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Staffing News Online

NJSA's Staffing News Online is a monthly e-newsletter that is available to the staffing industry.  The content for Staffing News Online comes directly from our industry partners.  If you are an NJSA industry partner and would like to submit content for Staffing News Online, please email office@njsa.com with your article.

  • Monday, March 16, 2020 12:14 PM | Denise Downing (Administrator)

    Due to the CDC’s recently issued recommendation to avoid gatherings with more than 50 people over the next eight weeks, NJSA has made the difficult decision to postpone the 2020 Executive Leadership Conference & Golf Outing.

    All Atlantic City casinos will be shutting down in the evening of March 16th for at least two weeks. As a result, we are unable to identify the new dates until the casino reopens. We will be targeting a new date for June 2020. As soon as we confirm the new date, notifications will be sent to all.

    Thank you again for your continued support of NJSA and your patience as we work to reschedule the conference.


  • Thursday, March 12, 2020 9:46 AM | Denise Downing (Administrator)

    The American Staffing Association is working swiftly to provide staffing companies with the information they need regarding COVID-19. Please click here for updates:  https://americanstaffing.net/coronavirus/

  • Friday, February 28, 2020 10:20 AM | Denise Downing (Administrator)

    Submitted by Haley Marketing

    Your staffing or recruiting firm would never knowingly discriminate against any individual (especially a job seeker) with disabilities, but...

    Could your staffing technology (i.e., your website) be discriminating?

    When it comes to ADA compliance for staffing websites, there’s a lot to know, including several regulations and guidelines that could impact your site:

    • Title I of the Americans with Disabilities Act (ADA) of 1990
    • ADA Standards for Accessible Design
    • Web Content Accessibility Guidelines (WCAG) 2.0 & 2.1
    • Section 508

    While each is unique, they all have a similar goal: to make electronic and information technology accessible to people with disabilities (e.g., color blindness, vision disabilities, hearing disabilities) in a way that is comparable to the access available to others..

    So, what qualities should an ADA-compliant staffing website have?

    Unless you’re both a technology and WCAG compliance expert, it can be challenging to understand how all these guidelines impact your website. So, we did it for you. Below, we summarize the four primary qualities of an ADA-compliant website:

    Your website must be PERCEIVABLE.

    • Provide text alternatives for non-text content. This impacts things like pictures, videos and even contextual meaning in your graphics or images.
    • Provide captions and other alternatives for multimedia. Video closed captioning or transcripts can improve access for hearing-impaired individuals.
    • Create content that can be presented in different ways, including by assistive technologies, without losing meaning. Make sure individuals can adequately process your content with technology such as screenreading software.
    • Make it easier for users to see and hear all the content on your website.

    Your website must be OPERABLE.

    • Make ALL functionality available from a keyboard. If visitors must use a mouse for your website, it’s not ADA-compliant.
    • Give users enough time to read and use content. For example, check the speed at which slideshows scroll.
    • Do not use content that causes seizures or physical reactions. Images and colors that flash can create problems.
    • Help users navigate and find content. Would a visually impaired individual using assistive technology be  able to find their way through your site to access the information they need?
    • Make it easier to use inputs besides a keyboard. Screen readers should work well with your site.

    Your website must be UNDERSTANDABLE.

    • Make text readable and understandable. Scrutinize your font sizes: Is it large enough to be readable?
    • Make content appear and operate in predictable ways. For example, the way someone tabs through your site must be logical and consistent.
    • Help users avoid and correct mistakes

    Your website must be ROBUST.

    • Maximize compatibility with current and future user tools. Nobody has a crystal ball, but at a minimum, your site should work well with accessibility tools like screen readers.
    • Make sure someone is staying on top of compliance changes and technology trends, so you’re able to continue meeting WCAG guidelines.

    Need help navigating ADA compliance issues?

    That’s what we’re here for! Our WCAG compliance experts know what goes into a compliant website, and we’ve revamped our Starter and Custom Sites, as well as our Job Board, to comply with WCAG 2.0. To learn more, contact a marketing educator today.  

    Click here to download the article in PDF format.


