McClatchy CEO says he may consider selling stake in CareerBuilder

Gary Pruitt, the chief executive of newspaper publisher McClatchy Co., told an investor conference Wednesday the company would consider selling its 15 percent stake in CareerBuilder, a help-wanted advertising service.

McClatchy, based in Sacramento, co-owns the venture with Gannett Co. and Tribune Co. Earlier Wednesday, the company reported that its overall May advertising revenues tumbled 11.5 percent compared with the same month a year earlier, largely on declines in real estate advertising in California and Florida, where the housing market is weakening.via San Francisco Examiner

Small Business - Why Outsource HR?

Workstream Launches On-Demand Solutions for Mid-market Businesses

BURLINGAME, Calif.--(BUSINESS WIRE)--Workstream Inc. (NASDAQ: WSTM), a leading provider of on-demand compensation, performance, and talent management solutions today announced three new on-demand solutions – Workstream Recruitment Professional, Workstream Performance Professional and Workstream Development Professional – for midsized businesses. Traditionally a large enterprise solution provider, Workstream is now broadening its product line to aggressively target companies with between 100 and 2,500 employees. The new Workstream solutions address a long-ignored need among mid-market companies for on-demand human capital management solutions that can be deployed quickly and work immediately out-of-the-box.via Business Wire

HireRight and SuccessFactors Announce Alliance to Help Companies Streamline the Process of Screening, Selecting and Hiring Job Applicants

IRVINE, Calif.--(BUSINESS WIRE)--HireRight, a leading provider of on-demand employment background and drug screening solutions, and SuccessFactors, Inc., the leader in on-demand performance and talent management solutions, today announced that they have formed an alliance to offer customers an easy-to-use, streamlined, pre-integrated recruiting and screening solution to help organizations hire better and work smarter. HireRight’s expertise and experience in delivering on-demand employment screening solutions complements SuccessFactors’ Recruiting Management Module by providing HR professionals with a quick and efficient way to perform a background check or drug test through HireRight, from within their SuccessFactors solution.via Business Wire

Speaking of Talent...

The War for Talent

Looking for key people? Guy Kawasaki outlines the top 10 areas to focus on when recruiting top talent...

GRAND OPENING! ThinkingHR and Arizona Small Business are now Live!

Today it's official, Arizona Small Business and ThinkingHR business blogs are now Live! Both blogs were created to share news, knowledge and opinions on small business (where we make our home) and topics related to human resources. I started posting on both sites a couple of weeks ago and have received some good feedback and have noticed the sites have been added to some well established blogrolls. Being an entrepreneur and in the HR space for now, 20 years, I've learned that transferring the knowledge between us makes it better for all. Thanks for visiting...more to come! Dave June 14 Announcement

Ceridian Taken Private; Could Hewitt Be Next?

Last month’s $5.3 billion buyout of Ceridian Corp. makes the Minneapolis-based company the latest among a number of HRO providers to go private. Rumors have been circulating for months that Hewitt, which has been struggling to revive its HR BPO business, might go private to get away from shareholder scrutiny.

via Workforce

Virgo Capital Acquires Accord Human Resources

Transaction Provides Accord with an Equity Partner Focused on Growth
AUSTIN, Texas & OKLAHOMA CITY--(BUSINESS WIRE)--Accord Human Resources, a leading provider of outsourced HR management solutions, and Virgo Capital, a private equity firm dedicated to the technology-enabled services market, jointly announced today that Virgo Capital has acquired Accord Human Resources.

via Business Wire

A Father's Day Question: Do Workplaces Need to Be More Father-Friendly?

This was a question that was posed in yesterday's BLR Newsletter (The link is below for you to get access to the full article).

So guys, what's the answer to the question above? Do our workplaces need to be more "Father-Friendly". Whether they are or not the article says we don't really take advantage of the time off programs our companies already have for us.

