Vol. 13, Num. 1, Jan/Feb 2013
In This Issue: Vendor Spotlight:
Madison Resource Funding
Stellar Lineup of Training Speakers
STAFFING NOW THE VOICE OF NC EMPLOYMENT PROFESSIONALS
From the President As I’ve taken on more of this role as President, I’ve tried to better understand the value of associations currently across the country. And the reality is that many have lost identity of who they are, what they stand for, and where they want to go. Many have quietly gone under, and the members they represented have found other avenues of support and value. For NCASP, and for associations to succeed we have to answer those questions now more frequently and with more clarity. The threat for us as an association is losing the engagement of our members, and not offering support and resources on a consistent basis. As a step in that direction, I am excited to announce that NCASP has joined an alliance with the NC Chamber of Commerce, meant to address the rising costs to businesses for SUTA and FUTA taxes. This opportunity was brought to us by one of our Members, and as a Board we responded overwhelmingly to support this effort. This is the first in what we hope to be a growing partnership with the NC Chamber. More information on the Alliance can be found within the Ezine, with an article by Jake Cashion, Executive Director. Also, we have begun to plan out our 2013 Education Webinar schedule for the year. We hope to be able to offer you valuable education opportunities by trainers and our vendor partners, which will help to ensure your business is successful in 2013. A special thanks to Jill Benson, for her webinar in December. If you are interested in presenting in 2013 or have a topic idea, please reach out to Anna Schuszler at email@example.com. As always we appreciate your support, and we accept the challenge to look at what more can we do to create value. Please feel free to reach out with any questions, feedback, or comments at firstname.lastname@example.org. Best of luck for 2013! Marc Cochran President, NCASP Education. Outreach.
Introducing Our 2013 Board of Directors See page 32
In this issue Page 2 . . . . . . . . President’s Message Page 3 . . Spotlight on Madison Funding Page 4-5 . . . . . . . . . 2013 Speakers Page 6 . . . . . . . . Essential StaffCARE Page 7 . . . . . Conference Registration Page 8 . . . . . . Owner/Manager Panel Page 9 . . . . . . . . . . . . . . . SUTA Page 11 . . . . . . . Leadership Spotlight Page 13 . . . . . . Clement Companies Page 14 . . . . 2013 Conference Agenda Page 15 . . . . . . Certification Training Page 16 . . . . . . National Recognition Page 17 . . . . . . . . . Vendor Corner Page 18 . . . . Legal Matters, Jill Benson
2 January/February 2013
Page 19 . . . . . . . . . Conference Tips Page 20 . . . . . . . . . Business Sense Page 21 . . . . . . . . . . . . Education Page 22 . . . . . . . . Global Cash Card Page 23 . . . . . Saving Private Insurance Page 24 Intellect Resources/Brighter Path Page 25 . . . . . . . Membership News Page 26 . . . . . . . . . . Newsworthy Page 27 . . . . . . . . . . Setting Goals Page 28 . . . . . . . Marketing Strategies Page 29 . . . . . How to be Remarkable Page 30 . . . . . . TalentWise Honored Page 31 . . . 2013 NCASP Sponsorships Page 32 . . . . . . . Board of Directors
Volume 13, Number 1 January/February 2013 Publishing Information PO Box 1810 Hickory, NC 28603 NCASP.com Wendy Ward, CPC Co-Director of Finance (CONF CHAIR) Phone: 828.302.4042 Email: email@example.com Editor in Chief | Rita Bottoms RBottoms@temporaryresources.com Vendor Partner Relations | Mary Mallett firstname.lastname@example.org Graphic Designer | Stacey Chacon email@example.com Contributing Writers: Jill Benson Rita Bottoms Frank Burtnett Catherine Cantieri Marc Cochran Tiffany Crenshaw Jillian Dodson J. Marshall Dye Lew Ebert Cecilia Kelly James Kemper Mary Mallett Joseph Purcell Tom Sarach Anna Schuszler Melody Serafin Becky Tyndall Kyle Wiens April Yost Published by
President | Marc Cochran firstname.lastname@example.org Staffing Now is published six times per year. For subscription inquiries, click here. Archived issues are available online at ncasp.com. Copyright 2013. All rights reserved. NCASP.com
Spotlight on Vendor
ClIMB WIth CoNFIDeNCe â€œI have always dreamed of climbing Mt. Kilimanjaro and the Madison team gave me the peace of mind and support I needed to make that dream a reality.â€?
