Archive for » June 28th, 2012«

28 Jun 2012

‘Harper Hates Me’ buttons spark conflict in public service

Public servants who got in trouble for wearing “Stephen Harper Hates Me” buttons to work are fighting back.

Several employees at the Canada Revenue Agency who were told to remove the buttons by their managers have filed grievances through their union to fight the order.

The buttons were made by members of the Public Service Alliance of Canada (PSAC), the largest union representing federal public servants, and have been circulating around the country. Some workers wore them at May Day rallies to mark International Workers Day and they were available at PSAC’s national convention in Ottawa at the end of April.

Robert Campbell, president of the Union of Taxation Employees (UTE), which falls under the PSAC umbrella, said some CRA employees pinned the buttons to their jackets and wore them to and from work in the following weeks. They complied when advised to remove them.

Management got wind of the buttons and the CRA’s collective bargaining, interpretation and recourse section sent a notice to all regional human resources representatives and the message trickled down to CRA offices across the country.

According to the union, the notice said the buttons are “considered to be derogatory and damaging to the employer’s reputation” and that if employees are wearing them they should be advised to take them off immediately.

The union doesn’t see the buttons as offensive but rather, accurate.

Employees at the Canada Revenue Agency who wore this button to work were told to remove them and are now filing grievances. (CBC News)

“We think it pretty well summed it up – Stephen Harper hates public servants and there were buttons created,” said Campbell, who himself wore a button.

He said preventing employees from wearing the buttons violates their civil rights.

“We’re allowed to protest and make a statement,” he said. “If we walked in and said the income tax system is bad … I could see the problem.

“But as a Canadian citizen, I can’t say I’m not happy with the way the government’s treating me? That doesn’t seem like it’s a fair thing.”

Buttons have caused problems before

Grievances are filed when union members believe their rights under their collective agreement have been violated. Depending on the agreement there can be multiple stages to the grievance process. Adjudication before a third party can be the final stage.

The union gave suggested wording for the grievance to members and it said that by directing the employee to remove the buttons the CRA violated the collective agreement and the Public Service Labour Relations Act. The act says employees are free to join the employee organization of his or her choice and participate in its lawful activities.

The UTE said it is working with PSAC to see what other potential actions it can take to challenge “these arbitrary and oppressive actions” by the CRA.

This isn’t the first time the union has had a conflict with management over the wearing of buttons. Campbell said “Stop Harper” buttons have also had to be removed, and buttons in support of the unions weren’t allowed to be worn either. He’s not optimistic the union will win the fight over the “Harper hates me” buttons, but he says it will try.

The public service is supposed to be impartial and the Public Service Employment Act lays out rules for engaging in political activity. It says that employees are responsible for assessing whether an activity could impair, or be perceived to impair, their ability to perform their duties in an impartial manner.

A political activity includes “displaying political material to support or oppose a political party or candidate.”

National Revenue Minister Gail Shea’s office said it doesn’t comment on internal staffing matters.

Edith Bramwell, who works as legal counsel with PSAC and often deals with issues of political activity, said the union fully supports the principle of a politically neutral public service.

At the same time, however, “We don’t think there should be unreasonable limits on people’s rights to political expression,” she said.

Bramwell said freedom of political expression and an impartial public service are both important elements of a democracy and they need to be balanced.

Public service ‘under attack’

“So it’s a question of when and where do you reach a point where you have to take from one side of the balance and give to the other,” she said.

Bramwell said for the average public servant who is just going about their job at their office – not a head of a department or other senior level manager – there should be no limitations on their political expression.

“I would say this latest incident is part of a trend. We see these crackdowns coming in an environment where the need for a viable public service is being questioned and where public service workers really are under attack,” she said.

The ongoing cuts to the public service and the Conservatives’ attitude toward collective bargaining indicate that the government doesn’t recognize how important the public service is, Bramwell said.

Parks Canada employees were recently warned by letter that they’re not allowed to criticize the government or agency. They were told only designated people can speak to the media about budget cuts and that employees are to follow the code of ethics.


Similar news:
Category: Employment Agency  Tags: ,  Leave a Comment
28 Jun 2012

Jersey City jobs fair draws huge crowd to City Hall – The Jersey Journal

Job Fair in Jersey City on Thursday, June 28

The jobs fair being held at City Hall in Jersey City has drawn overflow crowds today.

The fair, sponsored by the city and the state’s One-Stop Career Center, began at 10 a.m. and by 11 a.m. the line to get into the event wrapped around the building and down the block. By 11:30 a.m., more than 400 people had been through the fair.

The jobs fair is scheduled to end at 2 p.m., so people still have time to get down to City Hall, at 280 Grove St.

Job seekers, who must be at least 18 years old, should bring a copy of their high school diploma or GED, and their resume.

The hosts for the fair include Jersey City Mayor Jerramiah T. Healy, the Jersey City Office of Employment and Training, the Jersey City Office of Employment and Training, and the Jersey City Economic Development Corporation.

Companies listed as participants include:

The Daily News, Forest Research Laboratories, Inc., Pershing LLC, Hyatt Regency JC, Shop Rite JC, Advanced Built Structures, Inc., Jewel Electric, Well Luck Company, Inc., Bayonne Medical Center, Jersey City Medical Center, Heart to Heart Home Care, Sysco Metro NY, Lowes Home Improvement, iService World LLC, DTCC- Depository, Trust Clearing Corp., Bank of America, Lord Abbett and Eastern Millwork Inc.


Similar news:
Category: Job Fair  Tags: ,  Leave a Comment
28 Jun 2012

Reshuffle downgrades employment of women

Women’s employment has been downgraded by National after it shuffled a council dealing with the issue out of the control of a Cabinet Minister to a more junior colleague, says Labour’s Women’s Affairs Spokesperson Sue Moroney.

“The announcement that the National Advisory Council on the Employment of Women (NACEW) has been demoted from the responsibility of the Department of Labour to one of the smallest departments, the Ministry of Women’s affairs, is evidence that the Government doesn’t see women’s employment as a concern.

“The decision comes despite revelations that the Government had been warned by officials that women’s employment would get worse because it lacked a plan to deal with the issue. The downgrading of NACEW will just exacerbate the problem.

“Work has stopped on pay equity since that was moved from DOL to the Ministry of Women’s Affairs and now women’s employment is destined for the same fate.

“The committee will lose the resources and expertise of the Department of Labour and will instead rely on the diminished resources and lack of focus the Ministry of Women’s Affairs has under this Government,” said Sue Moroney.


Similar news:
Category: Government Employment  Tags: ,  Leave a Comment
28 Jun 2012

Hungary plans tax rebates to boost jobs: website


BUDAPEST |
Tue Jun 26, 2012 7:18am EDT

BUDAPEST (Reuters) – Hungary’s government plans to boost jobs by cutting employers’ social taxes for some workers, local business website Origo.hu reported on Tuesday, a move that could complicate the country’s efforts to avoid EU budget penalties.

The government, whose economic policies have alarmed investors and complicated talks with potential international lenders, is losing public support and struggling to avoid a recession this year.

Its employment-boosting plan could cost the state up to 250 billion forints ($1 billion), Origo said, citing unnamed government sources. It also said Hungary – which already levies Europe’s highest bank tax – could finance the rebates with higher revenues from a tax on financial transactions.

The programme’s main goal would be to create jobs for people fresh out of school, employees older than 55, unskilled workers, and women returning from maternity leave by giving employers big rebates on their 27 percent social security tax contributions.

Hungary, central Europe’s most indebted nation, must keep its budget deficit below the EU’s 3 percent ceiling to escape penalties under the Excessive Deficit Procedure it has been under ever since joining the 27-member bloc in 2004.

The country targets a deficit of 2.5 percent of economic output this year, and 2.2 percent next year.

Origo said the details of the employment programme were yet to be finalized, but the government may announce some of the measures on Wednesday.

The government originally proposed to collect 130 billion forints from the planned new financial transactions tax in 2013. It boosted that amount to around 280 billion forints earlier this month.

According to an outlook attached to the 2013 budget plan, the government plans to raise an annual 322 billion forints from the financial transaction tax from 2014, the first year when the tax can be collected in full.

The economy is expected to slide into recession this year, and analysts have said the continued heavy tax burden on banks would curb lending and hinder a recovery next year.

The new tax also keeps investor nervous after two years of unorthodox policies which included a government scheme that allowed households to repay their foreign currency mortgages at below-market rates, incurring huge losses for banks.

(Reporting by Krisztina Than; Editing by Ruth Pitchford)


Similar news:
Category: Government Careers  Tags: ,  Leave a Comment
28 Jun 2012

Global Employment Services Industry


NEW YORK, June 28, 2012 /PRNewswire via COMTEX/ –
Reportlinker.com announces that a new market research report is available in its catalogue:

Global Employment Services Industry

http://www.reportlinker.com/p080458/Global-Employment-Services-Industry.html #utm_source=prnewswireutm_medium=prutm_campaign=Human_Res

This report analyzes the worldwide markets for Employment Services in US$ Billion. The US market is analyzed by the following Service Segments: Temporary Help Services, Employment Agencies, and Employee Leasing Service. The Japanese, European, Asia-Pacific Rest of World markets for Employment Services are analyzed by the following Industry Sectors: Construction Manufacturing, Commerce, Finance Banking, Communication Energy, and Others. The report provides separate comprehensive analytics for the US, Japan, Europe, Asia-Pacific, and Rest of World. Annual estimates and forecasts are provided for the period 2009 through 2017. Also, a six-year historic analysis is provided for these markets. The report profiles 496 companies including many key and niche players such as 51job, Adecco SA, Adecco Staffing, Ajilon, Lee Hecht Harrison, Beijing Foreign Enterprise Human Resource Service Co., Ltd., CDI Corporation, AndersElite, Management Recruiters International Inc., Todays staffing, China International Intellectech Corp., China International Talent Development Center, ESI International, Inc., Hays Plc, HCL BPO Services (NI) Ltd., Kelly Services, Inc., Korn/Ferry International, Manpower, Inc., Brook Street Bureau Plc, Jefferson Wells International Inc., Right Management Consultants, Inc., Monster Worldwide, Inc., Pasona, Inc., Poolia AB, Randstad Holding NV, and Synergie SA. Market data and analytics are derived from primary and secondary research. Company profiles are primarily based upon search engine sources in the public domain.I. INTRODUCTION, METHODOLOGY PRODUCT DEFINITIONSStudy Reliability and Reporting Limitations I-1Disclaimers I-2Data Interpretation Reporting Level I-2Quantitative Techniques Analytics I-3Product Definitions and Scope of Study I-3II. EXECUTIVE SUMMARY

