Global Daily News

  • Judge rules against Instacart over IC use; shoppers not likely to meet ABC test

    Human cloud, food-delivery firm Instacart likely misclassifies its workers as independent contractors under California law, a San Diego County judge ruled in a suit brought by the San Diego City Attorney.Judge Timothy Taylor approved a preliminary injunction against Instacart, saying its independent contractor shoppers would likely not meet the ABC test of misclassification. Instacart said it would appeal, and that its service will not be disrupted in San Diego.Taylor’s preliminary injunction is also not final. It only represents a discretionary decision “whether defendant should be restrained from exercising a claimed right pending trial,” according to the ruling.The San Diego City Attorney sued Instacart in the wake of the 2018 Dynamex decision by the California Supreme Court that put in place the tough ABC test for determining independent contractor misclassification. The state legislature last year passed a law codifying the ABC test, known as AB 5, which went into effect Jan. 1.“This landmark ruling makes clear that Instacart employees have been misclassified as independent contractors, resulting in their being denied worker protections to which they are entitled by state law,” City Attorney Mara Elliott said in a statement. “We invite Instacart to work with us to craft a meaningful and fair solution.”Elliott also said the decision serves as a warning to other companies.“California has had two years since the Supreme Court’s Dynamex decision to distinguish between a contractor and an employee,” she said. “Everyone, not just Instacart, must live up to their legal responsibilities; they cannot ignore the significance of what occurred here.”Instacart plans to appeal the decision and said the preliminary injunction has been stayed at this time.“We disagree with the judge’s decision to grant a preliminary injunction against Instacart in San Diego,” the company said in a statement to SIA. “We’re in compliance with the law and will continue to defend ourselves in this litigation. We are appealing this decision in an effort to protect shoppers, customers, and retail partners.”Instacart service in San Diego will continue at this time.“The court has temporarily stayed the enforcement of the injunction and we will be taking steps to keep that stay in place during the appeals process so that Instacart’s service will not be disrupted in San Diego,” according to Instacart’s statement.In his ruling, Taylor said California’s policy is unapologetically pro-employee, and the Dynamex decision is in-line with that policy.“While there is room for debate on the wisdom of this policy, and while other states have chosen another course, it is noteworthy that all three branches of California have now spoken on this issue,” Taylor wrote. “The Supreme Court announced Dynamex two years ago. The decision gave rise to a long debate in the legal press and in the Legislature. The legislature passed AB 5 last fall. The governor signed it. To put it in the vernacular, the handwriting is on the wall.”On the other hand, Taylor also said this is a lively area of the law with numerous cases pending and an effort to bring the question of driver misclassification to the state’s voters.“Frankly, the sooner the Court of Appeal can hold forth on these issues, the sooner the parties will have a clear and definite signal of what is expected of them,” Taylor wrote.Separately, others have also called for greater clarification of the law. And earlier this month, a federal judge denied a request from Uber Technologies Inc., Postmates Inc. and two drivers for a preliminary injunction to prohibit enforcement of AB 5.Groups in New York and New Jersey are fighting efforts to put similar legislation in place in those states. […]

  • Heidrick Q4 revenue falls 2% in constant currency; firm monitoring coronavirus uncertainty

    Executive search firm Heidrick & Struggles International Inc. (NASDAQ: HSII) reported revenue fell 2.3% in constant currency during the fourth quarter as revenue per consultant declined. The Chicago-based company also noted that it is monitoring the level of uncertainty created by the coronavirus outbreak. (US$ thousands) Q4 2019 Q4 2018 % change % change constant currency Net revenue $180,034 $185,305 -2.8% -2.3% Reimbursements $4,615 $5,662 -18.5%   Total revenue $184,649 $190,967 -3.3%   Net income $10,555 $11,195 -5.7%   Annualized executive search net revenue per consultant fell to $1.7 million in the fourth quarter from $1.9 million in the fourth quarter of 2018.Looking at revenue by region, Heidrick & Struggles’ revenue rose 3.8% in constant currency in its Asia Pacific segment but fell across its other executive search geographies. Revenue by geography (US$ thousands) Q4 2019 Q4 2018 % change % change constant currency           Executive search         Americas $106,755 $109,768 -2.7% -2.5% Europe $31,826 $34,929 -8.9% -7.4% Asia Pacific $24,433 $23,816 2.6% 3.8% Total executive search  $163,014 $168,513 -3.3% -2.7%           Heidrick Consulting $17,020 $16,792 1.4% 1.7% Full-year net revenue rose 0.3% on a constant currency basis. Full-year results (US$ thousands) 2019 2018 % change % change constant currency Net revenue $706,924 $716,023 -1.3% 0.3% Reimbursements $18,690 $19,632 -4.8%   Total revenue $725,614 $735,655 -1.4%   Net loss/income $46,869 $49,295 -4.9%   GuidanceHeidrick forecast revenue of between $165 million and $175 million, representing a decrease of 3.8% to an increase of 2.0%.However, the company said is monitoring the situation with the coronavirus outbreak.“While the situation is still fluid and it is too early to quantify, it is reasonable to assume that along with the reported economic pressure, the coronavirus could have a related impact on first-quarter results,” according to the company. Share price and market capShares in Heidrick were down 9.35% to $23.42 as of 12:01 p.m. today; the company had a market cap of $459.2 million, according to […]

