More than 64% of employers expect staffing levels to remain steady in this year’s second quarter, according to a recent CareerBuilder survey. Just 14% said they plan on adding staff. Another 14% will reduce the number of employees, and 7% aren’t sure.

As for 2009 so far:

• 13% of employers increased headcount in the first quarter
• 16% reduced headcount, and
• 60% saw no change.

Companies’ salary plans for this quarter follow a similar pattern:

• 46% expect compensation to stay flat
• 29% expect to give raises averaging from 1% to 3%
• 12% expect raises to range from 4% to 10%
• 1% will give raises greater than 10%, and
• 5% expect compensation to decrease.

The U.S. Citizenship and Immigration Services (USCIS) announced the delay on Jan. 30 in response to a memorandum from the Obama administration asking federal agencies to freeze certain unimplemented regulations.

The rule updating the Form I-9 was set to take effect on Feb. 2, but was pushed back 60 days to April 3. In the meantime, employers should have been using the previous revision (dated 06/05/07 at the bottom of the last page).

That form should still be used until April 3.

Both the current version and the one employers will be required to switch to on April 3 are available from the USCIS here.

Social networking Web sites.

Many HR managers think social networking sites like Facebook and LinkedIn are the new tool most likely to lead to better quality hires, according to a recent survey by PBP Media and Standout Jobs.

When asked which new trend will provide the best improvement to their recruiting process, the HR managers surveyed answered:

• social networking (33%)
• candidate relationship management tools (26%)
• search engine optimization for job listings (20%)
• blogs (5%)
• online video (5%)
• Twitter (2%)
• pay-per-click advertising (2%), and
• other (7%)

One other recruiting tool more companies are relying on this year: their current employees.

When asked where they plan to increase spending and focus in 2009, the top two responses: 22% of HR managers said referral programs, and 17% said internal transfers.

Though provisions to extend E-Verify were dropped from both the economic stimulus package and President Obama’s budget plan, the electronic employment verification system isn’t going away just yet.

The program was scheduled to expire this month, but the budget authorization signed by Obama last week will keep E-Verify running until at least September 30. The original version of the bill would have extended the program’s funding for five years, but that amendment was dropped.

Early versions of Obama’s stimulus bill also included a five-year extension, as well as a provision requiring any company receiving stimulus funds to use E-Verify for new hires. Both those provisions were removed from the final bill.

No money was added for the six-month extension, but the Department of Homeland Security says E-Verify has enough funding to last through September.

What now?

E-Verify’s supporters have been trying to secure a long-term future for the program since the end of last year, but to no avail. The program was first set to expire in November, before a six-month extension was signed by Congress.

That was after ten- and five-year extensions both failed to pass.

What does the future hold? Experts don’t expect calls for a big extension to go away any time soon — Obama has expressed his support for E-Verify, and many members of Congress will likely follow suit.

However, given the program’s recent setbacks, its future is less clear than ever. We’ll keep you posted on any new developments.

Have you used E-Verify? Should the program be extended or just go away? Let us know your opinion in the comments section below.

There may be more talent available than usual — especially when it comes to hiring IT staff.

Officials at oDesk, a job board specializing in contract IT work, says the site has been flooded recently with candidates looking to get hired.

About 20,000 job-seekers posted ads on the site in November, representing a 40% increase from the previous month, Computerworld reports.

The bottom line: Any company still hiring will have a wider pool of applicants to choose from.

Also, oDesk currently lists 4,600 temporary and contract IT jobs — more than double the amount from a year ago. More companies appear to be taking advantage of the cost savings that hiring contractors can provide in many situations.

A new report just released by HR experts at Dice say that seven of 10 recruiters are curtailing IT hiring plans for the coming six months.

This is a dramatic change from Dice’s summer report when only about half of those survey were looking at cutbacks.

Based on talking with more than 1,000 respondents drawn from both corporate hiring managers and recruiting, staffing and consulting companies, the survey shows just how much the economic crisis has hit opportunities for IT pros

When asked, why the time to fill open positions is lengthening, the number one response is now the economy (52%), followed by the inability to find qualified technology professionals (23%) — a reversal of their rankings this summer.

“Given how tight the labor market still is for technology professionals, it is not surprising to see it ease along with the economic retrenchment,” said Tom Silver, Senior Vice President, Chief Marketing Officer. “While the coming months will undoubtedly see more layoffs as companies streamline costs, areas such as virtualization continue to show promise, especially as technology departments seek ways to save money and tighten budgets. In an age of streamlining, technology has never been more important.”

In fact, nearly half (48%) of all respondents admitted layoffs are likely in the next six months. It’s interesting that layoff expectations differ significantly between staffing, recruiting and consulting organizations (63% see it likely) and their potential clients themselves where 27% say technology workforce reductions are likely.

Likewise, 70% of respondents are seeing an increase in the number of candidates applying for positions. This dovetails with the resume trends on Dice as new resumes posted have increased 54% so far in the fourth quarter versus the same time last year.

With more qualified technology professionals competing for a dwindling number of positions, it’s not surprising that hiring managers and recruiters expect starting salaries to flatten. A majority (53%) expect flat salaries, while 27% anticipate paying slightly less than last year to new hires.

So what qualities do IT managers want in job candidates?

The answer can be broken down into two main categories: security backgrounds and soft skills.

Only 54% of the managers surveyed said their staffs had enough security expertise, according to a recent survey by the Computing Technology Industry Association.

Also, more than half said non-technical skills were just as important as tech ability in today’s work environment. Specifically, they’d like to see more:

• writing ability
• aptitude for public speaking
• teamwork experience, and
• curiosity.

Instead of tapping folks who’ve risen through the IT ranks, you may find some of the best job candidates in your own Marketing, Sales, Production, Quality or even Finance divisions.

That’s the latest idea of IT industry experts who say these folks are worth considering because:

1. They already know your business. Hiring from within is often preferable and less expensive. These candidates also understand not only how your business works, but they know your company culture as well.
2. They’re better positioned for leadership. In the past, it’s been uncommon for IT folks to reach the top rung of the corporate ladder. But a leader who’s more well-rounded and has spent time on enterprise-wide projects may have a better shot.
3. You’ll run into less internal resistance for major IT undertakings. It’s easier to cut down on the “us vs. them” mentality when one of “us” used to be one of “them.”
4. IT becomes more well-rounded. The perspective and skillsets you get with folks from other departments — especially the more customer-driven ones — can help make IT better at serving users.

About 72% of businesses plan to cut back on IT hiring, according to a recent InformationWeek survey.

That drop correlates with a decrease in IT department budgets: 39% of companies say their technology budgets have dropped compared to last year, with another 28% saying it’s stayed the same.

Also, 40% said their original budgets planned for 2008 have been lowered in the past few months.

The good news: Though hiring may stay flat, companies don’t seem to be cutting staff. Most say the cutbacks will take place in companies’ budgets for new technology purchases.