Staffing Now, May 2015

www.ncasp.com

Charity Raffle & Auction page 3 & 4

Trending Table Topics page 7

USO North Carolina Donations page 15

Vol. 15, Num. 5 May 2015

A Word from the President Happy Spring everyone!! Once again, your NCASP board of directors are in full swing planning for our spring training conference this month. The Holiday Inn in Wrightsville Beach is the perfect spot for our spring training event. In addition to our great lineup of industry leaders for our speakers, our conference will also include our volleyball tournament, a 50/50 cash raffle, a Silent and Live Electronic auction, Trending Table Topics, prize drawings, door prizes, awards, great food, sunshine and sand between your toes! I also want to take a moment to thank our vendors and members for all their donations for our USO Charity event.

This will once again be an event that you will not want to miss. Plus, Danny Cahill will be joining us for the Keynote address. If you have not registered to attend, please do this TODAY! The benefits of an NCASP membership will continue as the year progresses as well with several Regional Events in the works as well as our monthly Webinars. Please consider becoming a Member if you aren’t already. Right now, we are offering for you to get your Membership for half price for referring another new Member to NCASP. Please contact our Director of Membership, Lauren Story, for more information.

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 always seeking new leaders who want to make a difference. Please contact any of our current board members for more information. I want to take a moment to thank each of every one of our board members for all they do on a regular basis to make this association and our spring conference a major success year after year. Our board is the hardest group of people with whom I have worked. It is an honor to work with all of you.

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

In this issue Page 2 . . . . . . . . President Message Page 3 . . . . . . Charity 50/50 RAFFLE Page 4 . . . . . .Live Electronic Auction Page 5 . . . . . . Danny Cahill Keynote Page 6 . . . . . . Spotlight on Essential Page 7 . . . . . . . Trending Table Topics Page 8 . . . . . . . . Sponsors’ Corner Page 9 . . . . . . . Leadership Spotlight Page 10 World Wide Specialty Programs Page 11 . . Inside the Recruiters’ Studio Page 12 . . . . . . . Rated by A.M. Best Page 13 . . . . . . . . . . Membership Page 14 . . . . . . HD Video Marketing Page 15 . . . . . . . . . USO Donations

2 May 2015

Page 16 . Careerbuilder Industry Trends Page 17 . Preventing Sexual Harassment Page 18-19 . . . . . . Contract Staffing Page 20-21 . . . . . Background Checks Page 22 . . . . . . . . Vendor Contacts Page 23 . . . . . . Your Firm’s Liability Page 24 . . . . . Spotlight on Essential Page 25 . . . . . . . Hire Our Heroes Page 26 . . . . . . . . . . Danny Cahill Page 27 . . . . . . . Software Selection Page 28 . . . . . . . . . . . .Outreach Page 29 . . . . How to Get Tax Credits Page 31 . . . . . . .Board of Directors Page 32 . . . . . . . . Training Agenda

STAFFING NOW THE VOICE OF NC EMPLOYMENT PROFESSIONALS

Volume 15, Number 5 May 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: Spruill Alexander Mike Atieh Rita Bottoms Michelle Coviello Joe Doyle Debbie Fledderjohan Galen Hess Janee Hill Leslie Lasher Mary Mallett Lauren Story Jonathan Weiner Jill White Published by

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

NCASP.com

May 2015

3

ELECTRONICS

AUCTION

A portion of the proceeds will benefit:

FRIDAY, MAY 15 7:00 P.M.

Apple Watch Sport $380 value • Donated

by Robert Thompson at WorldWide Specialty Programs

Kindle $199 value • Donated by Cassie Watkins at Wells Fargo Insurance

Sony Noise Canceling Headphones & Big Blue Wireless Speaker $150 value • Donated by Meg Alexander at Monster

Best Buy Gift Card $100 value Donated by Brent Patterson at Priority Background Solutions, Inc.

4 May 2015

Lenovo YOGA Tablet 2 $399 value Donated by Tom Sarach & Karen Connor at COATsql

GoPro HERO camera w/ head strap $160 value Donated by Mark Demaree at Top Echelon

Roku 3 Streaming Media Player $100 value Donated by Matt Gallagher at Avionte

2 Bluetooth Headsets $100 value Donated by George Mavrantzas at Global Cash Card

Amazon.com Gift Card $200 Value Donated by Mike Atieh at Assurance

2 Sets Beats Headphones

$199 value • Donated by Kara Bertoncino at Quality Staffing, and Rich Petersen at TempWorks

UE BOOM $200 Value Donated by Wes Clark & Susan Bowser at CNP

AlcoMate Breathalyzer $199 value Donated by Sean Kelly at Alere Toxicology

Apple TV $100 value Donated by Derek Maine at Teague Campbell

Boompods Headpods & Wave Bluetooth Speaker $120 value • Donated

by Natalia Vidmar at CareerBuilder

Fit Bit $100 value Donated by Michelle Coviello at HireNetworks

Sony Streaming Blu-ray Disc™ Player $90 value Donated by Jill White at Womble Carlyle

NCASP.com

He’s coming back! 2015 Keynote

DANNY CAHILL Memoirs of a Mentor

Danny Cahill, recipient of NAPS’s Lifetime Achievement award, has mentored and managed some of the Top Producers in the staffing industry.

Many of them are members of the vaunted Pinnacle Society and MRI’s PaceSetters Club. He has spent countless hours hearing their calls, meddling in their deals and noticing the little things.

PLUS:

Creating Connections... Building Opportunities Together

Jenifer Lambert, CPC

Jonathan Weiner, CPC

Jill White, Attorney

Craig Stone HireNetworks

Jennifer Guthrie In Flight Crew Connections

Dan Martineau Martineau Recruiting

Growth Strategies

Digital Marketing

MAY 14-16, 2015 2015 NCASP TRAINING EVENT WRIGHTSVILLE BEACH, NC | HOLIDAY INN RESORT Our 2015 NCASP Spring Training Event Committee is offering you a last minute price of $399 to register!

Sign up today! Seating is ALMOST SOLD OUT! This event will be held at the Holiday Inn Resort at Wrightsville Beach Call Mary Mallett, 704-241-2996 for room reservations NCASP.com

Receive .9 CEU’s for attending this entire event!

