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  • Toward a Total Talent Future

    Organizations can no longer assume that the hiring of traditional employees alone will be enough to provide them with the talent and skills they need. The growth and use of a wide array of non-traditional work styles, including contingent workers, freelancers, independent contractors, consultants and more, are increasingly recognized as integral to organizational success.In this study, SIA takes a look at what progress has been made toward more integrated Total Talent solutions. We believe this report is particularly timely as the pressure to source skilled talent globally continues to fundamentally change recruitment dynamics.The full report can be downloaded by clicking the link below: TowardTotalTalentFuture2019_SIA_191030 - You do not have permission to view this object. […]

  • US Pulse Survey Report: May 2020 Selected Highlights

    Survey respondents reported a median 18% y/y decline in their US temporary staffing revenue in April, a further decrease from the 5% reported decline in March. The travel nurse segment reported the strongest growth in April (up a median 10% y/y), and the locum tenens (5%) and life sciences (4%) segments were the only other segments showing positive expansion. The biggest declines were reported by the industrial (median -32% y/y) and office/clerical (-25%) segments. The full 41-page version of this special report contains 13 new pages on the biggest challenges staffing firms are facing from the COVID crisis and their corresponding responses; detailed breakdowns of internal staff and temporary worker layoffs and furloughs; and insights on staffing firms reducing internal staff salaries, bonus formulas, and hours. 47% of staffing firms reported at least some layoffs of internal staff, while 59% reported layoffs of temporary workers on assignment with clients. Regarding internal staff, 26% of staffing firms reduced salaries, 27% reduced bonus formulas, and 29% cut hours. Reflecting the pandemic, average sales difficulty increased further to 4.01 from 3.78 in March. Average recruiting difficulty declined slightly from 3.18 to 3.12. A net 73% of firms reported a decreasing trend in new orders over the last three months. Small companies (revenue up to $10 million) reported the greatest median y/y decline in revenue (down 21%) and the greatest sales difficulty (4.46). Medium-sized companies (revenue between $11 and $100 million) reported the greatest recruiting difficulty (3.30). The full 41-page report contains insights on trends in revenue, bill rates, orders, gross margins, recruiting/sales difficulty, and 6-month outlook for each staffing skill segment. The next Pulse Survey will be in June. We will be sending out survey invites in the first half of the month. You can also participate by visiting our SIA Research Surveys webpage. You can download the Selected Highlights report here: US Staffing Industry Pulse Survey Report: Selected Highlights - You do not have permission to view this object. […]

  • Online Job Advertising: 2020 Market Update

    We estimate global online job advertising revenue grew 16% in 2019, reaching USD 26 billion. There is a long tail of smaller firms and we have based our market estimate on the existence of 40,000 job boards globally. Since March 2020, the outlook for the market has markedly changed given the onset of the COVID-19 crisis, economic lockdowns and hiring freezes. There remains much uncertainty over the remainder of 2020 and, regardless of the length of the lockdowns, high unemployment and weak economic conditions will put a dampener on demand for online job advertising for at least the remainder of the year. During 2019, the two market leaders Microsoft (LinkedIn) and Recruit (Indeed, et al) extended their dominance as they continued to win market share away from others. The market share of the top two extended from 46% to 49% in 2019. Microsoft and Recruit both grew revenue by 25% over 2018 while the rest of the market grew by an average of just 5%. Convergence between online job advertising and online staffing platforms is a key feature of the market as many providers invest in platforms to provide short-term assignments to freelancers. At the same time, the boundary between online job advertising and staffing is becoming increasingly blurred. Business models where candidates are curated and clients are charged upon successful candidate placement are beginning to look very much like direct hire services provided by staffing firms. You can download the entire report here:  Online Job Advertising: 2020 Market Update - You do not have permission to view this object. […]

  • Mitigating Co-Employment Risk

    Key Points The use of external workers of any type means the assumption by a client employer of at least some co-employment risk. There is no single definition of joint employment in US law. As a result, there are many myths around the legalities of utilizing external workers. In this report, we look at how employer organizations and staffing firms can address and, ultimately, mitigate the risks. To download the full report, click below: Mitigating Co-employment Risk 20200526 - You do not have permission to view this object. […]

  • Toward a Total Talent Future

    Organizations can no longer assume that the hiring of traditional employees alone will be enough to provide them with the talent and skills they need. The growth and use of a wide array of non-traditional work styles, including contingent workers, freelancers, independent contractors, consultants and more, are increasingly recognized as integral to organizational success.In this study, SIA takes a look at what progress has been made toward more integrated Total Talent solutions. We believe this report is particularly timely as the pressure to source skilled talent globally continues to fundamentally change recruitment dynamics.The full report can be downloaded by clicking the link below:  TowardTotalTalentFuture2019_SIA_191030 - You do not have permission to view this object. […]

