STAFFING NOW T H E
V O I C E
O F
N O R T H
C A R O L I N A
E M P L O Y M E N T
P R O F E S S I O N A L S
VOL. 16, NUM. 6, JUNE 2016
A Word from the President Hello Members! Welcome to June! The weather is finally changing and our 2016 NCASP Training Conference has passed. The event was truly a success and, on behalf of our entire Board, thank you all for making it run so smoothly. Our sponsors were wonderful as always and the speakers were very informative and engaging. We have received feedback from many attendees already but please keep your thoughts and suggestions coming. For those of you all who were unable to attend this year, be on the lookout for attendee testimonials about their experience at conference. Also, the dates have been set for next year. We will be holding the 2017 NCASP Training Conference on May 18 – 20, 2017 back at the beach! More details will follow soon, however, mark your calendars now and plan on being there! Thank you again to all of our vendors, speakers, attendees and volunteers who each made this an unforgettable experience! Best, Janee Hill NCASP President
STAFFING NOW THE VOICE OF NORTH CAROLINA EMPLOYMENT PROFESSIONALS
Volume 16, Number 6 June 2016 NCASP Address c/o Janee Hill PO Box 1922 Wake Forest, NC 27588 919.862.3996 Janee Hill, CPC President JaneeHill@pathwayrp.com Editor in Chief | Rita Bottoms rbottoms@theresource.com Graphic Designer | Stacey Chacon stacey@staceychacon.com Contributing Writers: Jennifer Chacon Mark Demaree Janee Hill Holly Holbrook Mary Mallett Jason Perillo Tom Sarach Lauren Story Martin Weitzman Jill White Published by
In this issue Page 2 . . . . . . . . . . .Prez Message Page 3 - 4 . . . . . . Millennials’ Lifestyle Page 5 . . . . . . . . . . . Certification Page 6-7 . . . . . . . . Vendor Spotlight Page 8 . . . . . . . . . . Careerbuilder Page 9 . . . . . Thanks to our Speakers Page 10-11 . . . . . . . Split Placements Page 12 . . . . . . . . . . . . All Risks Page 13 . . . . . . . . Team Engagement Page 14 . . . . . . World Wide Specialty Page 15 . . . . Thanks to our Speakers Page 16 . . . . . . . . Sponsor Contacts
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. . Sponsor’s Corner . . . NCASP Outreach . . . . Press Release . . . Board Meetings . . . . . Legal Matters . . . . . Membership . . . . . Resume Tips . . . Vendor Members Customer Service Tips . . . Hire our Heroes . . Board of Directors
Staffing Now is published twelve times per year. For subscription inquiries, click here. Archived issues are available online at ncasp.com. Copyright 2016. All rights reserved.
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Vendor Feature B y To m S a r a c h , J r. , C O A T S S Q L .
Making Sense of Millennials More and more, particularly as one generation retires (“baby boomers”) and others begin moving into their late twenties and early thirties – prime working years – the conversation about “millennials” and their work habits is being discussed ever more frequently. Even communities are having their public policy decisions informed around the millennial lifestyle. The staffing industry should be no different and should take a serious look at this ever growing cohort of workers. Who are the Millennials? We have to recognize that the workforce is rapidly changing. For the first time, there are five generations together in the workforce. Currently, “Traditionalists” make up 1%, “Baby Boomers” 29%, “Generation X” 34%, “Millennials” 34% and “Post Millennials” 2%. By 2020, Millennials will make up a majority of the workforce. As an industry, it is wise for us to recognize that the millennial workforce has different needs and it is imperative to find ways to satisfy those needs. The millennial generation is the first generation coming into the workforce with debt. They have never experienced a good economy while in the workforce, they see limited entry-level type jobs, especially as more companies continue to operate lean, and they are the most educated generation of all five. They have a strong sense of community and they also like to spend time after work, with the people they NCASP.com
work with. However, Millennials can feel stifled in their ability to be creative with the amount of control many employers require of the employees. They care tremendously about a healthy work/life balance and differ from other generations in that they will work until the job is done, but don’t want to remain at work to simply punch a clock at 5:00 pm, if they have accomplished all their tasks. Technology provides a means to not having to be limited to working within an office to get their job done. Telecommuting, flexible work schedules, global teams to offer 24/7 work coverage, part time schedules, contracting, working telephonically and job sharing are all taking place in corporate America. Why Staffing? The staffing industry is uniquely poised to accommodate Millennials. A quick review provides unique aspects of working with a staffing firm and you can see why. Staffing firms have temporary, long term, temp to hire and direct hire positions. Employees are able to accept or decline assignments when a placement specialist calls with a job offer. The placement specialist will share with the employee or applicant information about the client and what they do, the hours the position requires, the length of the assignment, the potential for permanent hire, the pay rate on a temporary and permanent basis, and the company culture. The employee has the ability to pick and choose assignments based on all of these variables and, in many cases, will interview first with the client in a longer term or temp to hire position.
The candidate can consider the potential of being able to work for a variety of firms in many industries to determine what best suits them as an employee looking for a long term home with an employer and position they truly enjoy. Both the employer and employee are able to ensure the match is perfect before moving to permanent hire status when positions require. Temporary and contract work can be key to engaging the millennial workforce as it provides enough flexibility to keep pace with clients and their ever changing needs. Incorporating Technology Millenials are also a tech savvy generation and companies that excel at attracting this workforce will offer technologies that support the way millenials communicate. For example, instant messaging such as Skype for Business or staffing firms that use texting to share job openings with multiple employees at the same time offer two examples that are likely to support how millennials communicate. After all, if millennials are most often on their phone and texting is their primary form of communication, this is a good method to reach out to them for a quick response. Additionally, firms should also encourage innovation and creativity by allowing millennials to be connected and engage in social media. Firms should also reach out to millennials through social media and in a way that’s appropriate for the platform. Continued on page 4...