  • Friday, February 28, 2020 10:14 AM | Denise Downing (Administrator)

    Submitted by Assurance

    With technology playing a larger role than ever in the workplace, adhering to measures that improve cyber security should play just as large, if not larger, of a role alongside it. Take, for instance, a staffing company that keeps private and personal information on their computer systems that easily identifies clients or employees. Now consider what would happen if this sensitive data falls into the wrong hands via a network security breach. Well, to put it simply, this can lead to fraud, identity theft or similar cybercrimes.

    Data Privacy Going Nationwide

    All 50 U.S. states now require the protection of sensitive consumer information and the reporting of any and all data breaches. This also permits imposing punishments for any businesses who fail to comply with these data privacy laws. Due to the prevalence of federal and state data privacy laws impacting the workplace, employers may want to scrutinize their existing privacy rules to ensure they’re compliant.

    Managing Cyber Liability Risk

    It truly does not matter the size, location or industry when it comes to a cyber-attack – it can happen to you. What does matter is complying with privacy regulations and ensuring proper safeguards are in place to minimize risk and/or the fall-out of an attack.

    Here are eight ways you can minimize your company’s risk of a cyber- attack:

    1. Develop and implement an appropriate cyber security policy
    2. Create a formal process to update software, firewalls and anti-virus programs
    3. Safeguard mobile devices that hold sensitive personal data with encryption codes
    4. Safeguard personal information within the workplace, segregating payment information and personal details on a separate part of the network and restrict access
    5. Implement regular staff training on security procedures and privacy regulations
    6. Have a breach response plan in place
    7. Investigate a company’s security practices before outsourcing any business functions, such as payroll, web hosting or data processing
    8. Have an insurance policy in place to cover this type of liability

    Next Steps

    To learn more what you can do to overcome a cyber-attack, be sure to check out our e-book on cyber liability. Be sure to also get in touch with a member of the ‘A’ Team today to discuss the right policy for you.  

    Click here to download the article in PDF format.


  • Friday, February 28, 2020 10:13 AM | Denise Downing (Administrator)

    Submitted by Avionte

    The employment landscape is changing faster than ever before and the struggle to find talent is at an all-time high. In order to stand out against the competition in such a tight, fast-moving, ultra-competitive recruiting environment, communication with top talent during the hiring process is critical.

    According to CareerBuilder, “the No. 1 frustration during the overall job search is the lack of response from employers (cited by 52 percent of all job seekers)” and “81% of job seekers say employers continuously communicating status updates to them would greatly improve the overall experience.”

    Poor communication and poor experiences during the hiring process can cost you top talent. To build strong, successful relationships with your talent, transparent and consistent communication is essential for building trust and credibility. There are a number of points throughout the process that can help you build this trust and credibility with your talent with quick and thorough communication.

    10 Ways to Communicate with Talent to Build Trust and Credibility:

    1. Confirm that their application has been received
    2. Let applicants know if they were selected for an interview
    3. Follow-up with candidates to see how their interview went
    4. Let them know if they made it to the next round
    5. Communicate the hiring timeline and process you’ll follow
    6. Let all candidates know as soon as a final offer is accepted
    7. Ask for feedback about the recruiting process
    8. Once an offer has been accepted, communicate the onboarding process and timeline
    9. Prior to their start date, provide ‘first day on the job’ logistical information, such as work address, start time, dress code, what to expect, etc.
    10. Don’t just wrap up communication once they start work, follow-up on their first day and set regular check in points to make sure you show your talent you care about their experience at work as well!

    About Avionté

    Avionté is a leader in enterprise staffing and recruiting software solutions, offering innovative end-to-end staffing solutions to over 900 customers and 25,000 users throughout the U.S. and Canada. Avionté delivers a robust platform for clerical, light industrial, IT and professional staffing firms to maximize profits and boost productivity.


  • Wednesday, January 29, 2020 1:46 PM | Denise Downing (Administrator)

    Submitted by TAC Benefits Group

    What is the status quo? It usually goes something like this. Your broker delivers a renewal from your current commercial carrier. The renewal is typically delivered 60 days prior to renewal and is around a 23% increase in premium from your prior year. Your broker promises you a market search for a better price. After going to the market, they come back with 2 quotes, 3 declined to quote, and some alternatives being offered by the current carrier. They negotiate with the carriers and come back with a 12% increase if you switch carriers (disruption), and you increase your deductibles and copayments. You accept this position in the final weeks before renewal and move on hoping next year will be better. Next year you repeat the same exercise, because it has to get better at some point, right? Wrong!!!

