Staffing Now, Jan/Feb 2012

STAFFING NOW

VOLUME 11, NUMBER 1, January/February 2012

THE VOICE OF NC EMPLOYMENT PROFESSIONALS

Rob Mosley

Amy Munroe

Jeremy Sisemore

r u o Y v Re s e n i g n E g n i t i u r c e R o b r u t r u o f e s e h t h t s wi r e t n e s e r p d e g r a h c !

2 1 0 2 in Spotlight on Vantage Point, Page 4

Tim Moore

Speaker Topics, Pages 16-17 Prospecting for New Biz, Page 22-23

contents

STAFFING NOW THE VOICE OF NC EMPLOYMENT PROFESSIONALS

Volume 11, Number 1 January/February 2012 Publishing Information PO Box 1810 Hickory, NC 28603 NCASP.com

Editor in Chief | Carol Ashby 4ashby@gmail.com Vendor Partner Relations | Mary Mallett mary@searchpro.com Graphic Designer | Stacey Chacon stacey@staceychacon.com Contributing Writers:

Holiday Inn Resort, Wrightsville Beach NC

Carol Ashby Brandy Barrett Kara Bertoncino Tiffany Crenshaw Karen Connor Joseph Doyle Mark Krajnik Scott Love Mary Mallett

Call now - 910-256-2231 - to reserve your room for the 2012 NCASP Annual Conference

IN THIS ISSUE Page 4 . . . . . . . . . . . . . . . . . . . Vendor Partner Spotlight Page 5 . . . . . . . . . . . . . . . . . . . . . President’s Message Page 7 . . . . . . . . . . Handling Background Screening Disputes Page 8 . . . . . . . . . . . . . . . . . . . . . . Manager’s Corner Page 11 . . . . . . . . . . . . . . . . . . . . . . Member Spotlight Page 13 . . . . . . . . . . . . . . . . . Spring Conference Details Page 14-15 . . . . . . . . . . . . . . . . . . . . . Vendor Partners Pages 16-17 . . . . . . . . . . . . 2012 Conference Speakers Bios Page 18 . . . . . . . . . . . . NCASP Gives Back - Miracle League Page 19 . . . . . . . . . . . . . . . . . . . . . . . Training Events Page 21 . . . . . . . . . . . Build Stronger Working Relationships Page 22-23 . . . . . . . . . . . . . . . . . . . . Prospecting Trends Page 24 . . . . . . . . . . . . . . . . . . . . . . . . Bundles of Joy

Published by

President | Scott Love scott@scottlove.com Staffing Now is published five times per year.

For subscription inquiries, click here.

Archived issues are available online at ncasp.com.

Copyright 2012. All rights reserved.

2 January/February 2012

NCASP.com

Mark your calendars now for the 2012 NCASP Carolina Conference, May 17-19, located in beautiful Wrightsville Beach, NC. The planning committee and members are excited to roll out a fun and engaging cast of speakers and training opportunities guaranteed to refresh, recharge, and revitalize your business for the coming year.

NCASP.com

Sign up today in order to take advantage of the January Special of $299 for the first person of your group, then $199 for everyone else in your office!

Call the Holiday Inn Resort to lock in your reservations, 910-256-2231. Please email Brandy Barrett, brandy@ncasp. com or Marc Cochran, marc@ncasp. com with questions, concerns, ideas and/or feedback. We look forward to seeing you at the beach!

JANUARY SPECIAL! $299 for 1st Registrant $199 for your co-workers

January/February 2012

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4 January/February 2012

NCASP.com

PRESIDENT’S MESSAGE

Say Hello to 2012 Say hello to 2012. This is YOUR year, and the first action step you need to take is to claim it as a success. Achievement is always by design, and I’ve never met a successful person who, when asked why they achieved success, responded by saying: “I have no idea how this happened. I am so lucky and amazed at how I just stumbled upon this accomplishment.” It takes hard work and consistent effort, but it all starts with a decision to achieve.

Make 2012 your year. Claim it. Choose the victory early on and back it up with action and energy. Our group, NCASP, is a collection of achievers who are committed to making a positive difference in our industry. Get involved in our group and you will find several examples of people who are champions in the industry. If there’s anything we can do to help you make 2012 an amazing year for you, just ask.

All the best,

Scott T. Love Scott Love NCASP President www.attorneysearchgroup.com scott@scottlove.com, 828 225 7700 x 701

2012

NCASP May 17-19

Annual Training Conference Certification Immersion and Exams Nationally Recognized Speakers Cutting Edge Sales Training

Hurry!

Discounted price of $299 per person ends January 31!

NCASP.com

January/February 2012

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SILVER SPONSOR

TalentWise believes in the value that NCASP brings to the NC staffing industry and those us who are privileged to be partners. TalentWise is proud to be a returning Premium Sponsor. Our business aligns well with the staffing industry as our mutual clients are looking for a consultative, educational, and trusted partner to build lasting business relationships.

NCASP helps it members and partners remove the commoditized view that our mutual industries so often experience in the market. ~ Joseph W. Doyle, TalentWise 6 January/February 2012

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SILVER SPONSOR

How should candidate inquiries/disputes on a background screening report be handled?

An applicant’s disagreement can be characterized in two manners, as an “applicant inquiry” or as an “applicant dispute”. The subtleties are important, in that a background screening provider should have the ability to handle all communication regarding the screening process with an applicant.

