Global Daily News

  • New report lists largest US staffing firms for 2016

    Staffing Industry Analysts today released its annual list of largest US staffing firms, which included 134 staffing firms with US staffing revenue of more than $100 million in 2015.The five largest firms in the US are: Allegis Group, $8.63 billion Adecco, $4.627 billion Randstad Holding, $4.625 billion ManpowerGroup Inc. (NYSE: MAN) $3.54 billion Robert Half International Inc. (NYSE: RHI), $3.48 billion “The companies featured on this year’s report combined to generate $75.7 billion in US staffing revenue last year,” said Timothy Landhuis, research manager at Staffing Industry Analysts. “This marked a solid increase from the $69.4 billion of 2014 revenue featured in last year’s report, and provides evidence of overall growth in staffing revenue among large firms. To cite one example of a segment where growth was apparent, this year’s report contains 20 companies with a healthcare staffing focus that added together generated $7.3 billion.”Landhuis continued, “In another sign of growth for the US staffing industry last year, this year’s report features 134 companies, up from the 122 firms showcased in last year’s report. While four companies from last year’s report no longer appear due to being acquired (Atterro, Bartech, Creative Circle and The Select Family of Staffing Companies), this decline was offset by the addition of nineteen new staffing companies appearing on this year’s report.”In this year’s report, revenue estimates reflect “staffing revenue” defined as revenue related to temporary staffing, direct hire, retained search, and temp-to-hire conversion fees.Corporate members of Staffing Industry Analysts can download the full report. […]

  • Slone Partners names new CEO

    Executive recruitment firm Slone Partners named Leslie Loveless as CEO, effective immediately. She succeeds Adam Slone, who founded the firm in 2000.Loveless joined Slone Partners in 2007 and was promoted to chief operating officer in 2014. Prior to joining the firm, she served as director of training and development for AmeriPath.Adam Slone will remain engaged with Slone Partners, focusing specifically on strategy, finance, mergers and acquisitions, advisement and business development in Boston and California. He will also dedicate more time to the tennis foundation he founded, Life Serve Youth Foundation, a tennis camp for financially disadvantaged children from Boston and New York.“With her strategic skill set and capacity to deliver the best the market can offer to Slone Partners’ clients, I am confident that Leslie will build on the company’s promise to consistently deliver exceptional service while moving the team and the organization forward,” Slone said.Slone Partners targets the diagnostics, life science tools, clinical trials, contract research, healthcare IT and laboratory testing industries with offices in Boston, New York, Washington and San Francisco. […]

  • 46% of North American IT firms to raise headcount

    Less than half of IT organizations are increasing IT staff headcount this year, according to the Computer Economics’ annual IT spending and staffing benchmarks study. The survey collects data from more than 200 IT organizations in the US and Canada on the IT budget and staffing plans for the current year.Forty-six percent of all companies in the study plan to increase IT headcount, down from 52% of survey respondents in 2014 and 50% in 2015. However, only 19% are planning to actually cut staffing levels, and 35% plan no change in headcount.“Economic uncertainty makes it difficult for companies to be more aggressive in hiring new IT staff members,” said Frank Scavo, president of Computer Economics. “At the same time, virtualization and cloud services are making IT personnel more efficient, which softens the effect.”For the most part, IT departments still deploy staff the same way they have in the recent past, with the staffing mix holding relatively constant, according to the study. The largest portion of IT staff is dedicated to application development and maintenance, representing about a quarter of the staff. The next largest portion of staff is IT managers, with more than 10%, and help desk workers at 9%.While app developers and maintenance workers continue to grow in the IT department, server support headcount has seen a steady decrease in the last five years, from 12.1% of the total IT staff in 2012 to just 8.0% this year. Computer Economics attributes this decline to several factors, including increasing use of virtualization and automation tools that improve data center staff productivity as well as the shifting of data center workloads to the cloud.No other positions showed a noticeable long-term trend up or down. &nbs […]

  • OSHA cites Texas woodworking manufacturer, staffing firm for amputation hazards

