Many businesses reluctantly join or create safety programs either because we are legally obligated or we recognize the financial incentives. Typically, senior managers examine the cost/benefit of the provincial workers’ compensation penalty and rebate system, and then decide to implement a safety program because of the affect on the bottom line. The good news is that, regardless of the motive for starting a safety program, it soon becomes exponentially beneficial to our companies.
There is substantial evidence that the benefits of a robust safety program go well beyond the obvious measurable financial rewards of rebates and reduced lost time injuries. When effectively rolled out and communicated to employees, a safety initiative also supports a healthy corporate culture, conveying a sense of community and caring. This messaging consistently improves morale, employee engagement and retention, resulting in improvements across all areas of the organization. As an added bonus, our employees remain, safe and healthy.
At a basic level, the motives for workplace safety include:
• Legal compliance;
• Cost reduction (the average lost time injury costs over $59,000);
• Business interruption protection;
• Employee relations improvement;
• Reliability and productivity improvement;
• Building organizational capability; and
• Building public trust.
The temporary staffing industry is leading the way in driving and supporting safety programs. The Association of Canadian Search, Employment and Staffing Services (ACSESS) Safety Group founded one of the very first industry safety groups in 2002 to improving the staffing industry’s safety record. When the temporary staffing industry has an improved safety record it means that our clients have an improved record, too. The ACSESS Safety Group's objective is pretty simple: achievement. Each Safety Group member sets reduced incident and lost time injury performance objectives and commits to annual operational improvements called “safety elements”. Group members earn rebates of up to 6% of their premiums if they achieve their planned results.
The ACSESS Safety Group earned an achievement factor of 100% in 2008 resulting in a total group rebate of $1,305,354.56. We expect a similar result to be reported for 2009 and 2010. The People Bank is a founding member of the ACSESS Safety Group, and most industry safety meetings are hosted at The People Bank’s conference and training centre. The People Bank and other staffing industry companies are voluntarily working together to enhance industry best practises and to improve our collective results.
Of course, this type of program could not be successful without the shared commitment of client organizations who demonstrate the same “Safety First” mindset. We partner with client organizations to share best practices and to hire people who fit into a corporate culture of caring, safety and productivity. When we are achieving our safety objectives then, ultimately, our clients are achieving theirs.
We have experienced the benefits of joining a Safety Group firsthand, and we recommend this approach to all of our safety-minded clients. Each province has a different approach to promoting safety at work. We have provided some Safety Group and Safety Program links for your reference.
Ontario Safety Groups
Alberta Certificate of Recognition COR
WorkSafeBC
Work Safe. For Life. Nova Scotia
Safe Manitoba
Here are a few hints on how to improve your Safety ROI:
• Make workers’ safety your highest priority
• Create and nurture a safety culture in the workplace
• Enhance employee morale by showing you care
• Increase your business competitiveness with a dedicated workforce
• Boost productivity and improve quality with a passionate team
• Develop a structured approach to health and safety programs
• Promote and support employee safety committees
• Hold frequent safety committee meetings with clear objectives
• Publish and post safety policies and programs
• Develop best practices through networking and groups
• Provide safety training to all employees
• Include temporary and contract workers in safety orientations
• Establish objectives to reduce WSIB/WCB claims and claims costs
• Set goals for reduced lost-time-injuries
• Implement effective Return To Work and Modified Work programs
• Access free health and safety resources from safety and industry associations
• Set targets for financial incentives to avoid penalties and earn rebates
• Partner with a staffing service provider that shares your commitment to safety
This issue of the Staffing Insider was written by Christopher McOuat, Chair of The People Bank and Aimco Staffing Solutions's Operational Quality and Safety Committee
Tuesday, August 03, 2010
Friday, July 23, 2010
Lies, Damned Lies & Statistics
Mark Twain popularized the saying in "Chapters from My Autobiography", published in 1906. "Figures often beguile me," he wrote, "particularly when I have the arranging of them myself; ...There are three kinds of lies: lies, damned lies, and statistics."
The title of this blog is not to suggest that the recent employment data is false, but only that some interpretations of the data may be misleading.
Earlier this month, Statistics Canada reported that employment rose in Canada by 93,000 in June prompting some prominent Canadian media to prematurely declare that the economy is roaring ahead.
Globe and Mail columnist Jeremy Torobin wrote " Central Canada’s job machine is back and revving into high gear" in his article published on July 9, 2010.
Immediately following the shocking report from StasCan, the Association of Canadian Search, Employment and Staffing Services (ACSESS) reported that the industry Hours Index jumped by 7 points from the previous month of 79 to 86 in June, 2010.
The reality of the Staffing Index is that temporary and contract hours are a real-time indicator of employment activity that will typically translates into Stats Canada number 3 months later. The increased numbers reported by ACSESS for June are an indicator that Stats Canada will report another bump in jobs in the fall.
The reality is that times are still tough. We are forced to reinvent our businesses, realign our costs and respond to the sluggish global economy. Our markets are changing, our jobs are changing and our industries are changing. Temporary and contract employment are the tools that help our business leaders to transition from old to new.
Another reality at The People Bank and Aimco Staffing, is that we are experiencing an increase in sales, marketing and customer service full-time jobs. This is an indication that our customers believe in economic growth ahead.
Here is a copy of the ACSESS press release.
Positive Results from Canada’s Staffing Index for June
More Signs of Economic Recover from ACSESS
Mississauga, ON – July 2010. The June 2010 Canadian Staffing Index was released this week by the Association of Canadian Search, Employment & Staffing Services (ACSESS).
June’s Index showed a significant increase of 7 points over the May score representing the highest score in over 18 months. Since June 2009 the index has recovered 18 index points but is still 14 points off the benchmark 100 set in July 2008.
While single month differences can fluctuate based on available billing hours, seasonal differences, summer employment and other trends, overall the index is a very positive sign for Canada’s economy. The temporary workforce is returning to pre-recession levels, meaning that companies are cautiously ramping up their workforces.
While still some way to go, the Staffing Index would suggest that we remain on a steady, if somewhat slow economic improvement. The industry expects July numbers to reflect increased holidays and vacations, resulting in a lower index number. That trend should revert to being positive in the Fall.
“Canada’s staffing industry is encouraged by these results and we feel this is a true “pulse” on the economy here. Cautious optimism and a gradual steady recovery remains the watchword according to the Canadian Staffing Index.” said Steve Jones, President of ACSESS.