An “applicant inquiry” is defined as when an applicant is not disputing the content of the Consumer Report, but is inquiring as to the nature of why they received a pre-adverse or adverse notification based on the screening process. The background screening company’s client service personnel should be trained to counsel the applicant through the process. Within the constraints of the client’s policy, these specialists can advise the applicant on how to provide supporting documentation to clear up discrepancies that are not the result of someone maliciously falsifying his/her application.

An “applicant dispute” is defined as when an applicant is disputing the accuracy or completeness of their Consumer Report, as defined by the Fair Credit Reporting Act, as amended (FCRA). In this situation, the background screening company’s specialists should be trained how to not only counsel the applicant, but how to initiate the formal FCRA dispute process. That process is executed in accordance with the required FCRA dispute process guidelines. Currently the background screening industry experiences a less than 0.1% successful candidate dispute rate. Please note that inaccuracies that typically result in the successful dispute of information contained in a Consumer Report are most commonly associated with errors in the public and/or private record (i.e., criminal index, credit report) or inaccurate reporting due to an applicant’s common name, but not typically inaccuracies in the screening vendor’s research efforts. It is important to note that all background screening companies, however, should have a substantial E&O insurance (Error and Omission) policy in the event of negligence in their own research and procurement of the consumer report.

The background screening company should handle all reinvestigations in accordance with FCRA requirements.

FCRA has a thirty (30) day timeline for dispute resolution.

The background screening company should work to NCASP.com

complete the process as quickly and accurately as possible.

Specifically, if the accuracy or completeness of a Consumer Report is questioned by the applicant, the background screening company should then gather information from the applicant, determine whether the dispute is frivolous, and re-investigate valid FCRA disputes. The background screening company should confirm whether the information being disputed was correct at the time it was obtained. If they are unable to confirm the accuracy or completeness of the disputed information, the original reported information should be deleted from the Consumer Report.

As mentioned, re-investigations are conducted following FCRA and completed within prescribed timelines. The background screening company should bear responsibility for the activities and costs associated with re-investigations conducted to resolve FCRA disputes.

Should re-investigation result in a change to the original Consumer Report, the background screening company should release an amended or supplemental report to its client and to the applicant/consumer. That report should be denoted appropriately. The background screening company also bears responsibility for providing a Notice of Re-investigation and, if applicable, a copy of an amended Consumer Report to the applicant/consumer.

About TalentWise: TalentWise is the industry-leading Hiring Process Management (HPM) solutions provider, enabling HR, staffing, and recruiting professionals to hire more productively, responsibly, and compliantly. TalentWise is committed to delivering innovative technology and superior customer service and was named a Top Employment Screening and Assessments Provider by HRO Today magazine the last three years and included in Workforce Management magazine s Hot List of Employment-Related Screening Providers the last five years. TalentWise is proud to be an “Annual Sponsor” for Richmond SHRM. For more information on TalentWise’s award winning Background Screening, Assessments, Drug Testing, or OnBoarding services, Please contact: Joseph Doyle, Regional Sales Manager, at 919-359-2097 or via email at jdoyle@ talentwise.com January/February 2012

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MANAGER’S CORNER

An Alternative to Constructive Criticism Scott Love, Attorney Search Group

Constructive criticism is a myth. If it really worked then we’d all be perfect by now.

Remember when someone gave constructive criticism to you? Were you motivated to improve and take their advice or was it just plain awful and you couldn’t wait for that moment to end? The motive was probably well-intentioned by the person that wanted to help you overcome your deficit, but the method of delivery usually ends up developing into a deficit itself.

Consider how you give constructive criticism to your employees when you see an area in them that needs to be improved.

“Why can’t they just take my advice?” you ask yourself when you give feedback to them. You might not visibly see the harm in how you do it, but the veiled and valid emotions that swell up in your subordinates cloud their perspective. The feelings of anger, self-doubt, and insecurity overpower and overshadow any logical desire to improve. The result is a frustrated employee, a frustrated manager, and a deficit that still needs amelioration.

So how can we as managers communicate with our employees in a way that gets the point across without getting them angry? How can we get them to see their areas of weakness and instill within them a desire to improve? To find the answer, I went straight to the source. Dr. Kenneth Christian is the author of Your Own Worst Enemy: Breaking the Habit of Adult Underachievement and the founder of the Maximum Potential Project (www.maxpotential.com). I asked Dr. Christian, a corporate management consultant and former practicing psychologist, the best way that a manager can help an employee overcome a deficit. In other words, what is the model of a “tough love” conversation that a manager can follow when a performance issue needs to be addressed?

First, he says, develop the approach. Tell your employee that your motive is to develop him and to take him to a

new level in his career. “I want to take you somewhere you haven’t been before in terms of your performance. If I could work with you and we could help you to get to a whole other level, would you explore working with me on (area of deficit) and see how far you could go?”

Second, reaffirm the confidence that you have in them. Dr. Christian says to tell your employees that you see something special in them, something that is above normal. Tell them this: “I know you can go farther and that you hold a strong presence of future success. I want to help you get there.”

Third, work with them in appraising their strengths. Ask them the questions

that cause them to find out what it is that causes them to excel. Specifically, what is their value as a member of your team? Why are they able to perform well in certain key areas?

