Staffing Now, July 2015

www.ncasp.com

July Webinar page 3

NC Legislation page 18

Save the Date! page 34

Vol. 15, Num. 7 July 2015

A Word from the President I know many of you were able to join us for our Spring Training Conference event in Wrightsville Beach in May. If you were unable to join us, you missed an awesome event! Cheryl Neely, our Conference Chair with Pat Worley and our Conference Committee put together another outstanding event for our members. Our Friday morning keynote speaker and trainer, Danny Cahill, was definitely a highlight. Jenifer Lambert also put together an awesome presentation and Friday afternoon keynote address for our attendees. Our Thursday “Inside the Recruiters Studio,” hosted by Jonathan Weiner, was very informative. We raised a lot of money for our charity, USO North Carolina, with our silent and live auctions on Friday night as well. And a huge thanks to Bob Thompson & World Wide Speciality Programs for donating $5,000 to the Red Nose Day fund to help children who are living in poverty. All in all, another memorable year.

I want to congratulate this year’s awards winners that were honored at conference. Cassie Watkins was named our Vendor Member of the Year. Cheryl Neely received the NCASP Member of the Year award as well for all of her hard work putting together this conference. Jonathan Weiner received the Hall of Fame award and Kara Bertoncino received the Mary J. Mallett award. Both Kara and Jonathan have been an integral part of this board for many years now and have contributed huge amounts of their time and talents. Janee Hill also received the Rising Star award. She is new to our board and we already would not be able to operate without her. Holly Holbrook received the Rookie of the Year Award.”

We need to look ahead and plan for our future as well and our future is in our leadership. If you would like to impact our industry in a positive way, consider joining our Board of Directors. We are looking for several new leaders who want to make a difference and to join our Board. I would like to thank all of our current Board members who are stepping up into new roles. We appreciate your efforts and we look forward to seeing you at one of our upcoming Regional events.

Michelle Coviello, CPC President 919.280.1671 // mcoviello@hirenetworks.com hirenetworks.com

In this issue Page 2 . . . . . . . . . . .Pres Message Page 3 . . . . . . . . . . . July Webinar Page 4 . . . . . . . . . Vendor Spotlight Page 5 . . . . . Scott Cox Remembered Page 7 . . . . . . . Leadership Spotlight Page 9 . . . . . . . . . . . Hall of Fame Page 10 . . . . . . . . . USO donation Page 11 . . . . . . . . Contract Staffing Page 12 . . . . . . Speaker Appreciation Page 13 . . . . . . . . Award Recipients Page 14-15 . . . . . . . . Legal Matters Page 16 . . . . . . . Sponsors’ Corner

2 July 2015

STAFFING NOW THE VOICE OF NC EMPLOYMENT PROFESSIONALS

Volume 15, Number 7 June 2015 NCASP Address c/o HireNetworks 9716-B Rea Road #21 Charlotte, NC 28277 NCASP.com Michelle Coviello, CPC President mcoviello@hirenetworks.com Editor in Chief | Rita Bottoms rbottoms@theresource.com Vendor Relations | Mary Mallett, CPC mary@searchpro.com Past President/Digital Marketing Jonathan Weiner, CPC jonathan@ncasp.com Graphic Designer | Stacey Chacon stacey@staceychacon.com Contributing Writers: Rita Bottoms Michelle Coviello Matt Deutsch Debbie Fledderjohan Ben Greenberg Janee Hill Mary Mallett Jason Perillo Ashley Pohl Gemma Saluta Lauren Story Jonathan Weiner Published by

Page 17 . . . . . . . Excellent Keynote Page 18 . . . . . . . . . NC Legislation Page 19 . . . . . . Conference Recaps Page 20-21 . . . . . . . . . Membership Page 22 . . . . . . . Volleyball Winners Page 23 . . . . . . Reputation Matters Page 25 . . . . . . .Congrats Jill & Tom Page 27 . . . . . . Red Nose Donation Page 29 . . . .The Careerbuilder Story Page 30 . . . . . . . . Time Kills Deals Page 32-33 . . . . . . Vendor Contacts Page 34 . . . . . . . . SAVE the DATE

Staffing Now is published twelve times per year.

For subscription inquiries, click here.

Archived issues are available online at ncasp.com.

Copyright 2015. All rights reserved.

NCASP.com

The Importance of Drug Testing and Background Checks during the Hiring Process!

PRIORITY BACKGROUND Solutions, Inc. has been a trusted partner and valuable resource for businesses since the company was founded in 1982. Currently, PRIORITY has grown into a global leader in providing decision data and risk assessment analytics. By isolating the important factors pertaining to background screening and drug testing, such as compliance, accuracy, integrity, and turnaround times, PRIORITY has delivered unparalleled results for over three decades.

A true industry leader, PRIORITY remains at the forefront of technology, continually expanding system functionality and service line. Optimal efficiency is achieved with confident decisions made. The PRIORITY in-house verification and research team now serves an impressive client base of 500 plus worldwide, encompassing multiple industry segments. Whether you are a large organization conducting thousands of screens a month, or a smaller company with occasional screening needs, PRIORITY will implement a plan that is right for you.

Presented by Brent Patterson, President of Operations, Priority Backrground Solutions, Inc. Brent oversees the overall operations of the company.

This includes maintaining compliance, data security and safety, successful delivery of all products and services, implementing new business and technology enhancements to improve business processes. He understands the importance of building long-term relationships and evaluates alliances to promote all products and services.

BrentPatterson @PRIORITYBACKGROUNDSolutions.com

Register online:

http://www.anymeeting.com/PIID=EB59DC86854B3F

Questions?

For questions, please contact Jason Perillo 704.575.9444 jason@staffccs.com NCASP.com

July 2015

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Vendor Spotlight

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. Cassie CPCU, Scott L.Watkins, Cox, CPCU, CIC CIC, ARM Vice President 704-556-2569 704-556-2594 cassie.watkins@wellsfargo.com scott.cox@wellsfargo.com wellsfargo.com/wfis Š 2011 Wells Fargo Insurance Services.

All rights reserved.

4 July 2015

NCASP.com

In Memory

Scott Cox

You are sorely missed...

I will miss my Mentor, colleague, friend and “family” member. Having known and worked with Scott for over 19 years, he has taught me how to become more confident in myself and to have the drive and compassion for an industry that he loved so much.

Looking back over the years, he has helped many get started in the business, stay in the business and become very successful with companies in the industry. I will forever be indebted to him for embracing me back in 1995. It has been amazing. I will dearly miss him!!

- Cassie Watkins, CPCU, CIC, ARM, Wells Fargo Capital Finance Scott was not only a colleague, but a dear friend. We enjoyed many adventures over the years working side by side. He taught me a lot about the staffing business. He could always bring a smile to my face by just leaving me a short message “Red Ball, Red Ball”.

I always had a lot of projects up in the air so in order to get me attention he would leave that message. In other words pay attention to my stuff. To Scott and all the great work he did for so many people. We miss you dear friend.

- Lisa Abernathy – Wells Fargo Insurance Scott Cox was more than just our insurance agent, he was a friend who truly cared about getting the right information and advice to us when we needed it. In addition to having a great customer service skills, he was always great fun to party with. I will never forget our excursion to Coyote Ugly Bar in Texas with Scott along to watch over us “ladies”. The consummate gentleman, he had class and knew a good bottle of wine from a GREAT bottle of wine. Miss him always.

