ECONOMIC REPORT
The agency work industry around the world 2011 Edition (based on figures available for 2009)
The agency work industry around the world
ECONOMIC REPORT 2011 Edition (based on figures available for 2009)
Introduction In 2009, the global agency work industry continued to feel the impact of the economic downturn that started in the USA in 2007, and quickly spread to the rest of the world. Certain countries were hit harder than others, while some continued to grow. The trends in this report go some way to showing that the openness and the socio-economic fabric of national economies and the flexibility of their labour markets account for the difference across countries. Overall, the total number of agency workers worldwide fell 6% in 2009, compared to 2008, amounting to nearly 9 million full-time equivalents on a daily basis. In parallel, global total annual sales revenues also fell by 16%, amounting to €203 billion. The negative
4
impact of the economic crisis on the labour market in general, and the agency work sector in particular, began in spring 2008 and accelerated in 2009. This report goes on to begin to describe the strong recovery made by the agency work sector in the first half of 2010. In 2009, some markets such as Brazil and South Africa continued to grow, boosted by their rapidly expanding economies, which were only temporarily set back by the crisis. However, most mature markets continued the declines which began in the previous year. Agency work plays - and still has the potential to play further - a valuable role in easing transitions within and into the labour market. Agency work creates
jobs that would not otherwise exist, enhancing companies’ competitiveness and workers’ employability, thereby promoting a labour market that corresponds better to peoples’ - and companies’ - needs and aspirations. In global markets emerging from crisis, the agency work industry’s capacity to anticipate and match labour market needs with the required skills is even more crucial, as agencies serve as impresarios for workers, immediately identifying job vacancies, providing training, and facilitating the transition from unemployment to work, from one assignment to the next. In addition, agency work prepared the ground for a job-creating economic upturn, helping companies face the ongoing global competitive pressure, increasing labour
market participation, and furthermore, accelerating and increasing the number of jobs created as the economy recovers. Now more than ever, the agency work industry plays a key role in improving the functioning of the labour market, by facilitating the match between supply and demand of labour, by securing upwards transitions for agency workers, and by providing more work opportunities for more people.
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6
Content 1.
The players
11
2.
Agency workers in numbers
19
3.
The profile of agency workers a. General trends b. Agency workers’ motives & satisfaction
28
4.
Agency work’s contribution to a better functioning labour market a. Transitions b. Job creation c. Inclusion & diversity
46
5. 6.
Companies’ rationale to use agency work
65
Agency work and the economic recovery
72
7
The key facts & figures The players • There are 72,000 private employment agencies and 169,000 branches worldwide, employing 741,000 internal staff • In 2009 the total annual sales revenues of the top 10 private employment agencies worldwide accounted for 29% of the total agency work market • In 2009 the global total annual sales revenues amounted to €203 billion, down 16% from 2008 • Japan is the world leader with 24% of total annual sales. The USA represents 22% of the global agency work market, followed by the UK at 12% • Europe is the leading regional entity by total annual sales revenues, accounting for 40% of global total annual sales revenues
8
The profile of agency workers Agency workers in numbers • In 2009 nearly 9 million agency workers in full-time equivalents were employed by private employment agencies across the globe, down 6% from 2008 • The agency work penetration rate is 1.7% in Japan and 1.5% in Europe and 1.3% in the USA • The average number of hours worked by an agency worker during one year is nearly half as much as a full time worker • Most agency work assignments are more than one month long
• Nearly three in five agency workers are aged less than 30 • Three in four agency workers have at best finished their secondary education • A significant proportion of agency workers do not seek a permanent employment • The motive to work via an agency is usually to find a permanent job
The contribution of agency work to a better functioning labour market • Agency work facilitates transitions in the labour market • Agency work contributes to reducing unemployment especially by serving as a stepping-stone into the labour market • The higher the agency work penetration rate the lower the level of undeclared work • Private employment agencies contribute to upgrading the skills of agency workers • Vulnerable target groups use agency work as a means of entering the labour market
Companies’ rationale to use agency work • Agency work improves companies’ competitiveness • Agency work is not a substitute for permanent employment • Reasons to use agency work are generally to meet peaks in demand or to fill in for absent employees
Agency work and the economic recovery • Agency work is a bellwether of the economic situation • As a cyclical business - and a forecasting indicator - agency work has suffered from the economic crisis, but agency workers have been the first ones to be hired when the economy recovers • Agency work limits the risk and duration of unemployment • The private employment agency industry has rebounded sharply since the recession
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10
1. The players •T here are 72,000 private employment agencies [PrEAs] worldwide, with 169,000 branches and 741,000 persons as internal staff •T otal annual sales revenues for the top 10 PrEAs account for 29% of the global agency work market •G lobal total annual sales revenues amounted to €203 billion in 2009 • J apan is the world leader with 24% of total annual sales. The USA represents 22% of the global agency work market, followed by the UK with 12% • E urope is the leading regional entity by total annual sales revenues, accounting for 40% of global total annual sales revenues
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There are 72,000 private employment agencies... From 2008 to 2009 the number of private employment agencies [PrEAs] increased by 1% to reach 72,000. Europe accounts for 48% of all PrEAs, the Asia/Pacific region for 34%, North America for 8% and Africa for 4%. Japan, Germany and the UK are the top three countries in terms of number of PrEAs, accounting collectively for 56% of all agencies worldwide. As recognised by the ILO: “Private employment agencies play an important role in the functioning of contemporary labour markets. For the past three decades, the increasing need to provide workers and services to a rapidly growing and flexible labour market has led to the spectacular development of these agencies.” **
Number of private employment agencies Japan UK Germany USA Netherlands Australia South Africa Brazil South Korea Denmark France Austria Poland Canada Peru Hungary Colombia Sweden Mexico Finland Norway Spain* Slovakia Turkey Portugal Czech Republic Chile Belgium Romania Argentina Italy Slovenia Macedonia Greece
1,611 1,419 1,347 1,200 1,200 1,086 945 722 667 610 500 500 450 400 363 355 283 265 215 179 140 129 92 85 59 27 9
0
2,000
3,640 3,500 3,000
4,000
9,078
6,000
6,000
8,000
10,000
20,000
11,500
12,000
14,000
16,000
18,000
20,000
* figures for 2008 ** ILO - Private employment agencies, temporary agency workers and their contribution to the labour market | 2009
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... with 169,000 branches worldwide From 2008 to 2009 the number of branches increased by 1% to attain 169,000; the Asia/Pacific region accounting for 55%, Europe for 28%, and North America for 12%. Japan, the USA, and the UK are the top three countries by number of branches, accounting together for 72% of all branches worldwide. The “branch to PrEA” ratio varies greatly from country to country, from a staggering 34.5 branches per PrEA in Italy to fewer than one per private employment agency in Germany. This difference can be explained by the very high concentration of the Italian agency work market, characterised by a small number of large companies with an extensive network. This is in contrast to highly fragmented markets, such as Germany, characterised by a large number of PrEAs, often operating from a
The players
Number of branches Japan USA UK Germany Australia South Africa France Netherland Canada Italy Poland Czech Republic South Korea Spain* Austria Belgium Hungary Sweden Norway Brazil Slovakia Argentina Portugal* Romania Slovenia Chile Greece
83,808 20,000 17,000 7,064 7,000 7,000 6,500 5,285 3,616 2900 2,941 2,069 1,983 1,700 1,500 1,234 977 850 700 489 465 430 427 194 140 102 16 0
10.000
20.000
30.000
40.000
50.000
60.000
70.000
80.000
90.000
* figures for 2008
single local branch (some German companies operate without any branches, while there is also a number
of dormant, non active agencies influencing this number). The global average is 2.3 branches per PrEA.
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741,000 people were employed as internal staff by PrEAs in 2009 From 2008 to 2009 the number of internal staff [HR consultants and back-office people working in branches] decreased by 10% to reach 741,000. Europe accounts for 30%, the Asia/Pacific region for 26%, and South America for 25%. The top three countries in terms of internal staff are Japan, Brazil, and the USA, accounting together for 65% of all internal staff worldwide. The global average is 4 people employed as internal staff per branch, and 10 per PrEA. This illustrates that the agency work industry is still mostly composed of small and medium-sized companies, despite the presence of several large multinationals operating worldwide.
Internal staff employed Japan Brazil
185,000 169,635
USA UK
120,000 108,833
Germany Netherlands
44,700 34,000
France Sweden
23,000 11,000
Italy Belgium Mexico South Africa Poland ArgenPna
9,000 6,482 6,100 5,500 4,100 3,550
Australia Finland
3,500
Hungary Norway
2,885
3,000
2,340 South Korea 2,032 Romania 1,472 Czech Republic 1,440 Chile 1,348 Slovakia 1,254 Portugal* 750 Slovenia 420 Luxembourg* 307 Greece 183 0
20,000
40,000
60,000
80,000
100,000
120,000
140,000
160,000
180,000
200,000
* figures for 2008
14
The top 10 PrEAs worldwide accounted for 29% of global annual sales revenues in 2009 In 2009 some of the main global players continued to feel the impact of the economic crisis. Adecco, with $21.3 billion in total annual sales revenues, remains the market leader. Randstad is the second largest PrEA with $17.3 billion, followed by Manpower with $16.7 billion.
