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Global Daily News

  • Korn Ferry reports executive search revenue flat in fiscal Q2

    Executive search fee revenue was roughly flat at Korn Ferry International Inc. (NYSE: KFY) in the fiscal second quarter ended Oct. 31. However, revenue in its Futurestep division rose 12.5%, and top line fee revenue got a boost with the acquisition of the Hay Group in the third quarter of last year. As a result, total fee revenue rose 43.2% in Korn Ferry’s second quarter. (US$ thousands) Q2 2017 Q2 2016 % growth Fee revenue $401,917 $280,600 43.2% Net income $31,056 $17,971 72.8% Fee revenue by segment and geography (US$ thousands) Q2 2017 Q2 2016 % growth Executive search       North America $92,732 $92,788 -0.1% Europe, the Middle East, Africa $34,799 $36,570 -4.8% Asia Pacific $19,470 $20,998 -7.3% Latin America $9,247 $6,116 51.2% Total executive search $156,228 $156,472 -0.2% Hay Group $188,842 $73,602 156.6% Futurestep $56,847 $50,526 12.5% Quote"Fee revenue by segment and geographyGlobally, total new business in November finished up 2% year over year,” CFO Bob Rozek said in a conference call with analysts. “If historical patterns remain consistent with prior years, December new business is expected to be seasonally weaker. It should be followed by a stronger January.” Share price and market capShares in Korn Ferry rose 1.40% to $27.57 in late morning trading today and the company had a market cap of $1.6 billion, according to Yahoo! […]

  • US job openings little changed in October

    The number of US job openings in October edged down 1.7% from September to 5.4 million, according to seasonally adjusted numbers released today by the US Bureau of Labor Statistics. The number of hires also fell 2.2% from September.The job openings rate — a measure of job openings compared with total employment — remained at 3.7% in October from September.MarketWatch reported job openings hit an all-time high earlier this year, but quits haven’t regained the highs they touched before the Great Recession. The jobless rate fell to a nine-year low in November, and many economists believe the economy is at or near full employment. […]

  • IT leaders expect increased hiring, but salary growth rates to slow

    The majority of IT leaders expect both their full-time and contingent workforce teams to grow or remain the same, according to TEKsystems’ annual IT Forecast research. However, just one-third expect to increase salaries in 2017.Hiring expectations for both full-time roles and contingent staff have increased steadily since 2015, with 2% bumps for each compared to the prior year.According to the survey, contingent IT staff comprise 20% of IT personnel this year, but that is expected to rise to 24% in 2017.The survey found 43% of IT leaders expect to increase contingent IT staff next year, up from 41% who planned to increase staff in the 2016 survey. However, 13% now plan to decrease contingent IT staff next year compared to 8% going into 2016. Forty-four percent expect contingent hiring to stay the same in 2017, down from 51% in the same survey last year.For full-time staff, 45% expect hiring to increase next year, up from 43% in last year’s survey.Forty-two percent of IT leaders expect programming and development talent to be the most difficult-to-find skills next year. Networking and security skills hold the second and third most difficult-to-fill positions this year, according to 29% and 28% of IT leaders, respectively. Despite rank order, the percentage of IT leaders who feel this way has declined since 2016, with networking down 8% and security down 17%.On average, just 36% of IT leaders expect to increase salaries in 2017. This is quite low, and could stand in the way of companies trying to attract IT talent, according to the report.“Given the competitiveness of the IT labor market, it is important for companies to evaluate the compensation packages they offer IT talent,” the report stated. “Many organizations are relying on rate cards from several years ago, and the IT segment is suffering a degree of wage stagnation.”The survey found 2017 budget expectations rebounded and are closer to the level of expectations reported in 2015, Forty-nine percent expect their organization’s IT budget to increase, up from 37% in the 2016 forecast; 39% of IT leaders expect budgets to stay the same, down from 51% last year. Those expecting a decrease remained at 12%.“Overall the picture looks good for tech heading into 2017,” said TEKsystems Research Manager Jason Hayman. “Budgets are up and IT departments are expecting to be able to support overall organizational demands at a high level while also being able to support business growth. It appears that some of the heavy lifting in helping other departments realize some larger scale digital transformation is over and they can concentrate on preparing for the next stages of development within their organizations. This may contribute to the shift in more staff augmentation and managed services as a labor model, where they have the ability to control and have oversight on more of their application development and project management than before.”TEKsystems, part of the Allegis Group, is the largest IT staffing firm in the US. The online survey was conducted in October 2016 and included more than 700 North American IT leaders — CIOs as well as IT VPs, directors and hiring managers. […]

