler, a company based in the Netherlands that specialises in matchmaking, contract management and global sourcing, mainly in the IT sector."Beryllium offers us the opportunity to continue our growth strategy and further develop our ambition to become a leading player in the flex market,” Gert-Jan Schellingerhout, CEO of the HeadFirst Source Group, said. “The acquisition of Myler, with its unique services, is the next step in this.”HeadFirst also announced that it acquired Staffing Management Services (Staffing MS), a Managed Service Provider (MSP). The price of the transaction was reported as being more than €100 million.Staffing MS is expected to become part of HeadFirst with effect from 1 November 2018. Staffing MS, founded in 2008, will become an independent business unit within the group and will retain its own identity.With the acquisition, the group expands the diversity of services related to the hiring of external professionals: matchmaking, contracting, payrolling, global sourcing and MSP services."As a Managed Service Provider, independence is the most important core value. A good MSP is completely vendor neutral. We guarantee this by allowing Staffing MS to remain fully independent as an organisation,” Schellingerhout said.“We also add extra strength to our international ambitions, because MSP services also have a growing popularity outside the Benelux - particularly in multinational companies,” Schellingerhout said. “We see a great deal of future in this form of service, whereby (part of) the hiring process of clients is taken over, both in the Benelux and abroad. "Schellingerhout, also commented on the group’s results, "We have broken the threshold of 5,000 employed professionals in August, which is unique in our existence. With our rich network of independent professionals and niche suppliers, we can respond well to the hiring needs of clients, especially in this time of scarcity in the flexible labor market.”Looking ahead, HeadFirst said that Myler will contribute to the results in the fourth quarter. As a result, the turnover forecast for 2018 was increased to €580 million euros and the expected operating EBITDA is €8.5 million. The group added that it is well on track to meet these objectives. […]

  • UK – Parity Group H1 revenue holds steady while profits show recovery

    Specialist technology staffing company Parity Group (PTY: LSE) reported revenue for the six months ending 30 June 2018 of £43.2 million, an increase of 0.7% compared with £42.9 million during the same period last year. Parity Group reported revenue and profits from continuing operations as below. (£ millions) H1 2018 H1 2017 Change Revenue 43.2 42.9 0.7% Operating Profit 1.03 0.92 12.0% Profit Before Tax 0.85 0.68 25% The group said that its Consultancy Services division performed strongly during the first half with an increase of 30.8% to £5.1 million in H1 2018, compared to £3.9 million last year.Parity reported an improved operating margin to 2.4% (H1 2017: 2.1%)Parity operates through two divisions, Parity Consultancy Services (Consultancy Services), which provides niche technology and data solutions and Parity Professionals, which specialises in the sourcing of professional staff.Revenue during the period was broken down as follows. The chart includes inter-segment revenues of 3.49 million for Parity Professionals. (£ millions) H1 2018 H1 2017 Change Consultancy Services 5.1 3.9 30.8% Parity Professionals 38.1 38.9 -2.0% Total 43.2 42.9 0.7% Inter-segment Revenue (Parity Professionals) 3.5 1.7 105.8% John Conoley, Chairman of Parity Group, commented, “It is pleasing to see the sustained progress that the Group is making; delivering growth at a revenue and profit level whilst having also rationalised, rebalanced and invested to support future growth in line with its exciting strategic objectives.”“Parity’s consulting business is well positioned to continue broadening its client base, as clients increasingly look for a solution which combines a deep understanding of analytics and underlying technologies with the ability to deploy up to date experts in the fast-evolving data capture and management field,” Conoley said. “As a result, we have targeted further investment in senior experienced operational management, and sales and marketing to drive continued growth.”Looking ahead, Conoley said, “The improving financial results to date and the group’s pipeline of opportunities underwrite the Board’s confidence in the group’s longer-term growth prospects.”“Whilst we are experiencing a short-term client-side delay on one large contract, the rest of the Group is performing in line with Board expectations.  Without any further delays, we expect a stronger second half, in line with the group’s traditional seasonality, and to deliver on current expectations for the year as a whole. Our investment in the Group continues to drive revenue and profit growth, supporting cash flow improvement and generating further shareholder value,” Conoley said.On Wednesday, Parity announced that Canaccord Genuity Group Inc had decreased its stake in the company from 9.6% to 4.9% after a transaction on Tuesday.As of last trade today, Parity Group traded at £11.98, down 17.13% on the day and 25.16% below its 52-week high of £16.00, set on 8 June 2018. Based on its current share price the company has a market value of £14.83 million. […]

