Staffing Now, September/October 2012

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Vol. 12, Num. 5, September/October 2012

Meet Dr. Frank Burtnett page 4

Practicing What we Preach page 6

EEOC Enforcement Guidance page 8

President’s Letter

By Marc Cochran, NCASP President The 4th Quarter. From sports to business, there is nothing like the 4th quarter. That is the one time of year where everyone truly focuses on getting the job done and ending strong. It’s exciting, it’s intense, and it’s fun too. During the many conversations I’ve had with NCASP Members throughout this year, I think this 4th Quarter is shaping up to close out a solid year for Staffing and Recruiting in NC. I am excited to introduce myself and take the reins for NCASP as President for the remainder of 2012 and into next year. My hat goes off to Scott Love, for what he has been able to accomplish during his term and I look forward to building on his strategies.

My background includes experience both in staffing and recruiting dating to 2003, with companies large and small. I hope to leverage my experience with new ideas of ways to engage our membership across the state. There is no secret we are a unique group, representing a combined association of both staffing and recruiting professionals. But we are all brought together by the fact that we find great talent, for our clients and for our own companies.

Our livelihood depends on how fast we can do that. Great talent is what will make us win, and continue to grow the industry. NCASP will provide you with the resources to find great talent, and help you be better ambassadors of the profession. I can commit to you today.

As President, I feel that my accessibility is important to all NCASP Members.

Please feel free to reach out either by email at marc@ncasp.com or phone 704-207-3819 with ideas or questions.

I am excited to lead the new NCASP Board of Directors, and I am so appreciative to the Association for this opportunity. And most importantly to you the NCASP Member, I look forward to serving you.

Best of luck to you in planning for 4th quarter!

Marc Cochran President, NCASP 704-207-3819

STAFFING NOW THE VOICE OF NC EMPLOYMENT PROFESSIONALS

Volume 12, Number 5 September/October 2012 Publishing Information PO Box 1810 Hickory, NC 28603 NCASP.com Wendy Ward, CPC, Treasurer Phone: 828.302.4042 Email: wendy@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: Mary Barr Jill Benson Carolyn Boyer Frank Burtnett Marc Cochran Jillian Dodson David Gee Mary Mallett Rob Mosley Kyle Wiens Most photos in this issue are provided

by Mez Media. EMinfo and COATS also provided photos.

Published by

In this issue Page 2 . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

President’s Message Page 3 . . . . . . . . . . . . . . . . . . . . . . . . . . . . Certification Training Page 4 . . . . . . . . . . . . . . . . . . . . . . . . . . . Meet Dr. Frank Burtnett Page 5 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Vendor Spotlight Page 6-7 . . . . . . . . . . . . . . . . . . . Employee Engagement and Retention Page 8 . . . . . . . . . . . . . . . . . . . . . . . . EEOC Enforcement Guidance Page 10-11 . . . . . . . . . . . . . . . . . . . . . Communication=Compensation Page 12 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2013 Conference Page 13 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . NCASP Gives Back Page 16 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Vendor Partners Page 18 . . . . . . . . . . . . . Habits & Methods of Highly Effective Rainmakers Page 21 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Networking Page 27 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Vendor Index Page 28 . . . . . . . . . . . . . . . . . . . . . . NAPS 2012 Annual Conference

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President | Marc Cochran marc@ncasp.com Staffing Now is published six times per year.

For subscription inquiries, click here.

Archived issues are available online at ncasp.com.

Copyright 2012. All rights reserved.

NCASP.com

Certification Training

By Jillian Dodson, CPC, CTS, Greene Resources

NCASP to Host NAPS for Certification Training September 28 in Raleigh, NC

NCASP is thrilled to host NAPS for an Immersion program in Raleigh, NC on September 28th. NAPS Trainer, Frank Burtnett, will present the Immersion course and certification exams at the Greene Resources office beginning at 8am. The Immersion training will cover both the CTS (Certified Temporary Staffing Specialist) and CPC (Certified Personnel Consultant) material. I’ve included several links below that will allow you to view additional information about each exam that will be offered; the CTS (click here) and CPC (click here).

Once you have obtained your NAPS certification, it is yours for life, as long as you complete the continued education and training and submit this to NAPS annually. I’ve included a link below from the NAPS website that outlines this process. The guidelines have recently changed and your training log should be turned in annually to NAPS versus on a three year timeline. I’ve included a link to the CEU log sheet below. NAPS has simplified this process to make it very easy for you to get and stay certified!

NAPS FAQs CEU Log Sheet Have you already taken the professional step in your career to obtain your certification? If so, you can still benefit from the Immersion class. By attending the training session from 8am-12pm, you can earn 4 hours (or .4 CEUs) towards your annual renewal credits. This is a great way to stay current with employment laws and recruiting best practices. The cost of attending the training session without taking the exams is $100 dollars.

If you are interested, you will be able to sign up for this through the NAPS website as well.

To sign up for the Immersion and Certification exams, please visit the NAPS websiteand go to the NAPS Shop section. The Certification Collection has cart items for both the Immersion and Exams (cart item number 428) and the Immersion training (cart item 404).

