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Global Daily News

  • More physicians say they will work as locum tenens

    More physicians plan to work as locum tenens, according to a wide-ranging report by The Physicians Foundation and physician search firm Merritt Hawkins citing data from a survey of 17,236 active physicians. The report covers a variety of issues in addition to type of work.In terms of locum tenens, the survey found 11.5% of physicians plan to work as locum tenens in the next one to three years. That’s up from a similar survey in 2014 when only 9.1% of physicians said the same.Among physicians ages 45 and younger, 12.8% said the planned to work as a locum tenens in the next one to three years, according to the most recent survey. That compares to 10.8% of physicians 46 and older who said the same.Also, a greater percentage of male physicians, 12.3%, than female physicians, 9.7%, said they planned to work as locum tenens.And 12.4% of primary care physicians said they planned to work as locum tenens compared to 11.0% of specialists.The full report is available online.The Physicians Foundation is a national, nonprofit grant-making organization aimed at advancing the work for practicing physicians. […]

  • TheraStaff being acquired by Aequor Healthcare Services

    TheraStaff LLC is being acquired by Therapy Staff LLC, part of the larger Aequor Healthcare Services, according to a newly released announcement.Founded in 1994, San Diego-based TheraStaff operates in California, Colorado and Indiana. It provides physical therapists, occupational therapists, speech-language pathologists and their respective therapy assistants.“The acquisition of Therastaff will give a strategic edge to our existing Therapy Staff Company and better position us to deliver expanded service offerings in new markets to our clients and healthcare professionals,” said Aequor Group’s Co-CEO & Chairman, Manmeet Virdi. “Both companies have similar culture and values that will provide growth opportunities for our team members. We look forward to serving our customers together.”Acquiring company Therapy Staff places physical therapists, occupational therapists and speech-language pathologists as well. Founded in 2000, Therapy Staff is based in Plymouth, Mich., and has a divisional office in Austin, Texas.Parent company Aequor provides clinical staffing of physicians, therapists, nurses, technologists and allied healthcare professionals. Its client companies include hospital systems, nursing homes, clinics, school systems, laboratories and more.The deal was announced by De Bellas & Co., which represented TheraStaff’s former owner, Eastridge, which had acquired the company in 2009. […]

  • Major, Lindsey and Africa announces rebranding

    Legal search firm Major, Lindsey and Africa announced a brand relaunch today. The company ranks among the largest US retained search firms.Major, Lindsey & Africa, initially founded in 1982, is owned by Allegis Group, which acquired the company in 2008. The brand relaunch includes a new brand identity, website and logo.“Major, Lindsey & Africa was founded more than three decades ago to meet the ever-evolving search needs of law firms and corporate legal departments, and this rebrand is the next chapter in our journey to provide world class, personalized service for the lifetime of a career,” said company President Simon Robinson.Other large staffing firms have also announced rebrands. Most recently, Adecco North America announced a rebranding last month. […]

  • New Uber feature verifies driver identities

    Online services firm Uber introduced a new security feature that requires Uber drivers to periodically take a selfie to ensure that person driving the car is the same person that Uber has on file as the driver.“Real-Time ID Check prompts drivers to share a selfie before going online to help ensure the driver using the app matches the account we have on file,” according to the Uber blog. “This prevents fraud and protects drivers’ accounts from being compromised. It also protects riders by building another layer of accountability into the app to ensure the right person is behind the wheel.”Uber uses Microsoft Cognitive Services to compare the selfie to the photo on file. If the photos don’t match, the driver’s account is temporarily blocked while Uber examines the situation.More than 99% of drivers were verified in a test of the process over the past few months. Uber said a majority of the mismatches were due to unclear file photos.Uber ranks as the largest firm in terms of human cloud spend, according to a report by Staffing Industry Analysts.Separately, an Uber executive broached the idea of the company offering rides via vertical takeoff and landing aircraft, CNBC reports. […]

