Staffing Now, Jan 2014

Vol. 14, Num. 1 Jan/Feb 2014

www.ncasp.com

r Meet ourence nfe o C 4 1 0 2 s Speaker 5 see page

Rob Mosley Webinar page 9

2014 Sponsors page 14

From the President It’s hard to believe that it’s 2014, and this is the beginning of the last year that I will serve as President. That sounds cliché, but it’s funny how often it’s true that time flies and you blink one day and it’s 1 year later. This has been a great experience. I continue to appreciate all the support from our Board of Directors, and Members like you that make our association possible. Thank you.

Following our Annual Planning Retreat, I continue to be impressed with the strength of our Directors and their passion. For 2014, we will continue to build on our 2 key focuses: Education and Outreach. We have made significant strides in each of these areas and will continue to look at ways that promote NCASP as a true partner and resource for staffing and recruiting professionals in the state.

One thing that is new this year is that we will be looking for Members to join a committee. Any Member with interest can choose to join the Membership, Education or Outreach committee to help and learn more about future Board opportunities. This is one way we want to make the organization more open and interactive. If you have any interest in participating, please reach out to me directly.

And lastly, I will leave you with a plug for our 2104 Spring Conference held once again in beautiful Wrightsville Beach, NC. This year will be one of the best speaker lineups we have seen in some time. We have some familiar faces, and also some new ones. Don’t miss Rob Mosley back with some great content, kicking off with a Managers-only session on Thursday. It’s a great excuse to head to the beach to walk away with some amazing training and a new outlook on the second half of the year.

Thank you again for your continued support. And as always, please contact me with any questions, concerns or ideas. Here’s to a great 2014!

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

2 January/February 2014

THE VOICE OF NC EMPLOYMENT PROFESSIONALS

Volume 14, Number 1 January/February 2014 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: Rita Bottoms Elisa Cawood Marc Cochran Tiffany Crenshaw Debbie Fledderjohan Kazim Ladimeji Mary Mallett Sabina Smits Dan Stoke Jonathan Weiner Jill White Published by

In this issue Prez Message . . . . . . . . . . . page 2 Conference Agenda . . . . . . . . page 3 Vendor Spotlight . . . . . . . . . page 4 Conference Speakers . . . . . . . page 5 Careerbuilder . . . . . . . . . . page 6 Leadership Spotlight . . . . . . . page 7 Legal Matters . . . . . . . . . . page 8 Rob Mosley Webinar . . . . . . . page 9 Vendor Partners . . . . . . . . page 10 Contract Staffing . . . . . . . . page 11 Calling Board Members . . . . . page 12 Certification . . . . . . . . . . page 13 2014 Sponsors . . . . . . . . . page 14

STAFFING NOW

Interview Errors . . . . . . . . .

Vendor Contact Info . . . . . .

Employee Tips . . . . . . . . . .

Mez Media Retreat . . . . . . .

Real World Staffing . . . . . . . .

Funding Tips . . . . . . . . . . .

IRS Guidance . . . . . . . . . .

Press Release . . . . . . . . . .

Membership . . . . . . . . . . .

Bingham Webinar . . . . . . . .

Nuptials . . . . . . . . . . . . .

Hire Our Vets . . . . . . . . . .

Board of Directors . . . . . . . .

page 15 page 16 page 17 page 18 page 19 page 20 page 21 page 22 page 23 page 25 page 26 page 27 page 28

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 2014. All rights reserved.

NCASP.com

Thursday, May 15 12:00 1:00 1:15 1:30 3:00 3:30 5:30

Registration Owner/Manager Welcome & Introductions Jill White Legal Previews Rob Mosley, “The Coaching Connection: How High Performing Managers Influence Behavior and Increase Revenue” Vendor Expo Rob Mosley, “The Coaching Connection: How High Performing Managers Influence Behavior and Increase Revenue” Red Carpet Awards & Vendor Partners Reception

Friday, May 16

Get Ready!

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

Registration fee is now $349 for Members and $599 for Non-Members to attend.

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.

8:00 8:15 8:45 9:00

10:00 10:30 10:45 12:00 12:15 1:30 1:45 3:00 3:30

5:00 6:30 7:00

Saturday, May 17 9:00 10:30

NCASP.com

Registration/Coffee Buffet Breakfast 2014 NCASP Welcome & Introductions Morning Keynote: Laura Hamilton, “Wake up to Success” Vendor Expo Jill White Legal Previews General Session: Rob Mosley, “That’s A Great Question: Great Communication = Great Compensation” Vendor Expo Speaker Luncheon Vendor Expo Dessert Breakout Speakers: Rob Mosley, “Mastering the Client Call” Amy Bingham, “World of Work is Changing” Vendor Expo Breakout Speakers: Rob Mosley, “Selling The Spectrum of Search Solutions” Amy Bingham, “Controlling the Chaos” 4th Annual NCASP Beach Volleyball Tournament Silent Auction & Open Bar Seafood Buffet, Music, Entertainment and Live Auctions Jill White, Legal Matters Breakfast Topics Contest Prize Drawings & Wrap up

January/February 2014

3

Spotlight on Vendor: 2014 Platinum Key Sponsor

Major Companies Switch to Essential StaffCARE for Part-Time, Temporary Employees Essential StaffCARE Fixed Indemnity Plans fill gaps and provide day one benefits with no deductibles or co-pays.

