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Electronic
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John Sumser presents the interbiznet Bugler

interbiznet presents The Bugler

October 26, 2006
Preventing JobJacking
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Reveille and Hyperbole:
In support of the more than one million U.S. military spouses located around the world(1), Military.com has announced the launch of SpouseBuzz (www.SpouseBuzz.com), a blog authored by a diverse group of 13 military spouses to address the unique needs of this community. Military.com is the largest military and veteran membership organization and site within the Monster Worldwide Inc., (MNST) network. SpouseBuzz.com was created by Military.com and its constituents in response to the increasing deployment of reservists and National Guard units who sought an online resource and support system within the military spouse community. Presently, the military uses Family Readiness Groups (FRG) to support military families; SpouseBuzz will now complement those efforts, acting as a virtual FRG. Military.com recognized the need for greater support across all deployed families but especially for families that do not have a direct geographical support system.

Executive search firm Christian & Timbers has release an audited "candidate stick rate" of 94 percent for the period of January 2005 through June 30, 2006. Hausser + Taylor, certified public accountants who performed the audit, define stick rate as the percent of candidates placed at a company and still employed by the client company in the same, similar or elevated position. In addition, the firm announced an audited "average number of days to placement" of executives placed in 2005 at 146 days. A placement occurs when the client has chosen a candidate who is placed in the role, whether from an outside hire or an internal promotion. However, 80 percent of the firm's placements took an average of 104 days

The LINE employment expectations index is released approximately five weeks earlier than the Bureau of Labor Statistics' (BLS) Employment Situation Report covering the same period. The current SHRM/Rutgers LINETM survey reveals that compared to October, fewer firms will be expanding employment in November and fewer will be increasing the wage and benefit packages offered to new hires. Much of this slowing is the result of typical seasonal patterns. However, the percentage of manufacturers increasing their employment in November 2006 (55.9%) remains higher than the percentage that expanded employment during November 2005 (47.5%). The growth in job vacancies also remains strong, particularly in the nonexempt manufacturing sector. Firms report continued difficulty in recruiting highly qualified individuals to fill key positions.

Business leaders will meet in Singapore next month to examine developments in outsourcing and offshoring in a global context at The Conference Board 2006 Asia-Pacific Outsourcing, Offshoring and Shared Services Conference: Corporate Transformation through Multi-Sourcing Strategies. The meeting, sponsored by Unisys, The Amherst Group Limited, TPL, and Latham & Watkins, will be held November 8-9 at the Shangri-La Hotel in Singapore.

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Deck Chairs:
Executive search firm Battalia Winston International has added Lisa Tromba to its New York office as a vice president in the firm's industrial practice. Previously a principal at Edward W Kelley & Partners, Ms. Tromba has 15 years of experience in executive search, spanning across several organization functions with a specialization in operations within both industrial and consumer companies.....Legal search firm Major, Lindsey & Africa (MLA) has added Lisa S. Rothblum as a managing director in the New York in-house practice group. Ms. Rothblum will focus on senior level placements in corporate legal departments in New York and the surrounding metropolitan regions....The Jacobson Group, a provider of executive search and human capital services for the insurance, healthcare and financial service industries, has appointed Daniel R. Gattis as senior vice president of Jacobson Executive Search. Based out of the firm's headquarters in Chicago, Mr. Gattis will be charged with the day-to-day operations and strategic positioning of Jacobson Executive Search....Pat Goepel, CEO of Advantec, will serve in 2007 and 2008 on the Board of Directors of the National Association of Professional Employer Organizations (NAPEO). NAPEO represents the $51 billion PEO industry, which delivers Fortune 500 employee benefits and human resources expertise to America's main-street businesses....GMI (Global Market Insite, Inc.), a global market intelligence solutions provider with worldwide headquarters in Mercer Island, Wash., announced that it has strengthened its executive team with the addition of  Judy Loucks as vice president of human resources....