  • Netherlands – Source Group reports positive half-year results

    Dutch staffing firm Source Group (SOURC: AEX) today reported turnover of €96.5 million for the six months ending 30 June 2016, an increase of 4% from €92.8 million last year.   H1 2016 H1 2015 Change Turnover €96.5 million €92.8 million 4% Gross Profit €3.1 million €2.6 million 20% EBITDA €1.2 million €673,000 71.6% Source Group specialises in placing self-employed, temporary staff, and freelancers into sectors such as ICT, financial services, and administration.According to Source Group, the number of professional contracts at Source increased compared to 2015. There was a decline in the number of contracts in the oil and gas sector which the company states was fully offset by growth in both new and existing customers in other sectors.On October 2015, Source Group and Headfirst announced a merger, however the merger was delayed and is still ongoing with both companies stating that they are excited about the merger and are working hard to complete it.Looking forward, Source Group states that first half trends will continue through to the whole of 2016 including the decline in contracts in the oil and gas sector and the growth of both new and existing customers in other sectors. It is expected that the full year turnover will be greater  than in 2015.In trading today, Source Group NV traded at €2.33, up 4.95% on the day and 10.38% below its 52-week high of €2.60, set on 29 April 2016. Based on its current share price the company has a market value of €17.08 million. […]

  • UK – Professional hiring remains steady post-Brexit, temp and contract vacancies soften

    Professional recruitment firms reported that that vacancies were up 0.3% year-on-year in August according to new survey data from the Association of Professional Staffing Companies (APSCo).The APSCo data is in line with the latest data from the Office for National Statistics (ONS), which reported in September that the overall employment rate was 74.5% in the three months to July 2016, the joint highest since comparable records began in 1971.According to the APSCo data, permanent vacancies across both financial services and marketing, have increased (5% and 16% respectively), and IT and engineering have both recorded decreases (7% and 8% respectively).Following a steady increase in demand pre-Brexit, temporary and contract vacancies dipped across the professional staffing market in August as they did in July, with opportunities softening by 2% year-on-year. The exception is the finance and accounting sector where vacancies increased by 16% in August. While this is most likely due to a reluctance to bring on board talent on a permanent basis until there is greater clarity around where Europe’s financial hub will sit post Article 50, APSCo data also shows that permanent vacancies within financial services increased by 5% year-on-year which indicates long-term market confidence. This is in line with the latest report from specialist recruiter Morgan McKinley, which found the number of available jobs in London expanded 4% month-on-month in August.Permanent vacancies within the engineering sector fell by 8% year-on-year in August. This is despite the fact that The Markit/Cips UK Manufacturing PMI rose to 53.3 in August from 48.3 in July - the joint greatest month-to-month jump in the survey’s 25-year history.This hesitancy to bring on board talent is likely to be attributed to sector-wide concern over the impact that leaving the single market will have on not only UK exports, but also the availability of talent.“Employers are taking a pause for breath,” Adam Pode, Director of Research for Staffing Industry Analysts, which compiles the report for APSCo, said. “Their immediate concerns about Brexit have not materialised but many employers especially those headquartered outside the UK are starting to consider their options. Concerns are also being raised in some quarters about HMRC’s legislation due to come into force in April 2017 regulating freelancers. In general we are also seeing a trend to look at other forms of employment including self-employment and statements of work. What impact this will have on the marketplace is not clear yet.”APSCo’s figures also reveal that median salaries across all professional sectors increased by 1% year-on-year. This figure is characterised by notable fluctuations in terms of sector, with HR for example, recording an uplift of 3.6% while in banking average salaries were down 4% year on year. Average salaries within the professional sectors fall short of the national increase in pay as reported by the ONS which found that earnings grew at an annual rate of 2.1% in the three months to July 2016.“While market sentiment remains volatile, an increasing number of economic indicators suggest that the UK economy is largely unfazed by Brexit,” Ann Swain, Chief Executive of APSCo, said. “Unemployment is low, the housing market holding steady and the OECD has revised its forecast for UK growth up to 1.8%. Furthermore, surveys of the UK’s services, construction and manufacturing sectors suggested all three enjoyed a rebound in August after post-referendum slides in output. Growth in the professionals job market may not be strong, but the fact that vacancy numbers have stabilised year-on-year speaks volumes for the resilience of not only the recruitment sector but also the wider economy.”   &nbs […]