Essential StaffCARE would like to welcome the following new clients: • Randstad North America • Spherion • AccuStaff • Tempforce • e-Staff • TrueBlue • Spartan Staffing • PlaneTechs • CLP Resources • Snelling • Yoh • Associate Management Resource (AMR) • Automation Personnel Services (APS)

Are you staying competitive?

About Essential StaffCARE Essential StaffCARE is the largest writer of fixed indemnity medical plans and other supplemental benefits for temporary employees with over 1,000 staffing companies as clients. Essential StaffCARE is fully insured

by BCS, Majority owned by Blue Cross Blue Shield Plans, and is administered by Planned Administrators Inc. an SAS-70 certified, wholly owned subsidiary of Blue Cross Blue Shield of SC, one of only two health insurance companies in the United States rated A+ (Superior) by AM Best & Co. This is the highest rating given to a health insurance company. Visit www.EssentialStaffCARE.com for information on how Essential StaffCARE can provide your company with a multi-year ACA strategy, including new MEC plan options for full-time temporary employees.

www.EssentialStaffCARE.com

4 January/February 2014

NCASP.com

2014 NCASP TRAINING CONFERENCE SPEAKERS Rob Mosley: Coaching Connection - Compensation - Client Call - Search Solutions

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.

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 World of Work is Changing 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 White: Legal Matters Saturday Breakfast Jill White 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 White 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.

January/February 2014

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THE NEW DO’S & DON’TS OF RECRUITMENT LESSONS FROM THE OPPORTUNITIES IN STAFFING STUDY It’s frustrating but true: 1 in 10 job candidates still falsely believe staffing firms charge candidates to place them. It’s unfortunate that such misconceptions still exist, but what’s a staffing firm to do? Actually, thanks to insight drawn from the recent 2013 Opportunities in Staffing Study, staffing firms can employ the following Do’s and Don’ts for changing client and candidate misconceptions – and providing the ultimate staffing firm experience.

DO ERR ON THE SIDE OF OVER-COMMUNICATING

Results from this year’s study indicate that many candidates still have misconceptions about staffing firms. Regularly communicating the benefits of working with your staffing firm, however, can help change the misconceptions. Even if you feel like a broken record, it’s a message that is worth repeating, especially if you want perceptions to change.

DO CHECK IN EARLY CHECK IN OFTEN

Slow response time – or a lack of responsiveness altogether – are among clients’ and candidates’ top complaints about staffing firms.

If you do not already have a quality control process in place, create one, and make sure you stick to it. A quality control process is only effective if you actually use it.

DO LET THE QUALITY OF YOUR WORK SPEAK FOR ITSELF

Personal referrals from people they know are what candidates and clients look to most when deciding whether or not to work with a staffing firm. You can’t control what others say about you, but, as Don Draper would say, if you don’t like what’s being said, change the conversation. In other words, if you want clients and candidates to speak well of you, give them an experience that will make them.

6 January/February 2014

NCASP.com

Leadership Spotlight

By Rita Bottoms, Temporar y Resources

Mary Mallett, CPC

Mary created SearchPro and Mallett & Associates in 1990, starting as one recruiter and then hiring and managing ten recruiters and now is happily back to a one person office. She enjoys the freedom and flexibility of a one person office as it enables her to be able to travel with her husband and his company.

What are your primary job responsibilities?

I work with many independent recruiters nationwide within my area of expertise. We share job descriptions from our preferred clients and we share top talent backgrounds. It is a wonderful cooperative effort to work with others who share the same goals. Recruiting days consist of clients calls to determine their hiring needs and then spending the remainder of the day seeking top talent to satisfy that particular need. Interviewing both clients and candidates is the key component of the whole day!

In which industries and function do you specialize?

We specialize in Banking and Investment Management nationwide and even though we have tried other areas of expertise, this is a very comfortable industry with very nice people. We aim to work on retainers mostly, although we have been known to accept contingency background searches where we have available talent.

Which aspects of your job get you revved up?

The most fun part of our profession is when we make the perfect match, everyone likes each other and it all gels. The most rewarding part is when a client compliments us on what a great job we have done and then when the candidates says thank you for changing their lives. Now that is a banner day!

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

Even though we prep our candidates before an interview, I have had lots of disaster stories in over 28 years of recruiting from inappropriate attire, to salty language, poor eating habits, to bringing one’s spouse or child to the interview, let alone being late, chewing gum, reeking of alcohol, talking too much and the list goes on. One can not always predict the behavior of human beings. We can only plan, prep and pray!

Which aspects of your job would you outsource if you could? I don’t know that I would outsource anything for I like to put all the pieces of the puzzle together and watch it work!

Tell me about your professional life before joining your current company. I was a high school teacher in my home state of Maine for nine years prior to being recruited to Charlotte to manage sales for a nutrition company for which I had been teaching adult evening classes in Maine. They were based in Charlotte and wanted me to head up sales and training national wide. Then I was recruited again to set up a professional recruiting office for a very successful Temp Staffing firm where I created a professional staffing division until I started my own business with a partner who has since retired.