Please do not hesitate to call or email me with questions about the upcoming Immersion program. I hope to see you in Raleigh on September 28th!

Jillian Dodson, CTS, CPC, Director of Certification 919-602-0905 jillian@ncasp.com

NCASP.com

September/October 2012

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Immersion Training

By Carolyn Boyer, NAPS Recr uiting Life

Meet Dr. Frank Burtnett

Founder and President of Education Now Founder and Network Dr. Frank Burtnett, founder and president of Education Now, is a life long counselor, educator and administrator. He began his career as a teacher, counselor and student services director with the Fairfax County (VA) public schools. After an active tenure as a state (PA) consultant for student services, he became engaged in a long and rewarding career in education association management.

As the chief executive officer of the National Association for College Admission Counseling (NACAC) and deputy executive director of the American Counseling Association (ACA), Frank has worked with counselors, educators and human service providers in myriad settings and extensive locations across the United States and international settings. Through his consulting practice, he has served more than 350 institutions, organizations, agencies and firms.

Frank is a popular presenter and speaker at both professional and public events and known for his poignant messages, entertaining demeanor and powerful delivery. He is also available for individual counseling and consultation and is adept at using the Internet and telecommunication instruments to interact with clients and chart a productive course of action, one that will assist the individual to consider a range of education and career options, move on to satisfying decisions and then take appropriate action steps.

He is an experienced trainer, researcher, evaluator and writer and possesses the skills to assist

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clients at every stage of the program development process, from planning to design to implementation. His critical eye can help program sponsors identify the “lessons learned” in their endeavors and build upon these positive programs elements as they move into the maintenance and institutionalization of their projects. He has written numerous student, family and counselor oriented publications that have appealed to their audiences because of their “reader friendliness.”

Throughout his career, Frank has always served as a counselor and teacher. He is prepared to work in a direct counseling or consultation role to help individuals take the steps necessary to realize their full educatonal and career potential.

In addition, he has had extensive experience training counselors and educators to address career and college issues in their respective work settings and provide direct services to people across the life span. In this capacity, he has taught in the graduate education departments of Marymount University (VA), Trinity University (DC), Virginia Polytechnic & State University, George Mason University, the University of Virginia and the University of Maine.

Dr. Burtnett earned the Doctor of Education and Master of Arts degrees in Counseling at George Washington University (DC) and Bachelor of Science degree in Education at Shippensburg University (PA). He holds the National Certified Counselor (NCC) and National Certified Career Counselor (NCCC) certifications of the National Board of Certified Counselors (NBCC). He is a registered counselor (# RC2478) in the state of Maine.

Dr. Frank Burtnett Photographic credit: Kimberly Burtnett Cumbie

Education Now has created and utilized an extensive network of topical experts and authorities and stands ready to assemble an effective and efficient team of consultants to respond to any specific client needs. Our outstanding team has the experience and the credentials to get you where you want to go.

Philosophy No challenge is too big or too small for Education Now. After discussing needs, objectives and desired outcomes with prospective clients, Frank and his knowledgeable and competent network of Education Now consultants will assemble a proposal tailored to those unique requirements.

Education Now promises quality service at reasonable rates and delivered according to a mutallyagreeable timetable.

Dr. Burtnett is Education Now’s principal consultant, author of many career and college publications and a popular speaker and presenter on life transition issues.

You can contact Dr. Burtnett directly at fburtnett@ednow.org.

NCASP.com

Vendor Spotlight

Risk Management for Temporary Staffing Agencies Temporary staffing agencies and employment agencies face unique risks and exposures due to the fluidity of their workforce and the inability of supervisory control at the client facilities where the employees are placed.

It sometimes seems that high workers compensation premiums are industry inevitabilities, but that doesn›t have to be the case. Taking a proactive approach to managing risk- from screening employees to selecting clients, you can reduce exposures to a manageable level.

Two areas which staffing companies need to focus on each and every day is Employee Screening and Client Risk Assessment. These two procedures and a risk management program will establish a good foundation when negotiating your annual insurance renewals.

To contact The Clement Companies please call 1-800-849-8013 ext. 204.

Thanks Spruill and the Clement Companies for always stepping up and providing the financial support that NCASP needs year after year. Thanks to you and the Clement Companies, our annual beach volleyball games are much more colorful and fun!

As a well-deserved Vendor of the Year and Hall of Famer, you are one of the longest standing NCASP Vendor Partners who has brought new talent and expertise to our group! We appreciate all the endorsements of NCASP you provide in the marketplace and the many referrals you bring to our Association.

NCASP.com

September/October 2012

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Certification & Education

Practicing What We Preach How Effective are Staffing Firms at Employee Engagement and Retention?

by F ra n k B u r t n e t t , E d . D. , N A P S C e r t i f i c a t i o n a n d E d u c a t i o n C o n s u l t a n t The concept of employee engagement and retention is one that have been getting a lot of attention in the direct hire and temporary staffing communities over the past few years and an area that former NAPS President Conrad Taylor encouraged me to research and write about. As I perused the business and human resource development literature and learned more about employee engagement and retention, I couldn’t help but wonder if staffing firms themselves were practicing the principles that they were encouraging their clients to embrace.