ACSESS’ belief that the Index is a “real time” indicator of the current state of the economy becomes stronger with each month that data is released. Numerous ACSESS members in regions across Canada have reported a significant increase in recruitment activity and are anxious to see how this will be reflected in upcoming numbers that are expected to be high during the fall months, traditionally the busiest quarter for staffing firms.
About the Canadian Staffing Index:
The data is collected by Staffing Industry Analysts, an independent company
specialized in the staffing industry.
The data is provided by a representative number of Canadian staffing companies providing services in the provinces across the country.
ACSESS believes that this “real data” supports U.S evidence that the Staffing Industry is a barometer of economic performance, and will provide information for economists, politicians, analysts, researchers and journalists in addition to members of the staffing industry.
About ACSESS
ACSESS is the single voice for promoting best practices and ethical standards for the recruitment, employment and staffing services industry in Canada. For more information visit: www.acsess.org
About Staffing Industry Analysts
Staffing Industry Analysts is the premier research and analysis firm covering temporary employment and the contingent workforce. Known for its independent and objective insights, the company’s proprietary research, data, support tools, publications and executive conferences provide a competitive edge to decision-makers who supply and buy temporary staffing. In addition to temporary staffing, Staffing Industry Analysts also covers these related staffing sectors: third party placement, and staff leasing (PEOs). Founded in 1989, the company is headquartered in Los Altos, California. For more information visit: www.staffingindustry.com
Media Contact:
Suzanne McInerney, CPC
ACSESS
Communications and Marketing Specialist
Phone 1-888-232-4962
Email: smcinerney@acsess.org
The title of this blog is not to suggest that the recent employment data is false, but only that some interpretations of the data may be misleading.
Earlier this month, Statistics Canada reported that employment rose in Canada by 93,000 in June prompting some prominent Canadian media to prematurely declare that the economy is roaring ahead.
Globe and Mail columnist Jeremy Torobin wrote " Central Canada’s job machine is back and revving into high gear" in his article published on July 9, 2010.
Immediately following the shocking report from StasCan, the Association of Canadian Search, Employment and Staffing Services (ACSESS) reported that the industry Hours Index jumped by 7 points from the previous month of 79 to 86 in June, 2010.
The reality of the Staffing Index is that temporary and contract hours are a real-time indicator of employment activity that will typically translates into Stats Canada number 3 months later. The increased numbers reported by ACSESS for June are an indicator that Stats Canada will report another bump in jobs in the fall.
The reality is that times are still tough. We are forced to reinvent our businesses, realign our costs and respond to the sluggish global economy. Our markets are changing, our jobs are changing and our industries are changing. Temporary and contract employment are the tools that help our business leaders to transition from old to new.
Another reality at The People Bank and Aimco Staffing, is that we are experiencing an increase in sales, marketing and customer service full-time jobs. This is an indication that our customers believe in economic growth ahead.
Here is a copy of the ACSESS press release.
Positive Results from Canada’s Staffing Index for June
More Signs of Economic Recover from ACSESS
Mississauga, ON – July 2010. The June 2010 Canadian Staffing Index was released this week by the Association of Canadian Search, Employment & Staffing Services (ACSESS).
June’s Index showed a significant increase of 7 points over the May score representing the highest score in over 18 months. Since June 2009 the index has recovered 18 index points but is still 14 points off the benchmark 100 set in July 2008.
While single month differences can fluctuate based on available billing hours, seasonal differences, summer employment and other trends, overall the index is a very positive sign for Canada’s economy. The temporary workforce is returning to pre-recession levels, meaning that companies are cautiously ramping up their workforces.
While still some way to go, the Staffing Index would suggest that we remain on a steady, if somewhat slow economic improvement. The industry expects July numbers to reflect increased holidays and vacations, resulting in a lower index number. That trend should revert to being positive in the Fall.
“Canada’s staffing industry is encouraged by these results and we feel this is a true “pulse” on the economy here. Cautious optimism and a gradual steady recovery remains the watchword according to the Canadian Staffing Index.” said Steve Jones, President of ACSESS.
ACSESS’ belief that the Index is a “real time” indicator of the current state of the economy becomes stronger with each month that data is released. Numerous ACSESS members in regions across Canada have reported a significant increase in recruitment activity and are anxious to see how this will be reflected in upcoming numbers that are expected to be high during the fall months, traditionally the busiest quarter for staffing firms.
About the Canadian Staffing Index:
The data is collected by Staffing Industry Analysts, an independent company
specialized in the staffing industry.
The data is provided by a representative number of Canadian staffing companies providing services in the provinces across the country.
ACSESS believes that this “real data” supports U.S evidence that the Staffing Industry is a barometer of economic performance, and will provide information for economists, politicians, analysts, researchers and journalists in addition to members of the staffing industry.
About ACSESS
ACSESS is the single voice for promoting best practices and ethical standards for the recruitment, employment and staffing services industry in Canada. For more information visit: www.acsess.org
About Staffing Industry Analysts
Staffing Industry Analysts is the premier research and analysis firm covering temporary employment and the contingent workforce. Known for its independent and objective insights, the company’s proprietary research, data, support tools, publications and executive conferences provide a competitive edge to decision-makers who supply and buy temporary staffing. In addition to temporary staffing, Staffing Industry Analysts also covers these related staffing sectors: third party placement, and staff leasing (PEOs). Founded in 1989, the company is headquartered in Los Altos, California. For more information visit: www.staffingindustry.com
Media Contact:
Suzanne McInerney, CPC
ACSESS
Communications and Marketing Specialist
Phone 1-888-232-4962
Email: smcinerney@acsess.org
Tuesday, July 20, 2010
Covering Letters
In a recent application for employment, the following covering letter caught my attention. It turned out to be a slightly modified copy of a previously written piece of internet folklore.
According to about.com the satirical hoax has been circulating since 1990 as an asnswer on a college application to NYU. It was originally written by a high school student named Hugh Gallagher, who entered it in the humor category of the Scholastic Writing Awards and won first prize. It was subsequently published in Literary Calvalcade, a magazine of contemporary student writing, and reprinted in Harper's and The Guardian before taking off as one of the most forwarded "viral" emails of the decade."
This particular applicant did not get the job he was applying for but he reminded me that a good covering letter really matters! Here is a little tip.
When you are applying for a job through an internet application or job board, the system may limit the number documents you can attach. Always attach your resume. Since covering letters really matter, customize your covering letter for every job and then copy and paste the entire letter into the comments box of the application form.