    The US Department of Labor’s Occupational Safety and Health Administration cited woodworking manufacturer Terrill Manufacturing Company Inc. and A.L. Staffing Inc., dba Spherion Staffing, following an inspection of Terrill’s facility in San Angelo, Texas.OSHA’s investigation found the woodworking manufacturer contracted with A.L. Staffing to provide temporary workers. OSHA began its inspection on Jan. 11, after receiving complaints about amputation hazards. After its investigation, the agency reported that it issued Terrill citations for 18 serious violations including: Failing to establish a respiratory protection program. Not establish lockout/tagout procedures. Failing to lockout and isolate energy sources prior to maintenance or repair of machines. Not evaluating powered industrial truck operators every three years as required. Allowing rotating rollers, belts, pulleys, sprockets and chains to operate without safety guards. Failing to prevent automatic restart of woodworking machines after power failures. Not furnishing ripsaws with a spreader, anti-kickback feature and adjustable guards. Not providing hazard communication training to employees working with hazardous chemicals. Allowing several hazardous electrical risks. OSHA also issued citations to A.L. Staffing for two serious violations: Allowing workers to operate machine rollers without machine guards, and allowing workers to operate machines without guards to prevent contact with chains and sprockets.“Industrial machines are very unforgiving and can cause permanent disfigurement if employers fail to cover the moving parts, guard the points of operation and control the energy sources when servicing or repairing the equipment,” said R. Casey Perkins, OSHA’s area director in Austin. “This inspection should serve as a warning to Terrill Manufacturing and A.L. Staffing that they both need to correct these violations before an employee is critically injured.”Terrill Manufacturing Company faces a total of $58,800 in proposed fines while A.L. Staffing faces $4,800 in fines.Each company has 15 business days from receipt of its citations and penalties to respond. […]

  • Italy – Gi Group reports strong 2015 growth

    Gi Group, one of the world’s largest staffing companies, reported revenue for the full year ending 31 December 2015 of €1.6 billion, an increase of 18.2% compared to 2014.   FY2015 FY2014 Change Revenue €1.6 billion €1.3 million 18.2% EBITDA €43 million €36.8 million 19.4% The EBITDA of Gi Group also increased strongly to €43 million in 2015, up 19.4% compared to 2014."We are very pleased with the results of 2015” - said Stefano Colli-Lanzi, founder and CEO of Gi Group. “2015 was a year in which Gi Group started to capitalize on the investments made over the past years in people, processes, and technology.”“An important fact is the breakdown of revenues by geography. In the past, the majority of revenues came out of Italy, where the Group was founded. We are now moving closer to a 50 and 50 split, indicating that the international path is effective."Broken down by country, 52.7% of the revenue of Gi Group has been generated by Italy, 23.7% from Great Britain and 7% from China. The total revenue of countries outside Italy was €748 million, (47.3% in 2015 compared to 46.9% in 2014)."Our financial results positions Gi Group in the top six of staffing companies in Europe and in the top 18 worldwide. In 2016 we want to continue this growth trend, both organically and through targeted acquisitions which will enable us to strengthen and complete our value proposition globally. Our goal for the coming years is to become a truly global company offering the full range of HR services.&rdquo […]

  • France – Temporary employment grows in May

    Temporary employment in France grew by 4.0% in May, compared to the same period last year, according to data from Prism’Emploi, the French association of employment agencies.The growth in May followed a growth of 9.1% in April. The month-to-month decrease is a result of a large number of public holidays. In addition, in 2015, May was characterized by growth well above that of April (with a difference of 3.5 points).Temporary employment increased in most major sectors of activity compared to the previous month including construction by 10.9%, services by 6.1%, transport by 5.3% and industrial by 3.6%. Only the trade sector saw a decrease, at -5.7%.Temporary employment is growing among skilled workers which is up by 9.4%, middle managers and professionals is up by 5.3% and unskilled workers is up by 0.8%, compared to the previous month.The regions posting the strongest growth in temporary employment were Pays de la Loire (+ 11.5%) and Île-de-France (+ 12.0%).&nbs […]

  • UK – Omega Subsea acquires Accpron (Scandinavian Oil and Gas)