I am a Father of two teen-age boys (15, and 13). Over the years, I have tried to spend as much time as possible with them; coaching getting involved with school work etc. The BLR article states that the more time we spend with them the better off they'll be. This idea almost seems to be a "no-brainer". In fact, the article goes on to claim that, when asked, 7 out of 10 Fathers say they would take a cut in pay to spend more time with our kids. So why don't we do it?

Learn more about the programs your company offers you and take some time off with the kids-it will be great for all.

Happy Father's Day
Full BLR Article

Authoria Rated “Positive” in MarketScope Report on Employee Performance Management

WALTHAM, Mass.--(BUSINESS WIRE)--Authoria, Inc., the leader in integrated talent management (ITM) solutions, today announced that it has received a “Positive” rating in Gartner’s “MarketScope for Employee Performance Management Software, 2007.”1 Authoria was one of 28 vendors evaluated in the report.
According to Gartner, “During the previous six months, we started to see customers selecting EPM solutions that were more integrated with compensation and succession management. Based on that feedback, we expanded the scope of this MarketScope to include all three areas.” The Gartner report further notes that “EPM is an important linchpin in an emerging broader suite of talent management applications.” Authoria Press Release via Business Wire

Exempt or Non-Exempt?

Proper employee classification now, may mean avoiding expense in the future.

There are three main categories of employees that are generally not entitled to overtime: administrative, professional and executive. These categories are typically known as exempt, but there may be some blurring of the lines. Administrative classification require that those employees have decision-making authority and may be involved with contract negotiations. The professional classification are for those employees with advanced degrees or specific training, but only if they are using those skills while on the job. A lawyer driving a forklift should not be classified as exempt. The executive exemption usually is used for management running the company or a particular business unit. These are all fine lines and mis-classifying employees may cost you. Department of Labor audits usually come on the heals of an employee complaint. If you have misclassified the employee, you may owe back pay for the entire term of that person's employment. In 2006, the Department of Labor collected over $170 million in back wages. In addition to back pay you most likely will have to pay attorney and consulting fees.

Be careful of docking an employee's pay for coming in late, missing a workday or lost company property. When you dock pay you are linking it to the quality of their work. Exempt employees are "guaranteed" regular pay.

If you have questions about proper employee classification, speak with an attorney or business consultant that deals specifically with employment matters; it may help avoid trouble in the future.

Shares of Administaff rise

Shares of Administaff (ASF - Cramer's Take - Stockpickr - Rating) rose 3.3% after the human resources firm boosted its stock buyback program. The company is now authorized to buy up to 10.5 million shares, up from its previous authorization of 9.5 million shares. Year to date, the firm has bought more than 1.2 million shares. Shares were trading up $1.22 to $35.67. The Street.com

SuccessFactoryTM Transforms Software Development

On-Demand Performance and Talent Management Leader Sets New Standards of High-Speed Innovation and Customer-centric Product Development

NEW YORK--(BUSINESS WIRE)--SuccessFactors, the global leader in on-demand performance and talent management solutions, today showcased SuccessFactoryTM, the company’s innovative approach to software development that focuses on rapid innovation and development, continuous improvement to existing software and a total devotion to collaboration. SuccessFactory is on display at SuccessFactors’ SuccessConnect 2007 global user conference in New York City, where attendees have voted on innovative, new product concepts for incorporation into SuccessFactors’ Performance and Talent Management Suite.

via Business Wire

Law Firm Predicts Workplace Wellness Programs Will Become Mandatory

Will the day come when you either join your company's workplace wellness program or be disciplined or terminated? A new report says yes.

Make a list of your company's assets. It will certainly include your facilities and equipment, your in-house talent and proprietary knowledge, and your goodwill.

And these days, there is likely to be one more item: the wellness of your workforce.

That's the opinion of the national law firm, Littler Mendelson, P.C., in a fascinating new report that recently crossed our desk. Titled Employer Mandated Wellness Initiatives: Respecting Workplace Rights While Controlling Healthcare Costs, the 36-page document detailed what it termed a coming "perfect storm" in the employer-paid healthcare plan arena.

