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  • SI Report Webinar - May 2019

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

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

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

  • Introduction to Chatbots

    Chatbots are an interactive technology that uses AI and pre-programmed questions/ answers to automate various human interactions and processes through a (typically) text-based conversational interface. Our report segments the chatbot landscape into five categories: basic interactive bots, AI/ML bots, general bots, niche bots, and other bot services. Investment and development in chatbots has increased dramatically in the last few years, as advances in processing power and artificial intelligence have intersected with business needs for automation. Recruitment chatbots, in particular, have attracted significant investment and a number of large staffing firms have made strategic investments into chatbot providers or developed their own tools. We’ve identified more than twenty firms in the chatbot ecosystem, though there are likely many more companies, especially those that have developed a basic rudimentary point solution.  You can download the entire report here:  Introduction to Chatbots - You do not have permission to view this object. […]

  • US Jobs Report: May 2019

    Event- On a seasonally adjusted basis, total nonfarm employment rose by 263,000 in April, according to the US Bureau of Labor Statistics (BLS) in its monthly jobs report. Temporary help services gained 18,000 jobs for the month. The temporary staffing penetration rate in April ticked back up to 2.020%, its highest rate since December 2018. The national unemployment rate dropped from 3.8% to 3.6% for the month, entirely driven by a decline in the labor force.Background and Analysis- On a year-over-year (y/y) basis (April 2019 over April 2018), total nonfarm employment was up 1.8%, and monthly job gains have averaged approximately 218,000 over the past 12 months. Temporary help employment was up 1.8% y/y, with monthly job gains averaging approximately 4,500 over the past 12 months.Of the 15 major industry groups, twelve added jobs for the month. The three that most drove total nonfarm employment growth (on a seasonally adjusted basis) were professional services excluding temporary help (+58,100), healthcare and social assistance (+52,600) and leisure & hospitality (+34,000). Despite being below its level from January, and one of the three decliners for the month (the other two were information and retail trade), natural resources/mining continues to lead all industries in y/y percentage growth (4.1%), with construction, and transportation and warehousing continuing to round out the top three (3.5%, and 3.3%, respectively). Information and retail trade continue to be the two decliners on a y/y basis (-0.5% and -0.3%, respectively).Y/y growth in average weekly earnings was 2.9% in April, a deceleration from 3.2% in March and 3.5% in January, with declines in work-hours per week more than offsetting increases in the average hourly wage.BLS Revisions- The change in total nonfarm payroll employment for March was revised from +196,000 to 189,000, and the change for February was revised from +33,000 to +56,000. With these revisions, total nonfarm employment gains were 16,000 greater than previously reported.The change in temporary help services employment for March was revised from -5,400 to -5,800, and the change for February was revised from +3,100 to +7,000. With these revisions, temporary help employment growth was greater than previously reported by 3,500 jobs. Staffing Industry Analysts’ Perspective- In last month’s jobs report, we noted that the average monthly growth in jobs of 180,000 for Q1 was a bit milder than the 233,000 per month in the prior quarter. This month’s jobs report brings the year-to-date average up to 205,000, a solid run-rate.We also noted in last month’s jobs report that temporary staffing lost an average of 9,500 jobs per month in Q1, a bit concerning as temporary staffing can be a leading economic indicator (total nonfarm employment is more coincident than leading). With this month’s jobs report, the year-to-date monthly average improves to a loss of 1,800 jobs. Continued improvement in that year-to-date average over the next few months would suggest this economic expansion still has tread in its tires, and the poor Q1 for temporary staffing was driven more by events specific to that period such as weather or the partial government shutdown.Members may download our jobs report tool by selecting the link below. Monthly Employment Situation May 2019 - You do not have permission to view this object. […]

  • Staffing in Luxembourg

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

  • Keys to Internal Staff Satisfaction

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

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

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

  • Temporary Work in Switzerland

    Since the turn of the century, the number of temporary employees in Switzerland has more than doubled. The state of the market has been recently examined by gfs-zürich on behalf of swissstaffing. The results are in in a white paper entitled “Staff Leasing Between Labor Market Integration and Skills Shortages”, which is available at the bottom of this page.While in the metal industry, ancillary building trades, and in the machine and electrical industry a clear majority of the companies bemoan a shortage of skilled workers, the share in retail trade and communication and call centres are the lowest. The lowest values in shortage sectors such as health & social and chemical & pharmaceutical are a surprise. Companies getting used to the permanent shortage of skilled workers, high fluctuation rates, international recruiting possibilities, and the readiness to develop talent in-house are possible explanations. According to the specialised employees’ estimation, civil engineering, building construction, and ancillary building trades together with hospitality and metal industry are the industries with shortages.  Recruiting difficulties by industryThe short-term availability of suitable employees, support for projects and seasonal fluctuations, and getting to know new employees are the four most common reasons why companies use temporary employment. Reasons for using temporary employment from the companies’ point of viewIf temporary employment were not available, less than half of the companies would create additional permanent positions. Instead, in case of order peaks, the permanent staff would have to put in overtime hours, the company would switch to alternative, flexible forms of work or cooperation with other companies would have to be sought. Entrepreneurial alternatives to temporary employmentOther key findings include one in two agency workers in Switzerland, looking for a permanent job, find it within 24 months. One in two former agency workers having a permanent job work for a former user company. Qualification requirements for agency workers are lower in 42% of user-companies making the stepping stone effect possible.gfs-zürich surveyed 4153 individuals who held a temporary position via a staff leasing company in 2017, and 687 companies with and without leased staff. To download the full report, please click below: swissstaffing WhitePaper - You do not have permission to view this object. […]

  • New Zealand Market Snapshot

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

  • Australia Market Snapshot

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

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

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

  • Introduction to Chatbots

    Chatbots are an interactive technology that uses AI and pre-programmed questions/ answers to automate various human interactions and processes through a (typically) text-based conversational interface. Our report segments the chatbot landscape into five categories: basic interactive bots, AI/ML bots, general bots, niche bots, and other bot services. Investment and development in chatbots has increased dramatically in the last few years, as advances in processing power and artificial intelligence have intersected with business needs for automation. Recruitment chatbots, in particular, have attracted significant investment and a number of large staffing firms have made strategic investments into chatbot providers or developed their own tools. We’ve identified more than twenty firms in the chatbot ecosystem, though there are likely many more companies, especially those that have developed a basic rudimentary point solution You can download the entire report here:  Introduction to Chatbots - You do not have permission to view this object. […]