    Omega Subsea UK, an energy recruitment provider has acquired Westhill-based Accpron UK, reports Scandinavian Oil and Gas (Scandoil).The acquisition aims to strengthen Omega Subsea’s provision of project management teams and individual personnel to the subsea, energy and oil and gas industries.Both companies have previously worked together as preferred partners. Accpron UK’s general manager, Keith Robathan, will now take on the same role with Omega Subsea. All of Accpron’s staff will also transfer to Omega Subsea.The acquisition comes just one year after Omega Subsea UK was established and the firm expects turnover of around £2.5million for its first year of combined operation.“This acquisition represents a good fit for both companies,” Alistair McKee, Omega Subsea UK managing director, said. “The combined company resources and increased diversity of our candidate portfolio will aid the targeted expansion of our service offering to the energy industry. It also provides an impetus to expand across a wider industry geography.”“The acquisition by Omega Subsea is in line with its focus of providing a complete project management service, either delivered in-house or at the customer premises,” Keith Robathan, general manager of Accpron UK, said. “Principally, the combined entities enhance the offering of project teams for small and mid-sized projects for both E&P and contracting companies.”“This latest acquisition solidifies the presence of Omega within the UK and strengthens the commitment to customers across the energy sector,” Petter Aalvik, CEO of Omega AS, said. “By creating the best environment for consultants and clients; we believe that the expanded capacity created by this acquisition will be advantageous for all concerned.”Omega Subsea UK is the UK division of Norwegian project management firm Omega AS. The international business has 15 offices around the world and supports clients operating in a diverse range of industries. It currently has over 1,100 consultants on assignment.Financial details of the transaction were not disclosed. […]

  • Netherlands – Dutch staffing agencies accused of mistreating Polish workers

    According to a report published in Sputnik News, Polish migrant workers are subject to bad working conditions and labour exploitation based on a study of the Dutch Centre for Research on Multinational Corporations (SOMO).The report claims that Polish migrant workers in the Netherlands are frequently mistreated by Dutch recruitment agencies, often putting in unpaid extra working hours and long working days. It is also argued in the report that such exploitation can only be tackled with the help of "stricter state regulation" of job agencies.The original report can be downloaded here. […]

  • Asia – Brexit could be positive for jobs market in the long term

    GRMSearch, a Hong-based executive search firm, says the outlook for the Asia region following the UK’s decision to leave the EU is mostly positive.According to Rob Green, CEO of GRM Group, the view from GRM about Brexit’s impact on the Asian job market, and in particular within professional and financial services firms based here that have exposure to the UK and Europe is actually very little in the short term and could possibly be very positive in the medium and longer term.“Why? Because despite the initial bump, the underlining fundamentals of most of the business and markets are sound and those with a good plan and good management in place will continue to diversify their risk, to grow and very much continue to hire,” Green said.“We feel that after the initial shock settles down that most firms may look to Asia, and Hong Kong and Singapore in particular, as their growth markets/offices and hiring will actually increase, meaning this could well be a big boost for the job market in this region,” Green said.“Investment banks, after the year they have had, have probably already earmarked some redundancy numbers, in underperforming departments, for this year,” Green said. “They may try to use Brexit as an excuse, but this will not be a knee-jerk reaction - it will have already been decided upon, and this won’t stop growth and hiring in other sections of the organisation.”GRM predicts that private banks with sound growth plans in Asia will continue to build out and hire. Law firms will continue to strengthen in their core teams and may look to open in other Asian jurisdictions.The firm also predicts that in the short term there may be an increase in temping/contracting as firms look to get skills in with less commitment to permanent hires. In the medium term there may be an increase in restructuring and insolvency work leading to hiring in the consulting and legal firms and compliance and regulatory work continues to be the financial markets biggest growing staffing area, this will continue.“All in all our outlook is very positive for the region,” Green said. “As more firms look to diversify out of the "home" markets the biggest winners of that will be Asia and Africa. So our tip is to "keep calm and carry on", ignore the doom and gloom headlines that some media outlets love so much and look for the opportunities for growth and hiring, which almost certainly involve Hong Kong and Singapore. Other markets in Asia (SE Asia, China, Japan, Korea) will see a renewed focus by foreign firms looking to diversify and this will again lead to an increase in skilled hiring.&rdquo […]

