When asked to what extent they agree with the following statement: “Our overall practices for our contingent workforce are leading edge”, 33% of participants agreed (we refer in the report to these as “Leaders”), while another 29% disagreed (“Laggards”). Overall, Leaders are significantly more likely to rate their programs as providing a competitive advantage in talent attraction, retention, and ROI compared to Laggards.  Respondents reported a median 20% and average (mean) 24% contingent share of their total workforce.  Of the services/technologies listed in our survey, the most commonly used is a VMS, with 80% of respondents noting they have one in place. Having SOW included in the CW program is the most common workforce strategy, in place at 66% of companies  On a scale f …

Key Findings Several governments in Europe and Latin America have introduced or are proposing measures to provide a legal framework for the operation of digital labour platforms The EU recently agreed on a Platform Workers Directive which follows Spain, Portugal and Belgium by introducing an EU-wide presumption of employment for those doing “platform work” Legal issues arising from the digital labour platform model include worker misclassification, AI and data protection risk, enforcement of tax and labour rights, and the ease of carrying out supply chain due diligence for staffing firms and buyers Legal Disclaimer: This update is provided solely for the purposes of information and should not be considered legal advice. It is always recommended to seek the advice of qualified leg …

When asked to what extent they agree with the following statement: “Our overall practices for our contingent workforce are leading edge”, 32% of participants agreed (we refer in the report to these as “Leaders”), while another 33% disagreed (“Laggards”). Overall, Leaders are significantly more likely to rate their programs as providing a competitive advantage in talent attraction, retention, and ROI compared to Laggards. Respondents reported a median 20% and average (mean) 23% contingent share of their total workforce. Of the services/technologies listed in our survey, the most commonly used is a VMS, with 76% of respondents noting they have one in place. Having SOW included in the CW program is the most common workforce strategy, in place at 62% of companies. On a scale from 0 to 10 (with …

This report summarizes SIA’s fifth annual survey of the internal staff of UK firms. This latest survey was conducted in late 2023 and implemented in conjunction with the 2023-2024 Staffing Industry Analysts’ “Best Staffing Companies to Work For” competition. Over 600 internal staffing firm employees from 19 UK staffing firms participated.Contents of the current survey and access to individual survey reports Use of AI and other technology by staff, training needed, desired technology Remote work prevalence, preferences, and how to support it Recruiting internal staff: what candidates want, who to recruit, effective methods How to retain internal staff: what drives staff satisfaction and why it matters Internal staff training: what staff want and importance of explaining resources Survey que …

Staff satisfaction is the key to retention. Among staff giving their firm a net promoter “likelihood to recommend” satisfaction score of 0-4, the share saying they were open to quitting was 100%; that share declined with subsequent score increments, and above a score of 7 the share open to quitting was less than 10%. What drives staff satisfaction? Staff repeatedly emphasize two factors. In multiple survey questions respondents indicate that quality of senior leadership and work environment/culture are top drivers of job satisfaction. Staff offered advice on how management can perform well with regard to each. What else matters? Future opportunities and fairness also ranked relatively highly. Allowing at least some remote work time is important to staff satisf …

Key Findings Several governments in Europe and Latin America have introduced or are proposing measures to provide a legal framework for the operation of digital labour platforms The EU recently agreed on a Platform Workers Directive which follows Spain, Portugal and Belgium by introducing an EU-wide presumption of employment for those doing “platform work” Legal issues arising from the digital labour platform model include worker misclassification, AI and data protection risk, enforcement of tax and labour rights, and the ease of carrying out supply chain due diligence for staffing firms and buyers Legal Disclaimer: This update is provided solely for the purposes of information and should not be considered legal advice. It is always recommended to seek the advice of qualified leg …

This interactive report identifies and categorizes specialist APAC headquartered suppliers to staffing firms. Members can use this report to identify suppliers by both category and by geography. With 25 different categories and over 150 firms, the Directory provides a comprehensive range of solutions and services that staffing firms may require to operate their businesses more efficiently and more effectively. Our categories include: Advisors & Consultants Analytics & Benchmarking Candidate Assessment Candidate Engagement Compliance, Payroll & Umbrella Front & Back Office Software Online Job Advertising Recruitment Marketplaces Sourcing Automation Staffing Platform-as-a-Service (SPaaS), full list of categories can be found on the directory tab.   If you believe yo …

Staffing platforms marry technology and processes found in talent platforms (e.g. two-sided digital labor marketplace, ratings systems, algorithmic recruiting, management, and matching) with traditional staffing firm pricing models. The list of major staffing companies with a platform component has rapidly expanded since the pandemic. Today, 12 of the 15 largest staffing firms worldwide have a staffing platform, up from just four in 2019. The worldwide market for temporary staffing platforms reached a scale of $18.0 billion in 2023, a decline of 17% y/y. Despite the decline in 2023, temporary staffing platforms have achieved a 55% CAGR since 2019. Temporary staffing platform segment mix differs considerably from the overall global temporary staffing market. Most notable is the outsized pla …

Globally, employment in the renewable energy industry is estimated to expand 8% in 2024, 9% in 2025, and a further 40% through 2030. We estimate the industry will add close to 10 million new jobs over the next seven years, and many roles will require workers with skillsets that are highly specialized or in high demand, providing great opportunities for companies operating in the workforce solutions ecosystem. Strong demand growth for renewable energy workers stems from ongoing support from both public and private sectors for the transition away from fossil fuels toward electricity with lower carbon footprints. This report analyses the renewable labor market as a whole as well as the markets for specific renewable technologies. Labor markets in the renewable energy sector vary in terms of t …

This report contains initial findings of the 2024 Workforce Solutions Buyer Survey, including survey questions and summary statistics. The survey was conducted in early 2024 and reflects the opinions of respondents from 165 companies with contingent workforce and/or workforce solutions programs globally. A map and table summarizing participant regions appears on page 16. To qualify for the survey, a company must have 1,000 or more full-time equivalent employees (not including contingent workers). Only one respondent per company was used. More detailed analyses of survey responses will be released in separate reports. To access the complete report, please select the link below: Workforce Solutions Buyer Survey 2024 Initial Findings Global 03202024 – You do not have permission to view this o …