- Phyllis Moffett, Quality Staffing

NCASP.com

Scott introduced me to NCASP and was a good friend for over 12 years. He excelled at connecting with his customers through professionalism and integrity. Scott recognized the importance of customer service and was always willing to go out of his way to lend a hand.

It was a pleasure working with Scott to help staffing companies with their working capital and insurance needs. Scott Cox was a class act and is missed dearly.

- Lauren Polek, Wells Fargo Capital Finance As our industry grew, Scott grew with us in providing insurance expertise as well as being a great friend to all of us at NCASP. He was a great teacher of the workmen’s comp insurance industry And we were better students because of him!

- Cheryl Neely, Carolina Staffing Resources Not only was Scott a great supporter of NCASP but he was a real resource in the field of insurance. We spent a lot of time together at the conferences and even more time on the phone trying to make the best choices for our clients. His friendship with me is missed everyday.

- Spruill Alexander, The Clement Companies Scott was always a pleasure to work with as a loyal Sponsor and a true friend of NCASP who saw us through many changes over the decades. As long as I have been a Member and on the NCASP Board of Directors, Scott has been our most kind and generous supporter. He brought innovative ideas to our group on how we could grow and develop our membership as well as improve our annual events. We could count on him to be there when we needed sponsors to host an event even during the many recessions when revenue was slow for everyone. Scott was truly our wise advisor, our fan club, and our most faithful promoter and we miss his faithful presence very much!

- Mary Mallett, NCASP Board of Directors

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Introducing New Minimum Value Essential StaffCARE introduces ESC Bronze – our new fully-insured, ACA-Compliant major medical plan designed specifically to meet the unique needs of the Staffing Industry. Featuring unlimited in-patient benefits, ESC Bronze is a true major medical plan that satisfies 60%+ of actuarial value, and includes benefits for: • • • • •

Full In-Patient Hospitalization Preventive Care Physician Office Visits Hospice Maternity & Newborn Care

• Laboratory Services • Rehabilitative & Habilitative Services • Emergency Services • Pediatric Services

• Prescription Drugs • Mental Health & Substance Abuse/Behavioral Health

New ESC Bronze Benefits Employers, Ensures ACA Compliance New ESC Bronze provides full in-patient hospitalization benefits to ensure ACA compliance, and replaces firstgeneration Minimum Value Plans grandfathered through 2015. Employer benefits include:

No Minimum Enrollment/Participation Eliminates (A) & (B) Tax Unlimited In-Patient Benefits Electronic Or Paper Enrollment Must Offer ESC Indemnity Enhanced Technology Solutions & Administrative Support

Award Winning Leaders in the Insurance Industry | www.EssentialStaffCARE.com

Call 877.372.2203 To Contact Your ESC Representative 6 July 2015

NCASP.com

Leadership Spotlight

By Rita Bottoms, The Resource

Holly Holbrook

Holly Holbrook, Healthcare Recruiter, Graham Personnel Services, since September 2014 What are your primary job responsibilities?

I identify great talent to help fill the needs of our client companies. I meet with individuals daily, process their application, set up interviews, offer jobs, everything else in between!

In which industries and functions do you specialize?

I am primarily focused on Healthcare, and I work on a number of different positions in this division, including: Medical Assistants, Medical Front Office, Medical Billing/ Coding, Medical Data Entry, Lab Assistants, Histology Technicians, CNAs, RNs, LPNs, Nurse Practitioners/ Physicians Assistants, Medical Record Clerk, Phlebotomist, Management, and Clinical Research.

Which aspects of your job get you revved up?

That I have a positive impact on people’s lives. I love meeting new people and finding them the perfect opportunity!

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

When I first started at Graham Personnel Services, I met with a lady who had been out of work for 5 years. She had a great personality, a college degree, and applicable experience, but the economic recession hit her hard and she was really down on her luck. She started crying during our interview because she simply felt helpless.

Fortunately, a position came available that was perfect for her approximately 1 week later, and she interviewed for the position shortly after I presented her to the company.

She started working there immediately after her interview and has been there ever since! I saw her in our office a few months after she began working and she had a huge smile on her face and she was so happy – it was definitely

a defining moment in my recruiting career.

Which aspects of your job would you outsource if you could? PAPERWORK! PAPERWORK! PAPERWORK! Tell me about your professional life before joining your current company.

I graduated from UNC in the spring of 2013 and immediately started working as an IT Recruiter in Charlotte, NC. After 1 year, I relocated to Greensboro, NC where I worked a short time at a software company as a Business Administrator. I quickly realized how much I missed recruiting, so I contacted Graham Personnel Services and have been here ever since!

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

That’s a tough question, as I have only spent 6 weeks outside of the staffing business. I do know that I really missed the interactions with people – e-mailing, phone calls, and face-to-face meetings really allow me to get to know each candidate I work with. I am definitely a people person, and love to watch people get excited about their work. I missed helping others and being a part of a lifechanging process every single day.

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

During my high school and college years, I spent quite a bit of time in the political and non-profit sectors. Both of these industries are very focused on relationship building, which I think is critical to being successful in the staffing industry.

Holly Holbrook: Rookie of the Year Holly Holbrook is a delight to have in the office. She is the gold standard. Everyone enjoys Holly’s company.

From early on in her life she has seen success and achieved many accolades. She was valedictorian of Albemarle High School, at UNC she was a Public Service Scholar completing more than 400 hours of community service, She loves her two dogs very much, recently has run a half marathon and is a member of the Greensboro Junior League. ~ Will Graham, TSC, CSP Owner, Graham Personnel Services NCASP.com

July 2015

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TOP STAFFING INDUSTRY TRENDS CAREERBUILDER STAFFING & RECRUI FOR THE BIGGEST DISTRUPTIONS ARE THE ONES YOU DON’T SEE COMING RESOLVE TO GET AHEAD 2015 Content Offerings TING GROUP OF THEM THIS YEAR WITH A LITTLE HELP FROM CAREERBUILDER As a dedicated staffing industry professional, you may have set goals for 2015 – but have you considered how some of the recent developments within the industry may affect them? By being aware of this year's biggest staffing trends and resolving to do something about them, you’ll add value back to your business and truly make a name for your firm as 2015 gets into full gear.

TREND NO THE WAR FOR TALENT IS RAGING Resolution for 2015: Show the skills gap who’s boss. How? By building a stronger employment brand, paying employees a fair wage, creating training opportunities for your employees and promoting from within, investing in necessary job skills, and taking beœer advantage of candidate referrals.

Did you know? 2 in 5 candidates see a skills gap in their particular industry, according to Inavero and CareerBuilder's 2014 Opportunities in Staffing Study. Despite this, many believe staffing firms can help overcome that gap. Thirty-seven percent of candidates are also noticing that the skills gap limits employment opportunities, and 33 percent recognize their skills are different than what is needed by most employers.

TREND NO DEMOGRAPHIC SHIFTS ARE CREATING A DIVERSEž MULTIGENERATIONAL WORKFORCE Resolution for 2015: Find out what makes your workers tick – from the silent generation to the social natives.