The players
Top 10 staffing companies in billions of $ 25.0
21.3 20.0
17.3
16.7
15.0
10.0
5.0
4.9
4.3
4.2
4.2
3.8
3.2
2.7
0 Adecco
Randstad
Manpower
Allegis
Kelly
Group
Services
Recruit Staffingand
USG People
Hays PLC
Advantage
Robert Half
Resourcing
StaffService*
Source: Staffing Industry Analysts 2009 - www.staffingindustry.com *Consolidated figures for Recruit Staffing and Staff Service
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Global total annual sales revenues totaled €203 billion In 2009, the global total annual sales revenues for the agency work industry amounted to €203 billion, a decline of 16% compared to 2008, reflecting the ongoing of the impact of the crisis on major economies, such as the USA and the UK.
Global annual sales revenues in billions of € * 300
250
256 243 233
200
203 191
150 147
157
150
160
130 100 83 50
0 1996
1998
1999
2002
2003
2004
2005
2006
2007
2008
2009
Source: Ciett national federations
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In 2009 Japan and the USA are global agency work market leaders by total annual sales revenues In 2009, Japan is the world leader with 24% of global annual sales. The USA represents 22% of the global agency work market. The UK remains the third largest market worldwide with 12% of global total annual sales revenues. Europe accounts for 40% of global total annual sales revenues, Asia/Pacific for 35%, and North America for 22%.
The players
Agency work sales revenues split per country Rest of World 15%
Japan 24% Brazil 4%
Australia 4%
Netherlands 5%
Germany 6% USA 22%
France 8%
UK 12%
Source: Ciett national federations
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Japan, the USA, and the UK are the three largest agency work markets in 2009 Japan, the USA, and the UK together account for 52% of PrEAs worldwide, 72% of branches, 54% of internal staff, 61% of total annual sales revenues, and 47% of agency workers in full-time equivalents. The UK has the lowest “branch to PrEA ratio” and the highest “internal staff to branch ratio”. This can be explained by the high level of fragmentation of the UK agency work market, characterised by a majority of small private employment agencies that operate locally. Japan has the lowest “agency worker to branch” and “agency worker to internal staff” ratios, and the USA the largest. These figures must be assessed carefully, bearing in mind that there might be a significant amount of dormant agencies and branches in Japan.
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Comparison of the 3 largest agency work markets in the world Japan
USA
UK
Number of PrEAs
20,000
6,000
11,500
Number of branches
83,808
20,000
17,000
1,098,191
2,010,000
1,068,197
185,000
120,000
95,865
4.2
3.3
1.5
Internal staff to branch ratio
3
6
5.6
Agency worker to branch ratio
13
100.5
6.3
Agency worker to internal staff ratio
6
16.8
11.1
Country’s share of total global annual sales revenues
24%
22%
12%
AW penetration rate
1.7%
1.3%
3.6%
Number of agency workers Number of internal staff Branch to PrEA ratio
This difference can also be partially explained by the fact that Japanese agency workers work an exceptional
76% of the average annual hours worked by a Japanese employee with a full-time open-ended contract.
2. Agency workers in numbers •n early 9 million agency workers in full-time equivalents were employed in 2009. •T he number of agency workers has risen by over 3.8 million since 1999. • I n 2009 the European average penetration rate of agency work was 1.5% and the South American average 0.8%. • I n 2009 the Japanese and American agency work penetration rates were respectively 1.7% and 1.3%. •A gency workers work nearly half as much as fulltime permanent employees. •M ost agency work assignments are more than one month long.
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9 million agency workers were employed in 2009 In 2009 the total number of agency workers worldwide amounted to nearly 9 million in full-time equivalents, a decrease of 6% compared to 2008. Europe accounts for 34%, North America for 23%, and the Asia/Pacific region for 14%. The USA employs nearly as many agency workers in full-time equivalents [2.01 million] than the second and third biggest suppliers of agency workers combined, respectively Japan [1.1 million], and the UK [1.07 million]. Together, the USA, Japan, and the UK account for 47% of all agency workers assigned worldwide. South Africa is the fourth largest market in the world with 924,499 agency workers in full-time equivalents, ahead of Brazil [902,000], Germany [625,000] and Colombia [550,000].
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Daily average number of FTEs ° USA Japan UK South Africa Brazil Germany Colombia France Netherlands Italy Spain* Australia South Korea Argentina Poland Belgium Austria Switzerland Sweden Macedonia Portugal* Peru Czech Republic Chile Romania Hungary Denmark Norway Finland Uruguay* Slovakia Bulgaria* Greece Luxembourg* Slovenia Lithuania
0
212,651 162,000 141,064 100,000 83,775 76,454 71,914 71,759 57,230 56,950 46,000 45,230 45,000 42,500 35,625 29,112 22,153 22,153 21,227 20,186 20,000 15,000 14,492 5,400 5,087 4,300 2,828 823
625,000 530,000 447,348
500,000
924,499 902,000
1,000,000
2,010,000
1,098,191 1,068,197
1,500,000
2,000,000
° Full-time equivalents defined as the total number of hours worked by all agency workers in a country over a period of one year divided by the average number of hours worked over a period of one year by a worker with a full-time job with an open-ended contract * figures for 2008
The number of agency workers has increased by 3.8 million since 1999 The number of agency workers worldwide increased from close to 5.2 million full-time equivalents in 1999 to nearly 9 million in 2009.
Outside Europe the number of agency workers has nearly doubled between 1999 and 2009, on account of the gradual deregulation of the Japanese labour market, and the advent of emerging markets, such as Brazil and South Africa, on the global scene.
EUROPE
Number of agency workers [in daily FTEs / 1.000]
REST OF WORLD
In the last ten years, the number of agency workers in Europe has greatly increased, partially as a result of the progressive liberalisation of certain tightly regulated labour markets, notably in Italy, Germany, and the Nordic countries, and the opening up of new markets in Central and Eastern Europe.
Agency workers in numbers
Austria Belgium Bulgaria Czech Republic Denmark Finland France Germany Greece Hungary Ireland Italy Lithuania Luxembourg Macedonia Netherlands Norway Poland Portugal Romania Slovakia Slovenia Spain Sweden Switzerland UK Subtotal Europe Argentina Australia Brazil Chile Colombia Japan Mexico Peru South Africa South Korea Uruguay USA Subtotal Rest of World
1998 21 60 na na 7 9 458 246 na ns 9 10 na 2 na 180 11 ns 33 na ns na 110 18 30 696 1,900
1999 24 63 na na 7 8 515 276 na ns 10 26 na 3 na 186 11 ns 45 na ns na 133 24 34 761 2,126
2000 30 71 na na 8 9 604 328 na ns 25 69 na 4 na 183 11 ns 45 na ns na 133 42 39 1,027 2,629
2001 33 68 na na 10 11 602 341 na ns 25 67 na 4 na 178 12 ns 45 na ns na 126 38 38 1,027 2,625
2002 31 66 na na 10 11 570 318 na 30 25 82 na 4 na 169 11 ns 45 na ns na 123 37 37 1,036 2,605
2003 38 66 na na 11 12 555 330 na 39 25 132 na 4 na 154 10 19 45 na ns na 123 29 36 1,111 2,739
2004 44 73 na na 13 14 570 385 na 53 25 154 na 4 na 157 12 25 45 na 11 na 124 30 41 1,175 2,955
2005 47 78 na na 17 16 586 444 na 54 25 157 na 4 na 176 15 27 45 na na na 130 32 49 1,219 3,120
2006 59 88 na na 21 18 603 580 na 55 30 184 na 5 2 207 24 35 45 na na na 141 37 61 1,265 3,460
2007 67 95 na na 17 28 638 715 8 55* 35 222 na 5 2* 233 25 60 45 na na na 160 59 70 1,378 3,917
2008 68 92 5 35 21 32 604 760 8 55* 35* 225 na 4 2* 242 26 90 45 30 14 3 141 59 69 1,220 3,885
2009 57 72 5 36 18 20 447 625 5 22 35* 162 1 4 5 213 20 72 45 22 14 3 141* 46 57 1,068 3,214
47 na na na na 307 na na ns ns na 2,530 2,884
46 na na na na 395 na na ns ns na 2,600 3,041
48 na na na na 537 na na ns ns na 2,700 3,285
47 na na na na 612 na na ns ns na 2,300 2,959
34 na na na na 693 na na ns ns na 2,160 2,887
54 na na na na 743 na na ns ns na 2,380 3,177
70 na na na na 890 na na ns 50 na 2,670 3,680
81 na na na na 1,060 na na 300 57 na 2,910 4,408
88 na 800 86 na 1,220 na na 300 66 na 2,960 5,520
96 na 859 33 na 1,330 25 na 300 75 na 2,960 5,678
96 na 876 30 na 1,400 24 na 500 78 15 2,660 5,679
76 100 902 29 550 1,098 24* 43 924 84 na 2,010 5,775
TOTAL WORLD
4,784
5,167
5,914
5,584
5,492
5,916
6,635
7,528
8,980
9,595
9,564
8,989
ns = non significant; nlr = not legally recognised; na = not available; * = estimated
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Outside Europe agency work penetration rates vary widely Agency work penetration rates are determined by the level of maturity of the market in which they evolve. Mature agency work markets are characterised by high penetration rates, indicating a potent blend of large user bases, strong economic growth, and generally relevantly regulated markets. At a mere 1.1% of the total regional active working population, the relatively low penetration rate of agency work in South American countries reveals the region’s considerable potential for growth.