With 100 % funding, no hidden fees, and rock solid support from Madison, there is nothing standing in the way of your business reaching the top.
8 0 0 -5 0 8-F U N D ( 3 8 6 3 ) o r v i si t u s a t B a c k U pYo u r C l i m b . c om January/February 2013 3
GET READY TO 2013
APRIL 25-27, 2013
Joanie Ruge Job market, careers, and workplace trends Tim Moore Strategic counsel, marketing guidance for social networking Karen Russo Communications and human relations are essential Jonathan Katz Hiring Trends and Utilizing Social Media Jill Benson Experienced labor and employment litigator
WRIGHTSVILLE BEACH, NC HOLIDAY INN RESORT (910-256-2231)
Keynote Speaker Joanie Ruge will be our Keynote Speaker on Friday morning at 8:30am and then will be conducting a Breakout training on Friday afternoon at 1:45. Joanie Ruge is an employment industry expert with 20 years of experience leading sales and operations for some of the top companies in the employment industry, including executive roles with two of the largest employment firms in the world. As an employment industry expert, Joanie is often called upon to discuss the job market, careers, and workplace trends and speak to the talent supply and demand cycles that impact U.S. employers. She discusses where the jobs are at now and in the future as well as the challenges the US faces with unemployment and job creation.
Joanie also consults with companies on employment issues such as recruiting, training, retention, employee morale and development. She works with individuals on the importance of building brands and a strong professional online reputation and network.
Tim Moore will be presenting a general training session on Friday morning at 10:30 am and will conduct a afternoon Breakout training 3:45pm. Tim Moore is the co-founder and CEO at CrushIQ and he provides strategic counsel, marketing guidance, and digital relationship best practices to several of CrushIQâ€™s top global accounts as well as maintaining CrushIQâ€™s strong partner relationships with the likes of Google and Facebook. Previously, Tim was with The New York Times Company in a digital business solutions leadership role, and prior to that was the founder of numerous technology startups.
4 January/February 2013
Karen Russo will be on the Owner/Manager Panel on Thursday and presenting two Breakouts at 1:45 and 3:45pm on Friday afternoon. Karen recognizes that the accelerating pace of communications and human relations makes it essential to have professionals in place who can respond nimbly. She established KRA as a boutique company that can move and adapt quickly to clients’ needs.
Russo’s extensive experience includes search and placement as a recruiter and as a consultant. Having served most major industries, Russo excels at assessing the variables affecting human resources alignment and compensation. She understands the unique business culture of each company, as well as the organizational structure and processes. These qualities allow Russo to work closely with clients and prioritize the qualities that make for “only the best fit.” Russo’s memberships include the Society for Human Resources Management, HR New York, Women’s Presidents Organization, the Public Relations Society of America, and the highly selective Pinnacle Society.
Jonathan Katz will be speaking at our Friday, April 26 Awards Luncheon. Jonathan is a Sales Director in CareerBuilder’s Staffing and Recruiting Group. He leads a team of Senior Account Executives and Sales Managers in providing effective recruiting solutions to small-to-mid size staffing and recruiting firms throughout the United States. Under Katz’s leadership, his teams have grown by focusing on understanding customer needs and providing innovative and forward-looking solutions.
Katz joined CareerBuilder as a Major Account Executive in 2006 and was quickly promoted to a Sales leader and then Sales Director within the Staffing and Recruiting Group. He is a graduate of Syracuse University and worked within the staffing industry, first as an IT recruiter and then at Yahoo! HotJobs.
Jill Benson will be our 9:00 am Legal Breakfast Speaker on Saturday, April 27. Jill is an experienced labor and employment litigator who represents employers in a wide range of labor and employment matters, including wage and hour claims; leave of absence issues; discrimination; trade secrets and employee non-compete cases, and whistleblower retaliation claims. Jill represents employers at both the trial level and appellate level before federal and state courts. She also represents clients in proceedings before federal and state administrative agencies, including the EEOC and the DOL. Jill will be our 2013 Saturday morning breakfast speaker.