You Should Know:
Global:
Oracle's new plan: Make friends, don't buy them
Its reputation as aggressor safely established, Oracle is now looking to make friends in an industry transformed by its own multibillion-dollar acquisition spree. The software giant this weekend opened the doors of its Oracle OpenWorld customer conference, an event big enough to close off Howard Street in host city San Francisco. Company executives are scheduled to deliver road maps on Oracle's primary products--databases, applications and middleware--as well as its "information management" strategy. Keynote speeches from large partners--Advanced Micro Devices, Hewlett-Packard, Cisco Systems, Dell, and Sun Microsystems--are planned as well. (ZDNet News)

HR specialists learn to trust instincts
Staffing executive Jill Baker Altman has learned to recognize the warning signs: an air of confidence coupled with such offhand remarks as, "I like variety." Translation? Not very well suited for long-term employment. Hiring is an art, not a science. Likewise, picking an employer who will not disappoint is an acquired skill. Most of us get better at it over time. But too often our eagerness to hire or to be hired works against our better judgment. We ignore telltale signs until trouble lands in our laps. (Chicago Tribune)

Demand for Workforce Management Software Surges
The field of workforce management technology has come a long way. Years ago, applications focused on the administrative task of tracking workers' hours to prevent underpayment or overpayment. The products now include sophisticated planning and scheduling tools. Time-and-attendance software products and other applications to manage hourly workers have never been considered exciting or cutting edge. However, the category, also known as "workforce management software," is looking hotter these days, thanks to compliance concerns, new technology and new research. (ECommerceNews)

The stealth interview
Receptionists have big say in job hunt
Everyone is judging you when you go on a job interview.
Or, so you should assume, career counselors suggest. That includes the receptionist, who is not merely there to alert your interviewer to your presence. It's becoming increasingly common for human resources execs to ask receptionists about job candidates' conduct - and to consider that input, said Annie Stevens, a managing partner at executive coaching and outplacement firm ClearRock. (DailyNews)

US:
Wal-Mart Tests New Dress Code

Wal-Mart says it is expanding a test of a new dress code to stores in the Northeast and Southeast. The new dress code includes a dark blue polo-style or dress shirts and khaki slacks or skirts. The company has tested the new look in about 160 stores throughout the country, including 86 stores in Georgia and Texas, where it was first introduced earlier this year. The company says initial feedback from employees has been positive. (HR.BLR)


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Deep Release:
University of Houston Finds Career Management Top-Of-Mind With Alumni

Where to Find Wisdom in the Workplace?

Mergers and acquisitions, increasing competition from the global economy, and changes in corporate HR policies have clearly placed career management responsibility on the shoulders of the American worker. As Generation X and Baby Boomers mature and search for their "true calling" in life, his or her college alma mater is playing a bigger role in this timeless human condition.

Recognizing this need, and as part of University of Houston and Bauer College of Business commitment to serve and support its alumni for a lifetime, the university has partnered with seasonedPRO to produce a unique, two-day Alumni/Professional Recruitment and Career Management Conference, scheduled for November 17-18, 2006 at the UH Alumni Facility-Great Hall.

Designed for those wanting to advance in their current jobs, transfer skills to a new field, or explore more meaningful career options, the conference will bring together a community of experienced and like-minded, well-educated professionals. Included will be "speed recruitment" roundtables hosted by prominent employers such as Oracle, Sysco, UHY Tax/Accounting, FMC Technologies, and BMC Software, informal mealtime networking, panels of executive search and outplacement experts, twelve interactive workshops, a panel of CEO's from local employers, and a town hall meeting facilitated by industry experts.

Richard Bolles, famed author of the best-selling career management and job search book, What Color is Your Parachute, will be the keynote speakers at the conference. The Library of Congress has chosen this book as one of 25 books throughout history that have shaped people's lives. Mr. Bolles will speak on "How to Make Decisions about Your Life."

According to Richard Katz, President of seasonedPRO, "Our mission is to make a significant, positive difference in the lives of educated, professionals and support the efforts of employers in the community to efficiently identify and hire qualified candidates."

Although the conference will be directly marketed to over 50,000 University of Houston and C.T. Bauer College of Business alumni, the conference is open to non-alumni as well.

Earlier this year, SeasonedPRO produced a highly successful event for UCLA, with over 300 alumni attending and 25 high-profile employers in attendance.

For more information about the event, visit www.seasonedpro.com, or call (310) 855.1064 ext 101.

Deeper Still:
Empagio Study of Executives Nationwide Finds Outsourcing Reduces Payroll Tax Penalties Main Reasons for Outsourcing Include Efficiency, Time- and Cost-Savings but Executives Are Not without Concerns

-Reduced payroll tax penalties are only one of the benefits for companies that outsource payroll processes or payroll tax filing, according to the 2006 Empagio Executive Study on Payroll and Tax Filing, a national survey of financial and human resources (HR) executives. Among respondents whose companies outsource, nearly three-quarters (72 percent) report outsourcing has reduced the dollar value and 69 percent report outsourcing has reduced the number of payroll tax penalties.