  • CTG revenue up 7% in Q4 with acquisitions, but IT staffing revenue declines

    IT solutions and staffing firm CTG (NASDAQ: CTG) reported fourth-quarter revenue rose 6.6%. The Buffalo, New York-based firm said fourth-quarter revenue growth was driven by the acquisition of Tech-IT, a Luxembourg-based IT consulting and solutions firm, in February 2019. However, CTG revenue fell in its IT staffing segment. (US$ thousands) Q4 2019 Q4 2018 % change Revenue $99,320 $93,129 6.6% Gross margin  20.4% 19.0%   Net income $1,671 ($5,259) nm CTG President and CEO Filip Gydé said the acquisitions of Tech IT and Soft Co. in 2018 significantly accelerated the growth of CTG’s solutions business.“Each company continues to be well-managed and presents a faster means of adding revenue and profits compared with what would have been required to achieve equivalent results utilizing a purely organic strategy,” Gydé said. Revenue by segment and geography (US$ thousands) Q4 2019 Q4 2018 % change Revenue by segment       IT staffing $61,374 $63,197 -2.9% IT solutions $37,946 $29,932 26.8%         North American revenue $58,264 $59,271 -1.7% European revenue $41,056 $33,858 21.3% Full-year results (US$ thousands) 2019 2018 % change Revenue $394,170 $358,769 9.9% Gross margin percentage 19.0% 19.1%   Net loss/income $4,125 ($2,817) nm GuidanceCTG forecast full-year revenue of between $380 million and $400 million, representing a year-over-year decline of 3.6% to an increase of 1.5%. Share price and market capShares in CTG were up 5.56% to $5.87 as of 11:59 a.m. Eastern time today; the company had a market cap of $81.7 million, according to […]

  • Deadline nears for 40 Under 40 nominations

    The nominations window for this year’s 40 Under 40 list of up-and-coming executives in the staffing industry ends March 2. The nominations can be made online.The list, which debuted in 2017, recognizes the achievements, ambition and influence of younger leaders who are advancing the industry to the next level. This list is not a ranking, but a contemporary look at the movers and shakers in this age group who are important to the evolution of the workforce solutions ecosystem.For the purposes of the list, we look at professionals working in the industry and not as suppliers to the ecosystem. A website will accompany the feature in Staffing Industry Review magazine. Nominations are now being accepted for the 2020 list, and a form for nominations is available online. For the purposes of this list, we will consider those born after June 1, 1980.Nominations are being accepted online through March 2. […]

  • Express enters Australia and New Zealand markets with acquisition

    Express Employment Professionals, the sixth-largest US staffing firm, acquired Sydney, Australia-based Frontline Recruitment Group, expanding its operations into Australia and New Zealand. The deal closed on Feb. 18.Frontline is focused solely on direct-hire placements and has 31 locations in Australia and three in New Zealand — all locations are franchised making it a fit for Express, according to the company. Industries served by Frontline include retail, hospitality, health, education, IT and construction.Plans call for the Frontline brand to remain. Frontline Managing Director Peter Davis and Executive Director Deb Davis will remain with the combined company, and the company will continue to operate as it has.Oklahoma City-based Express also announced it plans to begin offering its own franchises in Australia and New Zealand under the Express brand.“By purchasing Frontline Recruitment Group and joining forces, Express is poised to expand our expertise as leaders in temporary staffing to offer this type of employment to job seekers across Australia and New Zealand,” Express CEO Bill Stoller said. […]

