Staffing Now, July/Aug 2013

The

Voice

of

NC

Employment

Professionals

Vol. 13, Num. 5, July/August 2013

In This Issue: A Brighter Path Foundation, Tracy’s Little Red School House page 11

Save the Date 2014 page 15

Legal Matters page 20

From the President It’s been a very busy start to the summer, and I hope each of you are well on your way to accomplishing your goals for 2013.

I wanted to take a minute and recap what we as an association have been able to accomplish at our mid-point this year. Under our two 2013 focuses of Education and Outreach, we have offered 5 Webinars, 2 Regional Events on Healthcare Reform and the Affordable Care Act in Charlotte and Greensboro.

We have also completed a significant upgrade to our website. Most importantly is our “super bowl” each year, the Spring Conference. And finally, we have been much more active legally this year and are currently offering support in two issues that directly impact staffing companies in North Carolina. Each of these requires a collection of efforts, and I would like to say a public thank you to each of the board members who have invested their time and energy. In addition, none of this would have been possible without the support of our vendor partners.

Not a bad start, but we have a lot more to accomplish.

Our focus for the summer is on Membership, which is an area everyone can participate. The stronger we are as an association, the stronger our voice can be.

Two things will be taking place in the next 30 days. First, for our current members you will be receiving your 2013-2014 Membership Renewal statements. And second, the Board of Directors will be leading a Membership Drive to grow our numbers. Where you can help is to please forward along other firms you come into contact with. Even though we all compete on a daily basis, we can benefit from a business environment that supports staffing and recruiting companies.

If you are interested in joining NCASP, and to support our goals please visit: http://ncasp.com/join-now.

Best, Marc Cochran, CSP President, NCASP Education. Outreach.

STAFFING NOW THE VOICE OF NC EMPLOYMENT PROFESSIONALS

Volume 13, Number 5 July/Aug 2013 Publishing Information PO Box 1810 Hickory, NC 28603 NCASP.com Wendy Ward, CPC Vice President Phone: 828.302.4042 Email: wendy@ncasp.com Editor in Chief | Rita Bottoms, CSP RBottoms@temporaryresources.com Vendor Relations | Mary Mallett, CPC mary@searchpro.com Graphic Designer | Stacey Chacon stacey@staceychacon.com Contributing Writers: Martin Armstrong David Barnwell Jill Benson Rita Bottoms Marc Cochran Tiffany Crenshaw Matt Deutsch Jillian Dodson Debbie Fledderjohan Jean Paul Isson James Kemper Mary Mallett Anna Schuszler Jonathan Weiner Published by

In this issue Prez Message . . . . . . . . . . . page 2 Healthcare Reform Q & A . . . . page 3 COATS Vendor Spotlight . . . . . page 4 NCASP Membership . . . . . . . page 5 Careerbuilder . . . . . . . . . . page 6 Leadership Spotlight . . . . . . . page 7 Board Meetings . . . . . . . . . . page 8 Back Office Selection . . . . . . page 9 NCAP Gives Back . . . . . . . page 11 Predictive Analytics . . . . . . . page 12 Certification . . . . . . . . . . page 13 Sponsors’ Corner . . . . . . . . page 14 Save the Date 2014 . . . . . . . page 15 Elements of Branding . . . . page 16-17

2 July/August 2013

Real World Staffing . . . . . . .

Digital Media . . . . . . . . . .

Legal Matters . . . . . . . . . .

Webinars and Events . . . . . . .

WorxTime . . . . . . . . . . .

Affordable Care Act . . . . . .

Brandy tied the Knot! . . . . .

Paycards Go Live . . . . . . . .

New Members . . . . . . . . . .

Career Builder Webinar . . . .

Membership . . . . . . . . . .

Essential StaffCARE . . . . . . .

Vendor Index . . . . . . . . . .

Board of Directors . . . . . . .

page 18 page 19 page 20 page 21 page 22 page 23 page 24 page 25 page 26 Page 27 page 28 page 30 page 31 page 32

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 2013. All rights reserved.

NCASP.com

Event Recap

By Tiffany Crenshaw

NCASP & The Clement Companies: Healthcare Reform Q & A Fifty staffing, recruiting and HR professionals gathered June 4th at Starmount Country Club in Greensboro to attend a Healthcare Reform Q & A sessions presented by NCASP and sponsored by the Clement Companies. The featured speakers included William Whitehurst, an attorney with Womble Carlyle specializing in employee benefits and Jill Benson, also an attorney with Womble Carlyle with a specialty in employment law. The presentation began with a short recap of employer requirements introduced in the past three years regarding healthcare coverage and how it impacts the staffing industry. Then, a lively discussion followed while attendees peppered Bill, Jill and the other participants with questions and concerns. As questions and answers were volleyed throughout the room, it was evident that tensions and concerns about Healthcare Reform are running high considering the ambiguity of the law and potential hefty financial burdens it seems to be bestowing on our industry. Our Sponsor, Spruill Alexander of The Clement Companies, wrapped up with the event

with a brief overview of the insurance company perspective and encouraged business owners and account managers to begin speaking to their clients about the change, in essence, forewarning our clients of pending rate increases and also contacting our health insurance providers to discuss options that may be available to us.

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

NCASP.com

Scott Cooper ext. 226

2013 NCASP Associate Members

Spruill Alexander (right) of The Clement Companies with Greensboro Attendees

EMinfo.com

Web Site: www.Clementins.com

July/August 2013 3

Spotlight on Vendor

Grow Your Business with COATS Staffing Software COATS software is perfect for any stage of staffing, and the options, extras and financing methods can be tweaked to fit the stage your company is currently in. The result is just the right package at just the right time.

You’ve just formed a company, gotten your first clients and candidates and are ready to start staffing. You want to get it right from the beginning. Our Startup bundle gives you all the tools you need to handle your business. v To keep your initial investment low, your COATS Staffing Software is leased, not purchased

STARTUP

v Your files are hosted online, so you don’t have to purchase servers or additional hard drives v Online Applications have been added for extra candidate appeal You’ve been in business a few years and want to expand. You’re ready to take on a little more investment to get much bigger rewards. When you’re ready to make the switch to integrated staffing software, the Steady Growth bundle is for you. v You’ll keep your cashflow open by leasing COATS Staffing Software v Your files are hosted online, so you don’t have to buy IT hardware v Online Applications are added to save time, energy and lobby space

STEADY GROWTH

v Online Job Postings are also added to help your job listings reach more potential candidates You’re a major player in staffing, an established company that’s only getting bigger and better.

Cashflow isn’t an issue anymore; efficiency is. For you, there’s the Power User bundle. v You’re investing up-front in your growth by purchasing COATS Staffing Software, knowing that you’ll get free updates from here on out v Your files are installed on your own servers, ensuring fast access times v Online Applications and Online Job Postings boost efficiency and reach

POWER USER

v Resume Parsing saves data entry time, freeing up staffers for mission-critical tasks v The Employee Portal lets associates check in available and check their pay online

Of course, every bundle comes with the most comprehensive software in the staffing industry. COATS lets you handle every part of your business: employees, clients, job orders, payroll, billing, A/R, A/P, General Ledger, analytics and reports. All from the same interface, using the same data, and all supported by our legendary technical support specialists. So no matter which bundle you choose, your business is set for growth.

Call us today at 1-800-888-5894 or visit www.coatssql.com/bundles-ncasp.