Then move to the “soft spots” in their performance. Specifically, what are those areas that need improvement? Ask them the questions and let them tell you. People usually are cognizant of their weaknesses. By being the leader they can trust, they can admit them to you and together you come up with a plan of overcoming them.

Finally, you should help them leave behind that old identity that they have of themselves and introduce them to the new identity of stronger performance. Include a big upside of what happens when they reach that new level of performance. Help them become comfortable with their success. Be very clear and specific about the upside benefit of this new level of performance to help increase their motivation to achieve at that level.

By following this model of thought and communication, you will build trust, develop a commitment to improve, and, most importantly, create a safe place to discuss areas of weakness. Your employees may never become perfect, but at least they’ll take ownership of their weaknesses and will eagerly embrace a plan for improvement.

8 January/February 2012

Copyright (c) 2008 Scott Love. Scott Love improves recruiter performance by getting recruiters to think at a higher level, to develop a better strategy, to master recruiting tactics, and to develop better work habits. He has created a simple step-by-step system of recruiting success that is replicable. Over 3,000 search firms and staffing agencies from 20 countries have invested in his training tools. Visit his website for free videos, training tools, free downloads, and articles at www.GreatRecruiterTraining.com.

NCASP.com

BRONZE SPONSOR

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payroll processing invoicing financial statement preparation

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Joseph Doyle of TalentWise at our 2011 Spring Conference.

NCASP.com

January/February 2012

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BRONZE SPONSOR

Providing Staffing Insurance Programs for over 15 years.

Property Workers Compensation Health Insurance

General Liability Third Party Fidelity Mini Med Health Benefits

Professional Bonds Life, Disability, Dental & LTC

1-800-849-8013 Scott Cooper and Spruill Alexander provide the knowledge and service that will help your staffing company understand why you need certain coverage and how to purchase the coverage at the most competitive rate. Make the call; you will be glad you did.

Spruill Alexander ext. 204 Scott Cooper

Scott Cooper ext. 226

Web Site: www.Clementins.com

There are two things which have always meant a lot to me over the years when deciding whether to be a part of NCASP, education and relationships.

These two fundamental processes have always been a part of what NCASP has done for me and has done for my staffing companies. If you want to continue to grow your business, better your education and build more and greater relationships. You can and will do this through NCASP. ~ Spruill Alexander, VP, The Clement Companies 10 January/February 2012

NCASP.com

MEMBER SPOTLIGHT

Member Spotlight: Meet Tiffany Crenshaw

Tiffany Crenshaw is the Owner/Manager of Intellect Resources and can be reached at 336-790-8718 or tcrenshaw@intellectresources.com said, our HR Manager and When did you join Intellect Resources?

I founded Intellect Resources in 1999 with a partner and we Tech support consultant are hit the market in 2000. In 2001 I acquired the company and both outsourced because we don’t need full time have been President/CEO ever since. resources in those roles.

Which aspects of your job get you revved up?

Even though I don’t speak with candidates anymore each Tell me about your and every day, I try to connect with several each week professional life before because they truly rev me up. I love talking about their joining your current hopes, dreams and fears and guiding them through the job company. search interview process with our clients. Oddly enough I job hopped like no one would many of my candidates have become clients through the ever believe. Frankly, I was a recruiter’s nightmare. I would years, and I have the good fortune of working with them in not settle for second best and I wasn’t afraid of change. So whenever I landed in a position that made me miserable, I different, but just as rewarding capacities. would try something new. After graduating from UNC with a In which industries and functions does Intellect degree in journalism, I worked for a variety of companies in advertising, marketing, and sales prior to finding my passion Resources specialize?

Healthcare IT. That’s all we’ve ever done. It’s our niche and for recruiting. Someone upstairs had a plan for me because every stop along the journey taught me important lessons our passion. and skills that I’ve been able to implement through my career. In the end, every jump was worthwhile.

What are your primary job responsibilities?

I still love the story of recruiting a candidate who got the job offer and told us he’ll get back with an answer in 6 months. Why did you leave that industry for the recruiting/ Love the candidate, Love the client, but it left us scratching staffing business? our heads because he had already said nothing would stop Total boredom. And, I was not willing to settle for anything him from starting in the next 4 – 6 weeks. In the end, he less than perfect. The tipping point was an interesting run needed a blessing from his church and the person who could in with a recruiter. To demonstrate just how severe the give it was in Tibet or somewhere similar on a trip. That was boredom was and how much of an impression a run in with a new one for me and the HR professionals at the client site. a recruiter had on me, I left a sales position that was moving Luckily they too had a sense of humor and we shared a few to six figure role for a 20,000 recruiting position with paltry laughs. But, how frustrating was that, considering it was commissions. Who in their right mind would have ever done my first recruit with this client. Fast forward over a decade - that? they are still a client today, so we all got through it.

How did your pre-staffing/ recruiting life help prepare you for your current career?

What’s one of your favorite recruiting/staffing stories?

