Bond Talent is doing well. The recruiting software industry – along with the HR software  industry  – is a good one to be in right now.  CEOs, COOs and HR execs are starting to realize that investments in high-quality recruiting software pay for themselves rather quickly.

Here are the important numbers from the home office in the U.K.

• 40 percent. That’s how much revenues increased in the first half of 2011 when compared to the first half of 2010.
• 18.4 million pounds/28.9 million dollars. That’s the new revenue number for the first half of 2011, up from 13.2 million pounds/20.7 million dollars in the first half of 2010.
• 3.1 million pounds/4.9 million dollars. That’s the improvement in revenues generated by recruiting software in the first half of 2011 when compared to the first half of 2010.
• 4.3 million pounds/6.8 million dollars. That’s the improvement in gross profits for the first half of 2011 over the first half of 2010.
• 62 percent. That’s the share of revenues that recruiting software generates.

I’ll say it again: Bond Talent is doing well. Its success is partly due to smart managerial decisions and partly due to the excellent products it produces – especially its recruiting software. I have no doubt that I’ll be reporting on even more growth and bigger profits at this time next year.

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Bond Talent US Mid Year Update is a post from: Human Capital Supply Chains

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For awhile now there have been two camps of thought concerning how to best help Corporations improve the management of their contingent workforce spending.  At first, there were stand alone VMS (Vendor Management Software/Service) companies that applied technology to this business issue,  Over time the large Staffing firms jumped in and through their MSP (Managed Service Provider) offerings and the acquisition of some of the VMS technology companies, they have been able to effectively help their largest corporate clients better manage the flow of contingent spending.  Who is right and who is wrong ???

In a recent article in Workforce magazine, Chris Dwyer (analyst with research firm Aberdeen Group) mentioned that “it now makes good sense to combine a vendor management system (VMS) with a Managered Service Provider (MSP)”.   He continued that “the big attraction of a vendor management system is that they help companies home in on how much they actually pay for temps and all other contingent workers”.   Dwyer also relayed that “VMS users have reduced their time-to-fill rates by 34%, while achieving 37% higher cost savings than non-VMS users”.  The benefits for corporations working more tightly with their Staffing suppliersis becomming more and more aparent to everyone.

Managed service providers, such as Manpower, Adecco and Guidant,  have their own software ( usually through acquisition) for keeping tabs of their client’s contigent labor.  Ed Jackson (CEO at Provade) summed it up very clearly, when he stated that “it was a lot simplier 20 years ago when 90% of the total workforce was permanent, where today it is down to 60% or even lower in some companies”.  Jim Holincheck (analyst withresearch firm Gartner) clarified that “the interest in Vendor Management Systems has been limited to those firms that spend at least $30 million each year on contigent labor”.    As with most new technologies, the largest firms spearhead the initial efforts and then smaller firms follow along.

So where does all of this information lead us ???  From my point of view, the need for a seperate standalone VMS system is quickly fading for a number of reasons.  First, corporations want their current applicant tracking ATS and talent management TMS systems to include most of the VMS functionality as it relates to distributing orders and assigning workers from multiple tiers of staffing suppliers.  On the other side of the coin, staffing firms need some of the VMS capabilities bulit into their own front and back office systems to handle the collection of timecards and creation of invoices for those corporate clients.  Because of this changing direction amongst corporations and staffing firms, we at Bond International Software are currently delivering our Bond Talent corporate solutions and our Adapt/On Demand staffing systems with all of these VMS capabilities built in from the beginning and tightly integrated, just like in an ERP manufacturing environment. 

As Bond and other software firms begin to deploy these integrated Human Capital Supply Chain solutions to corporations and their staffing suppliers, the need for stand alone VMS systems will quickly disappear.  Those VMS firms such as BeeLine will continue to be acquired by staffing firms such as Adecco and other.  What is your company’s strategy for better controlling your Contigent Spending and moving towards a Human Capital Supply Chain environment with your staffing suppliers???  Let me know, Tim Giehll

Staffing MSP Services Kills Need For VMS Firms is a post from: Human Capital Supply Chains

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In a recent report by research firm Staffing Industry Analysts, it was found that the percentage of companies using Vendor Management Systems ( VMS ) jumped from 34 percent in 2007 to 63 percent in 2009.  Staffing Industry Analysts also predicted the rate would climb to 81 percent in 2011.

This is a very interesting trend for any firm that is trying to better manage it spending on contingent workers.  It also proves the point that the need for corporations and their staffing suppliers to better communicate with each other has never been greater.  For those not familiar with VMS software, it usually sits between a corporation and its staffing suppliers and it automates the “req to check” process with capabilities such as job requisition templates, req approvals, distribution of reqs to staffing partners, assignment letters, time sheets and invoicing.  The software can even help manage independant contractors and outside consultants.

Even though first generation VMS systems are usually stand-alone companies, their functionality and business models will evolve over time.  I feel that current VMS functionality will be split down the middle with requisition activities pushed back into the Talent Management systems that the corporation uses.  The other half of the current VMS functionality will be pushed down into the ERP Systems used by staffing firms.  With today’s easier to use API Interfaces, the corporate and staffing systems will be easily plugged together.  Firms such as Bond International Software and others sell software solutions to both sides of the fence in order to create these new Human Capital Supply Chain environments.

VMS Software for the Masses is a post from: Human Capital Supply Chains

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Today’s business buzz is all about Cloud Computing. With rapid progress in the technology sector, there are new ways to enhance productivity, while cutting costs substantially for the long term. Plugging into the Cloud promises to eliminate the need for costly on-site servers, complex installed software, backup worries and disruptive and expensive upgrades.

Cloud Computing is currently the most sought-after technology for many industries – the staffing and recruiting industry is no exception.

And for good reason.