According to about.com the satirical hoax has been circulating since 1990 as an asnswer on a college application to NYU. It was originally written by a high school student named Hugh Gallagher, who entered it in the humor category of the Scholastic Writing Awards and won first prize. It was subsequently published in Literary Calvalcade, a magazine of contemporary student writing, and reprinted in Harper's and The Guardian before taking off as one of the most forwarded "viral" emails of the decade."
I am a dynamic figure, often seen scaling walls and crushing ice. I have been known to remodel train stations on my lunch breaks, making them more efficient in the area of heat retention. I translate ethnic slurs for Cuban refugees, I write award-winning operas, I manage time efficiently.
Occasionally, I tread water for three days in a row. I woo women with my sensuous and godlike trombone playing, I can pilot bicycles up severe inclines with unflagging speed, and I cook Thirty-Minute Brownies in twenty minutes. I am an expert in stucco, a veteran in love, and an outlaw in Peru.
Using only a hoe and a large glass of water, I once single-handedly defended a small village in the Amazon Basin from a horde of ferocious army ants. I play bluegrass cello, I was scouted by the Mets, I am the subject of numerous documentaries. When I'm bored, I build large suspension bridges in my yard. I enjoy urban hang gliding. On Wednesdays, after school, I repair electrical appliances free of charge.
I am an abstract artist, a concrete analyst, and a ruthless bookie. Critics worldwide swoon over my original line of corduroy evening wear. I don't perspire. I am a private citizen, yet I receive fan mail. I have been caller number nine and have won the weekend passes. Last summer I toured New Jersey with a traveling centrifugal-force demonstration. I bat 400.
My deft floral arrangements have earned me fame in international botany circles. Children trust me. I can hurl tennis rackets at small moving objects with deadly accuracy. I once read Paradise Lost, Moby Dick, and David Copperfield in one day and still had time to refurbish an entire dining room that evening. I know the exact location of every food item in the supermarket. I have performed several covert operations with the CIA.
I sleep once a week; when I do sleep, I sleep in a chair. While on vacation in Canada, I successfully negotiated with a group of terrorists who had seized a small bakery. I balance, I weave, I dodge, I frolic, and my bills are all paid.
On weekends, to let off steam, I participate in full-contact origami. Years ago I discovered the meaning of life but forgot to write it down. I have made extraordinary four course meals using only a mouli and a toaster oven. I breed prize-winning clams. I have won bullfights in San Juan, cliff-diving competitions in Sri Lanka, and spelling bees at the Kremlin.
I have played Hamlet, I have performed open-heart surgery, and I have spoken with Elvis.
But I have not yet had an interview with you.
This particular applicant did not get the job he was applying for but he reminded me that a good covering letter really matters! Here is a little tip.
When you are applying for a job through an internet application or job board, the system may limit the number documents you can attach. Always attach your resume. Since covering letters really matter, customize your covering letter for every job and then copy and paste the entire letter into the comments box of the application form.
Sunday, June 20, 2010
ACSESS Staffing Index
Although the Canadian Staffing industry Index is up 19 points over this time last year, industry leaders are looking for explanations for the fact that there was a single point drop in the index last month. They know that business is up so why is the index pointing (slightly) down?
The Canadian Staffing Index is the best data that this country has ever collected on temporary help hours but it is far from perfect. No data is perfect. I have been watching writing and providing editorial on the Statistics Canada monthly Employment data for years and it has some serious flaws too. I put a lot more credibility into the Canadian Staffing Index than I do Stats Can numbers but I also have enough industry insight that I can read between the Staffing Industry numbers
Here are a few insights.
1. The Canadian Staffing Index counts hours of work within a month and it is not adjusted for days of work within the month. April had 22 billable work days minus Good Friday while May only had 21 days minus Victoria Day. That is a 5 percent reduction in the number of days available to work! So when the May Index reports a meager decline in hours worked by only 1%... business activity is really up.
2. Some Staffing companies bill by the week and report their numbers according to their accounting or billing cycles which may have nothing to do with the number of work days within a month. For example, my company will produce 5 sets of weekly invoices during the month of June. This means that my company's number will jump by 25% in June then settle back down again in July. This will happen during 4 months of the year producing an hours growth anomaly.
3. Flat is the new up! A huge portion of temporary help temp to perm transitional work. When the Staffing industry remains flat that means that thousands of workers have transitioned to full time work and new tempo assignments were created and filled. When the temp industry is flat, that means that new jobs are being created.
Here is a copy of the Press release.
May Shows Steady Economic Improvement
ACSESS Staffing Index Indicates a Cautious Recovery
MISSISSAUGA, ON, June 17 /CNW/ - The May 2010 Canadian Staffing Index was released this week by the Association of Canadian Search, Employment & Staffing Services (ACSESS).
The May report shows a slight decrease in temporary and contract hours of 1 point compared to April 2010. The Index also illustrates a healthy 13 point gain as reported in May 2009.
An Index value of 78 indicates the hours of labour supplied by the Canadian Staffing industry during the month of May remained 20% below the 100 Benchmark of July 2008 and 29 points below the industry high reported in October 2008. The Index continues to show a steady recovery but it also reflects the nuances of the temporary and contract staffing industry and the sensitivity of the recovering Canadian economy.
"The validity of the data collected by the ACSESS Canadian Staffing Index is consistent with real time information," says Steve Jones, President of ACSESS. This slight decline in May reflects normal seasonal declines based on college and university students flooding the employment marketplace and being hired into positions staffed by staffing firms during the balance of the year. Jones predicts that based on the data collected, Statistics Canada will report a moderate job increase for June in its upcoming Employment Report to be released at the beginning of July.
Each monthly release of the ACSESS Canadian Staffing Index clearly answers the question, "How's business?" Temporary and contract hours are coincidental with real time economic activity and ACSESS believes serves an excellent indicator for journalists, economists and analysts who are focused on current staffing and employment trends.
About the Canadian Staffing Index:
Hours of labour data is collected by Staffing Industry Analysts, an independent company specializing in the staffing industry. The source data is provided by a representative number of Canadian staffing companies providing services in almost every industry across the country.
The data is collected on a monthly basis, with the initial data capture dating back to July 2008, providing real historical insight into the Canadian staffing landscape.
