In this post, we’ll discuss some of the key trends shaping this growing industry, and how they’ll affect the market going forward. According to HR industry expert and analyst Josh Bersin, the average large company now uses 9.1 core talent applications — up from 7 in 2018. Spending on these tools now averages $310 per year for each employee. Companies are throwing money at HR tech, trying to find ways of transforming their workforces, increasing employee productivity, and improving quality of hire, employee engagement and retention. And more and more of these tools are entering the market every day: the HR tech market reached a total value of $28.65 billion in 2021.
The move towards decentralisation and more flexible ways of working that we’re currently seeing was already well underway before 2020.
Several recent studies have analysed the most significant trends affecting the workplace in 2022, giving us an idea of what the world of work will look like over the years to come. In this article, we’ll discuss eight key insights from the EY Future Workplace Index and other research into the trends shaping the future of work.
When most people think of labour arbitrage, they picture companies in developed nations like the UK or the US outsourcing certain business operations, such as production or call centres, to less-developed nations where wages are cheaper. However, broader definitions of the term include various corporate policies that result in lower labour costs. Read more about Labour Arbitrage:
These days, an employee doesn’t have to be physically in your office to work for your company — or even in the same country.
Opening your eyes to working with employees who aren’t located in your country can bring great results to your company — but there are a few administrative hoops you’ll need to jump through. The first one is figuring out how to pay international employees — which you need to do in a way that’s legal, compliant and secure, and doesn’t leave anyone out of pocket because of fluctuating exchange rates.
The Great Resignation has been a phrase that many people have been talking about for nearly two years. But what is it and is it real? By January 2022, the US had seen quit rates above pre-pandemic levels for eight straight months. In fact, the quit rate, which had never previously surpassed 2.4% since the Department of Labor started measuring it in 2000, hasn’t been below that level since late 2020.
For many people, working on platforms allows them the flexibility to earn a living while choosing their own working hours and adjusting how much they work as their other commitments change. And, since the barrier to entry for platform work is often relatively low, it can provide an opportunity to make money in economies where getting a traditional job is challenging.
In 2021 governments and courts across the globe set their sights on gig platforms. Gig platforms engage millions of workers across the globe as independent contractors however due to concerns around worker misclassification there has been an increasing focus on how they engage workers.
On December 9th 2021 the European Commission released a proposal that is aimed at improving the rights of people working through digital platforms. In this blog we look at what is outlined in this directive and what it means for the industry.
The A3 Revolution refers to the shift in the labour rapid changes that are taking over the labour landscape, Anytime, Anyplace, Anywhere. In the article we take a look at the A3 phenomenon and why it is revolutionising the staffing and hiring.
Building a remote team comes with its own set of challenges. In this article, we lay out some recommendations to make it easier and take a look at some of the nuances to consider when building a remote international team.
CXC COMPLY – Global independent contractor compliance platform, for vetting, worker classification, right to work checks, contractor payroll and payments worldwide. The first of its kind. Book a demo or stop by BOOTH A at SIA’s GigE2021 Sept 19-21 in Phoenix. Out of towners are invited to book a zoom call.
More people have been forced into unemployment due to the COVID-19 pandemic than the great recession of 2008. However, many businesses are struggling to recruit people for their open roles. Can direct sourcing help to solve this paradox?
With today’s competitive war for talent, organisations are wanting contractors faster from around the world to fill niche skillsets. But many companies do not extend the same background checking rigour to their contingent workforce as they do their permanent.
The labour landscape has changed rapidly throughout the pandemic. Are these changes here to stay or will we revert to the old way of working? We take a look at the political and technological shifts that have allowed the labour landscape to shift so drastically.
In the past decade, there has been an increasing number of studies on mental health and its effects on the workplace. According to the World Health Organisation, depression and anxiety were estimated to cost the global economy $1 trillion annually in lost output. In this blog, we take a look at mental health and well-being in the workplace.
This watchdog is designed to protect worker’s rights, with responsibility for tackling modern slavery, enforcing minimum wage and ensuring protection for agency workers. As a business that has compliance at its core, we welcome the establishment of this watchdog. The UK government has amalgamated the responsibilities of three agencies (Gangmasters and Labour abuse authorities, the Employment Agency Standards Inspectorate and the National Minimum wage enforcement) under the remit of this new watchdog.
We are delighted to have been given the opportunity to work with NelsonHall to create this comprehensive assessment of CXC Global’s offerings. NelsonHall is an analyst and advisory firm with an evidence-based approach to market and service provider assessments, an industry-leading BPO and outsourcing analyst firm with an unrivalled BPO and outsourcing knowledge covering an extensive range of business processes and industry sectors.
The gig economy has had some large knocks over the last year. Companies such as UBER, Deliveroo and Addison Lee have all recently lost superior court cases instigated by workers. All three organisations have been accused of misclassifying their workers as self-employed.
Our latest blog takes a look at diversity and inclusion in the contingent workforce. There has been much talk in recent years around D&I in the workplace, however, few of those conversations have focussed on contingent labour.
At CXC we are constantly adapting and embracing change. We have done this in a number of ways, for example, we have been a remote-first business for several years and we are constantly adopting new technologies and processes to digitize and make it easy for our clients to work with us.
To celebrate International Women’s Day, one of our many talented female team, Sales Solution specialist Hannah Young has written the following blog to highlight some achievements by women in business in 2021
The past year has opened people’s eyes to the freedom of remote working. It doesn’t necessarily have to be literally at one’s home. It can be anywhere! However, having your employees based in one country and working in another, even temporarily, has significant potential pitfalls.
Remote working is the hot topic during the pandemic. But many companies were using a remote working policy for many years before COVID-19, including CXC. Connor Heaney highlights why that was the case and explains why organisations are now ready to hire international contingent workers.
Companies continue to cut costs and it is still unknown how the global economy will perform in the coming years due to Covid-19. A way to save labour costs but still access skills is via talent arbitrage. Connor Heaney explains why large organisations should be looking at talent arbitrage as part of their strategy going forward.
This is a case study on direct sourcing in Poland. Connor Heaney, MD of CXC EMEA describes how a large multinational made cost-savings, increased efficiencies and lowered risk using direct sourcing with CXC.
There are several factors to consider for engaging contingent workers. If you are interested in strategic sourcing and more than just cost, i.e. you want intelligent, ambitious, skilled, multilingual individuals, lower than the average EU wage
In this final instalment of our three-part series on the best ways to win at Total Talent Management, we’re taking a look at the impact of HR tech and the factors you need to consider, to facilitate and reap greatest results from its adoption.
In this three-part series, How to Win with Total Workforce Management, we’re taking a look at the trending shifts in talent engagement and management, and how your organisation can work towards a proactive, agile and highly tuned ‘total workforce’