1. MARKET OVERVIEW II-1

Temporary Jobs: A Barometer for Economic II-2

2. COMPETITIVE LANDSCAPE II-3Table 1: Leading Players in Employment Services MarketWorldwide (2005): Percentage Breakdown by Revenues for AdeccoSA; Manpower, Inc.; Vedior; Randstad Holding NV; KellyServices, Inc.; and Others (includes correspondingGraph/Chart) II-3Consolidation II-3

3. TRENDS AND ISSUES II-4

Services Sector Emerges as the Largest Job Creator II-4

Increasing Role of Internet in Recruitment Services II-4

Independent Capital Markets Redefine Employment II-5

Emergence of ODRS II-5

Employee Retainers are the Winners II-5

Hiring Phobia II-6

4. SERVICE OVERVIEW II-7Employment II-7Types of Employment II-7Part-Time Employment II-7Temporary Employment II-7Labor/Employment Market II-7Emergence of PES II-7Public Employment Services (PES) II-8ILO Dissolves PES Monopoly II-8PES to Face Challenges II-8Deemed Knowledge Economy II-9Diverse Nature of Labor Market II-9ILO’s Directives about Employment Services II-9Key Functions of PES II-10PES and Information Technology II-10Labor Market Information II-10Labor Market Adjustment Programs II-10Administration of Unemployment Benefits II-11Search Channels II-11Recruiting Leaders from Outside II-11Types of Recruiting Agencies II-12Executive Search Firms II-12Search Process II-12Temporary Staffing Services II-12Women Prefer Temporary Work II-13Role of Temporary Staffing II-13Internet Job Boards II-14Retained Executive Search Companies II-14Passives II-14Techniques to Hunt Passives on Internet II-14Relationship Recruiting II-15Career Networks II-15Services for Users II-15Services for Recruiters II-15Video Resumes: A Powerful Tool for Jobseekers II-16Self-Employment II-16

5. RECENT INDUSTRY ACTIVITY II-17

ADP Acquires OneClickHR II-17

Corporate Resource Services Takes Over Tri-Overload Staffing II-17

AMN Healthcare Services Acquires Parent Company of Nursefinders II-17

Seek Takes Over Minority Stake in Online Career Centre II-17

Emergency Medical Services Acquires Affilion and

Fredericksburg Anesthesia Consultants II-18

Kohlberg Kravis Roberts Inkss Agreement for Takeover of Usen’s

Recruitment Services Subsidiary II-18

HireRight Acquires UK Powerchex II-18

General Employment Enterprises Acquires Assets of on-Site

Services II-18

Temp Holdings Acquires Minority Stake in Kelly Services II-18

Manpower Acquires COMSYS IT Partners II-18

TeamLease Services Takes Over Majority Stake in Indian

Institute of Job Training II-19

Lumea Staffing Takes Over Provincia Staffing and Staffing

Concepts II-19

Meridian Business Support’s Acquires Westaff II-19

MPS Group to Merge with Adecco II-19

Korn/Ferry International Acquires Sensa Solutions II-19

Medical Connections Holdings Takes Over Assets of Medical

Staffing Direct II-20

Veritas Capital Snaps Up Kroll Government Services II-20

Petplan Collaborates with Allianz Insurance to Introduce

Allianz Practice Protect, an HR and Employment Advisory

Service for Vets II-20

USIS Commercial Services Merges with HireRight II-21

6. STRATEGIC CORPORATE DEVELOPMENTS – A HISTORIC PERSPECTIVE BUILDER II-22Randstad Pockets Vedior, to Become Second Largest HR ServicesProvider II-22Verifile Takes Over Employment Screening Division of Tigerbrook II-22Monster Worldwide Completes Take Over of ChinaHR II-22Manpower Acquires Clarendon Parker Middle East to StrengthenLeadership in Middle East Recruitment Market II-22Kelly Services Acquires P-Serv II-23Kelly Services Acquires CGR/seven II-23Kelly Services Takes Over Talents Technology II-23Vedior Acquires Think Resources II-23Randstad Acquires Job One II-24Randstad Acquires Additional Stake in Talent Shanghai II-24Tempo-Team Acquires Thremen II-24Vedior Takes over Major Players Ltd II-24SelectRemedy Acquires Ablest II-25ClearPoint Acquires Advantage Services Group II-25ATC Healthcare Acquires Berry II-25Singer Lewak Acquires Finity Resources II-25INFe-Human Resources Acquires Gilsor Technology II-25On Assignment Acquires Oxford Global II-26AccountAbilities Acquires ReStaff Services II-26Kenexa Acquires StraightSource II-26Barrett Business Services Acquires Strategic Staffing II-26MPS Group Acquires Paladin Companies II-26IMPACT Group Takes Over Spherion’s HR Consulting Business II-26Futurestep Takes Over Newman Group II-27Spherion Acquires Resulte Universal II-27Labor Ready Takes Over Skilled Services II-28Bradley-Morris Takes Over Career Development Corp II-28Oasis Outsourcing Acquires Kelly Staff Leasing II-28Heidrick Struggles Acquires RENTONJAMES II-28Hays Acquires James Harvard II-29ResCare Acquires Maatwerk Groep II-29Randstad to Merge with Vedior II-29Monster Enters into an Agreement with Comcast II-29Journal Sentinel Enters into an Agreement with Monster II-30Monster Forms Recruitment Services Alliance with Adicio II-30Poolia Expands Operations in Germany and the UK II-30Robert Half International Partners with RetirementJobs.com II-31Workway Commences Outplacement Service Center II-31MPS Group Enters into Master Service Agreement with CH2M HILL II-31CDI Engineering Bags Contract from GE Infrastructure II-31IntelliCorp Enters into Licensing Agreement with BenefitPoint II-32Titan Divests Subsidiary to SJT II-32BA Enters into Agreement with Temporary Employment Agencies II-32AcadeMedia Receives SEK 10 million Contract from AMS II-33BT Announces Appointment of Manpower for Master Vendor Services II-33Workway Establishes Outplacement Service Center II-33SmartPost Expands Free e-Media Network II-33Monster Expands Alliance with Internet Broadcasting II-34Job Network and HotJobs Division of Yahoo! Form StrategicPartnership II-34Mincom Enters into Partnership with NGA.NET II-34Placemefirst.com Introduces Place Me First II-35DRIVERSOURCE Launches MyDriverSource.com II-35CV-Online Rolls Out Corporate Portal II-35Monster India Introduces Video Resume II-35Jobsite Launches New Portal for Accountants II-36New York Times and NYTimes.com Join with Monster® II-36Heidrick Struggles Acquires Highland Partners II-37Jobing.com Acquires Houstonemployment.com II-37Kenexa Acquires Psychometric Services II-37Resolve Staffing Acquires Power Personnel II-37First Advantage Acquires Refsure Worldwide II-37Resolve Staffing Acquires RR Staffing II-38Resolve Staffing Acquires StaffPro and Belcan Staffing II-38Select Personnel Acquires Staffing Services of Michigan II-38Tradestar Services Acquires CYMRI II-38Wolviston Management Acquires Yoh Staffing II-38Randstad Acquires Getronics’ HR Services Division II-38Vedior Acquires Majority Stake in Voxius BV II-39Vedior Acquires Major Stake in Digby Morgan Consulting II-39Vedior Acquires Majority Stake in CNC Global II-39Vedior Acquires Additional Stake in Blomfield Group II-39BTS Group Acquires Advantage Performance II-39First Advantage Acquires Accufacts Pre-Employment Screening II-40UC Advantage Acquires Employers Consulting Group II-40Dice Holdings Acquires eFinancialGroup II-40Parsons Corp. Acquires Exi II-40INFe-Human Resources Acquires Express Employment Agency II-40Right Management Acquires Grow Talent Company II-40JobServe Acquires ComputerJobs.com II-41Gryphon Investors Acquires Staffing Now II-41Kelly Acquires The Ayers Group II-41Design Group Acquires Aimco Labour II-42ADP Acquires VirtualEdge II-42AARP Collaborates with Spherion II-43Pasona and EDION to Establish a New Joint Venture Company II-43Kelly Divests Staff Leasing Business to Oasis Outsourcing II-43Kelly Services Commences Business Operations in Istanbul II-43MRINetwork Enters into Master Franchise License Agreement II-44Poolia Divests ‘AZ Arbeit Zeit’ to Argo Personal Service II-44Poolia Expands Presence in Germany II-44Randstad Divests PL Services II-44Adecco Opens Career Center in Belgium II-45HCRS Bags a New Contract from US Navy II-45TPS Staffing Changes its Name to Global Employment Solution II-45MSSI Wins Option Year Renewal II-45MAXNetwork Bags Three-Year Jobs Contract II-46FAO Research Launches FAO JobSearch Website II-46PennWell Introduces Online Employment Site PennTechJOBS II-46HRworkbench Launches Services in India II-46Todays Staffing Launches StaffSuite® II-47Marquin Introduces New Hiring and Recruiting Website II-47iCIMS Launches iRecruiter(TM) 6.2 II-47