-------------------------
Date Not Seasonally
Adjusted
-------------------------
Jul-08 100
-------------------------
Aug-08 97
-------------------------
Sep-08 99
-------------------------
Oct-08 107
-------------------------
Nov-08 94
-------------------------
Dec-08 81
-------------------------
Jan-09 75
-------------------------
Feb-09 67
-------------------------
Mar-09 71
-------------------------
Apr-09 70
-------------------------
May-09 65
-------------------------
Jun-09 68
-------------------------
Jul-09 73
-------------------------
Aug-09 70
-------------------------
Sep-09 78
-------------------------
Oct-09 78
-------------------------
Nov-09 77
-------------------------
Dec-09 74
-------------------------
Jan-10 69
-------------------------
Feb-10 71
-------------------------
Mar-10 82
-------------------------
Apr-10 79
-------------------------
May-10 78
-------------------------
About ACSESS
ACSESS is the single voice for promoting best practices and ethical standards for the recruitment, employment and staffing services industry in Canada. For more information visit: (less than)http://www.acsess.org/(greater than) www.acsess.org
About Staffing Industry Analysts
Staffing Industry Analysts is the premier research and analysis firm covering temporary employment and the contingent workforce. Known for its independent and objective insights, the company's proprietary research, data, support tools, publications and executive conferences provide a competitive edge to decision-makers who supply and buy temporary staffing. In addition to temporary staffing, Staffing Industry Analysts also covers these related staffing sectors: third party placement, and staff leasing (PEOs). Founded in 1989, the company is headquartered in Los Altos, California. For more information visit: www.staffingindustry.com
_____________
Steve Jones is the Volunteer President of ACSESS and President of Aimco, Allen, Professional Search, La Banque de Personnel, The Medical Recruitment Network and The People Bank, all divisions of Design Group Staffing Inc. www.thepeoplebank.com
The Canadian Staffing Index is the best data that this country has ever collected on temporary help hours but it is far from perfect. No data is perfect. I have been watching writing and providing editorial on the Statistics Canada monthly Employment data for years and it has some serious flaws too. I put a lot more credibility into the Canadian Staffing Index than I do Stats Can numbers but I also have enough industry insight that I can read between the Staffing Industry numbers
Here are a few insights.
1. The Canadian Staffing Index counts hours of work within a month and it is not adjusted for days of work within the month. April had 22 billable work days minus Good Friday while May only had 21 days minus Victoria Day. That is a 5 percent reduction in the number of days available to work! So when the May Index reports a meager decline in hours worked by only 1%... business activity is really up.
2. Some Staffing companies bill by the week and report their numbers according to their accounting or billing cycles which may have nothing to do with the number of work days within a month. For example, my company will produce 5 sets of weekly invoices during the month of June. This means that my company's number will jump by 25% in June then settle back down again in July. This will happen during 4 months of the year producing an hours growth anomaly.
3. Flat is the new up! A huge portion of temporary help temp to perm transitional work. When the Staffing industry remains flat that means that thousands of workers have transitioned to full time work and new tempo assignments were created and filled. When the temp industry is flat, that means that new jobs are being created.
Here is a copy of the Press release.
May Shows Steady Economic Improvement
ACSESS Staffing Index Indicates a Cautious Recovery
MISSISSAUGA, ON, June 17 /CNW/ - The May 2010 Canadian Staffing Index was released this week by the Association of Canadian Search, Employment & Staffing Services (ACSESS).
The May report shows a slight decrease in temporary and contract hours of 1 point compared to April 2010. The Index also illustrates a healthy 13 point gain as reported in May 2009.
An Index value of 78 indicates the hours of labour supplied by the Canadian Staffing industry during the month of May remained 20% below the 100 Benchmark of July 2008 and 29 points below the industry high reported in October 2008. The Index continues to show a steady recovery but it also reflects the nuances of the temporary and contract staffing industry and the sensitivity of the recovering Canadian economy.
"The validity of the data collected by the ACSESS Canadian Staffing Index is consistent with real time information," says Steve Jones, President of ACSESS. This slight decline in May reflects normal seasonal declines based on college and university students flooding the employment marketplace and being hired into positions staffed by staffing firms during the balance of the year. Jones predicts that based on the data collected, Statistics Canada will report a moderate job increase for June in its upcoming Employment Report to be released at the beginning of July.
Each monthly release of the ACSESS Canadian Staffing Index clearly answers the question, "How's business?" Temporary and contract hours are coincidental with real time economic activity and ACSESS believes serves an excellent indicator for journalists, economists and analysts who are focused on current staffing and employment trends.
About the Canadian Staffing Index:
Hours of labour data is collected by Staffing Industry Analysts, an independent company specializing in the staffing industry. The source data is provided by a representative number of Canadian staffing companies providing services in almost every industry across the country.
The data is collected on a monthly basis, with the initial data capture dating back to July 2008, providing real historical insight into the Canadian staffing landscape.
-------------------------
Date Not Seasonally
Adjusted
-------------------------
Jul-08 100
-------------------------
Aug-08 97
-------------------------
Sep-08 99
-------------------------
Oct-08 107
-------------------------
Nov-08 94
-------------------------
Dec-08 81
-------------------------
Jan-09 75
-------------------------
Feb-09 67
-------------------------
Mar-09 71
-------------------------
Apr-09 70
-------------------------
May-09 65
-------------------------
Jun-09 68
-------------------------
Jul-09 73
-------------------------
Aug-09 70
-------------------------
Sep-09 78
-------------------------
Oct-09 78
-------------------------
Nov-09 77
-------------------------
Dec-09 74
-------------------------
Jan-10 69
-------------------------
Feb-10 71
-------------------------
Mar-10 82
-------------------------
Apr-10 79
-------------------------
May-10 78
-------------------------
About ACSESS
ACSESS is the single voice for promoting best practices and ethical standards for the recruitment, employment and staffing services industry in Canada. For more information visit: (less than)http://www.acsess.org/(greater than) www.acsess.org
About Staffing Industry Analysts
Staffing Industry Analysts is the premier research and analysis firm covering temporary employment and the contingent workforce. Known for its independent and objective insights, the company's proprietary research, data, support tools, publications and executive conferences provide a competitive edge to decision-makers who supply and buy temporary staffing. In addition to temporary staffing, Staffing Industry Analysts also covers these related staffing sectors: third party placement, and staff leasing (PEOs). Founded in 1989, the company is headquartered in Los Altos, California. For more information visit: www.staffingindustry.com
_____________
Steve Jones is the Volunteer President of ACSESS and President of Aimco, Allen, Professional Search, La Banque de Personnel, The Medical Recruitment Network and The People Bank, all divisions of Design Group Staffing Inc. www.thepeoplebank.com
Saturday, June 12, 2010
Recruitment & Social Media
The world is a buzz with social media sites as an emerging alternatives to the big job boards.
For example, LinkedIn has over 40 million users. LinkedIn is rapidly becoming an employment networking site more than anything else. I personally have over 3,770,500 total Linkedin users that I can contact through an introduction. That's powerful stuff! There may come a day soon when a LinkedIn profile will replace traditional resumes.
