Staffing Now, November 2015

www.ncasp.com

Save the Date! page 3

Legal Matters: Elimination of the “Manager Rule� page 16-17

Membership Savings! page 22

Vol. 15, Num. 11 November 2015

STAFFING NOW

A Word from the President Happy Fall everyone! I can’t believe we are heading into the end of the year and we have so much to look forward to in 2016! Another most excellent Spring Conference event is being planned as we speak so stay tuned!!

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 would like to welcome our newest Board members, Holly Holbrook, Sidney Minter, and Scott Fry. I am looking forward to your future contributions to our team. 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 each of you.

THE VOICE OF NC EMPLOYMENT PROFESSIONALS

Volume 15, Number 11 November 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:

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

Michelle Coviello Debbie Fledderjohann Janee Hill Jim Lanzalotto Mary Mallett Sidney Minter Jason Perillo Ashley Pohl Lauren Story Jonathan Weiner

LIKE US ON FACEBOOK!

Published by

In this issue Page 2 . . . . . . . President’s Message

Page 14 . . . . . . Retain More Clients

Page 3 . . . . . . . . . Save 2016 Date

Page 15 . . . . . . . Funding it Forward

Page 4 . . . . . . . . Monster Spotlight

Page 16-17 . . . . . . . . Legal Matters

Page 5 . . . . . Meet the new Monster

Page 18 . . . . . . . . Why join NCASP

Page 6 . . . . . . . Essential StaffCARE

Page 20 . . . . . . . Negotiate Bill Rates

Page 7 . . . . . . . . . . . . Outreach

Page 22 . . . . . .

Page 8 . . . . . . . Worldwide Specialty

Page 23 . . . . . . . . . . Digital Media

Page 9 . . . . . . BOD Planning Retreat

Page 24-25 . . . . . . . . Vendor Index

Page 10-11 . . . . Recruiter Stereotypes

Page 26 . . . . . . . . . Board Meetings

Page 12 . . . . . . . . .

Careerbuilder

Page 27 . . . . . . . . Vendor Members

Sponsors’ Corner

Page 28 . . . . . . . Board of Directors

Page 13 . . . . . . .

2 November 2015

Membership Savings

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

Save the Date!

May 12-13-14, 2016 Wrightsville Beach, NC

Greetings from the Conference Planning Committee!

It’s hard to believe but we are only a few short months away from our Annual Training Conference in Wrightsville Beach. We can’t wait to have you Train Your Brain to Accelerate Your Success. You will see more information regarding speakers and topics in the coming months so please start planning now to be in attendance on May 12th, 13th, and 14th, 2016!

See you at the beach!

NCASP.com

November 2015

3

Vendor Spotlight

MONSTER HAS

RECRUITING

SOLUTIONS FOR MOBILE, SOCIAL AND THE CLOUD.

OR AS WE LIKE TO CALL IT, THE FULL COURT PRESS.

You’re already utilizing different platforms to find the best

people for your open reqs. But could you be doing it better?

At Monster, our latest solutions can help you take the tools already at your disposal and use them more efficiently,

to recruit faster and smarter. Because if you’re going to find the best people for your open reqs, there’s no letting up.

To learn more, visit monster.com/bettertalent

4 November 2015

NCASP.com

Vendor Spotlight

By Jim Lanzalotto, Senior Vice President, Staffing & Health Care, Monster

Meet the New Monster We’re evolving to help recruiters deal with the biggest challenges of this new era.

The past two years have been truly transformative for Monster.

We’ve built a new strategy rooted in our 20-plus years of experience pioneering online recruiting. But we’re also looking forward, with innovations that reflect the technological evolution of sourcing and recruitment which will help to drive the market forward.

Most importantly, Monster has focused on creating technologies that enable staffing pros like you to spend more time working on the “human” element of their business—that is, engaging with candidates—and less time managing the technology. Our goal is to make Monster a partner to those facing increasing challenges to find the best talent—whether that talent is on monster.com, social media or the open web.

There are the three areas we’re focusing on to achieve this evolution: 1. Market proliferation and fragmentation The online recruiting landscape has become highly fragmented. There are more than 30,000 jobs sites in the U.S., not counting social media platforms— and staffing companies are challenged to understand which is best to reach the right audience. Meanwhile, people actively seeking new opportunities are similarly faced with a multitude of choices.

Anyone seeking to hire the best candidate needs to make sure they can get their job in front of the right people at the right time and in the right place, with simple automated workflows – including through mobile and social platforms. Monster’s latest tools, including social job distribution NCASP.com

like Monster Social Job Ads, offer the capabilities that help staffing companies market their jobs most effectively.

2. Undiscoverable talent The depth and breadth of candidate search has significantly expanded over the years, with not only better search tools but also access to new types of social media-driven profiles. But even with all of these tools and networks, recruiters still only have access to the active job seekers who want to be found. The rest of the population is largely undiscoverable.

To help solve this dilemma, Monster recently acquired TalentBin, a software that mines the open web and social media platforms—like Facebook, Dribbble, Reddit and dozens more—and presents back information to recruiters to help them target candidates. Our clients have seen this as especially valuable for in-demand jobs requiring specialized certificates within creative, health care and tech industries.