Agency work penetration rates outside Europe in 2009* 7.0%
6.5%
6.0%
5.0%
4.0%
2.8%
3.0%
2.0%
1.7%
1.5%
1.3% 1.0%
1.0%
0.4%
0.4%
0.4%
Argentina
South Korea
0.0% South Africa
Colombia
Japan
USA
Brazil
Chile
EU Average
* Defined as the number of full-time equivalents - as supplied by Ciett National Federations - divided by the total active working population - as published by the ILO
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The average European agency work penetration dipped from 2007 to 2009 In Europe, the level of regulation and degree of economic development explain the differences in pace of growth of the agency work industry. Recently, countries such as Germany and Poland have revealed their potential, but each for very different reasons: Germany as a heavilyindustrialised economy, slowly freeing itself of very strict regulatory measures, and Poland as a budding regional leader, rapidly catching up its Western European counterparts. The steady growth from 1996 to 2007 halted abruptly in 2008 and continued its decline with a penetration rate drop of 0.2% across Europe in 2009.
Agency workers in numbers
Agency work penetration rates in Europe since 1998 1998
1999
2000
2001
2002
2003
2004
2005
2006
2007
2008
2009
Austria
0.6%
0.7%
0.8%
0.9%
0.8%
1.0%
1.2%
1.2%
1.5%
1.7%
2.0%
1.4%
Belgium
1.6%
1.6%
1.7%
1.7%
1.6%
1.6%
1.8%
1.9%
2.1%
2.2%
2.1%
1.7%
Bulgaria
na
na
na
na
na
na
na
na
na
na
0.2%
na
Czech Republic
na
na
na
na
na
na
na
na
na
na
0.7%
0.7%
Denmark
0.3%
0.3%
0.3%
0.4%
0.4%
0.4%
0.5%
0.6%
0.8%
0.6%
0.8%
0.6%
Finland
0.4%
0.3%
0.4%
0.5%
0.5%
0.5%
0.6%
0.7%
0.7%
1.1%
1.3%
0.8%
France
2.1%
2.3%
2.6%
2.5%
2.4%
2.3%
2.4%
2.4%
2.4%
2.5%
2.3%
1.7%
Germany
0.6%
0.7%
0.8%
0.8%
0.7%
0.8%
0.9%
1.0%
1.3%
1.6%
2.0%
1.6%
Greece
na
na
na
na
na
na
na
na
na
0.2%
0.2%
0.1%
Hungary
ns
ns
ns
ns
0.8%
1.0%
1.4%
1.4%
1.4%
1.4%
1.4%
0.6%
Ireland
0.6%
0.6%
1.5%
1.5%
1.4%
1.4%
1.4%
1.3%
1.5%
1.7%
1.7%
na
Italy
0.0%
0.1%
0.3%
0.3%
0.4%
0.6%
0.7%
0.7%
0.7%
1.0%
0.9%
0.7%
Luxembourg
1.2%
1.7%
1.9%
2.0%
2.2%
2.3%
2.1%
2.3%
2.4%
2.4%
2.0%
na
Netherlands
2.4%
2.5%
2.3%
2.2%
2.1%
1.9%
1.9%
2.2%
2.5%
2.8%
2.9%
2.5%
Norway
0.5%
0.5%
0.5%
0.5%
0.5%
0.4%
0.5%
0.7%
1.0%
1.0%
1.0%
0.8%
Poland
ns
ns
ns
ns
ns
0.1%
0.2%
0.2%
0.3%
0.4%
0.6%
0.3%
Portugal
0.7%
0.9%
0.9%
0.9%
0.9%
0.9%
0.9%
0.9%
0.9%
0.9%
0.9%
na
Romania
na
na
na
na
na
na
na
na
na
na
0.3%
0.2%
Slovakia
na
na
na
na
na
na
na
na
na
na
0.6%
0.6%
Slovenia
na
na
na
na
na
na
na
na
na
na
0.3%
0.3%
Spain
0.8%
0.9%
0.9%
0.8%
0.7%
0.7%
0.7%
0.7%
0.7%
0.8%
0.7%
na
Sweden
0.5%
0.6%
1.0%
0.9%
0.9%
0.7%
0.7%
0.7%
0.8%
1.3%
1.3%
1.0%
Switzerland
0.8%
0.9%
1.0%
1.0%
0.9%
0.9%
1.0%
1.2%
1.5%
1.7%
1.7%
1.4%
UK
2.6%
2.8%
3.8%
3.8%
3.8%
4.0%
4.2%
4.3%
4.5%
4.8%
4.1%
3.6%
Weighted average
1.1%
1.2%
1.5%
1.5%
1.4%
1.5%
1.6%
1.7%
1.8%
2.0%
1.7%
1.5%
ns = non significant ; nlr = not legally recognised ; na = not available
23
The European average agency work penetration rate was 1.5% in 2009 The European average agency work penetration rate fell from 1.7% in 2008 to 1.5% in 2009, notably due to the sustained impact of the economic crisis. Nevertheless, this average hides enormous differences from country to country, ranging from 3.6% in the UK to 0.1% in Greece. Mature markets in Western Europe, namely the UK, France, Germany and the Benelux countries, are all above average; whereas the newer markets in Southern and Eastern Europe are all below average, indicating that they still have room to grow.
Agency work penetration rates in Europe in 2009*
4.0% 3.6% 3.5% 2.9%
3.0%
2.5%
2.0%
1.7%
1.7%
1.6% 1.4%
1.5%
European average penetration rate : 1.5%
1.4% 1.0%
1.0%
0.9%
0.8%
0.8%
0.8%
0.7%
0.7%
0.6%
0.6%
0.6%
0.5%
0.4%
0.3% 0.29%
0.1%
Greece
Romania
Slovenia
Poland
Hungary
Slovakia
Denmark
Italy
Macedonia
Czech Republic
Finland
Norway
Portugal
Sweden
Switzerland
Austria
Germany
Belgium
France
Netherlands
UK
0.0%
* Defined as the number of full-time equivalents - as supplied by Ciett National Federations - divided by the total active working population - as published by the ILO
24
Penetration rate in major markets fell in 2009 In 2009, the European and American penetration rates fell to 1.4% and 1.3% respectively, reflecting the sustained impact of the economic crisis on these markets, whilst the Japanese penetration also fell 1.7%, although it entered the crisis later than the USA and Europe.
Agency workers in numbers
Comparison of European, Japanese and American agency work penetration rates 2.2% 2.1%
2.0%
2.0%
1.9% 1.8%
1.8%
1.7%
1.6%
1.5%
1.5%
1.7%
1.7%
1.6% 1.5%
1.4%
1.3% 1.0%
1.1%
1.0% 0.8% 0.5%
0.5%
0.0% 1997
1998
1999
2000
2001
2002
2003
2004
2005
2006
2007
2008
2009
US Japan Europe
Source: Ciett national federations
25
Agency workers work nearly half as many hours on a yearly basis as full-time permanent employees Agency workers tend to work less during one year than a worker with a full-time, open-ended contract - except for the notable exception of Sweden. From country to country, the average number of hours worked by an agency worker compared to the average number of hours worked by a permanent full-time employee varies greatly, from less than 15% in the Czech Republic to equivalent in Sweden.
Average number of hours worked * Sweden
1,625 1,627
Argentina
1,820
1,589
Japan
1,772
1,354
Brazil
1,689
1,320
Australia
1,721
1,200
Mexico
1,893
1,120
Slovakia
1,769
1,021
Hungary
1,989
840
Greece
2,121
730
Netherlands
1,389
697
Chile
1,902
690
Switzerland
1,643
465
Italy
1,802
450
Norway
1,422
419
Poland
1,969
382
France
1,542
370
Czech Republic
1,992
288
Belgium
1,568
251 0
500
Average per full-time permanent employee
1,000
1,500
2,000
Average per agency worker
* By an individual during one year Sources : Ciett National Federations, ILO 2009
26
Most agency work assignments are more than one month long In most countries, the average length of assignment of an agency worker exceeds one month, and often even exceeds three, the notable exceptions being Italy [66%] and Poland [63%], where more than half of the assignments are less than one month long. All assignments in South Korea are over one month long, and only 4% of assignments in Sweden last for less than a month.
Agency workers in numbers
Average length of agency work assignments * South Korea
34%
Sweden
4%
Germany
66%
24%
72%
7%
29%
Chile
9%
Peru
10%
Japan
52%
27%
12%
63%
23%
South Africa
16%
Macedonia
17%
Greece
64% 39% 65% 23%
61% 38%
18%
Austria
45%
39%
19%
43%
17%
Australia
24%
Brazil
25%
Argentina
25%
64% 31%
45% 45%
Netherlands
27%
Czech Republic
27%
35%
30%
40%
18%
34%
50%
12%
37%
Belgium
43% 38%
32%
USA Mexico
40%
30%
30%
Switzerland
54% 19%
44%
45%
France
30%
35%
25%
30%
63%
Poland
37%
66%
Italy 0%
10%
Short-term [< 1 month]
20%
30%
23% 40%
Medium-term [1 – 3 months]
50%
60%
70%
12% 80%
90%
100%
Long-term [3 months]
* The length of an assignment refers to the duration spent executing a specific job in one single company. A contract can be renewed several times, depending on the legal obligations of the country in question, to fulfil one single assignment. If the worker changes function in the same company, or executes the same job in another company, then the assignment is said to have changed.
27
3. The profile of agency workers • Differences in gender balance depend on the socio-economic fabric of a country.
• The motive to work via an agency is usually to gain work experience.
• Three in five agency workers are aged less than 30.
• A significant proportion of agency workers do not seek a permanent employment.
• Nearly three in four agency workers have at best finished their secondary education.
• Most agency workers are satisfied with their job.
• Agency work is mostly used in the manufacturing and services sectors.