The immensely popular social networking site Facebook has over 200 million users and can be used in a low key medium for job seekers and job postings. Employers and recruiters should know their Facebook etiquette before they risk their brand by unintentionally offending hardcore Facebook users. Advertising on Facebook is a cost effective recruitment tool with a CPC (Cost per Click) billing model. Its also a great place to set up a free corporate profile with some built in Web 2.0 features. Facebook users are a committed community so it only makes sense for recruiters to get into the network rather than constantly attempting to lure job seekers to other platforms.
Twitter and the Blogsphere are also fabulous platforms for corporate marketing and job broadcasting. Twitter still has a long way to go to catch up with Facebook in terms of user volume but just wait and see how Twitter explodes in the following weeks as it becomes a primary communication source for FIFA World Cup soccer.
While most job boards and good corporate websites have features that allow job seekers to set up a profile and receive job notices, twitter helps bridge the gap between web sites, email, smart phones and text messaging. HR departments will soon be Tweeting every new openings to meet the needs of the growing Twitter community.
An interesting online recruitment development is emerging within the buy/sell Internet sites like Craigslist and 
Kijiji. These sites offer low tech, high traffic, free employment advertising sections. GenNext job seekers lean toward Indy-bands, Indy-movies and so it follows that they also tend toward the grassroots job marketplace rather than the big corporate job board space.
New media and social networking sites are not yet structured to interface and systematically broadcast every job postings from a corporate website. They all require some form of individual intervention. But, most large job boards are figuring out how to integrate their services with these popular new media formats.
The People Bank is always trying to say ahead of the recruitment advertising curve. Our jobs already appear on hundreds of Internet job boards but it won’t be long before all of our jobs are also rebroadcast to targeted audiences through Twitter, Kijiji, Facebook and Craigslist. We call our strategy "A Thousand Pathways". We take the view that all job boards, new media, traditional media, social networks and Buy & Sell sites should lead the way back to www.thepeoplebank.com
For example, LinkedIn has over 40 million users. LinkedIn is rapidly becoming an employment networking site more than anything else. I personally have over 3,770,500 total Linkedin users that I can contact through an introduction. That's powerful stuff! There may come a day soon when a LinkedIn profile will replace traditional resumes.
The immensely popular social networking site Facebook has over 200 million users and can be used in a low key medium for job seekers and job postings. Employers and recruiters should know their Facebook etiquette before they risk their brand by unintentionally offending hardcore Facebook users. Advertising on Facebook is a cost effective recruitment tool with a CPC (Cost per Click) billing model. Its also a great place to set up a free corporate profile with some built in Web 2.0 features. Facebook users are a committed community so it only makes sense for recruiters to get into the network rather than constantly attempting to lure job seekers to other platforms. 
Twitter and the Blogsphere are also fabulous platforms for corporate marketing and job broadcasting. Twitter still has a long way to go to catch up with Facebook in terms of user volume but just wait and see how Twitter explodes in the following weeks as it becomes a primary communication source for FIFA World Cup soccer. While most job boards and good corporate websites have features that allow job seekers to set up a profile and receive job notices, twitter helps bridge the gap between web sites, email, smart phones and text messaging. HR departments will soon be Tweeting every new openings to meet the needs of the growing Twitter community.
An interesting online recruitment development is emerging within the buy/sell Internet sites like Craigslist and 
Kijiji. These sites offer low tech, high traffic, free employment advertising sections. GenNext job seekers lean toward Indy-bands, Indy-movies and so it follows that they also tend toward the grassroots job marketplace rather than the big corporate job board space.New media and social networking sites are not yet structured to interface and systematically broadcast every job postings from a corporate website. They all require some form of individual intervention. But, most large job boards are figuring out how to integrate their services with these popular new media formats.
The People Bank is always trying to say ahead of the recruitment advertising curve. Our jobs already appear on hundreds of Internet job boards but it won’t be long before all of our jobs are also rebroadcast to targeted audiences through Twitter, Kijiji, Facebook and Craigslist. We call our strategy "A Thousand Pathways". We take the view that all job boards, new media, traditional media, social networks and Buy & Sell sites should lead the way back to www.thepeoplebank.com
Wednesday, June 02, 2010
April Indicates a Slight Correction in the Recovering Economy
ACSESS Staffing Index Continues to Show a Steady Recovery
MISSISSAUGA, ON, June 2 /CNW/ - The April 2010 Canadian Staffing Index was released this week by the Association of Canadian Search, Employment & Staffing Services (ACSESS).
The April report shows a slight decrease in temporary and contract hours of 3 points compared to March 2010. The Index also illustrates a healthy 14 point (21.5%) gain since the industry low in May of 2009.
An Index value of 79 means that hours of labour supplied by the Canadian staffing industry during the month of April remained 21% below the 100 Benchmark of July 2008 and 28 points below the industry high reported for October 2008. The Index continues to show a slow but persistent recovery but it also reflects the dynamic nature of the temporary and contract staffing industry and the sensitivity of the recovering Canadian employment market.
"The dramatic 10 point jump reported by the Canadian Staffing Index in the previous month of March 2010 accurately predicted the large employment gain that was subsequently released by Statistics Canada for the month of April." says Steve Jones, President of ACSESS, "This slight decline in April reflects the industry's normal seasonal decline of April and May and may also reflect a minor correction for the extraordinary gain reported in the prior month. Our members continue to report strong year over year growth including a healthy transition of temporary workers to full-time employment."
Each monthly release of the ACSESS Canadian Staffing Index clearly answers the question, "How's business?" Temporary and contract employment hours are coincidental with real-time economic activity and ACSESS believes the Staffing Index serves as a valuable leading indicator for economists, journalists, analysts and policy makers who are interested in current staffing and employment trends.
About the Canadian Staffing Index:
Hours of labour data is collected by Staffing Industry Analysts, an independent company specializing in the staffing industry. The source data is provided by a representative number of Canadian staffing companies providing services in almost every industry across the country.
The data is collected on a monthly basis, with the initial data capture dating back to July 2008, providing real historical insight into the Canadian staffing landscape.