  • World – The Adecco Group Q4 revenue falls and signals further slowdown in 2020

    The Adecco Group (ADEN:VTX), reported revenue of €5.96 billion during the fourth quarter ended 31 December 2019, a decrease of 4% organically and 4% trading days adjusted. The group cited slowdown in economic growth and staffing markets in Europe and North America.The fourth quarter results were stable when compared to Q3 2019. (€ millions) Q4 2019 Q4 2018 Change Organic Change Trading Days adjusted Revenue 5,961 6,127 -3% -4% -4% Gross Profit 1,150 1,169 -2% -3% - Gross Margin 19.3% 19.1% - - - EBITA 254 235 8% 7% - Net Income 256 -112 - - - In Q4 2019, currency movements had a positive impact of approximately 1%, while M&A and working days each had a negligible impact, leaving a revenue decline of 4% on an organic and trading days adjusted basis.The revenue trend remained soft in Europe though the decline is less severe given easier year-on-year comparisons. Rivals Randstad and ManpowerGroup also cited challenging trends in Europe in their fourth quarter results. Meanwhile, in North America, Adecco saw a marked deceleration, driven by General Staffing where seasonal demand was lower than in prior year.The Adecco Group said revenue growth in Japan and the Rest of World region was solid with continued strong growth in Japan. Career Transition & Talent Development also delivered strong growth, driven by both Lee Hecht Harrison and General Assembly. Permanent placement revenues declined by 7% organically, after being flat, year-on-year in Q3 2019.By service line, temporary staffing revenues declined by 5% to €5.09 billion; permanent placement revenues were down 7% to €132 million; revenues from career transition were up 9% to €89 million; and revenues in outsourcing and other activities increased by 6% to €643 million. By business line: General Staffing revenues were down 5%; Professional Staffing revenues were down 2%; and Solutions revenues were up 7%. All compared to the prior year and on an organic basis.The revenue performance matched analysts’ forecasts, according to Reuters.Net income attributable to Adecco Group shareholders was €256 million, compared to a loss of €112 million in Q4 2018. This topped the €207 million forecast by analysts in a company-provided poll, according to Reuters.Alain Dehaze, Group Chief Executive Officer, said, “The group concluded 2019 with strong performance against a backdrop of ongoing economic uncertainty and market slowdown. Despite the challenging conditions that impacted revenues, we did not compromise long-term investments and remained focused on delivering our ‘Perform, Transform, Innovate’ strategy to position the business for profitable growth. The results of our GrowTogether programme, pricing actions and strengthened business mix drove a structural improvement in profitability, with Q4 gross margin up 20 bps (basis points) year-on-year, the sixth consecutive quarterly increase.”Revenue by geography (€ millions) Q4 2019 Q4 2018 Change Organic Trading Days Adjusted France 1,370 1,413 -3% -3% -3% N. America, UK & Ireland, General Staffing 782 848 -8% -11% -11% N. America, UK & Ireland, Professional Staffing 846 867 -2% -5% -5% Germany, Austria, Switzerland 470 521 -10% -11% -11% Benelux and Nordics 455 516 -12% -9% -9% Italy 493 515 -4% -4% -6% Japan 393 341 15% 6% 8% Iberia 306 286 7% 7% 6% Rest of World 706 696 1% 2% 1% Career Transition & Talent Development 140 124 13% 10% 10% All revenue growth rates stated below are on a year-on-year on an organic basis, unless otherwise stated.In France, revenue decline reflecting market softness. By industry, declines were most pronounced in manufacturing, automotive, food & beverage and construction. Permanent placement revenues were down 1%. Both Q4 2019 and the prior year period were impacted by year-end movements in social security and other accruals, and changes linked to regulation (including the replacement of CICE subsidies) which had a net negative year-on-year impact on the French margin of approximately 80 basis points.In North America General Staffing growth was impacted by lower demand during the important seasonal peak period, due, in part, to earlier client inventory re-stocking in anticipation of trade tariff increases. Within North America Professional Staffing growth in Engineering & Technical and Medical & Science was offset by declines in IT and Finance & Legal.UK & Ireland General Staffing revenue was down 3%, reflecting Brexit-related uncertainty. Revenue in UK & Ireland Professional Staffing was down 7%, also impacted by political and economic uncertainty.In Germany & Austria, revenue was down 11% in a challenging market, impacted by particular weakness in the automotive and manufacturing sectors. In Switzerland, revenue declined 11% in line with a slowing market.In the Nordics, revenue was down 11% with a low-single-digit decline in Norway, largely reflecting good growth in the prior year. Meanwhile, the company experienced a double-digit revenue decline in Sweden, impacted by lower demand in the automotive and manufacturing sectors.Revenue in Benelux was down 8%. Belgium experienced a low-single-digit revenue decline, while the Netherlands declined double-digits, due to reduced demand at a few large automotive and logistics clients.In Italy, revenue was down 4%, however permanent placement revenue increased by 20%.Within the Rest of World region, revenue declined 10% in Australia & New Zealand, while it grew by 11% in Latin America, was flat in Eastern Europe & MENA, grew by 2% in Asia, and by 1% in India, all trading days adjusted.In Career Transition and Talent Development (including Lee Hecht Harrison and General Assembly), revenue was up 10%. Revenue grew by 6% in Lee Hecht Harrison and by 27% in General Assembly.Revenue by business line € millions) Q4 2019 Q4 2018 Change Constant Currency General Staffing 4,477 4,662 -4% -5% Professional Staffing 1,299 1,295 0% -2% Solutions 185 170 9% 7%  The Adecco Group also reported full year revenue of €23.42 billion in 2019, down 2% year-on-year, and down 3% organically and Trading Days Adjusted.The group mentioned that it had achieved €140 million in its GrowTogether productivity savings by the end of 2019, €20 million ahead of target. It also added that it is on track to deliver the €250 million target in 2020.The company stated that it had continued to invest in its Ventures portfolio (including General Assemby and LHH) during 2019, with positive results“Building on the momentum established to date, the group will continue to invest in the Ventures at approximately the same level as 2019 (€65 million), to support the growth in 2020 and beyond. Management’s objective is to deliver underlying improvement in EBITA margin in 2020, even after making continued investments in the Ventures,” the group stated.Looking forward, Adecco revenue in January 2020 was down 5% year-on-year, organically and trading days adjusted, and volume trends in February indicate a similar trend. The company highlighted a number of negative trends that could impact its future performance.“The further slowdown in early 2020 reflects continued uncertainty in the global economy, as well as strikes in France and the impact of upcoming regulatory changes (IR35) in the UK,” the group stated. “Management is also mindful of potential disruption to manufacturing supply chains as a result of the outbreak of novel coronavirus in Asia and is monitoring the situation.”As of last trade Adecco Group traded at CHF 53.94 (€50.85), up 0.15% on the day and 8.14% above its 52-week low of CHF 49.88 (€47.02), set on 15 August 2019. Based on its current share price the company has a market value of CHF 8.80 billion (€8.3 billion). […]