Legal Matters

Gemma Saluta, Attorney Legal Matters

Paul Burgess CareerBuilder

PLUS:

Inside the Recruiters’ Studio Danny Cahill Keynote Training Breakouts • Legal Breakfast Trending Table Topics • Charity Auctions • Awards Volleyball Tournament • DJ Dance Music PhotoBooth • Seafood • Prizes • 50/50 Cash Raffle

REGISTRATION:

Contact Pat Worley at 704-775-3674 or email pworley@carolinastaffingresources.com

WWW.NCASP.COM May 2015

5

Innovative Products & Proven Administration Single Administrator Exchange (SAE) 2014 / 2015 Plans

Seamless Online Benefit Administration System

Alan Gilbert

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

Business Development Executive alangilbert@essentialstaffcare.com (864) 527-7936

6 May 2015

NCASP.com

SATURDAY, MAY 16 10:00 A.M.

TRENDING TABLE TOPICS

“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

“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

NCASP.com

May 2015

7

Sponsors’ Corner

by Mar y Mallett, CPC, SearchPro

Happy May!

Close your eyes as you feel the warm sand between your toes and the sunny ocean breeze on your face! We would like to invite anyone who has signed up for our Spring Training Event to plan to attend our “Inside the Recruiters’ Studio” at 1:00pm on Thursday, May 14th.

Our Speakers are all Staffing & Recruiting Business Owners and there will be new relevant information for everyone in the room. If you can take away one key point to enhance your business, it will be well worth your time to drive down early on Thursday and plan to be there for our 1:00pm kickoff!

Thank you for your continuing interest in NCASP and for becoming a Member of our Association. It is very important to the future of NCASP that you utilize our loyal Sponsors. Check out what they have to offer staffing and recruiting firms in order to make your business life easier and safer while saving lots of money! Several groups are offering informative Webinars, Lunch & Learns and Table Topics as well as sponsoring our Regional Events throughout the year. They work diligently and professionally to bring us quality products and premier services. Do take a few moments to review their colorful Ads and contact info sprinkled throughout our Ezine. Several firms share informative articles every month which are published for your reading knowledge and enjoyment. Our Vendors have donated money, time and prizes to ensure that we have a successful conference to offer you. Please treat them with the time and respect that they deserve. We could not host a training event such as this one without their generous support. It will be well worth it!

Our 2015 Platinum Key Sponsor is Essential StaffCARE, with Alan Gilbert, Jody Williams and John Walters, specializing in the development of voluntary, payroll deducted insurance products designed for Staffing Industry employees. We are pleased to showcase them as our Vendor Spotlight for our May Conference issue. Please check out pages 6 and 23 to gain more knowledge on how they can save you time and money in our ever changing business world.

Our 2015 Gold Sponsor is World Wide Specialty Programs with Bob Thompson specializing as a Staffing Insurance Resource.

Our 2015 Silver Sponsors are Careerbuilder with Paul Burgess and Natalia Vidmar specializing in Internet Career Sites and Job Boards. Teague Campbell Dennis & Gorham with Melissa Cleary, Sidney Minter and Derek Maine specializing in Workers Comp. Mez Media with Jonathan Weiner specializing in Digital Marketing including Web, Email and Video. Monster.com with Meg Alexander specializing in Job Boards and Recruitment Software.

Our 2015 Bronze Sponsors are The Clement Companies, Towne Insurance with Spruill Alexander specializing in Liability & Workers Comp Insurance, Womble Carlyle Sandridge & Rice with Jill White specializing in Law &

8 May 2015

Employment Issues, TalentWise Solutions with Joseph Doyle specializing in Hiring Process Management & Compliance, Top Echelon with Mark Demaree & Debbie Fledderjohan, specializing in Helping Recruiters Make More Placements, Assurance with Mike Atieh specializing in Staffing Insurance, Gus Kontongianis at All Risks specializing in comprehensive insurance, Wes Clark of CNP. net specializing in Applicant Tracking Systems, and Jennifer Porter of NSM Insurance Group specializing in Staffing Insurance.

Our 2015 Standard Booths are Alere Toxicology with Sean Kelly specializing in Drug Testing, 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, COATSsql.with Karen Connor & Tom Sarach, specializing in Staffing Software, Brent Patterson and Dustin Mooney with Priority Background Solutions, Inc. specializing in Drug Testing and Background Checks, Judy Collins with TFI specializing in Payroll Services, Wells Fargo Insurance with Cassie Watkins, Joe Mello & Lisa Abernathy specializing in Liability and Workers Comp Insurance, Rich Petersen with TempWorks specializing in Integrated Staffing Software and Senn Dunn with Sarah Doggett Evenson specializing in Business Insurance.

We also appreciate our new Premier member, Lewis Nantz with ACT, PEO specializing in Workers’ Comp and two Associate Members, Galen Hess with National Tax Credits specializing in tax credits for staffing firms and Sabina Smits with AGR, specializing in Payroll Funding.

All Contact information is on the Vendor index on page 22.

You will have from 1:00pm on Thursday afternoon, May 14 until 5:00pm on Friday evening, May 15 to interact with all of our many Vendor Representatives and gain their initials on your Vendor Contest. Of course, it would be appreciated if you could spend some time with each Vendor in order to hear what they have to offer you and your business.

Essential has donated the vendor contest drawing prize which is an iPad Mini with a nice case.

The drawing will be held at 11:15am on Saturday morning in the ballroom after the Trending Table Topics have been completed. Essential StaffCARE has donated the first prize and we will have several cash prizes for second and third place. MUST BE PRESENT TO WIN! NCASP.com

Leadership Spotlight

By Rita Bottoms, The Resource

Jason Perrillo

CCS Construction Staffing - Director of Staffing Operations, October 2010 Evolve Personnel Solutions – Partner, March 2014 What are your primary job responsibilities?

Manage recruiting team and day to day office operations In which industries and functions do you specialize?

Construction – Skilled Labor Which aspects of your job get you revved up?

The aspect that gets me most revved up is when we have a big day of new starts and everything goes according to plan.

Clients and employees are happy and everything else for that day and week go smoothly.

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

I would outsource the follow-up on paperwork for late night orders and new hires.

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

CCS was my first full-time opportunity after I graduated. I was a student at Davidson College working various jobs at camps and the intramural office on Campus before I became a recruiter.

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

CCS was my first job after graduating from college..

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

I think two things prepared me for my current career. First, I grew up around a lot of people that worked in blue collar industries, specifically construction, where I was able to get an early understanding of the lifestyle including lingo and what they dealt with day in and day out. Second, I graduated with a degree in psychology which I believe helps me notice aspects of applicants’ demeanor, attitude, etc. that helps us make better hiring decisions.

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

I think the biggest benefit is meeting and working alongside staffing professionals from all across the state. Before joining the NCASP, I really would only communicate and bounce ideas regarding everything in staffing with those within my company. Having a larger network of individuals who work in other industries in staffing is great especially when everyone is dealing with the same issues you deal with.