I still love the story of recruiting a candidate who got the job I learned from less-than-perfect bosses who were very offer and told us he’ll get back with an answer in 6 months. successful in their respective crafts. I was able to take what love the candidate, love the client, but it left us scratching I admired about them, apply it in my business, and also learn our heads b/c he had already said nothing would stop him from their weaknesses. from starting im the next 4 – 6 weeks. In the end, he needed a blessing from his church and the person who could give Has your NCASP membership benefited you thus far? If it was in Tibet or somewhere similar on a trip…That was a so, how? new one for me and the HR professionals at the client site. Being able to interact and share stories and suggestions Luckily they too had a sense of humor and we shared a few with other members is invaluable. Until I got involved in the laughs But, how frustrating was that considering it was my organization, I was working in my own silo with no concept first rec with this client. Fast forward over a decade, they are of how we were doing in comparison to others. It helps identify areas that we are doing well and areas that we need still a client today, so we all got through it. some work.

Which aspects of your job would you outsource if you Why did you join the NCASP BOD? could?

I’m not a huge fan of outsourcing as I truly believe you It was an honor to be asked and I’m one that doesn’t like to lose some of your company’s personality when the sit back as a spectator. I like to get engaged. Being on the outsourced positions are not in the inner circle. With that BOD is a chance to get engaged.

NCASP.com

January/February 2012

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BRONZE SPONSOR

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Choose mig- the specialistsWhy in staffing.

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Jon Bartos of The Orange Crush stretches to keep Team Orange in the 2011 Conference Volleyball Tournament.

12 January/February 2012

NCASP.com

2012 CONFERENCE PREVIEW

2012

NCASP

Annual Training Conference

Register today!

NCASP is full speed ahead, preparing for your May 17-19, 2012, annual conference. A fast-paced NASCAR theme, old and new vendor partners, expert national speakers, and fun for everyone. Here’s some of what you can expect this Spring –

When?

May 17-19, 2012 Where?

Holiday Inn Resort, Wrightsville Beach, NC. Call now 910256-2231 to reserve a room at last year’s prices: $154 for Harbor Side and $169 for Ocean View, plus tax and fees.

Tell the hotel you get the NCASP discount.

Certification Opportunity Half-Day Immersion and Certification Exam (more details to come) Spectacular Speakers Rob Mosley, Tim Moore, Amy Munroe, Jeremy Sisemore Entertainment for Everyone Including our annual Beach Party and Volleyball Tournament Vendor Partner Reception: Relax and meet colleagues, sponsors, and speakers during the Thursday evening cocktail party outside on the balcony.

Fabulous Food and Drinks: Seafood feast and open bar both nights! And scrumptious food included each day of the conference.

Conference Registration? Sign up today in order to take

advantage of the January Special of $299 for the first person of your group, then $199 for everyone else in your office!

STAFFING & RECRUITING NCASP.com

Questions? Contact Conference Co-Chairs, Marc Cochran, cochranmarc@gmail.com, 704-464-2192, or Brandy Barrett, brandy@greeneresources.com, 919-862-8602.

January/February 2012

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VENDOR PARTNERS

2012 Annual Memberships GOLD John Walters at Essential StaffCARE “EssentialStaffCARE is a national employee benefits firm specializing in the development of voluntary, payroll deducted insurance products specifically designed for Staffing Industry employees.”

864-527-0474 // (864) 569-8204 // JohnWalters@iagbenefits.com

SILVER Natalia Vidmar at CareerBuilder Internet Career Site 800.960.5203 // natalia.vidmar@careerbuilder.com

Joseph Doyle at TalentWise Solutions Hiring Process Management & Compliance 919-359-2097 // jdoyle@talentwise.com

BRONZE Spruill Alexander at The Clement Companies Liability & Workers Comp Insurance 252-756-8300 x204 // salexander@clementins.com

Jonathan Weiner at Mez Media Digital Marketing Specialists | Web, Email & Video 704-875-2891 // jonathan@mez-media.com

Julie Ann Blazei at Tricom Funding Payroll Funding & Processing 262-509-6225 // jblazei@tricom.com

Jim Shaki at Recuiter Eco The Social Community for HR, Staffing & Recruiting Intel 828-329-4759 // publisher@recruitereco.com

Russ Rymer at Madison Insurance Group Staffing Agency Insurance Solutions 865-963-12224 // russ.rymer@miginsgroup.com

STANDARD BOOTH Dusty McGinty at RCS Risk Management & Loss Control 800-807-7475 // dmcginty@riskcontrolservices.com

Sarah Price at Vantage Point Services Background Checks 800-792-4339 // Sprice@vpscreening.com

Cassie Watkins at Wells Fargo Liability & Workers Comp Insurance 704.556.2569 // cassie@ncasp.com

Danny Ashraf at Monster.com Job boards 646-203-6452 // Danny.Ashraf@Monster.com

Karen Connor at COATS Sql. Fully Integrated Staffing Software 800-481-5894 // cell: 757-650-1566 // kconnor@coatssql.com

George Mavrantzas at Global Cash Card Paycards 888-220-4477 // gmavrantzas@globalcashcard.com

MEMBERSHIP LOGO Cecilia Kelly at US Funding, Inc. Funding your tomorrow…Today. Accounts Receivable Financing 336-812-9767 // cell: 336-382-3295 // Ckelly@usfundinginc.com

“We attend NCASP every year because they are a very active organization and are very dedicated to moving this industry forward.” ~ John Walters, Essential StaffCARE 14 January/February 2012

NCASP.com

Happy New Year to All! Mary Mallett, CPC, SearchPro We are excited to welcome back several loyal Sponsors who join us every year! They have informed us that they are receiving excellent business revenue from their NCASP event customers and new prospect leads.

