Staffing Now, March/April 2012

STAFFING NOW

VOLUME 11, NUMBER 2, March/April 2012

THE VOICE OF NC EMPLOYMENT PROFESSIONALS

E B T ’ DON

T F LINETHE T S DU

Is NC teaming up with IRS & DOL? Page 12

Kickstart your training at May conference, Page 17 Rev up your sales & recruiting engines, Page 21

STAFFING NOW THE VOICE OF NC EMPLOYMENT PROFESSIONALS

Volume 11, Number 2 March/April 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

Cold outside?

Not in May at Wrightsville Beach!

Baby it’s cold outside! But expect it to be warm and sunny May 17-19 at the NC beaches when staffing and recruiting professionals gather for the 2012 NCASP

Graphic Designer | Stacey Chacon stacey@staceychacon.com Contributing Writers: Carol Ashby Jill Benson Scott Love Mark Krajnik Mary Mallett Rob Mosley Amy Munroe John Rossheim Jeremy Sisemore Mary Storms April Yost

Annual Training Conference. Have fun while you learn from national trainers and network with some of the

Published by

best in our industry. Visit www.ncasp.com for more information. Or contact Marc Cochran at 678-6626308 or marc@ncasp.com.

Holiday Inn Resort, Wrightsville Beach NC Call now - 910-256-2231 - to reserve your room for the 2012 NCASP Annual Conference

2 March/April 2012

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.

NCASP.com

PRESIDENT’S MESSAGE

Say Hello to 2012 Before I went back to my recruiting desk, I used to conduct quite a bit of training for the industry and have visited search firms and staffing agencies all over the world to consult to their teams and help them improve their performance. And my conclusion is this: Most people, in spite of good intentions, will fail miserably as recruiters and sales people and will never live up to their full potential.

Most of them go along pretending that they are going to make it when deep down inside they know they are really just wasting their time until they find another sales job.

Some of them may even believe that they are going to make it. I can’t think of anything more sad than someone who is venturing down a path with enthusiastic glee and no chance of achieving anything but mediocre results.

But, some do make it, and some do exceptionally well.

Who’s going to make it? I’ll tell you who. Look at their checkbook and calendar and see how much money and how much time they invest in their own development. The championship recruiters don’t wait until their boss pays for the conference. The high achievers don’t wait until their manager sticks a book under their nose to read it. The champions are aggressive and assertive about their own

contents

development and will do whatever it takes to learn that next idea, improve on skills that are already within their scope of competency, and associate with other champions.

Where can you find these people? At our conference in May in Wrightsville beach, that’s where. This is where you will find a collection of like-minded indusry professionals who gather annually for a weekend to learn more about their profession, swap sea stories with each other, and make new friends who share a common interest. Register today. You’ll be glad you did. And you’ll be making a step in the right direction as you continue your walk down the path of achievement in our profession.

All the best,

Scott T. Love

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

IN THIS ISSUE

Page 3 . . . . . . . . . . . . . . . . . President’s Message Page 4 . . . . . . . . . Womble Carlyle – Vendor Spotlight Page 5 . . . . . . . . . . . . . . . . . . Conference Topics Page 6 . . . . . . . . . . . . April Yost – Member Spotlight Pages 8 & 9 . . . . . . . . . . . . . . . 2012 Job Forecast Page 12 . . . . . . . . . . Misclassification of Contractors Page 13 . . . . . . . . . . . . . . . Conference Party Plans Page 14 . . . . . . . . . . . . . . Specialize to Increase Biz Page 15 . . . . . . . . . . . . . . 5 Ways to Drive Revenue Page 17 . . . . . . . . . . . Conference Agenda, May 17-19 Page 18 & 19 . . . . . . . . . . . . . Conference Sponsors Page 20 . . . . . . . . . . . Legal Matters Lunch, March 16 Page 21 . . . . . . . . . . . . Developing Rainmaker Skills Page 22 . . . . . . . . . . . . . . 7 Tips for Terrific Teams Page 23 . . . . . . . . . . . . . . . . . . Focus for Success Page 24&25 . . . . . . . . Guide To Exceptional Recruiting Page 26 . . . . . . . . . . . . . . . . . Prospecting Trends Page 27 . . . . . . . . . . . . . . NCASP Regional Events Page 28 . . . . . . . . . . . . . . Future Recruiter Arrives Page 29 . . . . . . . . . . . . . 2012 Board of Directors NCASP.com

2012

NCASP

Annual Training Conference 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 to give you .09 CEU’s and guaranteed to refresh, recharge, and revitalize your business for the coming year.

Sign up today! $349 for your registration, plus save $100 off for everyone else in your office at $249! Go to ncasp.com to register today!

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!

March/April 2012

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VENDOR SPOTLIGHT: BRONZE SPONSOR

Avoid Compliance Pitfalls

WOMBLE CARLYLE SANDRIDGE & RICE, LLP

CA

DC

DE

GA

MD

NC

SC

VA

WCSR.COM

©2012

Jill Benson  (336) 574-8095  jibenson@wcsr.com Womble Carlyle attorney Jill Benson has been a regular speaker at the NCASP Annual Training Conference in recent years, speaking on a variety of employment law compliance topics. This year, Jill will discuss recent changes in employment law that will affect NCASP members.

Jill Benson is an experienced labor and employment litigator who represents employers in a wide range of labor and employment issues, including wage and hour claims, leave of absence issues, anti-discrimination disputes, trade secrets and employee non-compete cases, and whistleblower retaliation claims. Jill also helps employers avoid potential litigation through training on various topics, including anti-discrimination, harassment, FMLA, ADA, FLSA, workplace investigations and e-verify employment eligibility verification. She counsels clients on employment decisions, such as hiring and termination. Jill practices in Womble Carlyle’s Greensboro office.

4 March/April 2012

NCASP.com

2012 Speaker Line-Up IA L MED SOCIA

TOOLS SALES

RS MATTE LEGAL

Conference Topics:

.09 CEU’s

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

Rob Mosley

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.

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 different revenue streams

Amy Munroe

Amy Munroe, a Certified Staffing Professional, is an industry veteran with over 24 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. 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 engagement.

Conference Topic:

• Habits and Methods of a Highly Effective Rainmaker

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 practices” within the recruiting industry.