Why did you join the NCASP BOD? To be honest, I did not know about the NCASP until attending Staffing World last year. In talking with people involved, they encouraged me to get involved on a state level. After joining and going to a few events, I wanted to help out any way I could to get more attendees and involvement from the North Carolina Staffing community so here I am!

Vendor Contest drawing Don’t miss your chance to win a New iPad Mini with a nice cover ($299 value) in the Vendor Contest Drawing on Saturday, May 16 at 11:15 a.m. at the Spring Training Event! (Must be present to win.)

Donated by Essential StaffCARE. Plus Cash Prizes of $100 second prize, a $50 third prize and two $25 fourth prizes!

NCASP.com

May 2015

9

VISION..

..SEEING SOLUTIONS WHEN OTHERS CAN’T

THE STAFFING INSURANCE SOURCE

World Wide Specialty Programs, Inc. · World Wide New York Insurance Services, Inc. - CA, NH, TX

631-390-0900 · 800-245-9653 · fax 631-390-0922 · wwspi.com

10 May 2015

NCASP.com

INSIDE

May 14 at 1:00pm

THE RECRUITERS STUDIO Don’t miss exclusive interviews with these Recruiting Insiders!

Jenifer Lambert, CPC Terra Staffing

Craig Stone HireNetworks

Jennifer Guthrie In Flight Crew Connections

Hosted by Jonathan Weiner

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.

1

INTRODUCING

MONSTER TALENT CRM

Dan Martineau Martineau Recruiting

57%

OF THE WORKFORCE PLANS TO LOOK FOR A

NEW JOB THIS YEAR.

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

SPECIAL THANKS TO

30% OF RECRUITERS BELIEVE THEIR TOOLS

MEG ALEXANDER OF MONSTER

ACTUALLY GET

FOR PROVIDING

OF DOING THEIR JOB. WHICH BY DEFINITION,

LANYARDS,

IN THE WAY

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:

BAGS, PENS, AND NOTEPADS FOR OUR GIFT BAGS!

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

14MST837_StaffingCRM_FP4C.indd 1

NCASP.com

7/21/14 3:00 PM

May 2015

11

White Paper Why Is My Carrier Not Rated by A.M. Best?

WRITTEN BY: MIKE ATIEH Mike Atieh is Senior Vice President at Assurance with a special focus on clients within the staffing and healthcare industries. With almost 20 years of insurance experience, Mike is dedicated to providing his clients long-term risk management strategies that support a healthy company culture and deliver measurable results.

Mike earned his Associate in Risk Management (ARM), Chartered Property Casualty Underwriter (CPCU) and Senior Claim Law Associate (SCLA) designation. He holds a Bachelor of Science degree in Finance from Northern Illinois University.

assurancestaffing.com | 847.463.7207 | matieh@assuranceagency.com 12 May 2015

NCASP.com

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?

Welcome to Our Newest Members!

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.

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

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. 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.

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.

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

Sue Kemper W.H. Meanor & Associates 704-372-7640, www.whmeanor.com skemper@whmeanor.com Jason Perillo, CSP, TSC CCS Construction Staffing/Evolve Personnel Solutions 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 Martin Zarzuela, Intag www.intag.co accounts@intag.co

To join NCASP, please contact Lauren Story at 828.624.9104 lauren@cv-staffing.com or visit ncasp.com.

MAY 14-16, 2015 WRIGHTSVILLE BEACH, NC | HOLIDAY INN RESORT

WWW.NCASP.COM Receive .9 CEU’s for attending this entire event!

WE’LL SEE YOU THERE! Danny Cahill, CPC 2015 Keynote

NCASP.com

Jenifer Lambert, CPC Jonathan Weiner, CPC Digital Marketing Growth Strategies

Jill White, Attorney Legal Matters

Craig Stone HireNetworks

Jennifer Guthrie In Flight Crew Connections

Dan Martineau Martineau Recruiting

Paul Burgess CareerBuilder

May 2015

13

Business Marketing

By Jonathan Weiner, CPC, Mez Media HD Video. It’s about the Ability to Tell Your Story in an Engaging, Interactive Way

Do You Want a Recruiting Video?

HD Video is growing by leaps and bounds. And for good reason: it is highly entertaining, memorable and flexible in the right hands. It is a fact that people learn and retain more by watching motion pictures than by listening to radio or reading copy.

Eight years ago, we created a video chasm within the recruiting-sphere by attending every conference we could possibly go to where we recorded interviews with recruiters and vendors from locations throughout the country. A vast library was amassed and it was the first of its kind.

We write, direct and produce videos that give your audience a statement of your proficiency, accountability and professionalism. There is a huge following of people that has grown and is growing who want to peer into your company culture to learn all about your processes and experiences. This is where the great divide is taking place; where B2B corporations and boutique firms complement each other with influential relationships that last well into the future.

Today, corporate transparency is a by-product of truth; a view that gives your audience a better perspective of your objectives to build and win their trust.

Showcase your business with a professionally produced HD Video filmed with state-of-theart equipment. Post production color grading, editing and music is achieved with the latest editions of software platforms for those critical moments that demand acute attention to detail.

Let’s get started. Visit us at: http://mez-media.com/our-reel/

14 May 2015

NCASP.com

2015 Charity Our NCASP Conference Committee has selected the USO as our 2015 Charity which is a very worthy cause aiding our military as they travel around the world ensuring our freedom.

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 will be donated to the USO of North Carolina. Thank you to all of our donors and participants in this year’s charity fundraiser!

Buy your raffle tickets from Jason Perillo (704.575.9444 or jason@staffccs.com) and be eligible to win our 50/50 cash raffle. Winning Ticket will be drawn at 9:00pm on Friday, May 16th, NEED NOT BE PRESENT TO WIN! The more tickets we sell, the more cash you have the potential to win and the more profit we have to donate to our 2015 charity!

NCASP.com

May 2015

15

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

16 May 2015

www.twi er.com/CBforEmployers

www.TheHiringSite.com

NCASP.com

Legal Matters

By Leslie Lasher of Teague Campbell

“Don’t date your Boss:” Preventing Sexual Harassment in the Workplace It seems every week local news media report new allegations of sexual harassment and assault on college campuses.

As we all know, college campuses are not the only place these issues arise. In addition, the EEOC recently reported a $20,000 settlement in the sexual harassment case of EEOC v. Hot Wheel City case. These reports serve as an important reminder that sexual harassment is a serious issue that employers should deal with proactively.