Canadian Staffing
Index Not Seasonally Adjusted
-----------
Jul-08 ---- 100
Aug-08 ---- 97
Sep-08 ---- 99
Oct-08 ---- 107
Nov-08 ---- 94
Dec-08 ---- 81
Jan-09 ---- 75
Feb-09 ---- 67
Mar-09 ---- 71
Apr-09 ---- 70
May-09 ---- 65
Jun-09 ---- 68
Jul-09 ---- 73
Aug-09 ---- 70
Sep-09 ---- 78
Oct-09 ---- 78
Nov-09 ---- 77
Dec-09 ---- 74
Jan-10 ---- 69
Feb-10 ---- 71
Mar-10 ---- 82
Apr-10 ---- 79
About ACSESS
ACSESS is the single voice for promoting best practices and ethical standards for the recruitment, employment and staffing services industry in Canada. For more information visit: www.acsess.org
About Staffing Industry Analysts
Staffing Industry Analysts is the premier research and analysis firm covering temporary employment and the contingent workforce. Known for its independent and objective insights, the company's proprietary research, data, support tools, publications and executive conferences provide a competitive edge to decision-makers who supply and buy temporary staffing. In addition to temporary staffing, Staffing Industry Analysts also covers these related staffing sectors: third party placement, and staff leasing (PEOs). Founded in 1989, the company is headquartered in Los Altos, California. For more information visit: www.staffingindustry.com
For further information: Media Contact: Suzanne McInerney, CPC, Communications and Marketing Specialist, Phone (905) 826-6869, Toll Free: 1-888-232-4962, Email: smcinerney@acsess.org
Wednesday, May 26, 2010
First, Break all the Rules
"People leave their immediate managers, not the companies they work for."
Different authors, speakers and mentors have their own unique styles of telling us what we should already know. In their book, "First, Break all the Rules", Marcus Buckingham & Curt Coffman have a very effective style in describing their research on great managment and leadership. This book cuts to the point.
Here is a re-print of the book summary from Bizsumm.com , Break All The Rules The book is highly recommended. Reading the summary is an absolute must.
_________________________________________________
‘What The World’s Greatest Managers Do Differently’
By Marcus Buckingham & Curt Coffman
Simon & Schuster, 271 pages
Based on a mammoth research study conducted by the Gallup Organization involving 80,000 managers across different industries, this book explores the challenge of many companies - attaining, keeping and measuring employee satisfaction. Discover how great managers attract, hire, focus, and keep their most talented employees!
Key Ideas:
1. The best managers reject conventional wisdom.
2. The best managers treat every employee as an individual.
3. The best managers never try to fix weaknesses; instead they focus on strengths and talent.
4. The best managers know they are on stage everyday. They know their people are watching every move they make.
5. Measuring employee satisfaction is vital information for your investors.
6. People leave their immediate managers, not the companies they work for.
7. The best managers are those that build a work environment where the employees answer positively to these 12 Questions:
a. Do I know what is expected of me at work?
b. Do I have the materials and equipment I need to do my work right?
c. At work, do I have the opportunity to do what I do best everyday?
d. In the last seven days, have I received recognition or praise for doing good work?
e. Does my supervisor or someone at work seem to care about me as a person?
f. Is there someone at work who encourages my development?
g. At work, do my opinions seem to count?
h. Does the mission/purpose of my company make me feel my job is important?
i. Are my co-workers committed to doing quality work?
j. Do I have a best friend at work?
k. In the last six months, has someone at work talked to me about my progress?
l. This last year, have I had the opportunity at work to learn and grow?
The Gallup study showed that those companies that reflected positive responses to the 12 questions profited more, were more productive as business units, retained more employees per year, and satisfied more customers.
Without satisfying an employee’s basic needs first, a manager can never expect the employee to give stellar performance. The basic needs are: knowing what is expected of the employee at work, giving her the equipment and support to do her work right, and answering her basic questions of self-worth and self-esteem by giving praise for good work and caring about her development as a person.
The great manager mantra is don’t try to put in what was left out; instead draw out what was left in. You must hire for talent, and hone that talent into outstanding performance.
More wisdomin a nutshell:
1. Know what can be taught, and what requires a natural talent.
2. Set the right outcomes, not steps. Standardize the end but not the means. As long as the means are within the company’s legal boundaries and industry standards,let the employee use his own style to deliver the result or outcome you want.
3. Motivate by focusing on strengths, not weaknesses.
4. Casting is important, if an employee is not performing at excellence, maybe she is not cast in the right role.
5. Every role is noble, respect it enough to hire for talent to match.
6. A manager must excel in the art of the interview. See if the candidate’s recurring patterns of behavior match the role he is to fulfill. Ask open-ended questions and let him talk. Listen for specifics.
7. Find ways to measure, count, and reward outcomes.
8. Spend time with your best people. Give constant feedback. If you can’t spend an hour every quarter talking to an employee, then you shouldn’t be a manager.
9. There are many ways of alleviating a problem or non-talent. Devise a support system,find a complementary partner for him, or an alternative role.
10. Do not promote someone until he reaches his level of incompetence; simply offer bigger rewards within the same range of his work. It is better to have an excellent highly paid waitress or bartender on your team than promote him or her to a poor starting-level bar manager.
11. Some homework to do: Study the best managers in the company and revise training to incorporate what they know. Send your talented people to learn new skills or knowledge. Change recruiting practices to hire for talent, revise employee job descriptions and qualifications.
Friday, May 07, 2010
APRIL Job Boom Predicted by Staffing Index
May 7, 2010 - Statistics Canada’s Employment report for the month of April shows an astonishing increase of 109,000 jobs during the month April. This tremendous increase surpasses any analysts’ previous expectations by more than 100% and supports the theory that the Canadian Staffing Industry Index is an early indicator of job and employment activity in the Canadian economy.
During the month of April, the Association of Canadian Search, Employment and Staffing Services reported that the Staffing Industry Index for March increased 11% over February 2010; the largest single month gain since the creation of the report.
ACSESS believes there is a close correlation between staffing industry performance and the real-time state of the economy. The Canadian Staffing Index can be used as a barometer of Canadian economic performance and a predictor of other lagging economic indicators such as the Statistics Canada Employment Report
The Staffing Industry Index uses July 2008, prior to the recession, as the benchmark index of 100 and tracks the performance of the staffing industry on a monthly basis.
In an earlier press release I stated "Although some of the increased numbers reflect a seasonal correction, the recovery that seemed to have stalled in December is now gaining momentum. We predict that April results will display another notable increase. Our industry is a leading indicator of economic performance, and we are confident in the ability of Canada's economy to show moderate but consistent growth throughout the balance of the year", Said Steve Jones, ACSESS National President.
