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RCS Insights
issue 1
- Effectively Engaging & Retaining the Professional Workforce
- You Cannot Manage What You Don’t Measure
- Shattering the Myth of Co-Employment
- Randstad named a Fortune Magazine 2012 Most Admired Company
- Diversity in the Global Workplace
Message from
Shirley Jones, SVP
Effectively Engaging & Retaining the Professional Workforce
As the economy remains uncertain, employers are continuing to grapple with staff planning and getting a handle on the evolving relationship between employee engagement and retention. Now, more than ever, employers need to know the intentions of their most talented, identify who is staying put only until the job market recovers, and what to do to improve motivation and productivity among those who seem likely to stay but aren't highly engaged. Finding ways to gain better employee "insider knowledge" and modify engagement and retention efforts are critical for companies trying to effectively optimize their workforce.

Randstad US, Professionals explored retention and engagement in a recent study, conducted by IPSOS Public Affairs in 2011. The findings are part of the Professionals report in the Randstad Employee Attachment Index research. This unique survey looked at the different engagement levels of employees and their attitudes towards staying or leaving their current positions across five different professional industries — finance & accounting, engineering, pharma / life sciences, and IT.

The survey findings for employees in these professional industries are compared to all sectors to provide insight to further help employers design programs to cultivate and retain their top talent for the future.

Randstad US Engagement Guide
You Cannot Manage What You Don’t Measure
The ability to interpret and apply the data garnered from your staffing program and/or your vendor management technology is becoming increasingly invaluable. And any effective provider of contingent workforce solutions should be partnering with their clients to translate that data into business intelligence for their clients.

Randstad Corporate Services monitors forecasts and key statistics for our clients – from time to hire, to talent turnover, and hiring manager satisfaction. Access to this data enables our dedicated account teams to consult with clients, identifying and correcting potential problems proactively. Due to the compressed lead time, number of unique skills, and shorter duration for flexible assignments, workforce statistics are tracked in real time. Continuously monitoring contingent worker performance and qualifications allows Randstad account managers them to make the best reassignment decisions for our clients.

Obtaining actionable worker statistics can also drive better business decisions. For example, high turnover in a specific department or position may signal an environmental issue which needs to be addressed or perhaps refinement of job descriptions. Data captured at the end of an assignment can shine light on possible root causes for which appropriate mitigation strategies can be developed.

Clients engage Randstad Corporate Services to act as their consultative partner providing suggestions and advisory to meet their goals for contingent labor. A key component of how we deliver on that pledge is through continued communication of workforce statistics and trend data. Our scorecards detail program performance against established Service Level Agreements because we recognize what savvy clients already know... You Cannot Manage What You Don’t Measure.

Shattering the Myth of Co-Employment
More companies are seeking flexibility and cost savings through the use of contingent labor, while more workers are choosing temporary work as a means to enter or re-enter the workforce on the heels of the US recession. Additionally, many workers opt for the flexibility inherent in temporary assignments in order to achieve better work-life balance. Yet with all the advantages offered to both employers and workers by flexible work arrangements, it can also increase a company’s risk for legal and tax issues if it doesn’t properly classify it’s workers.

In the report Shattering the Myth of Co-Employment, we discuss the “perceived” risks of co-employment, detail some of the myths circulating around what truly helps firms mitigate co-employment risks, and outline how Randstad can support a solid co-employment policy.

Download the report as a pdf
Randstad named a Fortune Magazine Most Admired Company
;Most Admired
FORTUNE released its 2012 World’s Most Admired Companies rankings in the March 19 edition of the magazine and Randstad was featured as one of only three staffing companies in the temporary help industry category.

Improving upon its previous ranking in 2011, Randstad is recognized for achieving top scores on nine key attributes: innovation, people management, use of corporate assets, social responsibility, quality of management, financial soundness, long-term investment, quality of products and services, and global competitiveness.

FORTUNE Magazine's list of the World's Most Admired Companies is the definitive report card on corporate reputations. Conducted by FORTUNE and Hay Group, a global management consulting firm, the annual survey is given to top executives, directors, and financial analysts to identify the companies that enjoy the strongest reputations within their respective industries and across a selection of several industries.

View the World's Most Admired Companies
Welcome to all of our valued business partners to our inaugural issue of RCS Insights. We hear from you continuously of the value of employment, industry and economic information and this newsletter is an additional way to share this important information with all of you. We hope you find it insightful and valuable. 2012 has started as a very exciting year at Randstad as we work to integrate the Spherion organization into our team. This merger has enabled us to double in size here in the US and has made us a strong number three in market share. This allows us to increase our geographical reach and expands the service offerings we can provide to our valued customers. It also gives us a great platform from which to position ourselves as a leader in the world of work everywhere!

On the Economic front, as we come out of a challenging year in terms of job growth and economic stability, many of our Randstad Corporate Services clients have been hiring and yet it is also clear that some remain cautious on that front. We have also seen wages increase, especially in the higher skill sets where demand is strong and lower unemployment rates exist. We all know that that the temporary help industry is considered a leading economic indicator – the good news is this sector continues to post year-over-year growth, which tells us that we are not headed into a double dip recession. Jobs are continuing to be added in increasing rates in the private sector business with professional and business services leading the way. We are seeing high demand for individuals trained in engineering, IT, healthcare, science, administrative, and financial and accounting fields.

You will read in our first article how important it is to focus on engagement and retention strategies as businesses strive to keep their best talent in place to lead in the recovery process.

Enjoy our RCS Insights….it is good to know you!
Diversity in the Global Workplace
A recent publication from Forbes entitled "Global Diversity Rankings by Country, Sector and Occupation" ranks the US ninth in the world for diversity.  The report also illustrates stark differences in employee diversity across different industries and occupations and reveals the power of long-established cultural norms in shaping individual career choices which can impact a company's diversity efforts.   

Download the pdf

World of Work
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