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  • Highest-Return Internal Staff Training

    Key Findings: Respondents to our 2017 Staffing Firm Survey were asked: “Of the training you have offered internal staff, which type would you say had the highest bang-to-buck return on spend/effort? (Pick up to three.)” Most highly-valued types of training The two types of training most commonly perceived as highest-return were both related to the central functions of staffing: “sourcing and/or recruiting tactics”(63%) and “sales/marketing tactics” (54%). The next tier of popularity was a near tie between four other types of training: “operational processes of our firm” (37%), “management/leadership” (36%), “social media” (35%), and “our firm’s front office and/or back office software” (33%). How value of training types vary by staffing firm demographics With respect to staffing firm primary segment, sourcing and/or recruiting tactics and management/leadership training were more valued by professional staffing firms than commercial. Legal/regulatory and software training was more highly valued by commercial staffing firms. With respect to staffing firm size, training in sales/marketing tactics, management/leadership and front office/back office software were all more frequently cited as high return among larger firms than smaller firms. With respect to staffing firm age, sales/marketing tactics were more commonly rated high return by younger firms than older firms. The enthusiasm for sales/marketing tactics training is particularly notable among staffing firms of four years old or younger. In two other cases -- operational processes and front office and/or back office software -- training was more commonly rated high return by older firms than younger firms. To access the complete report, please select the link below: North America Staffing Company Survey 2017 Which types of training for internal staff have the highest return 20170922 - You do not have permission to view this object. […]

  • SI Report Webinar - September 2017

    Twice a year SIA releases our predictions of where the US staffing market is headed. In September we look back to see whether our estimates in April were on target and look ahead for what’s to come in 2018. Growth can depend on many factors, and while some segments may see widespread growth, others may be constricting due to outside pressures.Download the presentation slides.Select the play button to begin viewing. […]

  • US Staffing Forecast: September 2017

    Key Findings We project the US temporary staffing market to grow 3% in 2017 and then 3% again in 2018, reaching a market size of $126 billion in revenue next year. Though we do not project growth to accelerate beyond 3% in 2018 (partly due to the maturity of this expansion cycle), we believe next year offers a bit more opportunity than the current one. After a weak start to this year, GDP growth has improved, and there is still the possibility (albeit diminishing) of a legislative catalyst such as tax reform or an infrastructure package to spur growth next year. One headwind to temporary staffing market growth has been a scarcity of labor supply, noted in a variety of occupations from construction to highly skilled IT roles. Moreover, bill rates have been slow to adjust, perhaps due to low productivity growth in the economy. Should clients become more willing to raise bill rates, that would not only raise revenue via higher rates, but also via greater volume by alleviating labor shortages (assuming a commensurate increase in pay rates). Regarding the total US staffing market (including both temporary staffing and “perm” place & search), we project 3% growth in both 2017 and 2018, reaching $145 billion in revenue next year. Our 2017 growth projection of 3% for the temporary staffing market belies the difference in trends among the various occupational segments, from declines in office/clerical to double-digit growth in travel nurse and education. On pages 6-19, we provide our projections and commentary for each occupational segment of temporary staffing and for the place & search sector. Performance not only varies by occupational segment, but also by location. To provide some local color, on pages 20-23, we summarize employment trends reported by each district of the US Federal Reserve. On pages 24-26 are our detailed tables of market size and growth. Since our April report, we have upwardly revised historical estimates of the travel nurse market and downwardly revised historical estimates of the allied heath staffing market, slightly affecting historical estimates for temporary healthcare staffing, temporary professional staffing, temporary staffing and total staffing.  Most information for this report was collected before Hurricanes Harvey and Irma made landfall. However, a briefing from The Conference Board released September 13 notes that while the two hurricanes “have had a devastating impact on Texas and Florida, the national economic effects should be limited.” In the same briefing, the organization slightly upgraded its GDP outlook for the third quarter. The full report can be downloaded by clicking the link below: US Staffing Industry Forecast_ 20170918 - You do not have permission to view this object. […]

  • Global Overview of Developments in Data Protection and Privacy Laws 2017 Update

    Key FindingsSince our 2016 update, there have been some major developments in the laws relating to data protection and privacy, including: Canada - Mandatory breach notification obligations and record-keeping requirements for private sector organisations; US - Department of Commerce began accepting Privacy Shield certifications on August 1, 2016; Privacy and data security regulations for broadband internet service providers repealed; State legislation related to breach notification and social media privacy continues to be popular; Brazil - Two important bills aim to regulate how personal data is handled by companies and public bodies; Australia - Long-anticipated mandatory data breach notification scheme takes effect from 2018; China - Cybersecurity Law took effect on 1 June 2017; Indonesia – New law addresses several previously unregulated issues; Japan - Amended Act on the Protection of Personal Information became fully effective on 30 May 2017; Europe - Fundamental changes as the General Data Protection Regulation (GDPR) takes effect from 25 May 2018; Germany – Federal Data Protection Act (FDPA) deals with derogations from and additions to the GDPR; UK – Government publishes statement of intent to bring EU law (GDPR) into domestic law. To download the full report, click below:  GlobalOverviewofDevelopmentsin DataPrivacy_2017Update_091817 - 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. […]