Nearly all U.S. executives surveyed (96 percent) also believe "time is money." This study seeks to understand payroll and payroll tax filing trends for companies that outsource or retain those processes in-house. The free report may be downloaded at www.empagio.com/survey.

"Executives understand the top- and bottom-line benefits to outsourcing payroll and tax filing," said Randy Cooper, CEO of Empagio. "Many companies today have outsourced for over a decade. And when asked why they outsource, increased efficiency, time and cost savings topped the list. Executives clearly recognize the value of outsourcing even though there are some concerns like the lack of responsiveness and customer service."

According to the majority of executives whose companies outsource, the main reasons for outsourcing are efficiency (68 percent), saving time (47 percent) and saving money (31 percent). Other reasons include fewer headaches (18 percent), more time to focus on other areas of the department (18 percent), reduced errors (17 percent), more time to focus on strategy (9 percent) and customer service (5 percent).

Overall, the majority of executives nationwide (74 percent) report they have some concerns about outsourcing. Of these, 43 percent say lack of responsiveness is their top concern, followed by:

  • Lack of customer service (35 percent)
  • Non-compliant reporting (18 percent)
  • Poor quality or ineffective technology/product (18 percent)
  • Concern that returns will not be completed on time (18 percent)
  • Volume of tracers (six percent)
  • Too many penalties (five percent)

Payroll and Payroll Tax Filing Industry Trends

Forty-three percent of executives nationwide say their organizations outsource payroll tax filing entirely or use a combination of outsourcing and in-house processes or solutions. Twenty-nine percent of U.S. executives currently handle payroll tax filing in-house, using third-party vendor software, while 28 percent say they use a proprietary software or technology program.

When it comes to payroll processing, 35 percent of U.S. executives report their companies outsource payroll services entirely or use a combination of outsourcing and in-house. Thirty-eight percent of executives say their company handles those services in-house using third-party vendor software and 27 percent say they use an internally developed payroll system.

A large variance is seen in the volume of tax agency reporting requirements. Nearly one-third (30 percent) of U.S. executives report their company deals with less than 10 Federal Employee Identification Numbers (FEIN), state and local tax agencies, but nearly the same (27 percent) say they have more than 250. Sixteen percent say their company has 11 to 25, 10 percent say 20 to 50, 11 percent say 51 to 100 and six percent say their company deals with 101 to 250 FEINs, state and local tax agencies.

When it comes to federal, state and local tax agency inquiries or tracers, 44 percent of executives nationwide report they respond to more than 50 tracers annually, 28 percent say they respond to 11 to 50 and an equal number to 10 or less.

Executives today see many challenges when it comes to payroll and payroll tax filing. When asked about their organization's greatest challenge to payroll processing and payroll tax filing executives identify:

  • Remaining compliant with government regulations and legislation (57 percent)
  • Multi-tasking (32 percent)
  • Departmental expertise (23 percent)
  • High employee turnover (21 percent)
  • Late completion of returns (four percent)

When asked about the average number of payroll tax filing penalties received each year, the majority of U.S. executives (70 percent) say their company receives 10 or fewer penalties. Eleven percent of respondents say their company receives between 11 and 25 penalties, four percent say between 26 and 50 penalties, and 13 percent report their company receives more than 50 penalties annually.

According to 74 percent of executives nationwide, the average total dollar value of payroll tax filing penalties their company receives annually is less than $25,000. Seven percent report between $25,000 and $50,000, an equal number between $50,000 and $75,000, and 12 percent say $75,000 or more.

Seventy-nine percent of executives nationwide believe it is important to be able to access payroll and payroll tax filing data via the Internet.

Outsourcing Trends for Payroll and Payroll Tax Filing

More than half (56 percent) of executives indicate their companies outsource at least one payroll or payroll tax filing service. The vast majority (88 percent) of executives whose companies outsource find it important to have payroll processes and payroll tax filing provided by a single outsourced provider.

Of executives whose companies outsource, 40 percent say their company has outsourced for 10 or more years. Thirty-seven percent say their company has outsourced for one to five years, 20 percent say six to nine years and only three percent say their company has outsourced for less than one year.