7. FOCUS ON SELECT GLOBAL PLAYERS II-48

51job (China) II-48

Adecco SA (Switzerland) II-48

Adecco Staffing II-48

Ajilon (USA) II-48

Lee Hecht Harrison (LHH) II-49

Beijing Foreign Enterprise Human Resource Service Co. Ltd (China) II-49

CDI Corporation (USA) II-49

AndersElite (UK) II-50

Management Recruiters International Inc. II-50

Todays Staffing II-50

China International Intellectech Corp. (China) II-50

China International Talent Development Center (China) II-50

ESI International, Inc. (USA) II-50

Hays Plc (UK) II-51

HCL BPO Services (NI) Ltd. (India) II-51

Kelly Services, Inc. (USA) II-51

Korn/Ferry International (USA) II-51

Manpower Inc. (USA) II-52

Brook Street Bureau Plc II-52

Jefferson Wells International Inc. II-52

Right Management Consultants, Inc. II-52

Monster Worldwide Inc. (USA) II-53

Pasona, Inc. (Japan) II-53

Poolia AB (Sweden) II-53

Randstad Holding NV (The Netherlands) II-53

Synergie SA (France) II-54

8. GLOBAL MARKET PERSPECTIVE II-55Table 2: World Recent Past, Current Future Analysis forEmployment Services by Geographic Region – US, Japan, Europe,Asia-Pacific (excluding Japan) and Rest of World MarketsIndependently Analyzed with Annual Revenues in US$ Billion forYears 2009 through 2017(includes corresponding Graph/Chart) II-55

Table 3: World Historic Review for Employment Services by

Geographic Region – US, Japan, Europe, Asia-Pacific (excluding

Japan) and Rest of WorldMarkets Independently Analyzed with

Annual Revenues in US$ Billion for Years 2003 through 2008

(includes corresponding Graph/Chart) II-56

Table 4: World 15-Year Perspective for Employment Services byGeographic Region – Percentage Breakdown of Dollar Revenue forUS, Japan, Europe, Asia-Pacific (excluding Japan) and Rest ofWorld Markets for Years 2003, 2011 2017(includescorresponding Graph/Chart) II-57III. MARKET

1. THE UNITED STATES III-1

A.Market Analysis III-1

Temporary Staffing Services III-1

Employment Agencies III-1

Employee Leasing Services III-1

Recession Leads to High Unemployment Rates III-2

Table 5: Unemployment Rate in the US (2003-2011) (includes

corresponding Graph/Chart) III-2

Increasing Role of Temporary Employees III-2

US Job Market Strengthens III-2

Employment Statistics III-3

Table 6: Employment Statistics for Population Aged Over 16

Years for 2009 (In Millions) III-3

Table 7: Employment/Unemployment Status in the US (2009) -By Gender and Age Group (In Millions) (includescorresponding Graph/Chart) III-3

Table 8: Employment Market in the US in 2011: Percentage

Breakdown of Non-Agricultural Employed People by Industry

Sector (includes corresponding Graph/Chart) III-4

B.Market Analytics III-5

Table 9: US Recent Past, Current Future Analysis for

Employment Services by Service Segment – Temporary Staffing

Services, Employment Agencies and Employee Leasing Service

Markets Independently Analyzed with Annual Revenues in US$

Billion for Years 2009 through 2017 (includes corresponding

Graph/Chart) III-5

Table 10: US Historic Review for Employment Services byService Segment – Temporary Staffing Services, EmploymentAgencies and Employee Leasing Service Markets IndependentlyAnalyzed with Annual Revenues in US$ Billion for Years 2003through 2008 (includes corresponding Graph/Chart) III-6

Table 11: US 15-Year Perspective for Employment Services by

Service Segment- Percentage Breakdown of Dollar Revenue for

Temporary Staffing Services, Employment Agencies and

Employee Leasing Service Markets for Years 2003, 2011

2017(includes corresponding Graph/Chart) III-7

2. JAPAN III-8A.Market Analysis III-8Japanese Employment System III-8Origin of Recruitment Agencies in Japan III-8Private Placement Agencies III-9Recruiting Companies in Japan III-9Executive Search Search Firms III-9Placement Agencies III-9Outplacement Agencies III-9Other Agencies III-9Younger Employees Dominate the Jobseeker Lot III-10Long-Term Employment System III-10Advertisement III-10B.Market Analytics III-11Table 12: Japanese Recent Past, Current Future Analysisfor Employment Services by Industry Sector – Construction Manufacturing, Trade Commerce, Communication Energy andOther Markets Independently Analyzed with Annual Revenues inUS$ Billion for Years 2009 through 2017 (includescorresponding Graph/Chart) III-11

Table 13: Japanese Historic Review for Employment Services

by Industry Sector – Construction Manufacturing, Trade

Commerce, Communication Energy and Other Markets

Independently Analyzed with Annual Revenues in US$ Billion

for Years 2003 through 2008 (includes corresponding

Graph/Chart) III-12

Table 14: Japanese 15-Year Perspective for EmploymentServices by Industry Sector – Percentage Breakdown of DollarRevenue for Construction Manufacturing Trade Commerce,Communication Energy and Other Markets for Years 2003,2011 2017 (includes corresponding Graph/Chart) III-13

3. EUROPE III-14

A.Market Analysis III-14

Temporary Staffing: A Necessary Evil III-14

Job Market in EU During Recession III-14

The “Two-Tier” Reforms in EPL – Worsening Conditions for

Temporary Jobs III-15

Employers Reluctant to Boost Staff III-15

Downfall of PES Monopoly in Europe III-16

Liberalization of Public Employment Services (PES) in

Europe by Country III-16

Precarious and Low-wage Jobs Marked with High Incidence Job

Transitions III-16

Enlargement of EU III-16

The Agency Workers Directive III-16

Employment Statistics in EU-27 III-17

Table 15: Employment Rate in the European Union Countries

(2011) III-17

Table 16: Employment Rate in the European Union Countries(2009): Percentage of Employed Person Working on TemporaryContracts, as Part Time and Those who are Self-Employed III-18

Table 17: Unemployment Rate in the EU-27 for 2010 and 2011

(includes corresponding Graph/Chart) III-19

Table 18: Employment Status in EU-27 (2009): PercentageBreakdown of Employed People by Services, Industry andAgriculture (includes corresponding Graph/Chart) III-20B.Market Analytics III-20Table 19: European Recent Past, Current Future Analysisfor Employment Services by Geographic Region – France,Germany, UK and Rest of Europe Markets IndependentlyAnalyzed with Annual Revenues in US$ Billion for Years 2009through 2017(includes corresponding Graph/Chart) III-20

Table 20: European Historic Review for Employment Services

by Geographic Region – France, Germany, UK and Rest of

Europe Markets Independently Analyzed with Annual Revenues

in US$ Billion for Years 2003 through 2008 (includes

corresponding Graph/Chart) III-21

Table 21: European 15-Year Perspective for EmploymentServices by Geographic Region – Percentage Breakdown ofDollar Revenue for France, Germany, UK and Rest of EuropeMarkets for Years 2003, 2011 2017(includes correspondingGraph/Chart) III-22

Table 22: European Recent Past, Current Future Analysis

for Employment Services by Industry Sector – Construction

Manufacturing, Trade Commerce, Communication Energy and

Other Markets Independently Analyzed with Annual Revenues in

US$ Billion for Years 2009 through 2017 (includes

corresponding Graph/Chart) III-23

Table 23: European Historic Review for Employment Servicesby Industry Sector – Construction Manufacturing, Trade Commerce, Communication Energy and Other MarketsIndependently Analyzed with Annual Revenues in US$ Billionfor Years 2003 through 2008 (includes correspondingGraph/Chart) III-24

Table 24: European 15-Year Perspective for Employment

Services by Industry Sector – Percentage Breakdown of Dollar

Revenue for Construction Manufacturing, Trade Commerce,

Communication Energy and Other Markets for Years 2003,

2011 2017 (includes corresponding Graph/Chart) III-25

3a. FRANCE III-26A.Market Analysis III-26Employment Status III-26Table 25: Employment Status in France (2009): PercentageBreakdown of Employed People by Services, Industry andAgriculture (includes corresponding Graph/Chart) III-26B.Market Analytics III-27Table 26: French Recent Past, Current Future Analysis forEmployment Services by Industry Sector – Construction Manufacturing, Trade Commerce, Communication Energy andOther Markets Independently Analyzed with Annual Revenues inUS$ Billion for Years 2009 through 2017 (includescorresponding Graph/Chart) III-27

Table 27: French Historic Review for Employment Services by

Industry Sector – Construction Manufacturing, Trade

Commerce, Communication Energy and Other Markets

Independently Analyzed with Annual Revenues in US$ Billion

for Years 2003 through 2008 (includes corresponding

Graph/Chart) III-28

Table 28: French 15-Year Perspective for Employment Servicesby Industry Sector – Percentage Breakdown of Dollar Revenuefor Construction Manufacturing, Trade Commerce,Communication Energy and Other Markets for Years 2003,2011 2017 (includes corresponding Graph/Chart) III-29

3b. GERMANY III-30

A.Market Analysis III-30

Innovative Methods Stem Unemployment Rise III-30

German Wage Agreement for Temporary Employees III-30

Employment Disparity in East and West Germany III-30

Table 29: Employment Status in Germany (2009): Percentage

Breakdown of Employed People by Services, Industry and

Agriculture (includes corresponding Graph/Chart) III-30

Historical Review III-31

Table 30: Employment Status in Germany (2000- 2004) -

Breakup by Sex (In ’000) (includes corresponding

Graph/Chart) III-31

Table 31: Employment Status in Germany (2000-2003) -Breakup by Industry (In ’000) (includes correspondingGraph/Chart) III-31

Table 32: Employment Status in Agriculture, Forestry and

Fishing Industry in Germany (2000-2003): Breakup by Sex (In

’000) (includes corresponding Graph/Chart) III-32

Table 33: Employment Status in Manufacturing and EnergyIndustry in Germany (2000-2003) – Breakup by Sex (In ’000)(includes corresponding Graph/Chart) III-32

Table 34: Employment Status in Construction Industry in

Germany (2000-2003) – Breakup by Sex (In ’000) (includes

corresponding Graph/Chart) III-33

Table 35: Employment Status in Services Industry in Germany(2000-2003) – Breakup by Sex (In ’000) (includescorresponding Graph/Chart) III-33B.Market Analytics III-34Table 36: German Recent Past, Current Future Analysis forEmployment Services by Industry Sector – Construction Manufacturing, Trade Commerce, Communication Energy andOther Markets Independently Analyzed with Annual Revenues inUS$ Billion for Years 2009 through 2017 (includescorresponding Graph/Chart) III-34

