2013 Staffing Now, November/December

Vol. 13, Num. 7 Nov/Dec 2013

www.ncasp.com

INTRODUCING....

2014 CONFERENCE

TRAINERS page 5-6 ! y r r u H ird

Early B tion Registraoon!

Ends S

Affordable Care Act page 14

Certification Recap page 15

From the President As we get deeper into Fall, and begin to look towards 2014, I am very excited by what we have accomplished over the last year. I would like to extend my personal thanks to all our Board of Directors for their time and energy this year.

As many of you may have seen from our recent legal alert NCASP is taking an active role by filing an Amicus Curiae brief to the NC Supreme Court on a case in which we feel could have negative implications for staffing companies in the state. We feel very strongly that this is something in which we should have a voice, and we are fortunate to have such great partners with our Legal Advisor, Jill Benson, and Womble Carlyle Sandridge & Rice. NCASP can and will continue to have more of a voice on issues that impact staffing and recruiting.

Also, as part of our annual routines, the Board of Directors will meet on November 15 in Charlotte to hold our annual Fall Planning Retreat to set our strategies for 2014. I am looking forward to seeing all of our great Board Members, and discussing what went well for us this year and where we want to build for next year. I’m also excited to see our newer Board members take such an active role already. The future is bright for staffing, and NCASP will be there to ensure companies have the best chance for a level playing field.

The final thought I wanted to share with is around community. Today our first thought around a community might jump to technology or social media. But I challenge each of you not to lose sight of what a real community, with common beliefs and goals, can accomplish. At NCASP, the goal of our group is simple: to protect and support staffing and recruiting in North Carolina. We plan to continue to do this by building on our two key focuses, Education and Outreach. Our challenge will continue to be whether we are a strong, tight-knit community that works together, or a loose, disjointed one that struggles to find consensus.

I am confident that we can do this, and continue each day to earn your trust as Members.

Thank you for your continued support.

STAFFING NOW THE VOICE OF NC EMPLOYMENT PROFESSIONALS

Volume 13, Number 7 November/December 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 RBottoms@temporaryresources.com Vendor Relations | Mary Mallett, CPC mary@searchpro.com Graphic Designer | Stacey Chacon stacey@staceychacon.com Contributing Writers: Jill Benson Rita Bottoms Marc Cochran Michelle Coviello Tiffany Crenshaw Jillian Dodson Debbie Fledderjohan Kinzy Janssen Mary Mallett Rob Mosley Anna Schuszler Jonathan Weiner Published by

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

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

Page 3 . . . . . . .

Page 5-6 . . . . . .

Page 7 . . . . . . .

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. . . Prez Message Spotlight on Vendor . . . . . Speakers . Contract Staffing Essential StaffCARE . Conference Pics Temporary Workers Leadership Spotlight . . . . . Worxtime Affordable Care Act Certification Update

2 November/December 2013

Page 16 . . . . . . . Sponsors’ Corner Page 17 . . . . . . . . Hire our Heroes Page 18-19 . . . . . . . . . . Listen Up Page 20 . . . . . . . . . . . Staffing Talk Page 22-23 . . . . . Real World Staffing Page 24 . . . . . . . . . . Membership Page 25 . . . . . . Top Echelon Webinar Page 27 . . . . . . . . Business Success Page 28 . . . . . . . Join NCASP Today Page 29 . . . . . . . . . . Vendor Index Page 30 . . . . . . . Board of Directors

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.

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Spotlight on Vendor

NCASP.com

November/December 2013 3

Thursday, May 15 8:30 1:00 1:30 3:00 3:30 5:30

Certification Immersion Registration Owner Manager Kickoff featuring Rob Mosley Vendor Expo Rob Mosley Vendor Reception

Friday, May 16 8:00 8:15 8:45 9:00 10:00 10:30 12:00 12:15 1:30 1:45 3:15 3:45 5:00 6:00 7:00

Registration/Coffee Buffet Breakfast 2014 NCASP Welcome Morning Keynote - Laura Hamilton Vendor Expo Morning Session - Rob Mosley Vendor Expo 2014 NCASP Awards Luncheon Vendor Expo Dessert Breakout Speakers, Rob Mosley & Amy Bingham Vendor Expo Breakout Speakers, Rob Mosley & Amy Bingham 4th Annual NCASP Beach Volleyball Tournament Red Carpet filming Seafood Buffet, Music, Entertainment and Fun Auctions

Saturday, May 17

9:00 Jill Benson Legal Breakfast 10:15 Table Topics for Success 11:25 Contest Prize Drawing

4 November/December 2013

NCASP.com

2014 NCASP TRAINING CONFERENCE WRIGHTSVILLE BEACH, NC | HOLIDAY INN RESORT

Get Ready!

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

Take advantage of the early bird discount of $299 for a limited time only! Hurry! Registration fee will increase to $349 for Members soon.

Registration:

Contact Rita Bottoms, 2014 Conference Chairperson, 336.970.5206 or RBottoms@temporaryresources.com Holiday Inn Resort: Call 910-256-2231, ask for the NCASP discount.

Breakout Speakers:

Laura Hamilton: Wake up to Success Friday Keynote Laura Hamilton is President of her own speaking, training, and consulting business. Since 1984, Laura Hamilton Seminars, Inc has been conducting seminars, workshops, and keynotes in the area of communication skills and women’s issues. She numbers among her clients, Dell, Chevrolet, GMC Truck, The Home Depot and hundreds of community colleges and numerous non-profit organizations throughout the United States. A graduate of the UNC-G, Laura is an active member of the National Speakers Association and serves on the board of the Carolinas Speakers Association. She has received the coveted, CSP, Certified Speaking Professional designation, which has been awarded to fewer than 500 professional speakers in the United States.

