Global Daily News

  • Nearly half of millennials would quit their current job in two years; four in five would freelance

    Nearly half of millennials, 49%, would quit their current job in the next two years if they had a choice, according to the 2019 Deloitte Millennial Survey released this week. That’s up from 38% in Deloitte’s 2017 report and the highest it has recorded.Dissatisfaction with pay, cited by 43%, was a top reason millennials gave for wanting to leave. Not enough opportunities to advance was second with 35% saying this, and lack of learning and development opportunities was cited by 28%.Millennials expecting to stay with their employers for five years or more represented 28% of survey responses, unchanged from last year. The survey found a strong correlation between millennials who plan to stay in their current jobs and those who said their companies deliver on diversity and inclusion.The survey also found four in five millennials would do freelance or contract work, but only 6% said they have chosen to be part of the gig economy instead of working full time. Still, 61% said they would take a gig assignment to supplement existing employment.Those who would join the gig economy cited the chance to earn more money, 58%; work the hours they want, 41%; or achieve better work/life balance, 37%, as reasons for considering it. The main reason for not considering the gig economy was its perceived uncertainty.Deloitte’s survey questioned 13,416 millennials in 42 countries. Other findings included: Some 70% of millennials believe they have only some of or few of the skills required to succeed in industry. 46% of millennials believe the changing nature of work will make it tougher to find or change jobs. But when it comes to training, millennials believe business is more responsible for training workers to meet evolving challenges. 49% of millennials believe new technologies will augment their jobs. […]

  • Earnings update: AtWork Group, Hydrogen Group, Volt Information Sciences

    AtWork Group and Hydrogen Group plc provided updated earnings information. Volt Information Sciences scheduled its earnings announcement for its fiscal second quarter.AtWork Group, a national staffing franchisor, reported today that first-quarter revenue rose by 17%.Overall, AtWork reported revenue rose to $360 million at the end of 2018 from $164 million in 2015. The Knoxville, Tennessee-based privately held company reported it facilitated approximately 50,000 hires in 2018.“With the recent rollout of Pipeline Talent Solutions, our managed service provider arm of the AtWork family, we’re able to spur more aggressive growth and clientele diversification,” President and COO Jason Leverant said.Hydrogen Group plc, a London-based staffing firm, released a statement today before its annual meeting citing strong growth in 2018 with strong growth in the US partially offset by weaker conditions in parts of Asia Pacific.“The group continues to grow and trade in line with management’s expectations,” Non-Executive Chairman Stephen Puckett said in the statement. “The group has experienced continued strong growth in the US. This has been partially offset by weaker trading conditions in parts of the group’s APAC operations. In EMEA, trading has been stable with the UK, which is the main contributor, impact by Brexit-related uncertainty dampening demand for certain skill sets.”Volt Information Sciences Inc. (NYSEAMERICAN: VISI) announced today that it will release results for its fiscal second quarter after close of market on June 5.Earlier this month, the company appointed Williams Grubbs as chairman and Celia Brown as a new independent director and chair of its human resources and compensation committee. […]

  • Labor productivity decreases by 7.6% in warehousing industry

    Labor productivity decreased by 7.6% in the “warehousing and storage” industry in 2018, according to a new report by the US Bureau of Labor Statistics.The measure of labor productivity “describes the relationship between real output and the labor hours involved in its production. These measures show the changes from period to period in the amount of goods and services produced per hour worked,” according to the BLS.Hours worked increased by 10.4% in the warehousing industry during 2018, however, output rose by 2.0% compared to the previous year. Labor compensation rose by 13.4%.The BLS measured productivity in 28 industries during 2018; labor productivity increased in 18 of them. The highest gain in productivity was in the “natural gas distribution” industry, which rose 13.5%. In that industry, the number of hours worked fell by 2.4%, but output rose by 10.7%.Warehousing is an industry that often uses staffing firms to fill positions.In 2017, the BLS had measured productivity in the “employment placement and executive search” industry and found that productivity had increased 4.3% in 2017 compared to 2016. Hours worked rose by 1.0%, but productivity rose 4.3%. […]

  • Jobless claims unexpectedly fall, point to sustained labor market strength

    Initial claims for unemployment fell by 1,000 in the week ended May 18 to a total of 211,000, according to seasonally adjusted numbers released today by the US Department of Labor. Reuters reported the decrease was unexpected; its poll of economists found claims were expected to rise. However, the decrease points to sustained strength in the US labor market.The four-week moving average of claims fell by 4,750 from the previous week to a total of 220,250. The average smooths out the reporting from the weekly numbers. […]