28
a. General trends
29
Differences in gender balance depend on the socio-economic fabric of a country From country to country, differences in gender balance in agency work are determined by the particular socio-economic fabric and economic history of each country, as well as by the sectors allowed to use agency work. More services-oriented markets tend to employ more women, such as Sweden [60% of women and 57% in the services sector], whereas markets with a strong industrial fibre usually employ more men, such as Germany [70% of men and 48% in the manufacturing sector].
Agency workers’ gender balance 30% 34% 34%
Australia Japan Finland Denmark China Sweden Colombia UK Greece USA Brazil Czech Republic Poland Chile Norway Romania Italy South Africa Netherlands Mexico Hungary Slovenia Slovakia Belgium Macedonia Germany France Switzerland Austria
30
61% 60% 60%
39% 40% 40% 42%
58%
42% 44%
58% 56% 56% 54%
44% 46%
52% 52%
48% 48% 49% 51% 52%
51% 49% 49%
52% 52%
48% 48%
53% 54% 54%
47% 46% 46%
56% 57% 58%
44% 43% 42% 34% 30% 29%
66% 70% 71%
25% 20%
75% 80% 0%
Male
70% 66% 66%
10%
Female
20%
30%
40%
50%
60%
70%
80%
90%
100%
Most agency workers are aged below 30 Over-represented in the agency work sector, when compared to the total active working population, most agency workers are aged below 30. Agency work often serves as a first professional experience for first-time entrants into the labour market, providing them with a valuable initial experience or serving as a stepping-stone to permanent employment. The three notable exceptions to this trend are the USA [68% over 30], Germany [60% over 30], and Macedonia [69% over 30]. This can be explained by the fact that in some of these countries agency work is culturally accepted as a viable alternative to permanent employment.
The profile of agency workers
Age distribution of agency workers 30%
China Macedonia
0%
France
3%
30%
26%
USA
5%
Sweden
5% 6%
Italy
6%
Slovakia
7%
7%
Colombia
8%
Greece
8%
Czech Republic
8%
Japan
8.3%
Chile
9%
Mexico
10% 10%
South Africa
11%
15%
30%
26 - 30
40%
31 - 45
50%
60%
7%
18% 15% 70%
4%
13%
26% 30%
20% 20%
6% 26%
33%
10%
12%
39%
40% 32%
21 - 25
8%
23% 32%
19%
25% 0%
15%
30% 26%
33% 27%
5%
20%
15%
30%
17%
< 21
12%
27% 40%
25%
Brazil
14,8%
13%
26.9% 24%
15%
Poland
18%
25%
37%
6%
21%
21%
28%
Belgium
12%
30% 34%
28%
10%
22%
34% 31%
Switzerland
6%
34% 38%
16%
21%
10%
12%
24%
34%
20%
8%
34%
30%
17%
8%
33%
25%
24%
Uruguay
17%
31% 23%
27%
7%
16% 32%
26% 29%
Slovenia
Netherlands
34% 36%
21%
Germany
10% 24%
21% 16%
13%
Romania
30% 45%
22%
9%
80%
10% 90%
100%
> 45
31
Most agency workers have only school-leaving qualification Initial education level of agency workers 100%
5% 14%
90%
20% 31%
46%
10%
11% 19%
27%
32%
31%
39%
70%
51% 52%
60%
66%
53%
85%
50% 80% 40%
70% 63%
52%
75%
42%
58%
25%
25%
50%
70%
40%
48%
56%
Medium [completed secondary education]
Czech Republic
37%
Spain*
28%
36%
Brazil
27%
Netherlands
South Africa
10%
26%
Belgium
Portugal*
Low [not completed secondary education]
10%
26%
USA
10%
24%
Bulgaria
10%
Uruguay
10%
Sweden
9%
Australia
6%
Finland
Norway
6%
Greece
3%
Chile
2% Japan
10%
35%
UK
44%
20%
0%
40%
42%
Luxembourg*
30%
5%
25%
39%
49%
50%
5%
25%
40% 49%
5%
Hungary
80%
15%
Switzerland
In most countries, the majority of agency workers have a low to medium initial education level. On average, 51% of agency workers worldwide have finished secondary school, and 23% have not. Spain [56%] and the Czech Republic [70%] are the only countries where a majority of agency workers have not completed their secondary education. Agency work can play an important role in helping these low-skilled workers enter the labour market and gain valuable experience.
High [completed higher education]
* figures for 2008
32
Sectoral distribution of agency work in Europe Sectoral distribution of agency work use in Europe 100%
9%
9% 90%
21% 18%
23%
0% 2%
1%
2% 1% 2%
20%
1% 4%
27%
1%
3% 1% 2% 3%
23%
20%
2% 2%
4% 1% 3% 3%
14%
8%
5%
10%
12%
25%
9% 15%
90%
57%
49%
53%
62% 1% 10%
50%
30%
37%
40%
22%
6%
3% 67%
7% 70%
25%
61%
Luxembourg*
Denmark*
46%
52%
Construction
Public Administration
Agriculture
Poland
Bulgaria*
Services
Italy
Greece
Manufacturing
15%
Switzerland
12%
Spain*
11%
Sweden
10%
35%
41%
21%
Netherlands
10%
Portugal*
9%
33%
39%
France
29% 10%
38%
Belgium
25% 20%
Hungary*
40% 39%
Czech Republic
64%
30%
0%
12%
12%
2%
40%
48%
60%
40%
8% 2%
0%
70%
4%
9%
Germany
80%
2%
Norway
Reflecting the ongoing mutations of the European economies, the sectoral distribution of agency work in Europe has seen a recent trend away from usage in the industrial sector [30% average], towards a growing use in the services sector [45% average]. Manufacturing remains an important user of agency work in traditionally industrial economies, such as Poland [70%] and Hungary [61%]. Czech Republic [12%] and the Netherlands [10%] make important use of agency work in public administration, as do Luxembourg [27%] and France [23%] in the construction sector. Hungary is the only country to make significant use of agency work in the agricultural sector [12%].
The profile of agency workers
Other
* figures for 2008
33
Sectoral distribution outside Europe Peru [10%] makes important use of agency work in the public sector. Construction is an important user of agency work in South Africa [17%]. More than three in four Chilean agency workers work in the services sector, and 42% of South Korean agency workers work in the manufacturing sector.
Sectoral distribution of agency work outside Europe 100% 9% 90%
3%
15%
16%
80%
10%
70%
2% 2%
0% 3%
16%
3%
3%
7% 10%
17%
13%
12%
4%
2% 4%
22%
0%
60% 57% 50%
1% 4% 1%
8%
16%
43%
44%
4%
78% 43%
38%
55%
40%
22%
30%
20%
10% 10%
23%
25%
27%
South Africa
Peru
Japan
42%
38%
33%
15%
0% Chile Manufacturing
34
Brazil Services
Construction
Public Administration
Mexico
Colombia Agriculture
South Korea Other
The profile of agency workers
b. Agency workers’ motives and satisfaction
35
Outside Europe the motive to work via an agency is usually to find a permanent job or work flexibly
36
Reasons to work as an agency worker outside Europe 50% -
South Africa
65%
39%
40% -
60% 50%
Japan
45%
29%
30% -
40%
19%
20% -
30% 20% 10%
10%
10%
10%
14% 11%
10% -
3%
68%
70%
Gain access to training
32% 19%
Get information
25%
Gain additional incomes
Work in a flexible way
Had no other choice
Find permanent job
0%
Gain access to training
10%
0%
Get information
40%
20%
10% Gain work experience
40%
30% 18%
20%
41%
40%
32%
Had no other choice
30%
50%
Gain access to training
39%
Gain work experience
41%
Work in a flexible way
42%
40%
Gain additional incomes
60%
52%
50%
59%
Find permanent job
60%
Find permanent job
USA
Brazil 70%
Gain work experience
Get information
Gain access to training
Gain work experience
Work in a flexible way
Find permanent job
Had no other choice
0% -
0%
Work in a flexible way
70%
Gain additional incomes
The main motives to work as an agency worker are generally work and career-related. It is often to find a permanent position [59% in the USA], but can also be to gain additional income [68% in Brazil]. Gaining access to training is an important reason to work as an agency worker in Brazil [41%] and the USA [40%], but not so in South Africa [10%] or Japan [3%]. For those seeking to balance personal and professional life, the inherent flexibility that agency work offers is cited as an important motive in Japan [45%] and the USA [41%], two countries with a firmly established agency work industry.
In Europe the main motive to work via an agency is also to find a permanent job or gain work experience Reasons to work as an agency worker in Europe Czech Republic
28%
35%
25%
30% 25%
18%
20%
15%
16%
15%
10% 6%
50%
48%
30%
10% 0% Gain work experience
2%
Gain additional incomes
3%
Work in a flexible way
Access to training
To gain experience
0%
Because of my age
5%
To get permanent contract
20% 9%
Had no other choice
Gain access to training
38%
30% 15%
Work in a flexible way
47%
40% 22%
way of life
Get information
Finland
60%
30%
10%
8% 3%
Gain additional incomes
Gain access to training
Gain work experience
Work in a flexible way France
40%
20%
9%
0% Had no other choice
1%
0% Find permanent job
12%
5% Find permanent job
5%
12%
10%
Gain work experience
20%
40%
32%
Agency work the easiest way to get a job
30%
Netherlands
It suits current needs
In most European countries the main motive is - as outside Europe to find a permanent position [28% in the Netherlands] or to gain work experience [30% in Finland]. Other non-work or career-related motives exist to engage in agency work, often to obtain additional incomes [38% in Finland], but also to achieve a better work-life balance by working in a flexible way [28% in the Netherlands].
