Global Daily News

  • Fatal workplace injuries among independent workers, including temps, gets BLS review

    There were 662 fatal workplace injuries in 2016 among independent workers — which includes human cloud workers — and 613 in 2017, according to an article released by the US Bureau of Labor Statistics.The definition of independent worker in the report includes independent contractors; contractors who use an intermediary such as Uber, Lyft or another human cloud firm; on-call employees such as substitute teachers; day laborers; and temporary agency workers.Independent workers represented 12% of fatal workplace injuries from 2016 and 2017, according to the report.The most deaths were recorded by independent contractors with 516 in 2017. Contractors who use intermediaries reported 17 fatal workplace injuries. For temporary agency workers, the number of workplace fatal injuries was 49 in 2017, down from 58 in the previous year.Among independent workers, “heavy and tractor-trailer truck drivers” had the highest number of fatal injuries at 173.One note in the report was that violence, including homicides and suicides, is relatively less frequent among independent workers than all other workers. […]

  • Match.com owner acquires travel nurse jobs website Nursefly

    Nursefly, a travel nurse staffing website that connects nurses with staffing firms, announced today it was acquired by IAC, the owner of Match.com as well as other websites including human cloud platforms Handy, Angie’s List and Bluecrew.San Francisco-based Nursefly, founded in 2017, is a two-sided platform. One side aggregates an index of travel nursing jobs and enables nurses to post reviews of healthcare staffing agencies. The other side, serving the healthcare staffing agencies, enables the firms to recruit and chat with nurses. The platform is free for nurses, while staffing firms pay a subscription fee to access the candidates.Nursefly says it has 10% of travel agencies in the US on its platform.“Until now, travel nursing has been an entirely offline and deliberately opaque industry where sometimes the only way to discover your next assignment is to wait by the phone,” said Parth Bhakta, co-founder and CEO of NurseFly. “Figuring out what that contract pays is also a grueling process — much like consumer travel in the 1990s.”Bhakta will continue to lead Nurselfy along with Eric Conner, co-founder and CTO. In addition, Adam Roston will assume the role of chairman at Nursefly; Roston is also the CEO of Bluecrew.Terms of the transaction were not announced.IAC is based in New York, and operates a number of websites, including dating websites Match.com, Tinder and OKCupid; video website Vimeo; and human cloud, on-demand staffing platforms Handy, Angie’s List and Bluecrew.“Like Bluecrew, Parth and team are transforming the hiring process for both job seekers and employers through the power of software, connecting more people with more work opportunities,” Roston said. […]

  • PredictiveHR buys RPO business of Method3

    Talent analytics provider PredictiveHR acquired the recruitment process outsourcing operations of Method3, a Camp Hill, Pennsylvania-based firm that also provide IT staffing.Method3 will continue to provide IT staffing and it will be a reseller of PredictiveHR products and services.The move enables Boston-based Predictive HR to provide customers with both talent analytics and a recruitment service.PredictiveHR said the deal will give it a large footprint in the Harrisburg, Pennsylvania, and it will continue to build out its recruitment solutions center in Harrisburg.Terms of the transaction were not announced. […]

  • Companies agree to pay $7.5 million in independent contractor misclassification settlement

    A proposed $7.5 million settlement has been reached in a lawsuit involving 115 pharmaceutical delivery drivers who claim they were misclassified as independent contractors and did not receive proper overtime pay, according to a filing in the US District Court for the Eastern District of New York.Plaintiffs attorneys wrote a letter last week saying a settlement has been reached with defendants Kinray Inc. and Cardinal Health Inc. in the six-year-old lawsuit.Attorneys fees in the lawsuit will total around $2.5 million, and the minimum payment to be received by drivers taking part in the lawsuit is $2,500. However, only one driver will be receiving the minimum amount, according to the letter.Plaintiffs are a group of 115 drivers who delivered prescription medications and pharmaceutical products; they worked for Kinray and Cardinal as delivery drivers at various times since Sept. 4, 2007, according to the court filings. Plaintiffs claim they worked more than 40 hours per week, sometimes as much as 80, and didn’t get overtime.Drivers initially workers for Kinray, but that firm was acquired by Cardinal in Dec. 21, 2010.The settlement still needs court approval. In addition, if more than three of the plaintiffs opt out of the settlement, the defendants have the right to nullify the settlement.The lawsuit is Fernandez, et al v. Kinray Inc., et al; case no. 1:13-cv-04938. […]