  • Feds to move ahead with rule to prevent H-1B spouses from working (The Mercury News)

    The federal government said it will make public a rule this month to prohibit spouses of H-1B visa holders from the right to work in the US, The (San Jose, California) Mercury News reported. H-1B visas are used to bring in highly skilled workers on a temporary basis; spouses of H-1B workers have been allowed to work under H-4 visas. […]

  • Poland – Number of temporary workers down in Q1

    The number of temporary employees in Poland during the first quarter of 2019 decreased by 15% compared to the same period of the previous year, according to Polskie Forum HR, the Polish Human Resources Forum.Polskie Forum measured this figure by using data which found that agencies associated in the Polish Forum in the first quarter employed over 90,000 temporary employees. Polskie Forum then estimated that in Poland this number amounted to approximately 300,000 people.Anna Wicha, President of the Polish Forum, commented, “Given the situation on the labour market and the shortage of candidates in many industries and regions of Poland, the fall in the number of temporary employees is not a surprise. Employers are eagerly taking over our employees and employing them permanently.”Wojciech Ratajczyk, vice president of temporary work at the Polish HR Forum highlighted data which showed that the temporary employment landscape in Poland is partially sustained by workers from Ukraine, which Polskie Forum says make up 32% of temporary workers in the country.“Therefore, it is extremely important to improve the procedure that legalises the work of foreigners in our country,” Ratajczyk said.Polskie Forum also published data on the value of the temporary jobs market in the first quarter of 2019 with the value falling by 6% compared to the same period of the previous year, and dropping by 11% when compared to the previous quarter. Polskie Forum member companies generated a turnover of PLN 946 million (€220.0 million).During the period, Polskie Forum estimated the value of the temporary job market in Poland in Q1 at PLN 1.6 billion (€372.2 million). […]

  • UK – APSCo responds to Theresa May’s resignation

    UK Prime Minister Theresa May announced today that she will resign as leader of the Conservative Party on 7 June. It comes after mounting pressure from her own party to step down after failing to win backing for her Brexit deal on three occasions.Ann Swain, Chief Executive of the Association of Professional Staffing Companies (APSCo) commented, “The irony that the Prime Minister is stepping down almost two years to the day that she held a General Election to put an end to ‘uncertainty and instability’ will not be lost on our members. While I think it is fair to say that many, if not all, have now reverted to ‘business as usual’ during this extended period of flux, there is no doubt that the current climate is far from ideal.”May said, “"I will resign as leader of the Conservative and Unionist party on Friday, 7 June so that a successor can be chosen.” She added that ‘it is and will always remain a matter of deep regret to me that I have not been able to deliver Brexit.”Swain commented, “While the professional end of the recruitment market may not be as exposed to the same potential post-Brexit risks as those recruiting for lower skilled roles, it is crucial that future strategy remains focussed on attracting the talent our country needs, as outlined in this year’s Spring Statement. The city, in particular, is facing challenges around both workforce planning and recruitment against the current backdrop, and the present climate is also holding back some companies from setting up or expending in Europe at this time.”Earlier this week May announced a 10-point “new Brexit deal” but it was rejected by MPs.According to Reuters, her departure will deepen the Brexit crisis as a new leader is likely to want a more decisive split, raising the chances of a confrontation with the EU and a potentially unpredictable snap parliamentary election.May said she will continue to serve as prime minister while a Conservative leadership contest takes place.She was appointed as Prime Minister on 2016, replacing David Cameron after he stepped down following the results of the EU Referendum.“It is our hope that whoever May’s successor will be is determined to put the interests of the UK economy ahead of their personal ambitions, so that the professional recruitment community can leave this period of uncertainty behind and concentrate on growing their businesses in a more stable climate,” Swain said.May’s government commissioned the Taylor Review into modern employment practices in 2016. Her government responded to the Taylor Review’s findings with the ‘Good Work Plan’ which set out a series of major government reforms with the aim of increasing rights and protections for workers, including those who work in the gig economy. […]