3. Complexity and coordination Recruiters are specialists in recruiting, not necessarily marketing or technology. So as the world of online recruitment becomes more complex—with more tools, more ways to advertise jobs, more sources of talent, more (and bigger) data—we’ve recognized that staffing companies need help simplifying the universe.

The Monster cloud-based talent platform can be enabled for end-to-end sourcing or integrated as components into existing workflows. These are simple, effective big data solutions that manage the entire process for staffing companies big and small.

Ultimately, all these latest efforts seek to connect jobs and people at a scale that was previously unimaginable, and with greater simplicity. Driving

them forward is Monster’s staffing leadership, made up of industry vets with deep knowledge of how to help recruiters make the best placements.

We’re doing it all in service to Monster’s mission—that is, helping people on both sides Find Better.

Jim Lanzalotto, Senior Vice President, Staffing & Health Care Sales Monster Worldwide Jim Lanzalotto is an award-winning sales and marketing leader with 25+ years of direct, leading-edge experience with some of America’s highest-impact B2B brands in staffing, health care, B2B services and technology markets. Jim is a charter member of the Staffing 100, the ranking of the most influential people in the industry, according to Staffing Industry Analysts.

Jim is currently Senior Vice President of Staffing and Health Care Sales at Monster Worldwide. In this role, he leads a team of 125+ field and inside sales professionals to help the company build on its position as the global leader in recruitment and talent management services and technology solutions.

Before joining Monster, Jim was Founder & CEO of Scanlon.Louis, a boutique strategy firm that worked with staffing and health care firms to outsource research, strategy, marketing and sales programs to grow their businesses. In his role at Scanlon.

Louis, Jim worked with dozens of staffing firms from start-ups to the largest players in the industry. In 2012, Scanlon.Louis was named to the Philadelphia 100 – a ranking of the fastest-growing firms in the region.

Before starting Scanlon.Louis, Jim held strategy or marketing leadership roles at Day & Zimmermann, Rosenbluth, Conrail and Dun & Bradstreet.

November 2015

5

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) Tax Employer Contribution Optional to Eliminate or Manage (B) Tax Unlimited In-Patient Benefits Electronic Or Paper Enrollment Must Offer ESC Indemnity Enhanced Technology Solutions & Administrative Support Alan Gilbert

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

Director of Strategic Partnerships alangilbert@essentialstaffcare.com (864) 527-7936 6 November 2015

NCASP.com

Outreach

By Ashley Pohl, Aerotek

Outreach Event Success!

A big thank you goes out to Teague Campbell and Attorney Ben S. Greenberg for making our NCASP Asheville Event a success!

Attorney Greenburg discussed Employment Law 101 - Best Practices in Hiring and Handling EEOC Complaints. He shared some best hiring practices on screening potential candidates to make sure companies aren’t discriminating on the basis of race, color, national origin, religion, sex, sexual orientation, disability, and age, among other classes because it is illegal. Employers should, however,

ask questions about relevant qualifications and the requirements of the position.

The Outreach Committee is currently planning our next networking event that will be held in Charlotte, additional details coming soon! If you have any questions please reach out to Ashley Pohl at apohl@aerotek. com or Jason Perillo at Jason@ staffccs.com. ~ Ashley Pohl // Director of Outreach // 336.455.8817 // apohl@aerotek.com

TogeTher, We heLP LoWer YoUr WorKerS CoMPeNSATIoN rISKS. Locating a trusted resource for risk management guidance can be risky, particularly when your business is in a highly-regulated, specialized industry. Fortunately, the Marsh & McLennan Agency [MMA] and its regional partner agencies have joined forces to build a customized industry-specific risk management program for your overall commercial insurance plan. Together, MMA and your local agency can provide more resources to help mitigate risk and reduce your long-term insurance expenses so your business soars high.

Together, we can move forward.

To learn more about how MMA and its regional partner agencies can help you side-step risky situations, visit SennDunn.com.

WorLD CLASS. LoCAL ToUCh. riSk management

employee benefitS

Surety bonDing

private client

Charlotte • Greensboro • High Point • Raleigh • Wilmington | SennDunn.com Copyright © 2015 Marsh & McLennan Company. All rights reserved.

NCASP.com

November 2015

7

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

8 May 2015

NCASP.com

The Fall Planning Retreat is such an important event to ensure a successful year for NCASP in 2016. Join us as we collaborate on networking opportunities, webinars, regional events, and our 2016 Annual Training Event.

All NCASP Board of Directors are encouraged to join us for our 2015 Fall Planning Retreat at the Grandover in Greensboro on Thursday, November 12th for dinner and Friday 9:00 to 3:00pm. Please RSVP to Michelle Coviello at 919.280.1671.

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.

Coverage Available for the following Staffing Service Risks: • 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)

READY TO GET CERTIFIED?

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

Go to NAPS.com to order study materials and register for the online

Program Features:

exam.

• 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

Contact Janee Hill, NCASP Director of Certification

We work only with insurance agents and brokers!