NCASP.com

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

I chose to leave teaching High School and subsequently Nutrition Sales because this new recruiting office sounded fun, challenging, and exciting with a higher earning potential as well as independence. I needed a positive career change to satisfy my entrepreneurial spirit and I found it!

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

Teaching requires that you absorb great amounts of information and then remember it. Teaching requires one to be very detailed oriented and methodical on a daily basis.

Teaching requires one to be up in front of people, young or older and be knowledgeable about your subject matter (or at least appear to be so! Ha-ha!). Teaching requires one to be flexible and able to change course quickly. Teaching teenagers requires courage and that is necessary for cold calling in this business. Teaching requires salesmanship because if one’s students are not buying what is being sold, then one is not effective! I think I may have just described the recipe for a successful recruiter!

Has your NCASP membership benefited you thus far? If so, how? Yes, as everyone knows, I love NCASP and have been a member since 1987 when I won my Rookie of the Year Award. I enjoy the feeling of being a part of something where we share a common goal. Back in the 80’s and the 90’s, we all wanted to become certified and improve the reputation and credibility of our industry perception. I think we accomplished that concept, however we do need to keep on becoming involved in our association and staying up to date legislatively and legally. We need to attract more people to our cause. And of course, the wonderful relationships I have formed with a great group of professionals is priceless!

Why did you join the NCASP BOD? I joined the NCASP Board of Directors many, many years ago because I wanted to make a difference. I wanted to bring in national speakers, increase Certification, and create a venue for networking and camaraderie in our staffing and recruiting world.

Anything else you’d like to add about your personal or professional life? I would like to thank my wonderful husband Gary for his ongoing support and all of my recruiter friends who make this industry fun, festive and fantastic each and every day!

January/February 2014

7

Temporary Workers

By Jill White, 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.

Jill is NCASP’s Legal Advisor

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 a legal brief was filed in 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 Kidd’s mother, Sheila Gregory, filed and collected a worker’s company and its client company. The exclusive remedy compensation claim. Subsequently, Gregory, in her capacity for workplace injuries occurring on the job, including as the Administratrix of the Estate, filed a wrongful death those jobs that occur by way of temporary employment, and negligence lawsuit against both Cleveland County should be the North Carolina Workers’ Compensation Act. and Pearson. Womble Carlyle attorneys Sean Perrin and NCASP is represented on a pro bono basis by Womble Jackson Price represent the county in the lawsuit.

Carlyle attorney Jill White, who also serves on the staffing association’s Board of Directors.

In March 2012 the claims were dismissed in Cleveland County Superior Court. The trial court ruled that the It is anticipated that the N.C. Supreme Court will issue a Estate’s claims were covered exclusively by the Worker’s ruling in this case in the first quarter of 2014. We will keep Compensation Act. In other words, the court decided that you posted on any additional developments. 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.

Avoid Compliance Pitfalls

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

WOMBLE CARLYLE SANDRIDGE & RICE, LLP

8 January/February 2014

CA

DC

DE

GA

MD

NC

SC

VA

WCSR.COM

©2012

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

NCASP.com

Womble Carlyle attorney Jill Benson has been a regular speaker at the NCASP Annual Training

Rob Mosley – Featured Speaker & Intro to the 2014 Spring Training Conference Come join Rob Mosley, NCASP headlining speaker, as he delivers some key takeaways from his expanded sessions to be held at the 2014 NCASP Spring Training Conference in Wrightsville Beach, NC May 15-17, 2014.

Rob’s sessions include: • The Coaching Connection: How High Performing Managers Influence Behavior and Increase Revenue • That’s A Great Question: Great Communication = Great Compensation • Mastering the Client Call • Selling The Spectrum of Search Solutions

Register online:

http://www.anymeeting.com/PIID=EA51DA8587483B

Presented by 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.

Conference Details:

For more information, and to register for the 2014 NCASP Spring Training Conference CLICK HERE!

Questions?

For questions, please contact Cheryl Neely, CTS, Director of Education 704.975.1137 cheryl@ncasp.com NCASP.com

January/February 2014

9

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10 January/February 2014

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

Risks of the DIY Contract Staffing Back-Office With the rising costs of just about everything and sites like Pinterest that have us convinced we can do it all, we are increasingly becoming a Do It Yourself nation. But sometimes the DIY method costs more in the long run. In some cases, like with car repair and electrical work, it can even be dangerous.

The same can be said of your contract staffing back-office.

Running your own back-office can be extremely costly and time-consuming, keeping you away from revenue-producing activities. And if you don’t have a strong background in employment law, human resources, and payroll, the results could be more disastrous than a botched DIY remodeling job. Here are just a few details that make the DIY method a risky proposition:

4.

Certificate of Insurance — Do you have enough insurance to protect you? Can you afford continuous premium increases? Can you afford the additional coverage potential clients may require in their contracts?

5.

Line of credit — As your business grows, so does your line of credit. But what will happen to your line of credit if a client stops paying their invoices in a timely manner (or at all)? What if they go bankrupt?

6.

Missing payroll — Missing a payroll for ANY reason is one of the quickest ways to completely destroy your reputation . . . and it only takes once. With social media, word can spread like wildfire. Think how you would feel if you worked 40 or 80 hours and someone couldn’t pay you!

2.