While the old adage, “don’t date your boss” comes to mind, preventing sexual harassment is not that simple. While employers have a duty to prevent sexual harassment, developing a prevention plan can be difficult. We suggest the following measures: 1. State your policy. Have a sexual harassment policy that is in writing. Distribute it to your employees and update it as needed. In the policy, define “sexual harassment” and give examples of what types of conduct are unacceptable.

Here, it is important to note that direct sexual advances are not the only form of sexual harassment – sexual comments can also be considered harassment. Make it clear that sexual harassment allegations will be taken seriously, and that confirmed acts of sexual harassment will not be tolerated. Anyone, regardless of gender, age, or supervisory level, can be the subject of harassment and harassment can occur between employees of the same gender.

2. Educate your employees. Institute a training program; hold a seminar or information session. Educate your employees to know what types of behavior constitute sexual harassment. Provide information on how to report and address issues of harassment and encourage early reporting. It is also important to make sure supervisory level employees understand their responsibility in providing a harassment-free workplace. Supervisors need to understand that an employee should never be disciplined or retaliated against for reporting sexual harassment.

3. Create a grievance and investigatory procedure. Create a process for reporting incidents of sexual harassment and for investigating those reports. Make sure employees have a neutral option for reporting concerns. In other words, the employee should not have to report to the alleged harasser. Emphasize the employee’s active role in the reporting and investigation process.

4. Take Action. After an investigation, take appropriate disciplinary action, or implement remedial measures. Even if there is no report of harassment, employers should also work to eliminate any observed, abnormal behavior which could be perceived as harassment.

With some foresight and planning, you can help your company avoid becoming the subject of another local medical or EEOC report. If you need help creating policies or conducting an investigation please contact Leslie Lasher at llasher@teaguecampbell.com.

NCASP.com

May 2015

17

Vendor Feature

Platinum Key Sponsor

By Debbie Fledderjohann, President of Top Echelon Contracting, Inc.

Grow Your Business with Contract Staffing There is no doubt that contract staffing is here to stay.

Most companies are no longer simply using contractors sporadically. Instead, they are building a blended workforce model in which they maintain a core of traditional direct employees supported by an outer ring of contractors. It makes sense to align your recruiting business with the labor market trends and take advantage of the growth available through contract staffing.

Maybe you’ve just decided to start offering contract staffing to your clients, or perhaps you have been placing contractors for years but want to expand further. Both scenarios present opportunities for growth and both can occur without any additional overhead or ramp-up time.

Recruiter’s Perspective: Front-Office vs. Back-Office There are two basic parts to every contract placement: the front-office tasks, which are the same as a direct placement (you get the job order and match it with a candidate), and the back-office tasks.

If you are already placing contractors and running a backoffice in your home state, then you are familiar with the time and complexity involved. Multiply that by fifty states and the thought of employing contractors nationwide can be overwhelming, particularly when you factor in the tracking requirements of Health Care Reform. However, if you outsource your back-office service provider, you can rest assured that you are ready to do business in any state at a moment’s notice—no ramp-up time necessary.

If you are new to contract staffing, a full-service back-office should be able to help you get started (through training and marketing) and guide you through your contract placement process. But most importantly, they should take care of all of the legal, financial, and administrative details that can make it seem like such a daunting enterprise for many direct hire recruiters.

Regardless of whether you are already placing contractors or are new to contract staffing, there is a strong case to be made for outsourcing the administrative, legal, and financial headaches to a back-office service provider. Now the question is “Which back-office?”

Top 10 Guidelines for Choosing a Back-Office There are a number of differentiating factors between backoffice providers. These factors can impact your liability and responsibility from both a legal and financial perspective.

Asking the following questions will help you determine which back-office is the best for your firm:

18 May 2015

1. What types of positions will the back-office accept?

Can they accept nationwide placements? Some backoffices only place individuals in office environments due to Workers’ Compensation restrictions. Make sure the back-office can accept the types of positions for which you want to recruit. Can they do business nationwide? If not, this could restrict your future growth.

2. Does the back-office have a master agreement with the end client that defines the legal scope of the contract placement? The back-office’s master agreement with the end client should confirm that the back-office will be the Employer of Record and will take on all the employer responsibilities. Without this, the door to coemployment is left wide open and you and/or your client could end up retaining some liability.

3. Does the recruiter have to sign a contract to use the back-office? If so, you may be obligated to use that back-office exclusively and/or for a certain period of time.

You will also want to determine if the recruiter is held responsible for “uncollectible” invoices and find out when the recruiter gets paid.

4. What happens if a client fails to pay an invoice?

Again, you want to find out if you could be held responsible for uncollectible invoices. Also, what are the standard invoicing terms? Does the back-office have standard procedures to confirm that the client received the first invoice and to collect on open invoices?

5. Does the back-office run background checks on all contractors? Ensuring that a background check is run on every contractor can help protect your firm from liability and maintain your reputation. It will also help protect your client. You may want to confirm that drug screenings can also be handled.

6. Does the back-office recruit candidates and fill its own job orders? To ensure that the candidate remains “your” candidate, you may want to confirm that the backoffice does not do any recruiting. Ideally, the back-office should handle the administrative tasks, and the recruiter should work with the client for all recruiting needs.

7. Does the back-office offer group benefits to contractors? To attract and retain the best contract candidates, make sure your back-office offers a rich benefits package with group healthcare insurance as well as dental, vision, and life insurance and 401(k). Does the back-office contribute a portion of the healthcare premiums for the contractor?

Continued on page 19...

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Vendor Feature ...Continued from page 18 8. Is the back-office compliant with the Affordable Care Act (ACA or Obamacare)? The group healthcare insurance for contractors should meet the ACA’s Minimum Essential Coverage (MEC) and Minimum Value (MV) requirements.

9. Does the back-office have certified human resource professionals on staff? As mentioned earlier, an experienced and knowledgeable HR staff is vital to handle any potential employee issues, including terminations, Workers’ Compensation issues, benefits questions, and more.

Platinum Key Sponsor 10. How long has the back-office been in business?

What is their reputation? Be sure your back-office provider has an impeccable reputation and experience.

Don’t be afraid to ask for references. Remember, your back-office provider is a reflection on your firm and has a direct impact on your reputation.

Decision Time Ultimately, it all comes down to this: Whoever handles the back-office tasks must be able to do so with complete accuracy and in a timely manner. The long-term success of your firm and contract staffing services depend on it.

Only you can determine which back-office service is the best fit for your firm.

Jenifer Lambert, CPC Growth Strategies Breakout Training Jenifer Lambert, CPC considers it her great fortune to have accidentally wandered into the staffing industry more than 20 years ago. What started as a “summer job” right after college turned into a rewarding career spanning all aspects of the business including contract staffing, executive search, management, training, and business development roles and eventually became a partner in TERRA Staffing Group, one of the largest privately-held regional staffing firms in the Seattle area. Jen has been featured in business publications including “Selling Power” magazine and is a top-rated speaker at national conferences.