While it’s true you definitely shouldn’t brush with broad strokes when it comes to leading your workforce, recognizing that different generations may have different needs will help you be er understand and lead them. Successfully lead your multigenerational workforce by respecting varying communication styles, foreseeing potential culture clashes and correctly interpreting your employees’ signals.

TREND NO ¢ BUILDING A TALENT PIPELINE THAT “RE-RECRUITSâ€? TALENTED WORKERS IS ESSENTIAL Resolution for 2015: Capture more candidates and reduce drop-off by continually engaging your potential talent. The key to workforce planning is all about creating and nurturing a database of pre-qualified candidates so they’re ready to be contacted and called in to interview at any moment.

An easy-to-find, branded talent network will help you capture and re-engage more candidates over a longer period of time, as it works behind the scenes to send members targeted job alerts when your new positions are posted. Did You Know? 65% of candidates are likely to accept a future staffing firm assignment.

TREND NO  SMILEž YOU’RE ON CAMERA Resolution for 2015: Amp up your employment brand. A whopping 91 percent of candidates have said a potential employer’s brand plays a big part in whether or not they apply to a job.

Did you know? Two-thirds of staffing firm clients use social media to some extent for recruiting. A third of clients never use social media for recruiting purposes, and another 27% do so rarely (monthly or less). Knowing that about half of clients are regularly using social media creates the perfect window for staffing firms to persuade potential clients of the firm’s social media savvy and resulting success in recruiting.

TREND NO SMARTPHONES ARE EVERYWHERE – AND CANDIDATES EXPECT A MOBILE-FRIENDLY EXPERIENCE Resolution for 2015: Create and execute a mobile recruitment strategy. There’s no sense in fighting against the rising tide: 71 percent of staffing firm candidates have searched for a job on a mobile site, and those statistics will only increase as we move into 2015.

Did you know? Candidates aren’t the only ones using mobile. 65 % of clients correspond via text with someone from their staffing or recruiting firm and 44% review applications submi ed by from their firm via their mobile device. Client smartphone ownership continues to grow in 2015, with now more than nine in ten having a smartphone. Clients are using all those smartphones to heavily interact with their staffing firms.

Visit www.OpportunitiesinStaffing.com for more findings from CareerBuilder's Opportunities in Staffing Study.

www.facebook.com/CareerBuilderforStaffing

8 July 2015

www.twi er.com/CBforEmployers

www.TheHiringSite.com

NCASP.com

Conference Review Jonathan Weiner: Hall of Fame Award

The Hall of Fame award is usually given to someone who has been around a long-long time and who has won every other award! However this year our 2015 Hall of Fame award winner is someone who has done more for this association in the past 15 years than most in a lifetime!

Ever since he walked in the door and said “I would like to serve on the NCASP Board of Directors”, he has been all systems go in terms of ideas, actions and total effort. He is a knowledgeable speaker, who has held every Committee Director position on our Board including President for two years. He has done a wonderful job of capturing our NCASP memories in photos and on video. He now serves as our trusted Advisor. Thanks for your service, Jonathan!

“The Imitation Game of Digital Marketing”

By Jason Perillo, CCS Construction Staffing “The Imitation Game of Digital Marketing,” which was hosted by Jonathan Weiner, covered a wide variety of marketing topics and trends in the digital age. He hit on The 5 Must-Have Tools that each company should equip themselves with to maximize their success and potential, including the always-growing importance of a video presence on YouTube.

Jonathan showed the attendees how to produce an on-site high quality film at a fraction of the cost using materials bought from your local hardware store and a few iPhones.

Another area that was discussed in depth was the use, functionality, and look of a company website both web and mobile based. All the tips shared by Jonathan will no doubt be beneficial to all the attendees as they continue to increase their company’s online presence in this ever changing market.

NCASP.com

July 2015

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Conference Review NCASP has made a generous donation to the USO on behalf of its Members, Vendors and Attendees.

The USO was established in 1941 to meet a United States presidential request for civilian support of the military and their families. While the world’s first USO facility was opened that year in Fayetteville, North Carolina, the Jacksonville center opened in 1942 and has never shut its doors. It is the oldest continuously operating USO center in the world. It was from these roots that the USO of North Carolina was born. Today, we operate centers in Jacksonville/Camp Lejeune, Raleigh-Durham International Airport, Charlotte Douglas International Airport, Fort Bragg/Fayetteville Airport and a Mobile Center.

A portion of our proceeds from our 50/50 Cash Raffle and our Silent and Live Auctions has been donated to the USO of North Carolina. Thank you to all of our donors and participants in this year’s charity fundraiser!

We are so very happy for Wendy winning the 50/50 Raffle Drawling.

She took home $1,001 and the other half is being donated to USO NC! Thank You to to USO for providing this support to our military and their families!

10 July 2015

NCASP.com

Vendor Feature B y D e b b i e F l e d d e r j o h a n n , P r e s i d e n t o f To p E c h e l o n Contracting, Inc.

6 Ideal Contract Staffing Placement Scenarios In the complicated workforce and economic dynamics of today, a direct hire may not always fulfill a client’s requirements. Offering a variety of staffing options that meet ALL your clients’ needs is critical to retain clients as time goes on and continue obtaining new business.

Happily, merely adding contract staffing to your current services – by taking on the responsibilities and liability yourself or outsourcing to a contract staffing back-office service – can assist you with that through six commonplace varieties of contract placements:

1. Traditional contract staffing. From a recruiting

standpoint, this is very similar to a direct hire scenario: the recruiter acquires the job order, finds the candidate, and negotiates the rates. The dissimilarity is that the contractor becomes the W-2 employee of the recruitment firm or a back-office rather than that of the client company. However, the client still benefits from the valuable skill and expertise of the contractor. This is extremely common when a client has a large project or a critical deadline. The client only pays for the actual hours worked by the contractor; they are not responsible for unemployment, worker’s compensation, benefits, COBRA, or any of the other cost and liability features of employing workers.

2. Temp-to-direct hire conversion. The recruiter finds the

candidate as with traditional contract staffing. However, here the objective is to convert the candidate to a direct hire after 6-12 months if they meet the required goals and expectations during the contract period. Basically, this gives the client the chance to work side-by-side with the candidate prior to making the long-term commitment of hiring them directly. This is also referred to as “trybefore-you-buy.”

3. Payrolling for non-recruited candidates. In this

situation, the client has a short-term assignment (3-12 months) for which they have already found their own candidate. They just want to outsource the employer obligations for unemployment, worker’s compensation, benefits, COBRA, and all of the other cost and liability aspects of having employees.

4. Retiree re-staffing. Clients preserve or gain the skills

and experience of a retiree by bringing them on as a contract worker. By using a staffing firm/back-office service, the client does not impact their own pension plans since the legal employment of the worker is outsourced to a third party. For their part, the retiree appreciates the flexibility, supplemental income, and the chance to stay active in the workforce.

5. 1099 independent contractor to W-2 employee

conversions. Government agencies are slamming down on companies that misclassify W-2 employees as 1099 independent contractors (ICs). The penalties can include protracted audits, substantial fines and possible back wages. Clients can avoid the danger of misclassification by changing ICs to W-2 employees and outsourcing the employment responsibility.

6. Internships/co-ops. Outsourcing intern employment

helps clients avoid the cost and administrative issues inherent in short phases of employment. This is a practical substitute for unpaid internships which, like 1099 independent contractors, have come under scrutiny and can only be legal if they meet an exacting set of criteria.