January/February 2013 5
6 January/February 2013
GET READY TO
SOAR! Annual Training Conference APRIL 25-27, 2013 HOLIDAY INN RESORT | WRIGHTSVILLE BEACH, NC
Mark Your Calendars Now! 2013 NCASP Training Conference will be at the Holiday Inn Resort (910-256-2231) at Wrightsville Beach on April 25-26-27. Conference Registration is only $349.
Don’t miss out
• Certification • Great Food • Expert Panel • Volleyball • Networking • Auctions • Entertainment
To register, contact Wendy Ward, CTS, Conference Chair at 828-302-4042 and email@example.com NCASP.com
January/February 2013 7
2013 Owner & Manager Panel Speakers
Moderated by Jonathan Weiner, CPC
John Sacerdote President of NAPS In 1978, after teaching school for five years, John Sacerdote walked into Dunhill of Greater Hartford in the hopes of finding a job. After a three-hour interview, he had found a job…there, as a recruiter! And so began a 36-year career in the recruiting and staffing industry. Currently, John is the President of the National Association of Personnel Services, the oldest staffing/ recruiting association in the country. John is also a consultant to the industry. John’s extensive experience in the industry, as well as his exposure with NAPS, has allowed him to find and develop alliances to the benefit of both the membership and the vendors that provide services to these members…a “win-win-win relationship maker!”
Bob Livonias Chairman of ASA Bob Livonias is president of AMN Strategic Workforce Solutions, one of the nation’s largest health care staffing and work force solutions companies. He was chief executive officer of Medfinders prior to its acquisition by AMN in 2010. Livonias has 20 years of staffing industry experience, including serving as chief operating officer of Spherion and made more than 40 acquisitions. He began his career with IBM Corp. and later worked for Verizon as vice president of sales and operations. He is also chairman of the ASA health care section policy council, and serves on the member education and certification committee.
Craig Stone CEO of HireNetworks Craig focuses his attention on the day-to-day management of both HireNetworks and Campbell & James Executive Search. The sister companies complement each other by offering executive and strategic hiring services including on-site and on demand staffing/recruiting to emerging and high-growth companies. Craig has built a team of seasoned recruiters and specialists to provide career opportunities for individuals in the skill areas of IT, Life Sciences, Sales, Marketing and Finance. Craig has modeled HireNetworks after the emerging growth companies that make up its high end client list. He has built the firm into a 2012 Inc. 5000 (#986) winner and three years as a Business Journal Best Places to Work in RTP.
Avoid Compliance Pitfalls
WOMBLE CARLYLE SANDRIDGE & RICE, LLP
Jill Benson (336) 574-8095 firstname.lastname@example.org Womble Carlyle attorney Jill Benson has been a regular speaker at the NCASP Annual Training
in recent years, speaking on aPanel. variety of employment law compliance topics. This year, We also welcome, Karen Russo, CEO of KRA, to ourConference Owner/Manager Jill will discuss recent changes in employment law that will affect NCASP members. See page 5 for her biography and experience.
