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  • Largest IT Staffing Firms in the United States: 2017 Update

    Key Findings We estimate that 43 firms generated at least $100 million in US information technology temporary staffing revenue in 2016. Added together, these firms generated $18.0 billion in such revenue, accounting for 63% of the market, by our estimates. The complete list of 43 firms can be found starting on page three of this report. In this market share report, we have ranked companies in order of revenue size, according to industry custom, but this ranking should not be taken to imply that a firm with a higher rank provides better service or more value to its shareholders. Staffing firms varied in degree of financial transparency, and even when forthcoming with information, we reserve the right to adjust data for the sake of consistency. Therefore, for all firms in this report, revenue shown should be considered an estimation by Staffing Industry Analysts. Market share percentages in this report were calculated by dividing each company’s revenue figure by our estimate of $28.6 billion for the US IT temporary staffing market in 2016. Overall, we believe that this list is accurate and can be used appropriately to get a “big picture” reading of the US IT temporary staffing industry landscape. However, as transparency and availability of information from staffing companies can vary from one year to the next, this year’s estimates may not be comparable to those of previous years in all cases. For that reason, we did not display prior year revenue estimates in this report. Three firms are included on this year’s ranking that did not appear in last year’s report: NTT Data, Principle Solutions Group, and V-Soft Consulting. Additional details on the methodology of this report are provided on page seven. Please select the following link to download the full report: Largest IT Staffing Firms in the US 20172107 - You do not have permission to view this object. […]

  • Largest Office Clerical Staffing Firms in the United States: 2017 Update

    Key Findings We estimate that 14 firms generated at least $100 million in US office/clericaltemporary staffing revenue in 2016. Added together, these firms generated $7.6 billionin such revenue, accounting for 42% of the market, by our estimates. The complete listof 14 firms can be found on page three of this report. In this market share report, we have ranked companies in order of revenue size,according to industry custom, but this ranking should not be taken to imply that a firmwith a higher rank provides better service or more value to its shareholders. Staffing firms varied in degree of financial transparency, and even when forthcomingwith information, we reserve the right to adjust data for the sake of consistency.Therefore, for all firms in this report, revenue shown should be considered anestimation by Staffing Industry Analysts. Market share percentages in this report were calculated by dividing each company’srevenue figure by our estimate of $18.2 billion for the US office/clerical temporarystaffing market in 2016. Overall, we believe that this list is accurate and can be used appropriately to get a “bigpicture” reading of the US office/clerical temporary staffing industry landscape.However, as transparency and availability of information from staffing companies canvary from one year to the next, this year’s estimates may not be comparable to thoseof previous years in all cases. For that reason, we did not display prior year revenueestimates in this report. Additional details on the methodology of this report are provided on page five. Please select the following link to download the full report: Largest Office Clerical Staffing Firms in the US 20172107 - You do not have permission to view this object. […]

  • Largest Industrial Staffing Firms in the United States: 2017 Update

    Key Findings We estimate that 35 firms generated at least $100 million in US industrial temporary staffing revenue in 2016. Added together, these firms generated $22.5 billion in such revenue, accounting for 69% of the market, by our estimates. The complete list of 35 firms can be found starting on page three of this report. In this market share report, we have ranked companies in order of revenue size, according to industry custom, but this ranking should not be taken to imply that a firm with a higher rank provides better service or more value to its shareholders.Staffing firms varied in degree of financial transparency, and even when forthcoming with information, we reserve the right to adjust data for the sake of consistency. Therefore, for all firms in this report, revenue shown should be considered an estimation by Staffing Industry Analysts. Market share percentages in this report were calculated by dividing each company’s revenue figure by our estimate of $32.5 billion for the US industrial temporary staffing market in 2016. Overall, we believe that this list is accurate and can be used appropriately to get a “big picture” reading of the US industrial temporary staffing industry landscape. However, as transparency and availability of information from staffing companies can vary from one year to the next, this year’s estimates may not be comparable to those of previous years in all cases. For that reason, we did not display prior year revenue estimates in this report. Four firms are included on this year’s ranking that did not appear in last year’s report: Accurate Personnel, AllStaff, Hospitality Staffing Solutions, and MVP Staffing (Personnel Staffing Group). Additional details on the methodology of this report are provided on page six. Please select the following link to download the full report: Largest Industrial Staffing Firms in the US - 20170721 - You do not have permission to view this object. […]

