Global Daily News

  • Trump picks restauranteur for Labor Secretary

    President-elect Donald Trump will nominate CKE Restaurants CEO Andy Puzder to head the Department of Labor. CKE is the parent company of fast food restaurants Carl’s Jr. and Hardee’s.“Andy Puzder has created and boosted the careers of thousands of Americans, and his extensive record fighting for workers makes him the ideal candidate to lead the Department of Labor,” President-elect Trump said. “Andy will fight to make American workers safer and more prosperous by enforcing fair occupational safety standards and ensuring workers receive the benefits they deserve, and he will save small businesses from the crushing burdens of unnecessary regulations that are stunting job growth and suppressing wages.”MarketWatch reported Puzder previously talked up the benefits of replacing real human workers with technology and is opposed to raising the salary threshold for overtime pay.The move was lauded by the National Federation of Independent Business.“Small business owners are pleased that someone who knows what it takes to manage a successful company has been nominated to oversee the Department of Labor,” NFIB President and CEO Juanita Duggan said in a statement. “Many NFIB members are franchisees, a business model that was under attack during the Obama administration. Andy Puzder understands how these actions and other labor regulations directly harm American entrepreneurs and family businesses.”The NFIB has multiple lawsuits against Department of Labor regulations, and Duggan said it’s hoped that Puzder will take immediate action to halt what it sees as regulatory overreach if he is confirmed.However, Puzder’s nomination did not sit well with unions.“He doesn’t support measures that would help families who work hard build a better life, such as the overtime rule, which would put more money in the pockets of millions of workers for the extra work they do,” SEIU International President Mary Kay Henry said in a statement. “He wants machines to replace workers because robots ‘never take a vacation’ – even though robots can not ever replace the work that people do. He has stood with Republican congressional leaders who want to repeal the Affordable Care Act — even though his underpaid workers and millions of working Americans depend on it for healthcare.”Democratic leader Nancy Pelosi was also critical of the pick. “American families need a Labor Department that stands up for workers’ wages, retirement security and safety, not one focused on reducing their pay,” Pelosi said. “Andy Puzder has a long record of fighting against the wages of working families.&rdquo […]

  • Vaco Healthcare acquires two firms

    Vaco Healthcare, the healthcare IT division of staffing provider Vaco, acquired two firms: Seattle-based Pivot Point Consulting and Greythorn, based in Bellevue, Wash. The firms provide electronic health record implementation, training, optimization, legacy and go-live support, project management and strategic advisory services.The acquisitions closed Dec. 1; terms were not disclosed.Vaco also announced its new healthcare IT services firm — Pivot Point Consulting, a Vaco Company — will launch on Jan. 2. The new firm counts more than 50 employees and 250 consultants nationwide. It has offices in Nashville, Seattle, Chicago and Denver.“Expanding our team to include Pivot Point and Greythorn enhances Vaco’s extensive healthcare network and nationwide scale with award-winning expertise and accreditation,” said Vaco Healthcare Managing Partner Matt Simpson. “We are excited to offer our clients even more in the way of consulting, contract and direct-hire solutions.”Pivot Point Consulting is a healthcare IT consulting firm providing implementation, staff augmentation and advisory services for healthcare provider organizations. The firm has employees in 30 states and has provided services to more than 40 healthcare organizations, including large multi-hospital networks, academic institutions, pediatric hospitals and local community clinics.Greythorn places talent in healthcare IT on a project and permanent basis. Like Pivot Point, it targets Epic electronic health record software expertise. Through its LIVESite delivery system, Greythorn provides Epic training experts, training leadership support, strategy and planning, project management, and staff engagement and retention solutions. The company also offers an open source/big data direct-hire staffing team.“This new venture broadens our global reach and complements our extensive menu of services,” said Rachel Marano, Managing Partner and Co-Founder of Pivot Point Consulting. “Combining the talents of these three businesses strengthens the options for our current and prospective clients.&rdquo […]

