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Global Daily News

  • Legislation would toughen rules on H-1B visas (The San Diego Union-Tribune)

    Congressman Darrell Issa (R-Calif.) introduced legislation to increase restrictions on the H-1B visa application process, The San Diego Union-Tribune reports. For example, Issa’s bill would remove the master’s degree exemption on some firms that use H-1B visas. […]

  • Employers more willing to negotiate — Staffing quote of the week

    “With skilled professionals in high demand and short supply, more employers are willing to negotiate compensation with potential hires,” Paul McDonald, senior executive director at Robert Half International Inc. (NYSE: RHI), said in a quote regarding the company’s 2017 salary guide. “To remain competitive, especially in the technology and finance fields, it’s crucial to have a solid understanding of salary trends for specific roles in your area and move quickly when making offers. Top candidates are receiving multiple job offers and will lose interest when faced with a lengthy hiring process.&rdquo […]

  • Acquisitions, organic growth boost Staffing 360 revenue

    Staffing 360 Solutions Inc. (NASD: STAF) reported revenue rose to $44.4 million in its fiscal fourth quarter ended May 31, up 37.8% from $32.2 million in the same quarter of the prior year. (US$ thousands) Q4 2016 Q4 2015 % growth Revenue $44,364 $32,188 37.8% Gross profit $7,667 $5,518 38.9% Gross margin percentage 17.3% 17.1%   Net loss attributable to common stock -$2,844 -$4,324 nm For the full fiscal year 2016, revenue rose to $165.5 million, up 28.5% from $128.8 million in fiscal year 2015. Acquisitions and organic growth fueled the revenue growth. Staffing 360 reported more than 7% organic growth from its existing staffing divisions in the UK and US during the fiscal year. The company last year acquired UK recruitment firm The JM Group and Lighthouse Placement Services LLC, an engineering staffing provider serving eastern Massachusetts and southern New Hampshire. Fiscal year 2016 (US$ thousands) FY 2016 FY 2015 % growth Revenue $165,552 $128,829 28.5% Gross profit $29,047 $22,548 28.8% Gross margin percentage 17.5% 17.5%   Net loss attributable to common stock -$9,713 -$18,071 nm Quote“Staffing 360 Solutions has achieved some major milestones this year,” said President and CEO Matt Briand. “We posted record revenue and Adjusted EBITDA, streamlined our operations, uplisted to Nasdaq, all while completing two more acquisitions and achieving strong organic growth. With all of these exciting developments, we encourage investors to join us on our earnings conference call for more details on where we’ve been and where we’re headed as we continue to expand our business in fiscal 2017 and beyond.” Share price and market capShares in Staffing 360 fell 11.83% in early afternoon trading today to $1.47 and the company had a market cap of $10 million, according to Yahoo! […]

  • Gen Z will do what it takes to reach career goals, Monster survey finds

    Generation Z, those aged 15 to 20, is motivated by a variety of factors but will do whatever it takes to reach their goals, according to Monster’s (NYSE: MWW) inaugural Multi-Generational Survey of the Boomer, X, Y and Z generations.Entrepreneurship is a major priority, with 76% of these individuals seeing themselves as the owners of their careers, driving their own professional advancement. Nearly half, 49%, want to have their own business, compared to 32% across all working generations.The survey also found the majority of Gen Z members, 67%, are willing to relocate for a good job, and 58% will work nights and weekends for a better salary, compared to 41% across all working generations.“We’re seeing drastic differences between what drives employees in Gen Z compared to previous generations like millennials,” said Seth Matheson, director of Talent Fusion by Monster, Monster’s team of in-house recruiters that work on behalf of its customers. “At this stage in the recruiting game, employers looking to attract future talent need to expand their focus beyond Millennials to understand the next generation's unique, practical job must-haves, and proactively develop a working environment that will keep them happy and motivated.”Gen Z also differs from the millennial generation by valuing benefits and security that have traditionally been associated with Boomers and members of Gen X.Gen Z’s “must haves” for their first job, according to the survey, include: Health insurance: 70% vs. 68% across all working generations Competitive salary: 63% vs. 59% across all working generations A boss I respect: 61% vs. 60% across all working generations Opportunities for professional development: 47% vs. 40% across all working generations Maternity/paternity leave: 33% vs. 25% across all working generations Flexibility to change roles within company: 32% vs. 25% across all working generations “As I talk to many employers, the focus is still on millennials, with a lot of questions about perks like nap pods and free lunches,” Matheson said. “However, a common theme we saw in the report is Gen Z’s emphasis on some of the more ‘traditional’ benefits like health insurance and a quality, two-way relationship with their potential manager. At the same time, we expect them to hit the ground running in their new roles, providing innovative new solutions for tackling problems. Employers can expect Gen Z to make a positive impact on the future of their companies — if they start proactively preparing for them now.”The Monster Multi-Generational Survey was conducted by TNS, a global research agency, and concluded in January 2016. The study surveyed more than 2,000 people across the Boomer, X, Y and Z generations, working and non-working respondents in the US. The Gen Z respondents (those aged 15-20) pre-qualified themselves as either employed or, among younger teens, planning to work in the future. […]