As sales people and business owners, we all realize that it takes more than one show or one ad to make an impression.

It takes several times for decision makers to hear about your product /service before buying.

Our Sponsors who rejoin us year after year, who speak at our Regional events, and who participate in our Radio Shows and Webinars, are the ones who get the most exposure and the most new business from NCASP. As you travel to other conferences and meet vendors who sell into our industry, tell them about NCASP. Let them know that we can maximize their advertising dollars with 12 months of exposure on our website, newsletter advertising, and high visibility showcasing at our fantastic Spring Conference on the oceanfront.

We are thrilled to hear from our Vendor Partners how much they look forward to the North Carolina conference and that it’s the best one they attend all year! We aim to improve each year, so please know that we welcome your feedback and ideas.

We would appreciate your efforts helping us get the word out about our May 17-19 training conference! We have flyers that promote the Conference to sponsors and hiring experts, and you’re welcome to send those to your customer list and all your staff and colleagues.

And, last, please continue to send articles, press releases, and news about you and your company for our bi-monthly ezine, Staffing Now. Mary Mallett, CPC, Co-Director of Vendor Partner Relations, 704-241-2996, mary@searchpro.com

Welcome to our newest Vendor Partner Danny Ashraf of Monster.com!

Jody Williams & John Walters at our 2011 Spring Conference.

NCASP.com

January/February 2012

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2012 CONFERENCE

2012

NCASP

Annual Training Conference 2012 Speaker LIne-Up

Rob Mosley

Amy Munroe

Rob Mosley is the Sr. Director of Training and Development for Next Level Recruiting Training. Rob comes to Next Level from MRINetwork™ Corporate in Philadelphia, PA, where he served as the Chief Learning Officer, responsible for all training and sales development of 1,100 offices worldwide.

He is a licensed facilitator for Stephen Covey’s The 7 Habits of Highly Effective People. Rob holds master certifications in

Consultative Selling, Performance Coaching, Advanced Sales Negotiation, Strategic Client Communication, and Major Account Planning & Strategy. Rob holds a BA (cum laude) and JD from Baylor University.

Amy Munroe, a Certified Staffing Professional, is an industry veteran with over twenty four years of experience in the staffing industry working with small independent staffing firms as well as large international services. Amy is the president of MTS, Inc and a partner in Staffing E-Trainer which is a web-based training offering for the staffing industry.

engagement. MTS and Staffing E-Trainer deliver innovative, engaging, and interactive education.

Amy’s mission is to help staffing companies provide greater value to their clients, decrease time to full productivity for internal staff, and improve employee retention and

Conference Topics:

• Four Great Truths (keynote) • Best Practices that Drive Revenue

Conference Topics:

• Don’t Get Caught in the Traffic, How Focus Will Move You to the Front

• Move to the Front of the Pack, using creativity to generate revenue streams

different

Are you excited for the Spring Conference? I know I am!

I’m always amazed at how much information I am able to take away from each conference. In addition to the world-class training I receive, I always look forward to the entertainment, socials, and group activities. This year, we are excited to have All-In Entertainment return to host our Friday night entertainment. Many of you were able to participate in ‘A Minute to Win It’ which included “Breakfast Scramble” and “Junk in the Trunk” . This hilarious game show will be returning with a few new changes that we think will keep everyone laughing. Aimed to encourage team building and group comradery his event will be a fantastic way to build relationships with old and new friends and colleagues.

I look forward to seeing everyone in just a few short months! Start practicing!

~ Brandy Barrett, CPC, CTS NCASP Conference Co-Chairperson

16 January/February 2012

NCASP.com

May 17-19, 2012

practices” within the recruiting industry. In his career, Jeremy has over $5 Million in personal production (billings) and has placed SAP talent at all levels up to VP/CIO with over 60 major Fortune 500 clients throughout the United States, Canada, and Mexico.

Jeremy Sisemore

Jeremy Sisemore has been one of the leading SAP Executive Recruiters throughout North America for the past 10 years. He started his career with MRI and was Rookie of the Year in 2000 and quickly became the go-to resource for SAP talent acquisition needs nationally. Jeremy billed millions of dollars in placement revenue over 6.5 years with MRI, received a CSAM Certification and became known for public speaking on “best

numerous technology startups. Tim believes in transparency and thus invites all to keep in touch with on Google+, Twitter, or to call him directly on his mobile at 910-233-6228.

Tim Moore

Tim Moore is the co-founder and CEO at CrushIQ and he provides strategic counsel, marketing guidance, and digital relationship best practices to several of CrushIQ’s top global accounts as well as maintaining CrushIQ’s strong partner relationships with the likes of Google and Facebook. Previously, Tim was with The New York Times Company in a digital business solutions leadership role, and prior to that was the founder of

Conference Topics:

• Habits and Methods of a Highly Effective Rainmaker

Conference Topics:

• Social Media and Human Talent

“The annual NCASP conference allows us to directly connect with our customer base to hear the concerns they’re facing within their industry. We then take that info and act upon it, ensuring we are addressing their needs by providing them with the best solutions to their most pressing issues.” ~ Sarah Price, Vantage Point Screening NCASP.com

January/February 2012

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NCASP GIVES BACK

Thank You for Supporting the Miracle League in 2011 Kara Bertoncino, CSP, Quality Staffing Specialists

Thanks to all your support during our Spring Conference’s silent auction we were able to make a donation of $500 to the Miracle League of the Triangle. The Miracle League’s mission is to provide children with special needs the opportunity to play America’s Favorite past-time.... the game of baseball.