  • Spain – Court rules former Ryanair pilot was employee and not a contractor

    A Spanish court ruled a former Ryanair pilot should have been considered an employee rather than an independent contractor.Under Spanish law, a contractor does not enjoy the same workers’ rights as an employee and this means that Ryanair would not have to contribute to a contractor’s social security payments.Though the ruling can be appealed, the case could open up doors for other former pilots to seek employment lawsuits against airlines such as Ryanair.According to Reuters, the former pilot’s lawyer said he is preparing new lawsuits for other Ryanair pilots for allegedly violating Spanish labour and tax laws.  The Spanish pilots’ union Sepla filed a collective lawsuit in the High Court against the company over contracts in early August.The case is considered a setback for Ryanair in its fight to avoid Europe-wide strikes over workers’ conditions. Ryanair faces a 24-hour strike by cabin crews in Belgium, Italy, the Netherlands, Portugal and Spain on 28 September over labour agreements. Unions aim to repeat the strikes once a month.In a statement, Ryanair told Reuters, “We have asked our lawyers to appeal this sentence immediately.&rdquo […]

  • Poland – Number of temporary workers declines in Q2

    The number of temporary employees declined by 18% in the second quarter of 2018 when compared to the same period in 2017, according to the Polish Human Resources Forum (Polskie Forum HR).The Forum said there was an estimated 323,000 temporary employees in the second quarter, down from 394,000 in the previous year.Low unemployment as well as a constant labour shortage and a growing trend of firms hiring and employing workers directing had an impact on temporary work.Looking ahead, in November Poland will see restrictions on the length of employment for a temporary employee as part of the amendment to the Act on Employment of Temporary Agency Workers. The Forum expects that as a consequence this will lead to a further decrease in the number of temporary employees.Meanwhile, the Forum also published data on the value of the temporary jobs market in the second quarter of 2018 with the value rising by 2% compared to the same period of the previous year, but dropping by 3% as compared to the previous quarter. During the period, Forum member companies generated a turnover of PLN 870 million (€202.7 million).Within recruitment services, Forum member companies generated a turnover of PLN 39.5 million (€10.7 million) in the second quarter, of which PLN 34.6 million (€9.4 million) was generated by Polish companies while the rest was generated by foreign employers. […]

  • Australia – Labour seeks to protect gig economy workers in ‘Future of Work’ Inquiry

    Australia’s Labour-led senate committee yesterday published an inquiry which calls for changes to Australia’s workforce including recommending a review of the definition of “casual” workers (also known as gig economy workers).The committee called for a broadening of the definition of "employee" to include those in the gig economy, and called for the creation of a licensing scheme for labour hire businesses, including a "fit and proper" test for those operating labour hire operations.Such a test for labour hire businesses would follow Queensland’s labour hire act which came into effect earlier this year.Labour said that considering casual and gig workers as employees would “ensure they have full access to protection under Australia’s industrial relations system”.The inquiry follows concerns that employers are exploiting legal loopholes to classify employees as independent contractors.According to The Sydney Morning Herald, the report also recommends the establishment of a new national body to coordinate planning for the future of work. It would be required to develop policies for ensuring a positive future of work for specific demographics of “at-risk workers”.The head of the Senate committee, Murray Watt, said the most concerning thing to come from the inquiry is that "we don't have a plan" for tackling the changing nature of work in Australia.If the definition of an employee is broadened to include gig and casual workers then it could have a significant impact for gig economy firms such as Uber and Deliveroo which consider their workers as independent contractors. […]

  • Singapore – Ministry suspends employment agency for selling maids online

    Singapore’s Ministry of Manpower has suspended the licence of employment agency SRC Recruitment LLP, which marketed Indonesian foreign domestic workers (FDWs) on online marketplace, Carousell. The Ministry found out about the maid postings on 14 September 2018 and published a Facebook post to warn employment agencies against such practices. The Ministry also told Carousell to take down the offending posts.Kevin Teoh, Commissioner for Employment Agencies, commented, “The Ministry is committed to protecting the well-being of FDWs in Singapore.  We strongly condemn the advertising of FDW services in an undignified manner.”“Advertising FDWs on an internet platform meant for trading goods is completely inappropriate and unacceptable,” Teoh said. “Such an act is an offence under the Employment Agencies Act. The Ministry takes a very serious view on this matter, and we will not hesitate to take prosecution actions on errant employment agencies.”The Ministry also published a statement warning employment agencies against similar actions that would denigrate the dignity of FDWs working in Singapore.&nbs […]