  • Netherlands – Helping flexworkers secure mortgages

    Start People, the USG People brand, announced the launch of an initiative to help temporary employees in the Netherlands buy their own home, according to the Dutch staffing industry news site Flexnieuws.As people in flexible employment relationships usually struggle to tick all the right boxes with mortgage lenders, Start People has introduced a solution for temporary employees to ensure they are eligible to buy their own home.The trend towards flexible working is irreversible and an increasing proportion of the workforce has a flexible employment relationship. As much as 17% of all workers aged 25 or older worked as a temporary employee in 2015 in the Netherlands, either on a fixed-term contract, through a temporary agency or as a self-employed contractor. This figure is expected to rise further in the coming years. A large proportion of this sizable group of people often fail to secure a mortgage."Non-standard employment relationships are very common in the Netherlands. It is therefore strange that this group finds it so hard to qualify for a mortgage, "said Jan-Willem Gelderblom, managing director of Start People. "Temporary employees who have worked for years and have a decent income cannot always buy their own home, while someone with a permanent contract but a lower salary will have no issues. At Start People we pride ourselves to be good employers and we want to help our workers", Gelderblom added.Start People has entered into a partnership with mortgage broker the Hypotheekshop and labour market analysts the Intelligence Group. Together, they have developed the Labour Market Scan. Flexworkers wishing to qualify for a mortgage can take a test to determine their chances in the labour market over the next five years. The Scan considers education, location of residence, age, work experience, current job, but also the risk of unemployment and the prospects for the next five years.The test provides a score for the opportunities in the labour market for a particular worker. With a score of 70% or higher, the temporary employee qualifies for a mortgage. An adviser to the Hypotheekshop then assists with the search for a suitable mortgage."With the Labour Market Scan we are able to make a good estimate of a person's earning potential," says Lodewijk van der Heijden, Director at CMIS Franchise, the parent company of the Hypotheekshop. "We don’t just focus on the workers current income, but also personal circumstances." […]