They have grown over the past five years from 8 teams to 18 teams and are still growing. In fact they are now looking for another location to build an additional state of the art field so they can accommodate more children.

Executive Director, Traci Brown, was thrilled with our donation. “Thank you so much for the check from NCASP. We deeply appreciate the association’s support!” She let me know that this money will help with equipment and other essentials.

Thanks again to all of you who helped make this donation possible!

Learn more about Miracle League of the Triangle: www.miracleleagueofthetriangle.com/

NCASP Gives Back!

NCASP has given thousands of dollars to these charities over the last decade: Miracle League Second Harvest Food Bank Make A Wish Foundation Duke Children’s Hospital American Cancer Society American Heart Association American Red Cross Habitat for Humanity 18 January/February 2012

NCASP.com

REGIONAL EVENTS

Upcoming 2012 Regional Events Mark Krajnik, CPC, Kelly Services

With the May 2012 Annual NCASP Conference only a few months away, we are planning some Regional Performance Workshops in Charlotte and Raleigh for March and April 2012, to keep you all connected with NCASP. Our Performance Workshops will be coupled with Staffing After Dark events as well, which were very popular in 2011. Look for upcoming dates and topics at www.ncasp. com and your Inbox. We look forward to seeing familiar faces, and meeting many new faces in 2012!

A quick reminder: If you would like a training or networking event in your area, please contact Mark Krajnik, CPC, NCASP Director of Regional Events, at Mark_Krajnik@ kellyservices.com or call 704-548-2500 x202

Click here to register!

NCASP.com

January/February 2012

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SILVER SPONSOR

1-800-960-5203 or staffing@careerbuilder.com www.Facebook.com/CareerBuilderForStaffing

job seeker data isn’t rare. a partner who can make sense of it is.

Data is only as good as how well you apply it.

No other recruitment resource provides you with more than 15 billion points of job seeker data - spanning over 25 percent of the U.S. workforce on a monthly basis - and a team of experts on hand to help you make sense of it all. We work with you to help you understand and apply the best solutions for your business.

Visit http://cb.com/StaffingData to learn about one of our most popular intelligence tools.

Š 2011 CareerBuilder, LLC. All rights reserved.

20 January/February 2012

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FROM THE BLOGS

Build Stronger Working Relationships with Trust From: COATS SQL blog

“Trust” might seem like a fuzzy, emotional word when applied to business, but it’s the underlying basis of all strong supplychain relationships. In staffing, we rely on businesses to trust us with one of the most important strategic elements of their business: hiring. And candidates are trusting us with one of the most important elements of their lives.

So how can you increase the trust in your working relationships?

Give them reason to trust you. Keep their best interests in mind, and defend those interests. Be truthful, especially when the truth is difficult to hear, but be kind when you tell it. Always behave ethically and with as much transparency as possible. Basically, be a trustworthy person.

Listen to them. If a client or a candidate comes to you with an issue but doesn’t feel that you listened, they won’t come to you again. Don’t interrupt them or be quick to offer your solutions. Instead, listen to what they’re saying and ask questions to make sure you understand. This is often called “active listening,” and involves periodic questions like, “I hear you saying ABC. Is that correct?” This way, you can make sure you aren’t just hearing but understanding their concerns.

Plus, they valued (few things make people feel more valued than truly listening to them) and are more likely to trust you.

Speak to them with respect, especially when things are rough. When you need to have a talk, don’t lecture them about bad behavior or approaches, how things work in the real world, or how things used to work, or—anything, really.

(Think about it: do you respond well to being lectured?

Then why would you think anyone else would?) Instead, ask questions about what’s going on to arrive at a solution together: “What can we both do differently to prevent X or encourage Y?” “What other approaches do you think might work?” When you do this, you become part of a solution, and you frame that solution as something you arrive at together, which increases trust.

As human-resources partners, we can be privy to a company’s innermost workings. And as employers, we can be a lifeline to our candidates. The staffing business is all about trust, so it’s important that we earn it in both directions every day.

What do you do to encourage trust? Have you had working relationships that went south because of trust issues?

Karen Connor is the Director of COATS which is fully integrated staffing software and she can be reached at 804-481-5893 or kconnor@coatssql.com

Team up with us today.

NCASP.com

Wells Fargo Insurance Services

Providing staffing companies with flexible and cost effective insurance solutions By taking the time to understand your company, we can provide you with a level of insurance protection designed to mitigate your particular risks.

Wells Fargo Insurance Services USA, Inc. Scott L. Cox, CPCU, CIC Vice President 704-556-2594 scott.cox@wellsfargo.com wellsfargo.com/wfis © 2011 Wells Fargo Insurance Services.

All rights reserved.

January/February 2012

21

SALES TECHNIQUES

Trends in Prospecting for New Business

By Carol Ashby, CTS, NCASP Director of Communication

Recently Carol Ashby, NCASP’s Director of Communication, posted a question on two Linked-In Group Sites, (American Staffing Association and Charlotte Business Professionals) and received the following responses which provided great discussion on the latest trends in prospecting for new business. Here’s the question: What have you found to be most effective when prospecting for new business; email, cold-calling, social networking, etc?