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Vendor Feature ...continued from page 3 Being Flexible and Socially Responsible Flexibility is going to be key. The millennial generation has seen the ways of their elders and, like it or not, they expect different. Their work-life balance views are much different and companies have to adjust to keep them engaged and producing. This generation needs and wants to work, they just want to work differently than their predecessors. For example, companies can look to personalize the employee experience, such as providing their employees with an “a la carte” benefit experience where they can select what meets their needs in terms of vacation, health insurance, etc. Millennials will also notice if your company’s mission statement
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includes corporate responsibility and you are building a trusted brand. Being socially responsible and having community involvement are key to millennials, which also includes a commitment to diversity and inclusion. Moving up the ladder Previous generations felt more in line with the generation before them, reconciling the notion of “this is the way things are done and they accepted a more directive form of leadership style. However, the Millennial generation responds better to a coaching style of leadership. Companies who adopt coaching where they look to help employees succeed, will benefit. Coaching daily verses the annual employee evaluation is also on the rise. Millennials do want responsibility, a path to leadership, less bureaucracy, a sense of purpose, the ability to be
creative, flexibility and a voice. They appreciate being grown and groomed to work for a company. The firm that provides training, encourages citizen leadership, is open and transparent is likely to have success with millennials. Closing Thought Staffing companies are going to have to work closely with their clients to build employment opportunities that meet the complex demands of the millennial generation, if they want the talent pipeline to remain full. By incorporating technology, infusing flexibility into traditional work-norms, exercising corporate responsibility, offering creative benefits, challenges and coaching in the work place will meet client demand when employing the millennial generation.
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NAPS Certification READY TO GET CERTIFIED?
Go to NAPS.com to order study materials and register for the online exam. Contact Holly Holbrook Director of Certification: hholbrook@grahamjobs.com or 336.288.9330
The 7,500+ industry professionals who have been certified by the American Staffing Association could give you thousands of reasons why being ASA-certified is so important. Instead, ASA invites you to watch this brief video, featuring ASA-certified professionals who succinctly communicate the importance and value of earning an ASA credential. Make 2016 the year you stand out professionally and earn your certification from the American Staffing Association. Questions? Contact Arika Norwood, ASA coordinator of education and certification, at 703-253-2057.
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Health Health Insurance Insurance & & Benefits Benefits for for Temporary Temporary Associates Associates Essential StaffCARE will give your clients confidence in your ACA compliance. Words Tatiatem omni omnihil molorporiti to dolluptur? Ur rat. Fictotatiam fuga. Tatia Offeringqui safe, fully-insured, ACA compliant Bronze level Major Medical plans with non nis experiatiam, niendam, sita dolo ipsanit, invello ressect isquam et volenimi, vellaut plam quisqui NO minimum participation requirement. consequo blaboreptis vitibus expersp eliquam quasintinite pelest renia paria sinciendem rem. ESC is the largest provider Health Insurance to the Staffing Industry. Imintemque quibus mo magniofdem si odita verumand latioEmployee ipit alisin Benefits rero iumquodi Processing over 2 million enrollment forms per year with over 750,000 temporary employees enrolling in ESC annually.
ESC Bronze
ACA Compliant Major Medical
ESC MEC
Wellness & Preventive
ESC Indemnity ACA Excepted Benefit
Craig Miller
No Minimum Enrollment/Participation Eliminates (A) & (B) Tax for Employers Employer Contribution Optional
ACA-Compliant & ERISA Qualified Eliminates (A) Tax for Employers Completely Voluntary With No Employer Contribution Required
Covers 84-95% Of Avg. EE’s Annual Medical Expenses Does Not Impact EE’s Ability To Receive ACA Subsidies Optional Vision, Dental, Life, Disability & AD&D Benefits
Award Winning Leaders in the Insurance Industry | www.EssentialStaffCARE.com
Business Development Executive craigmiller@essentialstaffcare.com (423) 664-4821 6 June 2016
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Vendor Spotlight Essential StaffCARE Essential StaffCARE is the largest provider of ACA-compliant health plans and supplemental employee benefits to the Staffing Industry. Serving over 1,500 staffing company clients and enrolling over 750,000 temporary employees annually. ESC offers ACA-compliant MEC plans, Fully Insured Major Medical plans, Supplemental Fixed Indemnity plans, Comprehensive Enrollment, and ACA Audit Technology Solutions. ESC is an American Staffing Association (ASA) Corporate Partner, and an award-winning member of the National Association of Health Underwriters (NAHU). Visit us at www.EssentialStaffCARE.com. Craig and Risa Miller work for the Chattanooga branch of Essential Staff Care in the sales department. They focus on creating relationships with clients to serve them in the most efficient way possible. Their goal is to assist large employers in offering quality, affordable benefits that meet ACA requirements in order to avoid tax penalties in the future.
Special Thanks! A huge thank you to Jay Dye, John Walters, Alan Gilbert, Craig Miller, Risa Miller and Jody Williams of Essential StaffCARE for their ongoing generous support of NCASP. They have been our Key Sponsor for over six years and have been a large sponsor of NCASP for over ten years. They have conducted worthwhile Webinars and have sponsored Luncheons and After Hours events for our group. We appreciate the loyal team at Essential StaffCARE looking out for the positive future of our Association.