  • UK - Addressing the manufacturing skills gap in a post-Brexit Britain

    The skills gap is not an issue that is going to just go away unless the manufacturing sector takes some decisive action, says Adam McGiveron, partner and advanced manufacturing sector head at law firm Shakespeare Martineau, in a column published by Theengineer.co.uk.Businesses and government bodies are already making great efforts to attract and retain talent within their organisations but there is always more that can be done to improve the image of the UK’s advanced manufacturing sector and promote the benefits of pursuing a career in this area. With the decision to leave the EU causing increased uncertainty, business and the Government must act now in order to keep the UK and the sector an attractive employment option.The shortage of senior, highly-skilled engineers across the board in the UK has been highlighted by figures released in the latest manufacturing purchasing managers’ index (PMI) which has slumped to its lowest level in more than three years, following the EU referendum. There is no doubt that many people were put off pursuing careers in the sector during the 1980s and 1990s, which has contributed to the current shortage of highly-skilled individuals the sector is experiencing today.However, while the skills gap is arguably most noticeable in the STEM sector, it is important not to focus on this area alone. The need for an influx of talented, creative and original thinkers into the UK holds the key for the future development of businesses across the spectrum.Employers must take steps to narrow the skills gap both in terms of finding new talent and encouraging the upskilling of employees in order to future-proof their businesses. In doing so, organisations are making great efforts to engage with schools and universities which are already leading to greater enthusiasm for advanced manufacturing amongst young people. Additionally, apprenticeships can play a key role in creating a more prepared and qualified workforce and are often open to Government grants which bring benefits to both the individual and the employer.The progressively positive image of this sector, partly driven by the media, has played a large role in increasing this enthusiasm. Students and young people can now envisage careers in advanced manufacturing, engaging with cutting edge technology, rather than the traditional view of manufacturing – factory work, confined to a production line, for example. Continuing to further shake off these historic perceptions of the industry will help to firmly put advanced manufacturing on the map more permanently.In order to accelerate the narrowing of the skills gap, the Government now needs to help businesses by promoting employment on every level. Unfortunately, it doesn’t seem as if the skills gap will be at the top of the political agenda any time soon and over the long term this could be extremely detrimental to the national economy. The decision to leave the EU without doubt poses a serious problem for talent acquisition as many businesses source much-needed talent from the EU.  Adapting to marketplace changes as and when new agreements are made will be needed to overcome the ramifications of the Brexit vote.Many businesses rely heavily on imported labour because it is the only way to access people with the necessary and appropriate skillset for certain fields of work. If replacement measures aren’t sought swiftly by the Government, business owners believe that overseas workers might see no future in British manufacturing and seek employment elsewhere.Although the current outlook could be viewed as turbulent and uncertain, businesses must maintain their composure. There is no doubt that change is coming and the way in which labour is accessed is likely to alter but businesses should take a pragmatic approach to decision making. Those who are able to properly understand the ramifications and nuances of these changes will steal the march and gain a competitive edge. […]

  • Sweden – Ethical values and flexible work to attract talent

    Employers in the public sector increasingly communicate on ethical values ​​to attract skilled personnel, compared with the private sector, according to Swedish staffing group Poolia's competence indicator 2016. The survey also shows that public sector employers focus their campaigns more on flexible working hours and less on wages and benefits.As much as 89% of employers in the public sector indicated that they communicate on ethical values ​​in order to attract staff. In the private sector 78% of employers adopt the same strategy.“The public sector often focuses on ethical values, social responsibility and diversity in its marketing to candidates. But I think more companies in the private sector will also highlight these issues more in the future”, says Anna Johansson, Key Account Manager Public Sector at Poolia.According to the survey, while candidates still value the a challenging role and a good manager, flexible working hours and the opportunity to work from home has increased in importance since last year's survey. 70% of the surveyed workers indicated in this year's survey that flexible working hours are an important argument when seeking a new job. Public sector employers appear to communicate more on flexitime and home working in their marketing campaigns (45%) than their private sector counterparts (37%).“Offering flexible working helps employees find the right work-life balance. For some candidates the argument can be more meaningful than a high salary”, said Anna Johansson.When it comes to wages and benefits, however, it is the private sector that usually uses it to peruade job candidates. In the public sector only 29% of respondents said that wages and benefits are important arguments, while the figure in the private sector reaches 39%. However, 66% of the surveyed workers believe that wages and benefits are important.“When procuring staff to the public sector the strong focus on the lowest price as a selection criterion can be problematic. Quality is easily overlooked and therefore public sector employers risk missing out on qualified candidates to the private sector and sometimes even international companies. Especially in the professions where the competition for candidates is fierce”, Johansson said.Across the board, employers are looking into hiring more staff in the next six months. The proportion reaches 30% in the public sector, a marked increase from 20% last year. In the private sector 38% of respondents indicated they would increase their workforce in the next six months, compared with 23% last year.“It is important to keep up with developments and analyse what the candidates are asking for to be able to match the needs of the organization with competent staff in the best way. Poolia's competence indicator in 2016 is a tool that can be used for this purpose”, concludes Anna Johansson. […]