Connie - Being visible in many different avenues seems

to work for us. We are not in a mega city but cover two states. Join, join, join. From networking, identify who you want to target as your customers. On average it takes six contacts to really register. Do it all, mail, cold call, post card, email, don’t give up. The squeaky wheel gets the oil. If that does not work, regroup and identify another target. We are in 30 phone books, very cheap, $12.50 a month. We tell the company what our budget is. After a year if there was no response we move to another area. Being in the Yellow Pages puts you on a Google search, not that they look in the phone book.

Matthew - “All of the above” really is the only right an-

swer. I generally don’t get a genuine new prospect until I’ve cold-called repeatedly, e-mailed, and had a face-to-face meeting.

Chris - Cold calling has been least effective in my experience. Personal networking and getting referrals from current happy clients has - by far - been the most effective.

Joe - I agree with Chris, networking, networking and then

some additional networking appears to be the best strategy.

Consider joining and becoming truly involved with your local Chamber of Commerce.

Jay - I think the answer varies greatly depending on the

industry you are in and the product you represent. Referrals are generally the easiest to close, but until you are at the very top of your game, you cannot live on referrals alone. Networking certainly has its place in sales and prospecting, but I have little use for networking at events specifically designed for networking. Too often, it’s a bunch of salespeople trying to sell to other salespeople.

Anthony - I agree, it truly is about timing. You must al-

And, I love to hear that others do not like cold-calling. I love it and at least 20% of my business is a result of inperson cold calls. Cold calling via e-mail and phone is for chumps. Leads are everywhere and a sale is a process, whereby you introduce yourself first and your product later, but only if you can establish a connection.

Matt - You make a great point Anthony, staying respect-

Social media is increasingly becoming my main prospecting tool and can lead to some very valuable connections, but the bottom line is that sales is a relationship built on trust and that is best accomplished face-to-face.

ways stay respectful of the person or company you are calling on. Persistence is everything and you need to make your presence felt. I believe that I am selling something powerful and I go into every opportunity with the mentality that this customer needs me more than they think they do. ful is imperative. Many sites and webinars I have been on stress things like Search Engine Optimization, social media marketing, and aligning sales and marketing. I have also heard things like “don’t cold call, social call” and “ditch the pitch,” making your product or service easily available for prospects to find so they come to you instead of you going to them. Of course, prospecting and sales/marketing in general is certainly industry specific and I understand different methods work better for different organizations. I think understanding your market and consumer’s demographics are where you’re going to figure out how to prospect.

David - I have helped about 90 new staffing offices start

from ground 0 throughout the country over the last 20 years.

I think all the suggestions (above) are very good. I have found that joining industry / community groups where you can first meet people without the “pressure” that can go along with a “sales call” is often a great way to get known and start to create a “brand” Then it seems the follow up sales call or social media connection is much more effective.

22 January/February 2012

Ted - In today’s sales environment, cold calling puts

you at a business disadvantage. The client is thinking that this person has nothing else to do but call me and try to use some outlandish technique to get an appointment and make a sale that will benefit them.

I believe in a self marketing system. It puts me in a position of power. Today, clients look to buy, not to be sold. Therefore, you have to position yourself to attract buyers, not degrade yourself in making cold calls.

A simple example of self marketing is to create flyers that you deliver daily on your regular appointment rounds. The flyer includes a need of prospective clients. The flyer includes an action step to call, fax or email me, if interested. I’ll drop it off to a receptionist and ask him or her to give it to the decision maker. My goal is not to speak with the decision but to peak an interest. If they’re interested, they’ll fax or email the flyer NCASP.com

SALES TECHNIQUES

to me. Seldom do I get call backs. It simple, but it works. your company does business and it stands out. That creates Other self marketing ideas include building a website, use a buzz, which turn into referrals, which builds relationships, social media (Facebook, Twitter, Linkedin, You Tube, etc). etc. Good old fashioned hard work and going above and beyond still works for most businesses.

Also, email works well. I get more emails back than returned Jay - Can’t argue with you there Vinny. I’m amazed at how calls. It’s a time thing. many people think the work is over once the sale is made.

As far as networking, I’ve found that I’m in leads and chamber meetings with other salespeople, never buying clients. Peter - Having free networking events sponsored by your organization creates a branding and trust.

This is just my experience.

Twenty years ago, you could drop in on a client and they Kevin - I like networking, but that only helps with would sit down with you and hear your presentation. To- the venues I like to work with. For the actual client, day, they will show you the “No Soliciting” sign on the I love the search engine websites I belong to. Hopdoor, run you out of the business and call the police. ing to work more on the social media outlet and get a better understanding of how all that works in 2012.

Whatever you do, remember you’re in business for yourself. I will say this. Whatever you do, be passionate about it, you Use today’s information age to your advantage! It’s true, must drive it instead of it driving you. You must work at it to your attitude, not your aptitude, will determine your altitude develop it so it’s new and fresh every day. in business!

Billy - For me an Email and a follow up phone call within Alan - Having a comprehensive strategic marketing plan is 3 days seems to work best. If I don’t receive a reply on the best (proven) method for leveraging long term growth the Email, it gives me a reason to make the follow up call.