8 January/February 2013
Jill Benson is an experienced labor and employment litigator who represents employers in a wide
range of labor and employment issues, including wage and hour claims, leave of absence issues, NCASP.com anti-discrimination disputes, trade secrets and employee non-compete cases, and whistleblower
SUTA By Lew Eber t, President and CEO,
North Carolina Chamber
Time for reemployment insurance
Opinion Piece Submission from the North Carolina Chamber re: Unemployment Insurance Debt Crisis By Lew Ebert, President and CEO, email@example.com , North Carolina Chamber, Raleigh, NC
The federal-state Unemployment Insurance (UI) system was established in 1935 as a safeguard for individuals against distress for a short period of time after they become unemployed. Today, North Carolina’s UI system is facing a $2.4 billion debt crisis and is failing those who have lost their job at no fault of their own. This has been categorized as North Carolina’s own fiscal cliff. The North Carolina Chamber could not agree more. The state’s UI system is broke and broken and this is the single biggest storm cloud hovering over the state’s economy, which is why the NC Chamber has made this its top priority going into the 2013 legislative session. The business community recognizes the need for a comprehensive solution to return North Carolina’s UI Trust Fund to a position of solvency and strength for the future. When the Trust Fund was solvent in good economic times, there was a reduction in UI taxes while at the same time benefits were being expanded. The combination of these factors resulted in an unsustainable system that was ultimately not prepared for the severity of the recession. Neither the tax rates nor the benefit structure singlehandedly led to the debt crisis and, similarly, fixing just one of these factors is not a viable solution to creating a solvent and effective UI system for the future. In order to fix this problem, everyone will have to share in the pain. The responsibility to repay this debt falls squarely on North Carolina employers, as they are the only taxpayers paying into the fund. Employees do not pay UI taxes. Under current federal guidelines, and given the state’s outstanding loan balance, North Carolina employers will repay approximately $2.4 billion in principal and more than $500 million in interest from 2011 to 2019 to extinguish the state’s loan. On November 10, North Carolina missed another deadline to repay the federal UI loan, which leads to additional tax increases on businesses. As was the case in 2011, employers will face an additional Federal Unemployment Tax Act (FUTA) tax of .3 percent. This
translates into a tax increase on every job from $63 to $84 per employee, and will continue to rise annually until the debt is paid. Making North Carolina jobs cost more, especially at a time our unemployment rate is higher than the national average, is certainly not an ideal solution for this serious problem. While tax adjustments are an appropriate part of a comprehensive solution, it would be irresponsible not to address the problem as a whole, which includes ensuring that employer investments into the fund are managed efficiently and inserting accountability measures into the system. A lack of fiduciary responsibility and effective leadership in the past helped add to the debt significantly. The business community recognizes that the state’s UI system faces significant issues in addition to the $2.4 billion debt and has responded by calling for a balanced solution that addresses solvency, affordability, integrity and reemployment and workforce training. The most integral piece of the solution is that we must be able to shift the focus of the system from unemployment to reemployment. The system should improve alignment of workforce training and education programs through streamlined and increased use of technology among agencies. A robust worker retraining and placement program is essential to establishing and maintaining a stable UI trust fund. Ultimately, the North Carolina Chamber is advocating for balanced recommendations that address all parts of the UI system. Anything less than making the comprehensive reforms will only produce marginal results. The North Carolina Chamber is fully committed to working toward a comprehensive plan that solves our state’s UI crisis and protects the jobs we have, as well as our ability to create and attract more jobs in order to get North Carolinians back to work.
January/February 2013 9
Scroll down to page 29 “How To Be Remarkable” by Careerbuilder. 10 January/February 2013
Leadership Spotlight By Rita Bottoms
Anna Schuszler is Director of Marketing and Recruitment, Catawba Valley Staffing, Hickory NC. We caught up with her to learn more about what she does and how NCASP has been beneficial.
What are your primary job responsibilities? • Manage the Professional Recruiting and Direct Hire division of Catawba Valley Staffing • Perform Direct Sales for staffing and direct hire divisions • Create and Cultivate relationships with new and current clients • Provide Direction for the marketing of the business through social media, advertising, online presence, and networking. In which industries and functions do you specialize? Catawba Valley Staffing facilitates the employment of many different temporary and direct hire professions, including Industrial, Medical, Professional, and Technical. It is important for us to offer a full range of employment services for our clients. Which aspects of your job get you revved up? There are many parts of my job that excite me. From the marketing side, I enjoy seeing the results from new and creative marketing strategies I have helped implement. Nothing is better than the challenge of a direct hire placement; from building the relationship with client and candidate, to the arduous search and then the excitement of the offer. I call myself a Match Maker, and honestly love that description. It is an amazing feeling to introduce, cultivate, and join wonderful people with careers that excite them, and that they will love! What’s one of your favorite recruiting/staffing stories? (something funny or poignant or just plain interesting) My most recent placement, started three months ago. Yesterday, we were one week away from Christmas. Who, What, How, When….. were all words that clouded my mind during this search, on a daily basis. The best Christmas present for me this year, was being able to extend an offer to the perfect and most deserving candidate. Knowing what a difference it will make, and a relief it will be for him during this wonderful Holiday Season. … this is why I love what I do. We ALL have the opportunity to make such a huge difference in people’s lives.
