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  • Staffing Trends in 2018

    So, the year is well underway and 2017 is all but forgotten. How is the 2018 landscape likely to be different to the one we experienced last year? There are eight key trends that we have identified in this report. For experienced staffing executives, there should be no shocks here as these trends will be very familiar, however, wherever possible we have endeavored to provide some new insights into these important developments.• The global economy• Technology/automation• Skills shortages• Legislation• Gig economy• Public perception• Procurement sophistication• Rise of AsiaWe have also created a SWOT analysis highlighting the strengths, weaknesses, opportunities and threats the staffing industry currently faces (see page 12).To download the full report, click below: Staffing Trends in 2018 20180223 - You do not have permission to view this object. […]

  • Most Attractive Staffing Markets Globally 2018

    This report provides comparative insights over 60 different staffing markets assessed across six Continents. We analysed their merits and how the attractiveness of each of these markets has changed when compared to our analysis published in 2017. Italy and Sweden are jointly ranked the most attractive staffing markets in 2017, followed by Ireland. The latter previously topped this ranking three years in a row. Italy also manages the feat of topping the list of markets where the attractiveness score increased the most compared to the prior year, ahead of South Africa and Brazil. In 2018, market attractiveness scores increased in 17 markets, which is less than the 24 we reported in 2017. As a whole, the markets highlighted in this report are become less attractive: as a total of39 markets saw their score decline in 2018, when compared to our 2017 ranking. This ratio increased compared to last year’s report, where attractiveness fell in 26 markets, compared to 2016. The most attractive Asian staffing market is Malaysia, followed by South Korea. The least attractive markets in our analysis are Nigeria and Saudi Arabia. To download a full copy of the report, click below: Most Attractive Staffing Markets 20180222 - You do not have permission to view this object. To download the interactive Market Attractiveness Assessment Tool (MAAT), click below: Market Attractiveness Assessment Tool 20180222 - You do not have permission to view this object. […]

  • Staffing merger & acquisition (M&A) activity was robust in 2017, with 88 publicly announced transactions in North America. This represents a 28% year-over-year increase and the second highest annual deal volume over the past decade. Targets were most frequently found within professional staffing segments, led by healthcare and IT staffing firms, constituting 21% and 15%, respectively. In addition to the 88 staffing firm transactions, we report 38 acquisitions of “staffing-related” companies within North America. Nearly half (49%) of staffing M&A targets were based in either the Midwest (26%) or Southeast (23%) US. This represents a significant jump in deal activity in the Midwest, as it accounted for only 9% of M&A deals in 2016. The most active states for M&A in 2017 were Tennessee (8) and Illinois (6), followed by Indiana, North Carolina, Pennsylvania, and Texas with five transactions apiece. We also report inter-regional transactions, meaning those involving one firm based in North America and a counterparty based outside North America. There were 4 such acquisitions of staffing companies in 2017, and an additional 3 acquisitions of “staffing-related” companies. We counted at least 12 publicly announced M&A transactions in 2017 involving a staffing firm and a private equity firm, where the target was headquartered in North America. Ten of the 12 transactions involved staffing firms primarily active within professional staffing segments, with healthcare (4) leading all segments in private equity deals. The data in this report is based on our aggregation and analysis of publicly announced M&A transactions. We are also including an update to our Merger and Acquisitions Database tool. This workbook contains a database of mergers and acquisitions related to companies in the staffing and workforce solutions industry. The database contains information collected on 847 transactions, occuring between January 2014 through December 2017. The “M&A Dashboard” contains drop-down menus that allow the user to select a subset of transactions based on criteria such as geographic region, industry segment, and date range. The “M&A List” contains the complete list of transactions in one spreadsheet which can be sorted and filtered. For each transaction, the database provides a row of information that includes the date of the acquisition announcement, the names and locations of both the acquirer and target company, notes on the acquisition price, if any, and a link to the corresponding news item in Staffing Industry Analysts’ Daily News. To download the full Staffing Mergers & Acquisitions: 2018 Update report, please click the link below:   North America Staffing M&A Annual Report 20180222 - You do not have permission to view this object. To download the updated Merger and Acquisitions Database tool, please click the link below:   Mergers and acquisitions database 20180222 - You do not have permission to view this object. […]