  • France – Temporary employment growth slows in August

    Temporary employment in France grew by 2.5% in August after a 7.0% increase in July, according to data from Prism’Emploi, the French association of employment agencies.The figures showed that in the first eight months of 2016, growth was 5.6%. For comparison, Prism’Emploi states that 2015 was characterised by a continuous increase throughout the year and next month’s data will show if 2016 will have a similar trend.The two occupational categories that created the most temporary jobs in August were skilled workers (+ 9.0% compared to last month) and middle managers and professionals (3.5% compared to last month). Compared to the previous month, there was a decline among unskilled workers (-0.5%) and employees (-3.3%).  Temporary employment grew in almost all major sectors compared to the previous month: transport (+ 8.7%), construction (+ 6.8%), industry (+ 2.1%) and services (+ 0.4%). Only trade (-3.8%) declined.Among the regions, the number of temporary workers increased compared to the previous month in Pays de la Loire (+ 9.8%) and Île-de-France (+ 8.5%). However, the number decreased in Aquitaine-Limousin-Poitou-Charentes (-1.1%) and in Languedoc-Roussillon, Midi-Pyrénées (-3.6%). […]

  • Netherlands – Randstad extends deadline for Monster acquisition

    Randstad North America Inc.’s wholly owned subsidiary, Merlin Global Acquisition Inc., extended its tender offer to acquire Monster Worldwide Inc. (NYSE: MWW) from 3 October to 28 October The extension was made to coordinate the offer’s timing with the EU regulatory review schedule; all other terms and conditions of the offer remain unchanged.Global staffing provider Randstad Holding nv in August agreed to acquire Monster in a tender offer of USD 3.40 per share in cash, or an enterprise value of approximately USD 429 million.The European Commission now expects to conclude its review by 26 October, and if there are no objections to the review, all regulatory clearances are expected to have been obtained by that date. However, MediaNews Group Inc., the largest shareholder in Monster, has previously voiced opposition to the sale, stating the deal undervalues the company. […]

  • India – Job candidates have more job opportunities in smaller cities

    Smaller cities in India are creating more jobs and hiring more people than bigger metro cities, reports the Hindustan Times.Data from Naukri.com, Teamlease Services and Monster.com show that Chandigarh, Jaipur, Coimbatore, Baroda and Pune are all emerging as new employment hot spots."In metros, we have reached a saturation point where most of the skilled people are either employed or expect high salaries. Companies have started looking for niche-skilled employees at reasonable costs in smaller towns," Rituparna Chakraborty, co-founder Teamlease Services, said.Job openings in Mumbai stood at 1,470 in August last year which grew to 1,499 in a year, registering a marginal growth of 2%. Metro cities Delhi, Bengaluru, Chennai and Kolkata all showed similar trends.However, Jaipur, located in the state of Rajasthan, registered a growth of 36% in job openings, rising from 2,665 in August 2015 to 3,638.Officials have said that smaller cities are relatively free from strikes and other disruptions compared to major cities.."Moreover, workers from smaller towns are considered less attrition-friendly and more dedicated," Shubhayu Gupta, head of HR at Hinduja Global Solutions, part of the Hinduja Group, said. […]

  • Malaysia – Construction industry faces labour shortage (New Straits Times)

    The construction industry in Malaysia is facing a manpower shortage, reports the New Straits Times with data from Master Builders Association Malaysia (MBAM).According to MBAM, Malaysia’s construction industry needs a continuous supply of foreign workers for infrastructure and building projects in order for it to sustain growth of 8 to 10% in 2016.“The construction industry grew 7.9% in the first quarter of the year and 8.8% in the second quarter,” MBAM president Foo Chek Lee, said. “It is important that the construction industry, which has tremendous multiplier effects on other sectors, sustain this growth momentum with an adequate supply of labour, skilled technicians and timely payment for jobs done.” Malaysia’s construction sector needs an estimated one million construction workers every year, as it is still labour intensive. The majority of these workers are foreigners.“In the first half of this year, government and private jobs awarded to contractors amounted to MYR 58.67 billion (USD 14.2 billion). As the projects roll out, we will need the human resources to complete the jobs in a timely manner,” Lee said.Lee estimated that about 1.3 million foreign workers were needed at construction sites throughout the country.“We still face a shortage and we urgently need more foreign workers,” Lee said.Lee stated that MBAM was working closely with other agencies to help find and facilitate legal and suitable workers. […]

  • India – Government warns jobseekers of fake recruitment agencies (Times of Oman)

    India's government recruitment agency has warned jobseekers to beware of fake recruitment agencies, reports the Times of Oman. Non Resident Keralites Affairs (NORKA), a department of the Kerala government, issued the warning in the wake of reports that a private firm in Bengaluru is recruiting nurses for a Kuwait oil company and charging large sums.    “Don’t waste your money or give documents to any private agency for getting recruited through NORKA. NORKA does not authorise any middlemen to contact job seekers in any means or collect money for their selection,” the agency said in a notice.   Recently, the Indian embassy in Oman had said that recruitment of Indian nurses to work abroad can now only be done through three state government agencies and two private agencies recognized by the Indian government. […]