Conference Topic:

• Employment Law Update

Jill M. Benson

Jill Benson is an experienced labor and employment litigator who represents employers in a wide range of labor and employment matters, including wage and hour claims; leave of absence issues; discrimination; trade secrets and employee non-compete cases, and whistleblower retaliation claims. Jill represents employers at both the trial level and appellate level before federal and state courts. She also represents clients in proceedings before federal and state administrative agencies, including the EEOC and the DOL.

Conference Topics:

• Social Media and Human Talent

Tim Moore NCASP.com

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 numerous technology startups.

March/April 2012

5

MEMBER SPOTLIGHT

Membership Spotlight on April Yost with Winston Personnel Group April Yost is a NCASP Director at Large.

She can be contacted at 336.768.1830 or a.yost@wpgroup.com

When did you join Winston Personnel. What is your title?

I joined Winston Personnel Group in 2005. I am a Staffing Coordinator handling both Clerical and Light Industrial staffing for temporary positions.

Which aspects of your job get you revved up?

I enjoy meeting people and learning about their lives. It warms my heart to put people back to work.

In which industries and functions does Winston Personnel specialize?

We staff for every industry! Being a full service agency handling both direct hire and temporary staffing fulfills every need for our clients.

What are your primary job responsibilities?

My responsibilities change from day to day. In addition to my duties as a recruiter, I am also the go-to person for computer issues and am currently designing our new company website.

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

There are so many! Most probably shouldn’t be repeated here; however one stands out as the funniest. One of our coordinators was interviewing bartenders for a banquet that weekend when I heard her say “If you are selected to fill this position, you have to have your teeth in and ready to go”. Apparently the candidate, only in her late 30’s, had no teeth and had forgot to put her fake teeth in before coming to our office. Since working here it has always amazed me what people think is appropriate to wear, or in this case not to wear, to an assignment/interview. We get everything from pajamas to bathing suits on a regular basis.

Which aspects of your job would you outsource if you could?

Without question, I would definitely outsource ending people’s assignments.

Tell me about your professional life before joining your current company.

I was an Office Manager for several small businesses and did consulting work specializing in QuickBooks as well.

Why did you leave that industry for the recruiting/staffing business?

I fell into it! After being laid off 4 times in a 5 year span, I was having difficulty finding work. I was unemployed for about a year when I was offered a call center job. I was going to have to work every weekend and until 7pm during the week which conflicted with my son’s daycare schedule. I called to talk with my recruiter at Winston Personnel Group and she told me they had an opening in their office. I started the next Monday as their Receptionist and have been here ever since.

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

The knowledge of how those positions work and the HR experience has been very beneficial, however I’m not sure anything can prepare you for the challenge of staffing/recruiting.

Has your NCASP membership benefited you thus far? If so, how?

Though I am fairly new to NCASP, it will be great connecting with other staffing professionals.

Why did you join the NCASP BOD? I wanted to get more involved and thought this would be an excellent way to meet new professionals.

6 March/April 2012

NCASP.com

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 NCASP.com

March/April 2012

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SILVER SPONSOR 1.800.960.5203 or staffing@careerbuilder.com www.Facebook.com/CareerBuilderForStaffing

2012 U.S. JOB FORECAST

See for page 20 to ide “The Gu al on Excepti ” ing Recruit

The hiring outlook for 2012 remains cautiously optimistic. Employers expect to add new jobs in the New Year, but are waiting to see how the economy shapes up before turning up the volume on hiring, according to a nationwide survey by CareerBuilder. Nearly one-in-four hiring managers plan to hire full-time, permanent employees in 2012, similar to 2011.

Employment trends among small businesses, which account for the majority of job creation in the U.S., are expected to show some improvement over last year.

The survey, which was conducted by Harris Interactive© from November 9 to December 5, 2011, included more than 3,000 hiring managers and human resource professionals across industries and company sizes.

“Historically, our surveys have shown that employers are more conservative in their predictions than actual hiring,” hiring picture than 2011, especially in the second half of the year. Many companies have been operating lean and have already pushed productivity limits. They will need additional headcount to meet increased market demands.”

8 March/April 2012

NCASP.com

Full-time, Permanent Hiring Twenty-three percent of employers surveyed plan to hire full-time, permanent employees in 2012, relatively unchanged from 24 percent for 2011 and up from 20 percent for 2010. Seven percent expect to decrease headcount in 2012, the same as for 2011 and an improvement

Does your company, at your location, plan to increase, decrease or make no change to its number of full-time, permanent employees in all of 2012 compared to 2011?

their staff levels while 11 percent are unsure.

Small Business Hiring Small businesses are reporting more confidence in both hiring and retaining headcount in 2012. Plans to downsize dropped two percentage points across small business segments while plans to hire increased two percentage points among companies with 50 or fewer employees.

Expected increases and decreases in full-time, permanent staff in 2012 compared to 2011 among small businesses

• 50 or fewer employees – 16 percent plan to add full-time,

permanent staff in 2012, up from 14 percent for 2011; those reducing headcount fell from 5 percent for 2011 to 3 percent for 2012 • 250 or fewer employees – 20 percent plan to add full-time,

permanent staff, up from 19 percent for 2011; those reducing headcount fell from 6 percent for 2011 to 4 percent for 2012 • 500 or fewer employees – 21 percent plan to add full-time,

permanent staff, on par with 2011; those reducing headcount fell from 6 percent for 2011 to 4 percent for 2012

Hiring By Region Regional data presents a mixed picture. Similar to annual forecasts for the last two years, more employers in the West plan to recruit new employees in 2012 than other regions. Twenty-four percent of employers in the West reported they plan to add full-time, permanent headcount, followed closely by the South and Midwest at 23 percent and the Northeast at 21 percent.

Hiring By Region: Does your company, at your location, plan to increase, decrease or make no change to its number of full-time, permanent employees for all of 2012 compared to 2011?

However, the West also houses the highest number of companies planning to downsize in 2012 (9 percent) – reflecting a blend of both optimism and uncertainty seen across regions. Eight percent in the Northeast, 7 percent in the South and 6 percent in the Midwest also plan to reduce headcount.

full For the act cont report, mar at Vad Natalie idmar@ a natali .v er.com uild careerb 2012 Job Forecast NCASP.com

Totals may not equal 100 percent due to rounding or the ability to choose more than one response.

March/April 2012

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SILVER SPONSOR

NCASP Webinar presented by STAFFING & RECRUITING

April 4th at 12 noon, Accelerate Watch for more details!