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

Lou Georgalas, Sr. Producer/Underwriter Phone: 877-232-3348, Ext. 4132 Cell: 516-493-5986 Email: lgeorgalas@allrisks.com Gus Kontogianis, Sr. Producer/Underwriter Phone: 877-232-3348, Ext. 4131 Cell: 516-497-5795 Email: gkontogian@allrisks.com

NCASP.com

for any questions: 919.862.8602 900 Stewart Avenue Garden City, NY 11530 www.allrisks.com All Risks of California Insurance Services, Ltd. CA License #0B84526

Janee@GreeneResources.com November 2015

9

Vendor Feature B y D ebb i e F l e dd e rjoh a n n , P re s i d e nt o f To p E chelo n Co ntracting

6 Ways Recruiters Can Break the Stereotype and Provide a Positive Experience Is providing a positive experience as a recruiter important?

they immediately feel the need to draw away.

Have you even asked yourself that question before? Put another way, how do you think people feel after they speak with you, either in person or on the phone?

Let’s move to another basic rule, and this one involves the human thought process: people make decisions based on emotion.

Do you think they come away feeling positive? Wary? Confused? Do you know the answer, or do you only hope that you’re providing the type of experience you want to provide?

And here’s an important corollary to that rule: people often make those decisions subconsciously, without actually acknowledging why they’re making the decision and what role their emotions played in it.

And why does any of this matter?

Because recruiting is a people business all the way around. If you can’t provide positive experiences with everybody you deal with, then your chances of achieving long-term success fall dramatically.

Put those rules together and it emphasizes why you should provide a pleasant, positive, non-threatening experience with everybody. By doing so, you’ll plant a subconscious, psychological seed that accomplishes the following three things:

As we all know, cultivating loyalty with clients is vitally important. In times of recession, client companies will only work with those recruiters to which they’re loyal. Creating satisfaction in hiring managers and decision makers isn’t enough. Satisfaction won’t cut it.

1. Brands you in a positive fashion 2. Draws the person to you 3. Starts the loyalty-building process

Loyalty, on the other hand, is a different matter, and providing positive experiences is the first step toward building loyalty with everyone around you.

Let’s start with a basic rule of human interaction: people are drawn to those who make them feel comfortable and draw away from those who make them feel uncomfortable or unpleasant.

There’s no denying this rule and there’s no stopping it, either. It’s human nature, plain and simple.

That’s why strong-arm tactics with clients and candidates almost never work: because you’re providing an unpleasant experience for them and

10 November 2015

What does this ultimately mean?

It means that in the future, when a decision needs to be made, that person will make their decision based in large part on emotion, and you’ve attached a positive emotion to yourself in that person’s mind. So without even thinking about it, they’ll be leaning toward you.

However, let’s face it: people in general don’t have warm, fuzzy feelings when they think about recruiters.

So as a recruiter, you have to overcome a stereotype right off the bat when you’re dealing with candidates and hiring managers.

(You’re not starting at square one or even square zero. You’re starting at square negative-one.)

In many cases, you might have to dispel any preconceived notions that candidates and hiring managers have already formed about recruiters in general. Then you can take the steps necessary to build a long-term relationship with that person.

And how do you do that? By providing positive experiences for them—and this is crucial to the process—regardless of whether or not you get what you want out of the interaction. Striving to provide a positive experience for somebody only when you believe it will benefit you in the short-term is the incorrect approach. People will figure out what you’re doing, and as a result, they won’t be intrinsically drawn to you.

So what needs to be done? How, exactly, do you provide a positive experience for hiring managers and candidates, even if a job order or a resume doesn’t necessarily result from it? Below are six ways that recruiters can overcome a stereotype: #1—Be friendly.

This may seem like a no-brainer, but it’s very easy to drop out of friendly mode these days. The hustle and bustle of everyday life has a way of squeezing the friendliness right out of you. But that’s exactly why it’s so important to be friendly. The chances are good that the person with whom you’re dealing already has an abundance of people in their life who aren’t that friendly. That means you’ll stand out—in a good way. #2—Be enthusiastic.

People are drawn to those who are enthusiastic. Enthusiasm is truly contagious. If you’re excited about something (a new job, opportunity, Continued on page 11 NCASP.com

Vendor Feature ...continued from page 10 possible relationship), you’ll pique other people’s interest and increase the chances that they’ll become excited about it, as well. There are two ways that people become excited about something: 1. they’re hard-wired to be excited about that particular thing, and 2. other people are excited about it. #3—Employ the “no pressure/no problem” approach.

People absolutely, positively don’t want to feel as though they’re being pressured into anything. They want to feel as though they’re the ones making the decisions, even if you’re gently leading them in that direction.

Look at it as a strategic positioning.

Not only that, people like to talk with and be around those who don’t pressure them. Once again, they’ll be drawn to you.

tough job order or placing a candidate with the company of their dreams, solving problems translates into numerous deposits in the trust bank account. #6—Listen, listen, listen.

Even if you can’t solve their problems, you can create a positive experience for others just by listening to them talk about their problems. “I can’t sit around talking to people about their problems,” you might be thinking. “I have to make placements and make

money. I’m not a psychologist!”

Because, once again, people are drawn to those who will take the time to listen to them.

What kind of experience are you providing for candidates and clients?

Are they glad to speak with you? Are they eager to work with you?