  • UK – Hiring confidence rebounds, demand for temp staff rises over the year: REC

    Employers’ confidence in making hiring and investment decisions increased in the period from November 2019 to January 2020, returning to positive territory, according to the latest JobsOutlook survey from the Recruitment and Employment Confederation.The survey showed that employer confidence in making hiring and investment decisions improved by ten percentage points this quarter, returning to positive territory at net: +7.However, when asked if they think economic conditions in the country as a whole are getting better or worse, 46% of employers said worse while 19% said better. Despite confidence being in the negative territory, it was still an improvement over the previous rolling quarter.Meanwhile, demand for permanent staff remains high, both in the short and medium term, at net: +21 and net: +26, respectively. Businesses are looking to expand their workforce after months of uncertainty and delay.Demand for temporary agency workers fell back into negative territory this quarter when compared to the previous rolling quarter. However, short-term and medium-term levels were higher than in the same period a year earlier.“Large employers especially have become more negative about hiring temps, perhaps due to the administrative burden of the upcoming IR35 changes,” the REC stated.The REC also found that more employers highlighted the importance of agency workers for responding to growth (up from 57% to 69%) and for managing organisational change (up from 54% to 68%) compared to a year earlier.Seven in ten (71%) employers who hire agency workers said that it is important that their recruitment agency partners provide information on how to manage your temporary workforce as a service.REC’s survey also showed that approximately half, or 49%, of employers of permanent staff are already worried about finding enough candidates to fill their permanent vacancies.“These worries are especially pronounced in sectors like health and social care and construction, industries where the government’s new immigration policy will have serious negative consequences for allowing labour into those sectors,” the report stated.Tom Hadley, Director of Policy and Campaigns at the REC, said, “Businesses across the country have grown more confident since the election. With more certainty about what lies ahead in the short term, many have taken the opportunity to start hiring again. Now that demand for staff is on the rise and the majority of employers have little or no spare capacity in their workforce, staff availability is the major challenge.”“As a result, last week’s immigration policy announcement has worried many employers. Sectors like healthcare, construction and logistics currently rely on workers from overseas, and are already facing labour shortages. Although the government might refer to these roles as ‘low-skilled’, they are highly important – not just for employers but also for patients, consumers and existing staff who are already overworked. We need a temporary work visa that allows businesses to hire the people they need at all skill levels and pay grades.&rdquo […]

  • Switzerland – Michael Page Swiss Job Index shows monthly growth of 6% in February