  • Companies Looking to Acquire Staffing and Workforce Solutions Firms: 2017 Update

    Key Findings This report details the preferences of 208 staffing firms regarding the type of acquisition target that they would be most interested in pursuing. Firms provided their top three preferences regarding market segment and target geography, along with the name and email address of the best person to contact for those interested in selling a firm that matches the stated criteria.  The full list of companies appears on pages 7 through 26 of this report, with a table of contents on page 3.In analyzing the full list of company preferences as a whole, we observe that healthcare and IT staffing were by far the most popular choices for target segments, with nearly half of the companies reporting either one or the other as a first preference. 150 firms indicated the United States as a first choice target geography. Among the five possible US region choices, the Midwest was selected most frequently, followed by the Northeast, Southeast, West and South.  Germany was the most frequently targeted geography outside of the US, followed by Australia, Europe-other, United Kingdom and India.   In addition to sharing top segment and geographic preferences, 54 firms also provided open-ended comments regarding their target criteria for an acquisition. Please select the link below to download the full report. Companies looking to acquire workforce solutions firms 20170719 - You do not have permission to view this object. […]

  • Worker Profile Tracking

    Sponsored by: Current dynamics in the market, such as aging population, economic changes, skills shortages, the need for a flexible workforce and increased regulatory scrutiny, are forcing companies to transform and re-think their external workforce structures. This is a strategic and logistical task, with up to 50% of an organisation’s workforce now consisting of external resources.Companies are faced with the challenge of keeping track of their non-employee workers in terms of ‘Who and where are they?’ and ‘what do they actually do?’ Are they contingent, Statement of Work or some other engagement type that is hard to classify?In this interactive webinar, Peter Reagan, Staffing Industry Analysts Director, Contingent Workforce Strategies and Research (Europe & Asia) was joined by Fieldglass, Abbott and SAP, to discuss how these companies have achieved visibility into their entire workforce. They shared how they went about tracking their non-employees, together with an overview of their future strategies for Total Talent Management. Speakers: Peter Reagan - Director, Contingent Workforce Strategies & Research, Europe and Asia Pacific, Staffing Industry Analysts Mikael Lindmark - SVP EMEA, Fieldglass Amy Gordon - Global Head of SAP External Workforce Center, SAPShyrl Hoover - Senior Manager, Talent Acquisition, Flexible Recruiting Solutions, AbbottTo view the video below, select the play button to begin viewing. Double click the 2 arrows to view full screen. To download a full copy of the slides, click below. 151028_EUBuyer-WorkerProfileTracking_Fieldglass.pdf 3.99 MB […]

  • Crowdsourcing Platforms

    Introduction Within the SIA Human Cloud platform lexicon, Crowdsourcing represents a group of platforms that, although sometimes having some shared characteristics, are fairly distinct from Online Staffing and Online Services platforms. They also seem to represent some of the most innovative models for organizing certain kinds of work and workers on a contingent basis, with technology continuing to press on the frontier of what can be done. “Crowdsourcing” has become a widely used term with a wide range of meanings. For our purposes, it refers to an online platform-based process of inviting and engaging numerous paid online workers from a dispersed, often massive, labor population to each perform a quite narrowly defined/scoped unit of work, which, when collected and processed further by the platform, will lead to an expected value added outcome for the client.  Depending upon the specific criteria applied, we estimate there are no more than 25-40 Crowdsourcing platform businesses, engaging millions of workers, in the world today. Many of these platforms have attracted substantial investment, though the aggregate spend processed annually across all platforms likely falls short of $500 million. While there has been some M&A activity (for example, Appirio recently acquired Topcoder), many of the businesses appear to be growing and evolving with their customers and even finding a receptive market among extremely large enterprises (something to be noted by staffing firms). Being on the edge of innovation, Crowdsourcing platforms exhibit considerable variation, but for now seem to separate into two main models which we have defined as Distributed Microtask Processing Platforms and Challenge/Contest Platforms. However, even within these two basic models, variation is still present. Still experimental and evolving, Crowdsourcing platforms represent extreme forms of innovation in how contingent workers can be engaged and work can be done.  There is definitely a place for these kinds of platforms in the globally networked, 21st Century, information-based/service economy, although it is difficult to predict the extent and form it might take. For the near term, we expect the Crowdsourcing segment to continue on a steady, but not explosive, path of investment, innovation, and growth. To download the full report, click below: Crowdsourcing Platforms - You do not have permission to view this object. […]