  • New Zealand – Employers expect to increase permanent staff levels in the coming year

    According to data from international recruitment firm Hays, 44% of New Zealand employers expect to increase their permanent staff levels in the coming year, exceeding the 8% of employers who expect to decrease their permanent headcount."There's no doubt that employers are getting on with the task at hand by adding highly-skilled professionals to their headcount,” Jason Walker, Managing Director of Hays in New Zealand, said. “They are confident that business activity will increase over the coming 12 months. And they have recognised the need to respond to the skill shortage by, amongst other strategies, becoming more willing to recruit from overseas”The findings also show that three-quarters of employers believe skills shortages will impact the effective operation of their business or department in a minor (49%) or significant (25%) way and 76% expect business activity to increase in the year ahead.Moreover, 76% would consider employing or sponsoring a qualified overseas candidate in skill-short areas."But one thing they aren't doing, so far at least, is using salary to attract and retain highly-skilled professionals,” Walker said. “Despite a steady job market and demand outstripping supply for such professionals, especially those with local experience, there's no intention to make any substantial salary increases.&rdquo […]

  • Singapore – Oilfield Workforce Group to acquire Jack-In Holdings Pte Ltd

    Singapore-based Oil and Gas recruitment firm Oilfield Workforce Group Limited (OFW) has entered into a conditional binding share purchase agreement to acquire 100% of the shares in a Singapore company, Jack-In Holdings Pte Ltd (JIH) and its Malaysian subsidiary, namely Jack-In Pile (M) Sdn Bhd (JIP).JIH operates a piling services business focusing on foundation solutions tailored to the needs of a range of customers in the construction industry including hotels, industrial properties, infrastructure projects, condominiums, residential homes, shopping centres and government buildings.OFW will seek to raise up to USD 14.8 million. On completion of the proposed transaction the current board of OFW will be replaced.The proposed transaction is subject to various conditions precedent, including OFW completing due diligence investigations in respect of the Jack Group to its satisfaction and OFW entering into an agreement to sell its existing business of providing human capital resources to the oil and gas industry to a third party.On completion of the proposed transaction, OFW will own the entire issued share capital of JIH, which in turn holds a 100% interest in JIP, its wholly-owned Malaysian subsidiary.OFW states that it provides a combination of project management support, project engineering support, construction supervision, third party/vendor inspection and recruitment and selection. […]

  • New Zealand – Government revises its unemployment figures down to 5.2%

    New Zealand has recalculated its Q1 unemployment figures and has decreased the number of unemployed by 12,000, with the number of people in the workforce also declining. Statistics New Zealand now classifies looking at job advertisements on the internet as not actively seeking work, and so it has removed them from the unemployment figures.The changes are only statistical with the new reports showing the unemployment rate was 5.2% in March 2016, compared to 5.7% in the original report, with the number considered unemployed dropping by 12,000 to 132,000. This is a seven-year low.Meanwhile the labour force participation rate dropped by 0.3% to 68.7%.As a result of the changes, there have been substantial revisions to household labour force estimates, dating all the way back to 2007, to give accurate comparisons to future reports. […]

Latest Research

  • How Important is Work-at-Home Option?

    Key Findings: Twenty-three percent of internal staff reported that they work from home to at least some degree. Among those who work from home, the vast majority do so less than half of the time. The share of internal staff working from home increases in almost all occupations as a function of years of experience. This is consistent with anecdotal evidence that staffing firms typically become more liberal with work-at-home policies for more seasoned employees. Only 15% of internal staff had no interest at all in working from home. Nearly half of internal staff – 47% – rated the importance of working from home as either a “5” or “6” on a 1-6 scale in which 6 was defined as “the option to work from home is (or would be) a huge benefit.” In general, women value the work-from-home option more than men. Within occupations, managers value it less than non-managers. The option to work from home – whether or not it is exercised – seems to be important with respect to overall employee satisfaction. In particular, among employees given the option to work from home, NPS scores (with regard to recommending their respective employers) ranged from 62% to 77%; among those not given such an option, the NPS was 55%. To access the complete report, please select the link below: North America Internal Staff Survey Do you currently work at home to any degree, and how important is it to you XX003 20160628 - You do not have permission to view this object. […]