4 July/August 2013

NCASP.com

JOIN NCASP

Join Now:

Now is the time to join North Carolina’s only association dedicated to the advancement of staffing and recruiting companies.

$199 Solo/Individual Membership $299 Corporate Membership

What does your NCASP Membership offer?

Visit NCASP.com/join-now to get started.

• • • • • • • • • •

Networking and Business Opportunities Discounted Educational Opportunities Regional and State events as well as Industry Certifications Legislative Information & Advocacy Contact with Nationally Renowned Industry Leaders & Trainers Access to Great Vendor Products & Discounts Visibility on NCASP Website Listing in the Online Directory Bi-monthly Digital Newsletters – Staffing Now (Ezines) Added Credibility in Your Community and with Your Clients

About NCASP:

For questions on Membership

Please contact James Kemper, Director of Membership 704-372-7640 jms@whmeanor.com

The function of NCASP is to promote the staffing industry in a positive, educational and ethical manner and act as a watchdog for legislation which might adversely affect the industry. NCASP is the only trade association in NC that represents ALL areas of the staffing business – temporary, direct hire, long term staffing, executive recruiting, contract employment and everything in between. www.ncasp.com NCASP.com July/August 2013 5

FOUR MYTHS ABOUT MOBILE RECRUITMENT According to a recent study from research firm Gartner, Inc., by the end of this year, mobile phones will overtake PCs as the most common web access device worldwide. Not only that, but eMarketer forecasts the number of mobile shoppers in the U.S. will increase by 24 percent this year and represent 62 percent of digital shoppers. And it’s not just consumers who are relying on mobile to make decisions: more and more, job seekers are using mobile devices to search for jobs and research potential employers. In fact, as of October 2012, 25 percent of CareerBuilder’s traffic comes from mobile devices – and that number is only growing.

CREATING A MOBILE-FRIENDLY SITE ISN’T WORTH THE HASSLE A mobile website helps generate even more traffic to your site, because it provides improved rankings on mobile-friendly search engines such as Google and Yahoo, and also allows placement in a growing number of mobile and local directories. Thus, creating a mobile-friendly website is single-handedly one of the easiest ways to increase traffic to your career site and the likelihood of candidates applying. Moreover, a recent Google study reveals that over half of smart phone users (61 percent) are likely to leave a site right away that doesn’t offer a user-friendly mobile experience. Even more (79 percent) say they’ll search for another mobile site to do the job. Given the similarities between candidate job search behavior and consumer buying behavior, employers would be wise to pay a ention to these findings. If 20 percent of your traffic comes from mobile devices, and you do not have a mobileoptimized site, you could be driving away nearly 80 percent of those candidates.

HAVING A MOBILE WEBSITE WON’T INCREASE TRAFFIC Okay, this myth is only half false. You might not necessarily increase traffic to your website with a mobile-friendly career site; however, you do risk losing traffic if you don’t have one. Why? If your website doesn’t look good on a smart phone, users will move on to one that does – and they have plenty of options: A recent CareerBuilder survey shows that 57 percent of employers with 1,000 or more employees have mobile-friendly versions of their career sites. If you’re not among this group, you’re pu ing yourself at risk of losing valuable candidates to mobile-friendly competitors.

MOBILE SITES DON’T AFFECT YOUR EMPLOYMENT BRAND BRAND A mobile website improves the user experience and satisfaction, ultimately creating positive feelings toward a company’s brand, according to recent research on mobile website usability. On the flip side, websites that are NOT mobilized can leave visitors with a poor impression of a company’s brand. According the above-mentioned Google study, 55 percent of consumers say a poor experience on a mobile site hurts their opinion of a brand overall, and 52 percent say it makes them less likely to engage with a company. Remember, candidates are consumers, too, meaning their mobile experience with your career site will have the same impact on your employment brand.

MOBILE SITES ARE “BLEEDING EDGE” Having a mobile-friendly website is no longer considered cu ing edge – the same way having a social media page is no longer considered ahead of the curve. Therefore, going mobile isn’t about staying ahead of the competition: it’s about keeping up, especially as job searches conducted from mobile devices increases. It is imperative that employers take the steps now to connect with the growing number of potential applicants who visit their websites from mobile devices.

Remember: The adoption of new technology is now happening faster than ever before. The World Wide Web changed everything, and since then, social media, smartphones, and tablets have had a profound impact on the way people share and consume content, and particularly the way people look for jobs. Consider mobile the next significant step in talent acquisition. One you need to embrace sooner rather than later – because whether you like it or not, that’s where talent acquisition is headed. The question is: will you be there with it?

This post was originally created for CareerBuilder’s Employer Blog: The Hiring Site (www.theHiringSite.com) by Eric Owski. To view the original post, visit: h p://cb.com/TYDUOL

STAY CONNECTED AND JOIN THE DISCUSSION Doing our part to create a stronger job market, CareerBuilder® helps staffing and recruiting firms a ract the best talent while providing their candidates access to the best job opportunities available. As the job market shi s, CareerBuilder will be there every step of the way, empowering employment.

CareerBuilder for Staffing & Recruiting www.facebook.com/CareerBuilderForStaffing

6 July/August 2013

CareerBuilder for Employers www.twi er.com/CBforEmployers

Employer Blog www.theHiringSite.com

NCASP.com

Leadership Spotlight

By Rita Bottoms, CSP

Cassie Watkins, CPCU, CIC, ARM Sr. Account Executive, Wells Fargo Insurance Services

What are your primary job responsibilities?

I am responsible for overseeing the servicing of commercial client accounts.

In which industries and functions do you specialize?

Our main focus is temporary staffing companies, construction, and real estate accounts.

Which aspects of your job get you revved up?

I love being able to help client out with their needs- whether reviewing a contract to make sure the client meets all the specifications of the contract, adding /securing additional coverage, helping get a claim reported or resolved, I thrive on trying to meet the clients needs as efficiently and quickly as possible.

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

I don’t really have anything that I would outsource. I love having contract with my clients. It helps build the relationship and the level of confidence and respect.

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

I have been in insurance for over 20 years. I have been with my current company 18 years (including all the name changes/mergers). Prior to Wells Fargo, I worked with two other agencies in Raleigh and Charlotte. My insurance carrier started out with an insurance carrier, Great American Insurance Company, in Raleigh. NC. I held several positions, including accounting representative, and underwriter.

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

Being a member of NCASP has helped me to understand the staffing industry more and to become more attentive to the issues that impact their business. It gives me an opportunity to help come up with viable solutions for the industry. I have also developed many friendships and relationships with the members that has helped me professionally.

Why did you join the NCASP BOD? I started out on the board replacing my coworker who has been on the board and in the staffing industry for over 25 years. I have been on the board since. It has really helped me to come out of my shell and become more outgoing. I love working with the board and have developed friendships that have gone beyond the board membership. It’s great to be a part of a board that is truly working to make a difference in their industry.

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

Matt Gallagher of Avionte

wellsfargo.com/wfis © 2011 Wells Fargo Insurance Services.

All rights reserved.

Team up with us today.

NCASP.com

July/August 2013 7

John Walters of Essential StaffCARE & Bill Clark of Madison Resource Funding

Jill Benson of Womble Carlyle & Marc Cochran

“Freedom is helping your candidate get off on the right floor. And the right foot.”