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MEET THE NEW CAREERBUILDER.
We rewrote our resume, so you can do what you do best — even faster. Learn more at hiring.careerbuilder.com.
© 2016 CareerBuilder, LLC
8 June 2016
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Our Sponsors Give Back THANK YOU TO OUR 2016 TRENDING TOPICS SPEAKERS
Brent Patterson:
Background Checks. Search their past. Protect your future.
Gemma Saluta
Laser Tag, You’re it! What do you Mean it's Covered? A Discussion on Recent Workers’ Compensation Cases
Tom Sarach Making Sense of Millennials
WHAT IS THE COST OF A BAD HIRING DECISION? The cost of a workers’ compensation claim goes beyond medical and claim costs. If a workplace injury occurs, your organization’s Experience Modification Rate (EMR) is negatively impacted, affecting your workers’ compensation premium for the next three years.
Robert Thompson Workers Compensation: What you need to know
George Mavrantzas What to Expect from the Paycard Market in the Next 24 Months
One way to control workers’ compensation costs is to hire appropriate candidates with the use of Post-offer Medical Questionnaires.
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Spruill Alexander, VP Workers Compensation & Benefits for The Staffing Industry Phone: 252-‐714-‐8671 salexander@towneinsurance.com
Nick Andriacchi
Increase the Net Worth of Your Company June 2016
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Recruiter Motivation A r t i c l e c o u r t e s y o f To p E c h e l o n R e c r u i t i n g S o l u t i o n s
Split Placements: Why and When You Should Make Them Top Echelon Network recently celebrated its 28th birthday. That’s 28 years of helping recruiters make split placements.
candidates, they will reward you with not just more job orders, but their most important, executive-level, highquality job orders.
Of course, not all recruiters make split placements, and in fact, some recruiters actually bristle at the notion of making splits. That’s because they largely misunderstand split placements. They don’t realize the value they provide, nor the fact that they don’t have to go out of their way to make them.
#4—Insurance against a recession When job orders are scarce, split placements can help a recruiting firm supplement its income and keep its doors open. If you’ve been in this business for any length of time, then you know that the good times do NOT roll on forever. During a recession, “half a loaf” is definitely better than none.
With that in mind, we’re going to address two aspects of split placements: “why” to make them on your recruiting desk and “when” to make them. We’ll start with the “why.” Below are five main benefits of making split placements: #1—Opportunities for additional revenue Yes, everybody likes to earn a full fee on a placement, but what if your choices were a split placement fee or no fee at all? Which would you choose? Half a fee, of course! You know the old adage: “Half a loaf is better than none.” Half of $20,000 is certainly better than half of nothing. #2—A balanced recruiting desk Some recruiters have more job orders than they know what to do with. Some recruiters would give their left pinky finger for just one job order. Too many job orders? Ask your trading partners to source candidates to fill them. Not enough job orders? Work the orders of your trading partners and help them fill their positions. #3—Satisfied hiring managers Your clients don’t really care where the candidates come from. They just want the right candidates, and when you provide them with those right
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#5—Less overhead If other recruiters are filling your job orders and placing your candidates, then you’re less likely to hire additional staff. That’s because your trading partners are acting as your staff, helping you to close deals. In fact, some recruiters know and trust one another so much that they fill in for each other during vacations, following up with clients and candidates. Knowing why to make split placements is just one half of the battle. The other half is knowing when to make them. There are some situations that lend themselves naturally to making split placements. If you’re able to identify those situations and act on them, then not only are you NOT going out of your way to make a split, but you’re also leveraging the power of another recruiter’s resources to generate revenue you would not have made otherwise. Below are five situations that lend themselves naturally to making a split placement: #1—You receive a job order outside of your specialty. A client loves the job you’re doing for them and they have so much faith in
you that they give you a job order that falls outside of your specialty area. Obviously, you don’t want to turn down the order, but then on the other hand, how do you fill it? With the help of another recruiter, that’s how! #2—You’re “drowning in job orders.” Sounds great, doesn’t it? Until you realize that not only can you not fill them all, but you can’t even give them all attention. This is when utilizing the time and resources of another recruiter makes sense, even if they work the same specialty as you... especially if they work the same specialty as you. #3—You can’t find the candidates your client wants. Sometimes, companies just won’t “pull the trigger” until they’ve found what they consider to be the “perfect candidate.” So if they want yet another candidate, send them a candidate from another recruiter. They could have somebody that you don’t have, and that somebody could turn out to be THE candidate your client wants to hire. #4—You have plenty of quality candidates, but not enough job orders. This is the flip side of #2. Whenever there’s an imbalance on your recruiting desk, regardless of whether it’s on the candidate side or the job order side, making a split placement or two can help you to rectify that imbalance. #5—You need a candidate from a specific geographic region. So let’s say you need a suitable candidate who wants to move to who knows where to fill your client’s job order . . . but you don’t have such a candidate in your own database (or through other sourcing methods). Continued on page 11... NCASP.com
Recruiter Motivation ...continued from page 10 That candidate might end up being another recruiter’s candidate, and you’d gladly split the fee because without that recruiter and without that candidate, you’d be placement-less. It’s tough to ignore 28 years of experience. Top Echelon knows about split placements—why to make them, when to make them, and how to make them. Regardless of the industry in which you work, the candidates you usually place, and the model of your recruiting firm, split placements could help you generate more revenue in less time without dramatically increasing your overhead. If you don’t already make split placements, consider adding splits to your business model in 2016. They’re a solid investment—regardless of what the future might hold. (Founded in 1988 in Canton, Ohio, Top Echelon’s mission statement is to “help recruiters make more placements by continuously exceeding expectations.” Top Echelon started solely as a split placement network, but it has expanded over the years, growing with its customers and creating new products and services to meet the needs of those customers. Top Echelon helps recruiters make more placements through its four main products and services: Top Echelon Network, the leading split placement network of recruiters; Big Biller recruitment software for applicant tracking; Top Echelon Contracting, the recruiter’s back-office solution; and Web Design for recruitment and staffing agencies. Visit www.topechelon.com to get started today!)