NCASP.com

Amy Bingham Control the Chaos So you want to start Friday Breakout

Bingham Consulting Professionals is an organization dedicated to helping the staffing industry optimize sales effectiveness. Managing Partner Amy Bingham brings 20 years of staffing industry sales leadership expertise to the firm with a concentration in strategic growth planning, strategy execution, performance coaching, training facilitation, and keynote speaking. One of seven elite performers among hundreds of staffing executives recognized by a national firm for achieving exceptional results over time, Amy attributes much of her success to her ability to produce results through others. It is this competency honed through years of industry experience that her consulting clients value most. BCP works with staffing organizations of all sizes and disciplines in both the forprofit and alternative staffing space.

Jill Benson: Legal Matters Saturday Breakfast Jill Benson is an experienced labor and employment litigator who represents employers in a wide range of labor and employment matters, including wage and hour claims; leave of absence issues; discrimination; trade secrets and employee non-compete cases, and whistleblower retaliation claims. Jill represents employers at both the trial level and appellate level before federal and state courts. Jill has been working with clients in the staffing and recruiting industry for several years and is well acquainted with the unique legal issues presented in this industry. Business North Carolina magazine recently named Jill Benson among North Carolina’s 2013 Legal Elite for labor & employment law – an annual listing of the state’s top lawyers. Jill practices law in Greensboro, North Carolina, at the law firm of Womble Carlyle.

November/December 2013 5

2014 Conference

By Rita Bottoms, Temporar y Resources & Michelle Coviello, HireNetworks

Rob Mosley: Back by Popular Demand!

Welcomes Back Rob Mosley Rob Mosley will be our two day featured speaker for our 2014 Annual Conference Training and we could not be more excited about what he has to offer! Rob 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.

Presentation Topics Include: Power Principles: Redefining the Client Partnership This session is about your ability to develop and maintain trusted, profitable, and balanced relationships, even during challenge economies. It is about your ability to execute skills and techniques and approaches to differentiate yourself from your competitors. Why is this important? If you fail to differentiate with your approach-you will always be forced to differentiate by your price.

Negotiating Client Tactics and Demands In tough times clients and prospects can become very tactical and demanding. They use tactics either consciously or subconsciously to influence your perception of what is right and what is fair. The key is to neutralize the tactic and not your client. When you begin to recognize a tactic-as a tactic-its effectiveness is greatly reduced.

This program is about your ability to create your own future circumstances with clients and prospects through a better negotiation process by first preventing, then recognizing and responding to client tactics and demands. You can never concede your way to a healthy client or candidate partnership.

Great Communication = Great Compensation Great Dialogue in our business is the cornerstone of our craft. And great dialogue has four distinct elements; Probing, Listening, Responding, and Seeking Agreement.

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 interactive workshop session will dissect each of these four cornerstones of conversation to better understand what is really behind the heart of great dialogue. These four skills come together when managing certain types of potential client and candidate “red flags.”

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

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

What Great Managers Really Do! “…the best boss I ever had.” That is a phrase most of us have said or heard at some point, but what does it mean? What sets a great manager apart from the average manager?

There are countless books and articles about the qualities of managers and leaders and whether the two differ; little has been said about what happens in the thousands of daily interactions and decisions that allow managers to get the best out of their people and win their devotion.

This workshop is about teaching you what great managers actually DO. This session is designed to help producers, team leaders and billing managers increase their effectiveness as managers and leaders. It will also contrast the traits of a big biller versus those of an effective manager, how proficiency in one does not constitute success in the other and how the lack of that realization can quickly create an environment of frustration, low productivity, and costly turnover.

SEE PAGE 4-5 FOR MORE DETAILS ABOUT OUR 2014 ANNUAL CONFERENCE TRAINING! REGISTER ONLINE AT NCASP.COM!

6 November/December 2013

NCASP.com

Contract Staffing B y D e b b i e F l e d d e r j o h a n , To p E c h e l o n

How to Get the Best Contractors It used to be contract assignments, or “temp jobs” as they were once called, were relegated to clerical and blue collar positions. They were the kind of positions candidates took as a last resort when they couldn’t find a regular job.

As a staffing industry professional, you know that contract assignments no longer fall into those outdated stereotypes.

Clients seeking flexible workforces utilize contractors in nearly every industry and in positions up to and including the C-suite. And statistics show that more workers are choosing contract staffing as a lifestyle, as well. In fact, the 2012 MBO Partners State of Independence in America report found that 57% of “independent workers” consciously chose independent work.

“These findings debunk the popular misconception that workers are forced into independence due to job loss or lack of alternatives,” the report stated.

There are a number of reasons for this change: The growing number of two-income families that need flexibility to juggle work and family responsibilities, the “free agent” mentality propagated largely by Millennials entering the workplace,

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

and the rise of the Internet and mobile devices enabling more virtual work, just to name a few.

Workers that scrap the old-fashioned paradigm of traditional employment as the path to financial security enjoy the following benefits:

• • • • • •

Work-life balance Get paid for each hour worked, including overtime Variety of duties and responsibilities Build portfolio of skills Opportunity to travel Access to benefits

This is great news for staffing firms. It means you will be less likely to lose great candidates to direct-hire offers. It means that contractors are more likely to stay with you for multiple assignments rather than seeking the perceived security of a full-time position elsewhere.

So the challenge for staffing firms is not going to be finding contract candidates. It’s going to be making sure that you - not your competitors - get the “cream of the crop.”

How? Well, consider for a moment why candidates choose staffing firms over other independent work options such as becoming 1099 independent contractors or entrepreneurs.

The reason many choose staffing firms is so they can enjoy the freedom of independent work without giving up the traditional perks of employment, such as Workers’ Compensation and Unemployment protection, a regular paycheck, and benefits. Your ability to attract and retain the best contractors will depend heavily on how well you deliver these perks.