NCASP BOD meetings 10:00am teleconference unless otherwise specified

• • • • •

July 18, 2013 August 8, 2013 September 12, 2013 October 10, 2013 November FALL RETREAT (Location TBD)

• December 12, 2013 How can you free your candidate from the trappings of paperwork and the perils of process in hiring? Ask TalentWise, an award-winning hiring process management provider that can streamline how you select, screen and onboard new employees. Bringing the freedom you’ve always wanted to the next level. Find out about our product demo today.

Welcome to a hiring process that sets your candidate free.

CALLING NEW BOARD MEMBERS! Anyone who has interest in serving on the Board of Directors, please contact Marc Cochran, CSP at # 704-207-3819 or email: marc@ncasp.com

Joseph W. Doyle | 919.359.2097 jdoyle@talentwise.com | talentwise.com

8 July/August 2013

NCASP.com

Saving Money

By Debbie Fledderjohann, Top Echelon Contracting, Inc

How to Select a Contract Staffing Back-Office So you are considering outsourcing the back-office portion of your staffing firm. This is a great idea. For smaller firms, it frees up recruiters to focus on recruiting tasks instead of all the administrative tasks tied to being the legal Employer of Record. And larger firms benefit by not having to employ a whole extra department just to handle the administrative and legal issues.

But while the decision to outsource may be an easy one, selecting the right provider may not be so simple. You have to pick a back-office service that works with your unique business model. More importantly, you need to pick a quality provider that is reputable. After all, the back-office provider is handling sensitive employee information and tasks. If they get it wrong, you could be setting yourself up for liability, not to mention the damage to your reputation.

Therefore, you want to first and foremost check the background of the company you are considering working with. How long have they been in business? Have they ever missed a payroll? Have they ever been involved in a lawsuit?

Can they provide references from other recruiters/staffing firms? What do their contractors say about them? If the company seems like a fly-by-night operation, run away. Fast!

Another important factor is whether they will handle ALL of the employment responsibilities. Some providers will only do payroll and the funding. They don’t become the legal W-2 employer of the contractors. If payroll processing is your only pain point, that may be OK. But if you are looking for a larger reduction in your costs, liability, and administrative burden, you will want to make sure the back-office will assume all of the employment responsibilities, including: • • • • • • • • • • • • • •

Payroll funding and processing Tax deposits and filings Invoicing and collections Unemployment claims Workers’ Compensation Benefits administration Client and employee contracts Employment paperwork Background checks Immigration compliance (I-9, E-Verify) IRS compliance (1099 vs W-2) EEO compliance Employee issues Certificate of Insurance coverage

In addition to confirming that the back-office is handling those responsibilities, you may want to ask the following questions: NCASP.com

1. What positions do you accept?

Some back-offices only place individuals in office environments due to Workers’ Compensation restrictions.

Make sure your back-office can accept the positions for which you are recruiting.

2. What happens if a client doesn’t pay an invoice?

Are recruiters/staffing firms responsible for client invoices that are “uncollectible?” What are the standard invoicing terms?

3. Do you provide contractor benefits?

If you want to attract and retain the best candidates, make sure your back-office offers benefits (medical, dental, vision, and life insurance, 401k, etc.). This is even more critical with healthcare reform. Remember, if you have 50 or more employees (contractors and/or traditional employees) on payroll, you will have to provide them with healthcare coverage starting in 2014. If the contractor is the W-2 employee of the back-office, though, that burden shifts to the back-office.

4. Do you recruit candidates and fill your own job orders?

If you want to ensure that the candidate remains “your” candidate, you may want to confirm that the back-office does not do any recruiting.

5. Do I have to sign a contract to use the back-office?

If so, you may be obligated to use their services for a certain period of time.

6. Do you run background checks on contractors?

Ensuring that a background check is run on every contractor can help you protect yourself from liability and maintain your reputation.

Selecting a quality contracting back-office is important. The back-office is an extension of your office, so be sure to do your due diligence and select carefully. They will have contact with your contractors and your clients, so quality is king!

Debbie Fledderjohann is President of Top Echelon Contracting, Inc. (www.TopEchelonContracting.com), the recruiter’s back-office solution. The company was founded in 1992 and places technical, professional, and healthcare contractors in 49 states. Top Echelon Contracting helps recruiters make contract placements and handles all of the legal, financial, and administrative details. They become the legal employer and take care of the employee paperwork, legal contracts, time sheet collection, payroll processing, payroll funding, tax withholding, benefits, workers’ compensation coverage, invoicing, collections, background checks, etc.

July/August 2013 9

NCASP Vendor Partners Are Always Smiling

George Mavrantzas of Global Cash Card

Karen Connor of COATS

Somewhere in a pile of resumes are 52 people that can manage the front desk. And one that could manage the whole company.

Bob Thompson of World Wide Specialty Programs

Nathan Granitz of Assurance

Account:

Bleed: 5.75" x 8.25"

Date: 5/30/13

AD:

Trim: 5.5" x 8"

Title: Monster Ad resize

CD:

man Ward and her family on the death of her Dad and to Brandy RUSH? Y / N

Weeding out the candidates that aren’t right — just one of the ways Monster can help. Learn more at findbetter.monster.com

Condolences to Wendy Low-

Job #: 13-MST-791

Finding resumes isn’t the hard part. It’s finding the right ones. Monster’s 6Sense® semantic search technology smartly sorts and ranks resumes, narrowing your focus to the cream of the crop candidates. Our 6Sense engine supercharges both Monster’s databases via Power Resume Search® , or YOUR own candidate pools utilizing SeeMore® . Whatever your strategy, 6Sense means you’ll spend less time sifting through resumes and more time interviewing the best talent.

Publication: Staffing Publication

Ben Riley of Marquette Commercial Finance

Studio: SF

Live: 5" x 7.5"

Client: Monster

Barrett Coward and family on

the death of her mother-in-law.

10 July/August 2013

NCASP.com

NCASP Gives Back

By David Bar nwell

NCASP Presents Donation to Tracy’s Little Red Schoolhouse

At Winston-Salem Industries for the Blind, our goal is to encourage and assist children and adults, who are blind or visually impaired, to build independent, active and fulfilling lives. Our doors opened in Spring 2012, and Tracy’s Little Red School House is an important component of our outreach services, offering the following programs: • Comprehensive rehabilitation for independent living • Educational services • Computer and vocational training • Youth programs • Social and recreational activities • Sensitivity to Blindness Classes A Special Thanks to to NCASP Members: Thank you so much for coming by and letting us introduce more of IFB to you.

We really enjoy getting to share our story and spread the word about the great things going on at IFB and through our programs.

Your thoughtfulness by ensuring our programs as your beneficiary truly means so much to me and our whole team. Every little bit helps and just to give you some scope, your donation could purchase a new state of the art CCTV for a child to read and do school-work – all at no cost to the child. Or, your donation could also send a child who is blind to camp for the summer – again at no cost to the child.

Just these two things alone alter the life of these children for the better and you all will be that reason why it will happen.

April, Tiffany, Rita and Rachel (not pictured) visited Tracy’s Little Red Schoolhouse on Wednesday, June 19 to present our donation to David Barnwell of A Brighter Path Foundation.

NCASP.com

I am going to send you a picture of the child that benefited directly from your generosity so that you can put a face and a smile with your experience.

Thank you for your support and have a wonderful week-end!