COMPETE. HAVE FUN. WIN. NCASP 3rd Annual Volleyball Tournament Sign up soon for your spot on the Volleyball teams. This will be our third annual tournament on Friday afternoon at 5:00pm. Loads of fun networking!

Beer, snacks and t-shirts provided. Call or email Mark Krajnik to lock in your space for you and your teammates. #704-548-2500 x202, Mark_Krajnik@kellyservices.com

10 March/April 2012

NCASP.com

BRONZE SPONSOR

C ome t o is h t h c a e t he B nd a g n i r p S ’s!

U E C 9 0 . re ce i ve NCASP.com

2012

NCASP

Annual Training Conference Spring Conference: $349 and $249 for each other person from same firm Guests: $149 to attend meals and entertainment Non Members: $599 2012 Individual Membership: $99 2012 Corporate Membership: $199

March/April 2012

11

LEGAL MATTERS

Misclassification of Independent Contractors: Will North Carolina Join Forces with the IRS & DOL?

By Jill M. Benson Womble Carlyle Sandridge & Rice, LLP

It is well known that the federal government, by way of the

has executed MOUs with the following twelve states:

Internal Revenue Service (“IRS”) and the U.S. Department

Massachusetts, Connecticut, Maryland, Illinois, Colorado,

of Labor (“DOL”), has increased its resources in recent

Missouri,

years to investigate businesses that improperly classify

California, and Hawaii. The DOL believes that employee

employees as independent contractors. Misclassification

misclassification is responsible for substantial losses to

of independent contractors remains at the top of the

the Treasury and the Social Security and Medicare funds,

federal government’s 2012 agenda. Consequently, it is

as well as to state unemployment insurance and workers

now more important than ever for employers to evaluate

compensation funds. The DOL and state agencies can now

their independent contractor relationships.

work together to generate revenue for these government

Minnesota,

Montana,

Washington,

Utah,

programs by identifying employers who have misclassified In September 2011, the IRS and DOL combined forces by

workers as independent contractors. Indeed, the goal for the

executing a Memorandum of Understanding (“MOU”) that

DOL and the participating state is to enhance enforcement

allows the departments to collaborate and share information

by conducting joint investigations and sharing information

to reduce the incidence of misclassification of employees,

consistent with federal and state law.

to reduce the employment tax portion of the tax gap, and to improve compliance with federal labor laws. The MOU

North Carolina has not yet signed onto the DOL’s MOU.

expressly states that the purpose of this joint agreement is to

However, it is clear that North Carolina is among

“send a consistent message to employers about their duties

several states that will be targeted by the DOL in 2012.

to properly pay their employees and to pay employment

North Carolina businesses and staffing agencies should

taxes.” This joint initiative to improve compliance with

not delay in conducting an internal audit of their

federal labor laws and employment and unemployment tax

employee classifications, paying particular attention to

requirements is being lead by an IRS-DOL team.

their independent contractors. Contact your labor and employment counsel to ensure that your business is

Most recently, the DOL has been actively pursuing similar

properly classifying its employees. Being proactive will save

joint agreements with the states in order to share information

your company time and money.

and to coordinate enforcement efforts. To date, the DOL

www.wcsr.com WOMBLE CARLYLE SANDRIDGE & RICE, LLP 0212_7040

12 March/April 2012

CA

DC

DE

GA

MD

NC

SC

VA

©2012

NCASP.com

e We’r to g n i o g

party!!

Get ready to party the night away!

All-In Entertainment presents a fantastic night of game show entertainment!

This year we are switching it up just a bit.

‘A Minute to Win It’ received such positive reviews last year that we are bringing it back – super charged! Every attendee will now have the opportunity to represent their team as they take on their coworkers and friends in this hilarious montage of games, stunts, and tricks. Additionally, we will be incorporating an opportunity for everyone to bid on fabulous auction items throughout the game show. If game shows are not your style, don’t forget, we are still planning our Annual Volleyball Tournament. There is something for everyone this year and still plenty of time to practice “Breakfast Scramble” and “Junk in the Trunk”. If you haven’t registered yet, please visit our website at www.ncasp.com or contact Brandy Barrett, for additional information.

919.862.8602 or brandy@ncasp.com

Staffing Industry Insurance Experts Business Insurance • Employee oyee Benets • Private Insurance

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That’s why over 400 of the country’s most respected stafng clients depend on Assurance to manage their insurance and employee benets programs. Isn’t it time you get to know Assurance?

Guy Jacobucci 847.463.7233 gjacobucci@assuranceagency.com Kurt Murray 847.463.7154 kmurray@assuranceagency.com Diane Poljak 847.463.7298 dpoljak@assuranceagency.com

www.assurancestafng.com

We’ll save a seat for you....

Reserve your hotel room now, at the NCASP discounted price. Call the Wrightsville Beach Holiday Inn Resort, 910-256-2231. Be sure to ask for NCASP block price.

NCASP.com

March/April 2012

13

BRONZE SPONSOR

How Staffing Companies Will Stand Out in 2012

By John Rossheim, MonsterThinking.com

What is the forecast for staffing industry in Mom Corps: the year ahead?

Staffing firm Mom Corps’ recipe for success begins with an In a word(s): The “big squeeze” in the staffing industry will continue in 2012 as clients maintain downward pressure on rates, reduce the number of staffing vendors and recruiters they work with and demand perfection from an American workforce of uneven quality.

The statistics show: Demand for contingent labor is still slack. Employment in the “temporary help services” category stagnated at about 2.3 million workers in the last three months of 2011, according to seasonally adjusted data from the Bureau of Labor Statistics. And the supply of staffing firms tightened, only to the extent that many agencies closed or merged in the 2007-2009 recession and its lingering aftermath.

Which staffing firms and recruiters will have the best chance to thrive in these cutthroat conditions? The ones that dare to specialize, to pick a successful niche and mine it for all it’s worth.

Here are some top ideas for supplying skilled workers as a unique service, under a compelling talent brand that doesn’t try to be all things to all employers.

underutilized source of top talent: young women who want to continue their established professional careers while bringing up children.

“Our talent is not in the general workforce,” says Allison O’Kelly, CEO of Atlanta-based Mom Corps. “So we spend a lot of time identifying members of this pool of experienced talent that’s largely untapped.” Mom Corps places working mothers in roles ranging from office manager to network engineer.