  • 2016 Largest Staffing Firms in the United States

    Key Findings This report highlights 134 companies that generated at least $100 million in U.S. staffing revenue in 2015. Added together, these firms generated $75.7 billion in such revenue, making up 56.8% of the market by our estimates. The full list of companies appears starting on page four. 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.) We also include revenue from “temp-to-hire” conversions. We have ranked companies by revenue, according to industry custom, but this ranking should not be taken to imply that a firm with a higher rank provides better service or more value to its shareholders. Staffing firms varied in degree of financial transparency, and even when forthcoming with information, in some cases data provided was adjusted for the sake of consistency. Therefore, for all firms on this list, the revenue reported is estimated by Staffing Industry Analysts. Overall, we believe that this list is accurate and can be used appropriately to get a “big picture” reading of the U.S. staffing industry landscape. However, as transparency and availability of information from staffing companies can vary from one year to the next, this year’s estimates may not be comparable to those of previous years in all cases. For that reason, we did not display prior year revenue estimates in this report. Additional details on the methodology of this report are provided on page eleven. Please select the following link to access the complete report: 2016 Largest Staffing Firms in the US - You do not have permission to view this object. […]

  • 2016 U.S. Pay Rate Rangefinder

    The Pay Rate Rangefinder Excel tool provides data your staffing firm can use to benchmark its pay rates for occupations against local, state and national wage data. It provides long-term trends in employment by occupation and area, to give additional context to the wage information. It contains data on 820 detailed occupations for 421 metropolitan areas, allowing the user to view roughly 200,000 pay range profiles. The Occupational Employment Statistics (OES) wage data in this report is highly useful for benchmarking purposes, as it represents wage data that is unrivaled in breadth and detail. The OES wage data in this report is based on a sampling of 1.2 million U.S. establishments representing 58% of U.S. employment. The OES defines wages as including base pay and commissions, but excluding overtime pay, stock bonuses and year-end bonuses. Additional technical notes on the data can be found on page 11 of this report. The PDF report below provides an introduction to the contents in the Pay Rate Rangefinder, specifically: U.S.-wide average wage and employment details by major occupation; 2007-2015 levels of average hourly wage across all occupations; examples of how you can use the interactive Excel tool; and color-coded U.S. maps of state-level average hourly wage levels and ‘percent of jobs’ for selected occupations. Please download both parts of this report. To download this tool and the companion report, please click on the links below. Note: The Excel file size is large so it may take a while to download. Macros must be enabled for all interactive components of the Excel file to function properly. 2016 U.S. Pay Rate Rangefinder.xlsm - You do not have permission to view this object. 2016 U.S. Pay Rate Rangefinder, Companion Report 20160627 - You do not have permission to view this object. […]

  • Do Staffing Firms Discriminate By Gender?

    Key Findings: This report is based on responses to the following two survey questions: “With respect to your career, do you feel your gender is: an advantage, neutral, or a disadvantage: a) Within the working world generally, b) Within the staffing industry, and c) Within your specific company?” “What gender are you?” The overwhelming majority of both male and female internal employees of the staffing industry feel their gender is neither an advantage nor disadvantage in the working world generally, in the staffing industry in particular, or in their own company. Of the remaining internal staff… Men sense that, while being male is an advantage in the working world generally, the advantage is more moderate in the staffing industry and in their own companies. Female staff are split between those who see gender as an advantage vs. those who see it as a disadvantage in the working world; but with respect to the staffing industry, female staff sometimes see their gender as an advantage, though less so within their own companies. In a separate 2015 survey, staffing executives were asked the same questions. The results were broadly similar. To access the complete report, please select the link below: North America Internal Staff Survey Perception of gender advantage disadvantage among internal staff XX002 20160621 - You do not have permission to view this object. […]