  • Salaries to rise for accounting/finance and IT in Chicago, South Florida

    Expect salaries for accounting, finance and IT professionals in the greater Chicago and south Florida markets to increase in the coming 12 months, according to the 2017 Salary Guides released by staffing provider Brilliant. The research expects salaries in the coming year to increase by an average of 3% for accounting and finance roles, and closer to 4% for IT positions.“The accounting, finance and IT professions continue to evolve at a rapid pace as new technologies emerge and impact roles, markets and regulations everywhere,” said Brilliant CEO Jim Wong.Accounting, finance and IT professionals, especially, are at a greater advantage in the current corporate climate because their skill sets and experience are in high demand — resulting in higher salaries, according to Brilliant.“We anticipate 2017 to see an increase in salaries for accounting, finance and IT professionals, across many job functions and levels,” Wong said. […]

  • World – European Union approves Microsoft-LinkedIn deal

    The European Union approved Microsoft's $26 billion acquisition of LinkedIn Corp. yesterday, after the software giant agreed to safeguards to assuage antitrust concerns.The European Commission, the bloc's executive arm, said it was clearing the deal on the condition that, post-merger, Microsoft allowed other professional networking sites access to its Office programs for the next five years. The EU also stated that it must also grant computer manufacturers the option not to install the LinkedIn shortcut on desktop devices."A growing number of Europeans subscribe to professional social networks. Today's decision ensures that Europeans will continue to enjoy a freedom of choice between professional social networks," EU antitrust chief, Margrethe Vestager, said.Microsoft announced its deal with LinkedIn in June. In November, Microsoft offered its Outlook programs to the EU to win approval for the deal.The EU's approval deals a blow to Salesforce Inc., which lost out to Microsoft in the bidding for LinkedIn. It argued that Microsoft would gain an unfair advantage over competitors through its access to LinkedIn's vast pool of data.However, the EU said it was unlikely the deal would allow Microsoft to shut competitors such as Salesforce, Oracle and SAP out of the customer relationship management market. It ruled that access to the full LinkedIn database was inessential to compete in the market.To win EU approval, Microsoft also agreed to allow rival social networks to access Office's application programming interfaces, which allow discrete programs to communicate with each another.Among other things, the measures proposed by Microsoft will allow for the display of profiles from sites other than LinkedIn in a calendar entry of a meeting.In addition, the EU said Microsoft must allow rival networks access to Microsoft Graph, a program used to build applications that can tap data in the Microsoftcloud.&nbs […]

  • Slovenia – Employers urge government to reduce tax burden and make labour laws more flexible

    Slovenian business representatives have called on the government to reduce tax burdens on employers, make labour laws more flexible and to tackle red tape for continued growth in the future, reports the Slovenian Press Agency.The business representatives, who come from different companies across the country, argued that unless effective measures were taken, the country could face a skills shortage crisis in the near future. They have said that without a reduction in tax, businesses would not be able to adequately compensate and reward their staff, especially the higher skilled employees. Moreover, businesses would not be able to attract foreign workers or keep younger workers from moving abroad for jobs.Miro Smrekar, Country Manager of Adecco Slovenia, told the Slovenian Press Agency that he expects the government to come up with concrete measures of how to keep competent employees from leaving the country. He warned of a huge staff shortage in Slovenia in the coming years and that it would not be possible to tackle it without better staffing policies. Other employers called for better investment policies to boost growth, reducing administrative barriers and for more flexible labour legislation. […]

  • Sweden – Country needs immigrants to solve labour shortages (SVT Nyheter)

    Sweden needs 64,000 immigrants annually if it wants to prevent labour shortages from impeding economic growth, reports SVT Nyheter.Sweden’s employment agency (Arbetsförmedlingen) director general Mikael Sjöberg has stated that a labour shortage will start to hurt Sweden’s growth as early as next year before becoming an increasing problem thereafter, as employers in the private and public sector struggle to find people with the right skills. He said that a decreasing local-born population means immigration will be needed to solve the shortage. The agency stated that part of the reason for Sweden’s situation is that the demand for goods and services has remained high as the country escaped relatively unscathed from the global economic crisis compared to other nations. […]