Among Moms Corps’ special challenges in making a match: sourcing professional moms who may be passive candidates, and matching the scheduling needs of whitecollar parents and their prospective employers.

Moms Corps’ offer is based on professional excellence at superior value. By allowing non-traditional, flexible work arrangements that often include some telecommuting, “clients can pay less for office space, and we don’t bill for professionals’ time at high-end rates,” O’Kelly says.

Interim Executives

Most recruitment firms crave executive searches and their five-figure-and-up commissions. But firms that carve out a different niche are less likely to drown in a sea of a thousand staffing solutions providers.

That’s part of what spells success for Cerius Interim Executive Solutions.

“Small to midsized companies bring us in because they lack specific management expertise — say they want to go into the international market,” says Pamela Wasley, CEO of the Irvine, Calif., firm.

“Big companies come to us because they’re having trouble finding the right executive and they need someone to run the ship” in the meantime.

The trick for Cerius is to get prospective clients to consider an interim employment arrangement, rather than automatically mounting a search for a permanent hire or engaging a consultant.

“The interim executive model is not well-known in our target market of small to midsized companies,” says Wasley. “But they love the idea when they find out about it.”

This article is continued online.

Click here for the full story!

14 March/April 2012

NCASP.com

CONFERENCE PREVIEW

Best Practices that Drive Revenue Rob Mosley is Senior Director of Training and Development for Next Level Recruiting. At the May NCASP Conference, he will present a recruiting session for intermediate to advanced recruiters on best practices to drive revenue.

will provide you with the tactical skills to be better at:

• Presenting your capabilities to client and candidates with greater impact

This session involves five cornerstone strategies that have a direct impact on how you differentiate your services and ultimately on your ability to generate revenue.

• Gaining initial commitment for next steps with prospective clients

• Leveraging Insight to see a situation from the hiring authority perspective

Participants will engage in group discussion, small group role play, and coaching feedback around these four client best practices: Presenting Your Capabilities, Gaining Initial Commitment, Developing Executive Insight, Responding to “Red Flags” and Negotiating Client Demands. This session

• Responding better to different types of client and candidate resistance

• Negotiating to keep the client relationship in a healthy balance

...what I get

exceeds

the expectation.

— Ray McDaniel, President, Metro Industrial

hear+read more

about The Tricom Difference at www.tricom.com/why

1-888-4-TRICOM (487-4266) front-end software

WINFUNDS ® payroll funding receivables management

payroll processing invoicing financial statement preparation

Join us on

“This will be Tricom’s 5th year exhibiting at the NCASP conference. You always put together a well-run conference with excellent content and great speakers. Topics are always on-point and everything is well organized.

Everyone is interested in sharing information and it’s a great networking opportunity for all of us. As always, we also appreciate that you take our suggestions in to consideration as you are planning future events.”

- Shelly Wilkinson, Tricom Funding NCASP.com

March/April 2012

15

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 fundamentals have always been a part of what NCASP has done for me and 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 16 March/April 2012

NCASP.com

2012

NCASP

Annual Training Conference

Get Refueled with NCASP Rob Mosley

Thursday, May 17 11:00 1:00 2:00 3:15 3:45 5:30

Board of Directors Luncheon Registration starts Owner/Manager Panel: Gary Greene and Tiffany Crenshaw Vendor Partner Break Owner/Manager Panel Q & A Vendor Reception - sponsored by Essential StaffCARE

Friday, May 18 Amy Munroe

7:30 8:15 8:30

Registration starts/Coffee 2012 NCASP Welcome and Introductions Morning Keynote - Rob Mosley

10:00 10:30

Vendor Partner Break Morning Session I - Jeremy Sisemore

.09 CEU’s

Four Great Truths

Habits and Methods of a Highly Effective Rainmaker

12:00 1:15 1:45

Jeremy Sisemore

2012 NCASP Awards Luncheon - sponsored by Careerbuilder Vendor Partner Break Afternoon Session IA - Rob Mosely Best Practices that Drive Revenue

1:45

Afternoon Session IB - Amy Munroe, Don’t Get Caught in the Traffic, How Focus Will Move You to the Front

3:15 3:45

Vendor Partner Break Afternoon Session IA - Amy Munroe Move to the Front of the Pack, Using creativity to generate different revenue streams

3:45

Afternoon Session IB - Tim Moore Social Media and Human Talent

Jill M. Benson

5:00 7:00

3rd Annual NCASP Beach Volleyball Tournament NCASP Beach Party - Seafood Buffet and Open Bar, Entertainment, 50/50 Cash Raffle, Silent Auction, and LIVE Auction

Saturday, May 19 9:00 10:15 11:15

Jill M. Benson Legal Breakfast - sponsored by Womble Carlyle Turbo Table Topics Wrap-up and Vendor Partner Contest Prize Drawing

Tim Moore NCASP.com

March/April 2012

17

VENDOR PARTNERS

Don’t delay… register for your space today

By Mary Mallett, CPC, SearchPro Don’t delay, if you have not booked your room at the Holiday Inn Resort yet, do so today! Time is running out as we are only a couple of months from the Beach. Ocean view rooms are scarce this time of year and this is one of the premier resorts at Wrightsville Beach at a discounted price for NCASP. Call 910-256-2231.

Also if you have not booked your conference exhibit space yet, please call me today to determine if we have any space left for you to display your products. Our Members and Attendees are always looking for new and innovative ways to save time and money on the services they purchase each year. They need what you have to offer! We just need to get you in front of them in a friendly and inviting atmosphere.

We are excited about our Live Auction which will take place throughout the evening of our Beach Party on May 18 at 7 PM. As we have done successfully in past years, during our Silent Auction, we will be live auctioning several in-demand electronic equipment that have been donated by our loyal sponsors.

If you chose to give an iPad, iPod, iPod Touch, iPhone, Laptop, Kindle, Nook, Headphones, Flatscreen, Apple TV, GO Pro Video, LED Monitor or a nice Giftcard, we will give you and your firm lots of extra advertising exposure.

Someone from our Conference Committee will be calling you this month to get your donation. We appreciate your

Thank you to our 2012 NCASP Sponsors!

18 March/April 2012

generosity and thank you in advance. Let’s make it a banner year for charity! Please let us know which Reps from your firm will be joining us and send us along a high resolution photo for our booklet. The deadline is March 15 for all booklet Ads, signage logos, photos and contact information.