  • Brazil – Economy cuts nearly 34,000 jobs in August

    Brazil’s economy shed a net 33,953 payroll jobs in August, according to the Labor Ministry. The country has now seen 17 straight months of job losses.The nearly 34,000 jobs that were cut was a decrease from last year as Brazilian companies cut 86,543 jobs in August 2015. The number was also a decrease from last month, which saw 94,724 payroll jobs shed.The number of formal jobs lost in the first eight months of the year now total to 651,288.According to Reuters, Brazil's economy is expected to shrink more than 3% for a second straight year in 2016, with over 11 million workers officially considered unemployed. […]

Latest Research

  • How to Manage At-Home Recruiters

    Key Findings: Staffing firm executives were asked two questions: “What's the #1 most important consideration in making an at-home/remote recruiter situation effective? (Choose one.) Identifying the right recruiters; it won't work for just anyone. Managing and measuring the recruiter's performance closely. Training the recruiter thoroughly. Other (please specify)” “What advice would you give a staffing firm manager on how to make an at-home/remote recruiter situation work?” This was an open-ended question with no suggested answers. More than half of staffing executives – 57% – said that the #1 consideration in making an at-home recruiter situation effective is simply “identifying the right recruiters; it won’t work for just anyone.” An additional 37% said “managing and measuring the recruiter’s performance” is most important. In the open-ended question, staffing executives offered additional advice: Have the recruiter work in-house first before working at home. Set expectations, and get buy-in to those terms. Use commissions to drive performance. Keep recruiters connected to team, and communicate frequently. Get the technology needed to make the situation work. To access the complete report, please select the link below: Global Staffing Company Survey 2016 Best Practices in Managing At-Home Recruiters XX014 20160923 - You do not have permission to view this object. […]

  • Bench Model Usage

    Key Findings: This report is based on responses to the following three survey questions: “On any given day, about what percent of your workers on temporary assignment are ‘bench-model’, i.e., employed by your firm on a salaried permanent basis but placed outside your firm on temporary assignments?” “Under what circumstances has the bench model made sense for you?” “What advice can you give others considering using the bench model?” Twenty-five percent of staffing firms reported using the bench model, roughly comparable to the 29% reporting using it in 2012. Looking forward, however, nearly twice as many staffing firms – 45% – expect to use it in 2026. Of those reporting using it, the median percent of temporary workers on bench was 10%; that was the case in 2012, 2016, and among those projecting usage in 2026. Propensity to use the bench model was higher among professional staffing firms than commercial, and increased as well as a function of firm size. When to use the bench model: Staffing firms commented that the bench model made sense under several circumstances: when client demand was reliably high-volume and/or long-term; for highly marketable skills, consulting, and SOW; for the purpose of retaining and recruiting hard-to-recruit talent; for supporting key clients; and for talent working on visas. How to use the bench model: With regard to best practices in using the bench model, staffing firms recommended: maintaining high utilization of bench talent; using the bench model selectively, only for highly marketable skill sets and highly skilled workers; watching the financial side carefully and managing bench model usage rates closely; and arranging special agreements with clients and bench model staff to minimize risk. To access the complete report, please select the link below: North America Staffing Company Survey Bench Model XX012 20160921 - You do not have permission to view this object. […]

  • Workforce Solutions Buyers Survey - Contingent Share of Workforce

    Key Findings In 2016, companies reported that contingent workers comprised a median 20% and an average of 22% of their workforce. We define contingent workers as all non-permanent workers including the full range of agency temporary workers, internal temporary workers/interns/seasonal workers, independent contractors and statement-of work (SOW) consultants, but excluding part-time regular employees. The reported share of contingent workforce has shown a trend of substantial increase since 2009, when we first started asking about this metric in our annual buyer survey. The reported contingent share of workforce has risen from a median 10% and an average of 12% reported in our 2009 survey. While some of the change in this measure may be due to variation in participating companies, the substantial amount of increase nevertheless appears to signal growth in the use of contingent workers.  When asked about the mix of types of contingent workers in their program, companies reported the following averages: agency temporary workers (50%), statement-of-work (SOW) consultants (30%), independent contractors (11%), internal temporary workers (7%) and other (3%). When asked about plans for various types of contingent workers over the next ten years, companies were most bullish about increasing their share of outsourced workers, SOW consultants and freelancers. A substantial portion of companies (44%) projected that regular full-time employees would comprise a smaller share of their workforce. In a similarly bullish projection, companies estimated that the contingent share of their workforce would rise to an average of 25% in two years and 29% in ten years. To view the complete report, please select the link below:  WS Buyers Survey 2016 - NA - Contingent share of workforce - You do not have permission to view this object. […]