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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. 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)
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.
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
12 June 2016
900 Stewart Avenue Garden City, NY 11530 www.allrisks.com All Risks of California Insurance Services, Ltd. CA License #0B84526
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Owner/Manager Leadership by J e n n i f e r C h a c o n , L e a d e r s h i p T h at I n s p i re s
How Engaged is Your Team? If we are the type of leader that cares about team engagement, then we have to be hyper aware of the signs our team might not be fully engaged. So what are some signs that your team is disengaged? Enthusiasm when starting a job, now waning We’ve all had staff that were super excited when they started; volunteering for extra duties, our “best and brightest.” If you’ve been wondering lately what happened to them, you may need to look in the mirror; especially if that happens a lot. Most likely, they didn’t change or suddenly become a “bad” employee. Generally it is that the environment didn’t keep them engaged. Staff that do just the minimum (or less) Similar to the last point. If you hire well (i.e. you’re getting the right people on board in the first place) then those great staff don’t suddenly become mediocre. They either aren’t engaged, are not given clear expectations or are not on-boarded well. And if it is your hiring process, stay tuned for a blog coming soon about hiring the right people! Silence at staff meetings. This might seem great, but really, not so much. If your team is excited about a project, plan, etc. then they will offer positive feedback and enthusiasm. If they do not like a plan or idea, then a team that is engaged (feels valued and shares a high level of trust) will offer suggestions or pushback about what they don’t think will work. Most of us try to hire intelligent, highly skilled staff. So why would we want them to keep quiet? No new ideas Excited and engaged staff feed off of each other and have engaging interactions where great ideas surface. A great team will use their collective knowledge, personalities and skill sets to think of ideas way beyond what any single person could accomplish on their own. Lots of HR issues If your HR director has a line of people at their door waiting to complain, ask advice, etc. then you may have a disengaged team. Teams that are highly engaged are able to work through issues together, have a high level of trust (which allows for hard, honest conversations) and generally are too busy working on something they’re excited about to get down in the weeds of every day “drama.”
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High customer complaints If you receive lots of customer complaints it could mean poor processes, poor training, or (you guessed it) low staff engagement. Staff members that are engaged and excited about their work are bought in to what you do. They are going to go above and beyond to get the customer on board and excited too. High turnover It is surprising how many organizations do not realize how alarming this is. Sure, some people will leave because it is just not the right fit (win-win for everyone), some leave to take a promotion, but many leave because they are just miserable. If you are not tracking your staff retention rate, I recommend you start there. And when they do leave… are unwilling to give honest feedback in an exit interview. I’ve spoken with many staff who upon leaving have a laundry list of frustrations but are not willing to share them. Their response is “why bother, no one really cares what I think.” As hard as the info is to get (and it can be even harder to hear) that is the feedback we as leaders need to hear. An engaged staff team is more effective,provides better quality service, and is more innovative than a disengaged team. Jennifer Chacon is the founder of Leadership That Inspires and has over 25 years of experience in leadership training and coaching. She believes every great organization understands the need to tap into the full potential of their people and create exceptional teams to be wildly successful. Want more leadership inspiration? Read more at LeadershipThatInspires.com Contact Jennifer at 864.546.2720 or Jen@LeadershipThatInspires.com
Congrats to our 2016 Award Winners! June 2016
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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
14 June 2016
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Thank you to our 2016 Speakers
Scott Wintrip
Amy Munroe
Wintrip Consulting Group
Staffing eTrainer MTS, Inc
Motivational Speaker
Jill White
Sidney O. Minter
Gemma Saluta
Attorney, Womble Carlyle Sandridge & Rice
Joe White
Sports Group International
NCASP.com
Attorney Fisher Phillips
Lesa Francis Staffmark
Chad Porter
Attorney Womble Carlyle Sandridge & Rice
Brian Remillard CareerBuilder
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2016 VENDOR MEMBERSHIPS PLATINUM KEY SPONSOR
Craig Miller & Risa Miller at Essential StaffCARE Specializing in the development of voluntary, payroll deducted insurance products designed for Staffing Industry employees. 423.664.4821 craigmiller@essentialstaffcare.com risamiller@essentialstaffcare.com SILVER LEVEL SPONSORS Robert Thompson at World Wide Specialty Programs Staffing Insurance Resource 800.245.9653 x 112 rthompson@wwspi.com