Every day is an opportunity to break the typical stereotype of the recruiter and provide a positive experience for everybody you deal with!

#4—Emphasize the benefits for them.

People like to hear good news, and that includes how a situation might benefit them. That doesn’t mean blowing smoke or giving them false hope when none actually exists. It means tilting the conversation so that you effectively communicate the good things that could happen if they were to take advantage of an opportunity or form a relationship with you. And if you take the “no pressure” approach while you do it, that’s twice as effective. #5—Solve their problems.

People have no shortage of problems these days. What they do have is a shortage of solutions. If you brand yourself as somebody who can solve problems, you’re creating the mother of all positive experiences. People aren’t just attracted to problem solvers. They consciously align themselves with problem solvers, and that’s the beginning of a loyal relationship. Whether you’re filling a NCASP.com

November 2015

11

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

12 November 2015

www.twi er.com/CBforEmployers

www.TheHiringSite.com

NCASP.com

Sponsors’ Corner

by Mar y Mallett, CPC, SearchPro

FALL GREETINGS! It is that time again to lock in your exhibitor space at the 2016 NCASP Spring Training Conference at Wrightsville Beach, NC on May 12, 13, 14! We like to give first options to last year’s participants, however we must hear from you before November 30th about your level of sponsorship.

Please keep in mind, the greater the contribution, the greater the opportunities available to you as a twelve month sponsor of NCASP! There will be new budgets, new logos, new ads, new ideas and new prospective clients who haven’t heard about you and your products and services YET! Call me to customize your 2016 sponsorship package!

Monster is our Vendor Spotlight for this issue, see pages 4 and 5 for more details.

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. 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 NCASP.com

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 have made 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!

November 2015

13

Vendor Feature

BOLSTERING YOUR BOTTOM LINE TO BYYou RETAINING Bolstering Bottom Line by More Clients MRetaining ORE CLIENTS

Acquiring new clients can cost as much as five times as retaining your existing ones. That’s why it’s critical to keep your current staffing customers happy.

Consider these tips to keep your customers from straying to other providers.

Get on the same page. Set reasonable expectations up front. You can reduce customer frustration in the long term by agreeing on terms that serve their best interests and those of your company. Setting standards and meeting or exceeding them can ensure client satisfaction.

Benchmark against other firms. For example, if your competitors are available around the clock and your policy is to take calls only during business hours, consider whether you should change it. Adopt only the policies that make business sense for you. Weigh industry standards against the level of service you can realistically provide.

Don’t grow complacent. Just because your clients are not actively complaining doesn’t mean they are 100 percent satisfied with your services. Follow up with them periodically to see what they like about your service and what they would change if they could.

Encourage feedback. Create an ongoing system for clients to evaluate your service. Clients may not be comfortable telling you to your face where you are falling short. But if you create a space where they can contribute anonymously, you may get more honest responses.

Be proactive. Try to identify and correct problems before they occur. Surprising good customers by giving them extras or upgrades on occasion is a great way to build loyalty.

Ask for referrals. Do your clients offer references up eagerly, or do they seem hesitant? If they can’t recommend you willingly, you need to find out why.

Offer additional services. Make sure they are aware of the full range of your services. Are you performing executive searches for a manufacturer who doesn’t know you also offer payroll services? You are leaving money on the table and missing an opportunity to further engage them.

Increase their switching costs. The more services you provide for your customer, the more you become a trusted advisor and the harder it is for them to switch to a competitor. And if your offerings are comprehensive and well integrated, it’s to your advantage, and theirs that they remain on board.

Streamline your systems. Working with vendors who can supply staffing software and solutions to handle your administrative tasks frees you to focus on your customers and revenue-driving activities.

At Avionté, we provide solutions for staffing firms that help you manage key metrics that can be the difference between profit and loss. We make it easy to drive growth, maximize profitability and retain your best customers. To learn more about the many benefits of Avionte staffing software, contact us today.

14 November 2015

NCASP.com

Vendor Feature B y D ebb i e F l e dd e rj oh an n , P re s id e nt of Top E chelon Contracting

Recruiter Tips: How to Negotiate Contract Bill Rates What do you do when a client sets no limit on the hourly bill rate for a contract placement? While it may appear to be no problem at all, this can be exasperating. The reason? You have no clue what rate they consider suitable—you have to guess. If you leave your hourly fee (a.k.a. “recruiter share”) low and ask a lesser bill rate than they anticipate, they’ll be thrilled, but you might be shorting yourself. On the flip side, select a rate they deem unreasonable and you could end up losing the contract placement and harming your reputation.

So what can you do? The ideal tactic is to have them submit at least a range of hourly bill rates. If the rate you ask falls within their stated range, they can’t argue that it is unreasonably high.

If that approach fails, here are some options that have worked for other contract recruiters: • Use a standard multiplier – Multipliers usually range between 1.5 and 1.8, but they can go much higher for healthcare professionals and hard-to-find positions. Simply select one and multiply by the contractor’s pay rate to come up with the bill rate.

• Base the rate on your target recruiter share – Decide how much you want to make per hour. Then negotiate the contractor’s pay rate to determine the bill rate based on that recruiter share. If you are using Top Echelon Contracting as your back-office, you can call us at (888) 627-3678 to run a Quote based on these numbers.