"Three forces are combining," declared the report's authors, "threatening balance sheets and in many cases, raising the question of business survival." The forces: accelerating medical costs, rising healthcare needs based on America's sedentary lifestyle, and the coming "talent war" that will make it difficult to reduce healthcare benefits.

Littler Mendelson's solution to controlling what it termed "the healthcare monster"? Wellness programs. The report went on to make the point that, while generally voluntary today, such programs will become mandatory in the future. "Employers will have no choice but to move closer to making workplace wellness a requirement," the authors concluded. From the BLR Daily Advisor

Paychex helps clients get hiring tax credits

(June 7, 2007) — Paychex Inc. introduced Tax Credit Services on Wednesday to help small and medium-sized businesses apply for wage-based tax credits.

"There is a lack of awareness that these are even available to the smaller and medium-size business owners," said Laura Saxby Lynch, corporate communications director. "And for those who are qualified ..., there's a real tax liability benefit for them."

Wage-based tax credits are incentives for hiring that reduce businesses' state and federal income tax liability. They can be used in the current year or can be held to reduce tax bills in future years.

Paychex customers are screened by the service. They are then contacted and educated about possible benefits.

A lot of the program is educational, said Steve Beauchamp, 35, vice president of Paychex product management.

The initial service is free for customers, including the screening and help in obtaining credits. If credits are earned, Paychex will then take 20 percent to 25 percent.

The service has been tested over the last year and has helped hundreds of customers, many who did not know they were eligible, Beauchamp said.

The new service determines eligibility for two types of business tax credits: location-based, which benefit businesses that locate and hire people in designated zones; and job creation, which benefit businesses that hire targeted individuals.

Paychex provides human resources services to small- to medium-sized businesses. The Penfield company has about 543,000 clients nationwide. via Rochester Democrat and Chronicle

U.S. recruitment firm Kelly Services taps China mkt

HONG KONG, June 4 (Reuters) - U.S.-based Kelly Services Inc. (KELYA.O: Quote, Profile, Research(KELYB.O: Quote, Profile, Research, the world's fifth-biggest recruitment firm, said on Monday it was expanding into China by acquiring a staffing company with offices in seven cities in mainland China.

Kelly Services, which is based in Troy, Michigan, said it had agreed to acquire P-Serv, a privately owned company which is based in Singapore but has offices in Hong Kong and seven cities in mainland China, including Beijing, Shanghai and Guangzhou, as well as second-tier cities Chengdu and Suzhou.

It would not disclose how much it had paid for the Singapore company but said the acquisition would enable it to do executive search, middle-management placement and temporary and contract staffing in China.

"We've got a number of multinational clients worldwide who are finding it difficult to find talent in China and want to use a recruitment company that has integrity," Dhiren Shantilal, Kelly Services' senior vice president for the Asia-Pacific, said by telephone.

A shortage of managerial talent in China has created a tight labour market and foreign companies face difficulty keeping staff amid rampant poaching.

Kelly's clients include Intel Corp. (INTC.O: Quote, Profile, Research, the world's top chip maker, which has operations in second-tier cities Chengdu and Dalian. Shantilal said Kelly hoped to expand into three more second-tier cities in the next six to eight months.

He estimated that revenues earned by recruitment companies in China amounted to about US$2 billion in 2006 and would probably reach US$3 billion in 2008.

Foreign recruitment firms have been eying expansion in China since Beijing last year partially relaxed restrictions on investment in the sector.

In February this year Chicago-based Hudson Highland Group Inc (HHGP.O: Quote, Profile, Research, the world's sixth-biggest recruitment company, acquired a Chinese IT recruitment firm to better serve its multinational clients. via Reuters

Shake-Up at Monster

SAN FRANCISCO, June 6 (Reuters) — Shares of Monster Worldwide Inc., the parent of the jobs Web site Monster.com, fell more than 2 percent on Wednesday after it said its chief financial officer was resigning as part of a management shake-up.