Best, David Barnwell President, A Brighter Path Foundation July/August 2013 11

Analysis

By Jean-Paul Isson, Global Vice President BI & Predictive Analytics Monster Worldwide

The Power of Predictive Analytics in Staffing Today’s global explosion of digital information, big data and predictive analytics is not only affecting the way organizations and businesses manage their customers and consumers, it is changing the way they look, find and retain top talent. In fact, the research firm, Gartner, predicts data will grow by 800 percent within the next five years – and 80 percent of that data will be unstructured (emails, social media posts, feed videos and resumes). There is no doubt that big data represents a challenge and an opportunity for recruitment teams and staffing firms, and talent analytics is becoming a key component to creating a successful talent management process.

At Monster, we see the exciting opportunity to mine big data and use it with many of our forward-looking firms.

We are looking forward to working with our customers to effectively leverage the power of predictive recruitment analytics solutions and big data intelligence technology to optimize their talent pipeline and resource investments.

What predictive analytics means to the Staffing Industry Traditionally, predictive analytics has helped companies to address the basic business questions of “who, when and why.” However, when applied to the Staffing industry, predictive analytics helps to anticipate and optimize: Talent acquisition: helps to identify who is the top talent?

When should they be contacted? Why is this requisition/ job opportunity attractive to this top talent?

What big data intelligence technology means to the Staffing industry To process, manage, and optimize the exponential growth of resumes and other talent data coming from multiple sources, Staffing firms have to leverage big data intelligence technology to fully understand and maximize their recruitment metrics. The benefits of performing this type of deep-dive analysis include: Better awareness of cost-per-placement: This can improve recruiter productivity by leveraging the technology horsepower.

Analysis of the quality of the candidate: This can help recruiters to efficiently find a broader range of candidates they would not find using traditional search methods.

Improve the time-to-fill, as well as the fill ratio: This can reduce search time, provide accurate candidate ranking that leads to matching the right talent to the right job offering.

Predictive recruitment analytics and big data intelligence tools are changing the way organizations view, analyze and harness their talent data. Leveraged efficiently, predictive analytics allows staffing teams to create economic value from their talent data, helping them become more competitive and, ultimately, more successful.

Talent pipeline planning: Predictive analytics can optimize a talent pipeline by leveraging macroeconomic and talent data to ascertain key factors that can lead to better resource allocation. For instance, identifying the best locations to invest in recruitment campaigns for certain skills. Jobresponse optimization: During the recruitment process, predictive analytics helps organizations optimize their jobpostings response. Data analysis can provide companies with custom recommendations and tailored best practices to help firms achieve better responses to their jobs postings based upon factors such as duration, location, occupation, and industry.

Customer acquisition: A staffing firm’s talent database is their proprietary competitive advantage and sales tool.

Therefore with the power of predictive analytics to harness a staffing firm’s big data and provide valuable insight into the talent on hand, a firm is empowered to drive future sales conversations directly aligned to the talent they have.

12 July/August 2013

Blair Hogan & Danny Ashraf of Monster

NCASP.com

Certification

By Jillian Dodson

Greetings NCASP Members!

Can you believe that we are now officially half way through 2013? The year is flying by and I hope it is treating you all well so far. We had a large group of individuals obtain their certification through NAPS at our annual conference.

Congratulations, again, to all of those that chose to take this important step in your career! NCASP is currently working with NAPS to coordinate a Fall certification event that will be held at Greene Resources in Raleigh on Friday, September 27. We anticipate having a great turn out!

Joe Doyle of TalentWise

Please visit the NAPS website (www.recruitinglife.com) to learn more about their certification program. The Fall Certification event will feature the CTS and CPC exams.

I would also like to provide ASA’s website (www. americanstaffingassociation.net). Although an in person event is not offered, ASA offers multiple certification programs and options to obtain these.

Both the American Staffing Association and National Association of Personnel Services offer multiple certification options and deliveries. I encourage you to learn more and take advantage of these opportunities. Please feel free to reach out to me with any questions!

Kyle Byrnes of Careerbuilder

Best, Jillian Dodson, NCASP, Director of Certification Jillian@greeneresources.com

John Sacerdote of NAPS

NCASP.com

July/August 2013 13

Sponsors’ Corner

by Mar y Mallett, CPC, SearchPro

NCASP Auctions are Fun! We would like to thank all the Vendors and Staffing firms who generously donated electronics and various gift cards and other items to our Live and Silent Auctions. Not only does it make for a fun night of bidding against your competitors and friends, but it also helps a worthwhile cause. A portion of the proceeds goes to our chosen charity of the year and the remainder goes into our annual training fund so that we can bring premium national speakers to the Carolinas who keep us up to date on trends and on track to improve and enhance our business strategies. We appreciate those who donate and those who purchase each and every year! Congratulations to COATS for their Vendor Spotlight on page 4.

MacBook Air donated by TalentWise, purchased by Bob Thompson iPad Mini donated by COATS, purchased

by Tiffany Crenshaw Beats Headphones donated by Catawba Valley Staffing, purchased by Bob Thompson Kindle Fire with leather case donated by WorxTime, purchased by Tom Harrell Big Biller License donated by Top Echelon, purchased by Lauren Story AlcoMate Breathalyzer donated by Alere Toxicology, purchased by Jason Bertoncino iPod donated by Monster, purchased by Tom Sarach iPad Mini donated by COATS, purchased

by Tiffany Crenshaw Holiday Inn Resort $250 Giftcard, donated

by Worldwide Specialty Programs, purchased by Sandy Grant

Beaded Necklace & Bracelet donated by Carolina Staffing Resources, purchased

by Bob Thompson Beaded Necklace & Earrings donated by Carolina Staffing Resources, purchased

by Cassie Watkins Coach Purse and Wallet donated by Carolina Staffing Resources, purchased

by Bob Thompson Silpada Sterling Silver Pendant donated by Patti Hogan, purchased by Bob Thompson Silpada Jewelry $50 Gift Certificate donated by Patti Hogan, purchased by Kathy Moore Bamboo Salad Set donated by The Clement Companies, purchased by Pam Carrier Slate Cheese Board, donated by The Clement Companies, purchased by Blair Hogan

AMEX $100 gift card donated by Careerbuilder, purchased by Craig Stone

Two Night Stay at the Holiday Inn Resort donated by the Holiday Inn Resort, purchased by Keith Ricks

Kindle Fire donated by Intellect Resources, purchased by Kyle Skukowski

NCASP 2014 Standard Booth donated by NCASP, purchased by Larry Gibney

Apple TV donated by Quality Staffing, purchased by Kyle Skukowski Apple TV donated by Greene Resources, purchased by Chrissy Kelly Apple TV donated by CoWorx Staffing, purchased by Kyle Salter King Mattress Set donated by A Brighter Path, purchased by Miles Kochaniec Queen Mattress Set donated by A Brighter Path, purchased by Pam Carrier NCASP 2014 Bronze Booth donated by NCASP, purchased by Tom Sarach

14 July/August 2013

THANK YOU TO OUR 2013 VENDOR PARTNERS

2014 NCASP Conference donated by NCASP, purchased by Craig Stone ASA CSC Study Materials and Exam donated by ASA, purchased by Craig Stone ASA CSC Study Materials and Exam, donated by ASA, purchased by Bryen Lester NAPS 50% off Fall Conference, donated by NAPS, purchased by Cheryl Neely NAPS 50% off NAPS Certification donated

by NAPS, purchased by Cheryl Neely EMinfo.com

NCASP.com

2014 NCASP TRAINING CONFERENCE Back by Popular Demand!

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 will present training on Performance Management, Standard Sales Skills, Self-Assessment and a three step coaching process for Owners/Managers.

