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CDI Corp. Reports Fourth Quarter and Full Year 2011 Results

CDI Corp. News Release (02/28/12)

CDI Corp. today reported results for the fourth quarter and full year ended Dec. 31, 2011. For the fourth quarter, the company reported revenue of $268.0 million, an increase of 8.0% versus the year-ago quarter. CDI Corp. reported a fourth quarter net loss of $0.7 million, compared with a net loss of $14.9 million in the prior year quarter.

For the year, the company reported revenue of $1.060 billion, a 14.4% increase over $926.3 million reported in 2010. Net income in 2011 increased to $14.8 million, versus a net loss of $10.9 million in 2010. For the first quarter ending March 31, 2012, the company anticipates revenue increases in the range of 4% to 6% compared with the year-ago first quarter. Beginning in the first quarter 2012, CDI will report on three operating segments: Professional Services Staffing; Management Recruiters International Inc.; and Global Engineering and Technology Solutions.

Heidrick & Struggles Reports Fourth Quarter and 2011 Financial Results

Heidrick & Struggles International Inc. News Release (02/28/12)

Heidrick & Struggles International Inc. today announced financial results for its fourth quarter and year ended Dec. 31, 2011. The company reported 2011 net revenue of $527.8 million, a 7.0% increase over the previous year, with the Americas region up 12.1%. Consolidated net revenue was $127.2 million in the fourth quarter, the same as in the 2010 fourth quarter. Year over year, net revenue increased 4.3% in the Americas for the quarter.

The net loss was $4.1 million for the quarter, compared with net income of $5.2 million reported for the fourth quarter in 2010. The reported net loss for 2011 was $33.7 million, compared with net income of $7.5 million reported for 2010.

Durable-Goods Orders Drop 4%

Wall Street Journal (02/28/12) Eric Morath; Tom Barkley

Orders for long-lasting U.S. goods fell a bigger-than-expected 4.0% in January, as demand for a broad array of products declined, the U.S. Commerce Department reported today. Manufacturers’ orders for goods designed to last at least three years decreased to a seasonally adjusted $206.09 billion. The 4.0% drop was much larger than the 1.1% decline economists surveyed by Dow Jones had expected. Before January, durable-goods orders had increased the three previous months, including gains of 3.2% in December and 4.2% in November. Orders for nondefense capital goods excluding aircraft declined by 4.5% in January—the biggest drop in a year—suggesting concern among businesses about the uneven economic recovery.

Hiring Surges as Detroit Automakers Race to Keep up With Demand

Austin American-Statesman (Texas) (02/27/12) Tom Krisher

Automobile sales are soaring, and auto plants are in need of workers, but the newfound success is straining the factory network of the automakers, as well as the companies that make the thousands of parts that go into each vehicle. Auto executives are hesitant to add too many workers. Still, carmakers and parts companies added more than 38,000 jobs last year, reaching an annual average of 717,000. Automakers have announced plans to add 13,000 jobs this year, mostly on night shifts. However, many parts suppliers are having trouble finding people with the right skills.

Lowe’s, Home Depot Hiring Thousands for Spring Season

FINS (02/27/2012) Damian Ghigliotty

The home improvement chains Home Depot and Lowe’s are hiring temporary workers to meet demand during the busy spring season, and they note that temporary workers can view seasonal employment as opening the door to a permanent, full-time position. Home Depot says around 50% of the seasonal workers hired last year were given permanent positions. The company is hiring 70,000 temporary workers, having filled 20% of the positions already, while Lowe’s is taking on 40,000 seasonal workers. Seasonal employees will work 20 to 25 hours, with wages based on position, skills, and past experience, and job duration based on the market. The companies are accepting online applications for seasonal employees, and they are looking for applicants with customer service skills and previous experience in the retail or home improvement trades.

ASAPro Webinars This Week—Social Media, Employee Safety, Legal Updates

Don’t miss this week’s ASAPro Webinars on hot topics that can help your staffing firm.

This afternoon, attend the ASAPro Webinar “Social Media—Get Beyond the Hype and Find Out the True Business Value.” You’ll learn how staffing and recruiting firms are leveraging social networks in their sales and recruiting efforts.