Workers’ Compensation coverage (or cancellation)—Getting affordable Workers’ Comp coverage is time-consuming and expensive, especially for smallto-medium-sized firms. But what happens if your carrier cancels your coverage because you had too many claims?

The alternative to the DIY method is to outsource the backoffice. A contract staffing back-office service can take over the employment of your contractors and handle the legal, financial, and administrative tasks associated with your contract placements. They will make sure workers are classified properly and handle any audits. They will set up and administer Workers’ Compensation and handle the funding and processing of payroll. They will be responsible for carrying the Certificate of Insurance. Not only does this save you time, it also ensures that those tasks will be completed accurately. In a nutshell, the back-office service will retain the legal liability, not you.

3.

Exposure and liability — In our increasingly litigious society, one little mistake or oversight could put you out of business. We’re talking about mistakes made by either your contractors or your in-house staff. And don’t forget to have legal counsel review and negotiate contracts on your behalf.

Just as you would only trust your most sensitive home projects to a reputable professional, you should only trust your back-office tasks a seasoned expert. Outsourcing your back-office may seem like an unnecessary cost, but it can save you time, money, and your reputation in the long run.

1. IRS audits — The government is cracking down more on worker misclassification every year with no end in sight.

The IRS is now sharing misclassification information with the Department of Labor and state agencies, so it’s more important than ever to make sure you are not incorrectly classifying W-2 employees as 1099 independent contractors.

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!

- Marc Cochran, 2013-2014 President

NCASP.com

January/February 2014

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NORTH CAROLINA’S ONLY STAFFING AND RECRUITING CONFERENCE

NCASP BOD meetings 10:00am teleconference unless otherwise specified • January 9, 2014 • February 13, 2014 • March 13, 2014 • April 10, 2014 • May 15, 2014

at 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: marc@ncasp.com

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

12 January/February 2014

NCASP.com

Providing Staffing Insurance Programs for over 15 years.

Thanks to Essential StaffCARE for becoming our 2014 Platinum Sponsor.

Can you afford to miss this exciting event?

Visit NCASP.com and register today!

NCASP.com

Property Workers Compensation Health Insurance

General Liability Third Party Fidelity Mini Med Health Benefits

Professional Bonds Life, Disability, Dental & LTC

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

Spruill Alexander ext. 204 Scott Cooper

Scott Cooper ext. 226

Web Site: www.Clementins.com

January/February 2014

13

Bleed: 5.75" x 8.25"

Date: 5/30/13

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

Trim: 5.5" x 8"

Title: Monster Ad resize

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

Live: 5" x 7.5"

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.

Client: Monster

We will be hosting a Certification Immersion class with date and place to be announced. Please feel free to contact me should you have any questions about certification.

Job #: 13-MST-791

Is 2014 your year to become certified?

Publication: Staffing Publication

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

Sponsors’ Corner

by Mar y Mallett, CPC, SearchPro

Thank You to Our 2014 Sponsors!

I would like to personally thank each of our loyal Vendor Partners who have committed to join us in 2014! You will see their colorful Ads sprinkled throughout our Ezines all year long as well as their contact information on page 16.

Our Platinum Key Sponsor, Essential StaffCARE with John Walters, Alan Gilbert and Jody Williams, specializes in the development of voluntary, payroll deducted insurance products designed for Staffing Industry employees.

Our Silver Sponsor, Careerbuilder with Natalia Vidmar and Jonathan Katz, specializes in Internet Career Sites and Job Boards.

Our Bronze Sponsors are The Clement Companies with Spruill Alexander who specializes in Liability & Workers Comp Insurance, Womble Carlyle with Jill White specializing in Law/Employment Issues, TalentWise Solutions with Joseph Doyle specializing in Hiring Process Management & Compliance, COATS with Karen Connor and Tom Sarach specializing in Fully Integrated Staffing Software, Top Echelon with Mark Demaree specializing in Helping Recruiters Make More Placements, Monster

with Danny Ashraf specializing in Job Board & Recruitment Software, Mez Media with Jonathan Weiner specializing in Digital Marketing including Web, Email & Video, and Recruitereco with Jim Shaki specializing in The Social Community for HR, Staffing & Recruiting Intel.

Our Standard Booths are Wells Fargo with Scott Cox and Cassie Watkins specializing in Liability and Workers Comp Insurance, Global Cash Card with George Mavrantzas specializing in Systems and Services for Paycard Success, Avionte with Matt Gallagher specializing in Front and Back Office Staffing Software, Assurance with Nathan Granitz specializing in Independent Insurance, US Funding with Larry Gibney specializing in Payroll Funding and Factoring, and our three new Exhibitors, Senn Dunn with Sarah Doggett specializing in Business Insurance, Wex (Rapid Paycard) with Michael Reilly specializing in Paychecks Made Faster, Easier, and FREE, and AGR with Sabina Smits specializing in Temp Funding. Our Associate Member is National Tax Credit, with Galen Hess who specializes in National Tax Credits Consulting.

It is important to the future of NCASP that you review our Sponsors and what they have to offer staffing and recruiting firms in order to make your life easier, safer and save you lots of money! Some of them will be offering Webinars as well as sponsoring our Regional Events throughout the year. They work very hard to bring us quality products and services. They will be on deck at our annual Spring Training Conference to meet you and answer any questions you may have.