Mark Your Calendars Now! 2014 NCASP Training Conference will be at the Holiday Inn Resort at Wrightsville Beach on May 15-17!

Take advantage of the discounted price of $249. This great offer now available only through September 15!

Don’t delay! Registration fee will increase to $299.

Registration: Contact Rita Bottoms, Conference Chair, at 336.970.5206 and RBottoms@temporaryresources.com

NCASP.com

July/August 2013 15

Branding B y M a t t D e u t s c h , To p E c h e l o n

4 Key Elements That Recruiters Should Remember About Branding Do you market your firm . . . or brand it? Do you do both?

Or do you try to do both, and end up accomplishing neither?

And finally, is there even a difference between marketing and branding?

That’s a lot of questions, but fortunately, there are answers.

The first step is to firmly distinguish between the two terms. The second step is to ensure that you’re carrying out each of them in the correct fashion.

This could mean the difference between sending mixed signals to potential clients and positioning yourself correctly in front of both candidates and hiring authorities.

Although the terms “marketing” and “branding” are often used in conjunction with one another, so much so that they’re sometimes treated as interchangeable, this is not the case.

They are similar, yes, but they serve distinctly different purposes.

Those purposes, when boiled down, can be explained in the following fashion: Marketing is a term for those actions you take to gain more exposure in the marketplace and to make more people aware of your services.

Branding describes the decisions that potential and current clients, customers, and candidates make about you as a result of those actions.

But these one-sentence descriptions are just the tip of the iceberg. Fully understanding the differences

between and implications of marketing and branding can help you to transform your business, no matter if you’re a one-person operation or a firm owner with 20 employees.

So what now? What are you supposed to do with this information in order to grow and cultivate your recruiting business?

Well, first of all, if you haven’t already done so, recognize that marketing and branding aren’t one and the same. Understand the different purposes that they serve and utilize them with those distinct purposes in mind.

Second, make certain that your marketing message and branding message are consistent. If you say that you do something or are something, ensure that’s the case. Validate your marketing message through your clients’ branding experience.

The third step is to make sure that the recognition and implementation of these different messages is consistent across your entire company. If you’re a one-person operation, that might be fairly simple.

For a 20-person office, the degree of difficulty increases.

In order to maximize the impact and effectiveness of both marketing and branding, everybody must be on the same page and must realize their individual roles and how they contribute to the big picture.

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Branding (continued) (continued from page 16) As with all successful endeavors, effective communication is the key.

And fourth, continually refine and tweak both systems. Find out what works and what doesn’t and react (and act) accordingly. Marketing and branding your firm and its services should never be a stagnant process. It should always be evolving, changing, and adapting to meet your unique needs, as well as the different challenges presented by today’s marketplace.

In the recruiting and staffing business, all you deal with are people. People represent the customers. People represent the service. People represent the product. And all of these people have the power to brand you in their minds, either negatively or positively.

Make it one of your top priorities to influence their branding decision any way that you can.

Remember, an effective marketing campaign is just the beginning. Fulfilling the promises of that campaign, and fulfilling them consistently, will allow you to brand yourself and your firm positively and make you the firm of choice for both candidates and clients.

(Matt Deutsch is the Communications Coordinator at Top Echelon, a company dedicated to helping recruiters make more placements through its products and services—Hiring Hook websites for recruiters, Big Biller recruiting software, and Top Echelon Network for split placements. For more information, visit www.topechelon.com.)

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July/August 2013 17

18 July/August 2013

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Digital Media

By Jonathan Weiner, CPC

Video Killed the Radio Star As I’m in the middle of my fifth year in Digital Media, our focus has been in helping recruiting and staffing firms create engaging marketing content through various channels.

We’ve been very successful in working with some of the Top Brands in this space. But our true real passion and an area we’ve invested a lot of time and a lot of money on improving is simply video. I speak with owners every day on the how and the why of video on their websites. There is no quicker way to engage your audience; whether that’s a hiring manager at a corporation with whom you are trying to work or a candidate that is following your site and your social media channels. Video works. It’s quick. It’s engaging, and let’s be honest, it’s fun. The days of pages and pages of copy on your website is over. People want instant gratification.

They want to be entertained. They want to be educated and they want to be “Wowed”. Creating a fun, engaging professional corporate commercial is not only a must in order to compete in the marketplace but it’s also a tool that will build your brand exponentially. Now I know you’re scared. You don’t want to be on camera. You think it costs tens of thousands of dollars. Guess what, none of that’s true. If you’re mildly tempted by the possibilities, I strongly

Change is the only constant

recommend you seek a vendor partner that understands your space, and video production and has the track record and testimonials to back it up. Video is no longer a new thing, it’s not about “Let’s see what happens with it” It’s now about “Why don’t you have it?”

About Jonathan Jonathan has been in the executive search and staffing business for the past 13 years and cashed-in billings in excess of $246,728 in his first 4 months in the Executive Search Business which made him a Top Producing Recruiter from Day 1. He continues to run a search desk every day. He brings a high level of passion, energy and integrity to each project with talents including Brand management, Video Production, Consulting, and Training. He has been a key board member of the North Carolina Association of Staffing Professionals since 2002 and served as President in 2009 and 2010. He still serves on the Executive Committee and advises the NCASP President in his role as Immediate Past President. He has been a speaker/trainer at various recruiting conferences: NCASP, GAPS, TAPC & NNEAPS. In 2009, he Co-Founded Mez Media and would focus on driving online digital marketing including email marketing, website development and HD Video Production for its clients. As a Corporate Video Production professional, Jonathan thoroughly enjoys the film making process from pre-production, camera work and post production and editing.

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NCASP.com

July/August 2013 19

Legal Matters

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

Non-Compete Agreements & The Staffing Industry: Why “Flipping” Employees May Be Fair Competition In a recent case, Phelps Staffing, LLC v. C.T. Phelps, Inc., the North Carolina Court of Appeals had to decide whether a staffing company’s non-compete agreement was valid and enforceable under the law.

The Facts Phelps Staffing and C.T. Phelps (CTP) are competing staffing agencies. In 2008, CTP successfully acquired several of Phelps’ clients convincing them to fulfill their temporary staffing needs through CTP instead of Phelps. In doing so, CTP recruited Phelps’ temporary workers and allowed them to keep working in the same job positions, a practice known in the industry as “flipping” employees.

In an effort to thwart the competition from CTP, Phelps began requiring its employees and job applicants to sign non-compete agreements which prohibited them from leaving Phelps to work for its clients either directly or indirectly through other temporary staffing agencies.

The Lawsuit After CTP continued to “flip” a number of Phelps’ employees, Phelps filed a lawsuit against CTP alleging claims of wrongful (“tortious”) interference with contract, conversion, and unfair and deceptive trade practices. The trial court dismissed the lawsuit on the basis that the non-compete agreement signed by Phelps’ employees was unconscionable, void and unenforceable. Phelps appealed to the NC Court of Appeals.

The NC Court of Appeals Opinion In North Carolina, non-compete agreements are enforceable if they are (1) in writing, (2) part of an employment contract, (3) based on valuable consideration, (4) reasonable in terms of time, territory, and the scope of restricted activity, and (5) not against public policy.