    Health insurance premiums have increased by 0ver 200% since the year 2000. Employer contributions have increased just under 200%, and employee contributions have increased around 250% in the same time period. This is clear evidence that “the status quo must go”.

    *Data provided by The Kaiser Family Foundation Benefits Survey 2000-2019.

    Many employers, including those with under 100 employees, have resorted to utilizing self-funded programs to control their cost through increased transparency. In 2019, 35% of small employers (defined as 3 to 199 covered employees by KFF) are now in self-funded plans, as compared to less than 20% in the year 2000. This is a trend that industry experts expect to continue to grow, so much so that some states are fighting back against small group self-funded health plans, specifically New Jersey. You might ask why the state would want to eliminate programs that help small employers reduce their health insurance cost. The answer is simple, special interests and taxes. You should consult with your broker or advisor to see if self-funded programs would be beneficial to you as an employer.

    How does a self-funded plan help a small employer to control the costs? Isn’t self-funded too risky for a small employer? Self-funded plans provide complete transparency as to how your healthcare spend is being utilized. This transparency helps your broker negotiate with the underwriter based on your utilization, and allows your TPA/Broker to use your data to promote cost saving programs specific to your spend. Small group self-funded programs have been designed to eliminate the risk typically associated with self-funded plans through proper placement of stop loss insurance.

    Since the mid-1980s employers have been told that the best way to lower costs is to utilize a carriers PPO network to receive deep discounts on billed charges from healthcare providers. It is true that carriers such as Blue Cross, United Health Care, Cigna, Aetna, Amerihealth, and Oscar can offer discounts as high as 60% off of billed charges. However, there is no federal or state legislation on the books, or even being considered, to regulate billed charges. Each hospital and facility have their own unique chargemaster. These chargemasters can differ considerably for procedures performed by the facility.

    The below illustration provided by Healthcare Blue Book emphasizes the significant difference in pricing between facilities situated in close geographic proximity.

    ** Data provided by Healthcare Blue Book

    As illustrated the same procedure for a colonoscopy screening can differ by as much as 800% from one facility to another. Price transparency is another way to control health care spending in your plan.

    Besides transparency and properly placed stop loss insurance, what else can I, as an employer, do to reduce my benefits costs? Referenced Based Pricing (RBP). RBP is a data-based reimbursement tool, resulting in employer savings of 20% to 30%.

    RBP eliminates the commercial carriers’ capacity to protect their most valued asset, their providers, via their high cost PPO arrangements, and place the focus back on the patient.

    What is Referenced Based Pricing and how does it save me money? RBP is a healthcare cost containment model that limits what a group health plan will pay for certain high-cost services including hospital and outpatient facility charges. There are a variety of reference-based pricing strategies employers can implement. Most often, the reimbursement rate is 120 percent to 200 percent of Medicare for a given service, based on what's reasonable in terms of the local health care market.

    The key to implementing a referenced based plan, is employer buy-in and understanding of the product. Employers should take some time to understand the concept of RBP, which will result in significant savings on their benefit spend. Implementation of RBP requires strong communication to the employees, which should be created by your broker. Your broker should do employee meetings whenever possible to educate employees and provide them with the tools they need to navigate the program.

    Michael Cleary and his team at TAC Benefits Group will be presenting on Referenced based pricing and healthcare pricing transparency at the NJSA Law Conference on February 13, 2020.

    Click here to download the article in PDF format.


  • Wednesday, January 29, 2020 1:43 PM | Denise Downing (Administrator)

    Submitted by Assurance

    The insurance marketplace is recurrent in nature. When the market is soft, insurance carriers are competing for business; therefore, rates are lower, underwriting criteria may be more flexible, and coverages are broadened. When the market is hard, there’s a reduced supply of insurance causing coverages to be narrowed and rates to be generally increased.

    Since the beginning of 2019, we’ve experienced a rapidly hardening insurance market. Auto liability has been increasing for some time, as evidenced by Q1 2019 being the 31st quarter of consecutive rate increases for that line of coverage. In Q2 2019, accounts of all sizes experienced moderate rate increases, with an average increase of 5.2% across all lines. Clients with poor loss experience have seen significantly steeper increases or non-renewals from their carrier.