  • Coronavirus Playbook for UK Staffing Firms

    IntroductionThis report describes ten focus areas to help staffing firms survive, navigate, and ultimately thrive amid the current coronavirus pandemic and economic disruption. The focus areas range from health & safety practices to financial management techniques to strategic positioning for the future. As shown on page three, we have further organized the focus areas into three broad topics: protect your workers, protect your business, and grow your business.The coronavirus pandemic has dealt a sudden and severe economic shock to the global economy, and the UK staffing industry has been acutely impacted. In April both permanent placements and temp billings fell at rates far exceeding those seen at the height of the global financial crisis. Business confidence in hiring has improved compared to early April. However, confidence levels remain negative overall in May.On the topic of protecting workers, staffing firms need to monitor evolving government health guidelines, as well as leverage the growing body of private sector knowledge and best practices for reducing virus spread in various industry and workplace settings.Regarding the topic of protecting your business, staffing firms must prioritize the survival (liquidity and solvency) of their business via disciplined financial management, cost control, collections, and taking advantage of government aid. We also share best practices and insights from how staffing firms navigated past recessions and recoveries.On the topic of growing your business, staffing firms should investigate how to pivot their operations to serve new clients or deliver new services to existing clients. Staffing firms should also consider making technology investments to adapt their business further.This report owes a great deal to our analyst Timothy Landhuis, and you can see his equivalent report for the US here.  You may also benefit from viewing our Coronavirus Resource Center.To download the full report, click below: Coronavirus Playbook for UK Staffing Firms 20200701 - You do not have permission to view this object. […]

  • Companies Looking to Acquire Staffing and/or Workforce Solutions Firms in EMEA and APAC

    • This report details the preferences of 30 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 company-specific data displayed in this report was self-reported by staffing firms that completed our Staffing Firm Rankings List application during 2020.• In our survey, firms had the option to indicate their segment preference for a potential acquisition. Options included the skill segments of temporary staffing, direct hire, as well as a range of workforce solutions such as MSP and VMS.• The acquirers are listed in alphabetical order of most preferred type of firm to be acquired, that is, education, engineering, healthcare, industrial etc. Additional potential acquirers may be found by searching their second and third choices for target segments.• In addition to sharing top segment and geographic preferences, some firms also provided open-ended comments regarding their target criteria for acquisitions. Where respondents did not specify 2nd or 3rd choices for a segment or region, those cells were left blank.• Should you wish to be included in this report, please contact Matt Norton (mnorton@staffingindustry.com)• Note to sellers: This list is intended to help acquirers and sellers of staffing firms discover common interests. It is not intended as a substitute for expert advice in the actual process of selling a staffing firm. It is recommended that sellers use an intermediary to contact potential acquirers -- such as a lawyer, accountant, or M&A advisor -- rather than contact acquirers directly, as it may be disadvantageous, for competitive reasons, for others in the market to know that you are putting your firm up for sale.To download a copy of the report please click below: Companies looking to acquire staffing and workforce solutions firms in EMEA and APAC 20200527 - You do not have permission to view this object. […]

  • Selling Your Staffing Business

    Hundreds of staffing firm acquisitions take place every year. In many cases, staffing firm owners put their firm up for sale without full knowledge of the market.This report is intended to help sellers better understand their options. An aggregation of SIA research,  it is made up of four sections: Section 1.   Trends in staffing mergers and acquisitions (Page 3) Section 2.  Strategic tips from M&A advisors (Page 10) Section 3.  A list of Companies looking to acquire staffing/workforce solutions firms in APAC and EMEA  (Page 21) Section 4.  M&A advisors: what they do, how they charge, who they are (Page 26) While this information should be useful, it does not constitute professional, legal or financial advice. Those seeking to limit risk are advised to speak with one of the M&A broker listed below or seek other professional advice.To download a full copy of the report, click below: Selling Your Staffing Firm 20200527 - You do not have permission to view this object. […]

  • Toward a Total Talent Future

    Organizations can no longer assume that the hiring of traditional employees alone will be enough to provide them with the talent and skills they need. The growth and use of a wide array of non-traditional work styles, including contingent workers, freelancers, independent contractors, consultants and more, are increasingly recognized as integral to organizational success.In this study, SIA takes a look at what progress has been made toward more integrated Total Talent solutions. We believe this report is particularly timely as the pressure to source skilled talent globally continues to fundamentally change recruitment dynamics.The full report can be downloaded by clicking the link below:  TowardTotalTalentFuture2019_SIA_191030 - You do not have permission to view this object. […]