At this point, we have only three exhibit spots left for the May 15, 16, 17th event at Wrightsville Beach, so if you want to join us, let me know. We have a Gold, Silver and Bronze sponsorship remaining which will enable you to sponsor one of our conference functions. 2014 is going to be a banner year for attracting new clients!

If you are unable to exhibit with us this year for whatever reason, please do consider an NCASP Vendor Membership which will keep your name, company information and logo in front of our members and potential members. Each level gives you a bit more exposure, Associate is $400, Partner is $700 and Premier is $1,200.

Please call me today at 704-241-2996 or email me at mary@searchpro.com to secure your space and to receive your maximum advertising exposure with our readers.

14 January/February 2014

NCASP.com

Interviews

by Kazim Ladimeji

|

December 16, 2013

| R e c r u i t e r. c o m

10 Interview Errors that Can Scare off Top Talent (Part 1) It’s easy to think that as an employer interviewing a bank of candidates, you hold all the aces; in reality, that is unlikely to be the case. Because while you will always be able to hire ‘a warm body’ as the expression goes, the best candidates will have a career plan and other options and will be weighing your business up to see if it is the best option for them at the current time. They’ll be interviewing you too.

So your interviewers will need to be on their best behavior during interviews to avoid deterring star candidates, and below I have outlined five interview errors to avoid that can scare off top talent.

1. Portraying a one-way interview process Unless you have an employer brand to die for (like Google), you should assume that top talent is assessing you for fit, just as much as you are assessing them. And since the candidate is assessing your business, your interview process should be promotional but honest, informative, accommodating and flexible within reason and very responsive to questioning.

2. Not being prepared An easy way to turn off candidates is not being ready at the start of the interview. If you show up late and spend the opening part of the interview checking over the resume, you send the impression that you’re not organized or that you’re not taking the candidate seriously. The effect is worsened if the interviewee is the hiring manager. This is an easy way to scare off top talent.

3. Asking irrelevant brainteaser questions “How many ping pong balls can you fit in a 747 airplane?”

Google has recently denounced and stopped using its brainteaser questions after its own internal studies showed they were a complete waste of time, they don’t predict anything and just serve to make the interviewer feel smart.

In my experience, candidates generally thought badly of these kind of interview questions and of employers who ask them. So, asking irrelevant brainteaser questions could make you appear arrogant and out of step with modern thinking, both turnoffs.

4. Long and complex interview process Time will be at a premium for top talent that is currently employed, and unemployed top talent will be looking to find suitable employment as soon as possible due to financial pressures. Either way, an overly long and complex NCASP.com

interview process (requiring three or more visits to the office) that seems to drag on and on, and with no obvious end in sight, is an obvious turn off to candidates.

Candidates should be told from the outset: the number of interviews required (which should be kept to a minimum); over what time period; when you expect to make a selection decision; and when you would ideally like the candidate to start. Woolliness in this area can be a serious turn-off as it creates uncertainty in the candidate’s mind about the commitment and conviction around this position.

5. Asking if a candidate is a self starter able to work with limited guidance.

This can be a seemingly great question to ask from the point of view of an employer, particularly one where there is limited management structure in place. The problem is that smart candidates may see this an alarm bell: The management structure is not fit for purpose; the company is looking for self managing people to plug a gap, which the company should really be addressing itself. Translation?

They are being taken advantage of.

Top talent wants to be challenged, but they want support not exploitation. Be careful with this question, particularly in small companies.

Stayed tuned for the final five interview errors in part 2 of this article. *This article was originally published at: http://www.recruiter.com/i/10-interview-errors-thatcan-scare-off-top-talent-part-1/

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2 0 1 4 V E N D O R PA R T N E R S PLATINUM KEY SPONSOR John Walters, Alan Gilbert & Jody Williams at Essential StaffCARE Specializing in the development of voluntary, payroll deducted insurance products designed for Staffing Industry employees.

864.527.0474 // JohnWalters@iagbenefits.com alangilbert@iagbenefits.com // jodywilliams@iagbenefits.com SILVER LEVEL PARTNER Natalia Vidmar at CareerBuilder Internet Career Site and Job Boards 773.527.2975 // natalia.vidmar@careerbuilder.com BRONZE LEVEL PARTNERS Jill White at Womble, Carlyle, Sandridge & Rice Attorney at Law/Employment Issues 336.574.8095 // 803.316.5791 // jiwhite@wcsr.com

Joseph Doyle at TalentWise Solutions Hiring Process Management & Compliance 919.359.2097 // jdoyle@talentwise.com

Spruill Alexander & Scott Cooper at The Clement Companies Danny Ashraf at Monster.com Liability & Workers Comp Insurance Job Board & Recruitment Software 252.756.8300 ext. 204 // salexander@clementins.com 646.203.6452 // Danny.Ashraf@Monster.com 800.849.8013 // scooper@clementins.com Tom Sarach & Karen Connor at COATS Sql. Mark Demaree at Top Echelon Fully Integrated Staffing Software Helping Recruiters Make More Placements 800.888.5894 // tsarach@coatssql.com 330.455.1433 // mdemaree@topechelon.com 800.888.5894 // kconnor@coatssql.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