20 July/August 2013

A fundamental rule in determining whether a non-compete agreement is enforceable is that the agreement must protect the employer’s legitimate business interests and unique assets (such as client contacts and confidential information). If the employee does not have access to these unique assets then there is no protectable interest.

In other words, the employee must be in a job position that allows him to acquire intimate knowledge about the company’s trade secrets, clients or confidential information. Otherwise, the contract serves no purpose other than to simply stifle normal competition and it will be held invalid as against public policy.

Jill is NCASP’s Legal Advisor

specific locations where employees were assigned to work.

The Lesson Learned North Carolina courts closely scrutinize restrictive covenants to make sure they are valid protections of an employer’s legitimate business interests. A noncompete agreement should identify what the legitimate business interest is and make sure that the restrictive covenant is only as broad as necessary to protect it.

The non-compete agreement must also be reasonable in terms of time, territory and the scope of the restricted activity.

The appellate court agreed that Phelps’ non-compete agreement was invalid since its employees were “general laborers” who did not have access to trade secrets or unique assets of the company. The contract was also overly broad because it was not limited to the

For assistance with your employment contracts, or to answer questions regarding your non-compete agreements, please consult your employment counsel. You may also contact Jill Benson at 336-574-8095 or jibenson@wcsr.com

Avoid Compliance Pitfalls

WOMBLE CARLYLE SANDRIDGE & RICE, LLP

CA

DC

DE

GA

MD

NC

SC

VA

WCSR.COM

Jill Benson  (336) 574-8095  jibenson@wcsr.com

©2012

NCASP.com

Education

by Anna Schuszler

Anna Schuszler is our Director of Education.

Webinars and Events • July 25, noon: Careerbuilder • August 21, noon: WorxTime • September 11, noon: Monster Contact Anna for registration details: Anna Schuszler: anna@cv-staffing.com, 828-308-2160

You simply can’t make the wrong turn with Global Cash Card. All of our systems and services were designed to make paycards absolutely easy for you.

Experience a demonstration and see just how easy our paycards can be.

WHAT: A social evening sponsored by NCASP & TTRA WHEN: July 18th 5:00pm WHERE: Page Road Grill in Research Triangle Park/Durham WHY: Drinks and light appetizers provided as you make connections with other recruiters!

NCASP.com

Global Cash Card™ MasterCard Prepaid Card is issued by First California Bank and First-Citizens Bank & Trust Company pursuant to a license from MasterCard International Incorportated. The Global Cash Card Visa® Payroll Prepaid Card is issued by First California Bank and Metabank pursuant to a license from Visa U.S.A. Inc.

July/August 2013 21

WHY THE LOOK BACK RULE WAS CREATED

S E R V I C E S AVA I L A B L E Monitors employees hours in real time Sends automated Alerts to the employers, on multiple layers, on status of hours worked

The Look Back safe harbor was created to ensure all Americans are given the opportunity to have and/or purchase health insurance. It was established by the IRS under the authority granted by the Patient Protection and Affordable Care Act (PPACA), sometimes referred to as ‘ObamaCare’. As of January 1, 2014, large employers must either offer coverage to all full-time employees or pay a penalty.

Projects probability of part-time employees moving to full-time status based on average hours Reports employees that qualify as “full-time” for purposes of ‘Play or Pay’ avoiding penalties Affordability Testing

EMPLOYEE TIME MANAGEMENT SOLUTIONS THAT WORK FOR YOUR BUSINESS. WorxTime was developed to assist employers in managing employee hours and benefit eligibility with easy data upload wizards. WorxTime begins the testing and monitoring process once employers complete the setup wizard. Various reports provide employers with valuable data; such as, when new hires become benefits-eligible, which employees are likely to qualify for “full-time” status based on the trend of hours

Rate of Pay Safe Harbor Testing Penalty Calculator Reserve hours for utilization during peak times

worked, and whether coverage offered qualifies as “affordable,” and more all at the click of a button. With WorxTime Reservations function, Employers can reserve hours for employees when they need them most, allowing the Employer to remain properly staffed without having to worry about an employee shifting to a “full-time” status. As HealthCare Reform Laws change, new releases or WorxTime will allow you to focus on what you do best: Your Business.

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22 July/August 2013

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NCASP.com

White Paper

Health Care Reform and the Staffing Industry What employers need to know about the Affordable Care Act

Under the ACA, the regulatory environment for staffing businesses has drastically changed. These changes will impact policies, operations, payroll and management practices. To avoid potential fines, it’s important to take the appropriate steps for ACA compliance and understand how best to prepare for the January 1, 2014 implementation date. This white paper aims to identify pieces of the ACA that provide complications for the staffing industry, as well as outline risk mitigation strategies and coverage solutions to consider.

The Patient Protection and Affordable Care Act – PPACA or simply the ACA – was signed into law after a long and complicated political process on March 23, 2010. The ACA has the stated goal of ensuring all U.S. taxpayers are covered by comprehensive, affordable health insurance starting on January 1, 2014.

The Employer-provided Delivery Model Currently, most taxpayers get their health insurance coverage through their employer.

The ACA seeks to maintain that delivery model, as well as bolster the “direct coverage” market in which a taxpayer purchases coverage directly from a health insurance carrier.

Additionally, the ACA is establishing Health Insurance “Exchanges” or “Insurance Marketplaces” to educate consumers about their health insurance options. In an effort to make employer-provided coverage and direct coverage equitable, the ACA makes the following three key changes to direct coverage: 1. Coverage will be made available on a guaranteed-issue basis, meaning insurance carriers will no longer be allowed to turn down any taxpayer applying for coverage 2. Carriers will no longer be able to utilize pre-existing condition exclusions or riders on the coverage they issue 3. Taxpayers within 400% of the federal poverty level may qualify for taxpayer-subsidized premium and out-of-pocket expense reductions The first two changes eliminate two of the major differences between employer-provided coverage and direct coverage. However, the ACA and its Marketplaces were not built for supporting a major move from the employer-provided system to a direct coverage system. Therefore, the ACA has a series of rules and procedures, known as the “Shared

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July/August 2013 23

Congratulations Brandy and Quint!

Congratulations to NCASP Secretary, Brandy Barrett, who tied the knot on Saturday, June 8th, to husband Quint Coward. The pair was married in a beautiful outdoor ceremony located in Southern Pines, NC and honeymooned in Spain following the wedding.

On behalf of the NCASP Board of Directors, we would like to congratulate the Coward’s on their marriage and wish them all the best.

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Paycards

By Mar tin Ar mstrong

Transitioning Your Paycard Program from Strategic Vision to Go-Live Implementation You’ve set your strategic vision and have established a business case for implementing a World Class Paycard Program. Now, the road from transitioning from concept to go-live begins.

Our Paycard Implementation Roadmap begins with 1. An examination of your current pay distribution environment, makes a pit stop to 2. Determining if your organization is ready for change, continues to 3. Obtaining leadership support, heads into the home stretch of 4. Creating and executing a paycard project plan, and ends at our final destination of 5. Implementation and measuring for success Examine Your Current Pay Distribution Environment What does your current pay distribution environment look like? What percentage of your employee population is paid electronically?

What does it cost you to do business internally and with your external cross-functional partners? This information is critical to your decision-making and strategic planning.