  • Europe - Report says 15.4% of unemployed in Q4 found work in Q1

    Eurostat reports 15.4% of people unemployed in the European Union in the fourth quarter of last year had found employment in the first quarter of this year. Turkey posted the highest percentage of people moving from unemployment to employment at 32.3% among countries tracked where figures were available; it was followed by Switzerland at 32.2%.Of those initially in unemployment in Europe in the fourth quarter, 65.7% remained unemployed in the first quarter and 18.9% moved toward economic inactivity. Outflow from unemployment, Q42015 to Q1 2016   Into employment in Q1 2016 Remaining unemployment in Q1 2016 Into inactivity in Q1 2016 Austria 22.3% 58.0% 19.7% Bulgaria 3.2% 82.3% 14.5% Croatia 13.0% 62.5% 24.5% Cyprus 14.3% 77.2% 8.4% Czech Republic 18.6% 69.0% 12.5% Denmark 30.3% 50.0% 19.7% Estonia -- 51.2% -- Finland 18.1% 58.5% 23.4% France 19.9% 63.0% 17.1% Greece 4.3% 94.6% 1.1% Hungary 18.1% 68.8% 13.1% Ireland 12.5% 69.0% 18.5% Italy 12.8% 50.0% 37.1% Latvia 14.9% 64.6% 20.5% Lithuania 17.5% 77.9% -4.6% Luxembourg -- 69.0% -- Malta -3.1% 78.4% 18.5% Netherlands 17.8% 53.9% 28.4% Norway 23.4% 43.5% 33.2% Poland 10.3% 65.8% 24.0% Portugal 20.2% 62.3% 17.5% Romania 5.3% 80.0% 14.7% Slovakia 14.6% 81.4% 4.1% Slovenia 18.7% 61.4% 19.9% Spain 16.1% 69.8% 14.2% Sweden 22.5% 63.0% 14.5% Switzerland 32.2% 54.4% 13.4% Turkey 32.3% 40.8% 26.9% United Kingdom 19.5% 65.3% 15.2% […]

  • Japan - Pasona, Tricor collaborate on foreign firm initiative

    Japan-based staffing provider Pasona Inc. partnered with Tricor Japan Group for a new service to assist companies with setting up operations in Japan. The services will include staffing as well as assistance setting up firms’ legal entities, providing office space, providing back-office administrative support and recruitment services.Pasona has already worked with firms setting up operations in Japan by providing HR services. The company also works with several government initiatives aimed at bringing firms to Japan, including the Tokyo One-Stop Business Establishment Center and the Yokohama World Business Support Center.”Tricor Japan is a subsidiary of a global outsourcing service firm based in Hong Kong. The collaboration is set to begin at the start of next month. […]

  • Singapore - Survey finds 92% of execs to work with interim managers

    A new survey by Robert Half International Inc. (NYSE: RHI) Found that 92% of CFOs and finance directors said they would work with an experienced interim manager this year. The survey included 100 Singaporean CFOs and finance directors.Demand for financial interim managers is strongest for project management with 53% citing this as a need and business transformation, with 47% citing that as a need. Other initiatives prompting the employment of interim managers include business continuity, 42%; management and leadership enhancement 39% and change management, 26%.“Singaporean companies – from small to large – are increasingly attracted to and reliant on a flexible resourcing policy, which they achieve through a combination of permanent and temporary employees with the right mix of skills,” said David Jones, senior managing director, Robert Half Asia Pacific. “The days of interim consultants solely being viewed as crisis managers are over. They have become a catalyst to drive change and profitability. Many companies are hiring flexible resources who, as an external expert with an objective view, can re-evaluate the challenges and growing pains within the company, implement the required changes and provide alternate perspectives for growth and expansion,” said David Jones.Interim managers are rated highly by finance leaders for both efficiency, with 79% indicating that is the case, and cost effectiveness, with 85% indicating so.More than half, 57%, of CFOs and finance directors say the success of interim managers is evaluated through increased efficiency or performance, 50% refer to cost savings and 31% identified continued involvement and a hands-on approach as the key metric. […]

  • Global - Life sciences hiring index rises in Q2

    A global hiring index of the life sciences industry by executive search provider ZRG Partners rose 50% in the second quarter when compared to the same period last year.The hiring index rose to historically high numbers for the medical device and biopharma segments. “These results are an encouraging sign for the industry,” said David Fortier, managing director, global life sciences at ZRG. “As the economy continues to strengthen slowly in the US, workers may be more willing to change employers and the growing inability or unwillingness of many companies to develop internal talent results in greater external hiring activity.”The index is based on an algorithm that examines hiring with select benchmark companies. Those companies in the index generate more than $630 billion in revenue and employ more than 1.5 million people. The second quarter marks the first time that South American firms have also been included in the index. […]