We are thrilled to have Jill Benson, Esq., of Womble & Carlyle joining us again, sharing her legal expertise on employment laws Welcome to Saturday, May 19.

Thanks again for your participation and we are looking forward to introducing you to our audience on May 17 -18. Please call me with any questions at #704-241-2996.

Diane Poljak with Assurance!

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

STAFFING & RECRUITING

NCASP.com

SPONSORSHIP INDEX

2012 NCASP Sponsorships GOLD John Walters at Essential StaffCARE (p. 30) “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 (p. 10) Internet Career Site 800.960.5203 // natalia.vidmar@careerbuilder.com

Joseph Doyle at TalentWise Solutions (p. 7) Hiring Process Management & Compliance 919-359-2097 // jdoyle@talentwise.com

BRONZE Spruill Alexander at The Clement Companies (p. 16) Liability & Workers Comp Insurance 252-756-8300 x204 // salexander@clementins.com

Jill Benson at Womble, Carlyle, Sandridge & Rice (p. 4) Attorney at Law/Employment Issues 336-574-8095 // 803-316-5791 // jibenson@wcsr.com

Shelly Wilkinson at Tricom Funding (p. 15) Payroll Funding & Processing 262-509-6225 // swilkinson@tricom.com

Danny Ashraf & Blair Hogan at Monster.com (p. 14) Job Boards & Resume Posting 646-203-6452 // Danny.Ashraf@Monster.com 980-263-0844 // Blair.Hogan@Monster.com

Russ Rymer at Madison Insurance Group (p. 11) Staffing Agency Insurance Solutions 865-963-12224 // russ.rymer@miginsgroup.com

Diane Poljak of Assurance (p. 13) Independent Insurance Brokers 847.463.7298 // dpoljak@assuranceagency.com

Jonathan Weiner at Mez Media (p. 23) Digital Marketing Specialists | Web, Email & Video 704-875-2891 // jonathan@mez-media.com

Jim Shaki at RecuiterEco (p. 28) The Social Community for HR, Staffing & Recruiting Intel 828-329-4759 // publisher@recruitereco.com

STANDARD BOOTH Dusty McGinty at RCS (p. 27) Risk Management & Loss Control 800-807-7475 // dmcginty@riskcontrolservices.com

Sarah Price at Vantage Point Services (p. 21) Background Checks 800-792-4339 // Sprice@vpscreening.com

Cassie Watkins at Wells Fargo (p. 25) Liability & Workers Comp Insurance 704.556.2569 // cassie@ncasp.com

George Mavrantzas at Global Cash Card (p. 24) Paycards 904-993-0469 // gmavrantzas@globalcashcard.com

Karen Connor at COATS Sql. (p. 27) Fully Integrated Staffing Software 800-481-5894 // cell: 757-650-1566 // kconnor@coatssql.com

Gene Johnson at Greenfield Software (p. 23) Staffing Software 800-226-9366 // gene@gfsw.com

MEMBERSHIP LOGO Cecilia Kelly at US Funding, Inc. (p.28) Funding your tomorrow…Today. Accounts Receivable Financing 336-812-9767 // cell: 336-382-3295 // Ckelly@usfundinginc.com

NCASP.com

Pat Turner at EmInfo (p. 23) News features online for recruiting & staffing professionals.

314-560-2627 // em.sr@hotmail.com

March/April 2012

19

REGIONAL LUNCHEON

e h t f o e t s a Get a t ! w o h s e c a pre-r Legal Matters Luncheon The Westin in Charlotte on March 16th at 12 noon Don’t miss the hottest issues facing staffing firms today!

Classification of Employees under the Fair Labor Standards Act What is the FLSA? The FLSA is a federal law governing employee wages, and it impacts every business owner.

Jill M. Benson

Why is the FLSA important?

In 2012, the federal government increased its spending and resources to enforce the FLSA’s regulations on small business owners across the country.

Penalties for violating the FLSA are severe, and business owners must be prepared.

What will the FLSA presentation cover?

We will discuss the basic requirements of the FLSA, and the important steps every business owner should take to ensure compliance with this federal law.

Businesses will save time and money if they are proactive. The first step is learning about the FLSA’s requirements and how to lead your company through the web of FLSA regulations.

2012

NCASP

Annual Training Conference 20 March/April 2012

Jill will be joining us for the 2012 NCASP Carolina Conference, May 17-19.

For more details about the conference, visit NCASP.com NCASP.com

CONFERENCE PREVIEW

Habits and Methods of a Highly Effective Rainmaker

By Jeremy Sisemore, ASAP Talent Services

Business Develop has always been my strong suit. I look forward to sharing details about the language, strategies, and approach that have delivered great results for me.

I’m a member of The Pinnacle Society and owner of ASAP Talent Services in Houston. I’ve been in the recruiting industry for about 12 years and got my start at the St. Louis office of Management Recruiters International.

Recruiting and running a full-service desk came naturally to me. I was MRI Rookie of the Year in 2000. Then my billings went up every year from 2000 - 2006 as I evolved from a solo-producer to leading a small team, where I was the rainmaker. In six and a half years I developed more than 75 clients, and, in the process, billed over $3.75 million.

To what do I attribute my success?

1. I have a natural aptitude for the business. But that’s not 2.

3.

enough. I really focus on concepts, tactics, language, and attitudes that I think each of you could employ to land more clients.

The truth is there are not many truly unique ideas or concepts. I learned and used what works for others and made it fit into my style of recruiting. I’ve learned from many big-billers over the years including: Jeff Kaye, Nathan Hanks, Todd Dawson, Jordan Rayboy, Mike Kittleson, all the folks at KBIC and Next Level Recruiting Exchange, Rob Mosley, Jon Bartos, Jack Downing, Barb Bruno, Danny Cahill, Mike Gionta, and all the great folks within The Pinnacle Society. I want to thank them all, even the ones I’ve accidentally left off the list.

I applied may of their specific strategies over the years.

Seeing and listening to good ideas isn’t enough; you must use them.

At the conference, we’ll dive into specifics on:

• How “specializing in a niche” impacted my desk, my attitude, and my billings.

• How working smarter (not always harder) is more

• •

sustainable and empowers you to maintain a great living without having a heart attack – for instance, recycling candidates for similar searches.