That’s why many staffing firms outsource the employment of contractors to a contract staffing back-office whose total focus is on the contractor. As the legal employer, a quality back-office will offer contractors the expected amenities associated with employment, including a full menu of benefits. This will be even more important next year when healthcare reform requires most Americans to carry health insurance. You will want to be sure that any contract staffing back-office you select has a quality healthcare plan that is ACA-compliant.

Account:

Studio: SF

RUSH? Y / N

CD:

AD:

Bleed: 5.75" x 8.25" Trim: 5.5" x 8"

Title: Monster Ad resize

Date: 5/30/13

NCASP.com

Live: 5" x 7.5"

Client: Monster

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

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

Contractors are like anyone else. They want to be treated right and get the most out of their work. Whether you administer your own back-office or outsource it, make sure you are offering contractors a complete package that includes the best benefits and the other perks they expect.

November/December 2013 7

Record Breaking Year for Essential StaffCARE Continues Essential StaffCARE Announces MEC-Wellness and MEC-60% MV Plans New MEC Plans designed for Full-Time Qualified Temps Date: October 8, 2013

Snelling Signs With Essential StaffCARE

National Staffing Firm Selects Essential StaffCARE for Temps Date: September 24, 2013

TrueBlue Signs With Essential StaffCARE

National Staffing Firm Selects Essential StaffCARE for Temps Date: September 5, 2013

Essential StaffCARE Announces Partnership With Equifax Workforce Solutions Partnership offers Staffing Companies Full Suite of Health Care Solutions and ACA Analytics Date: August 20, 2013

Insurance Applications Group (IAG) Named To Inc. Magazine 500 | 5000 For Fourth Time Ranked Top 50 Insurance Company Date: August 23, 2013

Essential StaffCARE President Receives Soaring Eagle Award

Highest Honor Given by National Association of Health Underwriters Date: August 27, 2013

Essential StaffCARE Announces Integrated Partnership with Bond/eEmpACT Leading Software Firm Integrates with Essential StaffCARE Date: January 1, 2013

www.EssentialStaffCARE.com

8 November/December 2013

NCASP.com

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

Joe Doyle of TalentWise

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.

We always learn something new at NCASP Training!

Welcome to a hiring process that sets your candidate free.

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

Kara Bertoncino interviewing Brandy Barrett Coward on the Red Carpet

THANK YOU TO OUR 2013 VENDOR PARTNERS

EMinfo.com

NCASP.com

November/December 2013 9

Temporary Workers

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

NCASP to Petition N.C. Supreme Court in Defense of Staffing Agencies The State’s Highest Court is Scheduled to Decide if a Temporary Worker’s Estate Can Seek Both Worker’s Compensation and Legal Damages The North Carolina Supreme Court will soon consider a case of particular importance to the state’s staffing industry. Accordingly, the North Carolina Association of Staffing Professionals (“NCASP”) is taking an active role in making sure that the industry’s voice is heard by the Justices as they consider this important civil case.

The significant facts of the case are not in dispute and certainly are tragic. Travis Kidd, a 24-year-old temporary employee of WorkForce Staffing, Inc., died in an accident at the Cleveland County Landfill in February 2010. Kidd, who had been working as a spotter at the landfill, was struck and killed by a trash compactor operated by Barry Pearson, a Cleveland County employee.

Kidd’s mother, Sheila Gregory, filed and collected a worker’s compensation claim. Subsequently, Gregory, in her capacity as the Administratrix of the Estate, filed a wrongful death and negligence lawsuit against both Cleveland County and Pearson. Womble Carlyle attorneys Sean Perrin and Jackson Price represent the county in the lawsuit.

In March 2012 the claims were dismissed in Cleveland County Superior Court. The trial court ruled that the Estate’s claims were covered exclusively by the Worker’s Compensation Act. In other words, the court decided that the Estate was not entitled to “double dip” by also suing Cleveland County and Pearson for damages.

This has long been the legal standard in North Carolina, and that interpretation has been beneficial to employers.

However, on December 31, 2012, the North Carolina Court of Appeals reversed the Superior Court’s decision allowing the Estate to pursue its civil claims against Cleveland County and Pearson. The Appeals Court’s ruling was that Kidd was not an employee of Cleveland County, but rather of the staffing company. Therefore, it held that the Worker’s Compensation Act does not bar the Estate from asserting its civil claims against Cleveland County and Pearson.

Jill is NCASP’s Legal Advisor

The case is now pending before the Supreme Court of North Carolina.

Given the importance of this issue to the staffing industry, NCASP is taking steps to protect the interests of its members. NCASP petitioned the high court requesting permission to file an Amicus Curiae (“friend of the court”) brief in this case. Earlier this month the Supreme Court granted NCASP’s motion and it will file a legal brief on behalf of its members in early November, 2013. In its brief, NCASP will address the legal issue regarding the application of the “joint employment” or “special employment” doctrine in the context of temporary staffing.

NCASP is taking the position that the Court of Appeals’ opinion strips temporary staffing agencies of the right to exclusively provide employee benefits, including workers’ compensation, for the benefit of both the staffing company and its client company. The exclusive remedy for workplace injuries occurring on the job, including those jobs that occur by way of temporary employment, should be the North Carolina Workers’ Compensation Act. NCASP is represented on a pro bono basis by Womble Carlyle attorney Jill Benson, who also serves on the staffing association’s Board of Directors.

It is anticipated that the N.C. Supreme Court will issue a ruling in this case in the first quarter of 2014. We will keep you posted on any additional developments.

Our Best Wishes to Jill Benson on her November 9th Nuptials!

Pics to follow in our next issue.

10 November/December 2013

NCASP.com

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.

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

In today’s challenging lending environment.

Marquette Commercial Finance can help.

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Providing Staffing Insurance Programs for over 15 years.

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November/December 2013 11

Leadership Spotlight

By Rita Bottoms, Temporar y Resources

Cheryl Neely

CEO/Founder, Carolina Staffing Resources, Founded in 2009 What are your primary job responsibilities?