Basically employee engagement and retention is about creating a culture where employees feel valued, have the opportunity to grow and develop and are rewarded for their contributions, large and small to their direct hire or temporary staffing firm.

Beginning with the initial orientation and onboarding of new employees and continuing throughout their work relationship, staffing firms concerned with engagement and retention must seek to personalize their relationship

6 September/October 2012

with each employee in a manner that fosters individual growth and development.

Surveys taken by employers have repeatedly cited in-house education and training as an important element of an effective engagement and retention program. This begins with the construction and delivery of a comprehensive, relevant and accessible program built around the needs of the firm and the current knowledge and skill base of the employees. Eventually, coaching and mentoring experiences are added to individualize the learning process and make certain it results in improved performance and productivity. In addition to being high on the list of characteristics employees want to see offered by their employers, quality education and training programs are consistently cited by business analysts as important criteria in the identification of effective businesses.

Such programs should focus on both the professional (i.e., keeping employees abreast of work and

role-related knowledge, skills and competencies) and personal (i.e., promoting work-life balance, encouraging sound time management, creating team relationships, managing health and mental health matters) development issues that will extend the capacity of each employee.

In-house education and training programs, properly administered and supported by ownership, represent the ultimate win-win situation. The employee grows and becomes more effective in the core knowledge and skills he/she must have to do their job.

And the firm benefits as team growth becomes a collective “plus� for the organization.

Effective education and training programs take on certain features, including:

The Subject Matter Curricula must start with basic studies (i.e., Direct Hire Strategies 101) and move toward specialized and more complex topics and agendas. Ask NCASP.com

what “core” knowledge you want every member of the firm to learn and make that the first course or the first chapter in your firm’s operational manual. Add to and grow that curriculum with each new education and training offering.

The Teachers Home-grown talent---yes, members of your existing team---assume the roles of faculty members for the inhouse education and training program.

When the subject or topic is newer, bigger or beyond the experience of existing personnel, then is the time to go to outside consultants, trainers and “canned” webinars and contract learning presentations.

The Support System Mentoring, coaching and peer help programs aid staff members to take what they learn in education and training and apply it in their work situation. One-on-one and small group learning situations aid in the “bridging” needed between the classroom and the work station. It represents moving learning from knowledge acquisition to skill acquisition.

The Role of Self-Development Effective self-development and renewal programs (i.e., individualized study, personal reading, distance

learning) should also be encouraged and rewarded. Effective engagement has been shown to encourage this type of personal behavior on the part of individual workers and the fact that it happens can have an immeasurable positive impact on the organization. Unleash and encourage your workforce to tackle learning challenges on their own.

IMMERSION

Supported from the top down, effectively organized and conducted the right way, an in-house education and training program can help your firm grow its business, improve team effectiveness from top to bottom, send employee morale to new highs and help owners retain their best employees far into the future. If you’re preaching engagement and retention, practice what you preach! __________________________________ Reprinted with permission from July 2012 EMinfo. __________________________________ Dr. Frank Burtnett has served as the NAPS Certification and Education Consultant since 1994. He is the President and Principal Consultant at Education Now in Springfield, VA and Rockport ME. Should you have questions about NAPS certification or the Certification Immersion Classes, contact Frank at fburtnett@recruitinglife.com __________________________________

Attention: Future CPCs and CTSs in North Carolina and Ohio The popular and successful NAPS Certification Immersion Class (CIC) is coming to a location in your state. Register today for either the Certified Personnel Consultant (CPC) or Certified Temporary Staffing-Specialist (CTS) credential, study the respective training manuals and then participate in the CIC to review the critical knowledge points and take a paper/pencil version of the certification exam.

Raleigh, North Carolina Friday, September 28, 2012 Sponsored by the North Carolina Association of Staffing Professionals (NCASP)

CERTIFICATION

Columbus, Ohio Monday, October 1, 2012 Sponsored by the Ohio Association of Executive Search Professionals (OAESP)

Friday, September 28 at 8:00 AM Frank Burtnett, NAPS Trainer, will lead the immersion training with the certification exams to follow. Both the CPC and CTS exams will be offered.

Greene Resources 805 Spring Forest Road, Suite 600, Raleigh, NC 27609 The cost is $400 per exam for NAPS members and $500 for NAPS nonmembers.

(Lunch provided.)

Register online at www.recruitinglife.com

Questions?

Contact Jillian Dodson, CTS, CPC, Director, Certification 919-602-0905 jillian@ncasp.com

For additional details, contact Carolyn Boyer, NAPS Headquarters at info@recruitinglife.com or 706-531-0060.