The majority of executives (58 percent) whose companies outsource say their companies outsource check printing and nearly an equal number (57 percent) outsource checks and electronic fund transfers, including direct deposit of paychecks and electronic transfer of funds. Other tasks managed through outsourcing include:

  • Year-end tax forms (52 percent)
  • Processing services (48 percent)
  • Tax reporting and filing (42 percent)
  • Administration of pay deductions (38 percent)
  • Administration of pay garnishments and wage additions (30 percent)
  • Payments to third-parties from payroll (31 percent)
  • Calculation of net pay from gross (28 percent)
  • Employment verification (17 percent)
  • Reconciliation of payroll errors (14 percent)
  • Timekeeping (11 percent)

According to U.S. executives, when it comes to payroll services and payroll tax filing, the four most valuable services an outsourced solution can provide are filing tax forms with all federal, state and local agencies (44 percent), updates on compliance regulations (39 percent), payroll or ensuring payments are deposited on time, every time (30 percent), and processing or calculating tax liabilities and collecting funds (30 percent). Resolution and inquiries were noted as the most valuable by 17 percent, followed by reconciling (15 percent) and reducing the occurrence of noncompliance penalties (15 percent).

When asked about the most important aspect of outsourcing, more than half (54 percent) of executives nationwide report saving money is "very important," followed by:

  • Fewer errors (48 percent)
  • Time-savings (46 percent)
  • Workflow efficiency (46 percent)
  • Customer service (36 percent)
  • Fewer headaches (32 percent)
  • More time to focus on other areas of the department (32 percent)
  • More time to focus on strategy (31 percent)

While 72 percent of executives whose companies outsource report outsourcing has reduced the dollar amount of tax penalties, 27 percent say the dollar amount remains unchanged. One percent say the dollar amount increased somewhat.

While 69 percent of executives whose companies outsource report outsourcing has reduced the number of payroll tax penalties, 29 percent of U.S. executives indicate outsourcing has not changed the number of penalties their company receives. Two percent say the number has increased somewhat.

While nearly all executives who outsource (97 percent) are satisfied with their current outsourcing provider(s), issues with outsourcing do not go unnoticed. Almost one-quarter (24 percent) of U.S. executives say there is a likelihood they could switch to a new outsourcing provider.

"More than one-third of executives say they are planning to change how they manage their company's payroll and tax filing processes or are reviewing their options," said Cooper. "Our study also shows that 20 percent of executives say their companies no longer outsource due to poor customer service. This data illustrates that outsourcing providers should carefully examine their ability to satisfy customers and build stronger relationships with their clients."

Reporting and Compliance

To stay compliant with payroll tax requirements imposed by various government agencies, companies use multiple avenues to stay compliant. According to the study, half of U.S. executives (50 percent) report they use an in-house system, more than one-third (37 percent) use an outsourced service, 35 percent utilize government periodicals and 23 percent subscribe to Central Clearing Houses (CCH).

The majority of U.S. executives (68 percent) say they often feel the need to customize reports to get needed tax compliance data. Twenty-six percent say they rarely need customized reports and only 6 percent say they never need customized reports.

When asked if Sarbanes-Oxley (SOX) compliance has made it easier or harder to do their job, two-thirds (66 percent) of executives say SOX makes their job harder. One in three (34 percent) say SOX has made it easier to do their job.

Executives are split on the greatest challenge with SOX compliance. Twenty-five percent feel the cost of implementing SOX poses the greatest challenge, an equal number (25 percent) feel the financial burden of staying compliant, and 23 percent the overall hassle of SOX.

Workplace Trends

When asked about the level of respect different departments in the workplace receive, U.S. executives say finance and accounting get the most respect (53 percent). Executive management came in second (49 percent). Bringing up a close third is the legal department (48 percent). On the flip side, sales is seen as the least respected according to 12 percent, closely followed by HR, marketing/advertising/pr and information technology, each listed by 11 percent.

When asked about the most annoying business buzz words used in the workplace, respondents say "value-added," leads the way (42 percent). "Best practice" came in a close second (41 percent) and "core competency" came in third (34 percent).

When asked if their company were a television show, 34 percent of executives compared their office to CSI or "smart and focused," 25 percent likened their company to Survivor or an organization that is "fast-paced, competitive and cutthroat," and 16 percent feel their office could be compared to As the World Turns - in other words, "a total soap opera." Twelve percent of executives describe their company as "quirky and funny," like The Office.

About the 2006 Empagio Executive Study on Payroll and Tax Filing

A total of 209 financial and HR executives participated in this study, conducted online in September 2006. Titles of those surveyed include CEO, CFO, president, vice president, director and manager. Half (50 percent) of those surveyed say their responsibilities cover finance and accounting, 31 percent say human resources and five percent say payroll. Fifty-eight percent of respondents were female and 42 percent were male. This research study can be downloaded for free by visiting www.empagio.com/survey.