  • UK – More than 1 in 10 employees unhappy at work, Robert Half finds

    More than one in ten, or 13%, of employees in the UK are unhappy at work, according to a study developed by Robert Half and Happiness Works, a firm that measures workplace happiness and productivity, and conducted by an independent research firm.Robert Half suggested that the UK workforce is becoming increasingly held back by mental health problems such as stress, depression and anxiety.The study also cited data from the Health and Safety Executive’s Labour Force Survey that shows over 15,000,000 days were lost over a 12-month period due to reported mental health problems caused or worsened by work, such as stress, depression or anxiety. This accounts for over half (57%) of total missed days due to self-reported illness. Additionally, burnout caused by stress and anxiety is responsible for over two fifths (44%) of all reported illnesses in the workplace.Robert Half’s research also found that 31% of UK respondents admitted to finding their work stressful, while 12% of employees reported being dissatisfied with their work–life balance.“It is crucial that businesses look at the ways in which they can help their employees and spot signs of burnout early,” Matt Weston, Managing Director, Robert Half UK, said. “Building a positive work environment and recognising the connection between employee happiness and mental health, as well as nurturing good working relations within the company are vital to successfully reducing stress and burnout in the workplace.&rdquo […]

  • People – Airswift, Cranford Group, BAP, Bullhorn

    Airswift, a staffing provider for the energy, process and infrastructure sectors, announced the promotion of three senior staff. Peter Denham moves into the role of Vice President of Europe and Africa following a period of six years with the company as Regional Director for Europe and formerly Global Director of Service. Denham has an in-depth knowledge of the region’s energy sector and has established close relationships with the continents’ major operators. His focus will be helping clients plan their talent strategy, navigate labour regulations and manage global mobility as they expand into new markets.At the same time, Andy Greenwood has been promoted to Regional Director in the Middle East for Airswift. In Greenwood’s previous role as Recruitment Director for EMEA, he oversaw best practice in the training and development of Airswift’s recruitment teams. He was also responsible for implementing several major innovative solutions for large commissioning projects to achieve multi-million-dollar cost savings and workforce efficiencies for clients.Airswift also announced that Paul Murphy takes up the role of Recruitment Director for Europe and Africa. He will be responsible for Airswift’s regional contract recruitment team and their delivery centre in Baku, Azerbaijan, dedicated to 24/7 global client recruitment support for large-scale and expat hiring.Cranford Group, an IT resourcing specialist based in West Yorkshire, announced that it appointed Matthew Hardill as new Chief Financial Officer. Hardill began his finance career with JCT600, the 12th largest car dealership in the UK, where he worked his way up from credit control to become the group’s accountant. He then moved to a printing consumables firm in Bradford, before joining aerospace specialist Wesco Aircraft.Germany’s Federal Employers' Association of Personnel Service Providers (BAP), re-elected Sebastian Lazay as President. It is Lazay’s second term. The appointment of Lazay’s second term was part of BAP’s Management Board and Presidium election yesterday in Berlin.Bullhorn, a supplier of software to staffing firms, announced the promotion of four staff members. Bullhorn promoted Gretchen Keefner and Shaun Weise as regional vice presidents where they will lead the overall growth in North America and the U.K. and Ireland, respectively. Previously, Keefner and Weise were global account managing directors. In their new roles, both will focus on optimising global standards for both selling and managing revenue.Bullhorn also announced that it promoted account directors Gregory LaGarde and Tim O’Brien to managing directors. O’Brien, a recruitment industry veteran with more than 20 years of experience, will lead an account team committed to serving customers in both the UK and Ireland and EMEA. LaGarde will lead an account team dedicated to serving customers in North America. […]

  • Australia – Fair Work Ombudsman recovers $400,000 in unpaid wages

    Nearly 1,000 workers in regional Queensland, New South Wales and Victoria have been back paid more than AUD 580,000 (USD 400,000) after Fair Work Inspectors uncovered widespread non-compliance with Australia’s workplace laws.Inspectors visited 1,385 businesses across cities in Victoria, New South Wales, and Queensland. A cross-section of industries was targeted, with the accommodation, hospitality and retail sectors a particular focus for the Ombudsman.Inspectors found 22% of all audited business failed to pay their employees correctly, 15% were in breach of non-monetary obligations by not providing proper payslips or keeping proper employment records, and 6% failed to both pay their employees correctly and meet their non-monetary obligations.The Ombudsman recovered an average of approximately AUD 600 (USD 413) per underpaid employee. The most common breach of workplace laws was underpayment of the minimum hourly rate, with inspectors also uncovering underpayment of overtime and penalty rates.Fair Work Ombudsman Sandra Parker commented, “Fair Work Inspectors targeted specific regions after employees contacted us for help, many of whom could be vulnerable to workplace exploitation due to their youth or visa status. It is unacceptable that almost half of the businesses we visited were simply unaware of their obligations under workplace laws and were not paying the lawful minimum hourly wage.”“The FWO will revisit these businesses as part of our ongoing national proactive compliance monitoring programs. Appropriate compliance and enforcement action will be used against employers who continue to breach workplace laws,” Parker said.In addition to recovering lost wages, inspectors issued 39 cautions warning employers about the consequences of continued non-compliance, and 27 on-the-spot fines, which involved penalties of AUD 5,960 (USD 4,111) for breaches of pay slip or record-keeping requirements. […]