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Legal Matters

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

Legal Update: Criminal Background Checks The EEOC’s Burden of Producing Statistical Evidence Staffing firms are increasingly seeking legal guidance on the use of background checks when assigning temporary contractors to their clients’ job sites. This is well advised for a couple of reasons. First, staffing firms often find themselves between a rock and a hard place: on one hand they must meet their client’s demands with respect to hiring criteria and on the other hand they need to make sound business decisions that do not unnecessarily expose their company to liability. Second, the use of background checks remains a top priority for the EEOC as evidenced by its Strategic Enforcement Plan and we can expect to see more litigation filed by the EEOC on this very topic in 20152016. Simply put, all business owners should be aware of the EEOC’s heightened focus on the use of criminal and credit background checks and take appropriate measures to protect themselves against invasive EEOC investigations and litigation.

EEOC v. Freeman 778 F.3d 463 (4th Cir. 2015) In a recent case, EEOC v. Freeman, the EEOC filed a lawsuit against a national marketing firm on the basis that its use of credit and criminal background checks discriminated against Black and male job applicants. Freeman required criminal background checks for all job applicants, and it also required credit history checks for “credit sensitive” job positions

involving money handling or access to sensitive financial information. An applicant filed a Charge of Discrimination with the EEOC after he was not hired for a position. The parties were not able to resolve the Charge through conciliation efforts. The EEOC filed a lawsuit against Freeman claiming that its use of background checks resulted in an unlawful disparate impact on Black and male applicants in violation of Title VII of the Civil Rights Act. During the course of litigation the EEOC introduced reports prepared by its expert witnesses – an industrial/organizational psychologist and an associate professor of criminology – in an effort to prove that Freeman’s background checks had a statistical disparate impact on minorities and males.

The trial court found a “mind-boggling number of errors and unexplained discrepancies” in the expert reports, and it dismissed the lawsuit on that basis. The Fourth Circuit agreed that the EEOC’s reports contained unreliable statistical evidence and upheld the trial court’s decision.

This is the second appellate-level decision criticizing the EEOC’s statistical evidence. In EEOC v. Kaplan Higher Education Corp., 748 F.3d 749 (6th Cir. 2014), the EEOC sued Kaplan for using the same type of background check Continued on page 21...

Avoid Compliance Pitfalls

JILL WHITE Jill.White@wcsr.com | 336.574.8095

WCSR.COM WOMBLE CARLYLE SANDRIDGE & RICE, LLP

20 May 2015

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CA | DC | DE | GA | MD | NC | SC | VA

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Continued from page 20... that the EEOC itself uses. The EEOC relied on the same expert testimony to demonstrate that Kaplan’s use of credit checks was unlawful because it discriminated against Black applicants. The Sixth Circuit unanimously affirmed the trial court’s decision to exclude the EEOC’s expert report on the basis that the report was filled with errors and, therefore, was not reliable.

The Lesson Learned The Fourth Circuit did not give an opinion on the EEOC’s disparate impact claim, or its ability to bring future claims on the same basis. Instead, its decision is limited to the reliability of the EEOC’s statistical evidence. Accordingly, the EEOC has learned that it will have to put forth reliable statistical data in order to succeed on a disparate impact claim. What does this mean for employers? Employers may continue to use credit and criminal background checks when screening job applicants. Indeed, the use of these screening tools is not, in and of itself, illegal. However, employers must proceed with caution when making hiring decisions that are based on the results of a background check. It is becoming increasingly important for employers to be able to justify their hiring decisions by showing that they are jobrelated. As a general rule, with respect to criminal history reports, it is wise to consider the nature and gravity of the criminal offense (misdemeanor or felony), the date of the crime (and how much time has lapsed since the conviction), and the nature of the job position in question.

The following guidelines have been identified by the EEOC as recommended “best practices” when utilizing background checks:

• Eliminate policies that automatically exclude employment based on any criminal record.

• Apply the same standards to everyone, regardless of race, national origin, color, sex, religion, disability, genetic information, or age.

• Take special care when basing employment decisions on background checks, particularly if the applicant or employee is in a protected class.

• Do not automatically exclude an applicant because

of a disability that is revealed by a background check. The individual must be allowed to demonstrate his/her ability to do the job despite the negative background information, unless doing so would cause an undue hardship on the company.

• Train managers and decision-makers on Title VII. • Limit criminal record inquiries to those relevant to the job position.

• Keep all applicant/employee information, including

applications and background reports, for at least one year after the record was made or after the personnel action was taken – whichever is later. All background reports should be treated as confidential information.

For questions or additional information on criminal or credit background checks please consult your employment counsel. You may also contact Jill White at 336-574-8095 or jill.white@wcsr.com.

For more than 85 years, Senn Dunn has been helping clients discover new coverage solutions. With our specialized knowledge and industry expertise we will keep you informed of all the latest changes and recognize what is best for you. That’s just one of the reasons Senn Dunn consistently retains 95% of our clients.

For more information contact: Sarah Evenson Business Insurance Consultant 336.346.1375 sevenson@senndunn.com

Business Insurance

Employee Benefits

Personal Insurance

Greensboro | High Point | Raleigh | Wilmington | Charlotte Ph: 800.598.7161 | SennDunn.com

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®

SPECIAL THANKS TO SPRUILL ALEXANDER & THE CLEMENT COMPANIES TOWNE INSURANCE FOR OUR 2015 VOLLEYBALL TOURNAMENT TEE SHIRTS! SIGN UP TO PLAY VOLLEYBALL AS SOON AS YOU ARRIVE AT THE NCASP REGISTRATION DESK! May 2015

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2 0 1 5 V E N D O R PA R T N E R S PLATINUM KEY SPONSOR Alan Gilbert, John Walters & Jody Williams at Essential StaffCARE Specializing in the development of voluntary, payroll deducted insurance products designed for Staffing Industry employees. // 864.527.0474 // alangilbert@iagbenefits.com // JohnWalters@iagbenefits.com // jodywilliams@iagbenefits.com GOLD SPONSOR Robert Thompson at World Wide Specialty Programs Staffing Insurance Resource // 800.245.9653 x 112 // rthompson@wwspi.com SILVER SPONSORS Melissa Cleary & Sidney Minter at Teague Campbell Natalia Vidmar & Paul Burgess at CareerBuilder At Teague Campbell, our attorneys are on top of things Internet Career Site and Job Boards 919.873.0166 // mcleary@teaguecampbell.com 773.527.2975 // natalia.vidmar@careerbuilder.com 919.873.0166 // sminter@teaguecampbell.com 312.698.0654 // Paul.burgess@careerbuilder.com 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 BRONZE SPONSORS Spruill Alexander at The Clement Companies Joseph Doyle at TalentWise Solutions A Towne Insurance Agency Hiring Process Management & Compliance 252.756.8300 ext. 204 // salexander@towneinsurance.com 919.359.2097 // jdoyle@talentwise.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