The profile of agency workers
37
However a significant proportion of agency workers do not seek a permanent employment In several countries, a considerable number of agency workers do not seek a permanent position, notably in Japan with 58%, the Netherlands with 44% and Australia with 35%. Whether it is to find the right balance between private and professional life, or to obtain additional income or access to training, agency work is seen as a practical answer to match different aspirations to flexibility.
Percentage of agency workers not looking for a permanent job 60%
58%
50% 44% 40% 35% 30%
30%
25% 23% 20%
20%
14% 10%
0% Japan
38
Netherlands
Australia
Switzerland
Brazil
USA
Norway
Finland
In France agency work is seen as enhancing employability In France, the most cited benefits of working as an agency worker are the “capacity to adapt” [87%] and the relations held with colleagues [87%]. Most French agency workers are convinced that agency work allows them to acquire new skills [72%] and the professional experience [85%] they need to improve their employability, thereby ultimately providing them with more work opportunities.
The profile of agency workers
Benefits of working as an agency worker in France 87%
Capacity to adapt
87%
Relations with colleagues
Professional experience
85%
Teamwork experience
85%
Autonomy
84%
82%
Knowledge of firm
Sense of responsibility
79%
Acquisition of new skills
72% 0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Source: OME study: Regards croisés sur l’intérim 2010
39
In the USA agency work is recognised as an effective means of searching for a job In the USA, the most cited benefit of working as an agency worker is “career advice or coaching” [20%]. This illustrates the key role that agencies play in the triangular work relationship, acting as a mentor for the agency worker. The next most mentioned positive attributes are the “availability of jobs” [17%] and the fact that it is “easier for [the] job applicant” [14%].
Benefits of using agency work in the USA Career advice or coaching
20%
Availability of jobs
17%
Easier for job applicant
14%
Access to higher-quality jobs
13%
Shorter length of job search
11%
Flexibility in job opportunities
9%
Immediate compensation
7%
Personal touch and guidance
5%
Prescreening of opportunities
4%
Qualified job leads
1% 0%
5%
10%
15%
20%
Source: American Staffing Association 2008
40
Agency work is seen as offering the right balance between work and private life In a poll of the general public taken in seven European countries, the UK is seen to believe most firmly that agency work offers a better balance between work and private life [66%], followed by Poland [60%], and the Netherlands [58%]
The profile of agency workers
Agrees with the statement: “Agency work provides a better work life balance” * 70% 66% 60%
60%
58% 52%
50% 46%
40%
38% 35%
35%
Germany
Spain
30%
20%
10%
0%
United Kingdom
Poland
Netherlands
Belgium
France
Italy
*5373 people were polled in Belgium, France, Germany, Italy, Netherlands, Poland, Spain and the UK. Data was weighted demographically according to age, sex and occupational status. Source: OME study :Regards croisés sur l’intérim 2010
41
Agency work is accepted as a desirable form of work 83% of the UK general public would recommend agency work to family or friends according to a recent survey. This positive trend is displayed throughout the surveyed countries with Poland [76%], Belgium [74%], and France [69%] all willing to recommend agency work to people they know.
Agrees with the statement: “Would you recommend agency work to family or friends?” * 90% 83% 80%
76%
74% 69%
70%
62% 60% 55% 49%
50%
42% 40%
30%
20%
10%
0% United Kingdom
Poland
Belgium
France
Netherlands
Italy
Spain
Germany
*5373 people were polled in Belgium, France, Germany, Italy, Netherlands, Poland, Spain and the UK. Data was weighted demographically according to age, sex and occupational status. Source: OME study: Regards croisés sur l’intérim 2010
42
Most agency workers in the UK are satisfied with their job More than four in five agency workers in the UK reported that they were “very” or “fairly” satisfied with working via an agency, and less than one in eight said they were “fairly” or “very” dissatisfied with it. This counters the popular misconception that agency workers are generally dissatisfied with the work they find through an agency, and explains the important proportion of agency workers who wish to continue to work in a flexible way.
The profile of agency workers
Satisfaction of agency workers in the UK
Fairly dissatisfied 9%
Very dissatisfied 3%
Neither 7%
Very satisfied 40% Fairly satisfied 41%
Source: REC & BERR Study 2008
43
In the Netherlands most agency workers are satisfied with the quality of their work 72% of agency workers in the Netherlands reported that they were “satisfied” or “very satisfied” with the content of their work, and 64% with the variation. The wages were judged “satisfying” or “very satisfying” by 61%, as were the number of working days by 80%. This partially explains why 44% of agency workers in the Netherlands do not seek a permanent position, and prefer to work as temporary agency workers.
Satisfaction of agency workers in the Netherlands 100%
3%
3%
6%
7%
90%
5%
5%
11%
11%
12% 18%
80%
20% 70%
23%
60%
50%
59% 52% 46%
40%
49% 30%
20%
21%
10%
20%
18%
12%
0% Number of working hours per week Very satisfied
Satisfied
Content of work Neutral
Variation in work Dissatisfied
Wage
Very dissatisfied
Source: ABU/ECORYS 2009
44
In France agency workers have a good relationship with their employment agency 87% of agency workers in France reported that they were “satisfied” or “very satisfied” with the relationship they had with their employment agency. 91% were happy with the content of their work. The wages were judged “satisfying” or “very satisfying” by 75%, as the balance between professional and private life [81%].
The profile of agency workers
Satisfaction of agency workers in France 100%
90%
4%
4%
8%
9%
4% 5%
7%
13% 80%
10%
13%
70% 44% 60%
61%
55%
48% 50%
53%
40%
30% 43%
20%
31%
30%
29% 23%
10%
0% Relationship with employment agency Very satisfied
Balance between professional and private life Satisfied
Dissatisfied
Content of work
Delay between placements
Wages
Very dissatisfied
Source: OME study :Regards croisés sur l’intérim 2010
45
4. Agency work’s contribution to a better functioning labour market • Agency work facilitates transitions in the labour market.
• The higher the agency work penetration rate, the lower the level of undeclared work.
• Agency work contributes to reducing unemployment especially by serving as a stepping-stone into the labour market.
• Vulnerable target groups use agency work as a means of entering the labour market.
• More people are employed after working as an agency worker than before.
46
a. Transitions
47
Agency work facilitates transitions in the labour market Agency work broadens the range of work solutions available to workers to meet their lifestyle choices or personal constraints at every step of their professional lives. Intrinsically flexible, agency work can serve as a stop-gap economic measure, a means of enhancing employability, or improving work-life balance.
“Factors helping to drive the growth in TAW include its active use to facilitate the re-engagement of long-term unemployed into work, and a growth in the labour force participation of people that need or prefer temporary work.” * * Source: Eurofound - Temporary Agency Work and Collective Bargaining in the EU | 2009
48
Transitions in the labour market
Student
• Finance education whilst studying
1st time entrant
• Provide temporary assignments leading to a permanent contract • Gain a first professional experience
Experienced worker
• Provide new opportunities to evolve and improve life conditions • Provide a flexible working solution to meet familial responsibilities
Laid-off worker
• Facilitate transitions from one job to another through outplacement services
Pensioner
• Provide extra financial revenues • Improve work-life balance
Agency work contributes to reducing unemployment By serving as labour market intermediaries, and improving the matching of workers with jobs, PrEAs contribute to reducing unemployment - both frictional and long-term - and help people enter, and re-enter, the labour market.
Agency work’s contribution to a better functioning labour market
Agency work penetration rate and unemployment rates USA
2.0% 1.8%
5.0%
1.6% 1.4%
4.0%
1.2% 1.0%
3.0%
0.8%
2.0%
0.6% 0.4%
Frictional unemployment By rapidly placing agency workers on assignments, PrEAs reduce the frictional rate of unemployment - i.e. the period of inactivity between jobs - allowing people to remain active, thereby enhancing their skills and experience, and helping them to quickly find a new job. Long-term unemployment Working via an agency allows the long-term unemployed to regain self-confidence, acquire new skills, and demonstrate their capacities to potential employers.
UK
6.0%
1.0%
0.2% 0.0%
0.0% 97
98
99
00
01
02
2.5%
03
04
05
06
07
08
09
97
98
99
00
01
02
3.0%
JP
03
04
05
06
07
08
09
04
05
06
07
08
09
FR
2.5%
2.0%
2.0%
1.5%
1.5% 1.0%
1.0%
0.5%
0.5%
0.0%
0.0% 97
98
99
00
01
02
03
AW penetration Rate
04
05
06
07
08
09
97
98
99
00
01
02
03
Unemployment Rate
Source : Ciett National Federations, IMF 2010
49
b. Job creation
50
Less people are unemployed after working as an agency worker than before Many agency workers are officially registered as “unemployed” before working with an agency [37% average]. This proportion falls to less than half that level after working as an agency worker [15% average]. Economists Lawrence Katz of Harvard University and Alan Krueger of Princeton University assert that the agency work industry was responsible for up to 40% of the drastic reduction in unemployment witnessed in the USA in the 1990s. This illustrates the double effect of agency work’s stepping-stone function: first, from unemployment to work, and second, from a temporary contract to a permanent one.
Agency work’s contribution to a better functioning labour market
Unemployed before & after agency work 70% 65% 60% 56%
50% 46% 43% 40% 34% 31%
30%
30%
30%
25% 20%
20% 17%
15% 12%
10%
10%
19%
18%
17%
8%
9% 6%
before after
0% South Africa
Germany
Norway
France
Greece
Czech Republic
Switzerland
Sweden
Brazil
Netherlands
* % of agency workers that are officially registered as unemployed before and 12 months after temping
51
More people are employed after working as an agency worker than before On average, the proportion of those in employment before [29%] and after [59%] having worked as an agency worker is more than doubled. This supports the argument that agency work serves as a stepping-stone, especially for firsttime entrants to the labour market, enhancing worker employability, by proposing job assignments and vocational training.