  • Malaysia – Labour productivity rises in Q1

    Malaysia’s labour productivity rose in the first quarter of 2019 compared to the previous year according to figures from the Department of Statistics Malaysia.Malaysia measures its labour productivity in two different ways. The first is measured by value added per hour worked. In Q1 this value rose 2.4% when compared to the previous year. The second way is expressed as the ratio of value added to employment. This measurement recorded a growth of 2.2% compared to last year while employment increased 2.2% at the same time.In Q1 2019, Malaysia’s Gross Domestic Product (GDP) grew 4.5%, while hours worked increased 2.0%.Labour productivity by hours worked for the agriculture sector grew by 3.0% while labour productivity in this sector by employment grew 3.4%.The growth of labour productivity by hours  worked in the mining and quarrying sector saw a decline of 0.8%. Labour productivity by employment posted a growth of 2.6%.Labour productivity by hours worked in the manufacturing sector increased 3.4% in the first quarter. When measured by value added per employment, labour productivity posted a growth of 2.0% in this sector.The construction sector recorded a growth of labour productivity by hours worked of 4.5% while labour productivity by employment also grew by 4.5%.The growth of labour productivity by hours worked and by employment in the services sector rose 2.9%. […]

  • India – Companies revamping job roles due to shifting industry trends, survey finds

    More than a third, or 37%, of senior HR professionals in India are focusing on making changes in job descriptions to swiftly adopt changing trends, according to survey data from job portal Shine.com.Shine also found that 47% of senior HR professionals are predicting a skills shortage in the country in the near future.“As organisations are rapidly adopting technology to streamline processes and make them more efficient, traditional job roles are undergoing massive transformation. Diversified job roles that require more wide-ranging skill sets are emerging,” Shine stated.Zairus Master, CEO, Shine.com, commented, “As new job roles enter the market, we are already seeing job descriptions evolve. Skills which wouldn’t typically be found in the same role earlier are now being combined to create more multidimensional profiles. Hence, the traditional resume formats are now becoming irrelevant.”“Jobseekers will need to amplify the appeal of their resumes by highlighting the relevant job skills that they possess,” Master said. “For instance, data entry professionals will now need to acquire data science skills to be able to land high-value jobs. At this juncture, upskilling/reskilling is a good option for professionals looking to augment their career growth trajectory.”Shine emphasised the need to upskill/reskill the workforce to meet the evolving nature of jobs. The survey showed more than 54% of the HR professionals surveyed said they will invest in large scale re-skilling in their organisations. Furthermore, until the skills of the workforce are aligned with business goals, 38% of the respondents will focus on developing a rewards strategy to attract and retain gig economy workers.The survey added that since upskilling/reskilling is a relatively gradual process, the focus of organizations will remain on revamping job profiles and hiring professionals who can fulfill these multi-faceted job roles that are more demanding and skill-based than ever before. […]

  • China – HSBC plans to add over 1,000 tech jobs (Reuters)

    UK-based banking and financial services giant HSBC plans to add more than a 1,000 jobs this year at its technology development centres in China, as it seeks to bolster its presence in the country, reports Reuters. HSBC will boost headcount at its technology centres in Guangzhou, Shanghai and Xi’an by 14% from a current 7,000-strong workforce. HSBC Chief Information Officer Darryl West, said, “We see mainland China as a tremendous source of talent, not just for the local market but our technology operations globally. We are hiring very aggressively here.” Outside China, HSBC employs more than 10,000 people at technology centres in India, with the rest in countries such as Britain, Canada, Hong Kong and the United States. […]