Timothy T. Yates will immediately replace the finance chief, Charles Baker, who is leaving to pursue other interests, the company said.

Monster shares fell 2.2 percent, to $44.85, in extended trade, after closing down 28 cents, or 0.6 percent, at $45.86.

The change reunites Mr. Yates, previously finance chief at Symbol Technologies, with the chief executive of Monster, Sal Iannuzzi, who held the same position at Symbol before selling it to Motorola Inc.

Mr. Iannuzzi was named chief executive of Monster in April, becoming the company’s third leader in less than a year. via NY Times.com

Foolish Forecast: Sapient's Ready to Tell All

Patient investors will finally get a peek at updated financial reports for business software and services provider Sapient (Nasdaq: SAPE). It will report full-year 2006 results, quarterly information for last year's second and third quarters, and 2007's first-quarter results, on June 12. Brace yourselves, Fools; this company's dishing out a ton of information. The Motley Fool

Employers Told to Stay Away from Video Resumes

The latest job-searching trend sparks concern over discrimination suits.

That's the advice labor and employment attorneys are giving employers and human resources professionals about video résumés, the latest job-searching trend that has employers nationwide both intrigued -- and scratching their heads. via Law.com

Most Execs Think They Could Outdo Bosses: Study

When it comes to the question of how executives see their bosses, most said: Anything you can do, I can do better.

According to a poll released on Monday by staffing company Korn/Ferry International (KFY), 73 percent of the participants in its Executive Quiz said they believe they could do their boss' job better than their current manager.

Executives from 70 countries worldwide "representing a wide spectrum of industries and functional areas" participated in the poll, which took place in March of this year.

Sixty-five percent of those polled said they aspired to attain their boss' job.

"These results suggest that many of today's executives are feeling 'underemployed' -- or in other words, that their employers are not making full use of their backgrounds and abilities," said Bob Damon, president, North America for Korn/Ferry. "The secret for companies is to identify their high potentials and give them strategic developmental opportunities in order to keep them challenged and satisfied, and best leverage their drive and ambition."

Although they apparently feel they could outperform their bosses, 42 percent of executives polled thought their current manager's performance was "excellent" or "above average." via bNet

Monster U.S. online jobs index rises in May

NEW YORK (Reuters) - A gauge of U.S. online recruitment activity rose for a fifth straight month in May as demand for workers eased slightly but remained strong, a global online careers and recruiting firm, said on Thursday.

The Monster Employment Index rose to 189 points in May from 186 in March and 167 a year ago.

The index showed a year-over-year growth of 13 percent, slower than the 14 percent in April, it said.

"Despite registering a more moderate annual rate of increase compared to the same period last year, the Monster Employment Index has shown stepwise growth in online job availability since the beginning of the year, and also points to a relatively stable U.S. labor market at the mid-point of second quarter," said Steve Pogorzelski, Group President, International at Monster Worldwide.

Fewer industries and job categories showed greater online demand for workers in May compared with April.

Overall, 13 of 20 industries tracked by Monster and 7 of 23 occupational categories tracked by Monster posted increases in online recruitment this month, compared with 16 industries and 19 job categories registering increases in April.

Agriculture, forestry, fishing and hunting category showed the highest rate of increase in online job availabilities in May ahead of the busy summer season for those industries, Monster said.

Online recruitment by the healthcare industry was also strong in May, Pogorzelski said.

In contrast, online hiring in the manufacturing sector remained weak this month, while online demand for high-skilled services workers such as managers and engineers moderated.

On a regional basis, online job demand rose in six of the nine U.S. regions in May, Monster said.

The Monster Employment index is a monthly analysis based on a review of more than 1,500 career sites, job boards and other Web sites. the margin of error is plus or minus 1 percent. via Public News Room