Silpada, Patti Hogan 910.842.6687 // pnpbogie@atrnc.net // www.mysilpada.com/patti.hogan NCASP.com

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Conference Review

THANK YOU!

TO OUR “INSIDERS” WHO GRACIOUSLY SHARED THEIR EXPERTISE DURING THE “INSIDE THE RECRUITERS STUDIO.”

Jenifer Lambert, CPC Terra Staffing

Dan Martineau Martineau Recruiting

Jennifer Guthrie In Flight Crew Connections

Craig Stone HireNetworks

AND THANK YOU TO OUR SATURDAY MORNING TABLE TOPICS SPEAKERS FOR SHARING THEIR KNOWLEDGE AND EXPERTISE WITH OUR GROUP.

“The State of the Workers Comp Market”

by Bob Thompson of World Wide Specialty Programs

Does Your Phone System Limit Your Success?

by Susan Bowser of CNP Technologies/ Shortel Sky

“ACA Compliance Strategies and Employee Reporting Requirements“

by Alan Gilbert of Essential StaffCARE

Hiring Our Veterans

by Hallie Hawkins of Get It Together

Background Checks & Drug Testing Solutions

by Brent Patterson of Priority Background Solutions, Inc.

“Workplace Accidents: Investigation Techniques to Minimize Exposure”

by Melissa Cleary of Teague Campbell Dennis Gorham

12 July 2015

NCASP.com

2015 Award Recipients Kara Bertoncino: The coveted Mary J. Mallett Award

Kara Bertoncino, CSP has been a major supporter of NCASP for the past 11 years having served as a Director and Treasurer during my Presidency. She brings a high level of passion & commitment to the group with the volunteer work she’s done for this association. Not only is she an accomplished business leader in a very well established growing staffing operation in Cary, NC but she is wife and mother to her two adorable children. For me, presenting Kara with the MJM Award was a privilege since she not only possesses the track record it takes to win this award but it was very special to me as she is a client of mine and a good friend of many years. ~ Jonathan Weiner, CPC

Cassie Watkins, WELLS FARGO Insurance: Vendor of the Year Award

Our NCASP Vendor of the Year Award is given to a very special person who has been with us for over two decades. She is a staple at NCASP events, always a loyal supporter with a kind heart. We all enjoy seeing her smiling face when we arrive at our NCASP events. She is a friend to all and she always offers to help us out whenever we need her. And believe me, we always need her expertise! She is extremely detail-oriented and well organized in putting on a successful event. Even though it has been a hectic and sad year for her, she has picked up the pieces and moved on! We are honored to select Cassie Watkins of Wells Fargo Insurance as our 2015 Vendor of the Year!

Cheryl Neely: Member of the Year Award

Our 2015 Member of the Year is a very talented person and staffing business owner. She has been with us for over a decade and always a working Board member. Whether she is donating her time, expertise, money or even bringing her whole family to an event, she is a very supportive, committed member.

She has stepped up to the plate to take on the Conference Chairperson role this year, even as she is leading a company and several other committees.

She has held several roles on our Board of Directors, including Membership, Regional Events and Education Webinars and she always has a knack for knowing what we need to do next in order to be successful. She has great ideas and is able to execute those ideas into real plans which work for our association. She is always willing to share her gifts with NCASP. It is an honor to give our 2015 Member of the Year Award to Cheryl Neely!

Janee Hill: Rising Star Award

Our Rising Star has not been on the Board of Directors for very long, however in just one year, she has taken over several important roles. She has led our Certification committee, our Regional Events and our Outreach strategies. She loves to lead the group and knows how to plan the many pieces of puzzle in order to plan a successful event. Whenever we need someone to lead a new project or come up with an innovative idea to raise our association to the next level, she will jump in to do the task. This person never hesitates to jump in and help to make it happen. We had to create a new Award this year just to honor the wonderful work of this person. I would feel very comfortable turning over any of my roles to our 2015 Rising Star, Janee Hill! Janee has always been the shining star who says, “what can I do to help?”

NCASP.com

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Legal Matters Ben Greenberg, Attor ney in Asheville office of Teague Campbell

Employee Misclassification The North Carolina Senate recently unanimously passed Senate Bill 694, entitled “Employee Misclassification Reform.� The bill provides additional sanctions for employers that repeatedly misclassify employees as independent contractors. Repeat offenders can be assessed a fine of up to $1,000.00 per misclassified employee. In addition to providing sanctions, the bill will create a new division within the Office of

State Budget and Management.

This division will be charged with investigating reports of employee misclassification and coordinating sanction and enforcement efforts between the Department of Revenue, the Industrial Commission, the Department of Labor, and the North Carolina Division of Employment Security.

Other sanctions can include back taxes, wages, and benefits, in addition to other penalties that can be assessed by the agencies listed above. An additional concern for violators is the fact their professional licenses could be revoked or suspended by their governing boards. The bill does provide for a temporary amnesty program to encourage voluntary compliance with enforcement efforts. Employers that meet the criteria for the amnesty program will be immune from the $1,000.00 fine for past instances of employee misclassification.

North Carolina companies that classify individuals as independent contractors would be wise to consider whether their current arrangements put them at risk for investigation and sanction.

Traditionally, the analysis of whether an individual is an employee or an independent contractor has turned on the level of control asserted over the individual. Senate Bill 694 codifies the control factors from Hayes v.

Board of Trustees of Elon College, 224 N.C. 11 (1944), which include: (1) Whether the individual is engaged in an independent business, calling, or occupation.

(2) Whether the individual is to have the independent use of his or her special skill, knowledge, or training in the execution of the work.

(3) Whether the individual is doing a specified piece of work at a fixed price or for a lump sum or upon a quantitative basis.

(4) Whether the individual is not subject to discharge because he or she adopts one method of doing the work rather than another. continued on page 15...

14 July 2015

NCASP.com

Legal Matters ...continued from page 14 (5) Whether the individual is not in the regular employ of the other contracting party.

(6) Whether the individual is free to use such assistants as he or she may think proper.

(7) Whether the individual has full control over such assistants.

(8) Whether the individual selects his or her own time.

No individual factor is controlling in this determination, which can make the analysis difficult at best. Now that the bill has passed in the Senate, it is in the House for review. If you have a question about whether your business is properly classifying individuals, please contact one of Teague Campbell’s employment attorneys.

SPECIAL THANKS TO SPRUILL ALEXANDER AND THE CLEMENT COMPANIES TOWNE INSURANCE FOR OUR 2015 VOLLEYBALL TOURNAMENT TEE SHIRTS!

Making Insurance an easy process for the Staffing Industry Over 20 years of experience in working with Staffing Companies makes a difference.

Our Team looks forward to being a part of your team. 78% of the Staffing Companies that we meet with move their business to the Clement Companies.

NCASP.com

Spruill Alexander, Vice President 105 Arlington Blvd.

Greenville, NC 27858 Phone: 252-­‐756-­‐8300 ext. 204 Cell: 252-­‐714-­‐8671 salexander@towneinsurance.com

July 2015

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Sponsors’ Corner

by Mar y Mallett, CPC, SearchPro

Our Creating Connections & Building Opportunities Spring Training Event Was a Huge Success!

A huge thank you to Alan Gilbert and the fine folks at Essential StaffCARE for continuing their Platinum Key Sponsorship year after year!