  • Workforce Solutions Ecosystem: 2016 Update

    This report is the first update to Staffing Industry Analysts Workforce Solutions Ecosystem, initially released in September 2015. It aims to highlight interconnected networks comprising the Staffing Industry and other types of Workforce Solutions and notes the changes to the industry in the last 12 months.  In nature, an ecosystem is a community of living organisms and non-living components interacting as an environmental system. Similarly, businesses operate in a broad and complex network of related and unrelated products and services which interact and compete with each other. Workforce Solutions are third-party products and services relating to the sourcing, engagement and development of employed and non-employed (including contingent) workers. Workforce Solutions includes the Staffing Industry and five other important segments; Talent Acquisition Technology, Process Outsourcing, Payrolling/Compliance, Contracting/Consulting, and Other Workforce Solutions. We are confident that the Workforce Solutions Ecosystem provides a good representation of the market as it exists today, but we are equally confident that it will require further reviews and updates on a fairly frequent basis, owing to the rapid evolution of technology and globalization. Improvements in technology combined with economic and demographic trends means that, today, the Workforce Solutions Ecosystem is undergoing a period of turbulent change presenting firms with threats on multiple fronts but also new opportunities to improve performance and competitiveness. Just as in a naturally evolving ecosystem, in a business ecosystem the companies that are most adaptable to change, and not necessarily the largest or strongest, will flourish. Definitions for all the terms used within this report are given at the back of this document. To download a full copy the report, click below: Workforce Solutions Ecosystem_2016 Update_20160914 - You do not have permission to view this object. […]

  • UK Professional Recruitment Trends August / September 2016

    Placement growth - perm placements up in Marketing and IT, but temp placements down in Engineering and IT Vacancies growth - both temp and perm up in Finance and marketing, but down in IT Salaries up overall - Marketing, IT, Financial services and Engineering show growth To download a copy of the report, please click on the link below: ProRecruitmentTrends2016_Aug_Sep2016 - You do not have permission to view this object. […]

  • UK Professional Recruitment Trends August / September 2016

    Placement growth - both temp and perm  - perm placements up in Marketing and IT but temp placements down in Engineering and IT Vacancies growth - both temp and perm up in Finance and Marketing, but down in IT Salaries up overall - Marketing, IT, Financial Services and Engineering show growth To download a copy of the report, please click on the link below: ProRecruitmentTrends2016_Aug_Sep2016 - You do not have permission to view this object. […]

  • Bench Model Usage

    Key Findings: This report is based on responses to the following three survey questions: “On any given day, about what percent of your workers on temporary assignment are ‘bench-model’, i.e., employed by your firm on a salaried permanent basis but placed outside your firm on temporary assignments?” “Under what circumstances has the bench model made sense for you?” “What advice can you give others considering using the bench model?” Forty percent of European staffing firms reported using the bench model in 2016, roughly unchanged from the 44% reported in 2012; the difference could easily reflect sample variance. Looking forward, 49% of European staffing firms expect to use it in 2026. Based on global responses to the two advice questions, the following best practices were noted: When to use the bench model: Staffing firms commented that the bench model made sense under several circumstances: when client demand was reliably high-volume and/or long-term; for highly marketable skills, consulting, and SOW; for the purpose of retaining and recruiting hard-to-recruit talent; for supporting key clients; and for talent working on visas. How to use the bench model: With regard to best practices in using the bench model, staffing firms recommended: maintaining high utilization of bench talent; using the bench model selectively, only for highly marketable skill sets and highly skilled workers; watching the financial side carefully and managing bench model usage rates closely; and arranging special agreements with clients and bench model staff to minimize risk. To access the complete report, please select the link below: Europe Staffing Company Survey Bench Model XX015 20160924 - You do not have permission to view this object. […]