Which aspects of your job would you outsource if you could? None, I thoroughly enjoy ever part of my job! Tell me about your professional life before joining your current company. I started with Catawba Valley Staffing, a family owned business, in 1999. In 2007, I left the staffing industry for a corporate sales position with a leading print and online marketing company. Even though I was very successful with this company, something was missing. My time in corporate America gave me invaluable training and experience, allowed me to hone my skills, but most importantly helped me to realize how much staffing was a part of who I am. Earlier this year, I decided to come “home” to staffing and more specifically Catawba Valley Staffing. I am so glad to be back! Has your NCASP membership benefited you thus far? If so, how? Through NCASP this year, I have been introduced to people that are experienced and so knowledgeable in the staffing industry. The members of NCASP are always open to help, listen, and offer assistance. Several months ago, a co-worker and I were both able take and pass the CPC and CTC certification classes offered through the NCASP immersion class! I look forward to developing and growing more professional relationships and taking advantage of all the benefits of being a member in 2013. Why did you join the NCASP BOD? I was excited to be asked, and then to be able to join the NCASP BOD this fall! I joined for many different reasons…to help in my professional growth within the staffing industry, to learn as much as possible about the staffing industry, to help other staffing and recruiting agencies in NC, and to do my part in making a difference. Anything else you’d like to add about your personal or professional life? I have a wonderful son, Braedon that is 12 years old and he keeps me busy with his social life and baseball practice! I also love music, and enjoy playing the piano and violin. On the weekend, you will find me on the baseball field with my son or any where outside (preferably the mountains!).
January/February 2013 11
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TalentWise Earns Top Provider Honors for 5th Consecutive Year. See page 29 for details.
12 January/February 2013
The Clement Companies By Becky Tyndall, The Clement Companies
Top 5 Priorities for Employer-Sponsored Health Plans in 2013 Heading into the 2013 year employers will need to consider their priorities for employer-sponsored health plans. Here’s a short list of what health plan sponsors need to keep top-of-mind going into the “new year”, published by Mercer Consulting.
Prepare for the health reform law’s 2014 requirements. 2013 requirements are few, but 2014 is the year employers should really be thinking about. In 2014, employers will be required to offer qualified health coverage to all employees working 30 or more hours per week – so in 2013 you will need to determine who those employees are and whether their health plans qualifies. You will also need to inform employees about the new state/federal exchanges. Evaluate the level of benefits provided. As employers are asked to cover more individuals, they are reconsidering the level of benefits they provide and how much they contribute to the cost. Providing employees with a low-cost plan (like a consumer-directed health plan) as the core benefit and giving them the option to pay more for richer coverage is one approach gaining momentum. Examine whether private health exchanges have a place in the health benefits strategy. While relatively few employers expect to drop their
medical plans entirely, some are considering private exchanges. Exchanges reduce the administrative burden for employers and can give members more flexibility in selecting insurance products to meet their needs. Ramp- up health management programs for long-term savings. Most employers have some type of wellness or health management program, but is it achieving all it can? Employers should consider offering employees incentives to participate—the pay-off is a healthier, higher-performing workforce. Social media’s networking capabilities offer new ways to build engagement. Rethink where and how care is delivered. Market innovations like telemedicine, surgical centers of excellence and medical homes are starting to transform the health care delivery system.