    The number of advertised jobs in Switzerland grew by 6.0% in February 2020 when compared to January 2020, according to the Michael Page Swiss Job Index.This is one of the highest increases for the period since the Index began in 2011.The French-speaking area led the way with an average monthly growth of 9.0% for the same period. The German-speaking region, which accounts for 9 out of 10 advertised jobs, grew by 5.5%.The highest monthly growth was in Human Resources (HR) and Recruitment, IT Administration, Accounting and Financial Control. Top Job Categories Monthly Growth(Jan 2020 – Feb 2020) Year-on-Year Growth(Feb 2019 – Feb 2020) HR & Recruitment Specialists +20.8% +11.0% IT Administrators +16.1% +47.1% Accountants & Financial Controllers +11.7% +0.8% Office & Management Support Specialists +9.2% +7.3% Insurance Specialists +8.2% +3.7% “This is a strong start to the busiest time of the year for hiring. Employers need to be brisk with their hiring decisions to secure the best candidates who typically receive multiple offers”, Nicolai Mikkelsen, Executive Director, Michael Page, said.The Lake Geneva region (GE, VD, VS) led the regional growth in advertised job vacancies with a monthly increase of +8.3%. This was followed by Canton Zurich with +7.5% growth. […]

  • UK – Technology expected to drive significant jobs growth in 2020: Robert Half

    Business leaders in the UK expect technological development to drive a significant increase in the number of jobs created in 2020, according to the research from recruitment specialist Robert Half UK.Robert Half’s research showed that two thirds of businesses believe new technologies will lead to the creation of more permanent roles next year, while 39% believe the number of temporary positions will grow.The South West and Wales region is the most confident about the impact of new technology, with 74% of businesses anticipating an increase in permanent positions and 43% prepared for more temporary roles.While the North of England expressed the lowest expectations, over half (56%) remain confident that they will see an increase in permanent jobs and 35% expect to see more temporary roles created.“In an increasingly tech-driven world, employers believe new developments will continue to shape the future of work and are keen to leverage the opportunity this presents,” the research stated.The research also found that 49% of business leaders believe digital transformation will have the biggest impact on their company over the next 12 months. Innovation, deployment of new technology and talent management feature amongst the most prominent strategic priorities for the year.Businesses are looking to encourage the adoption of such developments within their teams in several ways, including clearly articulating the benefits of new technologies (23%), empowering employees to be more innovative and experimental at work (22%) and fostering a ‘culture of curiosity’ in the workplace (13%).Matt Weston, Managing Director of Robert Half UK, said, “There is no question that new technologies will have a significant impact on the future of work over the coming year, driving opportunities for growth in the longer term.&rdquo […]

  • Australia – Australia Capital Territory introduces labour hire legislation

    The Australian Capital Territory Government introduced legislation into its Assembly for a labour hire licensing scheme in the ACT with the aim of cracking down on dodgy labour hire providers and protecting workers.Under the ACT legislation, labour hire providers will need to apply for a licence, meet a ‘suitable person’ test and demonstrate compliance with industry standards and workplace laws.  The new programme scheme is anticipated to start in 2021. Labour hire providers will have a six-month transition period to apply for a licence beginning in January 2021.ACT Minister for Employment and Workplace Safety, Suzanne Orr said, “A labour hire licensing scheme will ensure the rights and conditions of labour hire workers in the ACT are upheld with new penalties to apply to providers who do the wrong thing." “Recent inquiries across the country, including here in the ACT, have highlighted the vulnerability of labour hire workers to poor treatment at work. In response to these unacceptable practices, the government is today delivering better protection for these workers,” Orr said.“The ACT Government is committed to strengthening protections for working Canberrans which is why the ACT’s scheme will have broad and comprehensive coverage,” Orr said. […]

  • WilsonHCG, a US-based RPO provider, announced it has joined forces with Profile Search & Selection, a Hong Kong-based human capital solutions specialist, as it continues its expansion across Asia.Profile, which was established in 2005, is headquartered in Hong Kong and has offices in Singapore, Shanghai and Beijing. With more than 100 consultants, Profile provides regionally led human capital solutions to leading organisations in the financial, commercial and professional services sectors.“In an ultra-competitive environment for talent globally, clients are relying on us to deliver innovative worldwide talent solutions," John Wilson, CEO at WilsonHCG, said. “Profile’s expertise throughout Asia, combined with our existing global capabilities that span 40+ countries over six continents, means we'll continue to provide the highest level of service to our clients around the world."Andrew Oliver, co-founder and managing director at Profile, said: “We are extremely excited about what the future holds for our combined entities. Having spent more than a year getting to know John and his leadership team, the client and geographical synergies of the business are clear to see. What excites us the most, however, are the mutually held values and strong emphasis on culture which have driven the long-term success of both organisations.”Operating as a strategic partner, WilsonHCG helps organisations build comprehensive talent functions. With a global presence spanning 40+ countries and six continents, WilsonHCG provides a full suite of configurable talent services including RPO, executive search, contingent talent solutions and technology advisory.WilsonHCG CEO John Wilson was recently named to SIA’s Staffing 100 North America 2020 list. […]