NCASP.com

September/October 2012

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Legal Matters

By Jill Benson, Attor ney, Womble Carlyle Sandr idge & Rice, LLP

EEOC Enforcement Guidance

Consideration of Criminal History under Title VII of the Civil Rights Act At the Breakfast Session of the 2012 NCASP Annual Conference, Jill Benson, Attorney with Womble Carlyle Sandridge & Rice, LLP presented an informative discussion on the risk employers face when having a blanket policy on criminal background records. As Jill stated that having a criminal record is not a protected basis under Title VII of the Civil Rights Act of 1964, as amended. Therefore using a criminal background check when making employment decisions exposes employers to liability for discrimination charges based on race & national origin.

Jill also discussed the following: • National data establishes that criminal record exclusions have a disparate impact based on race and national origin.

• Conducting criminal background checks is not illegal

– instead it is the decision employer makes based upon the results of a criminal background check that can subject them to liability under Title VII.

• Two theories of Liability under Title VII 1. Disparate Treatment- employer is liable when plaintiff proves that it treated him differently because of race or national origin

Tip: Treat criminal history the SAME for all applicants or employees

2. Disparate Impact – employer is liable when plaintiff proves that employers neutral policy has the effect

of disproportionately screening out a protected class (and the policy is not job related for the position in question and consistent with “business necessity”) Tips: Identify your policy, identify how your staff is trained on the policy and be mindful of the EEOC’s consideration of the following – a)what offenses were reported to the employer, b)whether arrests, charges, or only convictions were reports; c) what were the job positions for which the criminal background check was conducted.

Bottom line: Generic Policy Excluding Convictions in not permitted. Do not have a blanket policy that excludes applicants from employment due to criminal history

Employer Best Practices: • Eliminate policies that exclude employment based on any criminal record • Train decision-makers on Title VII • Develop a narrowly tailored written policy for screening applicants & employees • Limit criminal record inquiries to those relevant to job position • Keep applicant/employee information confidential

Presented by Jill M. Benson, Attorney, Womble Carlyle Sandridge & Rice, LLP 300 N. Greene St. Suite 1900 Greensboro, NC 27401 336.57.8095 Jibenson@wcsr.com

The audience listens intently to Jeremy Sizemore’s (left) presentation during the NCASP Annual Conference. Read about Jeremy’s presentation on pages 18-19.

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NCASP.com

November 1 & 2, 2012 • Uptown Charlotte

Board of Directors Retreat Save the date!

Members interested in serving on the 2013 Board of Directors to contact marc@ncasp.com

NCASP.com

September/October 2012

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Training

By Rob Mosley, Next Level Recr uiting Training.

Great Communication = Great Compensation Responding and Aligning Great Dialogue in our business is the cornerstone of our craft. And great dialogue has four distinct elements; Probing, Listening, Responding, and Aligning. These four elements are like the chambers of the heart; each section or chamber is a unique and critical part of the communication process with both clients and candidates. This article is about responding and aligning as a integral part of what is really behind the heart of great dialogue and why great communication drives great compensation.

Responding and Aligning There is a spectrum of attitudes running from complete acceptance through resistance all the way to complete indifference. And what you should know is that resistance is not the enemy.

Indifference is your enemy. The challenge comes in recognizing − through listening and probing − the type of attitude you are hearing from your prospect or candidate.

Regardless of your skill and tenure as a search consultant, it will be natural for you to receive some pushback or resistance, or even indifference when communicating to clients and candidates. It is simply human nature to respond with resistance. How you respond to this first encounter can either advance the dialogue or destroy it.

The following L.A.C.E.S. model will help you successfully manage initial resistance. This model helps ensure that you have alignment to move forward with your conversation.

Let’s take a moment to break down the LACES model into its 5 component parts:

1. Listen: for what’s being said and

why it’s being said − the words and the feeling. Listen for the need behind the resistance.

2. Acknowledge: to satisfy the

3.

4.

5.

client/prospect’s fundamental need for recognition. It is not agreeing. You are communicating that you either understand or desire to understand.

Clarify: to confirm your understanding of the resistance and to establish the differences between your service and other ‘similar’ services. You also may start with clarifying questions to ensure understanding before moving forward.

Expand: by establishing or reestablishing the value of your service in terms of meeting the client/prospect’s needs and helping to solve their concerns.

Seek Agreement: find common ground on all or a part of the issue to begin aligning your position with that of your client or candidate.

The first steps in the LACES model involve Listening and Acknowledging, which is ‘indicating attentiveness’ in order to meet the client or candidate’s need for recognition. You acknowledge to communicate that you have listened carefully and that you understand their perspective.

That does not mean that you agree with them, only that you understand their perspective.

If you fail to acknowledge and begin with your response, you risk being perceived as argumentative and combative.

The final steps in the LACES model involve probing for acceptance.

Expanding and Seeking Agreement both involve Listening and asking the client directly to confirm their acceptance.

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NCASP.com

Note that the following examples are just that − examples. Use them as a basis for developing your own responses, according to your own personal style and the specifics of individual client situations.

Seek Agreement “As I constantly network with these ‘A’ players, my suggestion is that we keep our lines of communication open in the event you make the decision to upgrade your current team.”

“We only promote from within. We don’t use outside resources.”