  • Companies Looking to Acquire Staffing and/or Workforce Solutions Firms in EMEA and APAC

    • This report details the preferences of 30 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 company-specific data displayed in this report was self-reported by staffing firms that completed our Staffing Firm Rankings List application during 2020.• In our survey, firms had the option to indicate their segment preference for a potential acquisition. Options included the skill segments of temporary staffing, direct hire, as well as a range of workforce solutions such as MSP and VMS.• The acquirers are listed in alphabetical order of most preferred type of firm to be acquired, that is, education, engineering, healthcare, industrial etc. Additional potential acquirers may be found by searching their second and third choices for target segments.• In addition to sharing top segment and geographic preferences, some firms also provided open-ended comments regarding their target criteria for acquisitions. Where respondents did not specify 2nd or 3rd choices for a segment or region, those cells were left blank.• Should you wish to be included in this report, please contact Matt Norton (mnorton@staffingindustry.com)• Note to sellers: This list is intended to help acquirers and sellers of staffing firms discover common interests. It is not intended as a substitute for expert advice in the actual process of selling a staffing firm. It is recommended that sellers use an intermediary to contact potential acquirers -- such as a lawyer, accountant, or M&A advisor -- rather than contact acquirers directly, as it may be disadvantageous, for competitive reasons, for others in the market to know that you are putting your firm up for sale.To download a copy of the report please click below: Companies looking to acquire staffing and workforce solutions firms in APAC and EMEA 20200527 - You do not have permission to view this object. […]

  • Online Job Advertising: 2020 Market Update

    We estimate global online job advertising revenue grew 16% in 2019, reaching USD 26 billion. There is a long tail of smaller firms and we have based our market estimate on the existence of 40,000 job boards globally. Since March 2020, the outlook for the market has markedly changed given the onset of the COVID-19 crisis, economic lockdowns and hiring freezes. There remains much uncertainty over the remainder of 2020 and, regardless of the length of the lockdowns, high unemployment and weak economic conditions will put a dampener on demand for online job advertising for at least the remainder of the year. During 2019, the two market leaders Microsoft (LinkedIn) and Recruit (Indeed, et al) extended their dominance as they continued to win market share away from others. The market share of the top two extended from 46% to 49% in 2019. Microsoft and Recruit both grew revenue by 25% over 2018 while the rest of the market grew by an average of just 5%. Convergence between online job advertising and online staffing platforms is a key feature of the market as many providers invest in platforms to provide short-term assignments to freelancers. At the same time, the boundary between online job advertising and staffing is becoming increasingly blurred. Business models where candidates are curated and clients are charged upon successful candidate placement are beginning to look very much like direct hire services provided by staffing firms. You can download the entire report here:  Online Job Advertising: 2020 Market Update - You do not have permission to view this object. […]

  • Global Staffing Industry Forecast: May 2020 Update

    Key Findings We estimate that in 2019, the staffing industry generated USD 497 billion of revenue worldwide (EUR 444 billion). Three countries (US, Japan, UK) made up a majority of revenue. 89% of staffing revenue was made up by temporary staffing and the remainder by place & search. Given the uncertain duration of the COVID-19 outbreak, our projections for 2020 and 2021 contain three scenarios (shorter outbreak, base case, longer outbreak), as defined on page 12. SIA projects declines of 14%, 24% and 37% in global staffing revenue in the shorter, base, and longer scenarios, respectively; we project growth of 16%, 13% and 7% in 2021. Unless stated otherwise, projections throughout this report pertain to the middle, “base case” scenario. Our predominant use of the base case scenario is for the sake of simplicity and should not be taken to imply that it is necessarily regarded as the most likely outcome. Few countries have remained unscathed from the pandemic and associated shutdowns. Of the 14 largest markets, all but China and India are projected to contract by more than 20% this year. Projections among the remining twelve range from -21% (US, Canada) to -39% (France, Italy). The magnitude of the decline in each market is most driven by the severity of the pandemic itself and how the country has managed it, the mix of jobs in that country’s staffing market (remote-based knowledge work vs. industrial and retail jobs more vulnerable to shutdown measures), and that country’s role in the global supply chain (e.g., dependency on oil exports, dependency on countries with a significant outbreak). As we anticipate lifting of shutdown measures to lead to a recovery next year, we project growth in all 14 of the largest staffing markets in 2021 (double-digit growth in 12 of them). However, with the exception of India, we do not project a full recovery in any of those markets by next year. The full report can be downloaded by clicking the link below: Global Staffing Industry Forecast May 2020 20200504 - You do not have permission to view this object. […]