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  • RPO Provider List

    The RPO Providers listed in this document represent the providers that SIA has visibility of and represent companies from all regions; Americas, EMEA and APAC. Users can apply filters based on whether they are interested in regional capability or a specific industry focus.Providers included on the list evidence RPO capability either as a primary or secondary service based on the SIA definitions of RPO outlined below:Recruitment Process Outsourcing A service segment of the Process Outsourcing Industry, RPO is the partial or full outsourcing of the internal recruitment function to a third-party specialist provider, which serves to provide the necessary skills, activities, tools, technologies, related recruitment supply chain partners and process methodologies to assume the role of the client’s recruiting department by owning and managing its recruitment process and related recruitment supply chain partner relationships. RPO is more commonly used as a method for employers to recruit direct-hire personnel, particularly in the US. In Europe, contingent workers will also be included within that scope in some instances.Click below to download the report: RPO Providers List 20190215 - You do not have permission to view this object. […]

  • Staffing Trends in 2019

    IntroductionLast year, SIA provided an overview of the most important staffing trends highlighting eight key topics. The aim of this report is to provide an update on these trends and to discuss how they are likely to affect the market in 2019. We don’t see any new trends worth noting this year to add to those we identified 12 months ago, however, there have certainly been some interesting new developments of note within existing trends. Our eight trends are: The global economy Technology/automation Skills shortages Legislation Gig economy Public perception Procurement sophistication Rise of Asia We have also created a SWOT analysis highlighting the strengths, weaknesses, opportunities and threats the staffing industry currently faces.To download the full report, please click below: Staffing Trends 30012019 - You do not have permission to view this object. […]

  • US Jobs Report: February 2019

    Event- On a seasonally adjusted basis, total nonfarm employment rose by 304,000 in January, according to the US Bureau of Labor Statistics (BLS) in its monthly jobs report. Temporary help services employment was about the same as the prior month, adding 1,000 jobs, and the temporary staffing penetration rate was 2.03%. The national unemployment rate rose from 3.9% in December to 4.0% in January.Background and Analysis- On a year-over-year (y/y) basis (January 2019 over January 2018), total nonfarm employment was up 1.9%, and monthly job gains have averaged approximately 234,000 over the past 12 months. Temporary help employment was up 2.7% y/y, with monthly job gains averaging approximately 6,600 over the past 12 months.Of the 15 major industry groups, the three that most drove total nonfarm employment growth in January (on a seasonally adjusted basis) were leisure and hospitality (+74,000), construction (+52,000), and healthcare and social assistance (+45,400). Information was the only decliner for the month, down by 4,000 jobs. On a y/y percentage basis, natural resources/mining, construction, and transportation and warehousing continue to be the three strongest, up 8.7%, 4.7%, and 4.1%, respectively.Y/y growth in average hourly earnings was 3.2% in January, down slightly from an upwardly revised 3.3% in December.BLS Revisions- The change in total nonfarm payroll employment for December was revised from +312,000 to +222,000, and the change for November was revised from +176,000 to +196,000. With these revisions, total nonfarm employment gains were 70,000 lower than previously reported.The change in temporary help services employment for December was revised from +10,300 to +7,900, and the change for November was revised from +10,500 to +1,300. With these revisions, temporary help employment growth was lower than previously reported by 11,600 jobs.In addition to the revisions to the last two months from the previous month’s report, which BLS typically does with each monthly report, this month BLS also performed its annual revision to their benchmarking and seasonal adjustment factors, which revises data over the past several years. In last month’s report, the temporary agency penetration rate was at a record 2.06%. As a result of revisions, the “record” penetration rate is now 2.05%, from December 2015. The penetration rate now stands at 2.03%, below that level. This is not the first time the penetration rate has inched its way to a record, only to give up considerable gains in the annual revision. A year ago, the penetration rate was also at a record 2.10%, and then after the annual revision, the record was once again the 2.05% level from December 2015. As long ago as December 2014, the penetration rate was at a record and above 2.10%. After the annual revision, that month’s rate was 2.04%.Staffing Industry Analysts’ Perspective- The small rise in the unemployment rate may have been driven by the partial government shutdown (the rise in the participation rate has been cited as a factor, but the actual number of people in the labor force declined slightly in January). In the household survey, on which the unemployment rate is based, workers on temporary layoff are classified as unemployed.The government shutdown does not appear to have had a major effect on the headline number for total nonfarm employment, as January experienced a robust increase of 304,000 jobs. BLS noted that in the establishment survey (on which that number is based), federal employees on furlough during the partial shutdown were considered employed because they worked or received pay or will receive pay for the reference pay period. In fact, employment in the government industry group rose by 8,000 in January, after rising by 16,000 in December.BLS does go on to note, however, that federal contractors who did not work or receive pay during the partial federal government shutdown were not counted among the employed in the establishment survey, which raises the question of whether the shutdown was a factor behind the soft temporary help number.After the downward revision to November, and this month’s soft growth of 1,000, the recent trend in temporary help employment suddenly looks much less stellar than it did last month. The next two months should be telling as to whether this change is part of the typical month-to-month volatility, or indicative of a real trend of temporary employment softening as an early indicator of an economic slowdown.Members may download our jobs report tool by selecting the link below. Monthly Employment Situation February 2019 - You do not have permission to view this object. […]