Rather than call and say “Hi, I’m so-and-so, calling out of the and increased market share. blue,” I say “I’m calling to follow up on a recent Email.” I David - Carol - how are you defining and measuring find that I don’t get shut down as often. “most effective”? If it is dollar denominated, e.g. ROI and you are valuing and accounting for your time or your business developers’ time, then I suggest that inbound marketing trumps everything. This can take on many forms but, in the broadest sense, it’s simply being visible in the channels where your customers hang out.

Half of my new business comes via LinkedIn and I spend 5-8 hours a week here. People can find me when they search for terms related to my industry and I appear in many forums listening and asking questions. I believe that my clients believe that I’m there first to add value and only later to become a potential business partner.

By the way, there is no magic to what I described. Anyone can do it as one piece of an overall strategy as Alan alluded to.

Ed - By using this venue to get your business out there, we will see that it will increase the flow of product as well as information to a group of people that may never enter your business. I believe that giving the flexibility you speak of to our associates will allow them to be more aggressive when it comes to direct contact of perspective new clients. As well as giving them a renewed sense of competition that they feel they do not have against the larger market companies.

Vinny - The most effective way to new business is exceed

expectations at everything you do. When you do “a job,” you’re not only impressing your client but everybody associated with them and that “job.” Other vendors/industry professionals see you, other potential clients see or hear about you, which leaves people generally impressed by the way NCASP.com

January/February 2012

23

2012 CONFERENCE REGISTRATION

Congratulations from your NCASP family!

Have you signed up for the 2012 Training yet? $299 for you, and $199 for anyone else in your office.

This offer ends midnight January 31st when prices rise.

Register at ncasp.com

Maya Jade Love Born November 19, 2011 to Scott and Darrah Love; 7 lbs 15 ounces

AnsleyDodson Born October 19, 2011 to Jillian and Josh Dodson; 6lbs 15 ounces

Upcoming BOD meetings via teleconference unless otherwise specified.

• January 19 @ 10:00am • February 9 @ 10:00am • March 8 @ 10:00am • April 12 @ 10:00am • May 16 @ 4:00pm at the Beach

24 January/February 2012

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NCASP 2012 BOARD OF DIRECTORS

NCASP.com

Scott Love, CPC President Phone: 480.650.0230 Email: scott@ncasp.com Web: scottlove.com

Mary Mallett, CPC Co-Director of Vendor Partner Relations Phone: 704-241-2996 Email: mary@searchpro.com Web: searchpro.com

Brandy Barrett 2012 Conference Chair Phone: 919.862.8602 Email: brandy@ncasp.com Web: greeneresources. com

Jonathan Weiner, CPC Past President Phone: 704.756.8751 Email: jonathan@ncasp. com Web: 360dunamis.com

Rita Bottoms, CSP Co-Dir. Vendor Partner Relations Phone: 336.970.5206 Email: rita@ncasp.com Web: temporaryresources. com

James Kemper Director of Membership President of W H Meanor, Inc. Phone: 704.372.7640 Email: jms@whmeanor. com

Marc Cochran, CSP President Elect 2012 Conference Chair Phone: 678.662.6308 Email: marc@ncasp.com Web: target.com

Jillian Dodson, CTS, CPC Director, Certification Phone: 919.606.2256 Email: jillian@ncasp.com Web: greeneresources.co

Tiffany Crenshaw, CPC Director at Large Intellect Resources Phone: 336-790-8718 Email: tcrenshaw@ intellectresources.com

Mark Griffin, CSP Vice President Phone: 336.337.3327 Email: markg@ncasp.com Web: procurastaff.com

John Ravelli, CPC Director, Education Phone: 919.291.8320 Email: john@ncasp.com Web: TTRecruiting.com

Jill Benson, Esq. Director at Large, Non-voting Phone: (336) 574-8095 Email: jillmbenson@ hotmail.com

Mary Storms, CPC Secretary Phone: 704.607.9118 Email: marys@ncasp.com Web: stormsassociates.com

Michelle Coviello, CPC Director at Large Phone: 919.280.1671 Email: michelle@ncasp. com Web: hirenetworkscom

Spruill Alexander Director at Large, Non-voting Phone: 252.756.8300 Email: spruill@ncasp.com Web: clementins.com

Wendy Ward, CPC Treasurer Phone: 828.302.4042 Email: wendy@ncasp.com Web: cvstaffinginc.com

Anna Hudson, CPC, CSP Director at Large Phone: 704.553.8120 Email: anna@ncasp.com Web: corestaff.com

Cassie Watkins, CPCU, CIC, ARM Director, Southern Region, Non-Voting Phone: 704.556.2569 Email: cassie@ncasp.com Web: wellsfargo.com

Carol Ashby, CTS Dir. of Communications Phone: 704.439.7200 Email: carol@ncasp.com

Kara Bertoncino, CSP Director at Large Phone: 919.818.3773 Email: kara@ncasp.com Web: quality-staffing.com

Russ Rymer Madison Insurance Group Phone: 865.963.1224 Email: russ.rymer@ miginsgroup.com

Mark Krajnik, CPC Director of Regional Events Phone: 704.510.0900 Email: mark@ncasp.com Web: kellyservices.com

Cheryl Neely, CTS Director at Large Phone: 704.975.1137 Email: cheryl@ncasp.com Web: carolinastaffingresources. com

April Yost Director at Large Winston Personnel Group Phone: 336.768.1830 Email: a.yost@wpgroup. com

January/February 2012

25

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26 January/February 2012

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