Their Vendor Contest was successful in getting most folks in front of our sponsors at least once. We also created many opportunities for them to network at our social events.

Everyone enjoyed a fun Welcome Reception on Thursday evening and we appreciated their donation of an iPad Mini with nice cover drawn after the Table Topics on Saturday morning, won by James Kemper.

We would like to thank Bob Thompson of World Wide Specialty Programs, our Gold Sponsor, for hosting the festive Beach Party on Friday evening including the Red Noses.

WWSP made an additional donation of $5,000.00 to the Red Nose Day benefiting hungry children worldwide in the name of NCASP. See photo on page 9.

Thank you to Spruill Alexander of The Clement Companies, a Towne Insurance Company, for donating our colorful tee shirts for our fifth annual Volleyball Tournament. Always a big hit!

We enjoyed three featured speakers on topics of staffing, recruiting, sales, marketing and social media. Thanks to Danny Cahill, Jen Lambert and Jonathan Weiner.

Jonathan Weiner of Mez Media also created, produced and hosted our “Inside the Recruiters Studio” Owner/ Manager event on Thursday afternoon featuring Jen Lambert, Dan Martineau, Jennifer Guthrie and Craig Stone.

We always glean great ideas from the successful Owners who are actually doing what we do every day and are members of the Pinnacle Group. Thank you for your time and sharing your secrets.

Paul Burgess of Careerbuilder entertained us at our Awards Luncheon with The Careerbuilder Story and with ways that we can improve our ratio of gaining new talented candidates and better clients.

Janie Morgan and Gemma Saluta of Womble Carlyle shared Legal Previews both days and Gemma shared Legislative Updates with us at our Saturday Breakfast. We always need good legal advice.

Back by popular demand, we put Trending Table Topics back on the Agenda this year and we had some excellent topics and speakers.

Thanks to Alan Gilbert, Melissa Cleary, Bob Thompson, Susan Bowser, Brent Patterson and Hallie Hawkins for sticking with us on Saturday morning!

Our Electronics Auction made for a fun evening with Dance Music, a PhotoBooth, our 50/50 Cash Raffle won by Wendy Ward as well as our ongoing Silent Auction.

Thanks to our generous donors which included Bob Thompson of World Wide, an Apple Watch, Tom Sarach & Karen Connor of COATS, a Lenovo Yoga Tablet, Mike Atieh of Assurance, a $200 Amazon Card, Kara Bertoncino of Quality Staffing and Rich Petersen of TempWorks, both donated Beats Headphones, Cassie Watkins of Wells Fargo Insurance, a Kindle, Mark Demaree of Top Echelon, a Go Pro Hero Camera, Susan Bowser & Wes Clark of CNP/Shoretel, a UE Boom, Sean Kelly of Alere, an AlcoMate Breathalyzer, Matt Gallagher of Avionte, a Roku 3 Streaming Media Player, Derek Maine of Teague Campbell, an Apple TV, Natalia Vidmar of Careerbuilder, a Wave Bluetooth Speaker and Headpods, George Mavrantzas of Global Cash Card, two Bluetooth Headsets, Michelle Coviello of HireNetworks, a Fitbit, Jill White of Womble Carlyle, a Sony BluRay Disc Player, Brent Patterson of Priority Background Solutions, a $100 Best Buy Gift Card, and Patti Hogan of Silpada Jewelry, a Silver Turquoise Necklace and two Silpada Gift Certificates. Due to your wonderful donations, we will be making a generous donation to the USO. Your contributions all made for a fun evening and a great time had by all!

Again thank you for the many folks who participated and gave of their time, money and expertise to help our Board of Directors and Conference Committee host another successful training event! You are the best!

Save the Date!

May 12-13-14, 2016 • Wrightsville Beach, NC Janee Hill,Conference Chair Watch for more upcoming details soon!

16 July 2015

NCASP.com

Conference Review

By Rita Bottoms, The Resource

Danny Cahill: Memoirs of a Mentor 2015 Keynote Speaker Our keynote speaker Danny Cahill opened up our conference on Friday morning with: Memoirs of a Mentor. His focus was on “CHANGE” and how hard it is.

He spoke about 3 types of people on new things: NEO 1. Philiac – 10-15% - loves new things 2. Phobia – 10-15% - fear new things 3. Philia – 70% - do not like change but will change if convinced

“We become what we are afraid of most” In a recruiters world we should: 1. Text for motion (i.e. scheduling) 2. Email for content (i.e. contracts, fees, resumes) 3. Phone for closing (i.e. client beginning and ending/candidate interviews) Great insight and advice from an awesome speaker!!

NCASP.com

July 2015

17

Conference Review

By Gemma Saluta, Laura DeVivo and Angel Sams, Wo m b l e C a r l y l e

Pending North Carolina Legislation June 2015 While knowing current laws is essential in running your business, forecasting what the future may hold can give your company a competitive advantage. The following is a snapshot, as of late May, of legislation pending in the North Carolina General Assembly that could potentially affect staffing and recruitment companies.

• North Carolina Budget: This year the budget is expected to be around $22 billion, a modest increase over

last year. The single largest budgetary expenditure is education, at about 60%. There are placeholders in the budget for large initiatives that are not yet decided by legislators, including: Medicaid reform, transportation, business court expansion, and raises for state employees.

• Economic Development Bills (HB 117, SB 256, SB338): Here are some of the various economic development incentives being discussed in this session: o Increase the pool for Job Development Investment Grants to $45 million o Extend the program for new grants to January 1, 2020 o Implement Single Sales Factor for Taxes. This benefits manufacturers because they will be only taxed on the products actually sold in the state. o Fuel tax refunds for passenger air carriers. o Provide incentives for datacenters o Refunds for companies investing at least $1 billion and hiring 2,500 workers o Reducing the corporate and individual income tax over 2 years o Allow rural counties to benefit from the Job Development Investment Grants

• Secret Recordings of Employers (HB 405): This bill would allow employers (including agricultural opera-

tions, such as pig or chicken farms, as well as businesses) to sue employees who make secret recordings in a non-public portion of their duties. It would also prohibit employees from stealing records or data. This bill has been called “Ag-Gag” by opponents. Governor McCrory has already indicated that he will veto the bill, stating, “I am concerned that subjecting these employees to potential civil penalties will create an environment that discourages them from reporting illegal activities.” The bill has been sent back to the legislature to consider a veto override.

• Employee Misclassification Reform (SB 694): This bill would create a new government agency to investigate employers who illegally treat workers as contractors, effectively mirroring recent workers’ compensation efforts by the Industrial Commission. This is also an opportunity to potentially generate more business with staffing agencies.

• Personal Service Contracts (SB 127): This bill would further restrict state agencies from using personal

services contracts for short-term or occasional work. The agencies would have to use Temporary Solutions Program to acquire temporary employees.

• Taking of Land for Private Economic Development (HB 3): This bill would allow for a constitutional ballot on May 3, 2016 that would seek to limit the use of eminent domain. In particular, it would not allow the State to use eminent domain to acquire land for private economic development.

To find more about pending legislation in North Carolina, you can follow Womble Carlyle’s legislative blog, Keeping Up With Jones Street, available at www.wcsr.com/Firm-Blogs.