Cloud Computing Explained

Cloud computing is Internet-based computing where shared software, resources, and information are accessed on demand by your web browser and other web-enabled devices such as cell phones. Simply put, Cloud Computing is a way to have all the benefits of a secure physical infrastructure, with none of the massive costs involved in setting up and maintaining servers and software. Following are just a few of the benefits:

• Cost savings - No hardware to buy. No servers to maintain. No IT staff to pay. No back-ups to worry about.
• Device and location independence - Access software anytime, anywhere using a web browser.
• Reliability - No more worrying about servers going down. For example, eEmpACT On Demand www.eempact.com and Bond Talent  www.bondtalent-us.com are accessed from a state-of-the-art facility with dual power generators, multiple Internet feeds, redundant cooling and world-class security.
• Scalability - The ability to rapidly and inexpensively expand your business.
• Maintenance - Upgrades are simple. With no software in your office – all updates are automatic.
• Better cash flow – Cloud Computing options like eEmpACT On Demand and Bond Talent are offered on an affordable monthly fee basis, which drastically reduces your upfront costs.

 Few disagree that Cloud Computing is poised to make a big impact this decade.  According to a survey by GlassHouse, a Framington, Mass., managed services consultancy, 60 out of 100 North American IT executives polled last December plan to implement Cloud technology in 2010.  

 The staffing and recruiting industry will find Cloud Computing especially useful due to the nature of the work involved. Whether you are meeting clients, managing branches, or interviewing potential candidates away from the office, both time and money can be saved with no loss of productivity or data.

Staffing firms and recruiting departments “do not want to manage IT, they want to manage their business,” explains Simon Piff, a practice director for enterprise infrastructure at IDC, a global IT market researcher.  Ultimately, Cloud Computing is expected to transform a staffing or recruiting firm’s IT spending from a capital expenditure to an operating expense — from up-front lump sums to monthly pay-per-user.  As Piff states, “cash flow is king for most organizations, plus the restrictions on credit” have forced companies to look for more cost-effective Cloud-based software solutions.

 Software solutions, such as eEmpACT On Demand and Bond Talent, provide a single database for integrated front- and back-office operations utilizing the latest in Cloud Computing to streamline your workforce, regardless of size and financial level. Cloud Computing solutions specifically designed for staffing and recruiting allow:

• Firms to sell, recruit, service and manage businesses more efficiently 24/7 from any location.
• Sales reps to be better organized, more productive, and ensure consistent follow-up with potential clients.
• Recruiters to be more responsive to clients, more accurate in candidate matching and leverages the Internet to reduce recruiting costs.
• Managers to better track performance metrics, hold employees more accountable, quickly open new branches and maximize branch productivity.
• Owners to actively manage payables, general ledger and receivables, improve cash flow forecasts, accelerate financial intelligence and ensure operational excellence.

It’s clear why Cloud Computing is being embraced by companies of all sizes. Its advantages of speed, ease of deployment, and low cost make it a viable option for firms looking to improve their service without sacrificing quality.

 The Staffing and Recruiting Office of the Future is Here

Thanks to the advent of web-based On-Demand applications that utilize the lower cost structure of Cloud Computing, combined with the much lower monthly billing of SaaS pricing, the world of software applications is about to make another dramatic change.  As software environments have evolved from DOS to Client-Server to Hosted ASP to Web-based and now to SaaS-based Cloud Computing, prices are set to drop by 50% once again.

 Cloud Computing is being hailed as the future of the mobile staffing and recruiting office. What was unimaginable less than a decade ago is soon to be the standard. Taking this leap in technology today can ensure that your staffing firm moves with the technological times, enhancing employee productivity and saving money in the long run.

Cloud Computing for Human Capital is a post from: Human Capital Supply Chains

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Unless you’ve been living under a rock, you’ve heard the loud buzz about Cloud Computing.  Plugging into the Cloud promises to eliminate the need for lots of on-site hardware, installed software, and disruptive and expensive upgrades for Human Resource departments and Staffing firms.  Just think, no more hardware to buy/replace, no more servers to maintain, no more IT staff to pay and no more backups to worry about.  HR departments and staffing firms “do not want to manage IT, they want to manage their business”, explains Simon Piff, a practice director for enterprise infrastructure at www.IDC.com , the global IT market researcher.  Cloud applications for HR and Staffing also can support fast, scalable, and incrementally priced growth.  

Ultimately, Cloud Computing is expected to transform IT spending from a capital expenditure to an operating expense — that is, from up-front lump sums to monthly pay-per-user.  As Piff has it, “cash flow is king for most organizations, plus the restrictions on credit” have forced companies to look for more cost effective cloud-based software solutions, such as www.salesforce.com , www.eEmpACT.com , and www.BondTalent-US.com  . 

Few disagree that Cloud Computing is poised to roll in.  According to a survey by www.GlassHouse.com, a Framington, Mass., managed services consultancy, 60 out of 100 North American IT executives polled last December plan to implement cloud technology in 2010.  The real questions are how much and how fast.  “People will see Cloud Computing make changes to IT for the next 15 years,” predicts Kevin Haar, CEO of  www.Appistry.com, a Cloud Computing services provider based in St. Louis, MO.  “Moving to commodity processing power on large servers can dramatically lower operating costs by as much as a factor of 5 to 10″, says Haar.

No matter how you look at it, the advent of 100% web-based On-Demand applications for HR departments and staffing firms that utilize the lower cost structure of Cloud Computing combined with the much lower monthly billing of SaaS pricing, the world of software applications is about to make another dramatic change.  As software environments have evolved for DOS to Client-Server to Hosted ASP and now to Saas-based Cloud Computing, prices are set to drop by 50% once again.

Cloud Computing for HR is a post from: Human Capital Supply Chains

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