  • Nearly all managers and employees cite some decree of burnout

    Nearly all managers, 96%, believe their team members are experiencing some degree of burnout, and nearly all workers, 91%, agreed, according to a survey released today by Accountemps, a division of Robert Half International Inc. (NYSE: RHI).Managers cited an average burnout level of 5.6 on a 10-point scale, and workers also cited an average burnout level of 5.6.“Employees are often OK with working hard if they know that their efforts will not go unnoticed by their employers and it helps them advance their careers,” said Michael Steinitz, senior executive director of Accountemps. “However, maintaining high productivity cannot come at the expense of staff members' well-being and engagement.”The online survey includes responses from more than 2,800 senior managers with 20 or more employees. In addition, the survey included more than 2,800 workers 18 years old or older and employed in office environments.Click on chart to enlarge. […]

  • Denmark: Jobindex downgrades expectations blaming stalled job market

    Jobindex A/S (JOBNDX: CPH), the Danish job board announced its results for the second quarter with growth in net sales of 1% compared to Q2 2018 but EBITDA (excluding special items) down 7%.The company believes the job market has stalled and has downgraded its expectations for the full year to net sales in the region of DKK 310 million (€42 million) and an operating profit in the region of DKK 80 million (€11 million).According to Kaare Danielsen, director of Jobindex "There is no direct decline in the job market - but it has also not increased," and he expects the trend to continue. "Uncertainty over Brexit and the threats of trade war has only grown, and it is affecting the job market”. (DKK millions) Q2 2019 Q2 2018 Change Q2 2019 (€ millions) Net Sales 83.169 81.871 1.6% 11.15 EBITDA (excluding special items) 25.132 27.033 -7.0% 3.37 Operating Profit (before interest and tax) 18.517 19.031 -2.7% 2.48 Jobindex was among the European job boards that filed an anti-trust complaint against Google Jobs last week.In trading today Jobindex shares last traded at DKK 1,000 (€134.11), down 1% on the day and 6.95% above its 52-week low set on 25th March 2019. Based on its current share price, the company has a market value of DKK 909 million (€122 million). […]

  • Sweden: SJR sees profits tumble over 60%

    SJR in Scandinavia (SJRB: SS), the Swedish staffing company reported revenue for the second quarter ending 30 June 2019 2018 up slightly at 1% but both operating profit and profit after tax fell over 60%According to the company, the increase in revenue was mainly due to the acquisition of Women Executive Search Sweden (WES). However, their forecasts for expansion within their new business areas were overly optimistic and excessive costs have been taken following the acquisition earlier this year. Also, there has been some decline in the company’s established operations which, combined, led to a six-month reduction in earnings. (SEK millions) H1 2019 H1 2018 Change H1 2019 (€ millions) Net Sales 208.6 206.9 0.8% 19.43 Operating Profit 8.1 21.2 -61.8% 0.75 Profit After Tax 6.2 16.6 -62.7% 0.58  As of 30 June 2019, the total number of employees was reduced to 519 from 566 in H1 2018 following staff cuts.SJR in Scandinavia (SJR) focuses on Finance, HR, IT, and Supply Chain. It has offices in Stockholm, Gothenburg, Malmö and Helsingborg.In trading, today SJR in Scandinavia AB (SJR B:STO) shares fell 14.85% and set a new 52-week low when it reached SEK 26.60 (€2.48). Based on its current share price, the company has a market value SEK 323.4 million (€30.13 million). […]

  • UK: Farmer regrets employing slaves via staffing agency

    Derek Wilkinson, director of Sandfields Farms in Stratford-upon-Avon and Worcestershire, has spoken of his regret after discovering modern-day slaves were given work at his premises, according to the BBC, with two of the victims employed through a licensed recruitment agency."I regret that we've ended up with victims in our business and if we'd picked it up we would have been able to help them. "It has been horrific, and I'm really pleased the police have got the prosecution through," Mr Wilkinson said.In July, eight people were sentenced to between three and 11 years for trafficking, conspiracy to require another to perform forced labour and money laundering. .The farmworker victims had been recruited by gang member Julianna Chodakowicz, who had taken on a role at agency E-Response Recruitment, regulated by the Gangmasters and Labour Abuse Authority (GLAA).Paul Alekna, of Workforce Staffing, formally E-Response, said hidden exploitation was a serious problem for unskilled labour employers and said he was pleased the firm helped identify victims.Ian Waterfield, from the GLAA, said: "Even now it's not always possible for the employer, including those who have GLAA licences, to identify those under the control of others." […]