  • Philippines – Monster Employment Index: Online recruitment up 18% in July

    The Monster Employment Index for the Philippines showed online hiring increased by 18% in July compared to the same period last year.The index is a monthly gauge of online job hiring activity by Monster.com, which records the industries and occupations that show the highest and lowest growth.The highest performing industry was Retail with 39% annual growth in July, with Health Care (33%) and Logistics (31%) also reporting strong numbers. The Business Process Outsourcing /IT-Enabled Services sector reported a 3% year-on-year decline.Among occupations, the Purchase/Logistics/Supply Chain occupation reported most demand with a 37% annual growth in July.“Retail and Healthcare have been some of the top performing industries for July, as both have undergone technological upgrades in terms of accessibility and varied formats. Supply chain and human resources roles are in demand as these occupations form the backbone of the Philippine economy,” Abhijeet Mukherjee, CEO of Monster.com, APAC and Middle East, said.“Only the BPO/ITES industry did not seem to make a mark, but can definitely be expected to improve in the coming months,” Mukherjee said. “Overall, most industries and sectors have been performing well in terms of expansion and demand for talent. This can be owed to the ambitious economy-building programs being undertaken by the government.&rdquo […]

  • Japan – Most firms do not plan to allow side jobs (Japan Times)

    Approximately 75% of companies in Japan have no plans to allow their employees to have side jobs, reports Japan Times citing survey data from the Japan Institute for Labor Policy and Training. Meanwhile, 11.2% of companies said they allowed such practices and 8.4% said they would consider it. Of the companies with no intention of permitting side jobs, 82.7% voiced concerns about overworking and 45.3% cited difficulties in grasping and managing employees’ work hours. On the workers’ side, 23.2% said they wished to take up a side job while 13.8% said they want to increase the opportunity and time for their existing side jobs. On the other hand, 56.1% said they do not intend to work on the side. The data contrasts with statements from the government which has asked companies to allow employees to hold side businesses or work multiple jobs.&nbs […]

Latest Research

  • Workforce Solutions Webinar – Cracking the SOW Code

    Sponsored by Bartech: It’s a natural part of program evolution to consider statement of work (SOW) management as the next workforce challenge. Many contingent workforce program owners struggle mightily to identify exactly how to implement a realistic solution in order to ensure success in these high dollar politically charged projects. In this webinar we explored the theory behind SOW management and the application of those core concepts using a combination of research case studies and best practice insight from industry experts.Moderator: Adrianne Nelson, Sr. Director, Global Membership Products, CCWP, Staffing Industry Analysts Speakers:Brock Dutton, Strategic Sourcing Manager, CCWP, Lincoln Financial GroupMick Feild, VP, Services Procurement, Bartech GroupBryan Peña, SVP, Contingent Workforce Strategies, CCWP, SOW Mgmt. Expert, Staffing Industry AnalystsDownload presentation (PDF)Watch webinar video below. […]

  • Training For Temporary Workers

    Key Findings: More than half of staffing firms offer training options to temporary workers. The most common type is free online training, offered by 40% of staffing firms. Active training is less common. Thirteen percent use paid vendors to actively train, test and/or certify workers; 12% use on-staff trainers. Training can be fairly extensive. Thirteen percent of firms gave some workers a full day of organized paid training or more, and 5% gave workers a full week or more of organized paid training. Commercial firms and large firms most active. Commercial staffing firms reported more training options for temporary workers than professional staffing firms, and large staffing firms reported more training options than smaller firms. Specific types of training offered. Among commercial firms, the most common type of training offered, cited by 24 firms, was safety/OSHA (US Occupational Safety & Health Administration). The second most common type of training offered, cited by 17 firms, was IT/software training. Among professional staffing firms, the most common types of training offered were IT, cited by 30 firms, and medical skills, cited by 15 firms. To access the complete report, please select the link below: North America Staffing Company Survey 2018 Training options offered to temporary workers 20180917 - You do not have permission to view this object. […]

  • US Statutory Expense Tool: September 2018 Update

    Introduction:This workbook contains statutory expense rates and benchmark data by state and occupational group for 2010 to 2018 regarding SUTA (state unemployment tax), FUTA (federal unemployment tax), Workers' Comp, Social Security, and Medicare.Use this tool to benchmark your firm's statutory expenses as well as for analysis of pricing trends by region and occupation.The dashboard worksheet allows you to examine rates and benchmarks by state and occupational group, as well as perform scenario analysis to calculate statutory expenses (in dollars) for various wage levels. The second and third tabs contain graphs showing the trend in SUTA and FUTA rates and Workers' Comp rates, respectively, by state and occupational group over time. The remaining tabs contain the complete data detail for each expense category for further analysis.To download the workbook, please select the link below: US Statutory Expense Tool - September 2018 Update 20180920 - You do not have permission to view this object. […]