Oversee, grow & manage our business in North & South Carolina.

In which industries and functions do you specialize?

Office, Professional & Industrial Which aspects of your job get you revved up?

After being in the industry I still get excited about closing the big deal or helping a candidate find the right career. I have also enjoyed seeing my adult kids become part of our “family” business and how well they have learned our industry.

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

Over many years you hear many funny & unbelievable stories.

Recently we had a new client whose last attempt to do their own hiring resulted in the candidate’s wife showing up on his behalf for his interview with this client because he was still incarcerated but she wanted him to have this job. Now that was a first and it resulted in him calling us to assist their company with their job openings.

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

As an owner you have to really touch all aspects of your business. I have outsourced functions to help my business as I have grown with many of our vendor partners in NCASP. (Employee Insurance, Insurance, Paycards, Software etc.)

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

Before opening my own firm I worked in the staffing/recruiting industry most of my adult life. I started my career with Olsten Staffing in Florida and then when I moved to North Carolina I have had the great fortune of working with several local & regional “family owned” staffing firms over all these years.

This all helped me prepare for me creating my own firm.

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

This is all I really have ever done in a full-time career. For many years I was always asked “Why don’t you start your own firm”? Timing was never right with raising children & I was really engaged in helping other owners I worked with to grow their business. Once the children grew up and the recession came I decided it was time to create my own.

12 November/December 2013

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

Before joining Olsten Staffing I worked for Knight-Ridder newspapers and received great customer service & sales training. I have always liked working with people and love to find out the who, what or where of things. That certainly helps in our industry.

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

This organization has been a great asset for me in my personal growth & my companies start-up. I have been to great training courses which have allowed me access to world class trainers that I would have never been exposed to. We have built great relationships with other staffing/recruiting professionals over the years in this organization across North & South Carolina. I have direct access to vendors who offer services or products that make our company better & more comptetive in our markets we serve. Anything you need as a staffing/professional you get with your membership to NCASP. Why did you join the NCASP BOD? It was the right time for me to give back by volunteering my time & services to our organization. I am proud of what our industry does for so many and I think all of us should be good stewards of that each day.

Anything else you’d like to add about your personal or professional life?

Besides growing my business, I am a Rotarian and serve on our Board of Directors for “2013-2014”. The past two years I have been Board Chair for The Arc of Union County” working to create advocacy & raise money for those with intellectual or developmental disabilities. I have been a proud NCASP member since “1993” and have served on the board of directors the past 8 years. I am married to Ron, have 6 children (five that work in the business with me) & I have four grandsons (Nathan, Cameron, Lucas & Gabe) along with one granddaughter Makenzie.

Have you signed up for Spring Training yet?

GO to ncasp.com and register for $299 now!

NCASP.com

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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November/December 2013 13

Legal Matters

By Patr ick Allen, Attor ney, Womble Carlyle Sandr idge & Rice, LLP

Action Steps NOW To Comply With The Affordable Care Act September 30, 2013 Although the one-year delay in the effective date of the pay-or-play provisions of the Affordable Care Act (“ACA”) (until January 1, 2015) gives employer-sponsored health plans more time to prepare for those requirements, many ACA provisions will take effect on January 1, 2014. Employees are asking for information regarding these changes and the Department of Labor is already including ACA requirements in its benefit plan audits. The target keeps moving. Here is what you need to do NOW to ensure that your health plan is in compliance on January 1, 2014 and that you are prepared for what’s coming:

• Distribute the required Notice

informing your employees about their coverage options by October 1, 2013 and to all new hires after October 1, 2013.

• Determine if your plan will have

• Provide coverage for ACA

• Bring wellness programs into

“essential benefit” categories (insured plans in individual and small group markets only)

compliance with ACA.

• Prepare to pay ACA reinsurance fees (self-insured plans only).

• Timely provide updated Summaries

• Make sure you are complying with

of Benefits & Coverage.

the final HIPAA rules concerning “protected health information” that went into effect on September 23, 2013.

Develop strategies on how to use the rest of 2013 and 2014 to plan for ACA provisions that will go into effect in 2015, including (1) pay-orplay provisions, such as determination or confirmation of applicable largeremployer status and how to determine full-time employee status; and (2) reporting requirements.

It is no exaggeration to say that the ACA is one of the most complicated laws in our lifetime. The employee benefits group of Womble Carlyle can assist you in complying with the ACA requirements.

• Consider alternative options

to continuing to provide health care coverage for your various categories of employees.

Please contact Patrick Allen at (336) 721-3574 or any other member of the Womble Carlyle employee benefits group if there is anything we can do to help you.

• Implement cafeteria plan changes related to ACA and repeal of DOMA.

“grandfathered” status in 2014

• Confirm that required plan design changes are in effect for 2014, including:

Avoid Compliance Pitfalls

• Elimination of annual limit on essential health benefits.

• Elimination of pre-existing

condition exclusions for new enrollees.

• Limiting waiting period for enrollment to 90 days.

• Elimination of restrictions related

to participation in clinical trials (nongrandfathered plans only).

• Conform cost-sharing provisions to ACA requirements (nongrandfathered plans only).

WOMBLE CARLYLE SANDRIDGE & RICE, LLP

14 November/December 2013

CA

DC

DE

GA

MD

NC

SC

VA

WCSR.COM

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

©2012

NCASP.com

Certification

By Jillian Dodson, CPC, CTS, Greene Resources

Fall 2013 NAPS Certification Event Was a Success!

Greetings NCASP Members! I am excited to announce that our fall 2013 NAPS certification event was a success!

Dr. Frank Burtnett from NAPS traveled to Raleigh to lead the Certification Immersion class on Friday, 9/27. Training commenced at 8:30 on Friday morning and lasted through lunch. NCASP provided lunch for the group and shortly after, the participants began their respective exams. We had 12 individuals successfully pass the CTS, Certified Temporary Staffing Specialist, and 4 successfully pass the CPC, Certified Personnel Consultant. Those that completed the CPC also completed the CTS and are now dually certified.