• Charge based on a direct placement fee – Determine what you would normally earn on a direct hire placement for a similar role and divide it by the length of the contract. For example, if the contract is 12 months and you would earn $20,000 by placing the candidate direct, divide that by 2,080 hours (the approximate number of hours a full-time contractor works in a year). You would need to make $9.62 per hour to earn the equivalent of your direct hire fee in twelve months. Top Echelon Contracting can create Quotes that will tell you the corresponding bill rates for these scenarios.

There is no one right way to set the bill rate. The important thing is to be creative with each client and come up with a rate structure that will make both parties happy.

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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November 2015

15

Legal Matters Sidney Minter, Attor ney, Teague Campbell

Article Demasters v. Carilion Clinic: Elimination of the “Manager Rule” in Title VII Litigation In a recent case, Demasters, the United States Court of Appeals for the Fourth Circuit, determined the “manager rule,” which has its roots in Fair Labor Standards Act litigation, should not apply in Title VII litigation. Demasters v. Carilion Clinic, No. 13-2278, WL 4717873 (4th Cir. 2015). Under the rule, in order for an employee to be engaged in protected Title VII activity, he must step out of his role of representing the company. I will discuss the rule and its application in greater detail later in this article.

Factual History In Demasters, Neil Demasters (Mr. Demasters) worked as an employee assistance program (EAP) consultant for Carilion. In this role, he reported employee complaints to Carilion’s human resources department.

In late 2008, John Doe (Doe), a Carilion employee, consulted Mr. Demasters regarding his manager’s sexually suggestive behavior. After listening to Doe’s complaints of harassment, he had Doe sign a release enabling him to communicate directly with Carilion’s human resources department on Doe’s behalf. Mr. Demasters reported Doe’s complaints to the human resources department, which prompted Carilion to investigate the allegations and ultimately led to the termination of Doe’s manager.

Following his termination, Doe continued complaining to Mr. Demasters regarding continued harassment he received from coworkers supporting his recently terminated manager. Mr. Demasters contacted Carilion’s human resources department to inform them of Doe’s continued complaints of harassment.

During a subsequent conversation with the human resources department, Mr. Demasters stated his belief that Doe’s complaints were being handled improperly.

16 November 2015

Following Mr. Demasters’ last conversation with the human resources department, he did not communicate with Doe and was unaware of the legal remedies Doe pursued against Carilion.

One day, a few years later, a manager for Carilion, called Mr. Demasters to inform him Doe had filed a complaint against Carilion based on alleged violations of Title VII’s anti-retaliation provision.

During the conversation, the manager questioned Mr. Demasters regarding his involvement with Doe’s complaints of harassment. The manager stated that Doe and Carilion settled their claim prior to trial. Shortly thereafter, a few high-ranking human resources professionals called Mr. Demasters into a meeting. During the meeting, they questioned him regarding his involvement with Doe’s complaints.

They asked Mr. Demasters why he had not taken a pro-employer position and also told him that he left Carilion “in a compromised position.” Two days after this meeting, Mr. Demasters was fired for failing to act in a manner consistent with the best interests of Carilion.

Following this, Mr. Demasters filed a Complaint against Carilion in federal district court. His Complaint contained allegations that Carilion violated Title VII’s anti-retaliation provision.

In response, Carilion filed a Motion to Dismiss, alleging that Mr. Demasters had not properly alleged a prima facie case under Title VII’s Opposition Clause. The District Court granted Carilion’s Motion to Dismiss and Mr. Demasters timely appealed to the United States Court of Appeals for the Fourth Circuit.

Analysis On appeal, the Court examined (1) whether, pursuant to Title VII, Mr. Demasters had engaged in protected behavior; and (2) whether the manager rule should apply in Title VII retaliation

claims. Under Title VII, in order to establish a prima facie retaliation claim, a plaintiff must demonstrate three elements: (1) that he engaged in a protected activity; (2) that his employer took an adverse employment action against him; and (3) that there was a causal link between the two events.

Boyer-Liberto v. Fontainebleau Corp., 786 F.3d 264, 281 (4th Cir. 2015).

The Court ultimately determined that Mr. Demasters had engaged in protected behavior, and that he had satisfied the other elements necessary to establish a prima facie retaliation claim and therefore his claim was improperly dismissed. In making this determination, the Court carefully examined other analogous cases, as well as the broad purpose of Title VII— which is to eliminate discrimination in the workplace. The Court examined Mr. Demasters’ Complaint, in which he described: (1) his discussions with Doe regarding his manager’s behavior, (2) his role as an advocate for Doe, (3) his discussion with other EAP colleagues to devise a plan to stop the workplace harassment, and (4) his conversation with the human resources department regarding his opinion that they were mishandling Doe’s complaints. The Court determined that, after reviewing all of these factors, Mr. Demasters’ behavior amounted to protected activity for which he could bring a claim.

However, because of the manager rule, the Court’s analysis did not stop there.

Applicability of Manager Rule The Court noted that the manager rule has been applied in some Fair Labor Standards Act retaliation claims. The rule requires that an employee “step outside of his or her role of representing the company” in order to engage in protected behavior. McKenzie v.

