Latest news with #Randstad
Forbes
28-05-2025
- Business
- Forbes
4 Trade-Offs Talent Is Willing To Make In An Uncertain Job Market
THE JOB INTERVIEW — Pictured: CNBC''s "The Job Interview" activation — (Photo by: Heidi Gutman) When asked to describe their dream job, employees frequently mention having an inspiring job, a supportive boss, high pay, and flexible hours. When talent is scarce and jobs are widely available, employees can make a wish list while organizations compete for the best candidate with the most appealing perks. However, those wish lists are quickly forgotten when hiring is slow, or when it is unclear what direction the job market will take. That is precisely the job market uncertainty we currently face. What trade-offs is talent willing to make when jobs aren't readily available? Randstad, a global talent leader operating in 39 countries worldwide with its headquarters in the Netherlands, explored the views of over 5,000 working individuals in North America, Europe, and the Asia-Pacific region between March 28 and April 9 this year. The report, released last week, reveals the compromises employees make in light of global and economic uncertainty. Employees worry most about keeping or getting a job when jobs are scarce. When asked what they find most important in an uncertain job market, employability is the number one priority. Not surprisingly, in the Randstad survey, 64% of the American respondents answered that they would choose long-term employability over an inspiring job, and 70% would trade remote work for staying relevant. From earlier recessions, we know that job stability becomes paramount in an uncertain job market. Professor Johnson from Washington State University examined what employees valued during the Great Recession, from 2007 to 2009. Using data points between 1991 and 2009, a clear upward trend in employees' value of job security is evident during the Great Recession. Choosing between a job and no job is not a real choice without alternatives. Instead of their dream job, employees opt for roles that offer professional development and opportunities to acquire future-relevant skills in areas such as AI, ensuring they add value to the company and increasing the chances of retaining their jobs. Does this mean that all wish lists go out the window the moment employees cannot take their job for granted? Not entirely. While once being taboo, mental health has transformed into an important topic that should be on the agenda of any organization. For many employees, support for mental health is a key criterion in their job search. In line with that credo, the Randstad survey reveals that stressful jobs can be a deal-breaker. Globally, 60 percent of participants said they would rather have a less stressful job than a higher salary. Many had already traded off pay or career advancement for work-life balance: 40 percent of respondents had accepted lower pay for a less stressful job, and 43 percent had chosen a job with flexibility over one with more opportunities for career progression. These numbers are in sync with the quest for work-life balance among younger generations. Especially Gen Z and Millennials are looking for jobs that don't consume their lives, and they are not willing to give up this goal for more pay. Job security is undoubtedly the most important, but this value is quickly followed by manageable jobs that allow for a work-life balance and good mental health. In 2024, the conversation was dominated by control over where employees work, as a whopping 90% of employers had a return-to-office mandate. It seems that some employees are starting to give up on that fight and have moved on to another. According to the survey by Randstad, 56 percent of respondents stated that they find control over their hours more important than control over their location, and 59 percent would trade a higher salary for control over their hours. These findings point out that organizations can't underestimate the importance of giving employees some level of control. Feeling in control of your life is a critical human need. If they must work in the office, giving employees decision latitude on their schedule is wise if organizations want motivated and happy employees. Now that so many organizations expect employees to work onsite, what does it take to get remote workers to return to the office, aside from schedule control? The Randstad survey shows that three-quarters of fully remote workers expect higher pay in return, or more annual leave days (67 percent). For this group, staying remote is so important that 58 percent said they would forgo a pay raise or a promotion to work from home, or they would simply quit their jobs. The latter is a risky position to take, especially in a market where organizations may be looking to streamline. Still, the numbers illustrate how challenging it is to retract a perk once it has been given. Employees have grown accustomed to the comfort of working from home and have adjusted their lives accordingly. If organizations want to retain remote working talent, they should give those remote workers a reason to come in. The most obvious way is by creating a supportive organizational culture that aligns with employees' values. Team leads can create moments for informal check-ins or organize team brainstorming sessions. Those in-person interactions are missing in remote work, and experiencing this human connection might convince remote workers that it is worthwhile to come into the office. Supervisors can also anticipate that employees may need some time to adjust to an office environment, which can be noisier and has a lower threshold for interruptions. It can be helpful to assign no-disturbance work blocks so that team members can know they will be able to complete key tasks without interruptions. When taking a helicopter view over what employees expect from a job when the economy is shaky, a clear pattern emerges. In times of uncertainty, job security comes first. Those who have a stable job focus on work-life balance, valuing mental health and job flexibility, whereas high pay and career advancement are temporarily put on the back burner. And while many employees would prefer to work remotely, organizations can lure them back to the office with the proper support.