  • Confidence in US economy surges among CPA execs

    Optimism about the US economy surged among certified public accountants who hold leadership positions in their companies — such as CEO, CFO or controller — since the last quarter, according to the fourth-quarter Economic Outlook Survey released by the American Institute of CPAs.Sixty-eight percent of the CPA executives surveyed expressed optimism about the US economy, up from 38% in the third-quarter survey and the highest percentage since early 2015. It had been as low as 28% at the beginning of 2016.“We’re seeing renewed confidence in the US economy, building on the encouraging signals on the outlook for revenue, profit and business expansion we saw in the third quarter,” said Arleen Thomas, AICPA’s managing director Americas and global offerings. “The removal of the uncertainty that the presidential election cycle represented appears to be a driving factor in this significant increase in optimism.”Business executives’ optimism about the outlook for their own organizations also rose eight percentage points to 61%, its highest level since early 2015.Overall, 55% of the executives surveyed reported their company currently has the appropriate number of employees, up from the range of 48% to 53% reported over the past year. The percentage of companies planning to hire edged down to 20% from 21% in the third-quarter report. However, respondents who said they had too few employees but were reluctant to hire decreased to 15%, down from 17% in the third-quarter survey and the lowest percentage of the year.Headcounts are now expected to increase by 1.6% over the next 12 months, up from 1.3% last quarter. The healthcare provider industry is expected to be the hottest sector with 2.8% staffing growth. On the flip side, retail trade is expected to be the slowest, with an anticipated growth rate of 0.8%, down from 1.1% last quarter.  Also notable is an expected slowdown in technology hiring, to 2.0% from 4.9%.And although business executives remain concerned about the talent pool, “availability of skilled personnel” slipped one spot to the No. 4 top challenge for businesses in the quarter from the third top concern last quarter.Meanwhile, the CPA outlook index — a gauge of executive sentiment within the survey — rose five points in the fourth quarter to 74, driven largely by an increase in the US economic optimism category. The index is at its highest level since the first quarter of 2015, but remains below a post-recession high of 78 set in the fourth quarter of 2014. An index rating above 50 indicates a positive outlook.The survey of AICPA business and industry members was conducted from Nov. 9 to Nov. 30, and included 600 qualified responses. […]

  • People: Pearl Interactive, TRC, Alder Koten, LRS

    Pearl Interactive Network Inc., headquartered in Columbus, Ohio, promoted Recruiting Director Tarah Ziogas to VP of human resources. Pearl provides contact center staffing services, accessing a workforce of disabled veterans, veterans, military spouses, people with disabilities and people living in geographically challenged areas.TRC Staffing Services Inc. announced Shari Lotz recently accepted a position on the company’s board of directors. Lotz is senior VP of human resources for Equifax Inc.’s US information solutions business unit headquartered in Atlanta.Global professional services firm Alder Koten, which provides executive search services, announced Jack Angel joined the team as a senior advisor in the energy practice. Angel’s executive experience includes serving as CEO of NDT Global LLC and as president and CEO of Duraseal Coatings LLC. He brings extensive business expertise in the oil and gas services sector and has worked with energy producers and pipeline companies worldwide.LRS Consulting Services hired Micah Stevenson as branch manager of the firm’s Minneapolis office. He has nearly a decade of experience in staff augmentation in IT and financial services. LRS Consulting Services is the IT and engineering staffing division of Levi, Ray & Shoup Inc., a privately held US company with corporate headquarters in Springfield, Ill. […]

  • UK – SThree publishes trading update, gross profit growth driven by continental Europe