Renberg’s Inc., 94 F.3d 1478, 1486 (10th Cir. 1996).

Continued on page 17...

NCASP.com

Legal Matters ...continued from page 16 Here, Mr. Demasters successfully argued that the manager rule should not apply in Title VII litigation, and the Court agreed. The Court outlined several reasons the rule should not apply in Title VII cases.

First, the Court highlighted that Congress never intended to exclude a class of workers from retaliation protection based solely on their job descriptions. The Court also discussed the breadth and scope of Title VII’s antiretaliation provision, which has been held to “provide broad protection from retaliation,” and to cover a wide range

of conduct. Burlington N., 548 U.S. at 67.

Additionally, the Court focused on an affirmative defense employers can avail themselves of when an employee does not take advantage of his employer’s internal investigation procedures—this is known as the Farragher/Ellerth defense, which did not apply in this case. The Court concluded that applying the manager rule in the context of Title VII litigation would discourage employees from reporting concerns of discrimination and would have a chilling effect

on those employees, such as Mr. Demasters, who are charged with reporting discrimination on behalf of co-workers. The Court believed this would lead to claims of discrimination going unreported and unsolved.

Carilion argued—unsuccessfully—that failing to apply the manager rule in Title VII litigation would lead to increased litigation.

Although the Court acknowledged Carilion’s concern, its ultimate decision hinged on the chilling effect the rule’s application would have on reports of discrimination in the workplace. Ultimately, the Court rejected the manager rule in the context of Title VII retaliation claims, reversed and remanded the case to federal district court.

Best Practices for Employers Employers should be proactive with respect to implementing (or drafting) neutral policies regarding discrimination against employees. Employers should:

• Investigate each complaint of discrimination thoroughly;

• Provide training for employees— especially human resources professionals—regarding handling complaints of discrimination; and

• Follow through with necessary disciplinary action, per company policy, if necessary.

Sidney O. Minter practices employment law at Teague Campbell Dennis & Gorham, LLP. His clients include businesses in many industries including: staffing, healthcare, financial services, restaurant and retail.

Teague Campbell Dennis & Gorham, LLP 4700 Falls of Neuse Road, Suite 450 Raleigh, North Carolina 27609 919.873.0166 Phone 919.873.1814 Fax sminter@teaguecampbell.com www.teaguecampbell.com

NCASP.com

November 2015

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JOIN NCASP

Join Now:

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

$199 Solo/Individual Membership $299 Corporate Membership

What does your NCASP Membership offer?

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

• • • • • • • • • •

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

For questions on Membership

Please contact Lauren Storey, CPC, CTS Director of Membership 828.624.9104 lauren@cv-staffing.com

About NCASP:

The function of NCASP is to promote the staffing industry in a positive, educational and ethical manner and act as a watchdog for legislation which might adversely affect the industry. NCASP is the only trade association in NC that represents ALL areas of the staffing business – temporary, direct hire, long term staffing, executive recruiting, contract employment and everything in between. www.ncasp.com 18 November 2015

NCASP.com

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

Avoid Compliance Pitfalls

JILL WHITE

Jill.White@wcsr.com | 336.574.8095

WCSR.COM

WOMBLE CARLYLE SANDRIDGE & RICE, LLP

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

©2014

November 2015

19

Press Release TempWorks Launches Funding It Forward Initiative to Support Startup Staffing Agencies

David Dourgarian, TempWorks CEO, leads a program to help entrepreneurs in the staffing industry grow strong companies EAGAN, MN – September 24th , 2015 – TempWorks Software, a leader in staffing software for over 20 years, today announces the launch of its Funding It Forward initiative, a program to provide small startup companies in the industry the ability to flourish. The Dourgarian family launched TempWorks Software more than two decades ago, and it has now grown into one of the leading staffing software providers in the United States. The Funding It Forward Initiative provides financial support and business mentoring, and has already helped several companies find success.

“In watching my father and grandfather build successful businesses, I saw the importance of mentoring from others,” said David Dourgarian, CEO of TempWorks Software. “We too pay it forward and help entrepreneurs achieve their dreams. By officially launching this program, the doors are open for more companies to find the support necessary to meet their growth goals.”

JTL Solutions is one of the first companies to benefit from the Funding It Forward Initiative. The staffing firm needed assistance with funding and streamlining its processes.

TempWorks stepped in and provided the company with the funds and software it needed to continue growing, allowing it to more than quadruple its annual sales.

reached these awards on my own, I thank my internal staff and my TempWorks family. It took TempWorks’ help with funding solutions to begin my dream that has flourished year after year,” said Robin Fischer, president and CEO of Action Staffing Solutions. “When I started my business, TempWorks was the only vendor who was willing to take a chance on helping me to achieve my dream, providing front and back office software, invoicing and payroll solutions, and funding support.”

About TempWorks: TempWorks Software is an Eagan, MN provider of staffing software and payroll funding with 110 employees and 2014 sales of over $16,000,000. A proven technology partner in the USA for nearly 20 years, TempWorks is a family run business with a nimble management team capable of making quick decisions while providing excellent customer service.

To find out more about TempWorks, visit http://www. tempworks.com.