Employed before & after agency work 90%
80%
80%
77%
74% 71%
69%
70%
60%
60%
56%
50%
48% 45%
44%
43%
40%
36% 33%
30%
20%
20%
before
18%
10%
6%
after 0% Switzerland
Belgium
Luxembourg
Germany
Czech Republic
Norway
Portugal
France
* % of agency workers that are employed (either with a temp, fixed-term or open-ended contracts) before and 12 months after temping
52
Agency work is an effective way to land a first job According to a poll carried out among 5373 European citizens, the overwhelming majority of people believe that agency work is a good way to enter the job market for the first time. The United Kingdom and Belgium hold this view most strongly with 93% and 86% respectively agreeing that temporary agency work is an effective means of getting a first job. Even in Germany, the most sceptical country, 59% believe temporary agency work to be effective.
Agency work’s contribution to a better functioning labour market
Agrees with the statement: “Agency work is an effective way to land a first job” * 100% 92% 90%
86%
85%
84%
82%
80%
80% 71%
70%
59%
60% 50% 40% 30% 20% 10% 0% United Kingdom
Belgium
Poland
France
Spain
Netherlands
Italy
Germany
*5373 people were polled in Belgium, France, Germany, Italy, Netherlands, Poland, Spain and the UK. Data was weighted demographically according to age, sex and occupational status. Source: OME study :Regards croisés sur l’intérim 2010
53
Agency work is an effective way of finding permanent work. Temporary agency work helps people find permanent work. A study carried shows that across Europe there is acceptance of the fact that temporary employment agencies are the best way of securing permanent work. In the United Kingdom 90% agreed, in the Netherlands [78%] and Poland [77%]
Agrees with the statement: “Agency work is an effective way of finding a permanent contract” * 100% 90% 80%
90%
78%
77% 69%
70%
61%
60%
52% 50% 43% 40%
40%
30% 20% 10% 0% United Kingdom Netherlands
Poland
Belgium
France
Spain
Germany
Italy
*5373 people were polled in Belgium, France, Germany, Italy, Netherlands, Poland, Spain and the UK. Data was weighted demographically according to age, sex and occupational status. Source: OME study :Regards croisés sur l’intérim 2010
54
Temporary work agencies are the best channel to find permanent work A Study from the Netherlands shows that temporary agency work is the most effective means of making the transition from temporary work into a permanent contract. 29% of those surveyed used temporary employment agencies for this purpose compared with adverts in newspapers and magazines [14%] and unsolicited applications [14%]
Agency work’s contribution to a better functioning labour market
How do temporary employees find permanent work in the Netherlands? Temporary work agencies
29%
Advertisements in newspapers and magazines
14%
unsolicited job applications
14%
via friends, family, acquaintances, colleagues
14%
Internet
8%
recruitment and selection agency
4%
centre for work and Income
2%
secondment agency
2%
via school, education/training programme, internship
2%
Job/career fair re-integration company Other
1% 0% 10%
Source: ABU/ECORYS 2009
55
Temp-to-hire conversion rates in the USA vary according to the segment The median temp-to-hire conversion rate in the USA is 20%. This confirms agency work’s acknowledged stepping-stone function, whereby it facilitates transitions from a temporary contract to a permanent one. However, conversion rates can vary widely according to the segment. Commercial agency work has a much higher temp-to-hire conversion rate than professional agency work. The companies that report the highest median rate of conversion - 40% - derive most of their revenue from the office/clerical segment. At the other end of the spectrum, companies that derive a majority of their revenue from the health sector report a median tempto-hire conversion rate of 10%.
Temp-to-hire conversion rate in the USA* 40%
40%
35%
30%
30%
25%
20%
20%
20%
20%
15%
10%
10%
5%
0% Office / Clerical
Industrial
IT
Finance / Acc
Tech / Eng
Healthcare
* % of agency workers in the USA that get an open-ended contract after temping Source: Staffing Industry Analysts 2008 - www.staffingindustry.com
56
The higher the agency work penetration rate, the lower the level of undeclared work There appears to be an inverse correlation between penetration rate of agency work and level of undeclared work. By serving as a legal alternative in sectors often plagued by illegal labour, agency work can bring to the labour market thousands previously illegally employed, and hence serve as a means of fighting undeclared work. Working via an agency allows workers to take full advantage of all the legal protection and enforcement mechanisms available, unlike the often insecure and potentially risky work available through illegal channels.
Agency work’s contribution to a better functioning labour market
Agency work penetration rates and undeclared work as a percentage of GDP 4.0%
UK
3.5%
3.0%
2.5%
NL
2.0% FR DE
1.5%
1.0%
BE
SE FI
IT
0.5%
GR
0.0% 0%
5%
10%
15%
20%
25%
30%
35%
Sources: EuroStat, Ciett National Federations, Bain analysis
57
In Italy the lifting of restrictions on agency work helped curb undeclared work It was only in 1997, with the “Treu package”, that agency work was legally recognised in Italy. Since then, additional regulatory changes were introduced to further liberalise the Italian agency work industry: in 2000, with the opening up of the agricultural, construction and public sectors, and in 2003, with the “Biagi law”. In 2005, a study conducted by the Italian National Institute of Statistics demonstrated that agency work played a key role in the reduction of undeclared work.
Agency work and undeclared work rates in Italy
Lifting of sectoral bans Lifting of further restrictions to AW
15.0%
1.0% 0.9%
14.5%
0.8% 14.0% 0.7% 13.5%
0.6% 0.5%
13.0% Legal recognition of AW
12.5%
0.4% 0.3%
12.0%
0.2% 0.1%
11.5% 1992 1993 1994 1995 1996 1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009
Undeclared work rate
AW penetration rate
Source: Confinterim.it, EuroStat, Instuto Nazionale di Statistica, LitSearch
58
Agency work facilitates quality transitions through skills upgrading In many EU countries, the agency work industry has developed specific training schemes to facilitate access to vocational training for agency workers. In seven EU countries - Austria, Belgium, France, Italy, Luxembourg, Spain, and the Netherlands - sectoral bi-partite training funds have been set up. Countries with more long-term training programmes tend to train less temporary agency workers than countries with short-term training programmes. This reflects the fact that the agency work industry establishes training schemes to suit the specific needs of the labour market. It is also generally the agency that takes the initiative to train a worker.
Agency work’s contribution to a better functioning labour market
Training programmes provided to agency workers FR
BE
NL
ES
IT
Number of trained agency workers [x 1.000]
270,0
19,6
138,7
10,9
204,2
% of trained agency workers
12,3%
3,6%
19,0%
1,4%
35,6%
Number of training hours [x 1.000]
10.110
303
760
1.221
Number of training hours per trained agency worker
47,4
15,4
69,8
6,0
Amount invested in training by temporary work agencies [x 1.000.000]
331
4,7
35
4,8
149
Amount invested per trained agency worker (€)
1.225,9
239,7
252,3
440,4
729,6
Amount invested in training in % of wages
2,15% 1
0,50% 2
1,02%
1,25%
1 - Maximum contribution rate
2 - Minimum contribution rate as determined by collective labour agreement Source : IDEA Consult 2008
59
c. Inclusion & diversity
The number of agency workers over 50 is increasing in Italy Workers over 50 are underrepresented in the Italian agency work population. However, their numbers are continually on the rise. In 2004, 2006 and 2008, the proportion of agency workers aged over 50 has steadily increased from 3% to 4% to 5%.
Agency work’s contribution to a better functioning labour market
Age distribution of agency workers in Italy in 2004, 2006 & 2008
30% 28%
27%
27%
27%
25% 23% 22% 19%
20%
“Agency work offers groups such as migrant workers, women returning from childcare breaks, disabled and unemployed people across to the labour market. In principle, agency work can help workers develop their skills and experience, thereby offering pathways into more secure employment.” *
19%
18% 16%
15% 12%
13%
14%
13% 11%
10%
2004
5%
4%
2006
5%
3%
2008 0%
* Source: Eurofound - Temporary Agency Work and Collective Bargaining in the EU | 2009
50
Source : Ebitemp 2009
61
In France the proportion of older agency workers keeps on increasing In France, the number of agency workers aged over 50 increases every year, and has more than doubled between 1996 [4.1%] and 2009 [8.6%]. This trend mirrors both the ongoing demographic crunch, with an ever ageing population, and the desire of older workers to remain active. The agency work industry helps these older workers to remain in the labour market, providing them with more flexible opportunities to meet their expectations.
Percentage of agency workers aged 50 & over in France 9.0%
8.6% 8.0%
8.0% 7.5% 7.0%
6.7% 6.1%
6.0%
5.7%
5.8%
2001
2002
6.9%
6.4%
5.3% 4.9%
5.0%
4.0%
4.1%
4.3%
4.4%
1997
1998
3.0%
2.0%
1.0%
0.0% 1996
1999
2000
2003
2004
2005
2006
2007
2008
2009
Source : Dares 2010
62
Agency workers from target groups are on the rise in the Netherlands Agency work gives “outsiders” a viable access to the labour market, thereby increasing labour market participation and diversity. Ethnic minorities, older people, labour incapacitated and the long term unemployed accounted for 31% of agency workers in the Netherlands in 2008. This is up from 27% in 2006. Agency work increases labour market flexibility, whilst providing basic rights and working conditions to agency workers. Because the agency remains the worker’s employer, his rights are capitalised from one assignment to the next. Agency work thus integrates “outsiders” in the labour market, who then benefit from the same working conditions as those provided to other agency workers.