Please join me in congratulating our newly certified fellow recruiting and staffing professionals! Your commitment to staying current with recruiting best practices and employment law is an inspiration to us all. Congratulations on your accomplishment!

CPC, Certified Personnel Consultant Victoria Cash Sarah Jadelis Darren Lee Shrum Rachel Elizabeth Yee

CTS, Certified Temporary Staffing Specialist Akil J. T. Campbell Lori J. Carson Victoria Cash Brian Hicks Sarah Jadelis Rosalind M. Keeys Gail Love McMillian Hillary McNichol Randal G. Reid Darren Lee Shrum Summer R. Van Wagnen Rachel Elizabeth Yee NCASP.com

I also want to extend a special thank you to Frank Burtnett for making the trip to NC for our annual event. It certainly wouldn’t be the same without you. Additionally, I would like to express my gratitude to NCASP for supporting continued education and providing lunch to the group attendees.

Our next certification event will take place at the annual NCASP spring conference on May 15th, 2014. Please feel free to contact me should you have any questions about certification. I look forward to another successful class in the spring!

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

November/December 2013 15

Sponsors’ Corner

by Mar y Mallett, CPC, SearchPro

Fall Greetings from NCASP! It is that time again where our Vendor Partners with varying products and services are making marketing plans for the upcoming year as to where they will spend their budget dollars for exhibiting and sponsorships.

At NCASP, we are pleased to recognize that most of our loyal partners rejoin our Association year after year as they say that they close more new client deals from quality contacts they make at our shows.

Each year we do have a couple of open slots where new Vendors can register to join us for the first time, however, we have very limited space where we can showcase our preferred Vendor Partners.

Our sponsorship menu offers various levels of commitment including Diamond, Platinum, Gold, Silver, and Bronze premium sponsorships. Standard Booths are designed only for new companies who are joining us for the first time. We offer Premier, Partner and Associate Memberships to vendor companies who are unable to exhibit in any given year, however, for those firms who wish to stay involved and keep their logos in front of our members.

Sponsorships go from January 1 through December 31 and NCASP advertising is done for the entire 12 months in our bi-monthly Ezine and on our ncasp.com website as well as at the Spring Training Conference in May. We have other regional events in Charlotte, Raleigh, and Greensboro where firms may sponsor a Speaker Luncheon or an After-Hours event as well. These are great ways to gain more exposure.

We need to hear from you no later than November 8th that you will be joining us in 2014. We are currently marketing to new national firms to join us. Get locked in before your competition pops up and grabs your clients. Please call me with any questions or for sponsorship materials at #704241-2996 (M) or email mary@searchpro.com. We aim to get you registered for your 2014 Passport to Success!

Congratulations to Top Echelon, our Vendor Spotlight for this issue and welcome aboard, Galen Hess, of National Tax Credit, our newest Associate Member. Check them out!

Get Well wishes to our friend and longtime loyal NCASP supporter, Scott Cox of Wells Fargo! Congratulations to our friend and hardworking Legal Advisor, Jill Benson on her upcoming Nuptials, pics to follow next issue!

FOR IMMEDIATE RELEASE

Contact: Alan Gilbert Phone: 864.527.7936 Email: alangilbert@essentialstaffcare.com

Date: August 23, 2013

Insurance Applications Group (IAG) Named To Inc. Magazine 500 | 5000 For Fourth Time Ranked Top 50 Insurance Company

Greenville, SC – Inc. magazine announced today that Insurance Applications Group, LLC (IAG) has been named one of Inc. magazine’s 500 | 5000 fastest growing private companies for 2013.

This is the fourth year IAG has been named to this prestigious list. According to Inc. magazine Editor in Chief Eric Schurenberg, “the Inc. 5000 was harder to get into this year than ever in history...In addition to Insurance Applications Group, the 2013 list added such powerhouses as Alex and Ani, LivingSocial, Bojangles, OtterBox and KT Tape.”

IAG is the developer and manager of the award winning Essential StaffCARE program. Essential StaffCARE is the largest provider of health insurance and benefits to the Staffing Industry.

In recognition of 146% growth over the past three years, IAG has been named to the Inc. 500 |

NCASP.com 16 November/December 5000 list of the fastest2013 growing private companies in America for a fourth year. Inc. also ranked the

HIRE OUR HEROES There are many reasons military veterans make for good hires.

Military Veterans have always been attractive to employers. Tax credits aside, the soft skills-- the personal qualities and emotional intelligence--possessed by this talent pool are important predictors of job performance. Vets are recognized as having a strong work ethic, positive attitude, time management and communications skills. And while it’s possible to assess all candidates through pre-employment testing, service men and women are already proven in terms of leadership, resiliency and responsibility. More than a million service members will exit the military by 2016. Make them part of your war for talent and you’ll be a hero!

Source: The Staffing Stream, by Jeanne Achille, The Devon Group

NCASP BOD meetings

10:00am teleconference unless otherwise specified • November 15:

FALL RETREAT, Charlotte

• December 12, 2013 • January 14, 2014 • February 11, 2014 • March 11, 2014 • April 8, 2014 • May 1, 2014 • May 15, Wrightsville Beach 2014 Annual Training Conference

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: 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

marc@ncasp.com

November/December 2013 17

Listen Up

By Rob Mosley

Great Communication = Great Compensation The Lost Art of Listening Great Dialogue in our business is the cornerstone of our craft. And great dialogue has four distinct elements; Probing, Listening, Responding, and Alignment. 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 focuses on one of these critical skills; listening.

Listening is considered a soft skill, which is ironic considering that it is one of the hardest things you will ever do. If you don’t believe me, ask your significant other. Our purpose is to better understand active listening as a integral part of what is really behind the heart of great dialogue and why great communication drives great compensation.