    SThree PLC (STHR: LSE) released a trading update for the year ending 30 November 2016.Group gross profit was up 2%, on a constant currency basis (CC), compared to the previous year and ahead by 6% (CC), excluding the Energy division. The company saw growth in Continental Europe, with an increase of 13% (CC) compared to last year. This growth was driven by the DACH countries (Germany, Austria and Switzerland), which saw a 17% growth (CC).“We have delivered a solid overall performance for the year, in the face of mixed trading conditions,” Gary Elden, Chief Executive, said. “Our Contract business continued to perform well, with GP increasing by 8% (CC) year on year.”“Looking ahead to 2017, global political and macro-economic uncertainties have increased across a number of our key regions,” Elden said. “We are managing the business prudently in the light of these market conditions, and continue to invest in our highest performing teams. The momentum of our Contract business, the strength of our performance in Continental Europe and the benefit of restructuring measures taken earlier in the year, leave us well-positioned for the future.”Growth across ICT was up 12% (CC), while engineering also increased by 9% (CC), when compared to the same period last year.Meanwhile, the UK market was impacted by slowdown in Banking & Finance sector, Public Sector reforms and the EU referendum result, which led to Gross Profit decreasing by 8% (CC) when compared to last year. Gross Profit FY 2016 FY 2015 Change (CC) Contract £173.6 million £150.9 million 8% Permanent £85.1 million £84.7 million (8%) Group £ 258.7 million £235.6 million 2% Contract Gross Profit was up 8% (CC) or up 11% (CC) excluding Energy. A large proportion of this growth was driven by Continental Europe, which was up 17% (CC) and which now represents more than half of the firm’s contract runners, offsetting UK and Ireland’s 3% (CC) decrease. US Contract Gross Profit was up by 10% (CC). Permanent GP was down 8% (CC), when compare to the previous year. Excluding Energy, Permanent GP was down 1% (CC). Continental Europe posted a 7% (CC) increase, driven by DACH up 11% (CC), offsetting weaker performances in UK and Ireland, which showed a decrease of 21% (CC), as well as a decrease from the US, which was down 15% (CC). In the light of challenging market conditions in Energy and Banking & Finance, and the result of the EU referendum, SThree states that they have further focussed on productivity in their Permanent business.SThree will issue its results for the financial year ended 30 November 2016 on 23 January 2017.As of last trade, SThree PLC traded at £285.00, up 3.64% on the day and 28.96% above the 52 week low of £221.00 set on 26 October 2016. Based on its current share price the company has a market value of £354.8 million. […]

  • UK – Capita announces plan to cut more than 2,000 jobs, issues second profit warning (The Times)

    Capita (CPI: LSE) the provider of business process outsourcing solutions and professional support services, has stated that it would cut more than 2,000 jobs and has issued a second profit warning in less than three months, reports The Times. Capita also announced that it would be selling its Asset Services division, along with shipping jobs to India and introducing robotics to its business. Chief executive Andy Parker said that the use of robots would help eliminate human error and make decisions faster. The sale of the Asset Services division is expected to bring in an operating profit of around £60 million in the current financial year. Capita issued its first profit warning in September this year, blaming poor results on a slowdown in contract earnings. Parker said that the business would “return to its core strengths” as a white-collar outsourcer, adding that he expected a similar trading performance in the full-year 2017 and would be “looking to grow again in 2018 and beyond”. […]

  • UK – Rise in number of NEETs to lead to a new era of assessments by employers

    The rise in the number of NEETs in the UK, people aged 16 to 24 who are not in education, employment or training, means employers must revaluate assessment processes sooner rather than later, according to global talent acquisition and management firm, Alexander Mann Solutions.Responding to the latest data from the ONS, which showed an increase in NEETs from the previous year, the firm has urged businesses to use this knowledge, as they will soon need to re-consider the type of assessment criteria and processes they employ.According to the ONS November data, around 857,000 young people in the UK are NEET, up 3,000 from the previous year. Alexander Mann Solutions has highlighted that this growth of the NEET means employers will need to consider much more than education, training and experience when recruiting.“It’s common to see organisations seeking a candidate with a specific education or prior experience, meaning that assessment criteria and subsequent processes are very much tailored to identifying such individuals,” Jeremy Tipper, Director of Consulting & Innovation, at Alexander Mann Solutions, said. “However, with more people now falling under the NEET category, companies will find it much harder to identify these very specific traits. Instead, assessments will need to be much more geared towards identifying the softer attributes of an applicant, such as cultural fit, adaptability, resilience or learning ability.”“This, however, isn’t a negative shift in behaviour, given that we are operating in such a globalised environment,” Tipper said. “Having a workforce that is built of individuals not only able to work succinctly, but also adapt and thrive during change, will certainly help organisations become increasingly competitive.&rdquo […]