  • UK – Professional salaries in London set to increase in 2017

    Average starting salaries for professional roles in finance and accounting, financial services, technology and administration in London will grow by 1.9% in 2017, according to the Robert Half 2017 Salary Guide.Starting salaries for accountancy and finance roles are predicted to rise on average by 2% across 100+ positions in SMEs and large businesses across the capital.The most difficult areas to recruit for, according to London based CFOs, are for roles in payroll (25%). This is reflected in higher than average predicted salary rises for London based financial planning and analysis managers (5.8%), and project accountants (4.9%). However, CFOs in large companies will see the biggest increases (6.8%). Salary rises for compliance roles range from 1.4% for compliance managers to 3.0% for compliance associates.Salaries are predicted to continue rising for finance and accounting professionals across the board and businesses are eager to hire candidates with the right cultural fit along with technical expertise and experience. Part-qualified candidates looking to advance their careers with the same company are seeing their starting salary offers increase.“Competition for the best people is intensifying and as this year’s guide demonstrates, salaries for hard to fill roles continue to rise and outpace the average salary by a significant margin,” Matt Weston, Director, London, Robert Half UK, said. […]

  • Japan – Artner revenue up 7%

    Japanese recruitment firm Artner (2163: JP) reported revenue yesterday for the nine months ending 31 October 2016 of JPY 3.85 billion (USD 33.7 million), an increase of 7.4% compared with JPY 3.59 billion (USD 29.1 million) during the same period last year.    9 months ending 31 Oct 2016 USD 9 months ending 31 Oct 2015 USD Change Revenue JPY 3.85 billion 33.7 million JPY 3.59 billion 29.1 million 7.4% Operating Income JPY 420 million 3.6 million JPY 381 million 3.0 million 10.1% Net Income JPY 282 million 2.4 million JPY 236 million 1.9 million 19.4% The company provides employment recruitment services across Japan. It offers permanent, temporary, and contract staffing services.In addition to recruitment services, Artner is also involved in the provision of mechanical design, electrical and electronic design, software, and chemical and bio-based research and development services.Artner also forecast revenue for the year ending January 2017 with revenue of JPY 5 billion (USD 43.8 million).In trading today, Artner Co Ltd closed at JPY 1,290.00 (USD 11.3), up 1.74% on the day and 13.89% below its 52-week high of JPY 1,498.00 (USD 13.1), set on 7 December 2015. Based on its current share price the company has a market value of JPY 3.32 billion (USD 29.1 million). […]

  • World – Asia leads the world in real wage growth, Korn Ferry study finds

    According to a forecast issued by the Hay Group division of Korn Ferry, workers around the world are expected to see real wage increases of 2.3%, adjusted for inflation, down from last year’s prediction of 2.7%. The highest real wage growth is in Asia where real wages are expected to increase by 4.3%.Korn Ferry’s forecast also found that in Asia, salaries are predicted to increase by 6.1%, down 0.3% from last year and 0.7% from the year prior.Among the countries, the largest real wage increases are forecast in Vietnam (7.2%), Thailand (5.6%), Indonesia (4.9%) and India (4.8%). The biggest change in Asia is in China, where real wages increases are down nearly 2.5%, from 6.3% in 2016 to 4% in 2017, reflecting lower growth predictions for the year ahead."Although not as high as last year when we saw a three-year high, there are still positive real wage gains across the globe," said Benjamin Frost, Korn Ferry Hay Group Global Product Manager. "In addition to predicted salary increases, inflation is relatively low in most countries, which has a positive impact on real wages."Among the regions worldwide, Africa saw the slowest real wage growth with a real wage increase of 0.7%."Asia continues to drive growth in wages globally as companies look set to increase pay across the board," Frost said. "However, the global labour market is in flux as slower economic growth in mature economies keeps a check on pay rises. In emerging economies, upskilling workers is crucial for companies to maintain a competitive advantage, and those skilled employees can expect to see wages rise as talent shortages in certain regions drive salaries up." […]