If I were to invite you to a two-day listening seminar, most of you would opt for a slow, painful death. Let’s face it − the skill of listening does not always get good press. It’s not one of the more exciting aspects of our jobs. However, nothing is gained by probing and qualifying unless we have first learned how to listen effectively.

You see, the best sales people aren’t smooth talkers: they are smooth listeners. Think about it. How much can you learn from what you are saying? Not much. You already know it, so by speaking, you’re repeating yourself. But everything the client or candidate says is potentially valuable.

people who feel they are being heard are easier to deal with.

Let listening be an end in itself.

Sometimes, simply hearing the client’s issue may not only enable you to find a solution, it may be the solution!

How often do you let the other person completely finish a thought? If you respond in mid-paragraph, you’ve lost valuable information the other side was sharing with you. You will never know what you didn’t hear. When was the last time you had nothing to add to what someone else said? Do you really want to know if you are a good listener or a chronic interrupter? Don’t ask the people you work with; ask your spouse or significant other. Ask your kids − and don’t interrupt when they answer you. In the very next conversation you have, make a deal with yourself not to interrupt at all.

You will be amazed at two things:

• How hard it is, and . . .

• How much you will learn.

In his book, The Seven Habits of Highly Effective People, author Stephen Covey counted active listening as Habit #5: “Seek first to understand, then to be understood.”

Experience has shown that understanding is at the foundation of all effective decisions, all winning strategic plans, and all productive collaborations. Yet significant evidence shows that many of us do not really understand what is going on around The good news is that we can train us because we do not possess active ourselves to be good listeners. (Just listening skills. Have you ever found ask any mother if she can discern her yourself in a situation where you are baby’s cry from others in a crowded listening to your spouse or colleagues nursery.) You can learn to tune in the relate something that is extremely important and tune out the extraneous. important to them? While they are Think of how it feels when someone’s speaking, something comes to mind not listening to you. You feel ignored, and you cannot wait for them to finish unimportant. Instead of liking the so you can tell your story. This is the other person, you think he or she is point where you can still hear them, rude or self-interested. Conversely, but you are no longer listening.

18 November/December 2013

To listen actively is to first of all listen without deciding or judging about what you hear. Active listening is the process of temporarily setting your world aside and concentrating on the other person’s message and meaning.

Evaluations, decisions and reactions can come later. Following are some essential listening guidelines.

• Listen without deciding. Be

like a polltaker asking questions impartially simply to get the information. Neither agree nor disagree. Show understanding by nodding or saying, “I see” or “I get it.” A response of, “I know just how you feel” may seem empathetic but may also elicit an angry, “How could you possible know how I feel?”

• Use a neutral tone of voice. Not monotone or robotic, but casual, light, free from heavy emotional baggage. The same tone of voice you would use to ask, “Is it raining?” You are not judging the rain; you just want to know whether an umbrella is called for.

• Avoid listening

autobiographically. “Something just like that happened to me” ends the listening and sends the message that you want to tell your story instead.

• Reframe to show understanding and to clarify. “So what you’re saying is . . .” “I think I just heard you say . . .is that right?” See the Active Listening Reference Card for detailed summaries of various techniques that you can use.

NCASP.com

Mosley Speaks

...Continued from page 6

• Go through the doors that they

open. The listener actually guides the conversation by choosing the next subject to ask about.

For example, let’s say you are listening to a co-worker who has the following complaint: “Rob is always late with completing reference checks on candidates that I need at the end of our client interview process. He says it is because people in the office are constantly interrupting him.”

want to say, you frustrate them and lose their trust.

If you’re like many people and have not completed significant training in active listening, then what you are doing much of the time is ‘hearing,’ not listening. Active listening is a very specific set of techniques that do not just happen automatically.

You must learn, train and practice the techniques to achieve competency

in active listening. You will find that improved listening skills not only changes your business relationships but your personal ones as well.

• Door 1: Rob. It sounds as

though there might be an inefficient pattern here. What do you think could be done to help Rob?

• Door 2: The client interview

process. Why is it that Rob is having to wait until the end of the interview process to take a first round of reference checks?

• Door 3: Reference check

delegation. Is there someone in addition to Rob that might be able to assist in getting the reference checks completed in a timely fashion?

• Door 4: The interruptions.

It sounds as though Rob’s work area is very busy. What could be done to reduce his interruptions?

There is also the universal door of the emotions the speaker is experiencing.

“You sound really upset. What do you think could be done so you won’t feel that way anymore?”

• Get closure. Stay until the end

of the conversation. If you begin to listen and then don’t let the speaker finish everything they

NCASP.com

November/December 2013 19

Staffing Talk Wr itten by Kinzy Janssen

Welcome to the Party: How Employee Orientations Impact Performance This article was originally published on StaffingTalk.com

As the economic recovery ramps up, it’s likely your employees will start peeking over their current cubicle walls, eyeing the greener pastures beyond…

of the “individual identity” group. Customers also seemed receptive to the individualized workers, posting high satisfaction.

In light of this restlessness, employers need to have solid retention plans in place. While much attention has been devoted to shaping company culture for the long haul, and perhaps even improving the “candidate experience” prior to employment, what about that in-between sliver of time – a new hire’s very first day? Or week?

There are countless ways to create an individualized and fun first day or week. Maybe you give them gift bags filled with colorful stickers, buttons, and a pop phone (Fab.com).

Maybe you mark their desk with a handmade welcome flag saying “Hi. I’m new. Come say hi!” (Birchbox). Maybe you use an app called Lunch Roulette to determine which random group of four is going out to lunch that first week (Warby Parker). Or perhaps, before their first day, you send not only a welcome letter but a gift card for dinner or money toward decorating their desk. (The Motley Fool).