  • UK: Employees call £200 deductions for training 'unfair'

    Costa Coffee employees at multiple stores claim they have had costs of £200 deducted from their final payslip for training, according to the BBC.The BBC spoke to 13 current and former Costa employees at stores in Essex who say they have also been subjected to other deductions for till discrepancies and running costs.Costa said partners manage contracts for franchise stores. It added some staff contracts did have "clauses relating to deductions".Other complaints about the Costa Coffee stores - run by Goldex Investments Essex Ltd - include allegations over contracts. Six people claim they were never given their written contracts, despite asking for them.Costa Coffee said: "We take complaints such as these very seriously and have shared those we've been made aware of with our partner who operates the franchise business to investigate as a matter of urgency."Goldex Investments Essex Ltd said it took all the allegations "extremely seriously" and urged employees to outline the issues with their line manager.“Deductions from wages are generally unlawful unless they are required by law, such as deductions for tax and NI; authorised in the contract of employment; or consented to in writing by the employee” said Fiona Coombe, SIA’s Director of Legal and Regulatory Research. […]

  • Australia: Digital ID offered for job applicant checks

    Australia Post has launched a new all-in-one platform for businesses and government to verify the identity of job applicants online using its Digital ID identity credential according to IT News.Dubbed Workforce Verification, the platform offers employers a streamlined way to screen candidates by providing identity, police and visa checks “in one interface”.While Australia Post currently offers employment screening services. Using the platform, employers can invite job candidates to upload relevant documentation online and have it verified by AusPost.The Digital ID smartphone app requests verification once -- using a passport, driver's licences, and, in time, biometric verification techniques such as facial recognition provided by the government's Face Verification Service -- and the information is stored on the device and not given to Australia Post.Australia Post Head of Product – Identity Services Christian Seely said that the new offering was a game-changer for HR professionals, streamlining the process, reducing administration costs, and reducing candidate dropout and improving the overall experience.“Already a trusted leader in identity services and employment screening, and one of Australia’s most trusted brands, Australia Post’s new solution will verify employees faster and more efficiently through an easy to use low touch platform,” he said.“We know the importance of businesses and government agencies knowing who they are hiring – and the strength of our offering is the flexibility to offer a dual online and in-store process, leveraging our extensive network of post offices.Australia Post has already signed on nine customers, and with many more in the pipeline, is set to expand the service in coming months.The Australian Postal Corporation, operating as Australia Post, is the government-owned corporation that provides postal services in Australia […]

  • Australia: Overtime up

    Overtime increased in 31% of organisations over the past year, with 57% of non-award staff unpaid for their extra hours, according to Hays.Of the more than 3,400 organisations surveyed as part of the annual Hays Salary Guide, just 8% managed to decrease overtime over the past 12 months.Hays also spoke to more than 1,600 professionals across Australia, with 43% saying they work up to 2.5 hours of overtime on average each week. A further 29% work between 2.5 and 5 hours per week, while 18% work 6 to 10 hours. The final 10% work more than 11 hours of overtime on average every week.Commenting on these figures, Nick Deligiannis, Managing Director of Hays in Australia & New Zealand, said “Over the past year we’ve seen skill shortages intensify while business activity has increased. This has led some employers to turn to their existing team to ensure expanding workloads are completed on time.“But there is a cost, with rising overtime impacting the physical, mental and financial health of employees, particularly if it becomes excessive. This ultimately leads to rising turnover. If an organisation then becomes known for lengthy overtime, it’ll also lead to heightened candidate attraction challenges”.SIA will be discussing trends in the Australian staffing market with Charles Cameron, CEO of RCSA tomorrow. To sign up for this webinar, please click here. […]