  • Japan – Recruit Holdings to see boost in operating profit from accounting switch next year (Nikkei Asian Review)

    Japanese staffing firm Recruit Holdings expects to see an increase of JPY 50 billion (USD 438 million) in operating profit when it switches to international accounting standards in the year ending March 2018, reports Nikkei Asian Review. The firm acquired a number of businesses in the past year, including USG People and SimplyHired, accruing goodwill in the process. Since international accounting standards do not require regular amortization of goodwill, which is the difference between the purchase price and the fair assessment value of the acquired business, the switch will reduce Recruit's financial burden.&nbs […]

  • Singapore – Employment scam mastermind jailed for 42 months

    The Ministry of Manpower in Singapore has permanently barred a man from employing foreign workers after he was sentenced yesterday by the state courts to 36 months imprisonment for fraudulently obtaining work passes for 37 foreign workers for a company that was not in operation, and to 24 weeks’ imprisonment for collecting kickbacks from them to prevent their work passes from being cancelled.The man, 53-year-old Singaporean, Mui Chee Mun (MuiMui) was described by the Ministry as the mastermind of the employment scam. He was charged with a total of 74 countsunder the Employment of Foreign Manpower Act. He pleaded guilty to the charges on 18 August 2016.“The accused had devised an elaborate scam to cheat the Ministry of Manpower to approve work passes for work that was non-existent, and subsequently profited by collecting kickbacks from the foreign workers,” Kandhavel Periyasamy, director of the Employment Inspectorate at the Ministry’s Foreign Manpower Management Division, said. “These are serious offences as they severely undermine our work pass controls. We will continue to investigate and take strong enforcement action against such individuals.&rdquo […]

Latest Research

  • Workforce Solutions Buyers Survey - Satisfaction with Staffing Supplier VMS MSP and Advice to Staffing Firms

    Key Findings We asked companies: “How likely are you to recommend your organization’s primary staffing supplier/VMS/MSP to a friend or colleague?” Response options ranged from 0 (not likely) to 10 (very likely). The average response for staffing supplier was 7.30; the average response for vendor management system (VMS) was 6.98; the average response for managed service provider (MSP) was 6.86. Definitions of VMS and MSP appear on page 13. The net promoter scores (NPS) for staffing supplier, VMS, and MSP, were 0%, 1%, and -6%, respectively. From 2011 to 2016, the trend for VMS and MSP has shown a decreasing trend in NPS, while the trend for staffing supplier has been less apparent. We asked companies to rate the importance of four factors—cost, quality, efficiency and risk—when evaluating their staffing supplier. While all four factors were broadly rated as at least moderately important, it is notable that “quality” was rated very important or extremely important by 96% of respondents, giving it priority over the other factors. We invited companies to share their most important piece of advice that they would give to staffing firms to improve buyer satisfaction. Respondents were given the option to share an open-answer text response. Selected quotes from these text responses appear on pages 9 through 12. The most common topics mentioned in these buyer comments were quality of workers provided, understanding client needs, and strategic partnership/data visibility. To download the complete report, please select the following link:  WS Buyers Survey 2016 - NA - Satisfaction with staffing supplier VMS MSP and advice to staffing firms - You do not have permission to view this object. […]