    What Contributes to a Hard Market

    • Adverse loss trends/catastrophic losses
    • Decreased carrier capacity
    • Decrease in carrier investment returns
    • Lack of Reinsurance

    What to Expect in a Hard Market

    • Premium increases/lack of affordable coverage
    • Increased scrutiny on submissions – requests for additional applications, historical data, detail on losses, controls, and exposures
    • Restrictions in coverage – via policy forms or requirements for increased retentions
    • Unavailability of higher limits or coverage enhancements
    • Conditional or non-renewal notices
    • The need to change carriers, work with a greater number of carriers, or obtain coverage through the excess/surplus lines marketplace

    How to Survive a Hard Market

    • Stay ahead of the renewal process and communicate early with your broker to identify how you will be impacted.
    • Be prepared to provide much more detail at the time of renewal.
    • With shrinking capacity, carriers will be decreasing the number of brokers and wholesalers they work with. Be sure to partner with a broker with strong carrier relationships and knowledge of your industry.
    • Work with your broker to review your policies and procedures to understand where improvements can be made to secure more favorable quotes or reduce your liability to uninsured losses where coverage restrictions are imposed.

    For additional information on liability insurance, be sure to check out this e-book.

    Click here to download the article in PDF format.

  • Wednesday, January 29, 2020 1:40 PM | Denise Downing (Administrator)

    Submitted by Urbach & Avraham, CPAs

    Business owners should periodically review all operations and ascertain if you are doing business in additional states. No matter where your company is headquartered, there’s a good chance you conduct business across other state borders. How do taxes work in this situation? Learn about multi-state taxes to ensure that your business is registered with each appropriate secretary of state and collecting and submitting the proper taxes.

    If your business is headquartered in one state, but you sell your products across the border, do you have to pay taxes in the recipients’ state? This answer depends largely on whether you have what is referred to as a “nexus,” meaning an establishment in the recipients’ state.

    What is a nexus or an establishment? The following might create a nexus in a given state:

    • A temporary or permanent office
    • A warehouse
    • A storage locker
    • A sales representative based in that state

    Each state may have slightly different interpretations of how the rules work, further complicating the issue. Take for example, New Jersey, which does a lot of cross-border business with New York and Pennsylvania. NJ says any of the following may create nexus:

    • Selling, leasing, or renting tangible personal property or specified digital products or services
    • Maintaining an office, distribution house, showroom, warehouse, service enterprise (e.g., a restaurant, entertainment center, business center), or other place of business
    • Having employees, independent contractors, agents, or other representatives (including salespersons, consultants, customer representatives, service or repair technicians, instructors, delivery persons, and independent representatives or solicitors acting as agents of the business) working in the state

    Regulatory changes and court cases can change this interpretation at any time. States are desperate for revenues and are ingenious at identifying out-of-state businesses operating in their jurisdiction. With a sales tax in 45 states, it’s essential you are in compliance.

    BY: Pamela Avraham, CPA, Partner, Urbach & Avraham, CPAs which provides accounting and tax services to staffing agencies. Firm may be reached at 732-777-1158 or pma@ua-cpas.com. Firm website is www.ua-cpas.com

    Click here to download the article in PDF format.

  • Wednesday, January 29, 2020 1:37 PM | Denise Downing (Administrator)

    Submitted by Avionte

    Let’s face the facts, the unemployment rate is the lowest it’s been in decades, creating a very tight talent market that over 20,000 staffing & recruiting firms (among others) are competing for.

    So how does the lone staffing firm truly stand out?

    After consulting with staffing experts, doing extensive research and performing a few experiments of our own, we found one truth: a strong candidate experience attracts top-tier talent.

    Listed below are eight, hand-selected tips to improve candidate engagement (from marketing to application).

    Tip 1: Limit the Number of Clicks to Your Job Listings Page

    It shouldn’t take the help of Indiana Jones to discover your primary job listings page. Make it nearly impossible to miss the button or CTA that takes candidates to your direct job listings page. The more clicks, the less user-friendly and ultimately, the higher the chance of a bounce.