STANDARD BOOTH SPONSORS Michael Reilly at WEX Inc. (rapid paycard) Paychecks Made Faster, Easier, and FREE 813.463.0794 // Michael.Reilly@wexinc.com

Matt Gallagher at Avionte Front and Back Office Staffing Software 770.852.2536 // matt.gallagher @Avionte.com

Sabina M. Smits at AGR Financial, LLC. Temp Funding 305.255.8181 // ssmits@agrfinancial.com

Nathan Granitz at Assurance Independent Insurance Brokers 847.463.7263 // ngranitz@assuranceagency.com

Sarah Doggett at Senn Dunn Insurance Business Insurance 336.346.1375 // sdoggett@senndunn.com

Larry Gibney at US Funding, Inc. Payroll Funding and Factoring 336.812.9767 // lgibney@usfundinginc.com

Cassie Watkins & Scott Cox at Wells Fargo Liability & Workers Comp Insurance 704.556.2569 // cassie.watkins@wellsfargo.com 704.556.2594 // Scott.Cox@WellsFargo.com

George Mavrantzas at Global Cash Card Systems + Service = Easy, The Formula for Paycard Success 904.993.0469 // gmavrantzas@globalcashcard.com

MEMBERSHIPS Galen Hess at National Tax Credit National Tax Credits Consultant 336.233.7544 // ghess@nationaltaxcredit.com

16 January/February 2014

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Employee Tips

by Dan Stoke, Intellect Resources

Tips for being a Better Employee Competition for quality resources and talent is alive and well across all areas of healthcare. Organizations are intensely focused on attracting new talent while at the same time exploring and implementing strategies for retaining top talent. In a recent article by Becker’s Hospital Review, 5 tips were presented on how healthcare organizations can become better employers. These included gaining employee input and perspective; robust and fun employee wellness programs; how to empower leaders; strengthen employee connections with patients; and use data to drive decision-making. Each of these tips offers a real opportunity for healthcare organizations to become better employers.

So as current and prospective employees watch healthcare organizations work to become better employers, it should be expected that healthcare resources ask how they can become better employee. The employer/employee relationship needs to a reciprocal one if it is going to deliver value for the organization, employee and ultimately the delivery of care. So, what might be 5 basic tips to be a better employee?

1) Education and Training contribute to the experience of the employee and in turn the overall value they bring to their daily responsibilities. Most likely an employee is in his/her role because of their core set of experience and competency. Employees that typically ask for additional training and education opportunities are often rewarded, either by being presented with opportunities to participate in formal training and education and/or by the recognition they receive from management and peers as being a fully-engaged employee. In addition to formal training and education, employees should seek out opportunities to better understand how their daily functions could possibly be improved upon, and how their efforts impact other parts of the organization. Industry peer groups are an excellent source of information and networking that professionals can easily access online and in person. These peer groups often provide a forum for exchanging information on industry trends, real life examples of “lessons learned”, networking, and various types of education and training.

Bottom line: ask for opportunities for formal education and training, dive into daily responsibilities to better understand how functions might be improved and why they even exist, and seek out industry peer organizations that might provide an interactive community with many professional benefits including education and training. Employers like having experienced resources with an appetite to learn.

2) Teamwork is a challenging but critical cultural attitude that successful organizations are constantly NCASP.com

looking to build and maintain. Teamwork needs to be built by example and embraced by employees. Sounds fairly easy, but often the more talented people are the least team focused. Their ability to excel in the daily routines can lead to a narrow focus on maintaining excellence in what they do with limited attention to the impact on the immediate team and larger employee base. The idea of being really good at a job without having to integrate those efforts in a larger team setting is no longer an acceptable approach for employees. If nothing else, sports have demonstrated time and again the value and success that great individual contributors achieve when they are part of a strong team and how often individual excellence can elevate the strength and success of the team. So, how does an employee also contribute to teamwork?

Employees can make great contributions to the team when they focus on delivering their strengths, improving on their weaknesses, understanding how their efforts contribute to the goals of the organization, communicating clearly and often, embracing a “one for all” mentality, and most important, by being positive and working with a “can do” and “how can I help” attitude.

3) Compliance is a very slippery slope for organizations. They are challenged with protecting the privacy and security of all people within their organization as well as many constituents outside their walls. Employers need to protect the rights of employees whether that be Equal, Opportunity Employment, Labor Laws, work place harassment, discrimination, safety, and the list goes on and on. Finally, employers must protect their organizations from various forms of fraud and/or sabotage whether intentional or not. The job of implementing tools, training and developing processes for properly monitoring all of these areas is enormous and expensive. An employee can demonstrate their commitment to the employer by participating in all training provided and then complying with the guidelines required by law or set forth by the organization. Ask questions when in doubt. As it relates to harassment and/or discrimination, avoid saying or writing anything that is clearly inappropriate or that might not come across positively on the news or with family members. Know the laws and company guidelines and stay well within them. This is of tremendous value to employers and an employee’s career.

Continue reading this article at Intellect Resources. Click here.

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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:

12:30PM 1:00PM 1:15PM 2:30PM 3:00PM 4:15PM 4:30PM 4:45PM 5:15PM

VP, Sales/Marketing Jenifer Lambert Terra Staffing Group.