  • December US Jobs Report

    Event: On a seasonally adjusted basis, total nonfarm employment increased by 178,000 and the unemployment rate showed an appreciable decline of 24 basis points to 4.64% in November, according to the U.S. Bureau of Labor Statistics (BLS) in its monthly jobs report. Temporary help services employment rose 0.48% in November, adding 14,300 jobs. The temporary penetration rate gained one basis point, to 2.05%, nearing its all-time high of 2.06% in December 2015.  Background and Analysis: On a year-over-year (y/y) basis (November 2016 over November 2015), total nonfarm employment was up 1.6%, and monthly job gains have averaged approximately 188,000 over the past 12 months. Temporary help employment was up 1.9% y/y, with monthly job gains averaging approximately 4,700 over the past 12 months. In addition to the increase in temporary help, the economic sectors that most drove total nonfarm employment growth in November included professional services (excluding temporary help, +48,700), healthcare & social assistance (+34,700), and leisure & hospitality (+29,000). Declines for the month were seen in information (-10,000), retail trade (-8,300) and manufacturing (-4,000).BLS Revisions: The change in total nonfarm payroll employment for September was revised from +191,000 to +208,000, and the change for October was revised from +161,000 to +142,000. With these revisions, total nonfarm employment gains during the two-month period were 2,000 lower than previously reported.The change in temporary help services employment for September was revised from +31,000 to +33,600, and the change for October was revised from +6,400 to +7,300. With these revisions, temporary help employment growth was 3,500 greater than previously reported..Staffing Industry Analysts’ Perspective: Though total nonfarm job gains were essentially in-line with consensus expectations for November, the y/y trend decelerated again this month, and stands at the slowest rate since early-2013. On a more positive note, the unemployment rate hit a new low for the cycle, five basis points below the previous trough set in May of this year, partially aided by a sequential decline in the labor force participation rate.Growth in professional services employment continues to be driven largely by administrative & support services (+36K), with accounting and bookkeeping services (+18K) also providing a boost in November. Construction had another month of healthy jobs growth (+19K), having now added 59K jobs over the past three months, primarily in residential building. Manufacturing, conversely, remains a headwind among goods-producing sectors, having contracted on a y/y basis for nine consecutive months.Temporary help was among the brighter spots in this month’s report, as the sector added jobs well in excess of its trailing-twelve-month average. The y/y trend has improved notably in the second half of 2016, with the growth rate more than doubling since the recent low in June. This has boosted the temporary penetration rate back near all-time highs, in a similar pattern to that exhibited over the second half of last year. With the noise of the election season behind us, and GDP growth in Q3 reaching the fastest pace in two years, we may see rising business confidence manifest in stronger hiring over the next several months.Corporate Member subscribers may download employment figures in greater detail from a link that will appear below:   Monthly Employment Situation Decmber 2016 - You do not have permission to view this object. […]

  • Gross Margin and Bill Rate Trends: December 2016

    Key Findings: This report lists gross margin for 16 publicly traded staffing companies that do business in the United States (US). Among the 16 companies in our report, 2015 gross margin ranged from 15.2% to 41.5%, with an average of 24.8%. Unless stated otherwise, gross margin was based on the entire company’s business; companies with more direct hire business were likely to have higher gross margins. Only five of the 16 companies reported their greatest annual gross margin after 2008 over the period tracked in our table (2004-2015) on page 4. Only two companies reported their greatest gross margin after 2010. One reason margins are generally not back to pre-recession levels (2007) is that the direct hire market (unlike the temporary staffing market) has still not recovered to pre-recession levels. Though gross margins have generally not fully recovered to 2007 levels, there has been recent improvement. The year-over-year (y/y) increase of 33 basis points in 2015 was the first meaningful annual growth seen since 2010.However, 3Q16 showed some softening of the recent trend, as 11 of the 16 firms reported a contraction in gross margin, at an average of 35 basis points. The Producer Price Index released by the US Bureau of Labor Statistics indicates y/y increases in the bill rate for temporary staffing of industrial workers have been trending in the range of 4.5%-5.1% throughout 2016. For the three years through late-2015, the bill rate index for temporary staffing of office/clerical positions remained range-bound between 1% and 3%. After declining to 0% in the first quarter of 2016, office/clerical bill rate growth has since spiked and is currently rising at an annual rate of 4.5%. To download the full report, click below:   Gross Margin and Bill Rate Trends December 20161201 - You do not have permission to view this object. […]

  • Branch and Staff Benchmark Ratios

    Key Findings: This report is based on responses to the following survey question: “Approximately how many of each of these does your staffing firm have? # Temporary Workers Out on Assignment  # Internal Staff  # Branches” For the purposes of this analysis, data was restricted to responses from staffing firms primarily selling temporary labor; those primarily focused on direct hire or other services were excluded. Temporary workers/branch. The median number of temporary workers/branch reported by recipients was 105, with a mid-range -- from the 25th percentile to the 75th percentile -- of 50 to 200. Commercial firms reported higher such ratios than professional firms, and larger firms reported higher ratios than smaller firms. Temporary workers/internal staff. For temporary workers/internal staff, the median reported by recipients was 10, with a mid-range of 5 to 20. Likewise, commercial firms reported higher such ratios than professional firms, and larger firms reported higher ratios than smaller firms. Internal staff/branch. The median number of internal staff/branch reported by recipients was 9, with a mid-range of 5 to 19. In this case, commercial firms reported lower such ratios than professional firms, though larger firms again reported higher ratios than smaller firms. To access the complete report, please select the link below: North America Staffing Company Survey Three benchmark ratios XX020 20161129 - You do not have permission to view this object. […]