Yahoo
22-05-2025
- Business
- Yahoo
Is Now An Opportune Moment To Examine Randstad N.V. (AMS:RAND)?
Randstad N.V. (AMS:RAND), is not the largest company out there, but it saw a decent share price growth of 19% on the ENXTAM over the last few months. Shareholders may appreciate the recent price jump, but the company still has a way to go before reaching its yearly highs again. As a mid-cap stock with high coverage by analysts, you could assume any recent changes in the company's outlook is already priced into the stock. However, could the stock still be trading at a relatively cheap price? Today we will analyse the most recent data on Randstad's outlook and valuation to see if the opportunity still exists. Trump has pledged to "unleash" American oil and gas and these 15 US stocks have developments that are poised to benefit. Randstad is currently expensive based on our price multiple model, where we look at the company's price-to-earnings ratio in comparison to the industry average. In this instance, we've used the price-to-earnings (PE) ratio given that there is not enough information to reliably forecast the stock's cash flows. We find that Randstad's ratio of 62.12x is above its peer average of 17.02x, which suggests the stock is trading at a higher price compared to the Professional Services industry. But, is there another opportunity to buy low in the future? Since Randstad's share price is quite volatile, this could mean it can sink lower (or rise even further) in the future, giving us another chance to invest. This is based on its high beta, which is a good indicator for how much the stock moves relative to the rest of the market. See our latest analysis for Randstad Investors looking for growth in their portfolio may want to consider the prospects of a company before buying its shares. Buying a great company with a robust outlook at a cheap price is always a good investment, so let's also take a look at the company's future expectations. Randstad's earnings over the next few years are expected to double, indicating a very optimistic future ahead. This should lead to stronger cash flows, feeding into a higher share value. Are you a shareholder? RAND's optimistic future growth appears to have been factored into the current share price, with shares trading above industry price multiples. At this current price, shareholders may be asking a different question – should I sell? If you believe RAND should trade below its current price, selling high and buying it back up again when its price falls towards the industry PE ratio can be profitable. But before you make this decision, take a look at whether its fundamentals have changed. Are you a potential investor? If you've been keeping an eye on RAND for a while, now may not be the best time to enter into the stock. The price has surpassed its industry peers, which means it is likely that there is no more upside from mispricing. However, the optimistic prospect is encouraging for RAND, which means it's worth diving deeper into other factors in order to take advantage of the next price drop. So if you'd like to dive deeper into this stock, it's crucial to consider any risks it's facing. While conducting our analysis, we found that Randstad has 3 warning signs and it would be unwise to ignore these. If you are no longer interested in Randstad, you can use our free platform to see our list of over 50 other stocks with a high growth potential. Have feedback on this article? Concerned about the content? Get in touch with us directly. Alternatively, email editorial-team (at) article by Simply Wall St is general in nature. We provide commentary based on historical data and analyst forecasts only using an unbiased methodology and our articles are not intended to be financial advice. It does not constitute a recommendation to buy or sell any stock, and does not take account of your objectives, or your financial situation. We aim to bring you long-term focused analysis driven by fundamental data. Note that our analysis may not factor in the latest price-sensitive company announcements or qualitative material. Simply Wall St has no position in any stocks mentioned.