  • Singapore – Government launches temporary manpower programme to ease hiring in manufacturing and services sectors

    Singapore’s Ministry of Manpower has partnered with the Singapore Business Federation to introduce a temporary programme to help companies in the manufacturing and services sectors that have been impacted by manpower disruptions in the wake the coronavirus outbreak.For a period of six months starting from 2 March 2020, companies in these sectors will be allowed to hire existing PRC (People’s Republic of China) work permit holders who are in Singapore, with the agreement of their current employers. Currently, these companies can only hire Chinese work permit holders after they have left Singapore.According to the Ministry, the programme will give companies more flexibility to manage their manpower needs. Companies facing a shortage of manpower can save on search and recruitment expenses. At the same time, companies that have excess manpower can provide their workers with an opportunity to continue working in Singapore and save on repatriation costs.   This is an existing scheme for the construction, process and marine sectors that was extended to the manufacturing and services sector.Ho Meng Kit, Chief Executive Officer of SBF, said, “This is a practical and timely initiative to help our Manufacturing and Services companies that are facing manpower challenges as a result of the COVID-19 (coronavirus) outbreak. This initiative will benefit all parties - companies that require additional workers to meet their business needs, companies that are looking to release their workers, and workers who find themselves displaced due to COVID-19 situation.”Yeo Guat Kwang, Assistant Director-General of NTUC (National Trades Union Congress) and Director of U SME (Small & Medium Enterprises), said, “We know of SMEs that now have a surplus of manpower and at the same time, there are SMEs whose workers are unable to return to China. The flexibility of this temporary measure will therefore help our companies manage their cost and manpower issues." […]

  • Japan – Coronavirus outbreak prompts firms to recruit online (Kyodo News)

    Concerns over the spread of new coronavirus infections have prompted some Japanese companies to switch to online seminars and interviews for the recruitment of new graduates in April 2021, reports Kyodo News. Last week it was reported that Japanese job information provider Recruit Career, a subsidiary of Japanese staffing giant Recruit Holdings, cancelled seminars and other events in the wake of the coronavirus epidemic. Meanwhile, other companies such as brewery Kirin Holdings, have already introduced online seminars and interviews, as well as begun requiring job seekers to submit self-filmed videos to the company, as a way "to increase contact points with diverse personnel. Japanese flea market app operator Mercari Inc. has been conducting all job interviews online in response to the viral outbreak. IT firm Stadium Co., which has been offering an online interview tool free of charge since 28 January in response to the viral outbreak, said demand is expected to grow. The company said it plans to provide the service, usually offered at JPY 39,800 (USD 360) per month, for free until 31 March. […]

Latest Research

  • Advice To Newly Hired Internal Staff

    Key Findings: Internal staff were asked: “What advice would you give a new employee starting out in a role like yours? What common mistakes should they avoid? What should they focus on to succeed?” The question was open-ended, so staff could offer any advice. Over 10,000 internal staff answered this question. Results from a randomized subset of these responses were analyzed to identify patterns, revealing six broad recommendations that were common across staff occupations and skill specialties. Ask questions, emulate team members, focus on learning. This was the most frequently offered category of advice, stressing the importance of entering the workplace in the mindset of someone ready and eager to learn, asking questions, observing what seasoned professionals are doing, and taking notes. Prioritize your work, be focused and organized. It’s easy to be overwhelmed in the fast-paced staffing environment. Avoid that by getting your priorities straight from the beginning and focusing on your goals in an organized manner. Work hard, hit your metrics. “Embrace the grind,” as one respondent put it. This is an industry where hard work pays off. Build relationships with clients and candidates, call frequently. Staffing is a people business, so make it a top priority to build relationships and stay in touch. Be patient, learn from failure, don't get discouraged. It’s impossible to fill every order, place every candidate, etc. Expect to win some and lose some. Celebrate the wins and learn from the failures. Don’t take anything personally. Be opportunistic, flexible, and adapt to new situations. Staffing firms are highly responsive to change, so expect to be a part of that. View change as opportunity. On the pages following are sample quotes from internal staff detailing their advice. Responses were edited for clarity and brevity. To access the complete report, please select the link below: North America Internal Staff Survey 2020 Advice to new employees, mistakes to avoid 20200218 - You do not have permission to view this object. […]