  • North America Internal Staff Survey 2019: Initial Findings

    Key Findings: This report contains the initial findings of the North America Internal Staff Survey 2019, implemented in conjunction with the 2018-2019 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 2018 and reflects the opinions of 16,867 internal staff respondents from 228 North American staffing firms; no single firm accounted for more than 8% of respondents. Note: respondents are the internal staff of staffing firms (e.g., recruiters, salespeople, etc.), not including placed temporary workers. Data includes: respondent demographics (age, gender, etc.), compensation, years of experience, remote/at home work, satisfaction measures, and career ambitions. To access the complete report, please select the link below: North America Internal Staff Survey 2019 Initial Findings 20190131 - You do not have permission to view this object. […]

  • UK Internal Staff Survey 2019: Internal Findings

    Key Findings: This report contains the initial findings of the UK Internal Staff Survey 2019, implemented in conjunction with the 2018-2019 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 2018 and reflects the opinions of 909 internal staff respondents from 16 UK staffing firms; no single firm accounted for more than 19% of respondents. Note: respondents are the internal staff of staffing firms (e.g., recruiters, salespeople, etc.), not including placed temporary workers. Data includes: respondent demographics (age, gender, etc.), compensation, years of experience, remote/at home work, satisfaction measures, and career ambitions. To access the complete report, please select the link below: UK Internal Staff Survey 2019 Initial Findings 20190209 - You do not have permission to view this object. […]

  • RPO Provider List

    The RPO Providers listed in this document represent the providers that SIA has visibility of and represent companies from all regions; Americas, EMEA and APAC. Users can apply filters based on whether they are interested in regional capability or a specific industry focus.Providers included on the list evidence RPO capability either as a primary or secondary service based on the SIA definitions of RPO outlined below:Recruitment Process Outsourcing A service segment of the Process Outsourcing Industry, RPO is the partial or full outsourcing of the internal recruitment function to a third-party specialist provider, which serves to provide the necessary skills, activities, tools, technologies, related recruitment supply chain partners and process methodologies to assume the role of the client’s recruiting department by owning and managing its recruitment process and related recruitment supply chain partner relationships. RPO is more commonly used as a method for employers to recruit direct-hire personnel, particularly in the US. In Europe, contingent workers will also be included within that scope in some instances.Click below to download the report: RPO Providers List 20190215 - You do not have permission to view this object. […]

  • UK Buyer Survey 2018

    Key FindingsThis report comprises the 2018 Workforce Solutions Buyer Survey results for companies in the United Kingdom. A few examples of the research findings you will find in our latest survey are: Contingent share of workforce: Respondents reported a median 19% and average (mean) 22% contingent share of their total workforce. Use of supplier management strategies: Of the supplier management strategies listed in our survey, the most common by far was use of a VMS (vendor management system) with 83% of respondents noting they have one in place. Use of an MSP (managed service provider) was second, at 77%. Satisfaction with suppliers: On a scale from 0 to 10 (with 10 equal to “very likely”), we asked organizations whether they would recommend their various workforce solutions suppliers. The average scores for staffing supplier, VMS and MSP were favorable, with 7.42, 7.33 and 7.45, respectively. The average scores for ATS (applicant tracking system), job board and RPO (recruitment process outsourcing) were less than favorable, with 5.90, 5.74 and 5.95, respectively. Assignment limits: The share of respondents noting they have assignment limits for contingent workers was 60%. Assignment limits of one to two years were noted by 91% of respondents that had such limits. MSP features for statement-of-work projects: Of the features listed in the survey, the two most commonly indicated were and “on/offboarding SOW workers” (32%) and “invoicing and bill-pay services” (22%). The full report can be downloaded by clicking the link below:  WF Solutions Buyer Survey 2018 UK Full Report 20190201 - You do not have permission to view this object. […]