  • 2017 Financial Calendar

    Find the dates when your competitors or suppliers are announcing their results. Get an idea how they are doing and if the sector is set fair for 2016 or whether global economic factors are having a negative impact.The spreadsheet below is formatted to be uploaded into the Outlook Calendar. Save the file to your desktop without opening itOpen Outlook if necessaryCreate a new calendar (right click on the existing calendar icon) in the folder view.Go to File – Open & Export – Import/ExportSelect Import from another program or file.Select Comma Separated Values (DOS)Select the file to import from your desktopAllow duplicates to be createdSelect the new calendar created in step three.Hit the finish button.The instructions are for Outlook 2013.To download the spreadsheet, click below: Results Calendar - You do not have permission to view this object. If you have any updates, changes or new information, or a problem with the process above please don’t hesitate to contact me via the email address to the right. […]

  • UK Professional Recruitment Trends October / November 2016

    Placements growth - both perm and temp placements up in Marketing while both down in Engineering. Vacancies growth - both temp and perm up in Finance, but down in IT. Salaries down slightly overall, however Marketing, IT, Financial Services and Engineering show growth. To download a copy of the report, please click on the link below: ProRecruitmentTrends2016_Oct_Nov2016 - You do not have permission to view this object. […]

  • VMS Market Part 3: Differentiators

    The purpose of this report is to highlight where demonstrated differentiation exists across providers. The criteria used to assess VMS provider capability and maturity are grouped into the categories below.VMS Functionality and Technical CapabilityThis is evaluated as product completeness and quality to support: Core functionality maturity: through demonstration of functionality and evidence of client uptake to support vendor management processes (refer to Appendix I) with specific critera for supplier management, statement of work and direct sourcing (to support Direct Sourcing and Contingent RPO) Enabling functionality maturity: through user interface, workflows, single sign-on and user administration offerings including delegations, contextual menus/search and flexibility of widget design and user defined menus, reporting capability including ad hoc reporting, trend reporting, document storage, CRM capability, ability to build in tolerances and report alerts, ability to save favorites, drill down capability of reporting and ability to export to various applications. Specific criteria defined for usability/mobile, analytics and benchmarking. Product support and development maturity: technical service levels and system availability, online developer community, disaster recovery plans, version and release management processes, quality processes including development/test/production system offerings, bi-directional API’s with partner products, availability of implementation roadmaps and guides, product development processes and level of engagement with user groups, implementation and training material, implementation certification programs and integration partners including offering visibility and input in roadmap development and evidence of innovation and upcoming investment plans. Ability to Scale This criterion is assessed using evidence of client penetration in each supported geography combined with the localisation offering of the product. Breakdowns include North America, EMEA (Europe, Middle East and Africa) and Asia Pacific, as defined in the Appendix. Unlike previous reports where this was measured primarily in terms of spend under management, in this and future reports the breadth of geographical reach is assessed based on the number of countries in which the vendor is currently delivering VMS services. Note that Latin America is not featured due to the current immaturity of the market. Capability to support different size programs is also assessed using evidence of number of clients.Strategic Alignment to Wider BusinessThis is defined as maturity of functionality that best supports more strategic client talent objectives like total talent acquisition and strategic workforce planning functionality.Market Success and CollaborationMarket momentum is assessed through evidence of size and number of new VMS clients in the last 12 months as well as growth level above/below market average, cross-checked with financial growth. Collaboration is assessed through the sophistication of a vendor’s partnership approach to include process for partner due diligence, onboarding partners, certification of partners, productizing standard interfaces with named applications, types of partners, evidence of use of partners across the client base.Note that a review of client satisfaction through reference checking and cost to deliver – while part of our future differentiator roadmap -were not part of the process at this time and, as such, these scores do not take these issues into account.A total of 17 VMS providers submitted sufficient information to qualify for inclusion in this report. We believe this report is the most comprehensive on the VMS market with the greatest coverage of providers. Further, SIA are constantly working to encourage new participants to join. VMS participants for this year’s report included: 3 Story Software (a division of Hays) Agile•1 Beeline (a division of Adecco) Brainnet Connecting-Expertise (a division of Recruit) DCR Workforce DirectSkills Econometrix (a division of ManpowerGroup) IQNavigator iSymphony Medefis (a division of AMN Healthcare) Nétive VMS PeopleFluent VMS PIXID PRO Unlimited Shiftwise (a division of AMN Healthcare) Work Nexus (a division of Superior Group) Click the link below to download the report: VMS Market Developments Part 3 20161125 - You do not have permission to view this object. […]