Agency work’s contribution to a better functioning labour market
The percentage of special target groups among temporary employees in the Netherlands 35% 31% 30% 27% 25%
20%
15%
18%
14%
13% 12%
10%
5% 2%
2006 2008
3% 1%
2%
0% Ethnic minorities
Older workers (45+)
Labour incapacitated
Long-term unemployed
Total (corrected for overlap)
Source: ABU/ECORYS 2009
63
Disabled temporary agency workers take on a range of positions In France, 43% of disabled workers are classified as skilled blue collar workers, while 7% occupy middle management positions. 16% are white collar employees and 34% are unskilled blue collar workers. Through private employment agencies, disabled agency workers are integrated at every level of companies.
Agency work’s contribution to a better functioning labour market
Employment of disabled agency workers in France
White collar16%
Unskilled blue collar 34%
Skilled blue collar 43%
Middle management 7%
Source : Prisme 2010
64
5. Companies’ rationale to use temporary agency work •A gency work improves companies’ competitiveness. •A gency work is not a substitute for permanent employment. •C ompanies use agency work to meet peaks in demand or to fill in for absent employees.
65
Agency work improves companies’ competitiveness To remain competitive, organisations must improve their response to output fluctuations, by adapting their workforce and skills to changes in a competitive environment, and focusing on their core business. The range of services proposed by private employment agencies answers these challenges.
“TAW enables user firms to make relatively easy labour adjustments and cost savings by outsourcing some responsibility for recruitment and administration.” *
Source: Eurofound - Temporary Agency Work and Collective Bargaining in the EU | 2009
66
The use of agency work helps companies to improve competitiveness
Close adaptation to activity fluctuation
Sustainability of permanent jobs
AW use
Better resistance to economic cycles
Virtuous circle of company and employment growth
Productivity gains
Competitiveness improvement
21% of European companies make use of temporary agency workers
Companies employing temporary agency workers in 2009 (%) 60.0% 57%
49%
50.0%
40.0% 35% 35%
34% 29%
30.0%
28% 24%
23% 22% 22% 21% 21%
20.0% 17% 17%
16%
15%
8%
8% 8%
7%
6%
5%
5%
5%
5%
4%
3%
2%
PL
9%
TR
12% 10.0%
SK
HR
LT
EE
EL
RO
LV
CZ
MT
HU
PT
CY
SI
BG
AT
IE
MK
ES
SE
DE
IT
EU27
NL
FI
LU
FR
UK
BE
0.0% DK
Across the EU, agency work is used by companies to remain competitive. In Belgium 57% of companies used temporary agency work at some point in 2009. The figure was also high in Denmark [49%], France [35%] and the UK [35%]. The figure is highest in countries with the most developed labour polices and lowest in countries which still need to enact labour market reforms.
Companies’ rationale to use temporary agency work
Source: Eurofund - European Company Survey 2009
67
Agency work is not a substitute for permanent employment Research has shown that 80% of jobs created by agency work would not have existed if agency work were not an option. This confirms that agency work is not a substitute for permanent employment, notably because it does not meet the same needs, as it is generally used for specific flexibility requirements that cannot be covered by permanent contracts. The fact that long-term assignments are rare - and the persistently high turnover of agency workers - further supports this assumption. Any limited substitution effect must be assessed in a long-term perspective, as part of companies’ overall HR strategy to integrate a flexible component into their workforce.
Job creation in the UK: What is the alternative to the use of agency work? Work not done 4% Does not know 4%
Hire permanent workers 15%
Internal flexibility solutions 61%
No job creation instead of agency work Job creation instead of agency work
External flexibility solutions 16%
Partial job creation instead of agency work
Source: Continental Research Corporate, Sept 2005
68
In the USA the main reason to use agency workers is to fill in for absent employees or temporary vacancies By using agency workers, companies aim to minimise their exposure to risk when the near future seems uncertain. Once the outlook brightens, agency work helps companies to cope with sudden increases in demand or to face seasonal fluctuations. The use of agency workers is also an effective means of finding the right employee, whether to fill a permanent position, or to replace a worker leaving.
Companies’ rationale to use temporary agency work
Main reason to hire agency workers in the USA
Fill in for absent employees or temporary vacancies
80%
72%
Provide extra support during busy times or seasons
68%
Staff special short-term projects
59%
Help find good permanent employees
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Source: American Staffing Association 2009
69
In the UK the main reason to use agency workers is to meet peaks in demand Three in five employers say that they use agency workers to fill a temporary position “always” or “most of the time”. The other most frequently used methods to cover for temporary vacancies are resorting to casual staff, followed by fixed term contract workers and increased over-time. The overall flexibility provided by agency work is a key argument for the services sector, whereas the manufacturing sector uses it to evaluate staff for permanent recruitment, or merely to help keep running costs down.
Why do employers use temporary agency workers in the UK? 4.35
Meeting peaks in demand/covering busy periods
3.99 3.35
Overall flexibility
3.91 4.27
Vetting staff before permanent recruitment
3.65 3.5
Covering short term staff leave/absences
3.56 4.14
Helping keep running costs down
2.8 2.66
Obtaining access to skills you cannot otherwise recruit
2.99
Allowing the business to try a new business line or working patterns without permanent commitment
3.21 2.63 0
Manufacturing Services
1
2
How important would you say that agency workers are to your organisation in terms of the following ?
3
4
5
1 = not important 5 = very important
Source: REC / BERR Study 2008
70
In the Netherlands the main reason to use agency workers is also to meet peaks in demand As an instrument for employers to adapt the size of their workforce to fluctuations in product demand, agency work is very sensitive to variations in the business cycle. In the Netherlands, companies use agency work for two primary reasons: to absorb peaks in demand and to cover for short-term staff leave. Agency work is considered the most appropriate solution to meet these flexibility-related needs. It is also seen as an alternative for many HR-related functions traditionally carried out internally by companies, thus allowing them to focus on their core activities.
Companies’ rationale to use temporary agency work
Reasons for hiring agency workers in the Netherlands
80%
75%
70% 60% 60%
58%
50% 43% 40%
30%
20%
10%
0% Flexibility related
Absorb demand peaks
Cover short-term staff leave
Pre-select potential hires
Outsource HR
HR related
Source: ABU 2005
71
72
6. Agency work and the economic recovery •A gency work is a bellwether of the economic situation. •A s a cyclical business - and a forecasting indicator - agency work has suffered from the economic crisis, but agency workers have been first to be hired when the economy recovers. •A gency work limits the risk and duration of unemployment. •T he private employment agency industry has rebounded sharply since the recession ended.
73
Agency work is a bellwether of the economic situation The use of agency work echoes the behaviour of the general economy. Various studies have confirmed that there is a direct correlation between variations in GDP and the level of use of agency work. In years of growth, the supply and demand of agency workers increase proportionally, and diminish when the economy falters. As a precise indicator of the economic situation, the evolution of the agency work industry is therefore monitored as such, as private employment agencies are the first impacted by the crisis.
Agency work growth* and GDP growth USA
UK
6.0%
15.0%
5.0%
5.0%
10.0%
4.0%
4.0%
5.0%
3.0%
0.0%
3.0%
-5.0%
2.0%
-10.0%
1.0% 0.0% -1.0%
-15.0% 97 98 99 00 01 02 03 04 05 06 07 08 09
-20.0% -25.0%
40.0% 30.0%
2.0%
20.0%
1.0% 0.0% -1.0%
97 98 99 00 01 02 03 04 05 06 07 08 09
-2.0%
10.0% 0.0%
-3.0% -4.0%
-10.0%
-2.0%
-30.0%
-5.0%
-3.0%
-35.0%
-6.0%
40.0%
5.0%
40.0%
4.0%
30.0%
JP
FR
4.0% 3.0%
30.0%
2.0% 1.0% 0.0% -1.0%
20.0% 97 98 99 00 01 02 03 04 05 06 07 08 09
-2.0% -3.0%
20.0%
2.0% 1.0%
0.0%
0.0%
-20.0%
6.0%
3.0%
10.0%
-10.0%
-5.0%
GDP growth
-20.0%
-1.0%
10.0% 0.0% 97 98 99 00 01 02 03 04 05 06 07 08 09
-10.0%
-2.0%
-20.0%
-3.0%
-30.0%
AW growth
Sources : Ciett National Federations, IMF 2010 *Evolution of turnover
74
The agency work industry in Europe returned to growth in 2010 The crisis affected the different European agency work markets at different times, depending on the openness of their economies, the maturity of their markets, and their dependence on certain segments of the economy. Accordingly, a country like Germany which weathered the crisis better than most, can be seen to have surpassed the previous levels of temporary agency work achieved before the beginning of the crisis. This can be partly attributed to Germany’s relatively low penetration rate. Indeed it highlights that Germany is taking advantage of this latent potential to begin economic growth again.
Agency work and the economic recovery
Evolution of number of hours worked by agency workers (year on year) 35.0% 25.0% 15.0% 5.0% -5.0% -15.0% -25.0% -35.0% -45.0% -55.0% Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec Jan Feb Mar Apr May Jun Jul Aug Sep Oct 08 08 08 08 08 08 08 08 08 08 08 08 09 09 09 09 09 09 09 09 09 09 09 09 10 10 10 10 10 10 10 10 10 10
France
Belgium
Netherlands
Spain
Italy*
Germany**
Source: Ciett National Federations 2010 * number of remunerated working days - ** total number of temporary agency workers
75
Number of agency workers in France began to increase again in Feb 2010 The agency work industry in France began to grow again in February 2010, and the number of full time equivalent workers has risen compared with the same period in 2009 since that date. At the end of 2009 unemployment in France had reached 9.8%. The number of agency workers in France fell by 26%, from 604,000 in 2008 to 447,000 in 2009. The agency work penetration rate is now 1.7%, down from 2.2% in 2008.