  • Top Social Media Groups for Internal Staff

    Key Findings: This report is based on responses to the following survey question: “Which Linkedin or other social media professional groups, if any, do you subscribe to or participate in? (e.g., ‘Recruiters Network,’ ‘Marketing MBAs,’ etc.)?” The purpose of the question was to identify social networks useful for sourcing candidates for internal staff positions. Recruiters Network was the social media group most frequently cited by respondents, though that could reflect in part that it was one of the examples in the original question. The next three most often cited groups were those associated with the Society for Human Resource Management (SHRM), the American Staffing Association (ASA), and Staffing Industry Analysts (SIA). Local Young Professionals groups (e.g., Boston Young Professionals, Chicago Young Professionals, etc.) were, in aggregate, the next most often cited by respondents. For the most part, the popularity of social media groups did not vary in a discernable way by job title. However, in two cases specific social media groups were cited disproportionately. In particular, HR specialists and managers were more likely to join the SHRM and HR Professionals groups, and marketing/PR specialists and managers were more likely to join the Digital Marketing and Social Media Marketing groups. To access the complete report, please select the link below: Internal Staff Survey 2018 Social media groups most frequently joined by staffing firm internal staff 20180217 - You do not have permission to view this object. […]

  • Staffing Trends in 2018

    So, the year is well underway and 2017 is all but forgotten. How is the 2018 landscape likely to be different to the one we experienced last year? There are eight key trends that we have identified in this report. For experienced staffing executives, there should be no shocks here as these trends will be very familiar, however, wherever possible we have endeavored to provide some new insights into these important developments.• The global economy• Technology/automation• Skills shortages• Legislation• Gig economy• Public perception• Procurement sophistication• Rise of AsiaWe have also created a SWOT analysis highlighting the strengths, weaknesses, opportunities and threats the staffing industry currently faces (see page 12).To download the full report, click below: Staffing Trends in 2018 20180223 - You do not have permission to view this object. […]

  • Most Attractive Staffing Markets Globally 2018

    This report provides comparative insights over 60 different staffing markets assessed across six Continents. We analysed their merits and how the attractiveness of each of these markets has changed when compared to our analysis published in 2017. Italy and Sweden are jointly ranked the most attractive staffing markets in 2017, followed by Ireland. The latter previously topped this ranking three years in a row. Italy also manages the feat of topping the list of markets where the attractiveness score increased the most compared to the prior year, ahead of South Africa and Brazil. In 2018, market attractiveness scores increased in 17 markets, which is less than the 24 we reported in 2017. As a whole, the markets highlighted in this report are become less attractive: as a total of39 markets saw their score decline in 2018, when compared to our 2017 ranking. This ratio increased compared to last year’s report, where attractiveness fell in 26 markets, compared to 2016. The most attractive Asian staffing market is Malaysia, followed by South Korea. The least attractive markets in our analysis are Nigeria and Saudi Arabia. To download a full copy of the report, click below: Most Attractive Staffing Markets 20180222 - You do not have permission to view this object. To download the interactive Market Attractiveness Assessment Tool (MAAT), click below: Market Attractiveness Assessment Tool 20180222 - You do not have permission to view this object. […]

  • Mergers and acquisitions database 2014-2017

    This workbook contains a database of mergers and acquisitions related to companies in the staffing and workforce solutions industry. The database contains information collected on 847 transactions that occurred between January 2014 and December 2017.The “M&A Dashboard” contains drop-down menus that allow the user to select a subset of transactions based on criteria such as geographic region, industry segment, and date range. The “M&A List” contains the complete list of transactions in one spreadsheet which can be sorted and filtered.For each transaction, the database provides a row of information that includes the date of the acquisition announcement, the names and locations of both the acquirer and target company, notes on the acquisition price, if any, and a link to the corresponding news item in Staffing Industry Analysts’ Daily News.To download the database workbook, please select the following link: Mergers and acquisitions database 20180222 - You do not have permission to view this object. […]

  • Talent Acquisition Technology Ecosystem

    Talent acquisition technology can be grouped into five broad functions that mirror the candidate hiring lifecycle. These functions are: Systems of Record Candidate Discovery Candidate Assessment Candidate Engagement Candidate Verification There are thousands of talent acquisition technology companies. Many are focused on a particular point solution or niche, while others combine a variety of solutions and may operate across multiple categories. This report is meant to be a holistic overview of the landscape, and not a detailed analysis of the providers in each space.This report is focused on talent acquisition technologies used directly by firms to source talent, and not on technologies that are primarily designed for workers or by intermediaries as defined in SIA’s broader Workforce Solutions Ecosystem (such as staffing firms), though some technologies are used by both firms as well as their intermediaries to source talent.This report does not separately categorize technologies such as artificial intelligence, blockchain or mobile technology (as these can be broadly applied to many industries and applications), though these technologies are often embedded to some degree in the solutions discussed in this report. The application of these types of technology will, however, likely have a profound impact on the talent acquisition landscape for years to come.The talent acquisition ecosystem, like any biological ecosystem, is continuously evolving. More importantly, the rate at which technology is changing is faster today than it has ever been, which means that firms must constantly innovate to keep pace, and that the dominant players of today could very well become the disrupted and forgotten of tomorrow. For all stakeholders in the ecosystem, staying ahead of changes -- technological, regulatory, and societal – is paramount, and the firms that will succeed are likely not the largest, but those which adapt the fastest.The full report is available below.  Talent Acquisition Technology Ecosystem - You do not have permission to view this object. […]