  • Australia - Labour hire firm terminates contract at brewery (ABC)

    Labour hire firm Programmed Skilled terminated an agreement covering wokers at the Carlton and Uniting Breweries in Abbottsford, a suburb of Melbourne, Australia, ABC reports. The Agreement had caused an ongoing industrial dispute at the Abbotsford facility after pay for some workers was lowered, according to the ABC. […]

Latest Research

  • Financial Results of Staffing Firms: NA 2Q16

    For the 22 publicly traded companies included in this report, their most recently reported revenue rose by a median 3.6% compared with the same period last year. Median growth was 2.3% when adjusted for acquisitions (by either excluding the acquired business from both current and prior periods or by including it in both periods, depending on information available), currency exchange and in some cases divestitures and a difference in billing days between quarters.Median adjusted year-over-year (y/y) revenue growth of 2.3%, down from 4% in the report from the prior quarter, reflects the general deceleration of growth in the market. While revenue growth has been decelerating, margins and profitability appear to be improving. Median gross margin for the latest quarter increased y/y by 60 basis points, compared with 20 points from the report from the prior quarter, and median net income growth was 23%, compared to 9% from the prior report. To download the full report, click the link below: Financial Results of Staffing Companies NA 2Q16 20160829 - You do not have permission to view this object. […]

  • Staffing Firm M

    Key Findings: This report is based on responses to the following three survey questions: “If your company closed or will close any acquisitions in 2015 or 2016, approximately what was the multiple of the sale price relative to revenue?” “EBITDA is defined as earnings before interest, taxes, depreciation and amortization. If your company closed or will close any acquisitions in 2015 or 2016, approximately what was the multiple of the sale price relative to EBITDA?” “If you are open to making an acquisition over the next two years, in which segment would you most be interested?” Median reported sales price multiples for acquisitions in 2015-2016 were 0.6x revenue, and 3.5x EBITDA. Both of these values were identical to those reported in 2014 and are roughly consistent with post-recession valuations (i.e., after 2009). However, the broader multiple ranges have exhibited an upward trend in some respects. The two largest professional segments, IT Temp and Healthcare Temp, together are the preferred acquisition target for about half of potential staffing firm acquirers. Intensity of acquisition interest relative to supply varied markedly by segment. At the high end, there were nearly four staffing firms seeking to acquire in the Clinical/Scientific Temp segment for every one staffing firm saying Clinical/Scientific Temp was their primary segment offered. At the low end, there were 0.4 staffing firms seeking to acquire an Industrial/Logistics staffing firm for every one primarily offering that segment. To access the complete report, please select the link below: North America Staffing Company Survey Reported M&A multiples and acquisition interest XX011 20160828 - You do not have permission to view this object. […]

  • 2016 Workforce Solutions Buyers Survey: Trends in supplier management strategies

    Key Findings We asked buyers about their usage of 19 supplier management strategies. Using a VMS ranked as the most common supplier management strategy, with 72% of companies using this strategy, and another 19% considering it for exploration within the next two years. In looking at the three-year moving average of historical and current buyer survey responses, the percent of companies using VMS held steady (at 71%), the percent using MSP declined slightly to 63%, while the percent using RPO increased to 36%. The five management strategies most frequently mentioned for exploration within the next two years were the following: inclusion of contingent labor in strategic planning (47%); the use of total talent acquisition (46%); global management of CW (41%); inclusion of SOW in CW program (36%) and the use of analytics to benchmark bill and pay rates (34%). Larger organizations were more likely to use VMS and MSP, compared to smaller companies. Conversely, smaller companies were more likely to use an internally managed program, relative to large companies. Buyers of professional staffing were more likely to use MSP, inclusion of SOW in CW program, an internally managed program, analytics for benchmarking bill/pay rates,inclusion of CW in strategic planningand offshoring as compared to buyers of commercial staffing. Definitions of key terms related to the supplier management strategies in this report can be found on pages nine and ten. To download the report, please click on the link below.  Workforce Solutions Buyers Survey - North America - Trends in supplier management strategies 2016 08 24 - You do not have permission to view this object. &nbs […]