Specific language and scripts that, when used with a specific strategy, will help you successfully cover 7 out of 10 target clients.

How the recruiting industry has to shift its attitude from that of pure sales to that of a professional services and consulting partner. This session will be eye-opening if you don’t fully understand the “Seat of Power” and how to apply that in your relationships with clients and candidates.

I can remember every great training I’ve attended and how I picked up 3 golden nuggets that I knew in my heart would have a huge impact on my desk if I implemented them. In our session in May, there are lots of these types of nuggets that helped me increase annual billings from $350k to $500k and from $500k to $750 in as little as 12 months.

Other trainers and I can pass on gold and gems of information, but it’s up to you to apply them. When you’re at the conference, find 3-5 things that you could implement on a daily and weekly basis. Identify points that could help you dramatically increase your billings, lower your stress, and improve your overall outlook on our profession as a longterm career.

Then go home and change your career.

If you’d like to sharpen your client develop skills, this is your session. Jeremy will do a deep-dive on the tactics he’s used for years to develop brand new clients as well as build long-lasting key-accounts. Learn about specific strategies and a mind-set that will increase the level of partnership you share with your clients and perhaps the way they perceive you. He’ll go into detail and share powerful language and statements that will help you win more business. This is an empowering, high-energy and motivational session that includes all the details of a recipe for success.

I bring my recruiting team to conferences whenever possible. The excursion is a great way to give our recruiters a break and show appreciation for all of their hard work. (Funny how road trips and alcohol inspire team building and bonding.) The recruiters enjoy the sessions and leave with new nuggets of information to apply to their desk and our business. I personally find the owner/manager sessions very meaningful. It’s great to see that we face similar challenges and I take to heart how others address them.

-Tiffany Crenshaw, Intellect Resources NCASP.com

March/April 2012

21

PRODUCTIVITY

7 Tips for Creating Productive Teams

By Mary Storms, STORMS Associates

The American business culture of the past 20-30 years has used teams more and more for problem solving, projects, and negotiations. Since this is the case, what can we do to make sure that our recruiting teams, our non-profit boards, or our sales teams are most productive?

Experts say that it’s not about assembling the smartest or the most conciliatory group. Mostly, developing an efficient team that produces good results is about planning the team itself. Consider these points when creating your teams:

One. Choose members carefully and include people with diverse backgrounds who bring varied perspectives.

• Select those who’re motivated to develop a good solution and who have skills and knowledge that relate to this problem or negotiation. Get their buy in.

•

Select a leader who can and will facilitate the process carefully. Personality shouldn’t be the deciding factor for choosing a team leader.

Two. Provide clear and explicit goals for the team. For

business projects, objectives should be high but realistic and measurable. Also, assign individuals specific responsibilities and accountabilities.

Three. Set aside extra time for planning and for training.

Rather than training team members separately, train them as a team whenever possible.

22 March/April 2012

Four. Keep teams together. Time spent working as a

team is the #1 predictor of a team’s success. With that in mind, when possible, use the same team over and over, especially for related projects.

Five. Develop systems for examining issues and creating solutions so that all the information comes out, not just the most obvious. Six Thinking Hats by Edward deBono is a short book that outlines a simple, productive informationsharing structure.

Six. Manage the communications among team members so that everyone contributes. And don’t worry about a little conflict or disagreement as long as it’s respectful. It’s productive for team members to contribute different ideas or to shoot holes in ideas that are already on the table. After all, providing more and better solutions is the purpose of assembling a team.

Seven. Just like athletes, practice, practice, practice as a team. For superior performance, work out the kinks by practicing as an entire team before negotiating as a team or before making any type of team presentation.

Mary Storms is the NCASP secretary and a technology SALES recruiter at STORMS Associates. You can read and comment on Mary’s sales and negotiating tips at Sales Hunter blog , or contact her directly at Mary@ STORMSassociates.com, 704-607-9118.

NCASP.com

CONFERENCE PREVIEW

Don’t Get Caught in the Traffic Byline Amy Munroe, CSP, MTS, Inc.

The great runner, Carl Lewis, a nine-time gold medal winner once said “My thoughts before a big race are usually pretty simple. I tell myself: Get out of the blocks, run your race, stay relaxed. If you run your race, you’ll win....Channel your energy.

Focus.” He understood what he did well and he focused on those positive traits. He also competed in four Olympic Games and won numerous medals!

How well do we each focus on what we do well? Sure we perform our job as we think is the best way each day, but do we really drive ourselves to improve, to channel our focus on our strengths in order to grow ourselves and our business. If we are competing in the market the same way you did three years ago, we might need to refocus in order to outsmart and outsell our competition.

Our time in May, at the conference, will include a discussion on how to drive yourself and your team to new heights. We will be looking at three key areas: focusing on sales from the right perspective, learning how important onboarding is to success of your team members (and yourself), and strengthening your team with clarity and accountability.

You will leave this session with impactful ideas and specific actions to take in order to move your team and company ahead of your competition.

NCASP.com

March/April 2012

23

RECRUITING TIPS

The Guide to Exceptional Recruiting

STAFFING & RECRUITING

(Pompous Title; Great Content)

Shared by J S in CareerBuilder for Staffing and Recruiting Firms I’ve been asking many people, both inside and outside of recruiting, what they think it takes to be an exceptional recruiter.

As the title suggests, it was a pompous question but they gave me great content (none of which I wrote). So here you go:

From those inside recruiting Olivier J. Van Dierdonck, Director of Recruitment, Southwind, a Division of the Advisory Board

• • • • • •

Persistence Ability to connect with candidates and clients Credibility (industry knowledge and honesty) Solid ability to assess skill sets Trusted advisor Attentive to details

Marty Lovgren, Talent Acquisition Manager, Gresham, Smith and Partners

• • • • • • •

Responsive. Must respond in a timely and professional manner to candidate and client alike Provide true staffing/business consulting skills to the client, must understand the client’s needs and business intimately On the third-party side, recruiters must immerse themselves into their client’s organization/culture to better understand their needs Must possess excellent active listening skills Must demonstrate tenacity in pursuit of the best talent Exhibit salesmanship, people skills, and powers of persuasion in negotiations Must always follow through with commitments

the details of the position in question are key. I always recommend focusing on a match. The right candidate has to fit with the right opportunity.