  • Vietnam: Raising labour productivity is the key to development

    Speaking to the Vietnam News Agency, Nguyễn Bích Lâm, Director-General of the General Department of Statistics has examined why  Vietnamese labour productivity is so low. According to him, there are many different reasons, including the slow switching of the national economy; low application of science and technology; poor working conditions; poor human resources management and others.Vietnam’s economic scope and scale is still small. Vietnam’s current GDP, if it is based on Purchasing Power Parity, is only equal to that of India in 1973; China in 1978; Indonesia in 1982; and Thailand in 2001.Lâm highlighted the following issues: The process of urbanisation in Việt Nam has occurred slowly. By 2018, just about 35% of the population lives in urban areas. There are certain bottlenecks in the course of switching from a command economy to a market economy. The implementation of the Vietnamese legal system and policies as well as State management capacity, face many challenges.The majority of Vietnamese enterprises are small and medium, and their financial capacity is still limited, and so are their production management skills and competitiveness in the market economy. The Director General went on to say: “We are now living in an environment of free trade and the 4.0 Industrial Revolution. They present us with both positive and negative opportunities. To raise our labour productivity, we should pursue sustainable economic development while implementing measures on institutions, policies and find solutions for the national economy and the enterprises.”“Now the government should establish a National Productivity Commission. Meanwhile, Vietnam should learn from Singapore, Japan and South Korea and then apply their findings in our actual conditions.”“The Government should adopt policies to help economic entities to approach advanced science and technology and to restructure their organisation to gain high labour productivity, and each enterprise should employ between 100 and 299 workers.”In 2018, Vietnam scored an economic growth rate of 7.08% with its labour productivity per capita reaching VNĐ102.2 million – equal to USD 4.521 per capita.Last year labour productivity increased by 6% compared to 2017. As a result, in the period 2016-18, Vietnam’s labour productivity increased by 5.7% - against that of 4.35% in the period 2011-15. […]

  • Singapore: HR school project raises $1 million

    HR start-up StaffAny has raised SGD 1 million ($720k) seed round led by technology investment company FreakOut Holdings and angel investors according to The Straits Times.StaffAny started as a school project when founder Janson Seah realised that the tools available to manage shift workers were ineffective when running a bar part-time in 2104. So he co-founded a team to develop the software under the National University of Singapore (NUS) Overseas Colleges (NOC) Programme.The enterprise software is a workforce management application that connects HR and operations to better manage hourly workers, which are typically found in the labour-starved food and beverage (F&B) and retail sectors. It schedules staff and provides an on-site time clock, smart timesheets, leave applications and real-time reports.StaffAny helps some 70 businesses manage more than 2,000 employees based in 130 outlets. The start-up also previously received grant funding totalling $75,000 from organisations, including NUS, Enterprise SG and StartupX - a pre-accelerator programme in partnership with Singapore's investment company, Temasek.Mr Seah speaking about their approach says: “We aim to get 10% of Singapore's Food & Beverage market share, and then expand overseas. Our long-term goal is to build the easiest workforce management tool in South-East Asia, bringing a smile to hourly workers and their managers". […]

Latest Research

  • Temporary Worker Survey 2019: Full Report

    Key Findings:The 2019 Temporary Worker Survey represents Staffing Industry Analysts’ eighth survey of the temporary worker population. A few key observations from the report: Temporary workers overwhelmingly plan to focus more on full-time work over the next decade. The expectation to be doing more traditional full-time work and less contingent work is very robust, holding true across almost every temp wage and age category. That said, respondents were less averse to future temporary agency assignments than to some other types of contingent work. One in twelve temporary workers earn income via the human cloud. Altogether, 8.3% of temporary workers received at least some income from human cloud services in 2018. Use of consumer-related human cloud services by temporary workers remained about the same versus the previous year; however, use of business-related human cloud declined. The human cloud companies where temporary workers most commonly found gigs were: Uber, Lyft, Upwork, and a variety of delivery services. The job sites most commonly used by temporary workers are Indeed, LinkedIn, and agency job listings. Four additional job sites were used to at least some degree by 20% or more of respondents: Glassdoor, Google Search, Careerbuilder, and Monster; however, none of these were the primary job site for more than 6% of respondents. From 2015 to 2019, with respect to primary site used, only one job site showed a material increase: Indeed’s share roughly doubled from 24% to 49%. In the same period, four job sites showed a decrease: Careerbuilder, Monster, Dice, and Craigslist. In a staffing firm brand recognition test, IT, healthcare, and office/clerical temporary workers were able to correctly identify legitimate staffing firms, respectively, a median 66%, 76%, and 66% of the time. Over 40 staffing firm brands were tested. Temporary workers are split as to whether an in-person recruiter is strictly necessary. About half of respondents indicated a strong desire to be served by in-house staff, but about a third felt that an in-house representative was not essential. Opinions were split along age, pay, and occupational lines. Temporary workers also offered five suggestions for what recruiters could do better: act more in the interest of recruits, do a better job preparing recruits for interviews/assignments, find better work/more perm opportunities, improve communication, and be more honest/transparent. To access the complete report, please select the link below: Temporary Worker Survey 2019 Full Report 20190816 - You do not have permission to view this object. […]