Brian Remillard at CareerBuilder Internet Career Site and Job Boards 312.698.0757 brian.remillard@careerbuilder.com
Spruill Alexander at The Clement Companies A Towne Insurance Agency 252.756.8300 ext. 204 salexander@towneinsurance.com
Gus Kontogianis at All Risks Comprehensive Insurance tailored for the Staffing Industry 516.497.5795 Gkontogian@allrisks.com
BRONZE LEVEL SPONSORS Jennifer Milak at Teague Campbell Dennis & Gorham Our attorneys are on top of things 919.873.0166 jmilak@teaguecampbell.com
AJ Calabrese at NSM, Staffing Lines Offering Staffing Insurance Solutions 610.941.9877 x9620 ajcalabrese@nsminc.com
Mark Demaree at Top Echelon Helping Recruiters Make More Placements 330.455.1433 mdemaree@topechelon.com
Scott Ravanesi at Assurance Staffing Insurance and Risk Management Brokers 847.463.7166 sravanesi@assuranceagency.com
Karen Conner at COATS Sql. Fully Integrated Staffing Software 800.888.5894 kconnor@coatsql.com
Jill White at Womble Carlyle Sandridge & Rice Attorney at Law/Employment Issues 336.574.8095, 803.316.5791 Jill.White@wcsr.com
Jeff Sosic at Crimcheck Pre-Employment Background Screenings 877.992.4325 JeffSosic@crimcheck.com
Tom Sarach at COATS Sql. Fully Integrated Staffing Software 800.888.5894 tsarach@coatssql.com STANDARD BOOTH SPONSORS
Matt Gallagher at Avionte Front and Back Office Staffing Software 770.852.2536 matt.gallagher@Avionte.com
George Mavrantzas at Global Cash Card Systems + Service = The Formula for Paycard Success 904.993.0469 gmavrantzas@globalcashcard.com
Angela Alberty at TFI Resources, A Division of People 2.0 The Independent Recruiters Resources for Temporary and Contract Placements 713.600.5217 AAlberty@TFIresources.com
Brent Patterson at Priority Background Solutions, Inc. Search their past, Protect your future 704.798.0261 brentpatterson@prioritybackgroundsolutions.com
Nick Andriacchi at Sterling National Bank Financial Products and Aggressive Pricing Models 312.621.1110, x241 nandriacchi@snb.com
Rich Petersen at TempWorks Integrated Payroll Processing & Funding Staffing Software 770.237.0065 richp@tempworks.com
Cassie Watkins at Wells Fargo Insurance Liability & Workers Comp Insurance 704.556.2569 cassie.watkins@wellsfargo.com
Sarah Doggett Evenson at Senn Dunn Insurance Business Insurance 336.346.1375 sevenson@senndunn.com
PREMIER MEMBER Mike Stinson & Kelly Stinson at MVP Managed Services Streamlining Your Workers’ Comp and Payroll 502.939.6043 mstinson@mvpstaffing.com kstinson@mvpstaffing.com PARTNER MEMBERSHIP Meg Alexander at Monster.com Job Board & Recruitment Software 978.930.1083 Meg.Alexander@monster.com
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ASSOCIATE MEMBERS Dave Cormell at The Staffing Super Store A New Generation of Staffing Support 636.262.8124 dcormell@thestaffingsuperstore.com Derrick Killian at Synergy Your Workers’ Compensation Staffing Specialist 704.927.7028, dkillian@synergyinsurance.net Jeff Lyons at Liquid Capital Corp. Liquid Capital Business Funding 919.651.3500 jlyons@liquidcapitalcorp.com
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Sponsors’ Corner b y M a r y M a l l e t t , C P C , mary@searchpro.com and #704-241-2996
June Greetings Thank you to our loyal Sponsors who returned this year to support our Association and a sincere welcome aboard to the new Sponsors who chose to make an investment in NCASP. I have heard many positive comments from both Attendees and Sponsors who enjoyed getting to know each other. We applaud you for taking the time to meet and greet EVERYONE at the event and engage in meaningful conversation. Thank you to the generous folks at Essential StaffCARE, including Craig & Risa Miller for generously donating an iPad Mini for the Vendor Contest Drawing. The 2016 Vendor Contest winner was Jan Meyers with Elite Resources.
We appreciate Spruill Alexander of Towne Insurance who generously donated the colorful NCASP tee shirts. Thank you, Spruill, for all you have done for NCASP over the last three decades. We appreciate Meg Alexander of Monster for donating the event tote bags and name badge lanyards. Monster hopes to sponsor a Regional Event later this year. We encourage any Vendor who would like to sponsor a Regional Event to call us soon. Thank you to all the Vendor groups who donated a variety of Electronics for the Live Auction as well as several items for the Silent Auction. Everything helps increase our donation to our selected annual charity as well as to bring more innovative training programs each year. Our loyal hardworking Sponsors offer several options for your staffing/recruiting firm to save money and help make your business life easier, safer and less stressful!. As most of you know, they bring top quality products and premier customer service to the association and its members. A huge thank you to several Sponsors who gave of their time and expertise to present interesting Trending Table Topics at our beach event as well as offering to deliver informative Webinars and Regional Events throughout the year in your area. Take advantage of their knowledge. Thank you for treating them with the attention and respect they deserve. ~ Mary Mallett, CPC
THANK YOU TO OUR 2016 SPONSORS
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Outreach
REGIONAL EVENTS Summer events will be announced soon! Let us hear from you on what topics you would like offered in your area! Contact Ashley Pohl Loftus at 336.455.8817 pohl@aerotek.com.