  • Trends in Labor Arbitrage

    Key Findings Organizations can take advantage of effective labor arbitrage via three separate means: Labor mobility initiatives Offshoring The Human Cloud    However, organizational demarcation is preventing companies from taking best advantage of labor arbitrage with different departments taking responsibility for different solutions. Talent distribution and migration creates opportunities for those able to access this talent. There are a number of different hubs where labor emigrates from and immigrates to. There are also three important patterns of ‘intra-zone’ migration; the US, Europe and China. Taking advantage of the full potential of labor mobility requires corporate competence in recruitment intelligence gathering, visa/immigration services, relocation services and the ability to payroll in multiple markets. All three ways of taking advantage of labor arbitrage will grow in future driven by a number of key trends, however, Human Cloud solutions as a technology disrupter has the potential to grow at the expense of the other two.  Using the Human Cloud does not require any up-front investment, the creation of an overseas infrastructure, the bureaucracy of visa applications or the administrative hassle of relocation. To download the full insight, click below: Labour Arbitrage Trends - You do not have permission to view this object. […]

  • Information Technology Issues

    Key Findings The CIO has a difficult balancing act to achieve, providing innovation and support to the business while, at the same time, coming up with initiatives to cut costs. Compared with other industries, IT spend in the staffing industry is below average both as a percentage of revenue and per full time equivalent employee. The key technology trends that staffing firms should be addressing today are: Greater efficiency and effectiveness through IT consolidation and improved infrastructure and services. Use of fibre-optic infrastructure for better telecommunications bandwidth. Outsourcing of infrastructure, platform services, and application services to the cloud, and transition to web browser delivery and away from thin client solutions. Mobile access and the use of mobile applications for anytime, anywhere connectivity. Ensuring social media channels are natively incorporated into the front office application and that various databases can be simultaneously searched. Staffing firms should attend to innovation as a means of creating competitive advantage and value. A systematic approach to ideas generation and innovation is possible, and the CEO must lead, sponsor, and challenge the status quo. To read the full report, click below: Information Technology Issues and Trends - You do not have permission to view this object. […]

  • Rest of the World Legs and Regs Advisor November 2014

    Key Findings: Azerbaijan – Recent developments in labour law New Zealand – Proposed health & safety laws place personal duty on officers China – Harsher penalties for workplace health & safety Venezuela – Third minimum wage increase in 2014 To download the full report, click below:  ROW Legs Regs Advisor November 2014_final - You do not have permission to view this object. […]

  • Rest of the World Legs

    Key Findings:South Africa – Amendments to the Basic Conditions of Employment ActChina – Authorities enforcing competition laws against foreign firmsAustralia – No implied mutual trust and confidence in employment contractsAustralia – An employer can direct an injured employee to a medical assessmentSouth Africa – Labour Relations Amendment Act restricts the use of temporary workersSouth Korea – Court finds Hyundai’s use of subcontracted labour illegalTo download the full report, click below: ROW LegsRegsAdvisor_September2014 - You do not have permission to view this object. […]

  • Rest of the World Legs

    Key Findings:India –Government approves labour law changes but has a way to go to encourage more flexi staffSouth Africa –Amendments to the Employment Equity Act come into forceHong Kong –Proposals to allow third parties to enforce contracts has implications for employersAustralia –Important lesson for drafting post-employment restraint agreementsColombia –Employers must act reasonably to protect employees’ fundamental rightsTo download the full report, click below: ROW Legs Regs Advisor August 2014 - You do not have permission to view this object. […]