2016 and Beyond: Opportunities in Global Staffing Markets
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1 WEDNESDAY 10:15-11:00 BALLROOM GENERAL SESSION 2016 and Beyond: Opportunities in Global Staffing Markets Moderator: Barry Asin, President Staffing Industry Analysts
2 2016 and Beyond: Opportunities in Global Staffing Markets Barry Asin President, Staffing Industry Analysts 7 October 2015 basin@staffingindustry.com 2015 Crain Communications Inc.
3 Global Staffing Market Revenue Over 300bn 2013 Staffing Revenue Countries and regions are to scale CA US UK IE NL BE FR IT DE CH IN CN JP BR SA AU Source: Staffing Industry Analysts
4 Opportunity Exists for Delivering New and Higher Skill Levels 100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% Professional/Commercial Temporary Staffing Mix 2013 Source: Staffing Industry Analysts Commercial Professional
5 Contingent Work Market Dwarfs Staffing with Estimated 2.2 Trillion in Global Spend Global Contingent Work Annual Spend by Category % 11% 21% Temporary Agency Work Other Temporary 34% Independent Contractors Statement of Work Source: Staffing Industry Analysts 2015 Global Contingent Work Estimate
6 The Staffing Industry in Perspective Source: Staffing Industry Analysts
7 The Workforce Solutions Ecosystem Source: Staffing Industry Analysts 2015 Workforce Solutions Ecosystem
8 Largest Global Staffing Firms by 2014 Revenue 2014 HQ Revenue Market Rank Company Country m Share Listed 1 Adecco CH 19, % Y 2 Randstad NL 17, % Y 3 ManpowerGroup US 15, % Y 4 Allegis Group US 7, % 5 China International Intellectech Corporation CN 5, % 6 Recruit JP 4, % Y 7 Beijing Foreign Enterprise Service CN 3, % 8 Kelly Services US 3, % Y 9 Hays UK 3, % Y 10 Eastbest CN 3, % 11 Robert Half International US 3, % Y 12 USG People NL 2, % Y 13 Express Employment Professionals US 2, % 14 Temp Holdings JP 1, % Y 15 TrueBlue US 1, % Y 16 Select (New Koosharem Corporation) US 1, % 17 Synergie FR 1, % Y 18 Groupe Crit FR 1, % Y 19 On Assignment US 1, % Y 20 Gi Group IT 1, % Source: Staffing Industry Analysts
9 Largest Listed Staffing Firms by Market Cap Source: Staffing Industry Analysts Company HQ Country Market Cap ( millions) at 20 Aug 2015 Annual Change 1 Recruit JP 16,257 1%* 2 Adecco CH 12,757 21% 3 Randstad NL 10,718 71% 4 Robert Half US 6,969 15% 5 ManpowerGroup US 6,426 20% 6 Hays UK 3,273 29% 7 Temp Holdings JP 2,904 46% 8 PageGroup UK 2,456 22% 9 On Assignment US 1,856 30% 10 Korn Ferry US 1,635 17% 11 AMN Healthcare US 1, % 12 USG People NL 1,121 47% 13 Meitec JP 1,092 47% 14 Insperity US 1,066 69% 15 TrueBlue JP % 16 Brunel International NL % 17 Kforce US % 18 SThree UK % 19 Synergie FR % 20 Impellam UK % *Change since IPO on 16 October 2014
10 Staffing Market Growth Positive for 2015 Source: Staffing Industry Analysts Country Ireland +7% +5% Germany +6% +7% France -0.5% +2% Netherlands +7% +12% UK +9% +7% Europe +8% +9% South Africa +17% +16% Japan +9% +9% USA +6% +6% Australia +2% +2% Brazil -1% +2% Canada +4% -2% Global +6% +7%
11 Big Three Growth Trends are Positive Average Organic Revenue Trend: Adecco, ManpowerGroup, Randstad (unweighted)* +25% +20% +15% +10% +5% 0-5% -10% -15% -20% -25% -30% -35% 1Q08 Source: Staffing Industry Analysts 2Q08 3Q08 4Q08 1Q09 2Q09 3Q09 4Q09 1Q10 2Q10 3Q10 4Q10 1Q11 2Q11 3Q11 4Q11 1Q12 2Q12 3Q12 4Q12 1Q13 2Q13 3Q13 4Q13 1Q14 2Q14 3Q14 4Q14 1Q15 2Q15 *In constant currency where relevant
12 Online Staffing One Component of the Human Cloud Top 50 firms 10.9 billion Source: Staffing Industry Analysts 2015 Workforce Solutions Ecosystem
13 The Number of Human Cloud Companies Have Grown Rapidly in the Last Decade Cumulative growth of Human Cloud companies, Source: SIA 2015 Human Cloud Landscape
14 The USA and China Lead in Number of Human Cloud Companies Top ten countries by number of Human Cloud companies Source: SIA 2015 Human Cloud Landscape
15 Upcounsel.com
16 Freelancephysician.com
17 Wonolo.com
18 The Rise of Freelancer Management Systems The FMS supply chain All users in a global organization Independent workers in the the cloud Benefits: Access to pool or workers + IC compliance Source: SIA 2015 The Rise of Freelancer Management Systems
19 Human Cloud Opportunities for Staffing Firms Build Buy Partner Use
20 Which Direction for Staffing? Travel Agency Estate Agency Staffing Agency
21 Global Opportunities
22 Criteria for Assessing Staffing Market Attractiveness Market Size Protection of Permanent Employees Regulations on Temporary Work Ease of Doing Business Economic Growth Short-Term Growth Long-Term Growth Political Stability Market Competition Higher Education & Training
23 Most Attractive Staffing Markets Globally Country Protection of Permanent Market Size Employees Temporary Agency Work Regulations Ease of Doing Business Economy (GDP ) Staffing Market Growth 2015 Long Term Growth Potential Market Competitio n Political Stability Education and Training Total Ireland Germany Sweden United States South Korea Canada Netherlands Australia Denmark Singapore Switzerland UAE Austria Belgium Finland Hong Kong Latvia New Zealand United Kingdom Source: Staffing Industry Analysts Most Attractive Staffing Markets 2015