Yahoo
21-05-2025
- Business
- Yahoo
Randstad: Employees appear more likely to make trade-offs as bargaining power weakens
This story was originally published on HR Dive. To receive daily news and insights, subscribe to our free daily HR Dive newsletter. Amid a changing labor market, workers seem willing to make trade-offs in pay and location to remain employable and flexible, according to a May 20 report from Randstad. In a survey of more than 5,000 workers worldwide, two-thirds said they'd choose greater employability — staying relevant, skilled and secure — over remote work. In return for working fully on-site, they said they would prioritize time autonomy over pay (59% versus 41%) or location (56% versus 44%). 'Against the backdrop of persistent talent scarcity and a shifting economic environment, talent are making thoughtful decisions about what they value most — like employability, wellbeing and time flexibility,' said Sander van 't Noordende, CEO of Randstad. 'For employers, this moment presents an opportunity to cement trust and strengthen engagement in a way that supports both talents' goals and business objectives,' he added. 'Leaders who respond with flexibility, fairness and long-term vision will be best positioned to attract and retain talent, as the value exchange must feel fair to both parties to be successful.' Fifty-nine percent of workers said they'd trade an inspiring role for greater employability, and 60% said they'd rather have less work-related stress than a higher salary. In fact, 40% had already taken lower-paying roles to reduce stress, and 43% have taken roles with limited career growth opportunities but better work-life balance. In cases where full-time on-site work is mandated, though, workers want more in return, including greater schedule flexibility, higher pay and more annual leave. Key long-term factors for retaining talent include inflation-matching pay increases, strong managerial support, alignment with company values and support from leadership, Randstad found. Although return-to-office rates have stabilized, flexibility remains key for work scheduling, according to a report from McKinsey & Co. Hybrid and remote options have become an 'entrenched norm' and could offer ongoing ways to compete for talent, McKinsey experts said. Even so, workers and managers are still clashing over RTO requirements, experts previously told HR Dive. HR pros can help by encouraging managers not to fall back on past experience, listening to workers' concerns and providing flexibility in work hours. For many employees, 2025 feels like a year of 'walking on eggshells' in a fragile workplace environment, according to a BambooHR report. Workers may decide to stay in their job and not apply elsewhere due to concerns about job security, the report found. Sign in to access your portfolio
Business Times
20-05-2025
- Business
- Business Times
Family offices, high-net-worth investors seek C-suite talent in private markets
[SINGAPORE] As demand for alternative assets is heating up in Singapore, so too is the need to hire more staff versed in the field. Leading recruitment agencies saw more openings for such roles in the first quarter of 2025, with Robert Walters and Randstad reporting a year-on-year increase of nearly 20 per cent in the number of such job postings in the city-state. To diversify their portfolios, family offices, ultra-high-net-worth (UHNW), and high-net-worth individuals are turning towards alternative investments – a broad class spanning unlisted assets including private debt, private equity (PE) and real estate. The increase in job postings is 'attributed to higher demand for senior talent in origination and structurer, as well as associates and analysts to support due diligence in deals', Lim Chai Leng, general manager of banking, life sciences, construction and property at Randstad Singapore, told The Business Times (BT). In particular, for PE firms that are prioritising value creation of their portfolio companies, there is higher demand for senior roles such as chief financial officer, chief operating officer and investment directors. Private credit firms, on the other hand, are expanding 'quite significantly, and employers are looking for talent with traditional banking backgrounds, particularly senior professionals with a strong client network', said Lim. She singled out robust growth in infrastructure, which is driving hiring for senior bankers. Robert Walters is also seeing job openings for infrastructure roles in PE and private credit, but for the more junior positions such as associates and analysts. Overall, the demand seems to be for the less-senior roles in private markets, with the occasional advertisements for assistant vice-president to vice-president positions, Serena Fernando, senior consultant for banking and