As the Wall Street Journal reported this spring, a sizable crop of employers are launching orientation sessions that feel “more collegiate than corporate,” organizing everything from scavenger hunts to lunches with the execs. The goal is to engage employees from the start – to make them feel welcome, integral, and immediately aware of not only the company’s policies, but its culture. Typically, they also celebrate the individuality of the new hire — an approach which has already been shown to boost retention rates.

Recently, a study of orientation practices was conducted at Wipro, the third-largest IT services company in India. A research team of three business professors thought it was the perfect canvas for experimentation, considering the company’s abysmal record with turnover.

First, they split the new recruits into three groups. In the control group, leaders conducted orientation the way Wipro usually did: assimilating newcomers by downplaying their individual identities (in this case, de-Indianizing their accents). In the second group, the discussion centered on company pride. These new hires were given sweatshirts bearing the company logo. In the third format, new hires were encouraged to express their own identities through questions like “What individual strengths would you exhibit if stranded on a life raft at sea?” Symbolically, they were given sweatshirts with their own names printed on them.

The company that does it all, though, is Rackspace. At this IT hosting company based in San Antonio, their orientation looks more like a “Minute to Win It” episode, if it took place at a playground/sports stadium/food court.

From my perspective as a Millennial, the findings are not surprising. Having grown up in familial and school environments that encourage individuality, we feel comfortable both expressing ourselves and appreciating the unique traits of others.

Now, members of older generations may label these practices as “hand-holding”: just another way in which we are unwilling to grow up. Perhaps an assumption exists that a new hire should automatically be excited about the new gig, and will become enamored with the company with time. From my perspective, if an employer rejects the findings, they’re also choosing to reject a surefire path to successful retention.

- See more at: http://staffingtalk.com/employeeorientations-fun/#sthash.bVUK1Oc1.dpuf

Seven months later, the individualistic method emerged as the clear victor, while the control group exhibited the worst retention rate – a full 47.2 percent higher than that

20 November/December 2013

NCASP.com

Wells Fargo Insurance Services

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

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

All rights reserved.

Team up with us today.

010711ab-B_AD_NC-StaffingInd 3x4 bw.indd 1 1/21/2011 Wells Fargo Insurance Services USA, Inc. Got orders but not enough 704-553-6021 money to meet payroll?

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November/December 2013 21

22 November/December 2013

NCASP.com

Retreat B y J o n a t h a n We i n e r

Staffing Power Retreat, Friday, February 21, 2014 Our Speakers

Agenda at a Glance

You’ll be taught proven methodologies in recruiting, marketing and branding by these industry experts:

12:00 PM 1:00 PM

2:30 PM 2:45 PM

3:30 PM 3:45 PM

5:00 PM

VP, Sales/Marketing Jenifer Lambert Terra Staffing Group.

CEO Jonathan Weiner, CPC Mez Media, Inc.

Luncheon TBA Jen Lambert “Making It Rain” Vendor Break Jonathan Weiner, CPC “5 Insights... Branding for 2014” Vendor Break Jen Lambert “Again…Faster” Sponsor VIP Cocktail Hour

Admission Regular: $299 Early Bird Special: $199 (expires 11/17/13)

Details online at Mez-Media.com/event/

Substance abuse testing with more substance.

From a wide range of high-quality rapid test devices, to full lab confirmation testing, we offer a complete solution for all of your drug detection needs.

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NCASP.com

November/December 2013 23

Membership B y R i c k Fe r r e t t i

Staffing Industry Growth!

As we wrap up 2013 and prepare for next year, we are proud acknowledge the growth in the staffing industry which soared passed 5.5%! Those numbers will most likely follow the same trend and increase even more throughout 2014, which leads us to the most popular topic of the year; the healthcare reform. The most important question is whether you are prepared to address this concern in the upcoming year.

One of the many benefits of your membership with NCASP is the knowledge and resources of your local colleagues who are faced with the same challenges which will impact their current business model along with their clients decisions moving forward! We encourage you to take full advantage of these resources through venues such as the annual conference, networking events as well as the recurring webinars.

North Carolina Association of Staffing Professionals provides resources to the local staffing and recruiting industry. The member base serves all platforms whether small or large. Membership provides you full access to experts within our community, resourceful knowledge of the local market, plus admission to a professional network of peers.

We would like to recognize our newest members to the NCASP family. Welcome to our newest members! (see New Members box to the right) We look forward to parterning with each of these new members in 2014!

Continued participation from our members provides us the ability to offer such rich content which gives each and every one of us the necessary resources in order to service our clients! We thank you for your efforts and encourage each member to continue their ongoing efforts!

To join NCASP, please contact Rick Ferretti at 704.288.9687 or visit ncasp.com.

NCASP Receives ASA’s Chapter Achievement Award I am proud to announce that the North Carolina Association of Staffing Professionals has been recognized with a Chapter Achievement Award from the American Staffing Association. This is a great honor and truly a testament to the great men and women that make this association so strong. Thank you all for your hard work and support!

24 November/December 2013

2013 New Members

Deborah Miller 828-466-0162, deborah@prostaffing.us

Jan Blethen 336-532-0090, Jblethen@triad.rr.com

Rick Ferretti 704.288.9687 rick@tbridgeusa.com

Jennifer Guthrie 704.236.3647 jennifer.guthrie@ inflightcrewconnections.com

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

Tom Gibson 704-624-8100, tgibson@DecisionspathHR. com Christina Truelove 919-398-6333, christina@dzeelclinical.com Myra J. Powell 252-265-9033, myrap@vanguardprostaff. com

Senn Dunn INSURANCE

BUSINESS INSURANCE EMPLOYEE BENEFITS PERSONAL INSURANCE Greensboro • High Point • Raleigh • Wilmington

800.598.7161 • senndunn.com NCASP.com

Education

by Anna Schuszler, Catawba Valley Staffing

Finding the Right Candidate: Killer (and free) Sourcing Tips

December 5, presented by Todd Bossler of Top Echelon.