18 July 2015

NCASP.com

Conference Review B y J o n a t h a n We i n e r , C P C , M e z - M e d i a

Inside the Recruiter’s Studio This year, we put together a unique style of ‘Owner/Manager’ Panel with ‘Inside the Recruiter’s Studio’ which I hosted. It was made up of guests (panel) of Top Owners from different types of businesses. I had the pleasure of interviewing Jen Lambert, VP of Sales/Marketing for Terra Staffing Group based out of the Northwest, Dan Martineau, Owner of Martineau Recruiting Technology based out of the Winston-Salem area, Jennifer Guthrie, Owner of In Flight Crew Connections based out of Charlotte, NC & Craig Stone, Owner of Hirenetworks based out of the Raleigh, NC area. Each guest brings a vast variety of experience, personality, business sense and overall expertise so having the opportunity to interview them on stage in front of our audience was truly a pleasure. Each guest spent about 15-min individually with me and we covered a bit about

their background, their business, and some personal and then in the 2nd session, they were all on stage together and we made it more of an open discussing covering various ‘best

practice’ techniques, management, new hires, training, culture, technology and more. This was by far a very unique session and I was glad to be the host.

Conference Review Jennifer Lambert Brings Expert Advice B y L a u r e n S t o r y, C P C , C V S t a f f i n g

“Flip the Switch”

“Choose Your Hard”

Jen, as always, did an amazing job at painting a picture that we as staffing agents and recruiters can easily understand.

During this breakout session Jen talked about “Flipping the Switch” in our offices, by focusing on the end product and concentrating on “New Deal Math”. Jen showed us that by concentrating on sending out our top candidates to multiple clients and taking the stress off of our “Job Boards” we can produce more and faster. We aren’t forgetting our job orders, we are focusing on who our core talent is and where we can send them. We in turn will see that our “Job Boards” are being completed and it feels more productive and less like treading water. Jen is real – you know without a doubt listening to her that she has seen it, felt it and done it.

I have never left one of Jen’s sessions feeling like she could have taught me more.

During Jen Lambert’s closing keynote Jen talked a lot about choosing your hard. We all know that the staffing and recruiting business is hard. We know it and we feel it every day! We all have fears and struggles, but we have the power to face those fears to choose our hard. Jen talked about how to stop doing what feels right and start doing things the right way. Learn what “right” feels like.

Figure out what you want out of this industry; it is possible to grow self discipline and make our goals reality. Facing fear and embracing POSITIVE self talk are two things that will make your “hard” a little easier to handle. Jen closed by telling us to tackle the hard and triumph!

NCASP.com

July 2015

19

Membership B y L a u r e n S t o r y, C V S t a f f i n g

Why Join NCASP? Oftentimes Staffing Owners and Staffing Members ask us why should we join NCASP? The successful start of a recruiting agency involves a solid business plan, a background in recruitment strategies, knowledge of laws about licensing, hiring and taxes, and a marketing plan for gaining clients.

Why not form a strategy from a local perspective by creating strategic

partnerships with other staffing firms who can share their experience in the market? NCASP encourages sharing resources amongst one another which provides greater leverage in the marketplace!

Education: NCASP offers regular educational opportunities to our members. We strive for a minimum of 8 webinars annually, covering topics such as legal issues, sales training, and recruiting strategies.

SINCE 2009, 65% INCREASE THERE’S BEEN A

IN THE TIME IT TAKES

TO FILL A JOB.

YOU DON’T JUST NEED MR. RIGHT, YOU NEED MR. RIGHT NOW.

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THE OTHER 43% JUST DOESN’T KNOW THEY’RE LOOKING YET.2

30% OF RECRUITERS BELIEVE THEIR TOOLS

ACTUALLY GET

IN THE WAY

OF DOING THEIR JOB. WHICH BY DEFINITION,

MEANS IT’S REALLY NOT A TOOL.3

Lower your placement times and enhance submission quality with instant access to active and passive candidates on Monster’s vast database. And you can create targeted email campaigns with faster, automated responses to recruit more efficiently. It’s just one of the ways Monster can help improve your reach, connections and solutions. Learn more at:

We would like to recognize our newest members to the NCASP family.

Welcome to Our Newest Members!

Rebecca Hardin, CERS, Verigent, LLC 704-658-9101 www.verigent.com rhardin@verigent.com James Kemper, Jr. CPC W. H. Meanor & Associates 704-372-7640 www.whmeanor.com jms@whmeanor.com

(continued on page 21)

1. U.S. Labor Department Data, 2014; 2. Korn Ferry Survey, 2014; 3. Kelton Survey, 2013.

20 July 2015

Outreach: NCASP focuses on outreach to professionals in North Carolina. This includes candidates, clients, potential employees, and legislators. There is no secret that Healthcare Reform will alter the economic landscape to some degree once fully implemented. NCASP wants to stay ahead of the curve and make sure we have the ability to influence where appropriate. We also want to make sure our membership is aware of issues that could potentially affect their businesses. Finally, we strengthen our relationships with both our national associations, ASA and NAPS, to offer more ways which we can take advantage of the resources they offer.

Sue Kemper W.H. Meanor & Associates 704-372-7640 www.whmeanor.com skemper@whmeanor.com

MONSTER.COM/BETTERTALENT

14MST837_StaffingCRM_FP4C.indd 1

This is in addition to our outstanding Conference each Spring, which continues to bring nationally recognized speakers and trainers as well as opportunities for certification.

7/21/14 3:00 PM

NCASP.com

Membership (continued from page 20) Jason Perillo, CSP, TSC CCS Construction Staffing 704-575-9272 www.staffccs.com www.evolvepersonnel.com jason@staffccs.com Ed Kato Atlantic Talent Acquisition Consultants, Inc. (ATAC) (919) 263-9477 www.atac-inc.com ed.kato@atac-inc.com

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CALLING NEW BOARD MEMBERS! Anyone who has interest in serving on the Board of Directors, please contact Michelle Coviello, CPC at 919.280.1671 or email michelle@ncasp.com NCASP.com

July 2015

21

Conference Review

By Jason Perillo, CCS Constr uction Staffing

5th Annual NCASP Beach Volleyball Tournament

– Sponsored by The Clement Companies The 5th Annual NCASP Beach Volleyball Tournament was a success! Four teams of eight competed in single elimination style play with the blue team coming out on top as the victors. The teams received tons of support from other attendees lined up alongside the courts on the decks. All conference goers enjoyed great weather, music, appetizers, and drinks after a great day of sessions and training. First and second place finished got great beach prizes. Special thanks to our NCASP referee for keeping the peace and making it a great event!

Great job Blue Team: Gus K., Sean K., Sidney M., Brent P., Bryon H., David K., and Paul B.

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22 July 2015

NCASP.com

Vendor Feature

1 STAR TO 5: WHY YOUR STAFFING FIRM’S ONLINE REPUTATION MATTERS

Increasingly, consumers rely on the internet to research companies before deciding to do business with them. Job seekers and employers are no different. Staffing firms must take control of their online reputation if they are to be successful.

1. Build an engaging web presence

Update your website to reflect your company identity. If you don't establish your brand reputation yourself, you can lose control over how people perceive your organization. Use imagery that reflects the industry niche you work in and a consistent copy tone that matches. Put a personal touch on your brand with team bios or a community involvement page.