“The key factors for our company increase are obviously experience, hiring the right internal employees and TempWorks,” said James Lowdell, founder and CEO of JTL Solutions. “When we started with TempWorks, everything we did was manual. We had very few procedures because we were just too small. Our annual sales in 2010, the year I started JTL, was $1.2 million, that number increased to $4.2 million in 2014, and this year we are projected to hit $8.5 million – a huge increase! TempWorks has not only streamlined our processes, but it has been a key factor in enabling us to grow.”

Another firm, Action Staffing Solutions, attributes a large part of its success to TempWorks. Action Staffing Solutions has secured a spot on the Mercury 100 list, for one of the fastest growing businesses in Colorado, and the company was published in Forbes magazine twice for business growth and top leadership. All while receiving support from TempWorks.

“I know I don’t own the complete success of having

20 November 2015

NCASP.com

WHAT WILL YOU DO IF YOU WIN THE

MASTERCARD AND GLOBAL CASH CARD PREPAID SWEEPSTAKES? ®

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• Make 10 qualifying signature-based purchases ** Limit one Prize per person. with your card during a monthly entry period for a chance to win a prize.

START USING YOUR CARD TODAY FOR A CHANCE TO WIN *Abbreviated Rules Begins 7/1/15 at 12:00:01AM Pacific Time (“PT”), ends 3/31/16 at 11:59:59PM PT (“Promo Period”), & consists of (9) Monthly Entry Periods (“Monthly Period”) & (3) Quarterly Entry Periods (“Quarterly Period”) as outlined below. Open to legal permanent US residents, 18+ who have an active Global Cash Card Prepaid MasterCard® (“Card”). Void in Guam, Puerto Rico & where prohibited. To enter using your card – 1) Monthly Period- Automatically receive (1) entry for (10) or more qualifying signature-based purchase transactions made with your Card during any Monthly Period per below; 2) Quarterly Period – Automatically receive (1) entry for (90) or more qualifying signature-based purchase transactions made with your Card during any Quarterly Period per below; or 3) Enter without purchase & receive (2) entries ((1) each for the Monthly & Quarterly Period), hand print name, complete address, phone, date of birth, the first (6) digits of your Card, & “MasterCard & Global Cash Card Prepaid Sweepstakes” on a plain 3” x 5” paper & mail it in a sealed, stamped & hand printed #10 envelope to: MasterCard & Global Cash Card Prepaid Sweepstakes, P.O. Box 15120, Bridgeport, CT 06673-5120 during the Promo Period & rec’d by the applicable Mail-In Entry Period. Limit (1) entry per Monthly & Quarterly Period, regardless of entry method. Monthly Period 1 (7/1/15 – 7/31/15), Mail rec’d by 8/7/15 & Drawing 8/12/15; Monthly Period 2 (8/1/15 – 8/31/15), Mail rec’d by 9/8/15 & Drawing 9/10/15; Monthly Period 3 (9/1/15 – 9/30/15), Mail rec’d by 10/7/15 & Drawing 10/12/15, Monthly Period 4 (10/1/15 – 10/31/15, Mail rec’d by 11/9/15 & Drawing 11/12/15; Monthly Period 5 (11/1/15 – 11/30/15, Mail rec’d by 12/7/15 & Drawing 12/10/15; Monthly Period 6 (12/1/15 – 12/31/15), Mail rec’d by 1/7/16 & Drawing 1/12/16; Monthly Period 7 (1/1/16 – 1/31/16), Mail rec’d by 2/8/16 & Drawing 2/11/16; Monthly Period 8 (2/1/16 – 2/28/16), Mail rec’d by 3/7/16 & Drawing 3/10/16; Monthly Period 9 (3/1/16 – 3/31/16), Mail rec’d by 4/7/16 & Drawing 4/12/16. Quarterly Period 1 (7/1/15 – 9/30/15), Mail rec’d by 10/7/15 & Drawing 10/12/15; Quarterly Period 2 (10/1/15 – 12/31/15), Mail rec’d by 1/7/16 & Drawing 1/12/16; Quarterly Period 3 (1/1/16 – 3/31/16), Mail rec’d by 4/7/16 & Drawing 4/12/16. Non-winning entries received for one Monthly or Quarterly Period drawings will not carry forward to subsequent Monthly or Quarterly Period drawings. Odds of winning will depend on the number of eligible entries rec’d for the applicable drawing. Limit (1) Prize per person, immediate family member, or household. Prizes: Total ARV of all prizes=$90,000. Taxes: Winners’ responsibility. (27) Monthly Prizes: (1) First Prize/Per Monthly Period: $3,500 loaded onto winner’s Card (Approximate Retail Value (“ARV”)=$3,500/each). (1) Second Prize/Per Monthly Period: $1,000 loaded onto winner’s Card (ARV=$1,000/each). (1) Third Prize/Per Monthly Period: $500 loaded onto winner’s Card (ARV=$500). (3) Quarterly Prizes: (1) Grand Prize/Per Quarterly Period: $15,000 loaded onto winner’s Card (ARV)=$15,000/each). For full Rules, visit mcglobalcashcardsweeps.com or send a SASE to: MasterCard & Global Cash Card Prepaid Sweepstakes Rules, P.O. Box 13106, Bridgeport, CT 06673-3106.