  • MSP Market Developments: Part 2

    In 2015, the Managed Service Provider (MSP) market represented $105 billion of spend under management and saw continued growth by an estimated 13% globally. The US still heavily dominates the global MSP market in terms of size of spend representing a 56% share, followed by the UK (13%) and Australia (3%). Growth is greatest in the Healthcare sector which is growing at more than triple the rate of the rest of the market and in new markets outside of the US. The latter is driven mostly by continued global expansions of pre-existing US and European programs. In 2015, client program spend size was well represented across all categories with 8% of buyer spend represented by programs in excess of $1 billion and 19% represented by contracts worth less than $50m. The majority of spend (68%) was represented by buyers from organizations with more than 10,000 employees. Pricing is still dominated by the percentage of spend model and funding continues to be mostly supplier funded. Over the next two years, SIA expect the Asia Pacific MSP market to grow the most, as firms with large and growing offshore operations look to increase visibility and improve process controls as they do so. Overall Global MSP growth could be somewhat dependent on the adoption of FMS technologies and how successfully MSP providers embrace the growing FMS market that offers new ways to direct source. The Vendor Neutral sourcing model still dominates the MSP space, with a 48% share of the market. MSP market growth by service is mostly driven by Statement of Work (SOW) activity, as well as increased direct sourcing approaches through a Contingent RPO model1. These are underpinned by significant technology developments improving sourcing process efficiency and improving visibility across contingent and service workers. SOW and Outsourced services now represents approximately 21% of the MSP market spend. Workers sourced through Freelancer Management Systems (FMS) represented less than 1% of worker volume, however, this is expected to increase as buyer awareness of this model grows and as the market matures.  A high proportion of MSP providers offer contingent talent pool management (75%), however adoption across the market is limited with only 11% of workers being managed through a talent pool. This is expected to increase.  Worker tracking services are a core value element in MSP programs offered by approximately 90% of MSP providers and some providers indicated that these services are used in 100% of their client engagements. However, this category represents a small part of the market with 11% adoption by worker volume and where only half of these (6%) include timesheet services as part of the worker tracking.Click the link below to download the report: MSP Market Developments Part 2 20160824 - You do not have permission to view this object. […]

  • UK Professional Recruitment Trends July/ August 2016

    Placement growth - both temp and perm  - up in Finance and Marketing, but temp placements down in Engineering and IT Vacancies growth - both temp and perm - up in Finance and Marketing, but temp down in IT and Social work Salaries down overall - but Financial Services, IT, Engineering and Marketing show growth To download a copy of the report, please click on the link below: ProRecruitmentTrends2016_July_Aug - You do not have permission to view this object. […]

  • MSP Market Developments: Part 2

    In 2015, the Managed Service Provider (MSP) market represented $105 billion of spend under management and saw continued growth by an estimated 13% globally. The US still heavily dominates the global MSP market in terms of size of spend representing a 56% share, followed by the UK (13%) and Australia (3%). Growth is greatest in the Healthcare sector which is growing at more than triple the rate of the rest of the market and in new markets outside of the US. The latter is driven mostly by continued global expansions of pre-existing US and European programs. In 2015, client program spend size was well represented across all categories with 8% of buyer spend represented by programs in excess of $1 billion and 19% represented by contracts worth less than $50m. The majority of spend (68%) was represented by buyers from organizations with more than 10,000 employees. Pricing is still dominated by the percentage of spend model and funding continues to be mostly supplier funded. Over the next two years, SIA expect the Asia Pacific MSP market to grow the most, as firms with large and growing offshore operations look to increase visibility and improve process controls as they do so. Overall Global MSP growth could be somewhat dependent on the adoption of FMS technologies and how successfully MSP providers embrace the growing FMS market that offers new ways to direct source. The Vendor Neutral sourcing model still dominates the MSP space, with a 48% share of the market. MSP market growth by service is mostly driven by Statement of Work (SOW) activity, as well as increased direct sourcing approaches through a Contingent RPO model1. These are underpinned by significant technology developments improving sourcing process efficiency and improving visibility across contingent and service workers. SOW and Outsourced services now represents approximately 21% of the MSP market spend. Workers sourced through Freelancer Management Systems (FMS) represented less than 1% of worker volume, however, this is expected to increase as buyer awareness of this model grows and as the market matures.  A high proportion of MSP providers offer contingent talent pool management (75%), however adoption across the market is limited with only 11% of workers being managed through a talent pool. This is expected to increase.  Worker tracking services are a core value element in MSP programs offered by approximately 90% of MSP providers and some providers indicated that these services are used in 100% of their client engagements. However, this category represents a small part of the market with 11% adoption by worker volume and where only half of these (6%) include timesheet services as part of the worker tracking.Click the link below to download the report:   MSP Market Developments Part 2 20160824 - You do not have permission to view this object. […]