  • Largest Retained Search Firms in the US

    Key Findings We estimate that 13 firms generated at least $25 million in US retained search revenue in 2018. In total, these firms generated $2.02 billion in US retained search revenue, accounting for 27% of the market by our estimates. The list of 13 firms can be found on page three of this report.  In this market share report, we have ranked companies in order of revenue, according to industry convention. However, it should not be taken to imply that a firm with a higher ranking 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 on this list, the revenue reported is estimated by Staffing Industry Analysts. Market share percentages in this report were calculated by dividing each company’s revenue figure by our estimate of $7.4 billion for the US retained search market in 2018. Overall, we believe that this list is accurate and can be used appropriately to get a “big picture” reading of the US retained search industry landscape. However, as transparency and availability of information from retained search 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. As such, we did not display prior year revenue estimates in this report. Additional details on the methodology of this report are provided on page four. The full report can be downloaded by clicking the link below: Largest Retained Search Firms in the US 2019 - You do not have permission to view this object. […]

  • Workforce Solutions Webinar – Tested Strategies - SOW and Services Procurement

    Sponsored by BeelineStatement of Work (SOW)-based services constitute the largest component of most organizations’ non-employee labor. Yet many companies fail to account for these resources in their contingent workforce programs. This lack of visibility and control poses significant risks. For organizations without centralized SOW management, the goal should be to capture all these contracts (and their workers) – now!In this webinar, the executive who directs contingent workforce management procurement for one of the world’s foremost financial services firms – a firm responsible for more than 10 percent of the world’s assets -- outlines the techniques they use to manage all aspects of services procurement in 16 countries and administrative regions worldwide. Moderator:Frank Enriquez, Sr. Manager, Contingent Workforce Strategies and Research, CCWP, Staffing Industry Analysts Speakers:Scott Bedell, Vice President, Solution Design, BeelineLynn Morton, AVP, Contingent Workforce – Procurement, State StreetDownload presentation (PDF)Watch webinar video below. […]

  • Temp Opinions About Recruiters

    Key Findings: Temporary workers are split as to whether an in-person recruiter is strictly necessary. About half of respondents indicated a strong desire to be served by in-house staff, but about a third felt that an in-house representative was not essential at all. Opinions were split along age, pay, and occupational lines. Older workers, those earning $30/hour or less, and those in commercial skill sets tended to rate in-person recruiters as more necessary; younger workers, those earning $31/hour or more, and those in professional skill sets tended to rate in-person recruiters as less necessary. Five suggestions for what recruiters could do better. Temporary workers were asked to suggest how recruiters could serve them better. Five themes emerged from responses: Act more in the interest of recruits Do a better job preparing recruits for interview/assignment Find better work/more perm opportunities Improve communication Be more honest/transparent To access the complete report, please select the link below: North America Temporary Worker Survey 2019 Importance of in-house recruiters and what recruiters 20190812 - You do not have permission to view this object. […]