24 Low Market Liberalisation High Staffing Penetration v Market Liberalisation L T S K D K FI H U IE N L U K SI D E G R P L IT L U F R E S B E P T Low Staffing Penetration High Source: Staffing Industry Analysts
25 Labour Arbitrage Opportunities Labour Mobility Initiatives Offshoring of Work Human Cloud Moving People To Work Source: Staffing Industry Analysts Trends in Labour Arbitrage 2014 Moving Work to Talent Connecting People and Work Virtually
26 Hire Globally, Place Locally
27
28
29 New Staffing Operating Models Out of the Lab and Into the Mainstream Drivers: Internet Connectivity Globalization Big Data Artificial Intelligence Sample elements Mobile Social Video interviews Virtual and offshore recruiting Anytime/anywhere staff models Predictive Matching/Automated Recruiting
30 Customer Perspectives
31 Contingent Share of Workforce (Median) Good News: Buyers Plan to Use More! N= 80 Source: Staffing Industry Analysts 2015 Europe Contingent Buyers Survey - Preliminary
32 Projected Contingent Share of Workforce By Worker Type Source: Staffing Industry Analysts Contingent Workforce Managers Survey 2014
33 Buyers Generally Pleased with VMS/MSP Best and Worst Decisions Made: Ranked by frequency cited Best Decision Implementing an MSP Implementing a VMS Consolidating vendors Consolidating all contingent workers under one programme Standardization, transparency, tracking of results Worst Decision Allowing local branches/managers too much control Overspending Unclear or insufficient management of contingent workforce Not using VMS/MSP sooner Working with too many suppliers Source: Staffing Industry Analysts Contingent Workforce Managers Survey 2014
34 MSP Still Growing Strongly in Major Staffing Markets 2013/2014 MSP Growth Spend by Country UK Belgium 21% Canada 19% France 16% 24% Netherlands 15% Germany 14% US 7% Source: Staffing Industry Analysts 2015 VMS and MSP Supplier Competitive Landscape
35 Evolving Contingent Workforce Models Decentralized Several suppliers Procurement done on an ad-hoc basis Management done internally Preferred Suppliers Selective set of suppliers selected Contracts in place Service level agreements (SLA s) in place Master Vendor One supplier (possibly managing second and third tier suppliers) One point of contact Direct cost savings on bill rate and usage Customized SLA s and process Managed Service Provider (MSP) Contingent workforce spend under management One point of contact Direct cost savings on bill rate and usage Customized SLA s and process Non-compliant spend elimination Total cost of ownership savings?
36 Evolving Contingent Workforce Models Total Talent Management Decentralized Several suppliers Procurement done on an ad-hoc basis Management done internally Preferred Suppliers Selective set of suppliers selected Contracts in place Service level agreements (SLA s) in place Master Vendor One supplier (possibly managing second and third tier suppliers) One point of contact Direct cost savings on bill rate and usage Customized SLA s and process Managed Service Provider (MSP) Contingent workforce spend under management One point of contact Direct cost savings on bill rate and usage Customized SLA s and process Non-compliant spend elimination Total cost of ownership savings Total workforce spend under mgmt Complete workforce visibility Direct cost savings on bill rate/usage Customized SLA s and process Non-compliant spend elimination Increased total cost of ownership savings Additional productivity and process savings High degree of value added services
37 Examples of Total Talent Initiatives Kelly Workforce Solutions Randstad Integrated Talent Management Group Volt Consulting Group Peoplefluent Tapfin
38 Buyer Priorities Which of the following are currently in place in your organisation, or are likely to be seriously explored within two years? Approved supplier list VMS Consolidating staffing suppliers MSP Supplier tiering Global management (contingent work) SOW HRO Strategy planning (incl. contingent RPO Direct sourcing Trying new suppliers Master supplier Source: Staffing Industry Analysts Contingent Workforce Managers Survey % 10% 20% 30% 40% 50% 60% 70% 80% 90%100% In place today Exploring in two years No plans
39 What Staffing Firms are Selling What Staffing Firms Emphasize in Sales & Marketing Source: Staffing Industry Analysts Staffing Supplier Survey 2014
40 What Buyers are Buying Top Buyer Criteria for Selecting a Staffing Firm Only 10% of staffing firms emphasise this Source: Staffing Industry Analysts Contingent Workforce Managers Survey 2014
41 Any Questions? 2015 Crain Communications Inc.
42 2016 and Beyond: Opportunities in Global Staffing Markets Barry Asin President, Staffing Industry Analysts 7 October 2015 basin@staffingindustry.com 2015 Crain Communications Inc.
43 WEDNESDAY 10:15-11:00 BALLROOM Please don t forget to provide feedback 2016 and Beyond: Opportunities in Global Staffing Markets Rate this session by tapping the ipad screen as you exit.
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