Tomorrow it’s “Safety Best Practices: Successful Incentive Programs.” This is the second in a series of ASAPro Webinars that examine the components of safety best practices. This Webinar is sponsored by People 2.0.

Thursday, March 1, don’t miss the ASAPro Webinar “Ask the ASA Experts—Current Legal and Legislative Updates.” ASA legal experts will discuss current industry legal and legislative issues.

All Webinars take place from 3 to 4 p.m. Eastern time. They’re free for ASA members ($295 for nonmembers) and qualify for continuing education hours toward ASA certification renewal. Register online at

2013 H-1B Visa Season Kicks Off Soon

Lexology (02/27/12) Debra Dowd

Immigration lawyers around the world will be readying H-1B visa petitions over the next month targeting the April 1 filing date. Federal law restricts the number of H-1B visas available each fiscal year to 20,000 for sponsored individuals with a U.S. master’s degree or Ph.D., and 65,000 for sponsored individuals with a bachelor’s degree (or higher) regardless of where earned. Once the master’s cap is reached, those with a U.S. master’s degree or Ph.D. will be considered in the regular cap.

As no one can predict with certainty when the cap will be reached, employers needing new H-1B visas for the 2013 fiscal year are encouraged to act immediately to ready their H-1B petitions for filing. A petition must be filed with U.S. Citizenship and Immigration Services before it announces that the cap has been reached in order for the H-1B visa to be available for the fiscal year.

Navigating the Challenges of ADA

BusinessWest Online (02/28/12) Karina L. Schrengohst

Employers can find it difficult to navigate the requirements of the federal Americans With Disabilities Act. Employees may not specifically state that they need accommodation for their disability, and they are not legally required to reference ADA or use the words “disability” or “reasonable accommodation” when communicating to employers. However, supervisors and managers must recognize when a request for accommodation is being made, and under the law, they must provide a reasonable accommodation unless doing so would cause the employer undue hardship. Made on a case-by-case basis, reasonable accommodations could include modified work schedules, time off, wheelchair accessibility, or providing an interpreter, and whether providing such accommodations constitutes an undue hardship is based on the difficulty, disruption, and cost of providing the accommodation; they must be significant to be considered an undue hardship.

Employers also must engage in an informal, interactive dialogue with employees about the limitations caused by their disability and the options for reasonable accommodation. Employees should state an effective and preferred accommodation, and the employers could respond with alternatives, ensuring that they work together on a solution. The law does not mandate that employers provide the employees’ preferred accommodation, and they can choose one that is more cost-effective and less burdensome. Employers should keep in mind that an expanded definition of disability means more individuals are protected by the ADA, and employers are at greater risk of noncompliance. However, they can minimize this risk by ensuring that supervisors and managers are trained to identify when employees need an accommodation and are requesting one, and they should be ready to interact with employees to determine a reasonable accommodation.

EEOC’s Strategic Plan and Five Tips for Employers Seeking a Good Mediation

JDSupra (02/24/2012) Robin E. Shea

The U.S. Equal Employment Opportunity Commission’s strategic plan for the next four years involves focusing on systemic discrimination, enforcement, and making examples of companies. Companies that find themselves caught up in an EEOC enforcement action should use the EEOC’s mediation program, which is free. During the mediation process, refrain from verbally accosting your former employee. Civility can go a long way in resolving the issues at hand. See how much progress you can make with opposing counsel before entering the formal mediation process. If a deal is reached, have it signed on the spot, even if you’ll be putting together a formal agreement later.

Study Takes Mystery Out of Hiring Tech Women

UPI (02/27/12) Mitzi Perdue

According to a new report from the Anita Borg Institute for Women and Technology, companies have many practical ways to hire more women in the science, technology, engineering, and math fields. One thing hiring managers can do to prevent unconscious gender bias during the application prescreening process is to conceal candidates’ names. Furthermore, every open position should include a viable female applicant. Companies can also provide cash rewards to encourage female employees to take advantage of their personal social networks to find female applicants.