Join us for one of our Upcoming Webinars! SUMMER WEBINARS TO BE ANNOUNCED SOON! Contact Jason Perillo, Director of Education 704.575.9444 jason@staffccs.com
THE CLEAR CHOICE FOR TEMP STAFFING INSURANCE
Come see us at the NCASP 2016 CONFERENCE
Celebrating 25 Years Writing Workers’ Comp for Temp Staffing Firms • Incredible Service • In-House Staffing Specialist Underwriters • 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
18 June 2016
NCASP.com
Vendor Press Release by M a r k D e m a r e e , P r e s i d e n t o f To p E c h e l o n
David Kersey Recognized for Success in Top Echelon Network BREVARD, N.C.—Recruiter David Kersey of Kersey & Associates, Inc. has achieved quite a lot during his more than 35 years in the profession, and he was recognized recently for his accomplishments within Top Echelon Network. On February 8, Top Echelon published the “Top 25 Recruiters in the History of Top Echelon,” and Kersey was included on that list. As of the publication date of that blog post, he was ranked #22 with a total of 109 placements. Less than 40 recruiters in the 28year history of Top Echelon Network have made 100 or more placements. Kersey has been a consistent producer throughout his tenure in the Network. “David Kersey is a consummate Network member,” said Top Echelon President Mark Demaree. “He believes in the value of split placements, he makes an effort to network with other recruiters, he provides an excellent trading partner
experience, and he’s been a proven businessman for years. We fully appreciate the commitment that David has made to the Network, and we also appreciate his high standard of professionalism. It’s a pleasure to congratulate him on his many achievements, both in our network and also during his recruiting career.”
Kersey & Associates, Inc. is located in Brevard, North Carolina, and Kersey has been very active in the state during his professional career. He graduated with a Bachelor of Science Degree in Engineering from North Carolina State University before earning his Masters in Business Administration Degree from Harvard.
Kersey & Associates specializes in placing candidates in the financial and manufacturing areas, from entry-level programmers to the CIO suite. During his tenure in Top Echelon Network, he has made split placements with scores of other members.
In addition, Kersey is currently a member of the North Carolina Association of Staffing Professionals (NCASP), as well as a former member of the South Carolina Association of Personnel Services (SCAPS).
Kersey has enjoyed success in the Network for many reasons, but he has stood out from other recruiters because of his willingness to do the following things: • Attend networking events like conferences and conventions • Praise trading partners publicly for their help and assistance during deals • Continuously seek out new trading partners
Top Echelon Network, based in Canton, Ohio, is a split placement network consisting of 480 recruiting agencies throughout the United States and Canada. Top Echelon is also a proud sponsor of the 2016 NCASP Conference in Wrightsville Beach. For more information, visit www. topechelon.com.
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PROUD MEMBER OF NCASP.
ASSURANCESTAFFING.COM
Insuring over 500 staffing clients Mike Atieh | 847.463.7207 | matieh@assuranceagency.com Scott Ravanesi | 847.463.7166 | sravanesi@assuranceagency.com
NCASP.com
June 2016
19
Board Meetings NCASP BOD MEETINGS 10:00am teleconference unless otherwise specified • June 9, 2016 • July 14, 2016 • August 11, 2016 • September 8, 2016 • October 13, 2016 CALLING NEW BOARD MEMBERS! Anyone who has interest in serving on the Board of Directors, please contact Janee Hill, CPC, CTS 919.862.3996 JaneeHill@pathwayrp.com
Sincere Condolences and Loving Thoughts to Cheryl Neely who lost her husband Ron and to Michelle Coviello who lost her beloved Dad. 20 June 2016
NCASP.com
Legal Matters B y J i l l W h i t e , Wo m b l e C a r l y l e S a n d r i d g e & R i c e , L L P
EEOC Releases New Guidance on Retaliation Claims This article is reprinted with permission from the North Carolina Employment Law Letter, which is edited by Richard L. Rainey, an employment law attorney with Womble Carlyle in Charlotte. The article appears in the N.C. Employment Law Letter at http://bit.ly/1Ds3w8q. According to the Equal Employment Opportunity Commission (EEOC), in 2015, retaliation claims made up 45 percent of all private-sector charges filed with the agency. In recognition of the growth in the number of these claims and the fact that the EEOC hasn’t updated its guidance on retaliation since 1998, it released a proposed enforcement guidance on retaliation claims in January. What the Guidance Says The guidance sets out the standards for proving retaliation under the various civil rights laws, including Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act (ADEA), the Americans with Disabilities Act (ADA), the Rehabilitation Act, and the Equal Pay Act (EPA). To establish a claim of retaliation, the employee must show that: (1) She engaged in protected activity either by participating in equal
employment opportunity activity or by opposing discrimination; (2) The employer took an adverse action against her; and (3) There is a causal connection between the protected activity and the adverse action.
the adverse action, oral or written statements, comparative evidence, and any other “bits and pieces” from which an inference of retaliatory intent could be drawn. Best Practices
The guidance explains each of these elements and provides examples of conduct that is and isn’t retaliatory in the view of the EEOC. The guidance also makes clear that an employee need not prove an underlying discrimination claim to be successful on a retaliation claim. The EEOC states an “employer will prevail if it produces credible unrebutted evidence that the adverse action was based on a legitimate reason” (e.g., excessive absenteeism) and “the employee cannot show other evidence of retaliation.” On the other hand, the EEOC states that an employee can “discredit” the employer’s explanation and “demonstrate a causal connection between prior protected activity and the challenged adverse action” by presenting a “convincing mosaic” of “circumstantial evidence that would support” an inference of retaliatory animus. According to the EEOC, the “mosaic” may include the timing of
The EEOC provides in the guidance what it calls “best practices” for employers to prevent and address retaliation claims. These best practices include maintaining a written, plainlanguage retaliation policy that features a complaint procedure and reviewing all policies to make sure they don’t include language that might deter employees from reporting suspected discrimination or harassment. Other best practices include training on the policy for all, providing antiretaliation information and advice to everyone involved in an investigation of a discrimination complaint, and a proactive follow-up after a complaint is made to ensure any concerns about retaliation are addressed immediately. Finally, the EEOC recommends that HR or in-house legal counsel review proposed employment actions to make sure they are based on legitimate nondiscriminatory and nonretaliatory reasons.