financial services at Robert Walters Singapore, told BT. BT in your inbox Start and end each day with the latest news stories and analyses delivered straight to your inbox. Sign Up Sign Up As for the international players coming to the city-state, 'they often bring in a seasoned investment principal from their international business to set up offices in Singapore and then hire revenue-generating functions like sales and investing, an office manager and typically a compliance professional', she noted. The demand for more private-market specialists in Singapore comes as the total assets under management (AUM) in all private markets is expanding. The figure for all private markets – including credit, equity, infrastructure, real estate, and venture capital – rose to US$150.5 billion as at Jun 30, 2024, according to data compiled by Preqin at BT's request. That is almost equivalent to the US$151.1 billion registered for the whole of 2023. This, in turn, was nearly double the US$82.6 billion logged in 2018. Wealth management growth spurring hiring DBS Private Bank, which manages the wealth of individuals with at least S$5 million in investible asset, saw an even-faster pace of growth. 'Our wealth clients' assets under management in private assets has grown approximately five-fold over the past five years, reflecting the resilient demand for this asset class,' its group head Joseph Poon told BT. Joseph Poon of DBS Private Bank says client holdings of private assets have expanded around five-fold over the past five years. PHOTO: DBS Relationship managers (RMs) at DBS Private Bank do not specialise just in private markets. The bank has been building up its strength to further serve UHNW individuals and families, with a spokesperson saying that it currently employs more than 850 RMs. That number has been growing consistently at a compound annual growth rate of 8 per cent between 2020 and 2024, and the bank intends to hire 130 more RMs this year. Bank of Singapore (BOS), the private banking arm of OCBC, said that it has a dedicated alternative investments team and hires strategically to support growth. BOS had earlier reported a double-digit year-on-year growth in its clients' investments into alternatives in 2024. 'Niche skill set' A battle for talent is emerging as Singapore does not have enough workers with private-market expertise, as this is 'a niche skill set that needs to be fostered in the local workforce', Fernando added. Over at UOB Private Bank, its head of managed product solutions Wong Meng Keet said: 'While we are comfortable with the size of our current team, we also see the potential growth in this area and are aware of the competition for talent should we need to build our team's capacity.' The battle for private-markets talent could heat up as local banks are not the only ones hiring. Samir Subberwal, Standard Chartered's (StanChart) global head of wealth solutions, mortgages and deposits and chief client officer, said that the bank is investing in its private market team. 'Allocations into alternatives for customers, I think, is a trend here to stay. It's a fairly new trend in some ways, in Asia, and it's only been last two, three years, while it's been a very big trend in the North Americas and Europe.' Samir Subberwal of StanChart, says the bank is investing in its private market team. PHOTO: TAY CHU YI, BT StanChart, which has a global team of private-market experts partnering its RMs, has made a few senior hires in Singapore in the past year. These include Nicholas Cheng, the global head of private markets group, who joined in mid-2024. Khoo Kian Jin, also based in Singapore, joined as head of private markets for South-east Asia and South Asia in January this year. Apart from the Singapore hires, StanChart is recruiting for the team in Hong Kong and the United Arab Emirates in the coming months, to respond to growing interest from its clients about accessing private markets. Sovereign wealth fund GIC, which is a significant player in the alternative markets space, has 18 job postings offering full-time positions to those with private markets experience, a check by BT found. Boston and Paris-based asset manager Natixis Investment Managers, with US$1.4 trillion in AUM, including private assets through its affiliates, is recruiting private market specialists as well. 'We certainly have plans to grow our team to add more private markets specialists in order to drive growth in the wholesale space,' Dora Seow, Singapore CEO of Natixis, told BT. In particular, it is expanding its sales force. In December, Natixis hired Johan Lim as head of wealth for Hong Kong, Singapore and South-east Asia. Seow added that there will 'shortly' be an additional recruit fully dedicated to alternatives investments resource for its Hong Kong and Singapore wholesale team.