Table 37: German Historic Review for Employment Services by

Industry Sector – Construction Manufacturing, Trade

Commerce, Communication Energy and Other Markets

Independently Analyzed with Annual Revenues in US$ Billion

for Years 2003 through 2008 (includes corresponding

Graph/Chart) III-35

Table 38: German 15-Year Perspective for Employment Servicesby Industry Sector – Percentage Breakdown of Dollar Revenuefor Construction Manufacturing, Trade Commerce,Communication Energy and Other Markets for Years 2003,2011 2017 (includes corresponding Graph/Chart) III-36

3c. THE UNITED KINGDOM III-37

A.Market Analysis III-37

The Employment Services Market in the UK III-37

Temporary Employment in the UK III-37

Evolution of Temporary Staffing in the UK III-37

Temporary Staffing Agencies to Diversify and Expand III-38

Self-Employment in the UK III-38

Table 39: Employment Status in UK (2009): Percentage

Breakdown of Employed People by Services, Industry and

Agriculture (includes corresponding Graph/Chart) III-38

B.Market Analytics III-39

Table 40: UK Recent Past, Current Future Analysis for

Employment Services by Industry Sector – Construction

Manufacturing, Trade Commerce, Communication Energy and

Other Markets Independently Analyzed with Annual Revenues in

US$ Billion for Years 2009 through 2017 (includes

corresponding Graph/Chart) III-39

Table 41: UK Historic Review for Employment Services byIndustry Sector – Construction Manufacturing, Trade Commerce, Communication Energy and Other MarketsIndependently Analyzed with Annual Revenues in US$ Billionfor Years 2003 through 2008 (includes correspondingGraph/Chart) III-40

Table 42: UK 15-Year Perspective for Employment Services by

Industry Sector – Percentage Breakdown of Dollar Revenue for

Construction Manufacturing, Trade Commerce,

Communication Energy and Other Markets for Years 2003,

2011 2017 (includes corresponding Graph/Chart) III-41

3d. REST OF EUROPE III-42A.Market Analysis III-42Spain III-42Table 43: Number of Unemployed Men and Women in Spain(includes corresponding Graph/Chart) III-42

Table 44: Employment Status in Spain (2009): Percentage

Breakdown of Employed People by Services, Industry and

Agriculture (includes corresponding Graph/Chart) III-42

Iceland III-43

Employment Framework in Iceland III-43

Italy III-43

Evolution of Temporary Employment in Italy III-43

Liberalization of Temporary Employment in Italy III-43

Motives Behind Temporary Employment III-44

Table 45: Employment Status in Italy (2009): Percentage

Breakdown of Employed People by Services, Industry and

Agriculture (includes corresponding Graph/Chart) III-44

B.Market Analytics III-45

Table 46: Rest of Europe Recent Past, Current Future

Analysis for Employment Services by Industry Sector -

Construction Manufacturing, Trade Commerce,

Communication Energy and Other Markets Independently

Analyzed with Annual Revenues in US$ Billion for Years 2009

through 2017 (includes corresponding Graph/Chart) III-45

Table 47: Rest of Europe Historic Review for EmploymentServices by Industry Sector – Construction Manufacturing,Trade Commerce, Communication Energy and Other MarketsIndependently Analyzed with Annual Revenues in US$ Billionfor Years 2003 through 2008 (includes correspondingGraph/Chart) III-46

Table 48: Rest of Europe 15-Year Perspective for Employment

Services by Industry Sector Percentage Breakdown of Dollar

Revenue for Construction Manufacturing, Trade Commerce,

Communication Energy and Other Markets for Years 2003,

2011 2017 (includes corresponding Graph/Chart) III-47

4. ASIA-PACIFIC III-48A.Market Analysis III-48Knowledge Management in Asia III-48Youth Unemployment in Asia-Pacific III-48The UK Remains Favorite Hunting Ground for International Talent III-48Review of Select markets: III-49Malaysia III-49Singapore III-49Table 49: Employment Status in Singapore (2009):Percentage Breakdown of Employed People by Industry Sectorfor Goods Producing Sector (Manufacturing, Construction)and Services Producing Sector (includes correspondingGraph/Chart) III-50Thailand III-50Australia III-50Employment Services Market III-50Stress at Workplace Leads to Rising Injuries III-51China III-51Employment Services Market III-51Online Recruitment Gaining Popularity III-51India III-52Increase in Attrition Rate in Indian Call Center Industry III-52Mauritius III-52South Korea III-52South Korean Employment Services Market III-53B.Market Analytics III-54Table 50: Asia-Pacific Recent Past, Current FutureAnalysis for Employment Services by Industry Sector -Construction Manufacturing, Trade Commerce,Communication Energy and Other Markets IndependentlyAnalyzed with Annual Revenues in US$ Billion for Years 2009through 2017 (includes corresponding Graph/Chart) III-54

Table 51: Asia-Pacific Historic Review for Employment

Services by Industry Sector – Construction Manufacturing,

Trade Commerce, Communication Energy and Other Markets

Independently Analyzed with Annual Revenues in US$ Billion

for Years 2003 through 2008 (includes corresponding

Graph/Chart) III-55

Table 52: Asia-Pacific 15-Year Perspective for EmploymentServices by Industry Sector – Percentage Breakdown of DollarRevenue for Construction Manufacturing, Trade Commerce,Communication Energy and Other Markets for Years 2003,2011 2017 (includes corresponding Graph/Chart) III-56

5. REST OF WORLD III-57

A.Market Analysis III-57

South Africa III-57

Canada III-57

Establishment of Knowledge Based Economy III-57

Workplace Stress Increases Employee Turn Over Rate III-58

Employment Prospects Brighten in British Columbia III-58

Employment Statistics in Canada III-58

Table 53: Demographic Statistics for Population Aged Above

15 Years (Dec. 2010) III-58

Table 54: Employment Rates among Different Age Groups andGenders (Dec. 2010) III-59

Table 55: Employment in Canada (Dec 2010): Break-up by

Worker Class (In ’000) (includes corresponding

Graph/Chart) III-59

Table 56: Percentage Breakdown of Employment by GoodsProducing (Manufacturing; Construction; Agriculture;Forestry, Fishing, Mining, Oil Gas) and ServicesProducing Sectors (Trade; Health Care and SocialAssistance; Professional, Scientific and TechnicalServices; Educational Services; Finance, Insurance, RealEstate and Leasing; Accommodation and Food Services;Public Administration; Transportation and Warehousing;Information, Culture and Recreation; Business, Buildingand other Support Services; and Other Services) (includescorresponding Graph/Chart) III-60B.Market Analytics III-61Table 57: Rest of World Recent Past, Current FutureAnalysis for Employment Services by Industry Sector -Construction Manufacturing, Trade Commerce,Communication Energy and Other Markets IndependentlyAnalyzed with Annual Revenues in US$ Billion for Years 2009through 2017 (includes corresponding Graph/Chart) III-61

Table 58: Rest of World Historic Review for Employment

Services by Industry Sector – Construction Manufacturing,

Trade Commerce, Communication Energy and Other Markets

Independently Analyzed with Annual Revenues in US$ Billion

for Years 2003 through 2008 (includes corresponding

Graph/Chart) III-62

Table 59: Rest of World 15-Year Perspective for EmploymentServices by Industry Sector – Percentage Breakdown of DollarRevenue for Construction Manufacturing, Trade Commerce,Communication Energy and Other Markets for Years 2003,2011 2017 (includes corresponding Graph/Chart) III-63IV. COMPETITIVE LANDSCAPE

Total Companies Profiled: 496 (including Divisions/Subsidiaries – 555)

Region/Country Players——————————————The United States 346Canada 16Japan 4Europe 85France 8Germany 1The United Kingdom 52Italy 3Rest of Europe 21Asia-Pacific (Excluding Japan) 104——————————————

To order this report:Human Resources Industry: Global Employment Services Industry

More

Market Research Report

Check our

Industry Analysis and Insights

CONTACTReportlinkerEmail: nicolasbombourg@reportlinker.comUS: (805)652-2626Intl: +1 805-652-2626

SOURCE Reportlinker

Copyright (C) 2012 PR Newswire. All rights reserved


Similar news:
Category: Employment Agency  Tags: ,  Leave a Comment
28 Jun 2012

Hiring Our Heroes job fair is Friday

CHINCOTEAGUE — The Hiring Our Heroes Veterans job fair will be held at Nandua High School, 26350 Lankford Highway in Onley on Friday, June 29, from 9 a.m- 2 p.m.

The job fair for is veterans, active duty military, members of National Guard and Reserve and military spouses.

This will be a one-of-a-kind free hiring event for both employers and job-seekers.

Employer must register for free at HoH.GreatJob.net.

Job seekers also need to register there to guarantee admission. Walks-in welcome but space not guaranteed.

Workshops for job seekers will be held the morning of the fair.

This hiring event is being conducted in partnership by the U.S. Chamber of Commerce, the American Legion, the Chincoteague Chamber of Commerce, the Easter Shore Chamber of Commerce, the Virginia Employment Commission, the Department of Labor’s Veterans Employment and Training Service, the Virginia Committee of Employer Support of the Guard and Reserve, NBC News and other local partners.

On Tuesday, July 3, the Chincoteague Post 159 bar and executive committee will meet at 7 p.m. in the upper meeting room at the Legion post.

On Wednesday, July 4, Chincoteague Post 159 will hold a fundraising pig roast at the post from noon-6 p.m.

Barbecue pork platters including cole slaw and baked beans will sell for $7.

Barbecue pork sandwiches with slaw will sell for $4. Come and support the Legion’s efforts to support our veterans and the local community.

On Tuesday, July 10, the Legionnaires of Post 159 will hold their regular monthly meeting at 7:30 p.m. in the main hall.

Also on Tuesday, July 10, the American Legion Auxiliary Unit 159 will hold its regularly monthly meeting at 7:30 p.m. in the upper meeting room.

On Thursday, July 12, the Sons of the American Legion Squadron 159 will hold its regular monthly meeting at 7:30 p.m. in the upper meeting room.

On Saturday, July 14, Chincoteague Post 159 will be serving a breakfast buffet from 8-10 a.m.

Also, American Legion Auxiliary Unit 159 will hold a bake sale concurrently with the breakfast buffet.