Finding qualified candidates has been a trouble spot for recruiters since the beginning of time. With the advent of social networks, it should be easier than ever to find them. But tools like LinkedIn and Facebook can lull you into a time vacuum that produces little to no leads. In this training webinar, Top Echelon IT Manager Todd Bossler will show you a few tricks he’s learned from some of the industry’s brightest sourcing minds.

In this 40-minute training session, you’ll learn the following: • The best approach for using LinkedIn . . . without paying for it!

• Searching specifics in Facebook . . . and some side benefits • The power of Google . . . including FREE ways to use it for sourcing Join Todd for this power-packed webinar, so you can find more of the candidates you need to find!

Todd Bossler is the IT Manager at Top Echelon, a company dedicated to helping recruiters make more placements through its products and services: Hiring Hook, websites for recruitment and staffing agencies; Big Biller, recruitment software for applicant tracking; and Top Echelon Network, the leading split network of recruiters. For more information, visit www.TopEchelon.com.

Register online at: http://www.anymeeting.com/PIID=E959D686874C3B

2013 NCASP Associate Members

Contact Anna for registration details: Anna Schuszler: anna@cv-staffing.com, 828-308-2160

NCASP.com

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Nathan Granitz 847.463.7263 ngranitz@assuranceagency.com

Change is the only constant Galen Hess National Tax Credit

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26 November/December 2013

Contact Galen to learn how and why your company qualifies for numerous federal, state, and local business tax credits.

336-233-7544 • 888-976-7749 NCASP.com

Business Success B y T i f f a n y C r e n s h a w, C P C

Benchmarking for Sucess 2010- 2012 was a banner time period for Intellect Resources, putting us on numerous awards list including #39 on the Inc. 500, #4 on The Women President’s Organizations Fastest Growing Women Led Companies in North America, a finalist for the Ernst & Young Entrepreneur of the Year and the #1 spot on Staffing Industry Analysts’ Fastest Growing Staffing Companies list to name a few.

Since then, a number of business owners and reporters have reached out to ask how we did it. There is no easy, quick answer because I attribute our success to a culmination of practices including, but not limited to, hiring the right team, legislative mandates in the healthcare IT industry, risk tolerance, employee enthusiasm and tenure of many team members.

However, I would suggest other business owners to think about benchmarking. For many years, I worked in a vacuum, laser-focused on building Intellect Resources by providing quality service and developing top-tier recruiters with very little regard to my competitors and peers in the industry.

Tiffany Crenshaw, CPC President and CEO of Intellect Resources For more information visit www.intellectresources.com or www.irbigbreak.com.

When the economy took a downward turn in 2008, business was slow for Intellect Resources, but we still had positions to work on and active clients while many recruiting and staffing firms were closing their doors. At that point, I set out to benchmark ourselves against our competitors to identify what we were doing right, but more importantly, what we were doing wrong. The lessons learned in this process would quickly be retooled for Intellect Resources and applied as best practices where appropriate.

Here are some helpful hints to help you get started benchmarking for sucess: 1. Apply for awards and see where you stack up. Pay attention to the findings. If you didn’t make a list or win an award, look at the winners. Were you short on profitability, short on revenue; did your employee surveys not stack up with others?

You’ll learn good lessons here. If you win, attend ceremonies and other associated events so you can interact with other business leaders and share experiences. It’s motivating to be around successful business leaders.

2. Join associations and participate in events. Associations tend to have informative, useful websites, conferences and networking opportunities. Obviously I’m a fan of NCASP as I’m an active participant and my recruiting team attends the conference every year. But, I would also recommend finding associations in the industry for which you recruit/staff and gender-based organizations, like WPO. 3. Start reading business biographies both in magazines and book format. Inc. is one of my favorite magazines, particularly around the release of their Inc. 500 list in which they expo the top CEO in the country. And, believe it or not, I think the Costco Member magazine has produced good short entrepreneurial bios. As for books, one of my favorites is Onward by Starbucks CEO, Howard Shultz. Many of these publications give you behind the scenes looks of companies and insight into what makes these CEOs tick. It’s hard not to be inspired.

4. Pull together a peer group of likeminded owners and get together periodically with the caveat that each member should bring a current business challenges to the group. Then, use that time together to solve each business challenge.

In addition to the camaraderie, you’ll take home practical advice to apply to your business and have a peer group you are accountable to. I would also recommend your peer group not be limited to recruiting/staffing owners. Sometimes out of the box advice is the best kind. My peer group could always see the forest despite the trees when I couldn’t. And there were definitely times of comfort when you realized that CEOs across the board struggle with similar challenges.

While benchmarking alone isn’t going to always yield banner revenues, it’s a business practice to make priority. The lessons learned are motivating, inspiring and valuable. When applied back to your business, they do yield positive results.

NCASP.com

November/December 2013 27

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

For questions on Membership

Please contact Rick Ferretti, Director of Membership 704.288.9687 rick@tbridgeusa.com

About NCASP:

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 28 November/December 2013

NCASP.com

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

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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

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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

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Doug Clayton at Asurint Background Checks 970-404-8888 // dclayton@asurint.com

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

Galen Hess at National Tax Credit National Tax Credits Consultant 336-233-7544 // 888-976-7749

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

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2 0 1 3 B O A R D O F D I R E C TO R S Marc Cochran, CSP President 704-207-3819 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 Dir. of Communications / Ezine 2014 Conference Chair 336.970.5206 rita@ncasp.com temporaryresources.com

James Kemper Director 704.372.7640 jms@whmeanor.com whmeanor.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

Rick Ferretti Director of Membership 704.288.9687 rick@tbridgeusa.com talentbridgeusa.com

Deborah Miller Director 828-466-0162 deborah@prostaffing.us prostaffing.us

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

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

Mark Griffin, CSP Director 336.337.3327 markg@ncasp.com

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

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

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

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

30 November/December 2013

precisionemploymentgroup. com

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

NCASP.com