  • Staffing Trends in 2019

    IntroductionLast year, SIA provided an overview of the most important staffing trends highlighting eight key topics. The aim of this report is to provide an update on these trends and to discuss how they are likely to affect the market in 2019. We don’t see any new trends worth noting this year to add to those we identified 12 months ago, however, there have certainly been some interesting new developments of note within existing trends. Our eight trends are: The global economy Technology/automation Skills shortages Legislation Gig economy Public perception Procurement sophistication Rise of Asia We have also created a SWOT analysis highlighting the strengths, weaknesses, opportunities and threats the staffing industry currently faces.To download the full report, please click below: Staffing Trends 30012019 - You do not have permission to view this object. […]

  • RPO Provider List

    The RPO Providers listed in this document represent the providers that SIA has visibility of and represent companies from all regions; Americas, EMEA and APACUsers can apply filters based on whether they are interested in regional capability or a specific industry focus.Providers included on the list evidence RPO capability either as a primary or secondary service based on the SIA definitions of RPO outlined below:Recruitment Process Outsourcing A service segment of the Process Outsourcing Industry, RPO is the partial or full outsourcing of the internal recruitment function to a third-party specialist provider, which serves to provide the necessary skills, activities, tools, technologies, related recruitment supply chain partners and process methodologies to assume the role of the client’s recruiting department by owning and managing its recruitment process and related recruitment supply chain partner relationships. RPO is more commonly used as a method for employers to recruit direct-hire personnel, particularly in the US. In Europe, contingent workers will also be included within that scope in some instances.Click below to download the report: RPO Providers List 20190215 - You do not have permission to view this object. &nbs […]

  • Staffing Trends in 2019

    IntroductionLast year, SIA provided an overview of the most important staffing trends highlighting eight key topics. The aim of this report is to provide an update on these trends and to discuss how they are likely to affect the market in 2019. We don’t see any new trends worth noting this year to add to those we identified 12 months ago, however, there have certainly been some interesting new developments of note within existing trends. Our eight trends are: The global economy Technology/automation Skills shortages Legislation Gig economy Public perception Procurement sophistication Rise of Asia We have also created a SWOT analysis highlighting the strengths, weaknesses, opportunities and threats the staffing industry currently faces.To download the full report, please click below: Staffing Trends 30012019 - You do not have permission to view this object. […]

  • Legal Calendar 2019: Asia Pacific

    Key Findings In Australia, Victoria’s labour hire licensing scheme comes into force in 2019; and large businesses will have an obligation to report on modern slavery risks in their supply chain. India is expected to move forward with two significant pieces of legislation during 2019: a national licensing scheme for staffing firms, and the Personal Data Protection Bill. Hong Kong, Japan, Singapore and South Korea all expand the scope of their employment rights and protections. Further information on most of the developments in this report can be found in the Asia Pacific Legal Updates published quarterly. To download the report, click below: Legal Calendar 2019_APAC_20190122 - You do not have permission to view this object. […]

  • MSP RFP Template

    IntroductionA well written RFP contains specific CW program information and clearly states your future goals and requirements. It should encourage bidders to respond to each question in a way that they clearly state and quantify the added value they will deliver (together with any dependencies), making it easier to evaluate on an “apples- to-apples” basis. You should dissuade respondents from simply reaching into their answer library for “canned” answers that are irrelevant or difficult to evaluate. You want to let providers propose creative, relevant, and cost-effective solutions by focusing on the end, not only on the means. This document will help will help ensure you get there.To download the full document, please click below:  MSP RFP Template 20190113 - You do not have permission to view this object. […]