Providing Staffing Insurance Programs for over 15 years. Property Workers Compensation Health Insurance
General Liability Third Party Fidelity Mini Med Health Benefits
Professional Bonds Life, Disability, Dental & LTC
1-800-849-8013 Scott Cooper and Spruill Alexander provide the knowledge and service that will help your staffing company understand why you need certain coverage and how to purchase the coverage at the most competitive rate. Make the call; you will be glad you did. Spruill Alexander ext. 204 Scott Cooper
Scott Cooper ext. 226
Web Site: www.Clementins.com January/February 2013 13
GET READY TO
2013 APRIL 25-27
CONFERENCE AGENDA THURSDAY, APRIL 25 8:30 - 4:30 1:00 1:30
3:00 3:30 5:30
Certification Immersion Registration & Vendor Introduction Owner/Manager Panel - John Sacerdote, Bob Livonias, Karen Russo and Craig Stone - moderated by Jonathan Weiner, CPC Vendor Partner Break Owner/Manager Q & A Vendor Reception - sponsored by Essential StaffCARE
FRIDAY, APRIL 26
7:30 8:15 8:30 10:00 10:30 12:00 12:15 1:30 1:45 1:45 3:15 3:45 3:45 5:00 7:00
Registration/Coffee 2012 NCASP Welcome and Introductions Morning Keynote - Joanie Ruge Vendor Partner Break Morning Session I - Tim Moore Vendor Partner Break 2013 NCASP Awards Luncheon - sponsored by Careerbuilder Vendor Partner Break Afternoon Session IA - Joanie Ruge Afternoon Session IB - Karen Russo Vendor Partner Break Afternoon Session 2A - Tim Moore Afternoon Session 2B - Karen Russo 3rd Annual NCASP Beach Volleyball Tournament NCASP Beach Party - Seafood Buffet and Open Bar, Video Horse Racing, Silent Auction, and LIVE Auction - sponsored by TalentWise
SATURDAY, APRIL 27
14 January/February 2013
9:00 10:15 11:15
Jill Benson Legal Breakfast - sponsored by Womble Carlyle Turbo Table Topics - moderated by Mark Krajnik, CPC Wrap-up and Vendor Partner Contest Prize Drawing NCASP.com
Certification Training By Jillian Dodson, CPC, CTS, Greene Resources Greetings NCASP Members, The message below was written by Frank Burtnett, NAPS Education & Certification Consultant, to provide information about the upcoming Certification event at the annual spring NCASP conference. I highly encourage you to participate in this class if you have not yet earned your national recruiting certification. For those of you who have already taken this step in your career, you can participate in the training class to earn CEU credit. I look forward to seeing you at the NCASP spring conference! Please reach out to me if you have questions regarding certification. There is also contact information for you below for individuals at NAPS that can assist you with certification questions. Happy New Year! Jillian Dodson Director of Certification Jillian@greeneresources.com
NAPS Certification Immersion Class – Coming to North Carolina in April, 2013 The NAPS Certification Immersion Class (CIC) is the route that more than 1,000 Certified Personnel Consultants (CPCs) and Certified Temporary Staffing-Specialist (CTSs) have taken to achieve their staffing industry professional credential(s). With participants experiencing a 97% pass rate on their respective certification examinations, you and your professional colleagues may wish to participate in the CIC that will be held in conjunction with the North Carolina Association of Staffing Professionals (NCASP) state conference on April 25, 2013. Sponsored by the NCASP, the CIC will be held at the Holiday Inn – Wrightsville Beach at 1706 N. Lumina Avenue, Wrightsville Beach, NC beginning at 8:30am. The class, taught by Dr. Frank Burtnett, NAPS Certification and Education Consultant, will provide an opportunity for prospective CPCs and CTSs to:
• Review the “critical knowledge points” associated
with the laws governing the staffing industry contained in the newly revised CPC and CTS training manuals.
• Engage in Q&A with the instructor. • Learn “test taking” tips and strategies. • Take a paper and pencil version of the certification
examination at the end of the CIC and learn the results within 24 hours.
While not a substitute for applicant study of the respective legal manuals, the CIC has become a valuable training vehicle for reviewing the employment laws and their application in direct-hire and temporary staffing situations. Go to www.recruitinglife.com website and click on the education link. Then click on regional/state meetings to find the North Carolina CIC to be held on April 25, 2013. Direct questions about CIC registration and acquiring the CPC or CTS training manuals to Carolyn Boyer at fulfillment@ recruitinglife.com or 706/531-0060. For information about the structure of the CIC and certification in general, contact Frank Burtnett at email@example.com.