  • How to Manage At-Home Recruiters

    Key Findings: Staffing firm executives were asked two questions:  “What's the #1 most important consideration in making an at-home/remote recruiter situation effective? (Choose one.)  Identifying the right recruiters; it won't work for just anyone. Managing and measuring the recruiter's performance closely. Training the recruiter thoroughly. Other (please specify)” “What advice would you give a staffing firm manager on how to make an at-home/remote recruiter situation work?” This was an open-ended question with no suggested answers. More than half of staffing executives – 57% – said that the #1 consideration in making an at-home recruiter situation effective is simply “identifying the right recruiters; it won’t work for just anyone.” An additional 37% said “managing and measuring the recruiter’s performance” is most important. In the open-ended question, staffing executives offered additional advice:  Have the recruiter work in-house first before working at home. Set expectations, and get buy-in to those terms. Use commissions to drive performance. Keep recruiters connected to team, and communicate frequently. Get the technology needed to make the situation work. To access the complete report, please select the link below: Global Staffing Company Survey 2016 Best Practices in Managing At-Home Recruiters XX014 20160923 - You do not have permission to view this object. […]

  • Largest Staffing Firms in Colombia: 2016

    Key Findings The Colombian staffing market is one of the largest markets in Latin America, with an estimated revenue for 2015 of COP 7.6 trillion, or USD 2.8 billion. This estimate includes a wide range of services provided by staffing companies, including staffing, staff outsourcing, and business process outsourcing. Informal (unregulated) staffing is not included in our estimate. Measured in local currency, we estimate 6.4% revenue growth in 2015 for the Colombian staffing market. Growth in the staffing market is driven by a robust economy and a regulatory framework that is quite suitable for the staffing market. However, due to the rise in the US dollar relative to the Colombian Peso, we estimate the market declined 22% in terms of US dollars. On pages 4-5, we list the 50 largest staffing firms in Colombia by our estimates of their 2015 revenue. The largest two are Accion and Activos, both based in Colombia, with USD 182 million and USD 161 million, respectively. Adecco, based in Switzerland, and ManpowerGroup, based in the United States, rank third and fourth with USD 83 million and USD 72 million, respectively. The remaining 46 firms are all based in Colombia. None of the Latin American-based firms on the list have their headquarters outside Colombia, an example of the lack of integration across countries in the region. Based on our list of largest staffing firms, the Colombian market does not appear particularly concentrated. No firm makes up more than 7% of market revenue, and only the two largest firms individually make up more than 3%.  The full report can be downloaded by clicking the link below:  Largest Staffing Firms in Colombia 20160926 - You do not have permission to view this object. &nbs […]

  • Bench Model Usage

    Key Findings: This report is based on responses to the following three survey questions: “On any given day, about what percent of your workers on temporary assignment are ‘bench-model’, i.e., employed by your firm on a salaried permanent basis but placed outside your firm on temporary assignments?” “Under what circumstances has the bench model made sense for you?” “What advice can you give others considering using the bench model?” Thirty-four percent of Australia/NZ staffing firms reported using the bench model in 2016. Looking forward, 53% of Australia/NZ staffing firms expect to use it in 2026. Based on global responses to the two advice questions, the following best practices were noted: When to use the bench model: Staffing firms commented that the bench model made sense under several circumstances: when client demand was reliably high-volume and/or long-term; for highly marketable skills, consulting, and SOW; for the purpose of retaining and recruiting hard-to-recruit talent; for supporting key clients; and for talent working on visas. How to use the bench model: With regard to best practices in using the bench model, staffing firms recommended: maintaining high utilization of bench talent; using the bench model selectively, only for highly marketable skill sets and highly skilled workers; watching the financial side carefully and managing bench model usage rates closely; and arranging special agreements with clients and bench model staff to minimize risk. To access the complete report, please select the link below: AustraliaNZ Staffing Company Survey Bench Model XX016 20160924 - You do not have permission to view this object. […]