    In the example below, candidates only have one button to reach the complete list of jobs that they can then filter and sort based on what they are looking for.

    Tip 2: Experiment with Different Partner Content Networks

    In most cases, staffing websites are not the primary destination for candidates, they’re typically being driven there through internet search or from a partner network. If you think about what Glassdoor, Careerbuilder and Google Jobs all have in common, it’s driving traffic to your website. The trick is figuring out which one(s) bring the most traffic and then investing in that platform.

    If you have Google Analytics, you can determine a basic understanding of which social networks drive the most traffic to your website by watching this quick video below. For a deeper understanding, it’s worth investing in business intelligence software.

    Tip 3: Optimize Job Descriptions for SEO

    The more partner networks your job posting is shared across, the greater your SEO rankings are, right? Not necessarily. Sharing across most, if not all partner networks can boost traffic, but keeping your content consistent is the key for ranking. To ensure your job listings are optimally posted, check to make sure your keywords (job title, location, etc.) are consistent across all of your job board URLs.

    The example below is from a third-party job board that posted a marketing manager position in Minneapolis that uses the keywords, “Marketing, Manager, Minneapolis” in the same URL. All three of these keywords are consistent their own unique job board URL, unlocking the highest chance of achieving top search results.

    https://www.indeed.com/jobs?q=marketing%20manager&l=Minneapolis%2C%20MN&rbc=Horizontal&jcid=cabecef733f6cfcf&jt=contract&vjk=71ba9814aca445ca

    Tip 4: Consistent Look and Feel Goes a Long Way

    Imagine shopping for a new phone on Apple’s website. You select a phone you’re interested in but when you click on the link, it takes you to a third-party website that has an entirely different look and feel than what you’re familiar with. You question the validity of the site and feel like it’s sketchy, so you bounce.

    In today’s era of ever-increasing cyber security attacks, it’s critical to provide a consistent look and feel across your entire web presence to build trust. Within your primary job board, ensure a consistent experience from that of your website. Include the same iconography, style and quality to offer an engaging candidate experience.

    Tip 5: Mobile–Friendly

    With 85% of candidates using mobile devices to apply for jobs, make sure your website is mobile–friendly for an easy way to improve candidate engagement. To determine how mobile-friendly your website is, simply plug your URL into this handy (and free) mobile-friendly test from Google for an instant answer.

    Tip 6: Include Social Profiles for Added Ease of Application

    Social sites like Facebook, LinkedIn and Twitter are essentially additional landing pages for your job posting where you get to control the narrative and experience. Additionally, simply having the ability to share a job description socially offers increased exposure. Consider the following situation:

    A Software Engineer is passively looking for a new opportunity and runs across your Software Engineer position. After reading the description, he decides it’s not the right fit. However, having spent his entire career in technology, he knows of friends and colleagues who may be interested. With one click of a social share button, the candidate can instantly share it to their social network or privately send the link via smartphone to their friend(s).

    Tip 7: Simplify the Form Fields, the Less, the Better

    Form fields are great for capturing information, qualifying candidates and much more but they do come with a weakness, bounce rate. In general, the more form fields, the higher the bounce rate. It’s generally accepted that three or less form fields offers the best chance of a low bounce rate but it’s often not practical for staffing firms who are trying to capture pertinent information for their ATS.

    The trick is engaging candidates. Look at your current form fields and determine what is not necessary and what is. What form field(s) would cause a candidate to leave? Can you still capture the information you need without it? If it’s not required, get rid of it. If you’re up for it, try running A/B tests to see what your magic number of forms is.

    Tip 8: Keep the Entire Application Process to less than 90 Seconds

    After conducting some experiments, we found the longer it takes an applicant to get through the application process, the higher the chance they bounce. For the best chance of success, keep your entire application process to less than 90 seconds.

    Interested in more tips on how to improve candidate engagement? Check out our page dedicated to helping build a strong candidate engagement process.

    About Avionté

    Avionté is a leader in enterprise staffing and recruiting software solutions, offering innovative end-to-end staffing solutions to over 900 customers and 25,000 users throughout the U.S. and Canada. Avionté delivers a robust platform for clerical, light industrial, IT and professional staffing firms to maximize profits and boost productivity.

    Click here to access the article on Avionte's website.