CEO Jonathan Weiner, CPC Mez Media, Inc.

Mingle with Vendors Kick-off Jen Lambert – “Making It Rain” Vendor Break Jen Lambert – “Again…Faster” Vendor Break Red Carpet - Careerbuilder Cocktail Hour ‘Real World Staffing’ Premier Q & A with Narrator and Executive Producer

Admission Regular admission: $299 per person

Details online at Mez-Media.com/event/

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 18 January/February 2014with us today.

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January/February 2014

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Funding

by S a b i n a M . S m i t s , D i r e c t o r, AG R F i n a n c i a l , L L C .

Is the Cheapest Funding Option your Best Choice?

At AGR Financial, we recognize that staffing companies operate under a unique set of variables. For example, the staffing company pays their employees weekly, but the client to whom they supplied a worker may not pay the staffing company for 30 – 90 days, creating a cash flow gap. With the constant need for credit, it can be tempting to go with the cheapest funding option. Nevertheless, just as gold plate does not offer the lasting value of solid 24k, lower rates do not guarantee lasting value in a funding company. A wise staffing company proprietor learns to evaluate other aspects.

Consider the following questions.

• Does the company know your industry?

Factors or funding companies, who are experienced in lending to staffing companies, understand the nature of the business operation and the circumstances that may require a sudden input of capital. They have the expertise to customize a program for each individual staffing company.

In addition, they are equipped to advise their clients on how to best-utilize working capital and reduce sudden cash-flow

crises. Paying for expert services may cost more initially, but the right funding option will enable the staffing company to make smarter choices, saving costs in the end.

• Are they reliable?

Don’t be afraid to ask hard questions when choosing a funding company. What funding options do they offer?

Do they have a stable source of cash? Do they customize packages to fit individual companies? Do they offer a knowledgeable personal contact to discuss your company’s credit needs and conditions? Are they easily accessible?

Contact some of their present and past clients for references. Keep in mind how relationships with your own clients can be delicate. Since your funding company may be interacting with your clients, it is crucial that they enhance this relationship, building upon your professionalism, rather than undermining it.

• Will the factor or funding company be flexible and

grow with your business?

Sometimes factors or funding companies will offer aggressive rates to obtain new business. Before you switch to “save,” check out their long-term plan. Will they be able to accommodate your company when you expand? As you hire new employees, pursue high-level clients, or even open new locations, will they be able to meet your credit needs?

Staffing companies depend on their funding company to have the necessary resources to supply increased funding as they grow. Make sure you choose wisely.

One of the most important relationships a staffing company develops is with their funding company. At AGR Financial, we know the industry. We have the expertise and the experience to meet your specific needs with a customized plan. We also understand the variables you deal with as you adjust to the changing economy. We are reliable and ready to support your company’s growth.

Trust our experience to help your business. Call us today at (732) 572-0568 or email us at info@ agrfinancial.com.

20 January/February 2014

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Legal Matters

By Elisa A. Cawood, Womble Carlyle Sandr idge & Rice, LLP

IRS Provides Guidance on Obtaining Refunds For Employment and Income Taxes Paid on Same-Sex Benefits and IRS Adopts New Use It or Lose It Rule for Health FSAs December 2, 2013

OBTAINING REFUNDS FOR TAXES PAID ON SAME-SEX BENEFITS The Internal Revenue Service recently provided guidance for employers and employees to make claims for refunds of overpayments of Federal Insurance Contributions Act (FICA) taxes and Federal income tax withholding (employment taxes) with respect to certain benefits provided to same-sex spouses resulting from the Supreme Court decision in United States v. Windsor. Prior to the Windsor ruling, benefits provided to same-sex spouses could not be provided on a pre-tax basis. Because the cost of benefits was considered taxable income, employers were required to withhold FICA and employment taxes on those costs from employee paychecks, and also pay the employer’s own portion of those costs. Now that the law has changed, employers and affected employees may obtain refunds of FICA and employment taxes for some tax years.

In Notice 2013-61, the IRS provides two alternative special administrative procedures. Under the first alternative, employers may use the fourth quarter 2013 Form 941, Employer’s Quarterly Federal Tax Return, to correct overpayments of employment taxes for the first three quarters of 2013. Under the second alternative, employers may file one Form 941-X, Adjusted Employer’s Quarterly Federal Tax Return or Claim for Refund, for the fourth quarter of 2013 to correct these overpayments of FICA taxes for all quarters of 2013.

For overpayments for years prior to 2013, employers can make a claim or adjustment for all four calendar quarters of a calendar year on one Form 941-X filed for the fourth quarter of such year as long as the statute of limitations for the year has not expired and, in the case of adjustments, the period of limitations will not expire within 90 days of filing the adjusted return. The statute of limitations is generally three years from the filing date of a return. Under normal procedures, employers are required to file a Form 941-X for each calendar quarter for which a refund claim or adjustment is made.

The special administrative procedures available in Notice 2013-61 are optional. Employers that prefer to use the regular procedures for correcting employment tax overpayments related to same-sex spouse benefits and NCASP.com

remuneration paid to same-sex spouses, instead of the special administrative procedures, may do so.