Statistics Canada reports that unemployment in April fell from 8.2% to 8.1%. Full Report
Canadian Staffing Index Not Seasonally Adjusted
Jul-08 - 100 (indexed to July 2008)
Aug-08 - 97
Sep-08 - 99
Oct-08 - 107
Nov-08 - 94
Dec-08 - 81
Jan-09 - 75
Feb-09 - 67
Mar-09 - 71
Apr-09 - 70
May-09 - 65
Jun-09 - 68
Jul-09 - 73
Aug-09 - 70
Sep-09 - 78
Oct-09 - 78
Nov-09 - 77
Dec-09 - 74
Jan-10 - 69
Feb-10 - 71
Mar-10 - 82
About the Canadian Staffing Index:
The data is collected by Staffing Industry Analysts, an independent company specialized in the staffing industry.
The data is provided by a representative number of Canadian staffing companies providing services in the provinces across the country.
The data is collected on a monthly basis, with the initial data capture dating back to July 2008, providing real historical insight into the Canadian staffing landscape.
About ACSESS
ACSESS is the single voice for promoting best practices and ethical standards for the recruitment, employment and staffing services industry in Canada. For more information visit: www.acsess.org
About Staffing Industry Analysts
Staffing Industry Analysts is the premier research and analysis firm covering temporary employment and the contingent workforce. Known for its independent and objective insights, the company’s proprietary research, data, support tools, publications and executive conferences provide a competitive edge to decision-makers who supply and buy temporary staffing. In addition to temporary staffing, Staffing Industry Analysts also covers these related staffing sectors: third party placement, and staff leasing (PEOs). Founded in 1989, the company is headquartered in Los Altos, California. For more information visit: www.staffingindustry.com
Media Contact:
Suzanne McInerney, CPC
Communications and Marketing Specialist
Phone 905-826-6869 / Toll Free: 1-888-232-4962
Email: smcinerney@acsess.org
During the month of April, the Association of Canadian Search, Employment and Staffing Services reported that the Staffing Industry Index for March increased 11% over February 2010; the largest single month gain since the creation of the report.
ACSESS believes there is a close correlation between staffing industry performance and the real-time state of the economy. The Canadian Staffing Index can be used as a barometer of Canadian economic performance and a predictor of other lagging economic indicators such as the Statistics Canada Employment Report
The Staffing Industry Index uses July 2008, prior to the recession, as the benchmark index of 100 and tracks the performance of the staffing industry on a monthly basis.
In an earlier press release I stated "Although some of the increased numbers reflect a seasonal correction, the recovery that seemed to have stalled in December is now gaining momentum. We predict that April results will display another notable increase. Our industry is a leading indicator of economic performance, and we are confident in the ability of Canada's economy to show moderate but consistent growth throughout the balance of the year", Said Steve Jones, ACSESS National President.
Statistics Canada reports that unemployment in April fell from 8.2% to 8.1%. Full Report
Canadian Staffing Index Not Seasonally Adjusted
Jul-08 - 100 (indexed to July 2008)
Aug-08 - 97
Sep-08 - 99
Oct-08 - 107
Nov-08 - 94
Dec-08 - 81
Jan-09 - 75
Feb-09 - 67
Mar-09 - 71
Apr-09 - 70
May-09 - 65
Jun-09 - 68
Jul-09 - 73
Aug-09 - 70
Sep-09 - 78
Oct-09 - 78
Nov-09 - 77
Dec-09 - 74
Jan-10 - 69
Feb-10 - 71
Mar-10 - 82
About the Canadian Staffing Index:
The data is collected by Staffing Industry Analysts, an independent company specialized in the staffing industry.
The data is provided by a representative number of Canadian staffing companies providing services in the provinces across the country.
The data is collected on a monthly basis, with the initial data capture dating back to July 2008, providing real historical insight into the Canadian staffing landscape.
About ACSESS
ACSESS is the single voice for promoting best practices and ethical standards for the recruitment, employment and staffing services industry in Canada. For more information visit: www.acsess.org
About Staffing Industry Analysts
Staffing Industry Analysts is the premier research and analysis firm covering temporary employment and the contingent workforce. Known for its independent and objective insights, the company’s proprietary research, data, support tools, publications and executive conferences provide a competitive edge to decision-makers who supply and buy temporary staffing. In addition to temporary staffing, Staffing Industry Analysts also covers these related staffing sectors: third party placement, and staff leasing (PEOs). Founded in 1989, the company is headquartered in Los Altos, California. For more information visit: www.staffingindustry.com
Media Contact:
Suzanne McInerney, CPC
Communications and Marketing Specialist
Phone 905-826-6869 / Toll Free: 1-888-232-4962
Email: smcinerney@acsess.org
Monday, May 03, 2010
Bill 168 Webinar Invitation
Are You ready?
The New Workplace Violence and Harassment Prevention Law
Webinar Date: Tuesday, May 11
Webinar Time: 10am to 11am Eastern Time
You are invited to participate in a complimentary webinar on the amendments to the Ontario Occupational Health and Safety Act and the new Workplace Violence and Harassment Prevention Law.
In this 55-minute webinar, Steve Jones and subject matter expert Christopher McOuat will discuss the new legal requirements in Ontario. You will receive valuable information and template samples that you can modify for your business.
We will be discussing:
• What constitutes workplace violence and harassment;
• Employer requirements and obligations under the new law;
• Prevention policies and programs;
• Risk assessments including domestic violence in the workplace;
• Worker rights; and
• Penalties associated with non-compliance.
Steve Jones is the President of The People Bank, a division of Design Group Staffing Inc. Design Group Staffing is Canada's largest privately owned staffing company. Steve has over 26 years of leadership experience in the recruitment and staffing industry. He is also the current President of ACSESS (Association of Canadian Search, Employment and Staffing Services), the single national voice and governing body for staffing providers.
Christopher McOuat is The People Bank's Operational Excellence and Quality Control Team Lead. With over seven years' experience in this role, Christopher is responsible for developing, implementing and analyzing policies and procedures for ISO certification, Quality Management, and Workplace Health and Safety, including the new Workplace Violence and Harassment Prevention Legislation.
Register Here
The New Workplace Violence and Harassment Prevention Law
Webinar Date: Tuesday, May 11
Webinar Time: 10am to 11am Eastern Time
You are invited to participate in a complimentary webinar on the amendments to the Ontario Occupational Health and Safety Act and the new Workplace Violence and Harassment Prevention Law.
In this 55-minute webinar, Steve Jones and subject matter expert Christopher McOuat will discuss the new legal requirements in Ontario. You will receive valuable information and template samples that you can modify for your business.