The worst case scenario for a recruiter is for the candidate to have false expectations and end up unhappy three months into the job. This means talking with a lot of potentials until a viable match is found. There have been a number of occurrences where we hire someone we’ve been speaking to for three years or more.

A truly great recruiter will know the intimate details of the position and culture. This will allow not only for deciding who has the skill set to be successful in the role but also for clear communication of a realistic job preview.

Tam Singer, Corporate Recruiter, OHL Top four attributes of the best recruiters:

• • • •

Confidence: Recruiter listens and learns what the hiring manager needs and what they are really saying Drive: Recruiter fills the position in the quickest time in the most direct way Network: Recruiter has large network of candidates to go to in any given situation Trust: Their reputation is that they will get the position filled because they have consistent proven results

Robert Kane, Director, HR and Talent Acquisitions, Community Health Systems

Lindsay Dycus, Recruiter, Shoemaker Financial

When I first started at CHS, I asked all of my hiring my primary hiring managers (mostly Division VPs and Presidents) what they needed most from my position. The most common response was “communication”.

I think the main thing that puts a recruiter a cut above the rest is working knowledge of the position you are hiring for.

I was fortunate enough to have gotten the licenses required to do the positions I recruit for and also work in a similar firm before I became a recruiter.

Ninety percent of my searches were hospital executives and the average fill time was sixty to ninety days. I instituted a weekly update process that has consistently received positive feedback. Most weeks it is simply an update on my efforts without a viable candidate to share but this keeps everyone on the same page.

I see communication as one of the building blocks for successfully managing the hiring manager side.

On the candidate/sourcing side, the ability to build relationships with potential candidates and knowing

24 March/April 2012

This knowledge allows me to give open and honest answers to candidates questions. Another thing that can separate the good from the great is the time you spend getting to know the candidate and being open and honest with them, not only about your firm, but opportunities available to them at other firms that might fit what they are looking for specifically better.

Rick Ross, Partner, NGP I’ve hired many recruiters through the years and have found NCASP.com

that there is a key characteristic that differentiates a good recruiter from a great recruiter.

It’s simple – I always want to understand the motivation to be a recruiter. There are a few answers to this question but the one that best predicts ‘greatness’ in my experience is an answer that reflects service. “My goal is to help companies by finding the best possible candidates for their roles” or “I just enjoy the reward of someone getting a job that enhances their career”.Even better: “It’s almost community service . . . companies get great employees and my candidates get great jobs – that’s reward in itself” Any other motivation (money, personal career advancement, or just to do something different) are key indicators that their real passion is outside of recruiting. Great recruiters are interested in the long-term job satisfaction of their candidates and not just making a placement.

From those outside recruiting Linda Teske, a Senior HR Generalist/Consultant In general, based on my experience, a good recruiter is one that returns the call and follows up with a candidate one way or another. They also know what job best fits the candidate and will not suggest a position that may not necessarily be the best fit. They are considering a ‘long term’ placement, not a ‘short term’ placement.

Jane Smith Stage, Training Professional Truthful — tell me what I need to know and do in order to present myself in the very best light. If I’m not coming across as professional or not a good match for your client — give me specifics.

Responsive, even if it’s a subject-line only e-mail or voice message.

Wells Fargo Insurance Services

Collaborative — yes, you represent your corporate client — AND — how can we work together as well? How can I stay ‘top-of-mind’ with you (recruiter)?

Providing staffing companies with flexible and cost effective insurance solutions

John Bliven, Training Professional As you’ve said before, job seekers need to understand how recruiters work and establish realistic expectations when working with them. That said, here are my thoughts about what makes a recruiter great:

• • • •

Professional in all aspects of a working relationship Don’t make promises you can’t keep (if it’s doubtful that you can schedule an interview for a candidate, say so, don’t sugarcoat anything) Be realistic in describing the types of positions you conduct searches for. For instance, if you don’t recruit mechanical engineers, don’t say that you do.

Follow through and follow-up – if you say you’re going to provide feedback on a candidate’s qualifications, do it!

For more responses, visit CareerBuilder for Staffing and Recruiting Firms.

Team up with us today.

NCASP.com

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.

March/April 2012

25

SALES TECHNIQUES

Trends in Prospecting for New Business

By Carol Ashby, CTS, NCASP Director of Communication

In our last issue of Staffing Now, we started a conversation via two LinkedIn groups (American Staffing Association and Charlotte Business Professionals). We received a tremendous response and comments continue to come in, including those below. The question I asked was, What have you found to be most effective when prospecting for new business - email, cold-calling, social networking, etc?

Neil

Whitman • Networking through various professionals groups, especially our Chamber of Commerce, has been very helpful. We’ve also seen more contact through our updated website. Marketing is 24x7 and our website is always awake!

Linda Zumstein • Another word for prospecting is

marketing since prospecting is really nothing more than identifying business opportunities and, once qualified, initiating some type of contact to spark an interest in your offering; i.e., a leave-behind, a follow-up call, etc.

Although I’m reading great responses, the general attitude seems to be what I face when I train people in the field, which is that, when prospecting, we’re playing a friendly game of “catch” with prospects. The reality is, they’re not playing “catch”...they’re playing “dodge ball”. They don’t want your message and they don’t have time to sort through the clutter of all the staffing reps that try to reach them every day.

There are 5 universal objections that you’re up against: 1) no time 2) no interest 3) no differentiation 4) don’t believe you or your solution 5) procrastination/lack of decision making.

Your greatest tool when prospecting isn’t the medium you choose, but rather, your ability to persuade, and, like great fishermen, to understand how your prospects (fish) swim in the water you’re fishing in.

Drew Helmstetter • Linda, I think your metaphor is dead on. I am in agreement with others and think an “all of the above” approach is probably best, but it will depend

upon the style of the person doing the marketing. I have had greater success with cold calls than with networking, but I use a bit of an unorthodox approach for my calls.

After talking to prospective and existing customers, it seems that some sales professionals call the same folks daily or every few days without leaving messages, and that is just not something I can do. We eat, sleep, and breathe staffing, but such is not the case for the decision makers that utilize staffing. Calling 1 or 2 times a month and always leaving a message has worked best for me. It takes a while to gain traction, but it shows respect to the people you are calling.