  • 35 Vendors Staffing Execs Recommend

    Key Findings: Staffing firm executives were asked: “Of all the vendors that you use -- including front-office and back-office software providers, job boards, background checking services, M&A, funding providers, etc. -- which are the top two vendors you would be most likely to recommend to a friend or colleague?” This was an open-ended question with no suggested answers. Thirty-five vendors were so endorsed and are listed in this report, along with selected respondent explanations for their recommendations. Vendors are ranked by the number of recommendations they received. Vendors had to be recommended by at least three staffing firm executives from different staffing firms to be included in this list. The vendors that received 10 or more recommendations were: LinkedIn, Bullhorn, CareerBuilder, Indeed, Monster, Salesforce.com, JobDiva, Dice, and ADP. The prominence of job boards among these most recommended firms is notable. Additionally, the following vendors received between 3 and 9 recommendations: JobAdder, SEEK, Bond International Software, Microsoft, Intuit Quickbooks, Avionte Staffing Software, Haley Marketing, erecruit, Xero, Wells Fargo, TalentWise, Global Cash Card, Broadbean Technology, Assurance Agency, ZipRecruiter, TFI Resources, TempWorks, Sterling Talent Solutions, Sage Software, PeopleNet, Insight Squared, Inavero, Google, Fieldglass, DiscoverOrg, and Akken. To access the complete report, please select the link below: Global Staffing Company Survey Recommended Vendors XX009 20160818 - You do not have permission to view this object. […]

  • The Human Cloud and Gig Economy: 2016 Update

    The “Human Cloud” is an emerging set of online/digital platforms that enable managers and workers to complete (typically contingent) work. We have formally defined three human cloud categories based on business model: online staffing platforms, online work services, and crowdsourcing.In 2015, companies processed between $25.6 and $28.6 billion in spend associated with the human cloud. By segment, online staffing platforms processed between $4.3 and $4.6 billion in spend, online work services firms processed between $20.6 billion and $23.2 billion in spend, and crowdsourcing firms processed between $0.7 and $0.8 billion in spend in 2015.In this report, we refer to “independent workers”, “contingent workers”, “freelancers”, and “talent”, which, in the context of this report, are terms all used to describe the same thing: individuals who complete work through human cloud platforms, regardless of their tax classification.Unless noted otherwise, all currency in this report is presented in US dollars.To access the report, please click the following link:   The Gig Economy and Human Cloud - 2016 Update - You do not have permission to view this object. […]