We will be discussing:
• What constitutes workplace violence and harassment;
• Employer requirements and obligations under the new law;
• Prevention policies and programs;
• Risk assessments including domestic violence in the workplace;
• Worker rights; and
• Penalties associated with non-compliance.
Steve Jones is the President of The People Bank, a division of Design Group Staffing Inc. Design Group Staffing is Canada's largest privately owned staffing company. Steve has over 26 years of leadership experience in the recruitment and staffing industry. He is also the current President of ACSESS (Association of Canadian Search, Employment and Staffing Services), the single national voice and governing body for staffing providers.
Christopher McOuat is The People Bank's Operational Excellence and Quality Control Team Lead. With over seven years' experience in this role, Christopher is responsible for developing, implementing and analyzing policies and procedures for ISO certification, Quality Management, and Workplace Health and Safety, including the new Workplace Violence and Harassment Prevention Legislation.
Register Here
Wednesday, April 21, 2010
Employment Data Shows Hope
Canadian Staffing Index Continues to Demonstrate Employment Recovery
MISSISSAUGA, ON - April 21, 2010 - The February 2010 version of the Canadian Staffing Index was released by the Association of Canadian Search, Employment & Staffing Services (ACSESS) today. ACSESS believes there is a close correlation between staffing industry performance and the state of the economy, hoping that in time this index could provide a "near real time" indicator of the current state of the Canadian economy. As each month's number is released this correlation becomes more and more evident.
The index uses July 2008, prior to the recession as a benchmark index of 100 and tracks the number of hours worked by flexible and contract workers, therefore tracking the performance of the industry on a monthly basis. The following are some observations based on the latest results:
February 2010 saw an almost 3% increase month over month from January 2010. Although the numbers are 29% off the July 2008 benchmark they have seen a gradual increase of 8% from the low numbers in May 2009.
ACSESS believes this modest upturn in February supports the anecdotal evidence from ACSESS members that the economy is improving. Numerous ACSESS Members in regions across Canada have reported a significant increase in activity and are anxiously waiting to see if this will be reflected in the upcoming March numbers which will be released shortly.
"These recent statistics accurately reflect what is happening in Canadian businesses on a real time basis. Staffing services provide a valuable, dynamic, 'just-in-time' delivery of labour to businesses when they need it. As a result, these numbers predict that the more traditional lagging statistical measures such as the Canadian Employment data will reflect continued moderate employment growth through April and May." said Steve Jones, ACSESS National President.
About the Canadian Staffing Index:
The data is collected by Staffing Industry Analysts, an independent company specialized in the staffing industry.
The data is provided by a representative number of Canadian staffing companies providing services in the provinces across the country.
The data is collected on a monthly basis, with the initial data capture dating back to July 2008, providing real historical insight into the Canadian staffing landscape.
ACSESS believes that this "real data" supports U.S evidence that the Staffing Industry is a barometer of economic performance, and will provide information for economists, politicians, analysts, researchers and journalists in addition to members of the staffing industry.
About ACSESS
ACSESS is the single voice for promoting best practices and ethical standards for the recruitment, employment and staffing services industry in Canada. For more information visit: www.acsess.org
About Staffing Industry Analysts
Staffing Industry Analysts is the premier research and analysis firm covering temporary employment and the contingent workforce. Known for its independent and objective insights, the company's proprietary research, data, support tools, publications and executive conferences provide a competitive edge to decision-makers who supply and buy temporary staffing. In addition to temporary staffing, Staffing Industry Analysts also covers these related staffing sectors: third party placement, and staff leasing (PEOs). Founded in 1989, the company is headquartered in Los Altos, California. For more information visit: www.staffingindustry.com
Media Contact:
Suzanne McInerney, CPC
Communications and Marketing Specialist
Phone 905-826-6869 / Toll Free: 1-888-232-4962
Email: smcinerney@acsess.org
MISSISSAUGA, ON - April 21, 2010 - The February 2010 version of the Canadian Staffing Index was released by the Association of Canadian Search, Employment & Staffing Services (ACSESS) today. ACSESS believes there is a close correlation between staffing industry performance and the state of the economy, hoping that in time this index could provide a "near real time" indicator of the current state of the Canadian economy. As each month's number is released this correlation becomes more and more evident.
The index uses July 2008, prior to the recession as a benchmark index of 100 and tracks the number of hours worked by flexible and contract workers, therefore tracking the performance of the industry on a monthly basis. The following are some observations based on the latest results:
February 2010 saw an almost 3% increase month over month from January 2010. Although the numbers are 29% off the July 2008 benchmark they have seen a gradual increase of 8% from the low numbers in May 2009.
ACSESS believes this modest upturn in February supports the anecdotal evidence from ACSESS members that the economy is improving. Numerous ACSESS Members in regions across Canada have reported a significant increase in activity and are anxiously waiting to see if this will be reflected in the upcoming March numbers which will be released shortly.
"These recent statistics accurately reflect what is happening in Canadian businesses on a real time basis. Staffing services provide a valuable, dynamic, 'just-in-time' delivery of labour to businesses when they need it. As a result, these numbers predict that the more traditional lagging statistical measures such as the Canadian Employment data will reflect continued moderate employment growth through April and May." said Steve Jones, ACSESS National President.
About the Canadian Staffing Index:
The data is collected by Staffing Industry Analysts, an independent company specialized in the staffing industry.
The data is provided by a representative number of Canadian staffing companies providing services in the provinces across the country.
The data is collected on a monthly basis, with the initial data capture dating back to July 2008, providing real historical insight into the Canadian staffing landscape.
ACSESS believes that this "real data" supports U.S evidence that the Staffing Industry is a barometer of economic performance, and will provide information for economists, politicians, analysts, researchers and journalists in addition to members of the staffing industry.
About ACSESS
ACSESS is the single voice for promoting best practices and ethical standards for the recruitment, employment and staffing services industry in Canada. For more information visit: www.acsess.org
About Staffing Industry Analysts
Staffing Industry Analysts is the premier research and analysis firm covering temporary employment and the contingent workforce. Known for its independent and objective insights, the company's proprietary research, data, support tools, publications and executive conferences provide a competitive edge to decision-makers who supply and buy temporary staffing. In addition to temporary staffing, Staffing Industry Analysts also covers these related staffing sectors: third party placement, and staff leasing (PEOs). Founded in 1989, the company is headquartered in Los Altos, California. For more information visit: www.staffingindustry.com
Media Contact:
Suzanne McInerney, CPC
Communications and Marketing Specialist
Phone 905-826-6869 / Toll Free: 1-888-232-4962
Email: smcinerney@acsess.org
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