Avoid Compliance Pitfalls
JILL WHITE Jill.White@wcsr.com | 336.574.8095
WCSR.COM WOMBLE CARLYLE SANDRIDGE & RICE, LLP
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Providing staffing companies with flexible and cost effective insurance solutions By taking the time to understand your company, we can provide you with a level of insurance protection designed to mitigate your particular risks. Wells Fargo Insurance Services USA, Inc. Scott L. Cox, CPCU, CIC Cassie Watkins, CPCU, 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.
22 June 2016 up with us today. Team
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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? 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 partnerships with other staffing firms who can share their experience? 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.
Outreach: NCASP focuses on outreach to professionals in North Carolina. This includes candidates, clients, potential employees, and legislators. NCASP wants to stay ahead of the curve and make sure we have the ability to influence where appropriate. To join NCASP, please contact Lauren Story at 828.624.9104 or lauren@cvstaffing.com or visit ncasp.com.
MAY 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! ($99 for Individuals, $149 for Corporations) Contact Lauren Story, CPC, CTS Director of Membership 828-522-1076, lauren@cv-staffing.com
JOIN NCASP
Now is the time to join North Carolina’s only association dedicated to the advancement of staffing and recruiting companies.
What does your NCASP Membership offer? • • • • • • • • • •
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
NCASP.com
Join Now: $199 Solo/Individual Membership $299 Corporate Membership Visit NCASP.com/join-now to get started.
For questions on Membership
Please contact Lauren Story, CPC, CTS Director of Membership 828-522-1076 lauren@cv-staffing.com
June 2016
23
Resume Tips R ep r o d u c e d w i t h p e r m i s s i o n f r o m M a r t i n We i t z m a n o f G i l b e r t G a z e t t e
Who Not to Ask for a Reference (and Why)
What's almost as important as your resume and cover letter, and much more likely to slip your mind during the job search process? A good list of references. (Note that these should be separate from your resume; no need to waste space on that old resume cliché, "References available upon request.")
again under any circumstances. Don't sandbag yourself. An additional note: how you ask matters, as well. Don't just ask if the person will give you a reference. Ask, "Do you think you know my work well enough to provide me with a reference?" or similar. That way, you'll get a sense of what you can expect this person to say.
Who Not to Ask for a Reference The challenge, of course, is whom to include on your reference list – and just as crucially, whom to leave out. The following folks should never, ever appear on your list: 1. ANYONE YOU HAVEN'T SPOKEN TO, AND SPECIFICALLY ASKED TO BE A REFERENCE. It should go without saying, but even if you're reasonably sure your former colleague or professor would give you a glowing recommendation, you should ask first, for several reasons. First of all, it's just polite. If you're like most people, you probably don't love being surprised with phone calls and emails, asking you for things you weren't expecting. Even if you yourself are a raving extrovert and can speak extemporaneously on any topic, recognize that your potential references might not be the same way. Regardless, you're asking for their time, and that's valuable. Do them the courtesy of giving them a chance to tell you if they can spare a few minutes right now to help you out. Second, your recommendation will be better, if the recommender knows more about the job for which you're interviewing. Giving a heads up – and a little background info – gives your connection time to think about which aspects of your skillset and experience are most important for this new role, and allows them a chance to prepare some thoughts to share with your interviewer. Third, there's a possibility that this person won't be allowed to give you a reference – or at least, a detailed enough recommendation to count. HR policies vary from company to company, but some employers are strict about how much information a manager, for example, is allowed to give about a former report. Don't assume that you know the policy ahead of time. Finally, there's always the chance that your assessment of the relationship is flat-out wrong. The worst time to find out that someone wouldn't recommend your work is after they've told a hiring manager that they wouldn't hire you
24 June 2016
2. PEOPLE WHO MIGHT SAY SOMETHING NEGATIVE ... OR EVEN LESS THAN POSITIVE. Obviously, you wouldn't intentionally ask someone to be a reference for you, if you thought they'd say something bad about your work. That's why it's important to check in and see if they feel comfortable providing a reference for you, ahead of time – hopefully, you'll get a sense as to what they might say. Keep in mind, however, that damnation by faint praise is also very possible during the reference process. The hiring managers will assume that anyone you ask to give you a recommendation is among your biggest fans. If they get a resounding "meh" as a response, they might think that this was the best you could do. Not good. 3. ANYONE WHO DOESN'T COMMUNICATE WELL. This might sound judgmental, but now's not the time to lean on your connections who mean well, but don't speak (or write) well. Remember that your network reflects on you, especially when they're praising your work. If they don't seem on top of things themselves, they won't be able to impress a hiring manager on your behalf. What good is a recommendation, if it comes from someone the employer wouldn't hire? 4. YOUR CURRENT BOSS, EXCEPT UNDER VERY SPECIFIC CIRCUMSTANCES. This is another potentially obvious one, but it's worth saying, anyway. Unless you're looking at a layoff, or your job is short-term – in short, unless your boss knows you're leaving, and is OK with it – don't ask him or her for a reference. 5. PEOPLE YOU DON'T RESPECT. Whenever you consider asking someone for a reference, ask yourself, "Would I provide a reference for this person, in return?" If you can't honestly and wholeheartedly say yes, move on to the next connection on your list. At best, it's unfair to ask for something you wouldn't reciprocate; at worst, it might be your gut instincts telling you that this colleague isn't in your corner. Either way, just say no. NCASP.com