Similar news:
Category: Job Fair  Tags: ,  Leave a Comment
28 Jun 2012

Global Employment Services Industry

NEW YORK, June 28, 2012 /PRNewswire/ — Reportlinker.com announces that a new market research report is available in its catalogue:

Global Employment Services Industry

http://www.reportlinker.com/p080458/Global-Employment-Services-Industry.html#utm_source=prnewswireutm_medium=prutm_campaign=Human_Res

This report analyzes the worldwide markets for Employment Services in US$ Billion. The US market is analyzed by the following Service Segments: Temporary Help Services, Employment Agencies, and Employee Leasing Service. The Japanese, European, Asia-Pacific Rest of World markets for Employment Services are analyzed by the following Industry Sectors: Construction Manufacturing, Commerce, Finance Banking, Communication Energy, and Others. The report provides separate comprehensive analytics for the US, Japan, Europe, Asia-Pacific, and Rest of World. Annual estimates and forecasts are provided for the period 2009 through 2017. Also, a six-year historic analysis is provided for these markets. The report profiles 496 companies including many key and niche players such as 51job, Adecco SA, Adecco Staffing, Ajilon, Lee Hecht Harrison, Beijing Foreign Enterprise Human Resource Service Co., Ltd., CDI Corporation, AndersElite, Management Recruiters International Inc., Todays staffing, China International Intellectech Corp., China International Talent Development Center, ESI International, Inc., Hays Plc, HCL BPO Services (NI) Ltd., Kelly Services, Inc., Korn/Ferry International, Manpower, Inc., Brook Street Bureau Plc, Jefferson Wells International Inc., Right Management Consultants, Inc., Monster Worldwide, Inc., Pasona, Inc., Poolia AB, Randstad Holding NV, and Synergie SA. Market data and analytics are derived from primary and secondary research. Company profiles are primarily based upon search engine sources in the public domain.I. INTRODUCTION, METHODOLOGY PRODUCT DEFINITIONSStudy Reliability and Reporting Limitations I-1Disclaimers I-2Data Interpretation Reporting Level I-2Quantitative Techniques Analytics I-3Product Definitions and Scope of Study I-3II. EXECUTIVE SUMMARY

1. MARKET OVERVIEW II-1

Temporary Jobs: A Barometer for Economic II-2

2. COMPETITIVE LANDSCAPE II-3Table 1: Leading Players in Employment Services MarketWorldwide (2005): Percentage Breakdown by Revenues for AdeccoSA; Manpower, Inc.; Vedior; Randstad Holding NV; KellyServices, Inc.; and Others (includes correspondingGraph/Chart) II-3Consolidation II-3

3. TRENDS AND ISSUES II-4

Services Sector Emerges as the Largest Job Creator II-4

Increasing Role of Internet in Recruitment Services II-4

Independent Capital Markets Redefine Employment II-5

Emergence of ODRS II-5

Employee Retainers are the Winners II-5

Hiring Phobia II-6

4. SERVICE OVERVIEW II-7Employment II-7Types of Employment II-7Part-Time Employment II-7Temporary Employment II-7Labor/Employment Market II-7Emergence of PES II-7Public Employment Services (PES) II-8ILO Dissolves PES Monopoly II-8PES to Face Challenges II-8Deemed Knowledge Economy II-9Diverse Nature of Labor Market II-9ILO’s Directives about Employment Services II-9Key Functions of PES II-10PES and Information Technology II-10Labor Market Information II-10Labor Market Adjustment Programs II-10Administration of Unemployment Benefits II-11Search Channels II-11Recruiting Leaders from Outside II-11Types of Recruiting Agencies II-12Executive Search Firms II-12Search Process II-12Temporary Staffing Services II-12Women Prefer Temporary Work II-13Role of Temporary Staffing II-13Internet Job Boards II-14Retained Executive Search Companies II-14Passives II-14Techniques to Hunt Passives on Internet II-14Relationship Recruiting II-15Career Networks II-15Services for Users II-15Services for Recruiters II-15Video Resumes: A Powerful Tool for Jobseekers II-16Self-Employment II-16

5. RECENT INDUSTRY ACTIVITY II-17

ADP Acquires OneClickHR II-17

Corporate Resource Services Takes Over Tri-Overload Staffing II-17

AMN Healthcare Services Acquires Parent Company of Nursefinders II-17

Seek Takes Over Minority Stake in Online Career Centre II-17

Emergency Medical Services Acquires Affilion and

Fredericksburg Anesthesia Consultants II-18

Kohlberg Kravis Roberts Inkss Agreement for Takeover of Usen’s

Recruitment Services Subsidiary II-18

HireRight Acquires UK Powerchex II-18

General Employment Enterprises Acquires Assets of on-Site

Services II-18

Temp Holdings Acquires Minority Stake in Kelly Services II-18

Manpower Acquires COMSYS IT Partners II-18

TeamLease Services Takes Over Majority Stake in Indian

Institute of Job Training II-19

Lumea Staffing Takes Over Provincia Staffing and Staffing

Concepts II-19

Meridian Business Support’s Acquires Westaff II-19

MPS Group to Merge with Adecco II-19

Korn/Ferry International Acquires Sensa Solutions II-19

Medical Connections Holdings Takes Over Assets of Medical

Staffing Direct II-20

Veritas Capital Snaps Up Kroll Government Services II-20

Petplan Collaborates with Allianz Insurance to Introduce

Allianz Practice Protect, an HR and Employment Advisory

Service for Vets II-20

USIS Commercial Services Merges with HireRight II-21

6. STRATEGIC CORPORATE DEVELOPMENTS – A HISTORIC PERSPECTIVE BUILDER II-22Randstad Pockets Vedior, to Become Second Largest HR ServicesProvider II-22Verifile Takes Over Employment Screening Division of Tigerbrook II-22Monster Worldwide Completes Take Over of ChinaHR II-22Manpower Acquires Clarendon Parker Middle East to StrengthenLeadership in Middle East Recruitment Market II-22Kelly Services Acquires P-Serv II-23Kelly Services Acquires CGR/seven II-23Kelly Services Takes Over Talents Technology II-23Vedior Acquires Think Resources II-23Randstad Acquires Job One II-24Randstad Acquires Additional Stake in Talent Shanghai II-24Tempo-Team Acquires Thremen II-24Vedior Takes over Major Players Ltd II-24SelectRemedy Acquires Ablest II-25ClearPoint Acquires Advantage Services Group II-25ATC Healthcare Acquires Berry II-25Singer Lewak Acquires Finity Resources II-25INFe-Human Resources Acquires Gilsor Technology II-25On Assignment Acquires Oxford Global II-26AccountAbilities Acquires ReStaff Services II-26Kenexa Acquires StraightSource II-26Barrett Business Services Acquires Strategic Staffing II-26MPS Group Acquires Paladin Companies II-26IMPACT Group Takes Over Spherion’s HR Consulting Business II-26Futurestep Takes Over Newman Group II-27Spherion Acquires Resulte Universal II-27Labor Ready Takes Over Skilled Services II-28Bradley-Morris Takes Over Career Development Corp II-28Oasis Outsourcing Acquires Kelly Staff Leasing II-28Heidrick Struggles Acquires RENTONJAMES II-28Hays Acquires James Harvard II-29ResCare Acquires Maatwerk Groep II-29Randstad to Merge with Vedior II-29Monster Enters into an Agreement with Comcast II-29Journal Sentinel Enters into an Agreement with Monster II-30Monster Forms Recruitment Services Alliance with Adicio II-30Poolia Expands Operations in Germany and the UK II-30Robert Half International Partners with RetirementJobs.com II-31Workway Commences Outplacement Service Center II-31MPS Group Enters into Master Service Agreement with CH2M HILL II-31CDI Engineering Bags Contract from GE Infrastructure II-31IntelliCorp Enters into Licensing Agreement with BenefitPoint II-32Titan Divests Subsidiary to SJT II-32BA Enters into Agreement with Temporary Employment Agencies II-32AcadeMedia Receives SEK 10 million Contract from AMS II-33BT Announces Appointment of Manpower for Master Vendor Services II-33Workway Establishes Outplacement Service Center II-33SmartPost Expands Free e-Media Network II-33Monster Expands Alliance with Internet Broadcasting II-34Job Network and HotJobs Division of Yahoo! Form StrategicPartnership II-34Mincom Enters into Partnership with NGA.NET II-34Placemefirst.com Introduces Place Me First II-35DRIVERSOURCE Launches MyDriverSource.com II-35CV-Online Rolls Out Corporate Portal II-35Monster India Introduces Video Resume II-35Jobsite Launches New Portal for Accountants II-36New York Times and NYTimes.com Join with Monster® II-36Heidrick Struggles Acquires Highland Partners II-37Jobing.com Acquires Houstonemployment.com II-37Kenexa Acquires Psychometric Services II-37Resolve Staffing Acquires Power Personnel II-37First Advantage Acquires Refsure Worldwide II-37Resolve Staffing Acquires RR Staffing II-38Resolve Staffing Acquires StaffPro and Belcan Staffing II-38Select Personnel Acquires Staffing Services of Michigan II-38Tradestar Services Acquires CYMRI II-38Wolviston Management Acquires Yoh Staffing II-38Randstad Acquires Getronics’ HR Services Division II-38Vedior Acquires Majority Stake in Voxius BV II-39Vedior Acquires Major Stake in Digby Morgan Consulting II-39Vedior Acquires Majority Stake in CNC Global II-39Vedior Acquires Additional Stake in Blomfield Group II-39BTS Group Acquires Advantage Performance II-39First Advantage Acquires Accufacts Pre-Employment Screening II-40UC Advantage Acquires Employers Consulting Group II-40Dice Holdings Acquires eFinancialGroup II-40Parsons Corp. Acquires Exi II-40INFe-Human Resources Acquires Express Employment Agency II-40Right Management Acquires Grow Talent Company II-40JobServe Acquires ComputerJobs.com II-41Gryphon Investors Acquires Staffing Now II-41Kelly Acquires The Ayers Group II-41Design Group Acquires Aimco Labour II-42ADP Acquires VirtualEdge II-42AARP Collaborates with Spherion II-43Pasona and EDION to Establish a New Joint Venture Company II-43Kelly Divests Staff Leasing Business to Oasis Outsourcing II-43Kelly Services Commences Business Operations in Istanbul II-43MRINetwork Enters into Master Franchise License Agreement II-44Poolia Divests ‘AZ Arbeit Zeit’ to Argo Personal Service II-44Poolia Expands Presence in Germany II-44Randstad Divests PL Services II-44Adecco Opens Career Center in Belgium II-45HCRS Bags a New Contract from US Navy II-45TPS Staffing Changes its Name to Global Employment Solution II-45MSSI Wins Option Year Renewal II-45MAXNetwork Bags Three-Year Jobs Contract II-46FAO Research Launches FAO JobSearch Website II-46PennWell Introduces Online Employment Site PennTechJOBS II-46HRworkbench Launches Services in India II-46Todays Staffing Launches StaffSuite® II-47Marquin Introduces New Hiring and Recruiting Website II-47iCIMS Launches iRecruiter™ 6.2 II-47