2. Leverage social media Facebook, Twitter and LinkedIn offer an effective method of establishing a rapport with employers and job seekers. Share events, job-postings or pictures of your office to further cement your identity. Engage with people directly who comment on your page. If they are unhappy, take the conversation offline to discuss the issue further.

3. Set up Google alerts Keep track of your online reputation by setting up alerts to be notified via email whenever your company name is mentioned online. This instant feedback allows you to respond quickly to any negative reports on your business.

4. Monitor online review sites Monitor review sites regularly. The quicker you address any issues, the better your chance of handling a minor problem before it becomes major. Managing your online reputation is a critical component of ensuring your future business success.

5. Increase positive feedback You may not be able to remove negative reviews, but you can increase the number of positive reviews.

The more positive input there is online, the less impact negative reviews will have on your overall rating.

If you get a compliment from a client or candidate, ask them to post a review of your services online.

6. Consider reputation management Consider hiring a reputation management company to monitor your reputation for you, so that you can focus on core tasks. Reputation management companies can investigate any online negativity and create solutions to address it.

At Avionté, we help staffing agencies operate more effectively to improve their business processes and serve their clients better. To learn how we have helped staffing firms grow, reach out to us today.

We look forward to hearing from you!

Avionté Staffing Software provides innovative staffing software solutions to the human resources industry throughout the U.S. and Canada.

NCASP.com

July 2015

23

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24 July 2015

NCASP.com

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July 2015

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26 May 2015

NCASP.com

Conference Review

RED NOSE DAY DONATION A Good Laugh for a Good Cause!

Please join

World Wide Specialty Programs & The North Carolina Association of Staffing Professionals in celebrating...

Get your nose on!

We would like to thank Bob Thompson of World Wide Specialty Programs, our Gold Sponsor, for hosting the festive Beach Party on Friday evening including the Red Noses.

Since its launch in 1988, Comic-Relief’s Red Nose Day has become Great Britain’s #1 television fundraising event. It’s the day, when people can get together and do something funny for money at home, school and work with the proceeds going to help feed starving children around the world.

This year, Red Nose Day came to America in a special which was aired on Thursday, May 21st on NBC. World Wide Specialty Programs and the North Carolina Association of Staffing Professionals joined in this wonderful cause to raise awareness of world hunger by taking a group selfies - proudly wearing the Red Nose! WWSP made an additional donation of $5,000.00 to the Red Nose Day benefiting hungry children worldwide in the name of NCASP. Thank you for your help!

Since its launch in 1988, Comic-Relief’s Red Nose Day has become Great Britain’s #1 television fundraising event. It’s the day, when people can get together and do something funny for money at home, school and work with the proceeds going to help feed starving children around the world.

Now, Red Nose Day is coming to America in a spectacular live star-studded special Thursda May 21st (8-11 p.m. ET) on NBC. Thursday, Join us in taking a group selfie - proudly wearing the Red Nose tonight!

A donation of 100 dollars for each person - up to $5K will be made in the name of World Wide Specialty Programs and the North Carolina Association of Staffing Professionals.

Thank you for your help!

North Carolina Association of Staffing Porgessionals

If you are interested in making a donation to Red Nose Day, go to - www.comicrelief.com

NCASP.com

July 2015

27

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28 July 2015

NCASP.com

Conference Review

By Ashley Pohl, Aerotek

“The CareerBuilder Story” – Presented by Paul Burgess Can you believe CareerBuilder has been around for 20 years? Employers have come a long way since posting the help wanted sign in the front window!

CareerBuilder is the global leader in human capital solutions, helping companies target and attract their most important asset - their people.

Paul Burgess, Regional Sales Manager, went into detail about the 4 main areas of CareerBuilder; talent engagement, branding and marketing, technology innovations and data analytics. Some pointers for employers are to see how efficient you’re hiring processes is, look at your website on mobile devise and see if you can make applying for a job easy/faster. Use social media to brand your company, but see what others say about your company (glass door is a great resource).

Thank you, Paul, for speaking at our Awards Luncheon.

Paul ended with a group challenge for everyone to 1. go mobile, 2. look at your own process, 3. Use data to run a smarter business! Will you accept this challenge for your company?

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July 2015

29

Vendor Feature

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

Time Kills All Deals . . . Here are 4 Ways to Stop It Countless recruiters have experienced how time has killed the placement process, resulting in job orders that have been withdrawn and hiring freezes, to name just two consequences. This trend has been even more prevalent in the years since the Great Recession, even though the economy has picked up as of late.

was the best one I’d seen in 22 years. We saved that one and are showing it to candidates so they can see what they have to do in order to get an offer. We’ve placed three people at companies with hiring freezes this year. It wasn’t easy, but the value proposition was clearly made at each stage of the process.”

So how do you combat these problems? What can you do in order to not only convince companies that hiring is the right thing to do, but also to speed up the hiring process?

We asked a number of leading industry trainers what they believe are the keys to accomplishing this.

#3—The Leverage of Influence (Doug Beabout)

Time kills all deals for recruiters . . . so how exactly do you stop that from happening? Below are four answers to that question (with some help from leading industry trainers): #1—The 3 Levels of Questioning (Jon Bartos) “Recruiters have to get to the bottom line reason of why the process is being slowed or halted, and the way to do that is to ask questions. You have to go three levels deep in your questioning. That way, you have ammunition to overcome their objection. Once you get that information, you can attack the objection.

“After you understand what the problem is, you can reset expectations. Initially, you identify the process as being ‘this and this.’ Once you know what’s changed in the process, you can re-define it based upon what will work from that point forward and then you can stick to it.

“Even if the hiring manager gives you an objection, there still may be a reason to hire your candidate. It’s up to the recruiter to discover what that reason is and to convince the hiring manager that the reason is compelling enough to hire their candidate.” #2—A Value Proposition (Frank Risalvato) “We’re spending 200 to 300 percent more time educating our candidates about how to establish a value proposition.

That value should be evident during every stage of the process, from the initial phone interview through the face-toface interview. At each step, they should be explaining the value that they’ll bring to the company. That value should make their salary pale in comparison, and it should make our fee look insignificant in comparison.

“We’re saving marketing templates that candidates have been putting together. We had a candidate create a proposal that one CEO said was the best he’d seen in 25 years. It

30 July 2015

“A recruiter has to understand far beyond knowing what the client wants. They also have to know why the client has to have it. That gives the recruiter the leverage of influence to keep the client in motion to decide to hire the candidate.

“The recruiter also has to know how to become an extension of the company in today’s talent pool. They have to know not only the job, but also why it’s an opportunity for the candidate; the company, but also how they’re going to attract and retain top talent; and the manager, but also what about them is going to compel a person to want to work for them.

“This whole issue is also related to client control. Control is not taken, it’s granted. It can’t be seized; it can only be given. If they [company officials] are not granting you the control, either you’ve failed to become trustworthy enough or they’re not in enough pain. Who gives a doctor a scalpel until they’ve taken all the pills they can take?” #4—Setting Expectations (Barb Bruno) “There are several things you can do to shorten the hiring process with clients. These include obtaining three interview times when you write an order; obtaining the name of someone else you can call to confirm the interviews; obtaining a specific date to hire, not “ASAP”, “yesterday,” or “immediately”; understanding what problem exists as a result of this job being left open; finding out if there are specific individuals they would like to attract; and providing them with a list of expectations up front (i.e., what they can expect from you and what you expect from them.)