  • Total Talent Acquisition Developments Summary

    This report summarises the CWS Council Total Talent Acquisition Developments Report 2019 and includes:  The evolution of Total Talent Acquisition (TTA)  Benefits of TTA adoption to different stakeholders  Provider investments and developments  TTA drivers To download the report click below: Total Talent Acquisition Developments Summary 20200210 - You do not have permission to view this object. […]

  • US Jobs Report: February 2020

    Event- On a seasonally adjusted basis, total nonfarm employment rose by 225,000 in January, according to the US Bureau of Labor Statistics (BLS) in its monthly jobs report. Temporary help services lost 1,500 jobs for the month. The temporary staffing penetration rate was 1.94%, and the national unemployment rate was 3.6%. Background and Analysis- On a year-over-year (y/y) basis (January 2020 over January 2019), total nonfarm employment was up 1.4%, and monthly job gains have averaged approximately 171,000 over the past 12 months. Temporary help employment was down 0.5% y/y, reflective an average decline of 1,200 jobs per month over the past 12 months.Of the 15 major industry groups, 10 added jobs in January. The three that most drove total nonfarm employment growth (on a seasonally adjusted basis) were healthcare & social assistance (+47,200), construction (+44,000), and leisure & hospitality (+36,000). The three biggest decliners for the month were manufacturing (-12,000), retail trade (-8,300) and temporary help (-1,500).The three biggest gainers in terms of y/y percentage growth were healthcare & social assistance, education and professional services excluding temporary help (2.7%, 2.4% and 2.2%, respectively). Three groups were down y/y: mining and logging, temporary help and retail trade (down 4.4%, 0.5% and 0.2%, respectively).BLS Revisions- In each month’s employment situation release, BLS typically revises data from the two prior months. Additionally, in the February release, BLS performs its annual adjustment which affects data going back several years. After a 2019 in which temporary help employment was revised considerably from month to month (typically downward), the annual adjustment has had a substantial effect on temporary help employment. In the January 2020 release (before the annual adjustment), temporary help employment showed a decline of 0.5% in 2019 and growth of 2.8% and 2.6% in 2018 and 2017, respectively. In this month’s release (after the annual adjustment), temporary help showed a decline of 1.4% in 2019 and growth of 0.9% and 2.2% in 2018 and 2017, respectively. Revisions were made going back before 2017 as well, but to a lesser extent.Due to the substantial downward revisions to temporary help employment over the past few years, combined with the relatively small revisions (on a percentage basis) to total nonfarm employment, the temporary agency penetration rate (share of employment made up by temporary staffing) is now 1.94% (in last month’s report, it was 2.00%). December 2015 still holds the record for highest penetration rate in a given month with 2.05%.Staffing Industry Analysts’ Perspective- Total nonfarm employment posted a robust gain of 225,000, which beat consensus estimates, and is likely a bit above trend, helped by a warmer than usual January, which boosted construction employment. While the overall gain was robust, it was not as broad as we would expect from a gain of this size (only 10 of the 15 industry groups gained jobs). Manufacturing posted a decline of 12,000 jobs, led by a loss of jobs in the motor vehicles sector. Though BLS does not include airline and airline parts manufacturing in the motor vehicles subset of manufacturing, it calls into question if there is some overlap (parts suppliers to both auto and aviation tagged to auto) given the recent Boeing plant shutdowns.While total nonfarm employment experienced a robust gain for the month, temporary help declined for the month, and after the annual revision, is now showing a decline of 1.4% for 2019 (a year in which total employment rose 1.4%), though it was up slightly in the second half of the year. This flat to slightly down trend we have been seeing in temporary help is consistent with the latter stages of an economic expansion.We would also be remiss not to mention that the temporary penetration rate, currently at 1.94% after the annual revision, is actually below its level from October 1999 (1.96%). While temporary staffing has grown substantially over the past twenty years in terms of its revenue as a share of the economy, as higher-paying jobs have taken a greater share of the temporary staffing industry, there has been little secular growth in the penetration rate since the late 90’s. The penetration rate is driven more by light industrial and office/clerical jobs, which don’t generate a majority of temporary staffing revenue, but do make up the bulk of temporary staffing jobs.Members may download our jobs report tool by selecting the link below: Monthly Employment Situation February 2020 - You do not have permission to view this object. […]