  • Staffing in Botswana

    Botswana offers a stable political, fiscal, and macroeconomic environment. The country is one of the best functioning democracies in all of Africa country since independence in 1966. The country’s GDP per capita of USD 6,750 (Pula 67,500) according to World Bank 2016 data, makes it an Upper Middle-Income Country according to World Bank standards. Botswana’s export-driven economy is highly correlated with global economic trends. Botswana’s trade balance is largely tied to the global demand for diamonds, which represent approximately 85% of the country’s export revenues. As a member of South African Customs Union (SACU), with other Southern Africa nations (Lesotho, Namibia, Eswatini, and South Africa) Botswana’s has the potential to leverage its position in the region to serve as a gateway to the southern African market. Especially as the country has the lowest perceived corruption ranking in Africa according to Transparency International.Botswana has a small population of 2.2 million, with formal employment of 420,762 persons in December 2018. The Private sector had the largest share (46.5%), followed by Central Government with 25.7%. Local Government and Parastatal organizations (owned by a country's government) represented 23.1% and 4.7% respectively. The unemployment rate is around 18%. More detailed statics are available on the Statistics Botswana website. Under the Botswanan law (Volume X Employment Chapter 47.01) no person shall be engaged in recruitment unless they are the holder of a valid recruiter's licence issued by the Commissioner of Labour.Amongst the most prominent agencies are Premiere possibly the first licensed recruitment agency in Botswana. StaffWise providing recruitment, selection, RPO and labour outsourcing expertise to its clients. HRMC established in 1992 specialises in finding professional and managerial personnel. Ado Green Recruitment focuses on the following sectors; mining construction and engineering, supply chain logistics and procurement, power generation and renewable energy and office commercial and HR. The company also provides a job board on its website and provides training testing and compliance services.Ado Green is headquartered in South Africa. CGP Consultants (Pty) Ltd is wholly owned by citizens of Botswana and is fully incorporated since June 1993. Services include recruitment, manpower development and training, behavioural profiling, personnel systems and permits. In addition there is the Global Career Company and People Connections is a wholly citizen owned consultancy practice that began operations in 2002. The company offers Human Capital Consultancy and Training services both in and outside Botswana.If you want to read an interesting article written from the perspective of a candidate in Botswana please click here. We have requested a full list of licenced staffing firms from the Botswana government, but this is not available. […]

  • EMEA Financial Calendar 2019/2020

    The attached spreadsheet shows you the dates when the listed staffing firms in EMEA are due to bring out their results.The spreadsheet is formatted to be uploaded into the Outlook Calendar. To do this please carry out the following steps.1. Save the file to your desktop without opening it2. Open Outlook if necessary3. Create a new calendar (right click on the existing calendar icon) in the folder view.4. Go to File – Open & Export – Import/Export5. Select Import from another program or file.6. Select Comma Separated Values (DOS)7. Select the file to import from your desktop8. Allow duplicates to be created9. Select the new calendar created in step three.10. Hit the finish button.The instructions are for Outlook 2013.To download the spreadsheet, click below:  EMEA Financial Calendar 20190819 - You do not have permission to view this object. Remember the events listed will be covered in the Daily News and the EMEA Financial Results reports the latest version of which you can find here. If you have any updates, changes or new information, or a problem with the process above please don’t hesitate to contact me via the email address to the right […]

  • Introducing Recruitment Marketplaces

    Within SIA’s Talent Acquisition Technology Ecosystem, Recruitment Marketplaces are part of the Candidate Discovery sub-segment alongside online job advertising, the human cloud, sourcing automation and employee referral sites.Recruitment Marketplaces facilitate a platform of hundreds to thousands of individual freelance recruiters and/or staffing agencies that employers can tap into to help fill open roles. Typically, these firms have a set placement (or “success”) fee, which is split between the recruiter that ultimately “places” a candidate and the platform.A Recruitment Marketplace platform allows employers to conveniently tap into a much broader and diverse network of staffing suppliers - networks that are potentially larger and more diverse than those owned by the largest global staffing firms. These platforms may be used primarily, though not always, as the final resource for hard-to-fill vacancies.Recruitment Marketplaces can also provide employers with the convenience of single-supplier invoicing (and rebates) and also much better speed of engagement as participating parties will be obliged to subscribe to the terms and conditions imposed by the platform and not have to negotiate terms on an agency-by-agency basis.Some Recruitment Marketplaces act as a platform for staffing agencies while others are a platform for a network of freelance (or independent) recruiters. Some vendors combine both channels. Participation in a Recruitment Marketplace platform means that agencies can spend more time focused on sourcing and matching and less time on client prospecting.Recruitment Marketplaces are not new with first movers appearing from 2001, however, of the 33 firms on our radar the majority were founded in the period 2010 to 2014. It would appear that better commercial models and technology improvements are making these platforms much more compelling today than they were a decade ago. A business model that has been quietly developing for almost 20 years could yet turn out to be among the most disruptive parts of the Workforce Solutions Ecosystem.To download the full report, please click below: Introducing Recruitment Marketplaces 20190809 - You do not have permission to view this object. […]