  • How to Manage At-Home Recruiters

    Key Findings: Staffing firm executives were asked two questions:  “What's the #1 most important consideration in making an at-home/remote recruiter situation effective? (Choose one.)  Identifying the right recruiters; it won't work for just anyone. Managing and measuring the recruiter's performance closely. Training the recruiter thoroughly. Other (please specify)” “What advice would you give a staffing firm manager on how to make an at-home/remote recruiter situation work?” This was an open-ended question with no suggested answers. More than half of staffing executives – 57% – said that the #1 consideration in making an at-home recruiter situation effective is simply “identifying the right recruiters; it won’t work for just anyone.” An additional 37% said “managing and measuring the recruiter’s performance” is most important. In the open-ended question, staffing executives offered additional advice:  Have the recruiter work in-house first before working at home. Set expectations, and get buy-in to those terms. Use commissions to drive performance. Keep recruiters connected to team, and communicate frequently. Get the technology needed to make the situation work. To access the complete report, please select the link below: Global Staffing Company Survey 2016 Best Practices in Managing At-Home Recruiters XX014 20160923 - You do not have permission to view this object. […]

  • Turkish Employment Agencies

    Private Employment Agencies (PEAs) have been legal in Turkey since 2003, when laws 4904 and 4857 allowed for the establishment of agencies which can “render both domestic and overseas activities of finding jobs and employees”.  Now, according to Burcu Tuzcu Ersin, E.Benan Arseven and C. Hazal Tunçay of Turkish law firm Moroğlu Arseven and our own Fiona Coombe, Turkey has introduced new legislation governing temporary employment arrangements. Prior to this private employment agencies could act as intermediaries in relation to permanent employment but could not engage in temporary employment relationships with workers. Law no. 6715 on Amending the Labor Law and Turkish Employment Agency Law (“Amendment Law”) was published in Official Gazette number 29717 on 20 May 2016. Companies must now employ temporary staff via private employment agencies. Restrictions are also introduced for when temporary employees can be engaged, detailed maximum lengths for these arrangements, and party responsibilities. A legislative regime is also introduced for remote working, establishing minimum standards for contracts and working conditions.According to an article in Magazette by the aforementioned lawyers,  employers may only engage temporary staff in specific situations (Article 7 of the Amendment Law). These include situations where employment agreements are suspended, seasonal agricultural workers, domestic workers, urgent work relating to occupational health and safety, as well as interval workload increases. Temporary staff cannot be employed: Within six months of employing temporary staff for the same work. By public institutions, organisations and workplaces which conduct underground mining activities. Within eight months at workplaces where collective redundancy has occurred. During strikes and lockouts (without prejudice to Article 65 of Law on Trade Unions and Collective Labour Agreements No. 6356). In temporary employment relationships established through Employment Agencies, the Employment Agency is deemed to be the employer, rather than the company seeking temporary employees ("Procuring Company”). Therefore, the Employment Agency is liable for payment of remunerations to the employees. The Procuring Company is also responsible for: Ensuring on a monthly basis whether the Employment Agency fulfils its payment obligations to temporary employees who have been engaged for more than a month. Deducting any outstanding payments from money owed to the Employment Agency and directly transferring such payments to the temporary employees’ bank accounts. Such deductions can equate to maximum three-month’ salary for the temporary employee. Giving notice to provincial labour directorates and Employment Agency about employees and amounts which remain unpaid.  Agencies are regulated by the Turkish Employment Agency (İŞKUR) and organised through at least two associations the OIBD; whose members include Adecco Türkiye - www.adecco.com.tr, EPS Ekspres Personel / EPS Danışmanlık - www.eps.com.tr, KRM Yönetim Danışmanlık A.Ş. -www.krm.com.tr, Kelly Services - www.kellyservices.com.tr, Manpower Türkiye - www.manpower.com.tr ,and Randstad Work Solutions - www.randstad.com.tr - and is affiliated with the World Employment Confederation; and the İÖİBD, the Istanbul Association of Private Employment Agencies.The number of PEAs in Turkey has increased fast since their operations were permitted, in 2009 there were 271 and by the end of 2015 - 443. Most of the agencies of Turkey are located in Istanbul (328) 66% of the total. The main city in Turkey for managerial, organisational and commercial activities. After Istanbul, Ankara (38), Izmir (32), Antalya (25) and Bursa (10) show relatively small numbers of agencies by comparison. According to Emel Cetinkayaa and Sumeyra Alparslan Danismanb the unbalanced geographical distribution of the agencies shows an imbalance of labour supply and demand in Turkey in general. Evidence suggests that in the other cities, the number of PEAs is decreasing because of a decrease in commercial activities. Generally, the number of the agencies is three or four in these cities. The decreasing number of PEAs can be evaluated as a minimum need for these agencies and also as a maximum need for professional human resource applications.A full list of agencies from İÖİBD is available to download here. List of Turkish Staffing Firms - You do not have permission to view this object. […]