Mark Demaree & Debbie Fledderjohan at Top Echelon Helping Recruiters Make More Placements 330.455.1433 // mdemaree@topechelon.com dfledderjohann@topecheloncontracting.com

Wesley Clark at CNP Technologies Proud partner of ShoreTel Sky; managed phone solution that integrates with most applicant tracking systems 704-927-6622 // wclark@CNP.net

Gus Kontogianis at All Risks Jennifer Porter at NSM Insurance Group Comprehensive Insurance tailored for the Staffing Industry Offering Staffing Insurance Solutions 610-941-9877 x107 // JLPorter@nsminc.com 800-366-5810 x 3610 // GKONTOGIAN@allrisks.com STANDARD BOOTH SPONSORS George Mavrantzas at Global Cash Card Karen Connor & Tom Sarach at COATS Sql. Systems + Service, The Formula for Paycard Success Fully Integrated Staffing Software 904.993.0469 // gmavrantzas@globalcashcard.com 800.888.5894 // kconnor@coatsql.com 800.888.5894 // tsarach@coatssql.com Sean Kelly at Alere Toxicology Drug Testing Solutions Brent Patterson at Priority Background Solutions, Inc. 919.803.4648 // sean.kelly@alere.com Search their past, Protect your future 704-798-0261 // brentpatterson@ Matt Gallagher at Avionte prioritybackgroundsolutions.com 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 Rich Petersen at TempWorks 713.975.7576 // Judy@TFIresources.com Integrated Staffing Software 770.237.0065 // richp@tempworks.com Sarah Doggett Evenson at Senn Dunn Insurance Business Insurance Cassie Watkins at Wells Fargo Insurance 336.346.1375 // sevenson@senndunn.com Liability & Workers Comp Insurance 704.556.2569 // cassie.watkins@wellsfargo.com ASSOCIATE MEMBERS Sabina Smits at AGR Financial, LLC Galen Hess at National Tax Credit A Great Resource for the Staffing Industry National Tax Credits Consultant 305.255.8181 // ssmits@agrfinancial.com 336.233.7544 // ghess@ntcusa.com

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Vendor Feature

Platinum Key Sponsor

By Spr uill Alexander of The Clement Companies

As a Staffing Company, what is your exposure?

The Clement Companies tries to present solutions for potential risks that are confronted by Staffing and Direct Hire companies. No company wants to have an insurance program with unnecessary coverage. What all companies want, is a program that they feel best covers them for the exposures that they have. The following is a list of insurance coverages that staffing companies need to consider as part of their program: • Property • General Liability • Professional Liability • Abusive Acts • Employee Benefits Liability • Hired and Non Owned Auto • Employee Dishonesty / Crime

• Employee Practices Liability • Workers Compensation • Umbrella The list above may not take care of all your exposure, but it is a great start. The best way to go about an insurance program is to understand what your exposure is. Make an effort to get with your agent and go over what your exposures are and whether or not you feel like that insuring for those exposures is right for you.

Federally mandated health insurance is putting a great deal of pressure on every staffing company. We all need to be careful of our costs and even more careful with the amount of risk we want to take on ourselves. Make sure you take care of you, because nobody else will.

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.

Spruill Alexander, Vice President 105 Arlington Blvd.

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

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ESC Facts and Figures at a Glance Leader in the Staffing Industry:

Superior Plan Administration:

• 1 Equifax strategic healthcare partner – providing ACA Analytics tool to manage employment data and ACA strategy

• 754,792 claims processed in 2013

• 1 of only 7 American Staffing Association Corporate Partners (ASA’s only health plan Corporate Partner)

• 99.4% of claims processed within 30 days

• 1,000 staffing companies offering ESC including: Randstad, Spherion, Express, Staffmark, Snelling, Yoh, TrueBlue, LaborReady

• 99.8% financial accuracy

• 173 new staffing companies implemented ESC in the 4th quarter of 2013 for a 1-1-14 effective date • 1,521,912 enrollment forms processed in 2013 • 600,000+ temps enroll in ESC annually • 96% customer satisfaction rate (ESC tracking survey of 8 key customer service metrics) • 98% client retention rate • 988% higher enrollment when replacing previous plans offered by our staffing clients • 58% average increase in employee retention for temps enrolled in our medical plan • 2 new ACA compliant MEC options with no participation requirement, no employer contribution

Alan Gilbert

• 93.2% of claims processed in 14 days • 39 claims per 100 members, on average (demonstrates high usability of our plan) • 100% more outpatient coverage on average, which is the most utilized part of the plan by employees • 2% of enrollees exceed the ESC outpatient limit • 580,000 customer service calls received per year • 2.6% call abandonment rate • 25 seconds is the average speed of call answer • 95% first call resolution (successfully handled employee’s reason for calling on first call) • 100% of file error reports handled within 4 days • 100% of COBRA enrollments processed within 2 days • 100% accuracy on COBRA forms processing • 100% accuracy on COBRA payment processing

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

Business Development Executive alangilbert@essentialstaffcare.com (864) 527-7936

24 May 2015

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Hire Our Heroes 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

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

     

Staffing Package Insurance Program Experience and Independence make a Winning Combination All Risks has collaborated with an A.M. Best “A” Rated market with over 40 years of experience providing coverage to the staffing services industry.

• Temporary Staffing Firms • Administrative Services Organization (ASO) • Human Resource Consulting Service • Direct Hire, Personnel Placement Services and Consulting • Professional Employer Organization (PEO) • Vendor Management Service (VMS) • New Ventures accepted (start ups with under three years experience will be considered)

Staffing Services Coverage Options:

• General Liability • Professional Liability • Employment Practices Liability • Hired & Non-Owned Auto Liability • Employee Benefits Liability • Stop - Gap Liability • Umbrella/Excess Liability limits up to $10 Million (higher limits may be available) • Crime • Property • Commercial Auto • Workers’ Compensation

Program Features:

• Abuse & Molestation Liability Coverage • Blanket Additional Insured endorsements available • Blanket Waiver of Subrogation • Blanket Primary & Non-Contributory Additional Insured endorsement available • Care, Custody & Control Carveback • Policies are not Audited • Umbrella includes Professional Liability Coverage • Client Specific higher limits available • Worldwide coverage

We work only with insurance agents and brokers!