Without knowing this, it would be difficult to compare unknown internal costs with third party vendors for payroll processing, pay statement printing, delivery expenditures, managed cloud services, etc.

To examine your current pay distribution environment, start by measuring the following metrics:

• • • • • • •

Cost per Paycheck Cost per Off-Cycle Check Cost per Unclaimed Paycheck Cost of Overnight Delivery Expense Cost of Stop Payments Paperless Pay Distribution Rate Electronic Payroll Participation Rate

After verifying these costs, measure them against top performing companies so that you may determine where you stand in comparison. Do you find yourself as a top performer, on pace with your peers, or below average?

If your results are less than a top performer, it’s time to do things differently – No Change, No Gain!

Determine if Your Organization is Ready for Change Make no mistake about it; implementing a paycard program is an organizational change effort for not only your company, but for unbanked employees as well.

Our challenge with change is this: empirical research suggests that nearly 70% of organizational change initiatives fail. Given that organizational change initiatives fail two-thirds of the time (Higgs & Rowland, 2005), the impact of change efforts can be a costly endeavor for change minded businesses.

Organizational change readiness is “collectively” defined as the awareness, acceptance, and capability of organizational members to be involved in the implementation of change initiatives in their organizations (Huy, 1999).

In the last three decades, researchers have included employees as an important factor in the organizational change process. Bernerth (2004) explained, “Researchers and practitioners have both found employee readiness to be the critical factor in successful change efforts” (p. 36).

Palmer, Dunford, and Akin (2006) studied resistance to change from the viewpoint of why people resist change and offered 14 different reasons for resisting change (see below).

Reason

Explanation

Dislike of change.

People simply do not want to change.

Discomfort with uncertainty.

Dislike of ambiguity, fear of the unknown.

Perceived negative effect on interests.

Impact on status, rewards, security.

Attachment to the culture.

Change conflicts with organizational identity; values or beliefs and norms of organization.

Perceived breach of psychological contract.

Related to trust and loyalty. The organization is not honoring “its side of the bargain.”

Lack of conviction that change is needed.

Different levels have different perceptions of whether a change initiative is a necessary change initiative. “It ain’t broke. Why are we trying to fix it?”

Lack of clarity as to what is expected.

Different levels have different perceptions of the intent of a change initiative, or what exactly is expected of organizational members to support the change initiative.

Different levels have different perceptions Belief that the specific change being of whether a change initiative is the right or proposed is inappropriate. necessary change initiative.

Continue reading, Click here NCASP.com

July/August 2013 25

Membership Drive 2013 New Members Deborah Miller 828-466-0162, deborah@prostaffing.us Kelly Pritchard 828-728-0400, kellypritchard@foothillsemployment.net Joanne Brassington 919-828-6202, jbrassington@ncapha.org Billy McDaniel (919) 654-6733, billy@automotivestaffing.net Jeanne Blaisdell 336-282-5402, jeanneblaisdell@msn.com Jan Blethen 336-532-0090, Jblethen@triad.rr.com Jennifer Guthrie 704.236.3647 jennifer.guthrie@inflightcrewconnections.com Tom Gibson 704-624-8100, tgibson@DecisionspathHR.com

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Our Business is Helping yOu grOw yOur Business At Boatsman Gillmore Wagner, our business is very simple helping you to grow your business and to achieve your financial goals and dreams. We accomplish this through a unique service model tailored to your needs and a commitment to deliver tangible results that make a difference. For more information on how we might assist you in realizing your goals contact us at info@trustbgw.com or call 704.892.0745.

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Accelerate: Keeping Pace with Changes in Technology and Recruiting Technology and communication innovations continue to accelerate the speed of business, altering how staffing firms find candidates and service clients. Being at the forefront of trends matters for staffing firms because they often set the bar for their clients.

Staffing clients may have more trust in and award more business to firms that demonstrate they are technology-savvy in day-to-day communications and recruiting tactics. This session will increase awareness of the latest trends that are accelerating the speed of sales, customer service and recruiting.

Participants will: • Review the latest advances in technology, communication and employment trends and how the three influence one another.

• Evaluate where their firms excel and where they can improve their speed of delivery and response time.

• Learn how to use mobile technology, search engine optimization and online advertising to enhance their unique strengths.

Register online:

http://www.anymeeting.com/PIID=E957DF83844B31

Presented by Melanie Zapata Regional Sales Manager, Staffing and Recruiting Group

Melanie Zapata is a Regional Sales Manager in CareerBuilder’s Staffing and Recruiting Group.

She leads a team of Major Account Executives in providing effective recruiting solutions to mid-tolarge size staffing and recruiting firms throughout the Southeast.

Melanie joined CareerBuilder in 2005 as an Account Manager and is a 6 time Presidents Club winner.

Melanie previously worked as a Sr. Regional Sales Manager within our Vertical Business Unit leading the IT & Engineering group and recently worked as a Senior Sales Manager within our Staffing & Recruiting group. She is a graduate of the University of Iowa.

Questions?

Contact Anna Schuszler, anna@cv-staffing.com

NCASP.com

July/August 2013 27

Membership News

By James Kemper

Happy July!

One way of looking at the calendar is that it’s hard to believe that 2013 is already half over! If you look at it from an NCASP perspective we are well into another packed year of industry information, education and support. I trust all members, not just our new additions, are taking advantage of the various programs our Education and Outreach committees have put together for you. If you have been impressed, not to worry, there is more in store for the rest of the year.

I trust that the programs and industry information has shown the true strength and value of membership in NCASP. The strength of a club and organization is not just in the size of its membership but the value it brings to its members and the industry as a whole. I am sure we have validated your faith in us to become a member of NCASP. I am happy to report as well that we have seen a steady increase in membership this year. It is such a pleasant site seeing all the staffing and recruiting firms that have survived the past several years and are ready to thrive. It is in that spirit you will appreciate NCASP that much more.

Be sure to register and regularly visit our website at www. ncasp.com to keep abreast of all the exciting opportunities, webinars and events we have planned for the remainder of this year. This is a great time for our industry and even better time to appreciate all that your membership in NCASP can and will provide.

Marquette Commercial Finance specializes in meeting your needs:

• Small and middle-market staffing firms, distributors, importers, manufacturers, and service providers who are seeking alternative when bank fniancing isnt’ available.

• Companies looking for on- or off-balance sheet working captial solutions tailored to meet specific growth, refinancing, restructuring or working captial requirements.

Let Marquette’s experience of 45 years in the accounts receivable financing industry assist you with a custom-tailored working capital solution.

28 July/August 2013

Working Capital Solutions for Small and Middle-Market Staffing Companies.

In today’s challenging lending environment.

Marquette Commercial Finance can help.

Ben Riley Vice President, Sales 336-643-2031

NCASP.com

Girls just gotta have fun at our 2013 Annual Conference Training!

Conference Pics

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NCASP.com

Funding Staffing Companies is our Specialty

July/August 2013 29

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July 3rd, 2013

Breaking News

"Pay or Play... or Delay" Administration Says It Will Delay Obamacare Penalties for Large Firms Until 2015 --

"Patience is not an absence of action; rather it is "timing". It waits on the right time to act for the right principles and in the right way."

-Fulton J. Sheen Yesterday's announcement proves again that our cautious approach to plan designs and options is the safest possible path forward for our 600+ staffing clients. Essential StaffCARE is committed to continuing to provide our clients patient, principled guidance through complex, shark-infested waters. Rest assured, Essential StaffCARE will continue to provide the right products at the right times for your health care needs.