  • A Look At the Workforce Environment in the UK

    Key Findings: The UK staffing market has the highest penetration of temporary workers in the world, with between 4% and 5% of the workforce employed on temporary staffing agency contracts — double the rate found in the US. It has a relatively high proportion of temporary staff working in highly paid, senior professional sectors and is highly fragmented with no dominant market leaders. The UK staffing market is relatively deregulated with no significant barriers to either providing or using temporary agency workers.  On 23 June 2016, the UK electorate voted in a referendum to leave the European Union (EU), a decision (referred to as “Brexit”). The decision has resulted in recent volatility in the value of the pound meaning economic prospects for the UK are unpredictable, as uncertainty surrounds the UK’s relationship with the EU and the wider world pending the outcome of negotiations for the UK’s withdrawal from the EU which is set to take place in December 2018. To download this report click below: A Look at Workforce Environment_UK_Final_11232016 - You do not have permission to view this object. […]

  • Largest Staffing Firms in India 2016

    We calculate that the Indian Staffing Market was worth INR 272 billion (USD 4.2 billion) in 2015. Broken down between temporary agency work 85%, permanent recruitment 15% The market is relatively fragmented with the market leader Mumbai-headquartered TeamLease having just over 7% of total revenue, followed by newly listed Quess and Adecco. Overall the top ten companies have a 35% market share with the remaining 20,000 companies generally split between one city, one industry, or with one client.This report includes information on the composition of the market,opportunities and threats presented by the market, the trend towards HR solutions in India, demographics and states, sectors and market fragmentation. In addition to the top fifteen list, we also provide a directory of other Indian providers drawn from the members roll of the Indian Staffing Federation (ISF), the Executive Recruiters Association (ERA), and the Association of Executive Search Consultants (AESC).This report should be read in conjunction with our Indian Staffing Company Survey and you may find the Indian Staffing Federation Indian Flexi Staffing Industry Research Report of interest.To download the full report, please click below: Largest Companies in India 2016 - You do not have permission to view this object. […]