About Empagio

Atlanta-based Empagio provides human resources outsourcing (HRO) services to enable a faster transformation of human resources (HR) from mostly tactical to a greater level of strategic execution. Empagio focuses on companies in all industries, from financial services, manufacturing and transportation, to retail and the public sector. The company's solutions range from an on-demand HR management platform to the full spectrum of HRO, including HR, benefits, payroll administration and human capital management, as well as stand-alone services such as payroll tax filing. Empagio provides full administrative processing and customer support via U.S.-based service centers. Owned and operated by HALO Technology Holdings, Inc. (OTCBB: HALO), visit www.empagio.com for more information.

TopUSAJobs.com: Guide to Top Specialty Boards
Where Top Candidates Seek Career Opportunites
Accounting / Finance JobsintheMoney.com
Accounting / Finance CareerBank.com
Call Center CallCenterJobs.com
Consulting ConsultingCareerQuest.com
Diversity DiversityJobs.com
Drivers / Trucking JobsInTrucks.com
Employee Benefits BenefitsLink.com
Enviro/Occup. Health & Safety EHSCareers.com
Executive RiteSite.com
Executive NETSHARE.com
General JobKite.com
Health / Medical HealthJobsUSA.com
Health / Medical NurseTown.com
Hispanic / Bilingual LatPro.com
Hotels / Hospitality HOTELScareers.com
Human Resources Jobs4HR.com
Insurance GreatInsuranceJobs.com
Logistics JobsInLogistics.com
Manufacturing JobsInManufacturing.com
Regional - DE, NJ, NY, PA JobCircle.com
Regional LocalCareers.com
Retail AllRetailJobs.com
Tax Specialists TaxTalent.com
Telecom / Wireless TelecomCareers.net
For more Specialty Boards, visit:
The
Employer's Corner on TopUSAJobs.com
marketing@TopUSAJobs.com

Coming Soon:
 
  HR.com's Employers of Excellence 2006
October 25 - 27, 2006
Red Rock Resort
Las Vegas, Nevada
Register
HR-XML Consortium's Summit
Oct. 25-26
Barcelona, Spain
$265
More Info
Register

Kennedy Information presents
Recruiting 2006
November 8-9, 2006
New York City, NY
$1,195
Register

8th Annual Corporate University Week
Design, Deliver & Evaluate Effective Training
November 13-16, 2006
Disney's Contemporary Resort, Orlando FL.
$2,298
Experienced Alumni Recruitment &
Career Management Conference

November 17-18, 2006
The University of Houston
$215
Register
Bangalore HR Summit 2006
December 15 & 16, 2006
Leela Palace, Airport Road, Bangalore-1,India
$250
Learn More
2007 Corporate Image Conference
January 25 January 26, 2007
Westin New York at Times Square
New York, NY
$2395
Agenda
Human Capital Management Defense (HCMD) Annual Conference
February 13 -16, 2007
$1,797
Arlington, VA
Register
Multicultural Forum on Workplace Diversity
February 20 - 21, 2007
St. Paul Rivercentre
St. Paul, Minnesota.
$495
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Strategic E-HR Conference
Using Technology for Comprehensive Talent & Performance Management
February 28 March 1, 2007
Coronado Island Marriott
San Diego, CA
$2,195
Agenda
2007 AESC Americas Conference: THE NEW RULES
March 7 - March 8, 2007
The Harvard Club
New York City, New York
Staffing Industry Executive Forum
Martch 12-15, 2007
InterContinental Hotel
Miami , Florida
$1,695
Register
Talent Management Strategies Conference
March 22 March 23, 2007
Grand Hyatt
New York, NY
$2395
Register
Nursing Management Recruitment & Retention Conference
May 4-6, 2007
Chicago Hilton
Chicago, IL
 
 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

White Papers and so on:

Lean Staffing Institute on Referrals from The Empower Network. ATS Sourcing Whitepaper written by Jake Firth of JobsInLogistics.com.

Staffing Strategies: Can You Find, Recruit, and Retain the Talent You Need?
Authoria's complimentary white paper

Multigenerational Recruiting Slide Presentation done at OnRec by John and Bridget Sumser.

Virtual Edge offers 7 "Must Haves" of Next Generation Power Recruiting Technology and many other White Papers.

interbiznet and RetirementJobs.com present Boomers to Bust Age Bias? Baby Boomers Redefine Retirement

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