  • Staffing Trends in 2018

    So, the year is well underway and 2017 is all but forgotten. How is the 2018 landscape likely to be different to the one we experienced last year? There are eight key trends that we have identified in this report. For experienced staffing executives, there should be no shocks here as these trends will be very familiar, however, wherever possible we have endeavored to provide some new insights into these important developments.• The global economy• Technology/automation• Skills shortages• Legislation• Gig economy• Public perception• Procurement sophistication• Rise of AsiaWe have also created a SWOT analysis highlighting the strengths, weaknesses, opportunities and threats the staffing industry currently faces (see page 12).To download the full report, click below: Staffing Trends in 2018 20180223 - You do not have permission to view this object. […]

  • Most Attractive Staffing Markets Globally 2018

    This report provides comparative insights over 60 different staffing markets assessed across six Continents. We analysed their merits and how the attractiveness of each of these markets has changed when compared to our analysis published in 2017. Italy and Sweden are jointly ranked the most attractive staffing markets in 2017, followed by Ireland. The latter previously topped this ranking three years in a row. Italy also manages the feat of topping the list of markets where the attractiveness score increased the most compared to the prior year, ahead of South Africa and Brazil. In 2018, market attractiveness scores increased in 17 markets, which is less than the 24 we reported in 2017. As a whole, the markets highlighted in this report are become less attractive: as a total of39 markets saw their score decline in 2018, when compared to our 2017 ranking. This ratio increased compared to last year’s report, where attractiveness fell in 26 markets, compared to 2016. The most attractive Asian staffing market is Malaysia, followed by South Korea. The least attractive markets in our analysis are Nigeria and Saudi Arabia. To download a full copy of the report, click below: Most Attractive Staffing Markets 20180222 - You do not have permission to view this object.   To download the interactive Market Attractiveness Assessment Tool (MAAT), click below: Market Attractiveness Assessment Tool 20180222 - You do not have permission to view this object. […]

  • Mergers and acquisitions database 2014-2017

    This workbook contains a database of mergers and acquisitions related to companies in the staffing and workforce solutions industry. The database contains information collected on 847 transactions that occurred between January 2014 and December 2017.The “M&A Dashboard” contains drop-down menus that allow the user to select a subset of transactions based on criteria such as geographic region, industry segment, and date range. The “M&A List” contains the complete list of transactions in one spreadsheet which can be sorted and filtered.For each transaction, the database provides a row of information that includes the date of the acquisition announcement, the names and locations of both the acquirer and target company, notes on the acquisition price, if any, and a link to the corresponding news item in Staffing Industry Analysts’ Daily News.To download the database workbook, please select the following link: Mergers and acquisitions database 20180222 - You do not have permission to view this object. […]

  • Talent Acquisition Technology Ecosystem

    Talent acquisition technology can be grouped into five broad functions that mirror the candidate hiring lifecycle. These functions are: Systems of Record Candidate Discovery Candidate Assessment Candidate Engagement Candidate Verification There are thousands of talent acquisition technology companies. Many are focused on a particular point solution or niche, while others combine a variety of solutions and may operate across multiple categories. This report is meant to be a holistic overview of the landscape, and not a detailed analysis of the providers in each space.This report is focused on talent acquisition technologies used directly by firms to source talent, and not on technologies that are primarily designed for workers or by intermediaries as defined in SIA’s broader Workforce Solutions Ecosystem (such as staffing firms), though some technologies are used by both firms as well as their intermediaries to source talent.This report does not separately categorize technologies such as artificial intelligence, blockchain or mobile technology (as these can be broadly applied to many industries and applications), though these technologies are often embedded to some degree in the solutions discussed in this report. The application of these types of technology will, however, likely have a profound impact on the talent acquisition landscape for years to come.The talent acquisition ecosystem, like any biological ecosystem, is continuously evolving. More importantly, the rate at which technology is changing is faster today than it has ever been, which means that firms must constantly innovate to keep pace, and that the dominant players of today could very well become the disrupted and forgotten of tomorrow. For all stakeholders in the ecosystem, staying ahead of changes -- technological, regulatory, and societal – is paramount, and the firms that will succeed are likely not the largest, but those which adapt the fastest.The full report is available below.  Talent Acquisition Technology Ecosystem - You do not have permission to view this object. […]