Evolution in number of agency workers in France * 25.0%
20.5% 20.0%
21.0% 20.0%
18.5%
16.0%
15.0% 14.0%
15.0% 12.0%
10.0%
4.0%
5.0%
0.0%
-0.5%
Jan 10
Feb 10
Mar 10
Apr 10
May 10
Jun 10
Jul 10
Aug 10
Sep 10
Oct 10
-5.0%
Source: Prisme 2010 * in FTEs / percentage change year on year
76
Number of agency workers in Belgium have been rising since March 2010 The agency work industry in Belgium grew by 6.2% [in terms of the number of full time equivalent workers employed] in March 2010 compared to the same period in 2009. This was the first growth in the Belgian agency work industry since it entered the crisis. The growth has continued steadily since that point with most recent figures pointing to a rise of 19.1% in September 2010 compared with September 2009.
Agency work and the economic recovery
Evolution in number of agency workers in Belgium * 25.0%
20.0%
19.1%
19.6%
16.6%
16.2% 14.9%
15.0%
12.5% 10.7% 10.0%
6.2% 5.0%
0.0% -1.4% -2.7% -5.0%
Jan 10
Feb 10
Mar 10
Apr 10
May 10
Jun 10
Jul 10
Aug 10
Sep 10
Oct 10
Source: Federgon 2010 * in FTEs / percentage change year on year
77
The Italian agency work industry began growing again in February 2010 The Italian agency work industry began to grow again in April 2010. It noted an increase of 3.6% in the number of remunerated days by agency workers compared with April 2009. Growth has continued steadily since that point. The impact of the crisis on the Italian labour market was relatively mild in 2008 but grew in strength in 2009. The Italian agency work market was also hit later than other European countries. This is partially due to regulatory changes introduced in 2001, 2004 and 2006 that helped liberalise the market, thereby cushioning the initial impact of the crisis on the industry.
Evolution in number of remunerated days by agency workers in Italy 40.0%
28.3%
30.0%
25.8%
27.2%
21.5% 20.0% 13.3% 10.0% 3.6% 0.0%
-5.4%
-10.0%
-15.1% -20.0% -23.0% -30.0%
Jan 10
Feb 10
Mar 10
Apr 10
May 10
Jun 10
Jul 10
Aug 10
Sep 10
Source: Ebitemp 2010 *percentage change year on year
78
The agency work industry returned to growth later in the Netherlands than in other European countries The Agency work industry in the Netherlands returned to growth in period 5 (May) of 2010 with a growth rate of 9% in hours worked compared with the same period in 2009. The Netherlands returned to growth later than other European countries and at a lower rate. It must be noted however that the crisis hit the Netherlands later and the industry suffered less than in other countries (the industry decreased by 13.5% in 2009).
Agency work and the economic recovery
Evolution in number of agency workers in the Netherlands * 15.0%
10.0%
10.0%
10.0%
9.0% 8.0% 6.0% 5.0%
5.0%
5.0%
0.0% -1.0% -5.0% -6.0%
-10.0%
-8.0%
-13.0%
-15.0% Wk 1-4
Wk 5-8
Wk 9-12
Wk 13-16 Wk 17-20 Wk 21-24 Wk 25-28 Wk 29-32 Wk 33-36 Wk 37-40 Wk 41-44
Source ABU 2010 * in FTEs / percentage change year on year
79
The Spanish agency work industry returns to growth strongly, following crisis In 2010, the Spanish agency work industry began to grow again in February 2010 and continued to do so throughout the year. In 2009, Spain was heavily hit by the global economic crisis. As one of the fastest growing economies in recent years, its impact was all the more significant. Unemployment climbed to over 19% in December 2009.
Evolution in number of agency workers in Spain * 30.0%
24.7%
25.0%
21.2% 20.0%
14.3%
15.0%
13.3% 12.2%
10.0%
8.7% 7.3%
5.0%
0.0%
-0.2% Jan 10
Feb 10
Mar 10
Apr 10
May 10
Jun 10
Jul 10
Aug 10
-5.0%
Source: AGETT 2010 * in FTEs / percentage change year on year
80
The number of agency workers in Germany returned to pre-crisis levels in 2010 Germany’s agency work industry began to grow again as early as January 2010 and in September 2010, the German agency work industry returned to pre-crisis levels of employment. This can be partly attributed to Germany’s relatively young and still immature market in comparison with other major economies.
Agency work and the economic recovery
Evolution in number of agency workers in Germany* 40.0% 38.0% 34.6%
35.0%
35.5% 34.2%
33.7%
32.0% 30.0%
25.0%
23.6%
20.0%
15.0% 11.0% 10.0%
5.0% 2.9% 0.0% Jan 10
Feb 10
Mar 10
Apr 10
May 10
Jun 10
Jul 10
Aug 10
sep 10
Source BZA 2010 * Total number of workers/ percentage change year on year
81
The American agency work market began to recover earlier than the industry in Europe American economic activity measured by employment peaked in December 2007. Since then, it has lost jobs until mid 2009 when it began to grow again. But even though the decline in agency work occurred later, it rapidly outpaced that of the American workforce at large, as it played its role of buffer, cushioning the impact on permanent staff. The strong recovery of the industry points that in the recovery, agency workers are among the first to be hired.
US staffing employment index since 2006 15.0%
120
10.0%
110
5.0% 100 0.0% 90 -5.0% 80 -10.0%
70
-15.0%
60
Week-to-Week Change
19/10/2010
19/08/2010
19/06/2010
19/04/2010
19/02/2010
19/12/2009
19/10/2009
19/08/2009
19/06/2009
19/04/2009
19/02/2009
19/12/2008
19/10/2008
19/08/2008
19/06/2008
19/04/2008
19/02/2008
19/12/2007
19/10/2007
19/08/2007
19/06/2007
19/04/2007
19/02/2007
19/12/2006
19/10/2006
19/08/2006
19/06/2006
-20.0%
ASA Staffing Index (Set at 100 on 6/12/2006)
Source: American Staffing Association 2010
82
Agency workers are the first hired when business recovers The agency work industry can quickly call upon a large pool of workers, and provide organisations with appropriate workers to better manage competitive pressures. As a result, the agency work industry is among the first to create jobs as soon as the economy recovers, as companies first hire agency workers to meet an increase in orders, before recruiting permanent staff when the situation stabilises. As Pat McFadden - Former UK Minister of State for Employment Relations said: “Agency work is a valued route into employment and plays a vital role in enabling employers to respond flexibly to changing business needs - and are likely to be particularly important in enabling employers and employees to take full advantage of the upturn.”
Agency work and the economic recovery
When business recovers, which workers do you typically hire first ?
Don’t distinguish 26%
Contingent workers 50%
Permanent workers 23%
based on a survey of buyers from 171 large [1000+ employee] companies Source: Staffing Industry Analysts 2009 - www.staffingindustry.com
83
Agency work typically rebounds sharply after recessions
US staffing typically rebounds sharply after recessions 35.0% 30.0% 25.0% 20.0% 15.0% 10.0% 5.0%
2008
2007
2006
2005
2004
2003
2002
2001
2000
1999
1998
1997
1996
1995
1994
1993
1992
1991
1990
1989
1998
1987
1986
1985
1984
1983
1982
1981
1980
-5.0%
1979
0.0% 1978
The agency work industry not only creates jobs that would not otherwise exist, but it also accelerates the number of jobs created once the economy recovers. Historically, PrEAs are among the first to create jobs in economic upswings, enjoying double-digit growth rates when the economy emerges from a recession. As business picks up, companies first hire temporary help, before recruiting permanent staff once business has stabilised. Since 1990, the growth rate of agency work sales revenues in the USA has exceeded GDP growth by more than 2.5 times.
Agency work and the economic recovery
-10.0% -15.0% Temporary Help ADE
Real GDP % Change
Source: American Staffing Association 2009
84
About Ciett As the International Confederation of Private Employment Agencies, Ciett is the authoritative voice representing the interests of private employment agency industry across the world. Founded in 1967, Ciett consists of 44 national federations of private employment agencies and seven of the largest staffing companies worldwide: Adecco, GI Group, Hudson, Kelly Services, Manpower, Randstad, and USG People.
86
Its main objective is to help its members conduct their businesses in a legal and regulatory environment that is positive and supportive. Ciett is divided into five regional organisations: Africa, Asia [AsiaCiett], North America, South America [CLETT&A], and Europe [Eurociett].
Africa Morocco | FNETT South Africa | APSO
Asia/Pacific Australia & New Zealand| RCSA China | CAFST Japan | JASSA South Korea | KOSA
North America Canada | ACSESS Mexico | AMECH USA | ASA
South America Argentina | FAETT Brazil | SINDEPRESTEM Chile | AGEST Colombia | ACOSET Perú | AETT Perú
Europe Austria | VZA Belgium | FEDERGON Bulgaria | BG Staffing Czech Republic | APPS Denmark | Dansk Erhverv Estonia | ESAA Finland | HPL France | PRISME Germany | BZA Greece | ENEPASE Hungary | SZTMSZ Ireland | NRF Italy | ASSOLAVORO Latvia | LASA Lithuania | TEAA Luxembourg | ULEDI
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