  • France – Employers must offer more than an attractive salary to retain employees, Robert Half finds

    According to a survey from international recruitment firm Robert Half France, in order to recruit and retain employees, businesses must implement new strategies and offer more benefits such as flexible working and in-house training.The survey showed that 63% of HR directors rank flexible work as the top benefit. Robert Half states that to attract and retain talent, companies must increasingly adapt their management policies and expectations of employees.  The firm says that Generation Y and Z workers demand a better work-life balance.  Moreover, 30% of French employees say that flexible work is the most important benefit to them.Robert Half’s research also showed that 43% of HR director consider young employees as their main challenge.Additional training and education ranked second in terms of career benefits, with 33% of HR directors stating it is the most important.Bruno Fadda, Director Robert Half International France, commented, "Job satisfaction is an increasingly valued requirement. New generations favour such companies that offer autonomy and flexibility in schedules for more work-life balance. To retain the best employees and strengthen the commitment of the teams, it is crucial to pay real attention to the changing expectations of employees." […]

  • Australia – Tikforce partners with First Choice

    Tikforce, an Australia-based HR technology platform, has partnered with UK Headquartered, global recruitment technology provider, First Choice Software.The TikForce system will be integrated into the RDB ProNet recruitment software marketplace, where it captures and verifies the full competency of a worker to fulfil a position, faster and more efficiently. Tikforce stated that it ensures compliance, while removing the administration burden for recruiters.“As part of the recent expansion of our RDB ProNet product offering into APAC, a partnership has been formed with TikForce,” Brian Hill, Director of First Choice Software’s APAC division, said.  “After a review of the platform it became clear that their low cost and innovative model would prove invaluable to both our local and international recruitment clients. At the heart of the First Choice Software and parent company ethos, is to be a first-to-market provider of world class technology solutions, be it enterprise, or in the case of Tikforce, a highly scalable and disruptive startup technology. We look forward to forging this partnership in the Asia Pacific region and introducing the platform to our established UK market partners and clients.”“We are thrilled to have entered a partnership with First Choice Software PTE Ltd and The Access Group,” TikForce’s Chief Executive Officer, Kevin Baum, said. “This is a forward looking, global technology powerhouse which shares the same philosophy on delivering certainty in the digital realm, particularly in the HR and recruitment industry. It will be a pleasure to work together toward expanding a presence in the APAC region, and to be introduced to their extensive client base in the UK.”First Choice Software is now part of the Access Group, after it was acquired earlier this year. […]

  • Japan – Businesses encourage employees to take on a second job (Japan Times)

    Some employers in Japan are encouraging their workers to take a second job, reports the Japan Times.  The move to encourage employees to moonlight comes as the government pushes flexible working arrangements under its labour market reforms. Struggling with labour shortages, such companies seek to secure talented human resources by allowing employees more flexibility in their work. While some employers believe that allowing their employees to work a second job can enhance their performance on their primary job, other experts have expressed their concerns about employees being overworked. […]

  • India – Naukri warns jobseekers about fake recruitment agencies (Indian Express)

    Naukri, the India job portal, has warned jobseekers about fake recruitment agencies scamming job candidates with “false offers of jobs and collecting money in return”, reports the Indian Express. The warning was in the form of an advertisement that warns how unscrupulous “agencies” have been claiming an association with the or Info Edge India Limited and collecting money in the pretext of career enhancement or job placement. The fake recruitment agencies pretend to be professional consultancies and demand hefty registration charges, eventually scamming the jobseekers. […]

  • Peru – Technical professionals expected to be in high demand in 2017 (Peru This Week)