  • North America Temporary Worker Survey 2020: Initial Findings

    Key Findings: This report contains the initial findings of the 2020 Temporary Worker Survey, implemented in conjunction with the 2019-2020 Staffing Industry Analysts “Best Staffing Companies to Work For” competition. It includes the complete survey questions and summary statistics. The survey was conducted in late 2019 and reflects the opinions of 5,796 North American temporary worker respondents from 33 staffing firms; no single firm accounted for more than 18% of respondents. Data includes: satisfaction with staffing agencies, use of consumer and business human cloud staffing, healthcare and other benefits, work preferences, and more. To access the complete report, please select the link below: Temporary Worker Survey 2020 Initial Findings 20200205 - You do not have permission to view this object. […]

  • IR35 Off-Payroll Working Rules: FAQs Updated

    Key Findings The IR35 Off-Payroll Working Rules (“Rules”) were introduced into the public sector in 2017. From 6 April 2020, amendments to Chapters 8 and 10 of Part 2 of the Income Tax (Earnings and Pensions) Act 2003 (“ITEPA”) will extend and align the Rules to cover contractors engaged through their personal service limited company (PSC) and performing services personally for medium and large private sector organisations. This report is an update to the report published in June 2019 and seeks to provide information and guidance in answer to the many questions contingent workforce buyers have about the effect and implementation of the amended Rules. The information contained in this report is based, in part, on HMRC’s Employment Status Manual ESM500 Guide to Determining Employment Status for Tax, and draft (as at 20 February 2020) Employment Status Manual ESM10000 updated on 10 February 2020. To download the full report, click below: IR35 Offpayroll Working Rules FAQ Update February 20200225 - You do not have permission to view this object. […]

  • Market Snapshot Netherlands

    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. You can download the entire report here:  Market Snapshot Netherlands - You do not have permission to view this object. […]

  • Total Talent Acquisition Developments Summary

    This report summarises the CWS Council Total Talent Acquisition Developments Report 2019 and includes:  The evolution of Total Talent Acquisition (TTA)  Benefits of TTA adoption to different stakeholders  Provider investments and developments  TTA drivers To download the report click below: Total Talent Acquisition Developments Summary 20200210 - You do not have permission to view this object. […]

  • Staffing Company Planning Package

    This report will be able to assist you prepare your business for the coming year whilst keeping an eye on future trends.  We have selected approximately 100 reports to highlight in this Planning Package that we believe will be the most relevant and useful for your organization in planning your strategy and preparing your business for the year ahead. This Planning Package has been divided into various categories such as the human cloud, legal & regulatory, market data by both geography and sector and technology, we also include a wide range of miscellaneous, but important topics. You can download the entire report here:  Staffing Company Planning Package - You do not have permission to view this object. […]

  • Total Talent Acquisition Developments Summary

    This report summarises the CWS Council Total Talent Acquisition Developments Report 2019 and includes:  The evolution of Total Talent Acquisition (TTA)  Benefits of TTA adoption to different stakeholders  Provider investments and developments  TTA drivers To download the report click below: Total Talent Acquisition Developments Summary 20200210 - You do not have permission to view this object. […]

  • Staffing Company Planning Package

    This report will be able to assist you prepare your business for the coming year whilst keeping an eye on future trends.  We have selected approximately 100 reports to highlight in this Planning Package that we believe will be the most relevant and useful for your organization in planning your strategy and preparing your business for the year ahead. This Planning Package has been divided into various categories such as the human cloud, legal & regulatory, market data by both geography and sector and technology, we also include a wide range of miscellaneous, but important topics. You can download the entire report here:  Staffing Company Planning Package - You do not have permission to view this object. […]

  • Staffing Trends in 2020

    This report takes a high-level look at the key trends impacting the global staffing industry in 2020.Senior staffing executives can use this information to better understand the broad trends likely to impact their business. Our eight selected trends this year are: A mild staffing market with occasional bright spots Recession fears are pervasive (but there may be no recession) AI at peak of the hype cycle – and will soon start to be useful Legislation starts to catch up with the Human Cloud Competitors appear from unexpected directions Controlling cost to protect profits Staffing firms diversifying into non-staffing areas Plans for blockchain credentialing models develop You can download the entire report here: Staffing Trends 2020 - You do not have permission to view this object. […]

  • Legal Calendar 2020: Asia Pacific

    Key Findings Employers should use this report to prepare for significant changes to labour hire agency licensing, workers’ rights and regulatory requirements in 2020 across the Asia Pacific region. Further information on most of the developments in this report can be found by clicking the links to the Asia Pacific Legal Updates published quarterly. To download the full report, click below: Legal Calendar 2020 APAC 20200127 - You do not have permission to view this object. […]