7. FOCUS ON SELECT GLOBAL PLAYERS II-48

51job (China) II-48

Adecco SA (Switzerland) II-48

Adecco Staffing II-48

Ajilon (USA) II-48

Lee Hecht Harrison (LHH) II-49

Beijing Foreign Enterprise Human Resource Service Co. Ltd (China) II-49

CDI Corporation (USA) II-49

AndersElite (UK) II-50

Management Recruiters International Inc. II-50

Todays Staffing II-50

China International Intellectech Corp. (China) II-50

China International Talent Development Center (China) II-50

ESI International, Inc. (USA) II-50

Hays Plc (UK) II-51

HCL BPO Services (NI) Ltd. (India) II-51

Kelly Services, Inc. (USA) II-51

Korn/Ferry International (USA) II-51

Manpower Inc. (USA) II-52

Brook Street Bureau Plc II-52

Jefferson Wells International Inc. II-52

Right Management Consultants, Inc. II-52

Monster Worldwide Inc. (USA) II-53

Pasona, Inc. (Japan) II-53

Poolia AB (Sweden) II-53

Randstad Holding NV (The Netherlands) II-53

Synergie SA (France) II-54

8. GLOBAL MARKET PERSPECTIVE II-55Table 2: World Recent Past, Current Future Analysis forEmployment Services by Geographic Region – US, Japan, Europe,Asia-Pacific (excluding Japan) and Rest of World MarketsIndependently Analyzed with Annual Revenues in US$ Billion forYears 2009 through 2017(includes corresponding Graph/Chart) II-55

Table 3: World Historic Review for Employment Services by

Geographic Region – US, Japan, Europe, Asia-Pacific (excluding

Japan) and Rest of WorldMarkets Independently Analyzed with

Annual Revenues in US$ Billion for Years 2003 through 2008

(includes corresponding Graph/Chart) II-56

Table 4: World 15-Year Perspective for Employment Services byGeographic Region – Percentage Breakdown of Dollar Revenue forUS, Japan, Europe, Asia-Pacific (excluding Japan) and Rest ofWorld Markets for Years 2003, 2011 2017(includescorresponding Graph/Chart) II-57III. MARKET

1. THE UNITED STATES III-1

A.Market Analysis III-1

Temporary Staffing Services III-1

Employment Agencies III-1

Employee Leasing Services III-1

Recession Leads to High Unemployment Rates III-2

Table 5: Unemployment Rate in the US (2003-2011) (includes

corresponding Graph/Chart) III-2

Increasing Role of Temporary Employees III-2

US Job Market Strengthens III-2

Employment Statistics III-3

Table 6: Employment Statistics for Population Aged Over 16

Years for 2009 (In Millions) III-3

Table 7: Employment/Unemployment Status in the US (2009) -By Gender and Age Group (In Millions) (includescorresponding Graph/Chart) III-3

Table 8: Employment Market in the US in 2011: Percentage

Breakdown of Non-Agricultural Employed People by Industry

Sector (includes corresponding Graph/Chart) III-4

B.Market Analytics III-5

Table 9: US Recent Past, Current Future Analysis for

Employment Services by Service Segment – Temporary Staffing

Services, Employment Agencies and Employee Leasing Service

Markets Independently Analyzed with Annual Revenues in US$

Billion for Years 2009 through 2017 (includes corresponding

Graph/Chart) III-5

Table 10: US Historic Review for Employment Services byService Segment – Temporary Staffing Services, EmploymentAgencies and Employee Leasing Service Markets IndependentlyAnalyzed with Annual Revenues in US$ Billion for Years 2003through 2008 (includes corresponding Graph/Chart) III-6

Table 11: US 15-Year Perspective for Employment Services by

Service Segment- Percentage Breakdown of Dollar Revenue for

Temporary Staffing Services, Employment Agencies and

Employee Leasing Service Markets for Years 2003, 2011

2017(includes corresponding Graph/Chart) III-7

2. JAPAN III-8A.Market Analysis III-8Japanese Employment System III-8Origin of Recruitment Agencies in Japan III-8Private Placement Agencies III-9Recruiting Companies in Japan III-9Executive Search Search Firms III-9Placement Agencies III-9Outplacement Agencies III-9Other Agencies III-9Younger Employees Dominate the Jobseeker Lot III-10Long-Term Employment System III-10Advertisement III-10B.Market Analytics III-11Table 12: Japanese Recent Past, Current Future Analysisfor Employment Services by Industry Sector – Construction Manufacturing, Trade Commerce, Communication Energy andOther Markets Independently Analyzed with Annual Revenues inUS$ Billion for Years 2009 through 2017 (includescorresponding Graph/Chart) III-11

Table 13: Japanese Historic Review for Employment Services

by Industry Sector – Construction Manufacturing, Trade

Commerce, Communication Energy and Other Markets

Independently Analyzed with Annual Revenues in US$ Billion

for Years 2003 through 2008 (includes corresponding

Graph/Chart) III-12

Table 14: Japanese 15-Year Perspective for EmploymentServices by Industry Sector – Percentage Breakdown of DollarRevenue for Construction Manufacturing Trade Commerce,Communication Energy and Other Markets for Years 2003,2011 2017 (includes corresponding Graph/Chart) III-13

3. EUROPE III-14

A.Market Analysis III-14

Temporary Staffing: A Necessary Evil III-14

Job Market in EU During Recession III-14

The “Two-Tier” Reforms in EPL – Worsening Conditions for

Temporary Jobs III-15

Employers Reluctant to Boost Staff III-15

Downfall of PES Monopoly in Europe III-16

Liberalization of Public Employment Services (PES) in

Europe by Country III-16

Precarious and Low-wage Jobs Marked with High Incidence Job

Transitions III-16

Enlargement of EU III-16

The Agency Workers Directive III-16

Employment Statistics in EU-27 III-17

Table 15: Employment Rate in the European Union Countries

(2011) III-17

Table 16: Employment Rate in the European Union Countries(2009): Percentage of Employed Person Working on TemporaryContracts, as Part Time and Those who are Self-Employed III-18

Table 17: Unemployment Rate in the EU-27 for 2010 and 2011

(includes corresponding Graph/Chart) III-19

Table 18: Employment Status in EU-27 (2009): PercentageBreakdown of Employed People by Services, Industry andAgriculture (includes corresponding Graph/Chart) III-20B.Market Analytics III-20Table 19: European Recent Past, Current Future Analysisfor Employment Services by Geographic Region – France,Germany, UK and Rest of Europe Markets IndependentlyAnalyzed with Annual Revenues in US$ Billion for Years 2009through 2017(includes corresponding Graph/Chart) III-20

Table 20: European Historic Review for Employment Services

by Geographic Region – France, Germany, UK and Rest of

Europe Markets Independently Analyzed with Annual Revenues

in US$ Billion for Years 2003 through 2008 (includes

corresponding Graph/Chart) III-21

Table 21: European 15-Year Perspective for EmploymentServices by Geographic Region – Percentage Breakdown ofDollar Revenue for France, Germany, UK and Rest of EuropeMarkets for Years 2003, 2011 2017(includes correspondingGraph/Chart) III-22

Table 22: European Recent Past, Current Future Analysis

for Employment Services by Industry Sector – Construction

Manufacturing, Trade Commerce, Communication Energy and

Other Markets Independently Analyzed with Annual Revenues in

US$ Billion for Years 2009 through 2017 (includes

corresponding Graph/Chart) III-23

Table 23: European Historic Review for Employment Servicesby Industry Sector – Construction Manufacturing, Trade Commerce, Communication Energy and Other MarketsIndependently Analyzed with Annual Revenues in US$ Billionfor Years 2003 through 2008 (includes correspondingGraph/Chart) III-24

Table 24: European 15-Year Perspective for Employment

Services by Industry Sector – Percentage Breakdown of Dollar

Revenue for Construction Manufacturing, Trade Commerce,

Communication Energy and Other Markets for Years 2003,

2011 2017 (includes corresponding Graph/Chart) III-25

3a. FRANCE III-26A.Market Analysis III-26Employment Status III-26Table 25: Employment Status in France (2009): PercentageBreakdown of Employed People by Services, Industry andAgriculture (includes corresponding Graph/Chart) III-26B.Market Analytics III-27Table 26: French Recent Past, Current Future Analysis forEmployment Services by Industry Sector – Construction Manufacturing, Trade Commerce, Communication Energy andOther Markets Independently Analyzed with Annual Revenues inUS$ Billion for Years 2009 through 2017 (includescorresponding Graph/Chart) III-27

Table 27: French Historic Review for Employment Services by

Industry Sector – Construction Manufacturing, Trade

Commerce, Communication Energy and Other Markets

Independently Analyzed with Annual Revenues in US$ Billion

for Years 2003 through 2008 (includes corresponding

Graph/Chart) III-28

Table 28: French 15-Year Perspective for Employment Servicesby Industry Sector – Percentage Breakdown of Dollar Revenuefor Construction Manufacturing, Trade Commerce,Communication Energy and Other Markets for Years 2003,2011 2017 (includes corresponding Graph/Chart) III-29