    Technical jobs are expected to be in high demand in Peru in 2017, reports Peru This Week. The regional director of vocational education and training firm Senati, Raul Camogliano, stated that due to a number of projects, including those linked to the 2019 Pan American Games and Lima’s metro line, will require numerous technical professionals.  He stated that the projects will require technical professionals in industrial electricity, metal structures, welding, among other areas. Furthermore, he stated that expectations to improve private investment would also lead to the creation of new jobs. […]

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. […]

  • European Listed Staffing Firms 3Q16 Financial Results

    Key Findings: This is an update of a selection of publicly traded recruitment firms around Europe with the most recently updated financial information as of the third quarter. Third-quarter revenue rose at the largest firms. Adecco, the world’s largest staffing firm, reported revenue rose 3% on an organic basis, which excludes the impact of acquisitions, divestitures and currency. Third-quarter revenue at Randstad rose 4% on an organic basis. Tables of income and revenue performance can be found on the following pages. Revenue may reflect net sales only in some instances. In addition, revenue in the charts includes all revenue of a particular firms even if they have revenue from both inside and outside Europe or in other business lines. Where possible, hyperlinks to Staffing Industry Analysts’ news coverage of the results have been provided. This list includes staffing companies and firms directly related to the workforce solutions ecosystem. To download the full report, click below: EU Results 3Q16 - You do not have permission to view this object. […]

  • Offshore Recruitment Services Overview

    We believe that this report is the first research analysis of Offshore Recruitment Services (ORS) providers. It includes those firms who are specialists in the provision of these niche services for staffing firms as well as a number of generalist Recruitment Process Outsourcing providers who target staffing firms as a part of their wider business focus. The report does not include offshore providers whose main focus is call-center provision or technology support, although ORS providers could potentially provide such services as a complementary add-on to their broader service portfolioTo download the full report, please click below: Offshore Recruitment Services Overview 20161209 - You do not have permission to view this object. […]

  • Holidays and Holiday Pay - Working Time in Europe

    Article 7 of the European Working Time Directive (2003/88/EC) (WTD) requires Member States to provide workers with paid annual leave of at least four weeks and prohibits replacement of the leave by a payment in lieu, except where the employment relationship is terminated. The concept of a ‘worker’ is not explicitly defined in European treaties, nor in subsequent regulations but has developed over time on a case by case basis by the Court of Justice of the European Union (CJEU). While the WTD stipulates that workers should be compensated for periods of annual leave, it does not specify when workers should be paid or what payments should be included in the calculation of their holiday pay. Workers who accrue leave during periods of sickness or family leave must be allowed to carry over the leave into the next leave year ruled the CJEU, but the length of carry-over remains open to interpretation.  To download a copy of the report click below: Holidays and Holiday Pay_Working Time in Europe_091216 - 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. […]

  • APAC/LatAm/MEA Listed Staffing 3Q16 Financial Results

    Key Findings: This is an update of a selection of publicly traded recruitment firms in Australia, China, Japan, New Zealand and South Africa with the most recently updated financial information as of the third quarter. Third-quarter revenue rose at the largest firms. Tokyo-based Recruit Co. Ltd. Reported revenue rose 10.6% in the first six months of the year, while revenue rose at Japan-based Temp Holding by 9.8% in its fiscal second quarter ended Sept. 30, 2016. Revenue at Programmed Maintenance Services rose 88.5% in its fiscal year ended Sept. 30, 2016; however, the company had acquired fellow Australia-based staffing firm Skilled Group. Tables of income and revenue performance can be found on the following pages. Revenue may reflect net sales only in some instances. In addition, revenue includes all revenue of a particular firms even if they have revenue from the Americas or Europe or in other business lines. Where possible, hyperlinks to Staffing Industry Analysts’ news coverage of the results have been provided. This list includes staffing companies and firms directly related to the workforce solutions ecosystem. To access the full report, click below: ALM Results 3Q16 - 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. […]