  • MSP Market Developments: Part 2

    In 2015, the Managed Service Provider (MSP) market represented $105 billion of spend under management and saw continued growth by an estimated 13% globally. The US still heavily dominates the global MSP market in terms of size of spend representing a 56% share, followed by the UK (13%) and Australia (3%). Growth is greatest in the Healthcare sector which is growing at more than triple the rate of the rest of the market and in new markets outside of the US. The latter is driven mostly by continued global expansions of pre-existing US and European programs. In 2015, client program spend size was well represented across all categories with 8% of buyer spend represented by programs in excess of $1 billion and 19% represented by contracts worth less than $50m. The majority of spend (68%) was represented by buyers from organizations with more than 10,000 employees. Pricing is still dominated by the percentage of spend model and funding continues to be mostly supplier funded. Over the next two years, SIA expect the Asia Pacific MSP market to grow the most, as firms with large and growing offshore operations look to increase visibility and improve process controls as they do so. Overall Global MSP growth could be somewhat dependent on the adoption of FMS technologies and how successfully MSP providers embrace the growing FMS market that offers new ways to direct source. The Vendor Neutral sourcing model still dominates the MSP space, with a 48% share of the market. MSP market growth by service is mostly driven by Statement of Work (SOW) activity, as well as increased direct sourcing approaches through a Contingent RPO model1. These are underpinned by significant technology developments improving sourcing process efficiency and improving visibility across contingent and service workers. SOW and Outsourced services now represents approximately 21% of the MSP market spend. Workers sourced through Freelancer Management Systems (FMS) represented less than 1% of worker volume, however, this is expected to increase as buyer awareness of this model grows and as the market matures.  A high proportion of MSP providers offer contingent talent pool management (75%), however adoption across the market is limited with only 11% of workers being managed through a talent pool. This is expected to increase.  Worker tracking services are a core value element in MSP programs offered by approximately 90% of MSP providers and some providers indicated that these services are used in 100% of their client engagements. However, this category represents a small part of the market with 11% adoption by worker volume and where only half of these (6%) include timesheet services as part of the worker tracking.Click the link below to download the report: MSP Market Developments Part 2 20160824 - You do not have permission to view this object. […]

  • 35 Vendors Staffing Execs Recommend

    Key Findings: Staffing firm executives were asked: “Of all the vendors that you use -- including front-office and back-office software providers, job boards, background checking services, M&A, funding providers, etc. -- which are the top two vendors you would be most likely to recommend to a friend or colleague?” This was an open-ended question with no suggested answers. Thirty-five vendors were so endorsed and are listed in this report, along with selected respondent explanations for their recommendations. Vendors are ranked by the number of recommendations they received. Vendors had to be recommended by at least three staffing firm executives from different staffing firms to be included in this list. The vendors that received 10 or more recommendations were: LinkedIn, Bullhorn, CareerBuilder, Indeed, Monster, Salesforce.com, JobDiva, Dice, and ADP. The prominence of job boards among these most recommended firms is notable. Additionally, the following vendors received between 3 and 9 recommendations: JobAdder, SEEK, Bond International Software, Microsoft, Intuit Quickbooks, Avionte Staffing Software, Haley Marketing, erecruit, Xero, Wells Fargo, TalentWise, Global Cash Card, Broadbean Technology, Assurance Agency, ZipRecruiter, TFI Resources, TempWorks, Sterling Talent Solutions, Sage Software, PeopleNet, Insight Squared, Inavero, Google, Fieldglass, DiscoverOrg, and Akken. To access the complete report, please select the link below: Global Staffing Company Survey Recommended Vendors XX009 20160818 - You do not have permission to view this object. […]

  • The Human Cloud and Gig Economy: 2016 Update

    The “Human Cloud” is an emerging set of online/digital platforms that enable managers and workers to complete (typically contingent) work. We have formally defined three human cloud categories based on business model: online staffing platforms, online work services, and crowdsourcing.In 2015, companies processed between $25.6 and $28.6 billion in spend associated with the human cloud. By segment, online staffing platforms processed between $4.3 and $4.6 billion in spend, online work services firms processed between $20.6 billion and $23.2 billion in spend, and crowdsourcing firms processed between $0.7 and $0.8 billion in spend in 2015.In this report, we refer to “independent workers”, “contingent workers”, “freelancers”, and “talent”, which, in the context of this report, are terms all used to describe the same thing: individuals who complete work through human cloud platforms, regardless of their tax classification.Unless noted otherwise, all currency in this report is presented in US dollars.To access the report, please click the following link: The Gig Economy and Human Cloud - 2016 Update - You do not have permission to view this object. […]

  • Global Engineering Report 2016

    We estimate the scale of the global engineering staffing market in 2015 was $26.4 billion. Europe is the largest regional market, with a 39% global share, followed by North America at 34% and Asia/Pacific at 21% We estimate that 20 firms generated at least 100 million in temporary engineering staffing revenue in 2015, for a total of $11.1 billion, or 42% of the global market. The five largest firms control about 20% of the market. Independent contractors (ICs) are utilised to a greater extent in engineering than in many other staffing segments including finance & accounting, clinical/scientific and commercial.   To download this report, please click on the link below. Global Engineering Report 20160817 - You do not have permission to view this object. […]