  • UK Data Sources

    Introduction The aim of this briefing is to provide you with the key information sources for the UK market. This briefing contains a list of data sources for the country, covering academic resources, applicable government departments, laws and regulations, contingent workforce market data, trade associations and other organisations including supplier directories. The objective of this list is to help Contingent Workforce programme owners or Staffing Suppliers quickly identify sources of information related to contingent workers in a given country. To download the full report click below: UK Data Sources - You do not have permission to view this object. […]

  • Largest Staffing Firms in France 2016

    Adecco, Randstad and ManpowerGroup still dominate the French market but saw their collective market share fall from 58% in 2010 to 54% in 2014. Adecco alone accounted for 22% of the market in 2015, followed by ManpowerGroup (19%) and Randstad (13%).The French market came back to growth in the beginning of 2015. Although the momentum accelerated over the year to peak at Q4, the growth rates are still moderate compared to previous recovery cycles and therefore the sustainability of the current uptrend is questionable. The challenging market conditions over these last few years mostly benefited those Top 50 firms with funds to grow through acquisitions, and those able to develop competitive business models that focus on reducing costs and responding to clients’ changing needs.To download a full copy of the report, click below: Largest Staffing Firms in France 20160628 FINAL - You do not have permission to view this object. […]

  • UK Professional Recruitment Trends May / June 2016

    Perm placements down in Engineering, IT and Social work; temp placements down in Engineering Vacancies growth - both temp and perm - Positive for Finance, Marketing and Social work but negative for IT Salary growth slowing down overall - but strongest for Social Care and Financial Services To download a copy of the report, please click on the link below: ProRecruitmentTrends2016_May_June - You do not have permission to view this object. […]

  • Buyer Webinar: Worker Misclassification in the Gig Economy

    Are the current governance models for Independent Contractor (IC) classification meeting your company’s needs? The rise of the Gig Economy is impacting the use of ICs and understanding where the risk lies for misclassification is critical to the future of your workforce. Attend this webinar to learn the need for enhanced management of worker classifications and independent contractor talent from the experts at SIA and MBO Partners.Speaker Panel: Steven Clancy, Director, Contingent Workforce Strategies, Knowledge & Research, CCWP, Staffing Industry Analysts Fiona Coombe, Director, Legal & Regulatory Research, CCWP, Staffing Industry AnalystsMonica Lucero, VP, Strategic Account Development, MBO PartnersDownload a PDF of the presentation Double click the 4 arrows to view full screen. […]

  • Buyer Webinar: Worker Misclassification in the Gig Economy

    Are the current governance models for Independent Contractor (IC) classification meeting your company’s needs? The rise of the Gig Economy is impacting the use of ICs and understanding where the risk lies for misclassification is critical to the future of your workforce. Attend this webinar to learn the need for enhanced management of worker classifications and independent contractor talent from the experts at SIA and MBO Partners.Speaker Panel: Steven Clancy, Director, Contingent Workforce Strategies, Knowledge & Research, CCWP, Staffing Industry Analysts Fiona Coombe, Director, Legal & Regulatory Research, CCWP, Staffing Industry AnalystsMonica Lucero, VP, Strategic Account Development, MBO PartnersDownload a PDF of the presentation Double click the 4 arrows to view full screen. […]

  • Total Talent Supplier Landscape

    The SIA lexicon defines Total Talent Management (TTM) as a model that seeks to integrate the respective management of “permanent hire” and “contingent” workforce by HR and Procurement functions. Put another way TTM is the integration of multiple organizational talent strategies- most often understood as permanent talent contingent talent - into a single unified approach to human resource problems. The thought being that through optimizing the multiple methods of human capital engagement a company can create a competitive advantage in their market. Total Talent is a broad concept and although no vendors researched showed evidence of offering a Total Talent Management (TTM) service in its widest sense as defined by SIA, there is nonetheless a market for Total Talent Acquisition (TTA) and Total Workforce Planning (TWP) services. Across the 21 suppliers researched, there are an estimated 150-200 organizations that have deployed a Total Talent solution. Although there are a handful of such clients, some Total Talent solutions have been in place for more than five years. Some would say the market is embryonic, however with growing talent shortages, effective workforce planning, rapidly evolving technology, an increasingly complex legislative and regulatory environment, organizations are expected to place growing priorities on more effective sourcing across all worker types with a desire for greater worker visibility TTM solutions are expected to become a growing priority. Click the link below to download the report: Total Talent Supplier Landscape 20160607 - You do not have permission to view this object. […]