“Staffing” is only one of the things on a customer’s plate

26 January/February 2012

as they are also focused on running all the other aspects of their business. Instead of calling the same 50 folks a lot, call 1000 folks every now and then (you better keep good notes). If you have been polite, they will notice when you quit calling (I have quite a few stories about new customers having called me and asking why I was no longer calling them and that they are now ready to use our service).

Calling sparingly also allows time for sales professionals to work in the networking, drop offs, and social media aspect.

Furthermore, let me emphasize that sparingly does not mean making less calls, it means calling more people. Aim for 100+ different calls a week and eventually you will have a large list of 1mo 2mo 3mo 6mo call backs and will get meetings simply because most of your competition has annoyed the *expletive* out of the market. As Linda says, this is half the battle, then it comes down to persuasion.

Tell them what makes you different (if you can’t answer this, well, then you’re probably doomed). Tell them what makes your company different. Then talk price/services after you have sold yourself and your employer.

Jung Cha, TSC, CSP • I agree with all approaches

mentioned. I require our Business Development team to make a set number of calls per day and a set number of mass e-mail. They are required to have at least one client visit per week. I also have monthly meetings on their active accounts and PIPELINE of potential accounts. Part of Business Development Strategy is “FOLLOW-UP”.

Creative, Consistent and Persitent Follow-up. I do think it’s important to mention the need to have your BD team forecast their projected revenue for the quarter and hold them accountable. By requiring them to create a forecast or business plan, it forces them to get to know their clients or potential clients and understand their headcount needs.

Daphne Dolan • I also agree with all the approaches - we use email blasts the most but are involved with a number of networking associations which have really helped build our business. We require our sale team to have a minimum of 4/5 meetings a week and to make sure that they follow up.

Paul Fedorchuk • A mix of calls, emails, networking

through professional associations, social media and face to face meetings, truly is the best approach. This keeps yourself engaged and helps to sustain creativity. I would also like to say that this is one of the most value added blogs I have ever participated in. Good advice by all!

NCASP.com

NCASP REGIONAL EVENTS

Upcoming Training Events Mark Krajnik, CPC, Kelly Services

NCASP wants to help you connect with your colleagues for more training, sharing, and getting to know each other.

In addition to the training and highly popular Staffing After Dark, look for upcoming events’ dates and topics at NCASP. com and your inbox. Register online by clicking here.

We’re looking forward to seeing familiar faces and meeting many new faces in 2012!

Charlotte – NCASP Staffing After Dark Thursday, March 15, 2012, 5:30-8 PM Networking Event for anyone in our industry Taco Mac - University Area, 517 University Center Blvd, Charlotte (704) 717-7083 Charlotte - NCASP Luncheon Friday, March 16, 2012, Noon-1:30 PM Jill Benson, Employment Attorney, presents “Legal Matters” Charlotte Westin Hotel, 601 South College Street, Charlotte (704) 375-2600 Greensboro - NCASP Evening Out Thursday March 29, 4 PM Cathy C. Allen, SPHR presents “Top 10 Staffing/ Recruiting HR Bloopers. Blunders and Gotchas” Starmount Country Club, Cash Bar Webinar Wednesday, April 4, Noon-1 PM Careerbuilder presents “Accelerate” Details to come at NCASP.com Wrightsville Beach – Annual Training Conference Holiday Inn Resort, 1706 N Lumina Ave Wrightsville Beach NC Thursday, May 17-Saturday, May 19 Details throughout Staffing Now and online by clicking here.

We want your ideas! If you would like a training or networking event in your area, contact Mark Krajnik, NCASP Director of Regional Events, at Mark_Krajnik@kellyservices. com, 704-548-2500 x202. Let’s make it happen!

NCASP.com

March/April 2012

27

TESTIMONIALS

People are talking about NCASP We have such a wonderful time at the conference each year. The speakers are always full of great ideas and new information.

It is great to learn and connect with others in our industry.

-April Yost, Director at Large I have not been in the business that long and did not have the advantage that many others did by having worked in this field before. I knew that I needed a lot of support and assistance if I was going to do something positive in this industry. I’ve been surprised with the depth of expertise that NCASP has to offer its members because state organizations are rarely so organized or offer this level of experience and expertise.

To improve, it is always a good move to surround yourself with more talented and experienced people, so, for me, NCASP is almost like an apprenticeship program for the recruiting industry. The levels of support and expertise go from novice to advanced so there is something of value for everyone.”

-James Kemper, Director of Membership

Upcoming BOD meetings via teleconference unless otherwise specified.

• March 15th • April 12th • May 3rd • May 17th 11:00 to 1:00 Luncheon • June 14th • July 12th

28 March/April 2012

Congratulations from your NCASP family!

Fischer Thomas Cochran Born February 22

7 lbs, 9oz.;

20 in.

Congratulations,

Marc & Amanda Cochran!

NCASP.com

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 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 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, Non-Voting Madison Insurance Group Phone: 865.963.1224 Email: russ.rymer@ miginsgroup.com

Mark Krajnik, CPC Director of Regional Events Phone: 704-548-2500 x202 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

March/April 2012

29

“Essential StaffCARE is a fabulous retention tool.”

“With Essential StaffCARE, we are ahead of the health care reform curve.

The Essential StaffCARE team’s experience has helped guide us through health care reform confusion.”

Kara Bertoncino, CSP | VP Operations | Quality Staffing Specialists Essential StaffCARE makes it easy to offer a selection of affordable benefits including health insurance, prescription drugs, dental, short-term disability and term life coverage to your temporary employees. You can also count on us to answer your questions as health care reform changes.

BENEFITS FOR EMPLOYERS:

PLAN PROVIDES FOR EMPLOYEES:

t Improve Employee

t Coverage for Doctors’

Recruitment and Retention

t Easy to Implement

To learn more about how Essential StaffCARE can help your business, call today!

and Administer

t No Cost to Employer

t Flexibility in

Office Visits

t Prescription Drug Coverage

t Hospital Coverage t Coverage Available for Dental, Vision, Life and Short-Term Disability

Plan Design

John Walters | 864.527.0474 | johnwalters@iagbenefits.com Health insurance and benefits for the temporary employment industry. Essential StaffCARE is a limited benefit health insurance plan underwritten by BCS Insurance Company Oakbrook Terrace, Il and BCS Life Insurance Company, Oakbrook Terrace, Il. Administered by Planned Administrators Inc. (PAI), Columbia, S.C.

30 March/April 2012

NCASP.com