  • VMS Market Part 3: Differentiators

    The purpose of this report is to highlight where demonstrated differentiation exists across providers.  The criteria used to assess VMS provider capability and maturity are grouped into the categories below.VMS Functionality and Technical CapabilityThis is evaluated as product completeness and quality to support: Core functionality maturity: through demonstration of functionality and evidence of client uptake to support vendor management processes (refer to Appendix I) with specific critera for supplier management, statement of work and direct sourcing (to support Direct Sourcing and Contingent RPO) Enabling functionality maturity: through user interface, workflows, single sign-on and user administration offerings including delegations, contextual menus/search and flexibility of widget design and user defined menus, reporting capability including ad hoc reporting, trend reporting, document storage, CRM capability, ability to build in tolerances and report alerts, ability to save favorites, drill down capability of reporting and ability to export to various applications. Specific criteria defined for usability/mobile, analytics and benchmarking. Product support and development maturity: technical service levels and system availability, online developer community, disaster recovery plans, version and release management processes, quality processes including development/test/production system offerings, bi-directional API’s with partner products, availability of implementation roadmaps and guides, product development processes and level of engagement with user groups, implementation and training material, implementation certification programs and integration partners including offering visibility and input in roadmap development and evidence of innovation and upcoming investment plans. Ability to Scale This criterion is assessed using evidence of client penetration in each supported geography combined with the localisation offering of the product. Breakdowns include North America, EMEA (Europe, Middle East and Africa) and Asia Pacific, as defined in the Appendix. Unlike previous reports where this was measured primarily in terms of spend under management, in this and future reports the breadth of geographical reach is assessed based on the number of countries in which the vendor is currently delivering VMS services. Note that Latin America is not featured due to the current immaturity of the market. Capability to support different size programs is also assessed using evidence of number of clients.Strategic Alignment to Wider BusinessThis is defined as maturity of functionality that best supports more strategic client talent objectives like total talent acquisition and strategic workforce planning functionality.Market Success and CollaborationMarket momentum is assessed through evidence of size and number of new VMS clients in the last 12 months as well as growth level above/below market average, cross-checked with financial growth. Collaboration is assessed through the sophistication of a vendor’s partnership approach to include process for partner due diligence, onboarding partners, certification of partners, productizing standard interfaces with named applications, types of partners, evidence of use of partners across the client base.Note that a review of client satisfaction through reference checking and cost to deliver – while part of our future differentiator roadmap -were not part of the process at this time and, as such, these scores do not take these issues into account.A total of 17 VMS providers submitted sufficient information to qualify for inclusion in this report. We believe this report is the most comprehensive on the VMS market with the greatest coverage of providers. Further, SIA are constantly working to encourage new participants to join. VMS participants for this year’s report included: 3 Story Software (a division of Hays) Agile•1 Beeline (a division of Adecco) Brainnet Connecting-Expertise (a division of Recruit) DCR Workforce DirectSkills Econometrix (a division of ManpowerGroup) IQNavigator iSymphony Medefis (a division of AMN Healthcare) Nétive VMS PeopleFluent VMS PIXID PRO Unlimited Shiftwise (a division of AMN Healthcare) Work Nexus (a division of Superior Group) Click the link below to download the report: VMS Market Developments Part 3 20161125 - You do not have permission to view this object. […]

  • Workforce Mix Modeling

    IntroductionAs the Global 2000 continues to explore opportunities to optimize the make-up of their workforce, a bottom-up framework of modeling job title-level decision-making can provide insights as to whether a company is getting the most from its workforce without assuming unnecessary costs or risks. Considering the relative newness of some worker types, it is not surprising that workforce mix optimization is still taking shape as both art and science. Regardless of current levels, many companies are projecting contingent workforce growth. Therefore, modeling efforts must account for as many priority factors as is practical, for what is most easily measurable (e.g. cost) may not be what is most important in the end.Such an undertaking requires forethought and consideration for those constituents expected to complete the job title-level information in a timely and accurate manner. With little doubt, many recipients are likely to see this task as additional work, no matter how short it is.Furthermore, some constituents are likely to look upon such an exercise with suspicion, potentially tainting the validity of their input. Whether these concerns are reasonable or not, managing such perceptions should be taken seriously.Workforce mix modeling is a beginning step in making trade-offs and decisions around optimum use of contingent work in your organization. Program owners need to consider both straightforward factors such as cost and softer factors around things like learning curve, position volatility, intellectual property risks, customer interactions, etc.Taking the time to model workforce mix from the bottom up can yield significant payoffs. Getting the most from one’s workforce is a critical success factor for most companies.Organizations are realizing that a hands-on, holistic approach is required in order to attain the purported benefits of employing contingent workers.Bottom up makes a lot of sense for high volume roles in the organization where there is a clear choice of contingent/perm based on the workforce mix action plan and other strategic considerations relating to the talent segmentation, corporate priorities and labor market availability.To download our full report, please click below: Workforce Mix Modeling 20161117 - You do not have permission to view this object. […]

  • Global Staffing Market Forecast

    SIA forecasts that the global staffing market worth $431 billion (€369 billion) in 2016 will grow 5% in 2017 on a constant currency basis.Fifteen countries represent 89% of global staffing revenue and, of these, we predict that China will see the strongest growth and Brazil the weakest.Global GDP is set to rise from 2.4% in 2016 to 2.8% in 2017, but this masks varieties in the principal staffing markets from 0.8% in the UK to 7.5% in China.Forecasting is always difficult but the auguries for next year are particularly difficult to read given the uncertain impact of Brexit and the American presidential elections.Please note we define “staffing” revenue as revenue generated from the provision of temporary workers to business clients, as well as from “place & search” services (direct hire/permanent placement and retained search).To download the full report, click below: Global Staffing Market Forecast 20161114 - You do not have permission to view this object. […]