While it is important to note that employers are not required to file for a refund of overpayments of FICA or employment taxes, employers are still required to provide a Form W-2c, Corrected Wage and Tax Statement, for affected employees for all affected years. This will allow employees to file for a refund of overpayments of FICA or employment taxes on their own behalf if necessary.

NEW USE IT OR LOSE IT RULE FOR FLEXIBLE SPENDING ACCOUNTS The IRS recently released guidance allowing a new kind of year-end carryover for health Flexible Spending Accounts.

In Notice 2013-71, the IRS modified the use-it-or lose it rule to allow employers to amend their cafeteria plans to allow participants to carry over up to $500 of unused health FSA contributions remaining at the end of the plan year for use in the following year. Amounts carried over may be used to pay or reimburse medical expenses under the health FSA incurred during the entire plan year to which it is carried over. Adopting this new carryover rule does not affect the maximum amount that participants may contribute to the health FSA for the following year. Participants may still contribute up to $2,500 to an FSA. However, plans that permit participants to carry over unused contributions for use during a 2 ½ month grace period in the following plan year may not also adopt the $500 carryover feature.

Employers that wish to adopt the new carryover rule must adopt an amendment to their cafeteria plan to do so. The Notice generally requires that such an amendment be adopted by the last day of the first plan year from which carryovers will be permitted. However, a special transition rule permits plans to implement the carryover rule for a plan year beginning in 2013 if the amendment is adopted by the last day of the plan year that begins in 2014.

Contact If you have questions regarding this client alert, please contact Elisa A. Cawood, the principal author of the alert.

You may also contact the Womble Carlyle attorney with whom you usually work, or one of our Employee Benefits attorneys.

January/February 2014

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Press Release B y T i f f a n y C r e n s h a w, C P C

Tiffany Crenshaw named to Staffing Industry Analysts’ Staffing 100 List Intellect Resources’ President and CEO, Tiffany Crenshaw, was named to Staffing Industry Analysts’ Staffing 100 list.

The Staffing 100 list represents staffing industry achievers and recognizes 100 men and women who have made a difference to the staffing industry. The list is not a ranking, but simply an aggregation of the 100 individuals who have in some way affected the world of contingent work. The list typically includes but is not limited to: entrepreneurs who have created new and lasting models, CEOs who run large staffing companies both public and private, individuals who have had major impact or influence through M&A, or by leading the charge through legislative change.

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

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22 January/February 2014

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

For questions on Membership

Please contact Rick Ferretti, Director of Membership 704.665.5565 rferretti@ascendoresources.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 NCASP.com

January/February 2014

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Sarah Doggett Business Insurance Consultant 336.346.1375 sdoggett@senndunn.com

Process Improvement

Resource Utilization

Outcome Enhancement

Galen Hess National Tax Credit 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 24 January/February 2014

NCASP.com

NCASP Webinar: Maximizing the Short & Long Term Value of your Staffing Firm, presented by Amy Bingham, 2014 Spring Training Conference Speaker Whether you are ready to exit now, or ten years from now, and whatever form your exit may take, this session answers the question – “What do I need to know to maximize the value of my firm and what do I have to do to lay the foundation for progressively increasing my firm’s valuation?” There are numerous sources of information on factors that affect your company’s value. However, there is not much information available which matches factors affecting value with actions that you can take to significantly impact your returns at the time of an exit. In this workshop, for the first time, attendees will learn the what/when/how for increasing the value of your firm from acknowledged experts in Valuation/M&A as well as in operational improvement.

Amy’s 2014 NCASP Spring Training Conference Sessions: • World of Work is Changing • Controlling the Chaos

Register online:

http://www.anymeeting.com/PIID=EA51DA8587473A

Conference Details:

For more information, and to register for the 2014 NCASP Spring Training Conference CLICK HERE! NCASP.com

Presented by Amy Bingham 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 for-profit and alternative staffing space.

Questions?

For questions, please contact Cheryl Neely, at 704.975.1137 cheryl@ncasp.com January/February 2014

25

Congratulations to Jill and Thomas White on their nuptials!

Have you signed up for the 2014 Spring Training Conference yet?

GO to ncasp.com and register now!

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.

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26 January/February 2014

NCASP.com

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

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.

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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

Mary Mallett Bies and husband Gary welcome their sixth Grandson, Finn Cheney, born December 8, 2013. He and his big brother, Jaxen are sure to be best buddies! Congratulations!

NCASP.com

January/February 2014

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2 0 1 4 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

Mary Mallett, CPC Director of Vendor Relations 704.241.2996 mary@searchpro.com searchpro.com

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

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

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

Rick Ferretti Director of Membership 704.665.5565 rferretti@ ascendoresources.com www.ascendoresources. com

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

Tiffany Crenshaw, CPC Director of Outreach Intellect Resources 336.790.8718 tcrenshaw@ intellectresources.com

Mark Griffin, CSP Director 336.337.3327 markg@ncasp.com

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

precisionemploymentgroup. com

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

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

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

Jill White, Esq. Legal Advisor Non.Voting 336.574.8095 JiWhite@wcsr.com wcsr.com

28 January/February 2014

Joe Doyle Director at Large, Non.Voting 919.359.2097 jdoyle@talentwise.com talentwise.com

Distinguished group of our ladies and gentlemen who have served as Board of Directors. Thank you all for your time and dedication to NCASP!

NCASP.com