We include developments from the Staffing Industry Daily News and The Staffing Stream to help you focus on emerging movements that could shape your business for the better.
Percent of employees globally expect job prospects for young workers to improve in the next five years.
Growing Risks
Data theft and malware attacks are growing concern. Data theft and malware attacks from within companies are growing concerns, according to a report from Accenture and HfS Research. The report’s survey found that 69% of respondents experienced an attempt or successful theft or corruption of data by insiders during the last 12 months. Media and technology organizations reported the highest rate at 77%.
Untrustworthy
Less than half of workers place ‘great deal of trust’ in their employers.
Just 46% of workers place a “great deal of trust” in their employer, according to a survey of workers in eight countries released last month by EY. Slightly more, 49%, have a great deal of trust in their boss or colleagues.
The Grads Have It
The US workforce now has more college grads than those with high school or less.
For the first time, four-year college graduates comprise a larger share of the workforce than workers with a high school diploma or less, according to the Georgetown University Center on Education and the Workforce.
According to the report, “America’s Divided Recovery: College Haves and Have-Nots,” in 2016, workers with a bachelor’s degree or higher comprise 36% of the workforce while those with a high school diploma or less represent 34%.
Workers with more than a high school diploma but less than a bachelor’s degree, who are typically employed in middle-skill occupations, comprise the remaining 30% of the workforce.
Re-Place Me
How to drive candidate remarketing to reassign off-billing talent.
When contract workers come to the end of a successful client engagement (off-billing), they typically expect the staffing company to redeploy them. But “candidate remarketing” is not typically done with much commitment because it takes longer to proactively look for a suitable, open role for an off-billing candidate vs. working an open job order through the normal recruiting/submittal process. This frustrates that off-billing contractor, who might even feel a little bitter, which is never good.
First-quarter 2016 GDP growth rate
If we assume that recruiters will be held accountable for actively remarketing off-billing contractors, the potentially poisonous problem of candidate ownership must be solved. Recruiters often feel they deserve future commissions if/when the candidate they originally found gets placed a second time or even a third time — even if that candidate’s submittal was made by another recruiter within the organization. And we all know that double commissions don’t work.
One way to incentivize the practice of recruiter-led remarketing, while mitigating candidate ownership battles, is to compensate the whole recruiting team “as a team” based on targeted remarket-type placements.