  • Staffing and Workforce Solutions Mergers and Acquisitions

    AboutThis tool contains a database of mergers and acquisitions related to companies in the staffing and workforce solutions industry. Flexible search and filtering were top of mind when designing this tool.In addition to the database, this tool also provides interactive visualizations regarding the underlying data.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, or another source if the transaction was not covered in the Daily News.The tool can be accessed using the link below:Staffing and Workforce Solutions Mergers & Acquisitions - Interactive Too […]

  • APAC Financial Calendar 2019/2020

    The attached spreadsheet shows you the dates when the listed staffing firms in APAC are due to bring out their financial results.The spreadsheet is formatted to be uploaded into the Outlook Calendar. To do this please carry out the following steps.1. Save the file to your desktop without opening it2. Open Outlook if necessary3. Create a new calendar (right click on the existing calendar icon) in the folder view.4. Go to File – Open & Export – Import/Export5. Select Import from another program or file.6. Select Comma Separated Values (DOS)7. Select the file to import from your desktop8. Allow duplicates to be created9. Select the new calendar created in step three.10. Hit the finish button.The instructions are for Outlook 2013.To download the spreadsheet, click below:  APAC Financial Calendar 20190819 - You do not have permission to view this object. Remember the events listed will be covered in the Daily News and the APAC Financial Results reports the latest version of which you can find here. If you have any updates, changes or new information, or a problem with the process above please don’t hesitate to contact me via the email address to the right […]

  • Introducing Recruitment Marketplaces

    Within SIA’s Talent Acquisition Technology Ecosystem, Recruitment Marketplaces are part of the Candidate Discovery sub-segment alongside online job advertising, the human cloud, sourcing automation and employee referral sites.Recruitment Marketplaces facilitate a platform of hundreds to thousands of individual freelance recruiters and/or staffing agencies that employers can tap into to help fill open roles. Typically, these firms have a set placement (or “success”) fee, which is split between the recruiter that ultimately “places” a candidate and the platform.A Recruitment Marketplace platform allows employers to conveniently tap into a much broader and diverse network of staffing suppliers - networks that are potentially larger and more diverse than those owned by the largest global staffing firms. These platforms may be used primarily, though not always, as the final resource for hard-to-fill vacancies.Recruitment Marketplaces can also provide employers with the convenience of single-supplier invoicing (and rebates) and also much better speed of engagement as participating parties will be obliged to subscribe to the terms and conditions imposed by the platform and not have to negotiate terms on an agency-by-agency basis.Some Recruitment Marketplaces act as a platform for staffing agencies while others are a platform for a network of freelance (or independent) recruiters. Some vendors combine both channels. Participation in a Recruitment Marketplace platform means that agencies can spend more time focused on sourcing and matching and less time on client prospecting.Recruitment Marketplaces are not new with first movers appearing from 2001, however, of the 33 firms on our radar the majority were founded in the period 2010 to 2014. It would appear that better commercial models and technology improvements are making these platforms much more compelling today than they were a decade ago. A business model that has been quietly developing for almost 20 years could yet turn out to be among the most disruptive parts of the Workforce Solutions Ecosystem.To download the full report, please click below: Introducing Recruitment Marketplaces 20190809 - You do not have permission to view this object. […]

  • Staffing and Workforce Solutions Mergers and Acquisitions

    AboutThis tool contains a database of mergers and acquisitions related to companies in the staffing and workforce solutions industry. Flexible search and filtering were top of mind when designing this tool.In addition to the database, this tool also provides interactive visualizations regarding the underlying data.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, or another source if the transaction was not covered in the Daily News.The tool can be accessed using the link below:Staffing and Workforce Solutions Mergers & Acquisitions - Interactive Too […]

  • The Global Gig Economy

    Introduction SIA estimates the global gig economy was worth USD 4.5 trillion in 2018. Within the broad definition of contingent/gig work, there are five principal categories: Temporary agency workers (TAW) assigned through a staffing agency. Temporary employees sourced directly (no staffing agency). Independent contractors/self-employed with no employees. By far the largest category of contingent work responsible for 59% of the total. Statement of work (SOW) consultants employed by consulting firm.  Human cloud workers. In this insight, we present a global estimate divided by the 18 countries that represent approximately 90% of global TAW spend. The estimate for remaining nations is included under “Rest of World”. If your SIA membership covers the Americas region you should read this insight in conjunction with our US Gig Economy – 2019 report. To download the full report, please click below: The Global Gig Economy 20190808 - You do not have permission to view this object. […]