  • Largest Staffing Firms in Brazil: 2016

    Key Findings The economic and political crisis that the country is enduring has had a negative impact on employment. Clearly, this backdrop has affected the staffing industry. Annual revenues have decreased from BRL 18.9 billion (USD 8.4 billion) in 2013 to BRL 12.2 billion (USD 3.7 billion) in 2015, a 35% decrease in local currency. When measured in USD, the decrease is 56%, as the real depreciated substantially against the US dollar over that time. In addition to staffing, many staffing firms in Brazil also offer an outsourcing arrangement known in Spanish as “Tercerización de personal”. We use the term “staff outsourcing” as the English translation to distinguish this arrangement from other types of outsourcing, such as business process outsourcing for example, which some firms on our list also provide. In staff outsourcing, the staffing firm is providing workers to complete a project for a client, for example, but is typically not managing the project on behalf of the client as we see in other forms of outsourcing. One benefit of staff outsourcing is that it is not considered a temporary arrangement, and thus not subject to the three month assignment limit that applies to temporary staffing. In Brazil, the staff outsourcing market dwarfs the staffing market in terms of market size. Overall, our estimate for the staffing and staff outsourcing market combined is BRL 66.2 billion (USD 20.2 billion) for 2015, a 17% decline in local currency from our 2013 estimate of BRL 83.2 billion (USD 38.7 billion). Because many staffing companies in Brazil also provide staff outsourcing, both work models are included in company revenue in our list of largest companies on page 4. Neither staffing nor outsourcing companies typically provide services to the rural sector. Rural employers often work with Brazilian cooperatives, which are responsible for providing workers. For the full report, please click the link below:  Largest Staffing Firms Brazil 20160606 - You do not have permission to view this object. &nbs […]

  • A Look At the Workforce Environment in Australia

    Key Points:  Australia is an island continent, located in the southern hemisphere between the Pacific and Indian Oceans occupying around 5% of the global landmass, and is the sixth largest country in the world. Australia is ethnically diverse, with a highly urbanised population of 24 million. Per capita, Australia is one of the largest UNHCR re-settlement countries. Australia is the 12th largest  economy in the world; while GDP, according to the World Bank 2014 report, totalled AUD 1.952 trillion (USD[1] 1.407).  Australian employers are heavily dependent on casual workers, with around 25% of all workers being casual. SIA estimates that the staffing market in Australia (often referred to as the on-hire or labour hire market) was worth AUD 19.7 billion (USD 14.2 billion) in 2015 and increased +2% from 2014. The Australian workplace is highly regulated under the Fair Work system by the Fair Work Commission, the Fair Work Ombudsman, and the Fair Work Building and Construction. The labour hire industry has come under intense scrutiny from both the Fair Work Ombudsman, the Australian Competition and Consumer Commission and State authorities.  The Australian staffing market is similar to other major English-speaking staffing markets in that there are no legal prohibitions on an MSP acting as an intermediary between a company and sub-vendors providing temporary agency labour. Australia has the sixth largest MSP spend by country, according to SIA’s VMS MSP Landscape 2015 report. Due to the multiple variations from state to state in pay and conditions applicable to workers under the awards system, any VMS deploying their software for a nationwide employer in Australia will effectively be deploying in eight separate markets, not just one. To download a copy of this report click below: A Look At Workforce Environment_Australia_030616 - You do not have permission to view this object. Separately, Staffing Industry Analysts has also developed an Excel-based Pricing and Margin Assessment tool, which is available to CWS Council Members. The tool is an attempt to help end-users of temporary workers (i.e. Client companies) better understand how the statutory and discretionary elements (i.e. benefits) impact the cost structures and profitability of a temporary agency. The cost components included in the tool can vary based on a number of factors, such as changes to employment laws or the size and type of temporary agency.CWS Council Members who are interested in learning more about this useful tool should contact their Staffing Industry Analysts client service representative, who can share the tool and schedule time to explain how the tool works.&nbs […]