Latest Research

  • Preparing your Staffing Company for a World with AI

    Sponsored by MyaAI is here to stay and you don’t want to be left behind. Does that mean robots are taking over our jobs? Not quite–recruiting is a human-centric process at its core, and will remain so. AI technologies, and particularly those using robust natural language processing, can help augment these processes to improve efficiency and enable better engagement with candidates by allowing organizations to connect with and outreach to job seekers at scale.Join Eyal Grayevsky, CEO of Mya Systems, and SIA's Research Manager Brian Wallins as they discuss the critical components of preparing your staffing company for a world with AI, and how the use of these technologies can improve your bottom line. Learn how your peers already using such technology are streamlining processes, improving fill rates and bringing the human element back into staffing. Moderator:Adrianne Nelson, Senior Director Global Membership Products, CCWP, Staffing Industry Analysts Speakers:Jacky Carter, Group Digital Engagement Director, HaysEyal Grayevsky, CEO & Co-Founder, Mya SystemsBrian Wallins, Research Manager, Staffing Industry AnalystsDownload Presentation (PDF)Select the play button to begin viewing. […]

  • SI Report Webinar - May 2019

    In this webinar topics covered include: Internal staff survey results – staff career plans and needs Internal staff survey results – how to build trust with staff 2019 Internal Employee Compensation Estimator IT Staffing Growth Assessment Insights on Healthcare Staffing And of course the latest updates on the state of the economy, employment trends and developments in the US staffing industry.Download presentation slides 190507 SI Report Webinar Presentation Slides - You do not have permission to view this object. Select the play button to begin viewing. […]

  • The Master Service Agreement and Supplier Agreement in an MSP Program

    Negotiating and concluding a Master Service Agreement (MSA) and adjacent Supplier Agreements (SA) can be challenging, but with proper information and preparation the exercise can be executed more efficiently. This report describes several MSA and SA characteristics to help buyers understand how such agreements should be drafted, including: Identification of key stakeholders Guidance on the use of templates Consideration of local legal requirements Potential operational challenges An outline of the structure of an MSA and adjacent SA is included within this report as a useful reference tool.Click below to download the report: The MSA and SA 20190507 - You do not have permission to view this object. […]

  • Workforce Solutions Webinar – Advance your Contingent Workforce Program With a Well-Designed Business Review

    Sponsored & Presented by VectorVMS: You have implemented your Vendor Management System... now what? How do you utilize all the data you now have at your fingertips? Business reviews allow you visibility into your overall contingent workforce program and play a critical role in advancing your program to a strategic level—allowing you to control costs, ensure compliance, and gain efficiencies overall. Whether your contingent workforce program is managed in-house or through an MSP, join experts from VectorVMS and SIA to learn the key components required for an effective business review: Review progress against goals as it relates to SLA's KPIs and service delivery for that time period Create action plans for any missed opportunities and discuss any upcoming strategic objectives Moderator:Adrianne Nelson, Sr. Director, Global Membership Products, CCWP, Staffing Industry Analysts Speakers:Cindy Chunn, Sr. Program Manager, VectorVMSDawn McCartney, VP, CWS Council, CCWP, SOW Mgmt. Expert, Staffing Industry AnalystsDownload presentation (PDF)Watch webinar video below. […]

  • Staffing in Luxembourg

    The following list of staffing firms operating in Luxemburg. Those who are members of the FEDIL Employment Services, created in 1994 under the name of Union Luxembourgeoise des Entreprises Interimaire Interimaire (ULEDI) are shown with an astreix* after their name. Although membership is voluntary, members represent more than 80% of the sector according to the asscoation. FEDIL is an active member of the World Employment Confederation (WEC).  ABAC  InterimAction InterimAdecco* AXIA INTERIM*Axis Group*    Chrono Interim*Côté Job D.L.S.I.* Enthalpia* Euro-Deal*Eyesen*         FaceJobGEZIM*GO RHHays INTER INDUSTRIEInteractivINTER-CONSEILISS LUXINTÉRIM*ITEM LUXKelly Services*         Manpower*MC IntérimMyJobest*Oceal Ressources Humaines*PrelorPresto IntérimPro-InterPromanRandstad* Reflex RHSEISofitex*SoluprestStaffSup Intérim*Synergie Travail Temporaire*   TPATopp interimTurbolux*In addition there is Moovijob, a Luxembourg jobsite created in 2007, which focuses on  recruitment in Luxembourg and the Greater Region, particularly in Alsace and Lorraine,/, which will give you an idea of the marketplace. This list should not be taken as an endorsement of any firm. If you have details, you feel we should add, please contact the author to the right. A list with fuller details is available below: Staffing in Luxembourg 20190517 - You do not have permission to view this object. […]