Business Times
18-05-2025
- Business
- Business Times
Wanted: C-suite and specialist talents to serve ultra-rich
[SINGAPORE] As demand for alternative assets is heating up in Singapore, so too is the need to hire more staff versed in the field. Leading recruitment agencies saw more openings for such roles in the first quarter of 2025, with Robert Walters and Randstad reporting a year-on-year increase of nearly 20 per cent in the number of such job postings in the city-state. To diversify their portfolios, family offices, ultra-high-net-worth (UHNW), and high-net-worth individuals are turning towards alternative investments – a broad class spanning unlisted assets including private debt, private equity (PE) and real estate. The increase in job postings is 'attributed to higher demand for senior talent in origination and structurer, as well as associates and analysts to support due diligence in deals', Lim Chai Leng, general manager of banking, life sciences, construction and property at Randstad Singapore, told The Business Times (BT). In particular, for PE firms that are prioritising value creation of their portfolio companies, there is higher demand for senior roles such as chief financial officer, chief operating officer and investment directors. Private credit firms, on the other hand, are expanding 'quite significantly, and employers are looking for talent with traditional banking backgrounds, particularly senior professionals with a strong client network', said Lim. She singled out robust growth in infrastructure, which is driving hiring for senior bankers. Robert Walters is also seeing job openings for infrastructure roles in PE and private credit, but for the more junior positions such as associates and analysts. Overall, the demand seems to be for the less-senior roles in private markets, with the occasional advertisements for assistant vice-president to vice-president positions, Serena Fernando, senior consultant for banking and financial services at Robert Walters Singapore, told BT. BT in your inbox Start and end each day with the latest news stories and analyses delivered straight to your inbox. Sign Up Sign Up As for the international players coming to the city-state, 'they often bring in a seasoned investment principal from their international business to set up offices in Singapore and then hire revenue-generating functions like sales and investing, an office manager and typically a compliance professional', she noted. The demand for more private-market specialists in Singapore comes as the total assets under management (AUM) in all private markets is expanding. The figure for all private markets – including credit, equity, infrastructure, real estate, and venture capital – rose to US$150.5 billion as at Jun 30, 2024, according to data compiled by Preqin at BT's request. That is almost equivalent to the US$151.1 billion registered for the whole of 2023. This, in turn, was nearly double the US$82.6 billion logged in 2018. Wealth management growth spurring hiring DBS Private Bank, which manages the wealth of individuals with at least S$5 million in investible asset, saw an even-faster pace of growth. 'Our wealth clients' assets under management in private assets has grown approximately five-fold over the past five years, reflecting the resilient demand for this asset class,' its group head Joseph Poon told BT. Joseph Poon of DBS Private Bank says client holdings of private assets have expanded around five-fold over the past five years. PHOTO: DBS Relationship managers (RMs) at DBS Private Bank do not specialise just in private markets. The bank has been building up its strength to further serve UHNW individuals and families, with a spokesperson saying that it currently employs more than 850 RMs. That number has been growing consistently at a compound annual growth rate of 8 per cent between 2020 and 2024, and the bank intends to hire 130 more RMs this year. Bank of Singapore (BOS), the private banking arm of OCBC, said that it has a dedicated alternative investments team and hires strategically to support growth. BOS had earlier reported a double-digit year-on-year growth in its clients' investments into alternatives in 2024. 'Niche skill set' A battle for talent is emerging as Singapore does not have enough workers with private-market expertise, as this is 'a niche skill set that needs to be fostered in the local workforce', Fernando added. Over at UOB Private Bank, its head of managed product solutions Wong Meng Keet said: 'While we are comfortable with the size of our current team, we also see the potential growth in this area and are aware of the competition for talent should we need to build our team's capacity.' The battle for private-markets talent could heat up as local banks are not the only ones hiring. Samir Subberwal, Standard Chartered's (StanChart) global head of wealth solutions, mortgages and deposits and chief client officer, said that the bank is investing in its private market team. 'Allocations into alternatives for customers, I think, is a trend here to stay. It's a fairly new trend in some ways, in Asia, and it's only been last two, three years, while it's been a very big trend in the North Americas and Europe.' Samir Subberwal of StanChart, says the bank is investing in its private market team. PHOTO: TAY CHU YI, BT StanChart, which has a global team of private-market experts partnering its RMs, has made a few senior hires in Singapore in the past year. These include Nicholas Cheng, the global head of private markets group, who joined in mid-2024. Khoo Kian Jin, also based in Singapore, joined as head of private markets for South-east Asia and South Asia in January this year. Apart from the Singapore hires, StanChart is recruiting for the team in Hong Kong and the United Arab Emirates in the coming months, to respond to growing interest from its clients about accessing private markets. Sovereign wealth fund GIC, which is a significant player in the alternative markets space, has 18 job postings offering full-time positions to those with private markets experience, a check by BT found. Boston and Paris-based asset manager Natixis Investment Managers, with US$1.4 trillion in AUM, including private assets through its affiliates, is recruiting private market specialists as well. 'We certainly have plans to grow our team to add more private markets specialists in order to drive growth in the wholesale space,' Dora Seow, Singapore CEO of Natixis, told BT. In particular, it is expanding its sales force. In December, Natixis hired Johan Lim as head of wealth for Hong Kong, Singapore and South-east Asia. Seow added that there will 'shortly' be an additional recruit fully dedicated to alternatives investments resource for its Hong Kong and Singapore wholesale team.