Please have your agent call us today or forward your current agent’s information.

Gus Kontogianis, Sr. Producer/Underwriter Phone: 877-232-3348, Ext. 4131 Cell: 516-497-5795 Email: gkontogian@allrisks.com

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   

Jonathan Weiner, CPC Digital Marketing General Session

Coverage Available for the following Staffing Service Risks:

Lou Georgalas, Sr. Producer/Underwriter Phone: 877-232-3348, Ext. 4132 Cell: 516-493-5986 Email: lgeorgalas@allrisks.com



900 Stewart Avenue Garden City, NY 11530 www.allrisks.com All Risks of California Insurance Services, Ltd. CA License #0B84526

Jonathan Weiner, CPC has been in the executive search and staffing business for the past 15 years as an executive recruiter, owner, speaker/trainer and now as a digital marketing professional. He spends his time across North America on location working with clients on corporate video production, website design and development, email marketing and professional portrait photography. He has worked on projects with CareerBuilder, iCIMS, Industry Keynoter - Danny Cahill as well as several recruiting & staffing associations both on the national and regional level.

He also serves on the NCASP Executive Committee and advises the NCASP President in his role as Immediate Past President.

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Conference Preview Danny Cahill, CPC Memoirs of a Mentor 2015 Keynote Danny Cahill started at Hobson Associates right out of college. He became its Rookie of the Year, top producer and general manager by the age of 26. At 27 he bought the company and built it into one of the country’s largest search firms specializing in Software Sales, Bio Tech Sales and Industrial Sales talent. He is the only industry “guru” that runs a search firm every day. He does what you do.

He was the Educational Chairperson of the Pinnacle Society, 75 of the highest achievers in the industry and he still personally mentors many members. He also owns and runs AccordingToDanny.com, an online training and mentoring company dedicated to enhancing the skills and jumpstarting the spirits of recruiters worldwide. His training products have become core tools for a generation of recruiters, and his keynote presentations have made him one of the most sought after speakers in the country.

HireAbility overwhelmingly voted him the industry’s most popular speaker.

NAPS elected him to the Hall of Fame in 2006, he was given the first NAPS “Spirit” Award and he received the Dave Knutson Lifetime Achievement Award.

AccordingToDanny.com was awarded Best In Class for Training Excellence from MRINetwork, and they awarded Danny their “Favorite Son Award” for being the most sought after speaker for their conferences.

ilf

nationwide.

PROUD MEMBER OF NCASP.

ASSURANCEAGENCY.COM

Insuring over 500 staffing clients Michael Atieh, CPCU, ARM, SCLA, Senior Vice President 847.463.7207 | matieh@assuranceagency.com

26 May 2015

NCASP.com

Vendor Feature

By Joe Doyle of TalentWise

The 3 Stages of Staffing Software Selection Choosing the best staffing software may seem like more trouble than simply sticking to spread sheets. But it’s not! You just need to know what you’re looking for – and ask the right questions. Staffing professionals and leaders are already equipped with the perfect skills for filling the requirements required for recruiting success. If you’re buying staffing software, follow these 3 guidelines to find a first-class solution to fit your third-party recruiting needs.

Evaluate Your Needs and Current Process: Before putting out an RFP or doing any formal due diligence, explicitly identify the business problem that you need the product to solve. Evaluate your existing process, and pinpoint how new software will help optimize it for maximum efficiency and efficacy.

Sales and Negotiation: Once you’ve successfully identified the product parameters and their alignment with core staffing processes, you’ll have a strong filter to screen staffing technology providers. Use this list of requirements to guide you through the sales process and avoid getting lost or misled. Armed with a list of candidates who meet the minimum qualifications you’ve outlined, it’s time to embark on the sales process.

You’ll learn more about the software’s viability by how you’re treated than you will from any product demo, website or one-sheet.

Adoption and Support:The value of any staffing technology is defined almost exclusively by end users, which is why successfully onboarding and training your employees onto a new system is essential. It’s critically important to get your partner involved well before the implementation goes live.

The best staffing software solutions provide guidance for training best practices, including a variety of training options that ensure that all users are trained the way they want to be trained. In short, you need a partner that understands your business needs, not a vendor selling you a one-time product or service.

A partner will be proactive, not reactive, in supporting your staffing business, anticipating issues, communicating them clearly and providing a range of resources for technical support. Bottom line: A partner will be responsive when something inevitably goes wrong.

For more insights and information on staffing software selection, make sure to download TalentWise’s complete whitepaper, How to Choose the Best Staffing Software for Your Business.

HIGHER EFFICIENCY, COMPLIANCE, AND SATISFACTION WITH AN INTEGRATED SCREENING PARTNER Now you can automate and streamline all of your hiring activities electronically from start to finish — with compliance built in. TalentWise Hire™ makes it easy to manage job offers, background checks, drug screening, E-Verify, new hire forms (including I-9), and more.

All with one solution, one login, and one phone number to call for live, award-winning customer support. Sound too good to be true?

Learn more at TalentWise.com or call 877-893-6126.

The Smarter Way to Hire ©2015 TalentWise, Inc

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May 2015

27

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

ATTENTION

Independent Recruiters

• Employer of record • Payroll funding • Back office services

The Independent Recruiter’s Resource for Temporary and Contract Placements® TFI Resources / 1616 S. Voss, Suite 700 / Houston, TX 77057 / 800.701.4014 / 713.975.7576

www.TFIresources.com

WE CARE

ABOUT YOUR TEMP STAFFING ACCOUNTS

OUR SERVICE IS PROOF

May 14th - 16th: Spring Training Event “Creating Connections... Building Opportunities Wrightsville Beach, NC

NCASP BOD MEETINGS

10:00am teleconference unless otherwise specified • May 14, 2015 at 10am (at the beach!)

• June 11 • July 9 • August 13 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

Come see us at the NCASP 2015 CONFERENCE

• 20+ Years Writing Workers' Comp for Temp Staffing Businesses • In-House Underwriting • Team of Staffing Specialists • Exclusive A+ Rated Carrier • Pay-As-You-Go Program • Available in All States

Jennifer Porter

800-970-9778 x107 JLPorter@nsminc.com www.staffinglines.com

28 May 2015

NCASP.com

Vendor Feature

By Galen Hess of National Tax Credit

Tax Credits: Four Questions...

As a tax credit consultant for National Tax Credit, I conduct a lot of webinars.