  • Monday, January 20, 2020 10:47 AM | Denise Downing (Administrator)
    Click here to access the article on Withum's website.

    Submitted by Withum

    In December 2019, the Internal Revenue Service finalized a new Form W-4 (Employee’s Withholding Certificate).

    Form W-4 is required to be completed by employees to provide employers the required tax withholding on compensation earned by the employee. The form was redesigned with the intention to reduce complexity and provide better accuracy in regard to taxpayer’s withholdings. With one year complete under the Tax Cuts and Jobs Act (“TCJA”), this form should allow employees to better estimate their tax withholdings to be more accurately aligned to their expected tax liability, which was subject to criticism by taxpayers who received smaller refunds than expected during the 2018 tax filing season under TCJA.

    Although a new form has been issued, not all employees are required to complete the Form W-4. Only employees receiving compensation for the first time from an employer after 2019 (i.e. 2020) are required to complete the form. Should a new employee not complete and return the Form W-4 before their first paycheck, the employee should be treated as a single filer with no other adjustments. Therefore, tax withholdings will be taken into account as if the employee was single and eligible for a standard deduction.

    Any employee who has previously completed a Form W-4 is not required to complete the new form until such time the employee wishes to adjust their withholding. Employers may request existing employees to complete the new Form W-4, but those employees are not required to complete the form and employers are required to withhold amounts consistent based on the forms previously provided.

    The new Form W-4 has removed the withholding allowances which was calculated on the previous form. The allowances were typically tied to personal exemptions which, under the new tax law, cannot be claimed and are, therefore, no longer relevant for the form.

    The new Form W-4 is segregated into 5 steps. As indicated above, the form was introduced to simplify the process. Only Step 1 (Personal Information) and Step 5 (Signature) technically require completion. Selecting your filing status (single or married filing separately, married filing joint, head of household) in Step 1 and signing the form will set up tax withholdings under the assumption of the taxpayer claiming the standard deduction for the filing status selected.

    Within Step 2 of the new Form W-4, taxpayers can elect to perform calculations based on the taxpayer having multiple jobs or in the situation where the taxpayer’s spouse works. The form offers three methods of calculating the appropriate amount of withholdings:

    • The first is the tax withholding estimator. This should be used if you expect to work only part of the year, have self-employment income or want the most accurate withholding for multiple jobs. This site guides you through voluminous questions, similar to providing information for your tax return to calculate an estimate of the proper tax withholding based on the information provided. Upon completion you can even print a pre-filled form, which includes an amount of extra withholding as necessary on step 4c of the form.
    • The second method utilizes a multiple jobs worksheet. This worksheet utilizes a table where you are provided a tax withholding amount at the intersection of higher paying job axis and lower paying job axis. The amount from this table is inserted into the worksheet and the amount is divided by the number of pay periods during the year. The amount is included on step 4c of the form.
    • Lastly, the third options is a checkbox and should only be used if you have two jobs that have similar pay. The same should be done on the W-4 filing for your other job. This option is very broad and should be used cautiously in determining appropriate tax withholding.

    Step 3 allows you to adjust your withholdings for expected claimed dependents on your tax return, based on meeting the required income threshold prior to phase out of the child tax credit. Qualifying children (less than 17 years of age) reduce the amount by $2,000 per dependent and any other dependents amount to a reduction of $500.

    Step 4 provides the employee opportunity to make adjustments to tax withholding for other income, deductions or extra withholding. Within this step (4a), employees elect to include amounts of other income that typically are not subject to tax withholding (interest, dividends, retirement income). By including these amounts, tax will be withheld from payroll compensation to account for this other income. This should not include other jobs or self-employment income as those are accounted for in Step 2. If the taxpayer can claim deductions in excess of the standard deduction for their filing status, the taxpayer can adjust their withholding for the additional deductions expected to be claimed on the tax return. The instructions to the form include a deductions worksheet to calculate any additional deduction.

    Simplification of the form may be the case for taxpayers eligible for the standard deduction. However, for those with more in-depth returns, the completion of Form W-4 is much more complicated. One might even reach the point where they essentially complete a preliminary calculation of their tax return. But in the end you will get a more accurate tax withholding estimate, which is presumably the reason the form is completed in the first place.

    Click here to view the article on Withum's website.


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