  • SI Report Webinar - September 2018

    In this webinar topics covered include: US Staffing Industry Forecast Gross Margin Report US Geographic Opportunity Atlas And of course the latest updates on the state of the economy, employment trends and developments in the US staffing industry.Download presentation slides  180911 SI Report Webinar Presentation Slides - You do not have permission to view this object. Select the play button to begin viewing. […]

  • Quarterly Europe Employment (Eurostat) Report - Q1 2018

    This quarterly report compares the following employment metrics in 33 countries in Europe and displays them graphically. Total employment, employment rate, Y/Y change in total employment, percent of part-time workers, unemployment to employment transition and employees with temp contracts with data starting from Q4 2015 up to current data for Q1 2018. Temporary employees by the length of contracts, by education, by occupation, by economic activity and temp employees as a percent of total Temporary agency work business indicators such as Y/Y change in hours worked by agency workers and turnover from agency work Please note there are some variations in the Irish data from the previous quarter's report due to how the statistics have been collected.   This dynamic excel tool can be used to learn employment situations and compare market opportunities in various European countries.Click the link below to download the report: Quarterly Europe Employment (Eurostat) Report Q1 2018 - You do not have permission to view this object. […]

  • Staffing Firms in Jordan

    Jordan has two varieties of licences for staffing firms. One for companies which employ domestic workers and another for standard employment agencies. There are roughly 190 of the former firms and 60 of the latter, with several firms appearing on both lists.To become licenced a company needs to provide such details as its' registration certificate from the Ministry of Industry and Trade, a copy of the certificate showing the company's goals, a bank guarantee for 100,000 Jordanian Dinars (USD 140,800) and a pledge of good performance.The problem is that there are a large number of unlicensed employment companies, perhaps more than 600, which style themselves as consultants, employment councillors or use similar terms.Genuine firms are licenced to operate under Article 10 of the Labor Code, which prohibits receiving any fees unless they provide a “genuine” job opportunity. Article 11 states that any company or institution that carries out such activities without a license from the Ministry can be closed, and the violators punished with fines and imprisonment.According to the International Labour Organisation, Jordan operates a kafalah system to regulate migrant labour. This means that a migrant worker’s immigration and legal residency status is tied to an individual sponsor (kafeel) through a contract period during which the worker cannot resign from his/her job, transfer employment, or leave the country without first obtaining explicit permission from his/her employer.To download the full list of licenced employment agencies, please click below: Jordanian Recruiment Agencies 20180911 - You do not have permission to view this object. […]

  • Overview of the Netherlands Staffing Market

    This report provides data on revenue growth in recent years. The Dutch staffing market grew strongly in 2017. The staffing industry in the Netherlands has seen strong revenue growth over the last three financial years, 2018 seems to be following this trend as of yet. In recent years revenue growth was primarily driven by increased demand for skilled technical staff. However, in 2017 manual and technical labour are the skill categories with the highest revenue growth rates. This report also provides data correlation between revenue and hours worked by temporary workers. In the second half of the report, we analyse the total number of employees for the main industry segments in the Dutch economy as well as the number of vacancies registered during the year 2017. To download a copy of the report, click below: Overview of the Netherlands Staffing Market 20180911 - You do not have permission to view this object. […]

  • Largest Staffing Firms in the Netherlands

    The size of the staffing market in the Netherlands increased by +9% in 2017, compared with 2016. Market leader Randstad accounted for 15% of staffing sales, while Recruit’s local subsidiary, USG People is the second largest staffing firm (6% of market share), Adecco is third (4%). Together, these firms account for 25% of the market. The Top 50 firms’ combined revenue represented 59% of the market in 2017. The five fastest-growing firms show annual growth rates of between 58% and 41%. Staffing suppliers with a focus on professional skill sets are well represented within the five fastest growing firms. The complete list can be found from page six onwards. Our definition of staffing and the methodology for this report can be found on page ten. 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. Staffing firms varied in degree of financial transparency, and even when forthcoming with information, in some cases data provided was adjusted for greater accuracy and consistency. Therefore, for all firms in this report, revenue shown should be considered an estimation by Staffing Industry Analysts. This report should be read in conjunction with our ‘Overview of the Dutch staffing market’ report. To download a copy of the report, click below: Largest Staffing Firms in the Netherlands 20180911 - You do not have permission to view this object. […]