During these webinars I explain how National Tax Credit locates, processes, and has the State Tax Credit Processing Center certify federal, state, and local tax credits for businesses. During the Q&A session at the end of each webinar I always get the same 4 questions.

in 2 parts. A business cannot use tax credits for payroll taxes. But if the business is a sole proprietorship, partnership, LLC, or S corp., the credits can pass through to the owner(s) just as profits and losses do.

3. Do we have to do a lot of work to receive the credits? No. Our clients have almost nothing they have to do.

Uploading payroll once a month and retrieving missing information on a job application are really the only 2 things a business has to do, and both require very little time.

1. This sounds too good to be true, what’s the catch? The answer is: there is no catch. This is what we do. With our professional team and proprietary software we are able to find all of the federal, state, and local tax credits a business may qualify to receive.

4. Will this trigger an audit? Getting the business tax credits you deserve, and that the governments want you to have, does not trigger an audit.

Audits are almost always related

2. Can I use these tax credits for payroll taxes? The answer is really

Unlock your business’s potential Fully integrated staffing software saves time, money and your sanity.

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

29 March 2015

www.coatssql.com

to deductions, and a tax credit is money the government provides as an incentive for hiring workers of a certain socioeconomic status and background. In other words, the government will pay you an incentive in the form of a credit for putting these people to work.

So after reading this feel free to call me. There are no up-front or out of pocket expenses, and I will be glad to schedule a webinar at any time that is convenient for you. Plus, we work on a contingency fee basis so we only get paid when we have had your credits certified.

Galen Hess 336-233-7544 ghess@ntcusa.com

ABOVE: Mary Rainford making payroll for 30,000 employees during a server meltdown.

BELOW: The paycard that made it that easy.

Global Cash Card. It’s that easy.

For a live demo visit globalcashcard.com

The Global Cash Card Visa® Prepaid Card is issued by BofI Federal Bank and MetaBank® pursuant to a license from Visa U.S.A. Inc. BofI Federal Bank and MetaBank, Members FDIC. Global Cash Card is an Independent Sales Organization (“ISO”) and registered agent of BofI Federal Bank and MetaBank.

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 © 2011 Wells Fargo Insurance Services.

All rights reserved.

30 May 2015

Focused on workplace drug testing.

Discover the benefits of an efficient, healthy, drug-free workforce.

If you know now, you can act now.

Alere provides a complete line of drug detection products and services that complement workplace staffing best practices, and enables you to implement a successful testing program. From rapid screening through confirmation, our flexible and robust solutions also include, federally

Alere is your trusted partner.

Our products and services are trusted by over 15,000 agencies across the nation, we process over 12 million laboratory samples annually, and sell more than 100 million rapid drug test devices each year.

regulated (SAMHSA certified) laboratory testing, complete IT integration, data management tools, product training certifications, and more.

To learn more contact your National Sales Account Manager Sean Kelly | 1.919.803.4648 | sean.kelly@alere.com

NCASP.com

2 0 1 5 B OA R D O F D I R E CTO R S Michelle Coviello, CPC President 919.280.1671 michelle@ncasp.com hirenetworks.com

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

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

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

Rita Bottoms Ezine Editor 336.970.5206 rbottoms@theresource.com temporaryresources.com

Mark Griffin, CSP Director at Large 336.337.3327 markg@ncasp.com precision employmentgroup.com

Marc Cochran, CSP Immediate Past President 704.305.9624 cochranmarc@gmail.com

Lauren Story, CPC, CTS Director of Membership 828.624.9104 lauren@cv-staffing.com cv-staffing.com

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

Janee Hill, CPC, CTS Director of Certification and Treasurer 919.862.8602 Janee@GreeneResources. com greeneresources.com

Ashley Pohl Director of Outreach 877.554.8911 ext 311 apohl@aerotek.com

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

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

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

Cheryl Neely, CTS Director of Education 2015 Conference Chair 704.975.1137 cheryl@ncasp.com carolinastaffingresources.com

Jason Perillo Director at Large 704.575.9444 jason@staffccs.com staffccs.com

Pat Worley Director at Large 704.775.3674 pworley@

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

carolinastaffingresources.com

carolinastaffingresources. com

CONGRATS, JANEE!

JANEE HILL HAS COMPLETED HER CERTIFICATION REQUIREMENTS FOR CPC AND CTS AND WE ARE THRILLED! NCASP.com

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

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

May 2015

31

Receive .9 CEU’s for attending this entire event!

“CREATING CONNECTIONS. BUILDING OPPORTUNITIES TOGETHER”

TRAINING AGENDA THURSDAY, MAY 14 12:00 Registration 1:00 Owner/Manager Welcome & Vendor Introductions 1:15 Janie Morgan, Legal Previews 1:30 “Inside the Recruiters’ Studio” Hosted by Jonathan Weiner, with Jen Lambert, Craig Stone, Jennifer Guthrie, Dan Martineau 3:00 Vendor Expo, sponsored by Teague Campbell 3:30 “Inside the Recruiters’ Studio” with Q & A, Hosted by Jonathan Weiner 5:00 Vendor Partner Reception, sponsored by Essential StaffCARE FRIDAY, MAY 15 7:30 Registration/Coffee 8:00 Hot Buffet Breakfast, sponsored by Monster 2015 NCASP Welcome & Vendor Introductions 8:30 Keynote: Danny Cahill - “Memoirs of a Mentor” 10:00 Vendor Expo, sponsored by Assurance 10:30 Gemma Saluta, Legal Previews 10:45 General Session: “The Imitation Game of Digital Marketing” with Jonathan Weiner, CPC 12:15 “The Careerbuilder Story” with Paul Burgess, Awards Luncheon, sponsored by Careerbuilder 1:30 Vendor Expo Dessert, sponsored by Top Echelon 1:45 Breakout Speakers: Danny Cahill, Jen Lambert 3:00 Vendor Expo, sponsored by TalentWise 3:30 Jen Lambert Closing Keynote 4:45 5th Annual NCASP Beach Volleyball Tournament, sponsored by The Clement Companies 6:00 Red Carpet Reception & Open Bar sponsored by Mez Media 7:00 Seafood Buffet, DJ Dance Music, Photo Booth, Silent Auction, Live Electronic Auction, Fastest Growing Companies Awards, 50/50 Cash Raffle, sponsored by World Wide Specialty Programs SATURDAY, MAY 16 9:00 Breakfast, Jill White & Gemma Saluta, Legal Matters, sponsored

by Womble Carlyle Sandridge & Rice 10:00 Trending Table Topics rotation every 15 minutes 11:15 Contest Prize Drawings & Wrap up

32 May 2015

NCASP.com