  • Keys to Internal Staff Satisfaction

    Key Findings: Internal staff mostly satisfied. Nearly a thousand internal staff workers from 16 staffing firms responded to the question “How likely is it that you would recommend your employer to a friend or colleague?” The resulting net promoter score was 55%. Effective leadership highly correlated with staff satisfaction. In a comparison of various potential drivers of staff satisfaction, several factors related to management were among those most correlated to high NPS scores. In particular, among staff who believed their management demonstrated trust, integrity, and valuing their staff,  NPS was generally around 60%; among those who did not believe their management demonstrated these virtues, NPS ranged around -40% to -60%. Work-from home option helps. Staff who were given an option to work from home – whether or not they exercised it – were notably more satisfied than those not given the option. Highly satisfied staff credit six company virtues. Among staff who rated their employer a “10,” the top reason given by far was “good work environment/culture.” Staff also credited: “leadership,” “good opportunities for career, bonus, travel,” “training,” “work/life balance,” and “autonomy.” Compensation matters, both magnitude and perception of fairness. NPS scores rose materially as a function of stated salary. At the same time, perception of being compensated fairly was also important. To access the complete report, please select the link below: UK Internal Staff Survey 2019 Internal staff job satisfaction (or lack thereof) 20190516 - You do not have permission to view this object. […]

  • The Master Service Agreement and Supplier Agreement in an MSP Programme

    Negotiating and concluding a Master Service Agreement (MSA) and adjacent Supplier Agreements (SA) can be challenging, but with proper information and preparation the exercise can be executed more efficiently. This report describes several MSA and SA characteristics to help buyers understand how such agreements should be drafted, including: Identification of key stakeholders Guidance on the use of templates Consideration of local legal requirements Potential operational challenges An outline of the structure of an MSA and adjacent SA is included within this report as a useful reference tool.  Click below to download the report: The MSA and SA 20190507 - You do not have permission to view this object. […]

  • The Master Service Agreement and Supplier Agreement in an MSP Program

    Negotiating and concluding a Master Service Agreement (MSA) and adjacent Supplier Agreements (SA) can be challenging, but with proper information and preparation the exercise can be executed more efficiently. This report describes several MSA and SA characteristics to help buyers understand how such agreements should be drafted, including: Identification of key stakeholders Guidance on the use of templates Consideration of local legal requirements Potential operational challenges An outline of the structure of an MSA and adjacent SA is included within this report as a useful reference tool.Click below to download the report: The MSA and SA 20190507 - You do not have permission to view this object. […]

  • Staffing in New Zealand

    Below is a contact list of labour hire and recruitment companies in New Zealand. The majority of whom are members of the RSCA..There is currently no government licencing scheme in place, although there was discussion in 2018 at to whether this should be implemented. There is however an accredited list of companies who can get visas for construction workers to help the rebuilding of Canterbury (market with an *).AWF Madison Group is the only domestically listed staffing firm which includes the brands AWF, Madison and Absolute IT. The four largest global staffing firms all have offices in the country.Companies interested in the marketplace should also have a look at the Careers.govt.nz website, which provides a useful group of resources; plus our own New Zealand Snapshot.The list is for informational purposes only and does not imply an endorsement of any products or services. If you have any suggestions for this list, please contact the author.To download the list, please click below: NZ Company List 20190523 - You do not have permission to view this object. […]

  • New Zealand Market Snapshot

    Our Market Snapshots provide an executive summary of the international staffing markets in EMEA and APAC.  They can be used as a barometer to assess the relative business environment within each market and are designed to help you whether you are a buyer or supplier of contingent labour; looking to move into a new market place or need to understand the different national factors you will encounter in managing your workforce internationally. To download the full report, click below: New Zealand Market Snapshot - You do not have permission to view this object. […]

  • Australia Market Snapshot

    Our Market Snapshots provide an executive summary of the international staffing markets in EMEA and APAC.  They can be used as a barometer to assess the relative business environment within each market and are designed to help you whether you are a buyer or supplier of contingent labour; looking to move into a new market place or need to understand the different national factors you will encounter in managing your workforce internationally. To download the full report, click below: Market Snapshot Australia - You do not have permission to view this object. […]

  • The Master Service Agreement and Supplier Agreement in an MSP Programme

    Negotiating and concluding a Master Service Agreement (MSA) and adjacent Supplier Agreements (SA) can be challenging, but with proper information and preparation the exercise can be executed more efficiently. This report describes several MSA and SA characteristics to help buyers understand how such agreements should be drafted, including: Identification of key stakeholders Guidance on the use of templates Consideration of local legal requirements Potential operational challenges An outline of the structure of an MSA and adjacent SA is included within this report as a useful reference tool. Click here to download the report: The MSA and SA 20190507 - You do not have permission to view this object. […]