  • Directory of Suppliers to Staffing Firms 2018 - September Update

    This report identifies and categorizes specialist suppliers to staffing firms globally. With 23 different categories ranging from advisors & consultants to payroll funding and back office,with over 950 vendors spanning over 60 countries.The Directory provides a comprehensive range of solutions and services that staffing firms may require to operate their businesses more efficiently and more effectively. Directory of Suppliers to Staffing Firms 2018 - September Update - You do not have permission to view this object. […]

  • Largest Global Engineering Staffing Firms

    • We estimate the global engineering staffing revenue market in 2017 to be worth $31.0 billion. Added together, the top 20 firms generated $12.2 billion in revenue, accounting for 39% of the market, by our estimates. The complete list of 20 firms can be found on pages five and six of this report.• In this market share report, we have ranked companies in order of revenue size, 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.• Staffing firms varied in degree of financial transparency, and even when forthcoming with information, we reserve the right to adjust data for the sake of consistency. Therefore, for all firms in this report, revenue shown should be considered an estimation by Staffing Industry Analysts.• Market share percentages in this report were calculated by dividing each company’s revenue figure by our estimate of $31.0 billion for the global engineering staffing market in 2017.• Overall, we believe that this list is accurate and can be used appropriately to get a “big picture” reading of the global engineering staffing industry landscape. However, as transparency and availability of information from staffing companies can vary from one year to the next, this year’s estimates may not be comparable to those of previous years in all cases. For that reason, we did not display prior year revenue estimates in this report.• Additional details on the methodology of this report are provided on page seven.To download a copy of the report click below:  Largest Global Engineering Staffing Firms 20180827 - You do not have permission to view this object. […]

  • Global Overview of Developments in Data Privacy: 2018 Update

    Key Findings Alabama and South Dakota have joined the other 50 states and D.C. in enacting legislation requiring individuals to be notified of security breaches of information involving personally identifiable information (PII). Colorado enacted the most stringent breach notification law to date; and California enacted ground-breaking privacy legislation putting its residents in control of their data. On 25 May 2018, Europe’s laws on data protection underwent fundamental changes as the General Data Protection Regulation (EU 2016/679) (GDPR) came into effect, replacing the Data Protection Directive 95/46/EC. However, the GDPR contains more than 50 derogations allowing EU countries some degree of flexibility over how certain provisions will apply in each member state. The security of international transfers of data between the EU and US are under scrutiny as the European Parliament passed a non-binding resolution to suspend the Privacy Shield if the US is not fully compliant by 1 September 2018.  An Irish court has also questioned the validity of standard contractual clauses. China released the national standard on personal information protection which came into effect on 1 May 2018; while India invites comments on a white paper on data protection with a view to introducing national legislation. To download the full report, click below:  GlobalOverview_Data Privacy_Update20180820 - You do not have permission to view this object. […]

  • Workforce Mix Modeling

    Executive SummaryOrganizations have a wider choice in determining how to get work done than ever before – from employed workers to the various forms of contingent labor; freelance, temporary (via an agency or not), independent contractor and SOW consultant. Workforce Mix Modeling will help you to source the right worker - at the right time - at the right cost - in the right location - with the lowest risk.As organizations continue to explore opportunities to optimize the make-up of their workforce, a bottom-up framework of modeling job title-level decision-making can provide insights as to whether an organization is getting the most from its workforce without assuming unnecessary costs or risks. Considering the relative newness of some worker types, it is not surprising that workforce mix optimization is still taking shape as both art and science. Regardless of current levels, many companies are projecting contingent workforce growth. Therefore, modeling efforts must account for as many priority factors as are practical, for what is most easily measurable (e.g. cost) may not necessarily be what is most important in the end. Workforce mix modeling is a beginning step in making trade-offs and decisions around the optimum way to get work done in your organization. Program owners need to consider both straightforward factors such as cost and softer factors such as learning curve, position volatility, intellectual property risks, customer interactions, etc. Taking the time to model workforce mix from the bottom up can yield significant payoffs and getting the most from one’s workforce is a critical success factor for most companies. But such an undertaking requires careful forethought and consideration if the exercise is to be completed in a timely and accurate manner. Undoubtedly, many recipients are likely to see this as additional work and will look upon such an exercise with suspicion, potentially tainting the validity of their input. Whether these concerns are reasonable or not, managing such perceptions should be taken seriously. Bottom-up planning makes a lot of sense for high-volume roles in an organization where there is a clear choice between contingent and permanent hire based on the workforce mix action plan and other strategic considerations relating to the talent segmentation, corporate priorities and labor market availability.To download the complete report, please select the following link: Workforce Mix Modeling 20180809 - You do not have permission to view this object. […]