-In a surprise announcement late Tuesday, the Treasury Department announced that it will not require large employers to offer health insurance to their employees in 2014 or face a $2,000 penalty. It was pushed off until 2015. The Administration will use this time to address unanswered questions from employers and try to make the law easier to implement. Below are links to two articles with a good description of the situation.

Forbes Article: White House To Delay Obamacare's Employer Mandate Until 2015; Far-Reaching Implications For The Private Health Insurance Market Fox News Article: Administration delays key ObamaCare insurance mandate

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7/8/13 12:34 PM

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2 0 1 3 V E N D O R PA R T N E R S PLATINUM KEY SPONSOR

GOLD LEVEL PARTNER

John Walters, Alan Gilbert & Jody Williams at Essential StaffCARE 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

Tearle D. Bagwell, Heather McFarland & Ashlea Bagwell at WorxTime HealthCare Reform Eligibility Made Easy 256-468-9700 // tearle@worxtime.com 256-468-9700 // heather@worxtime.com 256-763-1920 // ashlea@vbcenroll.com

SILVER LEVEL PARTNERS Jonathan Katz at CareerBuilder Internet Career Site 312.698.0841 // Jonathan.Katz@CareerBuilder.com

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

Spruill Alexander & Scott Cooper at The Clement Companies Liability & Workers Comp Insurance 252-756-8300 ext. 204 // salexander@clementins.com 800-849-8013 // scooper@clementins.com

Danny Ashraf & Blair Hogan at Monster.com Job Board & Recruitment Software 646-203-6452 // Danny.Ashraf@Monster.com 980-263-0844 // Blair.Hogan@Monster.com

Bill Clark & Lenny Tierney at Madison Resource Funding Clear Sailing to a Secure Future 800-508-3863 // bclark@4funding.com 800-508-3863 // ltierney@4funding.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 Jim Shaki at RecuiterEco The Social Community for HR, Staffing & Recruiting Intel 828-329-4759 // publisher@recruitereco.com

Tom Sarach & Karen Connor at COATS Sql. Fully Integrated Staffing Software 800-888-5894 // tsarach@coatssql.com 800-888-5894 // kconnor@coatssql.com Cassie Watkins, Scott Cox & Caroline Eller at Wells Fargo Insurance Liability & Workers Comp Insurance 704-556-2569 // cassie.watkins@wellsfargo.com 704-556-2594 // Scott.Cox@WellsFargo.com 704-557-7257 // caroline.eller@wellsfargo.com

STANDARD BOOTH SPONSORS George Mavrantzas at Global Cash Card Systems + Service = Easy, The Formula for Paycard Success 904-993-0469 // gmavrantzas@globalcashcard.com Sean Kelly at Alere Toxicology Drug Testing Solutions 919-803-4648 // sean.kelly@alere.com Robert Thompson at World Wide Specialty Programs Staffing Insurance 800-245-9653 x112 // rthompson@wwspi.com Tim Schilling at CNP Simplifying Voice, Data, and Emerging Technologies 704-927-6634 // tschilling@cnp.net Ben Riley at Marquette Commercial Finance Working Capital Solutions 410-409-5558 // ben.riley@marquette.com

Nathan Granitz & Kurt Murray at Assurance Independent Insurance Brokers 847.463.7263 // ngranitz@assuranceagency.com 847-463-7154 // kmurray@assuranceagency.com Larry Gibney & Cecilia Kelly at US Funding, Inc. Payroll Funding and Factoring 336-812-9767 // lgibney@usfundinginc.com 336-812-9767 // ckelly@usfundinginc.com Matt Gallagher at Avionte Front and Back Office Staffing Software 770.852.2536 // matt.gallagher @Avionte.com Jeff Cline, CPA at Boatsman Gillmore Wagner Accounting 704-892-0745 // jcline@trustbgw.com

MEMBERSHIPS * Premier Member * Sarah Doggett at Senn Dunn Insurance Business Insurance 336-346-1375 // sdoggett@senndunn.com

* Premier Member * Mark Demaree at Top Echelon Helping Recruiters Make More Placements 330-455-1433 // mdemaree@topechelon.com

Sabina M. Smits at AGR Financial, LLC. Temp Funding 305-255-8181 // ssmits@agrfinancial.com

Loree Barnard at Asurint Background Checks 407-797-0630 // lbarnard@asurint.com

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

Pat Turner at EmInfo News Features for Recruiting and Staffing 314-560-2627 // turner@eminfo.com

Lee Strickland at Phoenix Temp Funding Full Service Payroll Funding 877-569-8660 // lstrickland@phoenixtempfunding.com

Brian Neely at Snag a Job Hourly Employment Network for Jobseekers and Employers 804.433.2771 // bneely@snagajob.com

NCASP.com

July/August 2013 31

2 0 1 3 B O A R D O F D I R E C TO R S Marc Cochran, CSP President 678.662.6308 marc@ncasp.com target.com

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

Jill Benson, Esq. Legal Advisor Non-Voting (336) 574-8095 JiBenson@wcsr.com wcsr.com

Jonathan Weiner, CPC Past President 704.756.8751 jonathan@ncasp.com 360dunamis.com

Rita Bottoms, CSP Dir. of Communications / Ezine 2014 Conference Chair 336.970.5206 rita@ncasp.com temporaryresources.com

Rachel Modrak 919.465.0624 rachel.modrak@ coworxstaffing.com coworxstaffing.com

Wendy Ward, CPC Vice President 828.302.4042 wendy@ncasp.com cv-staffing.com

Michelle Coviello, CPC Director 2014 Conference Chair 919.280.1671 michelle@ncasp.com hirenetworks.com

Mark Krajnik, CPC Director 910-545-5111 mark@ncasp.com

Brandy Barrett Coward, CPC, CTS Secretary 919.862.8602 brandy@ncasp.com greeneresources.com

James Kemper Dir, Membership 704.372.7640 jms@whmeanor.com whmeanor.com

April Yost Director 336.768.1830 a.yost@wpgroup.com

Mike Brannock, CPC, CTS Director of Finance 336.789.8220 mbrannock@ workforcecarolina.com workforcecarolina.com

Kara Bertoncino, CSP Director 919.818.3773 kara@ncasp.com quality-staffing.com

Mark Griffin, CSP Director 336.337.3327 markg@ncasp.com procurastaff.com

Jillian Dodson, CTS, CPC Director of Certification 919.862.8602 jillian@ncasp.com greeneresources.com

John Ravelli, CPC Director 919.291.8320 john@ncasp.com TTRecruiting.com

Spruill Alexander Director at Large, Non-Voting 252.756.8300 spruill@ncasp.com clementins.com

Tiffany Crenshaw, CPC Director of Outreach Intellect Resources 336-790-8718 tcrenshaw@ intellectresources.com

Cheryl Neely, CTS Director 704.975.1137 cheryl@ncasp.com carolinastaffingresources.com

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

Anna Schuszler Director of Education 828.624.9104 anna@cv-staffing.com cv-staffing.com

Anna Hudson, CPC, CSP Director 704.553.8120 anna@ncasp.com corestaff.com

32 July/August 2013

Joe Doyle Director at Large, Non-Voting 919-359-2097 jdoyle@talentwise.com talentwise.com

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