3b. GERMANY III-30

A.Market Analysis III-30

Innovative Methods Stem Unemployment Rise III-30

German Wage Agreement for Temporary Employees III-30

Employment Disparity in East and West Germany III-30

Table 29: Employment Status in Germany (2009): Percentage

Breakdown of Employed People by Services, Industry and

Agriculture (includes corresponding Graph/Chart) III-30

Historical Review III-31

Table 30: Employment Status in Germany (2000- 2004) -

Breakup by Sex (In ’000) (includes corresponding

Graph/Chart) III-31

Table 31: Employment Status in Germany (2000-2003) -Breakup by Industry (In ’000) (includes correspondingGraph/Chart) III-31

Table 32: Employment Status in Agriculture, Forestry and

Fishing Industry in Germany (2000-2003): Breakup by Sex (In

’000) (includes corresponding Graph/Chart) III-32

Table 33: Employment Status in Manufacturing and EnergyIndustry in Germany (2000-2003) – Breakup by Sex (In ’000)(includes corresponding Graph/Chart) III-32

Table 34: Employment Status in Construction Industry in

Germany (2000-2003) – Breakup by Sex (In ’000) (includes

corresponding Graph/Chart) III-33

Table 35: Employment Status in Services Industry in Germany(2000-2003) – Breakup by Sex (In ’000) (includescorresponding Graph/Chart) III-33B.Market Analytics III-34Table 36: German Recent Past, Current Future Analysis forEmployment Services by Industry Sector – Construction Manufacturing, Trade Commerce, Communication Energy andOther Markets Independently Analyzed with Annual Revenues inUS$ Billion for Years 2009 through 2017 (includescorresponding Graph/Chart) III-34

Table 37: German Historic Review for Employment Services by

Industry Sector – Construction Manufacturing, Trade

Commerce, Communication Energy and Other Markets

Independently Analyzed with Annual Revenues in US$ Billion

for Years 2003 through 2008 (includes corresponding

Graph/Chart) III-35

Table 38: German 15-Year Perspective for Employment Servicesby Industry Sector – Percentage Breakdown of Dollar Revenuefor Construction Manufacturing, Trade Commerce,Communication Energy and Other Markets for Years 2003,2011 2017 (includes corresponding Graph/Chart) III-36

3c. THE UNITED KINGDOM III-37

A.Market Analysis III-37

The Employment Services Market in the UK III-37

Temporary Employment in the UK III-37

Evolution of Temporary Staffing in the UK III-37

Temporary Staffing Agencies to Diversify and Expand III-38

Self-Employment in the UK III-38

Table 39: Employment Status in UK (2009): Percentage

Breakdown of Employed People by Services, Industry and

Agriculture (includes corresponding Graph/Chart) III-38

B.Market Analytics III-39

Table 40: UK Recent Past, Current Future Analysis for

Employment Services by Industry Sector – Construction

Manufacturing, Trade Commerce, Communication Energy and

Other Markets Independently Analyzed with Annual Revenues in

US$ Billion for Years 2009 through 2017 (includes

corresponding Graph/Chart) III-39

Table 41: UK Historic Review for Employment Services byIndustry Sector – Construction Manufacturing, Trade Commerce, Communication Energy and Other MarketsIndependently Analyzed with Annual Revenues in US$ Billionfor Years 2003 through 2008 (includes correspondingGraph/Chart) III-40

Table 42: UK 15-Year Perspective for Employment Services by

Industry Sector – Percentage Breakdown of Dollar Revenue for

Construction Manufacturing, Trade Commerce,

Communication Energy and Other Markets for Years 2003,

2011 2017 (includes corresponding Graph/Chart) III-41

3d. REST OF EUROPE III-42A.Market Analysis III-42Spain III-42Table 43: Number of Unemployed Men and Women in Spain(includes corresponding Graph/Chart) III-42

Table 44: Employment Status in Spain (2009): Percentage

Breakdown of Employed People by Services, Industry and

Agriculture (includes corresponding Graph/Chart) III-42

Iceland III-43

Employment Framework in Iceland III-43

Italy III-43

Evolution of Temporary Employment in Italy III-43

Liberalization of Temporary Employment in Italy III-43

Motives Behind Temporary Employment III-44

Table 45: Employment Status in Italy (2009): Percentage

Breakdown of Employed People by Services, Industry and

Agriculture (includes corresponding Graph/Chart) III-44

B.Market Analytics III-45

Table 46: Rest of Europe Recent Past, Current Future

Analysis for Employment Services by Industry Sector -

Construction Manufacturing, Trade Commerce,

Communication Energy and Other Markets Independently

Analyzed with Annual Revenues in US$ Billion for Years 2009

through 2017 (includes corresponding Graph/Chart) III-45

Table 47: Rest of Europe Historic Review for EmploymentServices by Industry Sector – Construction Manufacturing,Trade Commerce, Communication Energy and Other MarketsIndependently Analyzed with Annual Revenues in US$ Billionfor Years 2003 through 2008 (includes correspondingGraph/Chart) III-46

Table 48: Rest of Europe 15-Year Perspective for Employment

Services by Industry Sector Percentage Breakdown of Dollar

Revenue for Construction Manufacturing, Trade Commerce,

Communication Energy and Other Markets for Years 2003,

2011 2017 (includes corresponding Graph/Chart) III-47

4. ASIA-PACIFIC III-48A.Market Analysis III-48Knowledge Management in Asia III-48Youth Unemployment in Asia-Pacific III-48The UK Remains Favorite Hunting Ground for International Talent III-48Review of Select markets: III-49Malaysia III-49Singapore III-49Table 49: Employment Status in Singapore (2009):Percentage Breakdown of Employed People by Industry Sectorfor Goods Producing Sector (Manufacturing, Construction)and Services Producing Sector (includes correspondingGraph/Chart) III-50Thailand III-50Australia III-50Employment Services Market III-50Stress at Workplace Leads to Rising Injuries III-51China III-51Employment Services Market III-51Online Recruitment Gaining Popularity III-51India III-52Increase in Attrition Rate in Indian Call Center Industry III-52Mauritius III-52South Korea III-52South Korean Employment Services Market III-53B.Market Analytics III-54Table 50: Asia-Pacific Recent Past, Current FutureAnalysis for Employment Services by Industry Sector -Construction Manufacturing, Trade Commerce,Communication Energy and Other Markets IndependentlyAnalyzed with Annual Revenues in US$ Billion for Years 2009through 2017 (includes corresponding Graph/Chart) III-54

Table 51: Asia-Pacific Historic Review for Employment

Services by Industry Sector – Construction Manufacturing,

Trade Commerce, Communication Energy and Other Markets

Independently Analyzed with Annual Revenues in US$ Billion

for Years 2003 through 2008 (includes corresponding

Graph/Chart) III-55

Table 52: Asia-Pacific 15-Year Perspective for EmploymentServices by Industry Sector – Percentage Breakdown of DollarRevenue for Construction Manufacturing, Trade Commerce,Communication Energy and Other Markets for Years 2003,2011 2017 (includes corresponding Graph/Chart) III-56

5. REST OF WORLD III-57

A.Market Analysis III-57

South Africa III-57

Canada III-57

Establishment of Knowledge Based Economy III-57

Workplace Stress Increases Employee Turn Over Rate III-58

Employment Prospects Brighten in British Columbia III-58

Employment Statistics in Canada III-58

Table 53: Demographic Statistics for Population Aged Above

15 Years (Dec. 2010) III-58

Table 54: Employment Rates among Different Age Groups andGenders (Dec. 2010) III-59

Table 55: Employment in Canada (Dec 2010): Break-up by

Worker Class (In ’000) (includes corresponding

Graph/Chart) III-59

Table 56: Percentage Breakdown of Employment by GoodsProducing (Manufacturing; Construction; Agriculture;Forestry, Fishing, Mining, Oil Gas) and ServicesProducing Sectors (Trade; Health Care and SocialAssistance; Professional, Scientific and TechnicalServices; Educational Services; Finance, Insurance, RealEstate and Leasing; Accommodation and Food Services;Public Administration; Transportation and Warehousing;Information, Culture and Recreation; Business, Buildingand other Support Services; and Other Services) (includescorresponding Graph/Chart) III-60B.Market Analytics III-61Table 57: Rest of World Recent Past, Current FutureAnalysis for Employment Services by Industry Sector -Construction Manufacturing, Trade Commerce,Communication Energy and Other Markets IndependentlyAnalyzed with Annual Revenues in US$ Billion for Years 2009through 2017 (includes corresponding Graph/Chart) III-61

Table 58: Rest of World Historic Review for Employment

Services by Industry Sector – Construction Manufacturing,

Trade Commerce, Communication Energy and Other Markets

Independently Analyzed with Annual Revenues in US$ Billion

for Years 2003 through 2008 (includes corresponding

Graph/Chart) III-62

Table 59: Rest of World 15-Year Perspective for EmploymentServices by Industry Sector – Percentage Breakdown of DollarRevenue for Construction Manufacturing, Trade Commerce,Communication Energy and Other Markets for Years 2003,2011 2017 (includes corresponding Graph/Chart) III-63IV. COMPETITIVE LANDSCAPE

Total Companies Profiled: 496 (including Divisions/Subsidiaries – 555)

——————————————Region/Country Players——————————————The United States 346Canada 16Japan 4Europe 85France 8Germany 1The United Kingdom 52Italy 3Rest of Europe 21Asia-Pacific (Excluding Japan) 104——————————————

To order this report:Human Resources Industry: Global Employment Services Industry

More  

Market Research Report

Check our  

Industry Analysis and Insights

CONTACT
Reportlinker
Email: nicolasbombourg@reportlinker.com
US: (805)652-2626
Intl: +1 805-652-2626

 


Similar news:
Category: Government Employment  Tags: ,  Leave a Comment
28 Jun 2012

Latinos and Diversity in Federal Government: Center Stage

WASHINGTON, June 26, 2012 (GLOBE NEWSWIRE) — Today, during the Federal Training Institute in Orlando, Florida LULAC discussed new programs in the Federal Government that will be focused on providing students, recent grads, veterans and those re-entering the workforce with a pathway to federal careers. LULAC discussed this program and their expectations for the government to increase the diversity among their ranks.

“We are supportive of initiatives that work to increase the number of Hispanics employed in the federal government,” said LULAC National President Margaret Moran. “Diversity contributes to the rich fabric of our country and it’s important that the federal government accurately reflect our population.”