The Global Cash Card MasterCard Prepaid Card is issued by MetaBank® pursuant to a license by MasterCard International Incorporated. MetaBank, Member FDIC. Global Cash Card is an Independent Sales Organization (“ISO”) and registered agent of MetaBank. Card funds will be FDIC insured provided the Card is registered to the name of the primary Cardholder. MetaBank is not the sponsor of the Sweepstakes. Card may have fees that reduce winnings. Funds do not expire.

MasterCard, Prepaid MasterCard, and the MasterCard Brand Marks are registered trademarks of MasterCard International Incorporated.

Sponsor: MasterCard International Incorporated, 2000 Purchase Street, Purchase, NY 10577 Digital Promotion Agency/Administrator: teamDigital Promotions, Inc., 6 Berkshire Blvd., Bethel, CT 06801/www.teamDigital.com

Wells Fargo Insurance Services

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

Wells Fargo Insurance Services USA, Inc. CassieL.Watkins, CPCU, Scott Cox, CPCU, CICCIC, ARM Vice President 704-556-2569 704-556-2594 cassie.watkins@wellsfargo.com scott.cox@wellsfargo.com wellsfargo.com/wfis

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

© 2011 Wells Fargo Insurance Services.

All rights reserved.

NCASP.com

November 2015

21

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.

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.

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

Fall Membership Special Sign up now for 2016 at half price of our membership dues! $199 for Individuals $299 for Corporations *Your Membership is half price if you refer a New Member!

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

22 November 2015

NCASP.com

Digital Media

New Production Studio to Open Q1 NCASP Past President & Hall of Famer, Jonathan Weiner, CPC who also is the CEO of Mez Media Inc. has broken ground and started construction on a 4,300 sq. ft commercial studio to be located in the Lake Norman area of North Carolina. We will now be able to offer digital media solutions for those professionals or companies that do not have the office environment they want to showcase now. It’s also a great lower-cost solution to get introduced to video and headshot photography. “After traveling across North American to film many staffing and recruiting firms, it will be nice to focus on the local markets here in Charlotte, NC and be able to help other recruiting and staffing firms in North Carolina” states, CEO Jonathan Weiner, CPC The studio will be equipped with a 15’x15’’x30’ and 15’ high White Cyc Wall, make-up artist/changing room, shower, and kitchen area. The Client lounge area will be a place to review images and clips before post production happens.

This has been a dream of mine and with the growing needs of our solutions, it only makes sense.

NCASP.com

November 2015

23

2 0 1 5 V E N D O R PA R T N E R S PLATINUM KEY 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 GOLD LEVEL SPONSOR Robert Thompson at World Wide Specialty Programs Staffing Insurance Resource 800.245.9653 x 112 rthompson@wwspi.com

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

SILVER LEVEL SPONSORS Paul Burgess at CareerBuilder Internet Career Site and Job Boards 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 LEVEL SPONSORS Spruill Alexander at The Clement Companies Jill White at Womble Carlyle Sandridge & Rice A Towne Insurance Agency Attorney at Law/Employment Issues 252.756.8300 ext. 204 salexander@towneinsurance.com 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

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 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

24 November 2015

Jennifer Porter at NSM, Staffing Lines Offering Staffing Insurance Solutions 610.941.9877 x107 JLPorter@nsminc.com Gus Kontogianis at All Risks Comprehensive Insurance tailored for the Staffing Industry 516.497.5795 Gkontogian@allrisks.com

NCASP.com

2 0 1 5 V E N D O R PA R T N E R S STANDARD BOOTH SPONSORS 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

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

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

WE CARE

ABOUT YOUR TEMP STAFFING ACCOUNTS

OUR SERVICE IS PROOF

Come see us at the NCASP 2016 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 NCASP.com

November 2015

25

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

NCASP BOD MEETINGS 10:00am teleconference unless otherwise specified • December 10 • January 14, 2016 • February 11, 2016 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

26 November 2015

NCASP.com

Vendor Members 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

Job Orders Post to Social Media Post to Job Boards

Employees

FREE Texting

Online Applications

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

INTERESTED IN WEBINARS? CONTACT JASON PERILLO, DIRECTOR OF EDUCATION 704.575.9444 JASON@STAFFCCS.COM NCASP.com

A/R

Billing

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

www.coatssql.com November 2015

27

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 www.theresource.com

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

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

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

Holly Holbrook Director at Large 336.288.9330 hholbrook@grahamjobs. com grahamjobs.com

Spruill Alexander Director at Large, Non.Voting 252.756.8300 salexander@ towneinsurance.com clementins.com

Jason Perillo Director of Education 704.575.9444 jason@staffccs.com staffccs.com

Scott Fry Director at Large 336.935.4228 sfry@aerotek.com

Ashley Pohl Director of Outreach 336.455.8817 apohl@aerotek.com

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

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

Sidney Minter Director 919.873.0166 sminter@teaguecampbell. com teaguecampbell.com

REGIONAL EVENTS Let us hear from you on what topics you would like offered in your area!

Contact Ashley Pohl at apohl@aerotek.com 28 November 2015

NCASP.com