“There are also several things you can do to shorten the process with candidates. These include having them fill out your paperwork in advance so your interview can focus on clarifying their answers; re-interviewing them throughout the entire process to obtain more honest answers; never quoting salary, but always quoting a range, and telling them the offer depends on how well they interview; getting a specific target date from them; knowing what offers they’ve received and turned down; and once again, providing them with a list of expectations up front.”

NCASP.com

Premier Vendor Member: 

  

Lewis Nantz at ACT PEO, Workers’ Comp 704.913.8700 // lewnantz@reagan.com

         

  

Associate Vendor Members:

    Unlock your business’s potential 

Fully integrated staffing software saves time, money and your sanity.



Sabina Smits at AGR Financial, LLC A Great Resource for the Staffing Industry 305.255.8181 // ssmits@agrfinancial.com

  Clients Employee & Client Portals

A/R

Billing Job Orders Post to Social Media Post to Job Boards

Employees

FREE Texting

Online Applications Resume Parsing

General Ledger

Banks Payroll Direct Deposit & Paycards

A/P

Run your whole business from one interface

Technical support that understands our industry

Dashboards give instant information you can use

Keep your daily operations smooth and friction-free. Because there’s just one set of data in COATS, you never have to enter the same information twice.

Take the stress out of staffing, and out of software. Our technical support specialists not only understand COATS Staffing Software, they understand the staffing industry.

Get a snapshot of the day, your company or anything in between. Customize the dashboards to show whatever is most important to you: calls to make, invoices to send, job orders to fill, clients to pursue.

COATS Staffing Software 1-800-888-5894

31 March 2015

www.coatssql.com

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

Myles K. Sherrill CWCP, CLCS at Pritchard & Jerden Insurance and Risk Management 404.949.1078 // MSherrill@pjins.com

2 0 1 5 V E N D O R PA R T N E R S PLATINUM KEY SPONSOR

GOLD SPONSOR

Alan Gilbert at Essential StaffCARE Specializing in the development of voluntary, payroll deducted insurance products designed for Staffing Industry employees. 864.527.0474 alangilbert@iagbenefits.com

Robert Thompson at World Wide Specialty Programs Staffing Insurance Resource 800.245.9653 x 112 rthompson@wwspi.com

SILVER LEVEL SPONSORS Melissa Cleary at Teague Campbell Our attorneys are on top of things 919.873.0166 mcleary@teaguecampbell.com

Paul Burgess at CareerBuilder Internet Career Site and Job Boards 312.698.0654 paul.burgess@careerbuilder.com

Sidney Minter at Teague Campbell Our attorneys are on top of things 919.873.0166 sminter@teaguecampbell.com

Aubrey Caldwell at CareerBuilder Internet Career Site and Job Boards 312.698.0930

Meg Alexander at Monster.com Job Board & Recruitment Software 978.930.1083 Meg.Alexander@monster.com

Jonathan Weiner at Mez Media Digital Marketing Specialists Web, Email & Video 704.875.2891 jonathan@mez.media.com

aubrey.caldwell@careerbuilder.com

BRONZE LEVEL SPONSORS

32 July 2015

Spruill Alexander at The Clement Companies A Towne Insurance Agency 252.756.8300 ext. 204 salexander@towneinsurance.com

Jill White at Womble Carlyle Sandridge & Rice Attorney at Law/Employment Issues 336.574.8095, 803.316.5791 Jill.White@wcsr.com

Michael Atieh at Assurance Staffing Insurance and Risk Management Brokers 847.463.7207 matieh@assuranceagency.com

Janie Morgan at Womble Carlyle Sandridge & Rice Attorney at Law/Employment Issues 919.755.2176 jhmorgan@wcsr.com

Kerri Quigley, CPCU, ARM, AU at Assurance Independent Insurance Brokers 847.463.7291 kquigley@assuranceagency.com

Gemma Saluta at Womble Carlyle Sandridge & Rice Attorney at Law/Employment Issues 336.721.3576 gsaluta@wcsr.com

Scott Ravanesi at Assurance Independent Insurance Brokers 847.463.7166 sravanesi@assuranceagency.com

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

NCASP.com

BRONZE LEVEL SPONSORS Mark Demaree at Top Echelon Helping Recruiters Make More Placements 330.455.1433 mdemaree@topechelon.com

Susan Bowser at CNP Technologies Proud partner of ShoreTel Sky; managed phone solution that integrates with most popular applicant tracking systems 919.287.3966, sbowser@CNP.net

Debbie Fledderjohan at Top Echelon Helping Recruiters Make More Placements 330.455.1433 dfledderjohann@topecheloncontracting.com

Jennifer Porter at NSM, Staffing Lines Offering Staffing Insurance Solutions 610.941.9877 x107 JLPorter@nsminc.com

Wesley Clark at CNP Technologies Proud partner of ShoreTel Sky; managed phone solution that integrates with most popular applicant tracking systems 704.927.6622, wclark@CNP.net

Gus Kontogianis at All Risks Comprehensive Insurance tailored for the Staffing Industry 516.497.5795 Gkontogian@allrisks.com

STANDARD BOOTH SPONSORS

NCASP.com

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

Sean Kelly at Alere Toxicology Drug Testing Solutions 919.803.4648 sean.kelly@alere.com

Tom Sarach at COATS Sql. Fully Integrated Staffing Software 800.888.5894 tsarach@coatssql.com

Brent Patterson at Priority Background Solutions, Inc. Search their past, Protect your future 704.798.0261 brentpatterson@ prioritybackgroundsolutions.com

Karen Conner at COATS Sql. Fully Integrated Staffing Software 800.888.5894 kconnor@coatsql.com

Dustin Mooney at Priority Background Solutions, Inc. Search their past, Protect your future 704.798.0261 dustinm@ prioritybackgroundsolutions.com

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

Judy Collins at TFI Resources The Independent Recruiters Resources for Temporary and Contract Placements 713.975.7576 Judy@TFIresources.com

Rich Petersen at TempWorks Integrated Payroll Processing & Funding Staffing Software 770.237.0065 richp@tempworks.com

Lisa Abernathy at Wells Fargo Insurance Liability & Workers Comp Insurance 813.636.5329 lisa.abernathy@wellsfargo.com

Sarah Doggett Evenson at Senn Dunn Insurance Business Insurance 336.346.1375 sevenson@senndunn.com

Cassie Watkins at Wells Fargo Insurance Liability & Workers Comp Insurance 704.556.2569 cassie.watkins@wellsfargo.com

July 2015

33

Outreach

By Janee Hill, CPC, CTS, Greene Resources members! The Outreach Committee has Mark Your Calendar! Hello been very busy and is excited to share these events

coming up over the next few months. Please keep an eye out for emails with more details and registration instructions for each event. See you soon at an event near you! ~ Janee Hill, CPC, CTS, Director // 919.862.8602 // Janee@GreeneResources.com // greeneresources.com July 15, 12:00 Noon Webinar: “The Importance of Drug Testing and Background Check During the Hiring Process” (See page 3 for details).

Save the Date!

May 12-13-14, 2016 • Wrightsville Beach, NC Janee Hill,Conference Chair Watch for more upcoming details soon!

34 July 2015

NCASP.com