The government is hosting a series of round table discussions with multiple federal agencies in an effort to address the minority representation within their agency. The OPM Hispanic Council committee will provide suggestions on how to improve Hispanic representation which will be implemented by OPM. The pathways programs which is geared towards current students, recent college grads and graduate students streamlines the way that these candidates can apply for positions in the federal government. The Pathways Program is narrowly tailored for students and recent graduates that do not fare well under the regular hiring process because they lack experience in their chosen field.

The following summarizes the three Pathways Programs.

 

Internship Program.  The Internship Program replaces the existing intern programs – the Student Career Experience Program and the Student Temporary Program.  It is open to students enrolled at least half-time in a variety of qualifying accredited educational programs at the high-school through professional levels. This Program provides students with paid opportunities to work and explore Federal careers while still in school.

 

Recent Graduates Program.  This new program is open to applicants who have completed a qualifying post-high school educational program (e.g., technical or vocational school; two-or-four year college or university; graduate or professional school) within the preceding two years.  Veterans who are precluded by military service from applying during their two-year window will have up to 6 years to apply.  Also, individuals who completed a qualifying educational program after December 27, 2010, will have two full years from the effective date of the final regulations. It provides developmental opportunities for recent graduates.  

 

Presidential Management Fellows (PMF) Program.  For more than 30 years, the PMF Program has been the Federal Government’s premier leadership development program for graduate and professional degree candidates.  The final regulations increase the PMF Program’s flexibility by expanding the eligibility window for applicants; allowing individuals to self-nominate, and aligning the application timeframes with academic calendars to make the program more “student friendly”.  Like the Recent Graduates Program, applicants have up to two years after they graduate to apply for the program.

The 83rd annual convention takes place in central Florida which is now home to more than half a million Latinos—one of the fastest growing Hispanic communities in the country. At 4.2 million, Florida’s Latino population is the third largest in the nation. This diverse Latino community is re-defining the social, political and cultural landscape of the I-4 corridor.

The League of United Latin American Citizens (LULAC) is the nation’s largest and oldest civil rights volunteer-based organization that empowers Hispanic Americans and builds strong Latino communities.  Headquartered in Washington, DC, with 900 councils around the United States and Puerto Rico, LULAC’s programs, services and advocacy address the most important issues for Latinos, meeting critical needs of today and the future.  For more information, visit www.lulac.org.

The League of United Latin American Citizens (LULAC) logo is available at http://www.globenewswire.com/newsroom/prs/?pkgid=12386 

CONTACT:  Paloma Zuleta
          202-833-6130 ext. 103

© Copyright 2012, GlobeNewswire, Inc. All Rights Reserved


Similar news:
Category: Government Careers  Tags: ,  Leave a Comment
28 Jun 2012

Open source: SugarCRM at Footprints Recruiting

IDG News Service - Customer relationship management (CRM) software is generally hard to get excited about, but Jeff Strachan a founder of Footprints Recruiting[1], an English as a second language (ESL) placement agency, verges on evangelical. And little wonder: Being burdened with a legacy system built using forms in Microsoft Outlook and being burnt by the lock-in of proprietary software would be enough to make an open source evangelist out of most people.

In Strachan’s case, he has become a fan of one CRM system in particular: SugarCRM’s open source Sugar software.

Footprints Recruiting recruits teachers from around the world to teach English in public and private schools. Footprints primarily targets Asia for placements, although the Middle East is an expansion market. It has offices in Canada, South Korea, Australia and the United Arab Emirates.

The nature of the business means that it is both cyclical — ramping up towards the start of school semesters — and competitive, with a number of placement agencies often competing to make sure their candidates are best positioned for a limited number of openings offered by schools.

In addition, recruiters like Footprints need to convince teachers that they should choose them instead of a rival firm. “Teachers have to trust us that we can get them a good job at fair market value and that we’re reliable,” says Strachan.

Before Sugar, the limitations of Footprints’ internal systems were beginning to grate, Strachan says.

“Ten years ago when we first started the company we didn’t have any money to invest in anything. It was two guys with laptops who emailed notes back and forth,”

Managing teacher files was done through forms in Microsoft Outlook. For a placement, teacher resumes must be compiled along with visa information, criminal background checks and photos in order for presentation to a school, which will then accept or reject a candidate. When, like Footprints, you’re receiving some 50 to 150 applications per day, the limitations of this approach can quickly become clear.

“We have about 90,000 teachers in our database right now,” Strachan says. “We have 14,000 advertising contacts. We’ve got another 12,000 or so school contacts that we’re trying to manage. Each one of those has to be internally maintained.

“At this point in time we have 992 teachers who are now slated to go or have expressed interest in going to a program called EPIK — English Program in Korea — which is designed bring native English speakers into the public schools around South Korea. This year they’re going to be hiring around 1000 teachers.

“Each one of these teachers when they first apply to teach abroad with Footprints Recruiting they submit their resume, submit their picture, they give us the basic overview of what their experiences are and so on. As they go through the process more information needs to entered into their profile; as an example, criminal background check. They have to get the check then they have to scan and provide us with that scan, as well as university transcripts, etc. [In total there are] 16 documents.

“There are six recruiters working on this project, and it’s first come, first served. We want to get all of our 992 teachers across.”

Footprints has used Sugar to create a Web portal that allows teachers to manage their own profiles. “Sugar will tell each teacher what is outstanding, which of those 16 documents is not included.” Sugar will remind teachers that there are outstanding documents they need to file, at a frequency set by Footprints. “The other thing that’s really critical is that [because] a teacher can now manage their own profile, if they see a mistake on their resume they can log in and make that change instead of having to email us, one by one by one,” Strachan says.

Previously it would take around four emails for a single candidate to file all his or her documents, and a staff member would have to find a teacher’s profile then attach the information. Not only does Sugar handle that, but if there’s an issue when a staff member is reviewing a profile, a rejection statement with a note about a problem can be sent to the teacher. “So in one step everything is accomplished, as opposed to receive the email, open the email, find the teacher open the teacher’s file, attach the teacher’s file into it, make a note in there and then send it out.”

Candidates for different placements will often have to fulfil different requirements. In the past, Footprints would only offer a general application form. But now, with Sugar, it can offer a form that’s tailored to a different job, which have different criteria in terms of visas and requirements.

Thanks to efficiency gains, Footprints can now maintain its staff level without having to recruit more people for peak periods. “This system will actually allow me to maintain my workforce at 12,” Strachan says.

“It allows me to achieve considerably more effective work from my current staff because they’re able to guide people thorough the process easily, because they can see in their dashboards where people are at, taking a more proactive approach as opposed to a completely reactionary approach.

“The system will do the email for them; now they can pick up the phone. Believe it or not, through technology we’re bringing a human element to our recruitment.”

Another efficiency is that now candidates can easily book themselves into available interview slots with Footprints, instead of recruitment staff having to do it manually via email.

The key challenge with shift to Sugar has been data migration, which Strachan describes as “an absolute nightmare”. “That’s not necessarily because of Sugar. It’s an absolute nightmare because it’s 10 years of data collected in different ways for the same fields over a period of time.”

Strachan says Footprints looked at “tonnes” of CRM systems. When the company started, its website was built in Microsoft Word. “It was absolutely awful,” Strachan says. It was then shifted to a system built in Dreamweaver, then to a proprietary PHP-based system built by an external programmer. Frustrating experiences when trying to get the site modified turned Strachan off closed source: “There is a bunch of unique functions in our business. We don’t operate like most normal businesses because a n employment agency doesn’t typically get visas for teachers; it’s usually a far less complex process.

“So we knew we were going to have lots of customisation and that customisation continues — every week there’s new things that we do. I knew I wanted to go with an open source code base so we could make changes.”

He speaks highly of Sugar’s development community, which includes a partner program run by SugarCRM. “Going with a partner that is recognised gives me the power to be able to evaluate and critique — that then puts more power back to me,” he says.

Strachan says that, thanks to being able to build extensions to the core Sugar system, he has been able to tell his staff: “If you can rationalise a way to make it better, it can be done in this system.”


Similar news:
Category: Employment Agency  Tags: ,  Leave a Comment
28 Jun 2012

Job Fair will match health care workers and employers

Related Images

Those seeking employment in health care will have a chance to meet with prospective employers and also to find out ways to improve their chances in those meetings in an upcoming job fair.

The health care industry in Michigan has been growing about 12 percent in recent years. And about 18 percent of the national gross domestic product is spent on health care. Increased health care spending is driven by increasingly sophisticated technology, an aging population, and the need to treat those in middle age dealing with consequences of poor lifestyle choices. The result is increasing numbers of health care jobs in a number of areas.

Michigan Works! offices serving a five county area are sponsoring a two-day event in July matching employers and job seekers. The first day is dedicated to giving job seekers a chance to get ready to meet the hiring professionals the following day. There will be training to teach what skills health care employers are seeking. Resume critique and mock interviews also will be offered.

In the second day, hospital, nursing home or in-home health care business representatives will discuss openings for CNAs, RNs, and posts in housekeeping and food services. Other health care related positions also will be available.

The event is for health care employers and those seeking jobs in Barry, Branch, Calhoun, Kalamazoo and St. Joseph counties. It takes place Tuesday and Wednesday, July 24-25.

The deadline to register is July 18 by close of business for both employers wishing to reserve a booth and job seekers interested in attending the event.

Employers who want to have a booth at the event must have current job openings available. Job seekers will be required to attend and complete all of the first day’s sessions and activities in order to attend the Job Fair on the second day.

Those who want to register must bring their resume to any Michigan Works! Service Center located within the five county area. Offices are located at 101 N. Albion Street, Albion; 135 Hamblin Avenue, Battle Creek; 210 Vista Drive, Coldwater; 535 West Woodlawn, Hastings; 1601 S. Burdick Street, Kalamazoo; and 16587 Enterprise Drive, Three Rivers.

Writer: Kathy Jennings, Second Wave Media
Source:  Kathy Olsen, Michigan Works


Similar news:
Category: Job Fair  Tags: ,  Leave a Comment
« Previous Entries
  • RSS
  • Facebook
  • Google+
  • Twitter