“I’m not the person you need to speak with. You need to first go through our Human Resources Department.”

Listen/Acknowledge “I understand that most of your hiring is through internal promotions. I think that must be a real positive for your culture and company career development.”

Clarify “How do you handle positions that require expertise outside the current staff?”

“Is that true for just your division or other divisions in the organization?”

“What would happen if the position remained open after it’s offered to your current employees?”

Expand “Most of the clients I work with are constantly top grading their teams.

My recruiting efforts revolve around those hidden candidates that are not on the open market.”

Listen/Acknowledge “Thank you for the clarification. I do want to speak with the appropriate people in your Human Resources Department.

Clarify It has been my experience that you have unique insight due to your role and have a more complete understanding of your organization’s recruitment of key players.

Expand “I’m confident that you can guide me prior to speaking with HR, so that I am better prepared to work with you and your organization.” (Probe for more insight.)

Seek Agreement “Would you be willing to spend 10 minutes with me on the front end so that I have a better understanding of your position and your organizational

needs from your perspective?”

Probing, listening, responding, and alignment, are all integral parts of the heart of every consultative dialogue with both clients and candidates. To become proficient with your dialogue takes patience and practice and one of the best ways to practice is with daily role plays.

Remember that our business is in essence all about great communication and that great communication drives great compensation and more important, a great career path.

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. www.nextlevelexchange.com/

Left: Our members are at top of their game - on the court or at their desks!

Right: George Mavrantzas of Global Cash Card telling us about the staffing products he provides

VENDOR PARTNER ALERT Sign up now for your exhibit booth at the Beach for 2013!

Space is limited, call Mary Mallett at 704-241-2996 NCASP.com

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GET READY TO

SOAR! 2013

S A V E . T H E . D A T E .

Annual Spring Conference APRIL 25-27, 2013 WRIGHTSVILLE BEACH, NC | HOLIDAY INN RESORT

Mark Your Calendars Now! 2013 NCASP Training Conference will be at the Holiday Inn Resort at Wrightsville Beach on April 25-26-27!

Take advantage of the deep discounted price of $199. This great offer is available only through September.

Everyone in your firm can attend for $199 each, which is a $249 saving over this year’s full price, despite rising costs. This special offer ends September 30, and you must pay when you register.

To register, contact Wendy Ward, CTS, Treasurer, at 828-302-4042 and wendy@cv-staffing.com 12 September/October 2012

NCASP.com

NCASP Contribution

NCASP GIVES BACK A note to NCASP from Mary Barr Executive Director, Jimmie Johnson Foundation A huge thank you to you and the NC Association of Staffing Professionals for designating the Jimmie Johnson Foundation to be the charity beneficiary of this year’s NCASP Annual Training Conference, and for your amazing contribution of $1,800.00 to the Jimmie Johnson Foundation.

Chandra and Jimmie Johnson launched the foundation in February 2006. Jimmie Johnson is a five time NASCAR Sprint Cup Series champion.

The mission of the foundation is to assist children and families in need throughout the United States. With the help of generous organizations like yours, we have committed more than $5 million to various organizations.

have contributed more than $2 million to schools through the Jimmie Johnson Foundation/Lowe’s Toolbox for Education Champions Grant program.

In addition, we have partnered with Samsung and Lowe’s for our Team Up For Technology program, which awards a $48,000 technology makeover to one lucky school each year.

None of this would be possible without your generosity. On behalf of Chandra and Jimmie Johnson, we would like to thank you for your generous contribution to the Jimmie Johnson Foundation. Together, we are fueling schools in need. ~ Mary Barr, Executive Director

The foundation currently focuses on K-12 public education. Since 2009, we NCASP.com

A big thank you from NCASP to the Jimmie Johnson Foundation for providing us the “Win A Chevy” tickets for our conference giveaways!

September/October 2012

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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.

James Kemper, Carol Ashby & Rita Bottoms attend a pre-conference Board of Directors meeting

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Our 2012 Board of Directors Ladies make our conferences sparkle!

NCASP.com

Distinguished group of our fellow Board of Directors: (From bottom to top) Jonathan Weiner, Scott Love, Marc Cochran, John Ravelli, Russ Rymer, James Kemper & Mark Krajnik

“Essential StaffCARE conducted a series of Healthcare Reform webinars during the first week of August, 2012 with over 300 staffing companies in attendance. The focus of this webinar was to explain the impact of healthcare reform on the staffing industry.

Essential StaffCARE was able to provide these staffing firms with valuable information, helping them to better understand the penalties/ taxes that this new law imposes thus preparing them for the important decisions that they will be required to make leading up to 2014. If you were not able to attend the webinar, please CLICK HERE for a complete replay.”

NCASP.com

Staffing Professionals are always striving to win, on and off the volleyball court!

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

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We excel at reducing workers’ compensation costs, providing expert advice on contractual agreements and collateral management.

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

September/October 2012

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Vendor Partners

by Mar y Mallett, CPC, SearchPro

Where will you be in April 2013?