Vendor Members Premier Member:
Associate Vendor Members:
Jeff Lyons at Liquid Capital Corp. Liquid Capital Business Funding 919.651.3500 jlyons@liquidcapitalcorp.com
MVP Managed Services Mike Stinson & Kelly Stinson Streamlining your Workers’ Comp and Payroll 502.939.6043 mstinson@mvpstaffing.com kstinson@mvpstaffing.com Melinda Parsons 502.417.4414 Mstinson@mvpstaffing.com
Dave Cormell at The Staffing Super Store A New Generation of Staffing Support 636.262.8124 dcormell@thestaffingsuperstore.com
George Mavrantzas Director of Special Projects 904-993-0469 gmavrantzas@globalcashcard.com www.globalcashcard.com
Derrick Killian at Synergy Your Workers’ Compensation Staffing Specialist 704.927.7028 dkillian@synergyinsurance.net
ATTENTION
Independent Recruiters
• Employer of record • Payroll funding • Back office services
The Independent Recruiter’s Resource for Temporary and Contract Placements® Sabina Smits at AGR Financial, LLC A Great Resource for the Staffing Industry 305.255.8181 ssmits@agrfinancial.com NCASP.com
TFI Resources / 1616 S. Voss, Suite 700 / Houston, TX 77057 / 800.701.4014 / 713.975.7576
www.TFIresources.com
June 2016
25
Vendor Feature
TIPS FOR EVALUATING YOUR STAFFING FIRM’S CUSTOMER SERVICE By Avionté Staffing Software
It’s a bit of a cliché that staffing firms always say that their service is what sets them apart. But honestly, that is what employers look for. They want to be able to pick up the phone or email a request for help and get a prompt, accurate response. They want a firm that gets it right the first time, won’t break the bank and requires a minimal amount of input and management to get the result they want. How do you know how your service stacks up? There is always room for improvement. Look at the Reviews Increasingly, people rely on online reviews to make decisions about goods and services. That means a few disgruntled customers can undo thousands of dollars in marketing and years of goodwill. It hardly seems fair, but that’s the reality of doing business in the current marketplace. So, what can you do about it? Respond to the reviewer and find out if there is anything you can do to make them happy. What you should not do is take down the review. Word will get out and you will lose the trust of your customers. Instead, work to turn things around. Monitor Social Media Like online review sites, people will use social media to share their dissatisfaction or praise your service. Take this opportunity to engage with your customers one-on-one. The best practice in this case may be to respond to happy customers online and take unhappy customers offline. For example, “I’m sorry that the temporary employee we sent to your office took your red stapler, I’m sending you an email right now to discuss further and googling “red staplers” so I can send you a new one promptly.” As with reviews, don’t take them down unless they are profane or threatening. Conduct a Survey Send out surveys for clients and candidates to fill out immediately after working with you. Ask the happy ones if you can use their input in testimonials and address any issues with the unhappy ones before they make their way to Glassdoor or Yelp. Sending a survey of your own gives you more control and helps you to identify patterns and take corrective action. If you have five responses stating the candidates you supplied had misrepresented their qualifications, there is clearly a gap in your screening process. About Avionté: At Avionté, we provide solutions for staffing firms that help you to operate more effectively and keep your operational costs down. Our comprehensive staffing software delivers integrated software systems that make it easier to drive growth, maximize profitability and streamline your administrative tasks, so that you can focus on your serving your customers. To learn more about the many benefits of Avionté staffing software, contact us today.
26 June 2016
NCASP.com
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 preemployment 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, Jeanne Achille, The Devon Group
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We are a North Carolina based company 336-812-9767 usfundinginc.com 2207 Eastchester Drive High Point, NC 27265
NCASP.com
June 2016
27
2016 NCASP BOARD OF DIRECTORS Janee Hill, CPC, CTS President 2016 Conference Co-Chair 919.862.3996 JaneeHill@pathwayrp.com
Rita Bottoms Communications Director 336.970.5206 rbottoms@theresource.com www.theresource.com
Jill White, Esq. Legal Advisor Non-Voting 336.574.8095 Jill.White@wcsr.com wcsr.com
Jason Perillo Treasurer 2016 Conference Co-Chair Director of Education 704.575.9444 jason@staffccs.com staffccs.com
Lauren Story, CPC, CTS Director of Membership 828.522.1076 lauren@cv-staffing.com cv-staffing.com
Sidney Minter, Esq. Director at Large, Non-Voting 704.778.4171 sminter@laborlawyers.com
Ashley Pohl Loftus Secretary Director of Regional Events 336.455.8817 apohl@aerotek.com
Holly Holbrook Director of Certification 336.288.9330 hholbrook@grahamjobs.com grahamjobs.com
Cassie Watkins, CPCU, CIC, ARM Director, Southern Region, Non-Voting 704.556.2569 cassie.watkins@wellsfargo. com wellsfargo.com Spruill Alexander Director at Large, Non-Voting 252.756.8300 salexander@towneinsurance. com clementins.com
Special Thanks!
Thank You Spruill Alexander, Towne Insurance for the donation of colorful NCASP Tee Shirts.
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28 June 2016
NCASP.com