NCASP has the best group of Vendor Partners anywhere in the USA, and, fortunately, they come back year after year to share their expertise in the Staffing industry. We could not offer our high quality training and professional development events without our loyal Vendor Partners.

Our annual conference last May was just one example. Many thanks to our generous Sponsors who donated time, expertise, articles, auction items, and electronics, as well as funds. We appreciated all their contributions, including . . .

• The colorful volleyball tee shirts from The Clement Companies.

• The tote bags, lanyards, and • •

notebooks donated by Monster.

Receptions and meals provided

by Essential StaffCARE, CareerBuilder, TalentWISE, Monster and Womble, Carlyle.

New iPads donated by Essential StaffCARE and TalentWise.

Thank you to our 2012 NCASP Sponsors!

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Let’s not forget our talented Trainers.

We learned so much from their invigorating conference presentations, plus their donations of time, expertise, webinars, and newsletter articles.

“Awesome!”

“Exceptional!” and “Charismatic” were just a few words attendees used to describe the formal presentations and Saturday morning’s brief but terrific Turbo Table Topics.

use another company, it is good to meet new partners and find out how they could save you time, decrease expenses, increase revenues, and help your business run more smoothly. You can reach me at 704-241-2996, mary@ searchpro.com.

We are already planning next year’s agenda for April 25-27 at the Holiday Inn Resort, Wrightsville Beach, NC, and many of our Vendor Partners have confirmed they’ll be there. Please send your feedback and suggestions about speakers, scheduling, and entertainment so that we can provide new training and networking for our Members.

Welcome

Please contact our Vendor Partners soon to inquire about their products and services. Make a copy of the Vendor Partner index on page 27 and keep it on your desk for when you need services. Even if you currently

Our New Associate Vendor Member!

Sarah Doggett Senn Dunn Insurance 3625 North Elm Street Greensboro, NC 27429 #336-346-1375 sdoggett@senndunn.com

STAFFING & RECRUITING

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On a scale of one to ten,

Tricom rates a

27.

— Joe Eori, President & CEO, Search Staffing Group

1-888-4-TRICOM (487-4266)

Where am I? Find Trudy at Staffing World 2012 or Visit Tricom Funding at Booth 510.

front-end software WINFUNDS® payroll funding payroll processing invoicing receivables management monthly financial statements Hear and learn more at www.tricom.com or

Did you meet Trudy at NCASP? This year at NCASP’s Annual Conference, Tricom Funding introduced a new team member, Trudy.

She caused a bit of a stir, and that was the goal! We created Trudy, a little blue piggy bank, as a fun way to connect with people and generate even more excitement for the conferences we attend.

Before and during the conference, we posted clues and updates as to Trudy’s whereabouts on Twitter and Facebook, such as Trudy enjoying the beach and posing on the lifeguard stand. Lucky attendees who found Trudy received $50. Our winner on the first day was Tess Welch of Winston Personnel. The second day, Janee Hill of EmTacq found Trudy in the volleyball court. For more information and photos of Trudy (including her upcoming appearances) and to keep abreast of the latest staffing industry news, we welcome you to follow Tricom Funding at www.twitter.com/ TricomFunding and Facebook at www.facebook.com/TricomFunding.

— Shelly Wilkinson, Director of Sales & Marketing, Tricom Funding

Marc Cochran, President Elect, was our Master of Ceremonies during the conference.

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Thanks to Brandy Barrett, our hardworking 2013 Conference Co-Chair.

Jackie Costello was our Red Carpet Host and Owner/Manager Moderator at the 2012 Annual Conference.

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Conference Review Substance abuse testing with more substance.

From point of care screens to full lab confirmation testing, we offer a complete solution for all of your drug detection needs.

Habits & Methods of Highly Effective Rainmakers

by Je re my S i s e m o re, ASAP Talent Services

Who starts a formal presentation by doing a chair stand for one minute? Jeremy Sisemore…of course. This surprising start to kick things off on Friday morning, following Rob Mosley’s Key Note, got the room ready for this former Division I Diver and Gymnast from the University of Missouri presentation.

There was strong content delivered by Jeremy from his vast recruiting success as an SAP SME based in Houston, TX. We will highlight some of his many takeaways for you, however, be sure to download his entire Power Point presentation at www.NCASP.com.

800.340.4029 | aleretoxicology.com

Five Keys…

1. Your Attitude and Belief System…Start with, “I’m going to have a great day today!”

2. Self Perception…You must see yourself as a Peak Performer in your space.

3. Seat of Power…Who leads the interview/conversation.

4. “The Secret”: Self-Fulfilling Prophecy. What you put out there, you receive in return.

5. Consultant/Partner Mindset vs. Vendor Mindset Traits of Highly Effective Rainmakers: • Every call they believe something great is about to happen.

• Extreme confidence. You must believe in yourself to your core.

• Type ‘A’ Personality, constantly in motion.

• Low Patience + High Urgency, to speed up the hiring process.

• Strong Work Ethic Every Day! “My desk is my business!”

• Subject Matter Expert in your space with deep industry expertise.

• Innate ability to influence decisions.

• Belief in the value of their service.

• Work well under pressure without any excuses.

• Tunnel focused throughout the day.

Working Smarter: • Use the Theory of Threes • Recyclability of Your Candidates • Springboard off Your Recent Successes • Turn down searches outside of Your Expertise • Work to Increase Your Average Fee

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• • • •

Work on Desk Building Searches Grade Your Search Assignments Believe in the Value of Your Service & Expertise Make every search look like a difficult search to Your Clients

Other key ideas that Jeremy shared at the 2012 NCASP Annual Conference in Wrightsville Beach, NC, were get referrals, set goals and objectives, have a Mission Statement posted at your desk, grade all of your searches before you invest your valuable time, the power of asking good questions, and becoming memorable in your marketplace through the choice of words. Jeremy ended his very engaging presentation with some parting thoughts… Always possess a winning attitude, be a consultative partner to both your clients and candidates, know what your time is worth, uncover the quality of each search assignment, always ask probing questions, work smarter and get creative in your approaches to new business development and developing candidate relationships. For a Rookie Speaker at NCASP, Jeremy definitely earns an excellent grade by all who attended.

Thanks, Jeremy!

Scan the QR code or visit http://bit.ly/CTStxt for a free eBook on how texting can reach hundreds of candidates in minutes

NCASP.com

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Left: Kati Moss was named the 2012 Rookie of the Year by her employer Debbie Greer with The Greer Group Right: Jody Williams with Essential StaffCARE, Key Gold Sponsor

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Congratulations from your NCASP family!

Tripp Rymer

Born June 15, 2012 to Russ & Brooke Rymer; 8 lbs; 22 inches We have welcomed four new babies to the NCASP Board families this year! Who is going to be next?

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Our deepest sympathy is extended to the family of John Ravelli in the tragic death of his sister.

John, you and your family are in our sincere thoughts and prayers during this difficult time.

Condolences may be sent to: John Ravelli TTR, Inc. PO Box 33332 Charlotte, NC 28233 704-343-0063 john@ttrecruiting.com

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Rob Mosley is a knowledgable charismatic speaker!

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Networking B y D a v i d G e e , S t a f f i n g Ta l k

Five Things to Do at Your Next Networking Event Recently I have been attending lots of networking events, and making lots of small talk in the process. These things tend to be cyclical for me, as I may go to a bunch in one month and none the next. But this recent round got me thinking, and doing some research, about how to make these events more successful.

Here are five things that work for me: 1) Have a plan.

Often times it seems we are invited to something, we think about it for a second, mindlessly put it on our calendar, and simply show up, with no other forethought. I probably haven’t considered who this group is, what type of people will be in attendance, what I should use for conversation starters, even how I should dress. This lack of preparation could show up in the form of a mistake or faux pas, or simply result in leaving the event with a lack of meaningful connections. So just give some thought to the audience and what it is you want out of your time there.

2) Arrive early.

I was invited to a meet and greet with the global president of an entrepreneur’s organization I have been a member of.

He was scheduled to host some local dignitaries, then they would open it up to the general membership for 90 minutes. I finished up work for the day, turned on the TV for a few minutes to relax, then changed into a suit and tie, and made the drive to the event. All that took more time than anticipated and instead of arriving fashionably late, say halfway through the scheduled time, it was more like two-thirds of the way through the event. And as it turned out, I was simply late. It had started earlier than scheduled, and ended earlier as well. In fact, I literally shook hands with the guy I did actually want to meet as he was walking out the door. Arriving early also allows you to be in the middle of emerging conversations, and gives you a headstart on knowing others in the room.

3) Pay attention to your introduction(s).

Remember that other people’s impressions of you are formed very, very quickly, in a matter of seconds in fact, and that a good opening line NCASP.com

is important. If possible, think about trying to pique someone’s interest or attracting their attention with a nonstandard line. The other day I was at an event at a large, downtown law firm, and the multi-level offices with floorto-ceiling windows and views were absolutely amazing. The first stranger I walked up to I said, “Wow, I would sure would be proud to call this place my work home. This is my first time here and the offices are absolutely stunning.” It turns out that person was an attorney there, and my opening line evolved into a great conversation and a meaningful connection that may result in some business for both of us.

If that feels daunting to come up with something original, just keep it simple.

As in, “How are you?” or “What brings you here?”

4) It’s better to be interested than interesting.

Let’s face it, making meaningful, or even non-meaningful, small talk with strangers doesn’t come naturally to most people. And to be good at it, we must be diligent and deliberate about how we practice it. But even if you don’t possess much think-on-your-feet verbal dexterity, one thing any of us can do is simply ask questions. So when you engage, be present, really listen instead of looking around the room to see if you can find someone better, use their name in the conversation and be inquisitive. Given the opportunity, and the prompting, most people will go on about themselves at some length.

And along the way, they are forming an opinion about you that you are smart, and a really good conversationalist, even if what you are doing mostly is listening.

And if you are listening, most likely you are learning. Something. So again, if you find it intimidating to be interesting, work instead on being interested.

If you find it intimidating to be interesting, work instead on being interested.

5) Follow up. Promptly.

Many people will recommend exchanging business cards with literally everyone you meet at a networking event. If that is an expectation, then I guess you can go along. But if you meet someone, exchange a few pleasantries, and don’t have a good dialogue for whatever reason, why bother? Why add to that pile of cards collecting dust on your desk? Conversely, if you do meet someone with whom you would like to meet again, follow up promptly, certainly within one business day. When I meet someone like that, I go home, look them up on LinkedIn, and write, “I enjoyed meeting you and making a connection with you tonight. Let’s connect here as well. I look forward to continuing the conversation.” Then you can reach out to them soon after for a coffee chat or lunch.

I know people who flourish at these types of events, and expect to come away with meaningful leads and new connections. I also know lots of other people who only attend these events begrudgingly, and don’t expect to have any meaningful conversations – or connections.

Guess what? Both are self-fulfilling prophecies. You tend to get out of networking events what you put into them. And with a little bit of planning – and practice – you’ll get a lot more out of them than you probably are at the present.

David Gee spent 18 years as a TV news anchor, reporter and magazine editor.

He now is a business communications consultant and regular contributor to Staffing Talk.

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NCASP BOD meetings

10:00am teleconference unless otherwise specified • September 13 • October 11 • Fall Retreat: Nov. 1 & 2 at Uptown Charlotte

We are preparing our slate of officers for 2013 Board of Directors. If you have any interest on serving on a committee, please contact Marc Cochran at # 704-207-3819 or email: marc@ncasp.com

EMinfo.com

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Vendor Partners

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 Š 2011 Wells Fargo Insurance Services.

All rights reserved.

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“Essential StaffCARE is proactive.”

“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:

• Improve Employee

• Coverage for Doctors’

Recruitment and Retention

• Easy to Implement

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

and Administer

• No Cost to Employer

• Flexibility in

Office Visits

• Prescription Drug Coverage

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

Plan Design

Alan Gilbert • 864-527-7936 • alangilbert@iagbenefits.com Jody Williams • 864-527-7934 • jodywilliams@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.

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2012 NCASP Sponsorships GOLD John Walters, Alan Gilbert & Jody Williams 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 // JohnWalters@iagbenefits.com // alangilbert@iagbenefits.com // jodywilliams@iagbenefits.com

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

Bob Wasik at CareerBuilder Internet Career Site 312-698-0836 // Bob.Wasik@careerbuilder.com

BRONZE Spruill Alexander and Scott Cooper at The Clement Companies Liability & Workers Comp Insurance 252-756-8300 x204 // salexander@clementins.com 800-849-8013 // scooper@clementins.com Shelly Wilkinson at Tricom Funding Payroll Funding & Processing 262-509-6225 // swilkinson@tricom.com

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

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

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

Russ Rymer & Bob Wilson at Madison Insurance Group Staffing Agency Insurance Solutions 865-963-1224 // russ.rymer@miginsgroup.com 800-333-8771 x134 // robert.wilson@miginsgroup.com Diane Poljak, Guy Jacobucci & Kurt Murray of Assurance Independent Insurance Brokers 847.463.7298 // dpoljak@assuranceagency.com 847.922.6069 // gjacobucci@assuranceagency.com 847-463-7154 // kmurray@assuranceagency.com

Mark Demaree at Top Echelon Helping Recruiters Make More Placements 330-455-1433 // mdemaree@topechelon.com Jim Shaki at RecuiterEco The Social Community for HR, Staffing & Recruiting Intel 828-329-4759 // publisher@recruitereco.com

STANDARD BOOTH Cassie Watkins & Scott Cox at Wells Fargo Liability & Workers Comp Insurance 704-556-2569 // cassie.watkins@wellsfargo.com 704-556-2594 // Scott.Cox@WellsFargo.com

Gene Johnson at Greenfield Software Staffing Software, Application Tracking and Paperless On Boarding 800-226-9366 // gene@gfsw.com

Rich Petersen at TempWorks Sarah Price & Lee Lloyd at Vantage Point Services Integrated Staffing Software/Payroll Processing & Funding Background Checks 678-612-4690 // richp@tempworks.com 800-792-4339 // Sprice@vpscreening.com // lee@vpscreening.com Sean Kelly at Alere George Mavrantzas at Global Cash Card Drug Testing Solutions Paycards 919-803-4648 // sean.kelly@alere.com 904-993-0469 // gmavrantzas@globalcashcard.com Tom Sarach & Nancy Simonelli at COATS Sql./Reliance Rex Lynch at RCS Fully Integrated Staffing Software Risk Management & Loss Control 800-888-5894 // tsarach@coatssql.com 865-310-7800 // rex.lynch@riskcontrolservices.com 757-490-1700 // Nsimonelli@reliancestaffing.com Bill Clark at Madison Resource Funding Clear Sailing to a Secure Future 800-508-3863 // bclark@4funding.com

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Pat Turner at EmInfo News features for recruiting and staffing 314-560-2627 // em.sr@hotmail.com

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