Dr. Frank Burtnett 2013 NCASP Annual Conference • Certification Trainer Dr. Frank Burtnett is Education Now’s principal consultant, author of many career and college publications and a popular speaker and presenter on life transition issues. Dr. Burtnett, NAPS Trainer, will lead the immersion training on April 25, 2013 at our Annual Conference with the certification exams to follow. Both the CPC and CTS exams will be offered. NCASP.com
January/February 2013 15
National Recognition by Dr. Frank Burtnett
Dimensions Professional Search Maintains NAPS Firm Accreditation Dimensions Professional Search is one of the original group of national staffing firms to earn the NAPS Accredited Firm (NAF) designation when that credential was created five years ago by the National Association of Personnel Services. This past fall Dimensions Professional Search’s commitment to staffing firm excellence was extended when their NAF credential was renewed. Operating in Greenville, NC since 1997, Dimensions Professional Search is led by Ed Belcher, CPC, CSP, who offered this comment on the renewal of his firm’s accreditation; “I believe that every good business has the obligation to treat its employees well and promote their personal excellence, to represent the profession and industry in a quality manner and to give back to the community it serves. I believe that NAPS accreditation recognizes those firms that do these things with the NAF credential, and we are honored to be one of a select number who have achieved this honor.” The NAPS National Accredited Firm designation (NAF), also known as the Robert P. Style Accredited Firm Program after the long-tenured NAPS legal counsel and employment law expert, sends a signal to candidates, clients and the general public that the firm is one committed to professional and ethical standards, free enterprise and community service. Achieving the NAF designation or firm accreditation credential indicates to clients and candidates alike that the
16 January/February 2013
firm honors the highest professional, ethical and business standards set by the industry, including the following:
• Commitment to Certification -
Half of qualifying professional employees must hold Certified Personnel Consultant (CPC) and/ or Certified Temporary StaffingSpecialist (CTS) certification. All Dimensions Professional Search full-time employees (7) have earned the CPC credential.
• Commitment to Education - Firms
must encourage continuing education for qualifying employees by supporting and reporting evidence of their participation in training, conferences and related learning experiences. Dimensions’ engages staff members in one hour of continuing education each week using a variety of learning formats and venues.
• Commitment to the Profession
- Firms must hold active membership in NAPS and in relevant regional, state and local staffing associations and adhere to the professional and ethical standards advanced by those organizations. One or more employees attend the annual NAPS, NCASP or other regional conferences to participate in professionally relevant activities and programs and educational experiences.
• Commitment to the Free
Enterprise System - Firms
must hold membership in organizations (e.g., Chamber of Commerce, National Federation of Independent Business, etc.) that support and advance the free enterprise system in the United States.
• Commitment to Community
Service - Firms must provide evidence that fifty percent of qualifying employees have performed volunteer and related community service. Dimensions’ staff members are active in community programs such as the Ronald McDonalds house, charity walk-a-thons, Boys & Girls Clubs and programs providing services to enlisted military personnel (i.e., Send to the Troops).
In a day when the consuming public is becoming increasingly conscious of the importance of professional, ethical and business standards, NAPS is pioneering efforts to set the bar high for the staffing industry. For additional information about the NAF program and to learn how your firm might work toward achieving this important credential, visit: http://www. recruitinglife.com/EduCert/naf.cfm __________________ This article was contributed by Dr. Frank Burtnett, President of Education Now in Springfield, Virginia and Rockport, Maine. Since 1995, he has served as the principal consultant to NAPS on certification, accreditation, credentialing and educational matters. Readers may contact him at: firstname.lastname@example.org.
Vendor Corner by Mar y Mallett, CPC, SearchPro
2013 Vendor Partners We are thrilled to welcome our 2013 Vendor Partners to NCASP! John Walters, Alan Gilbert and Jody Williams of Essential StaffCARE have confirmed their Platinum Key Sponsorship and will be hosting informational Webinars for our members in the upcoming months as well as hosting the Vendor Reception at the Beach on Thursday evening, April 25, 2013! Joe Doyle of TalentWise Solutions will be returning as a Silver Sponsor and co-hosting the Friday evening entertainment and seafood buffet. Jonathan Katz of Careerbuilder is also returning as a Silver Sponsor and will be hosting the Friday Awards Luncheon and speaking to us about Hiring Trends and Utilizing Social Media. Our Bronze Sponsors are Jill Benson of Womble, Carlyle, Sandridge and Rice and she will be presenting our Legal Breakfast on Saturday, April 27th at 9:00am. Also Spruill Alexander of The Clement Companies, Danny Ashraf and Blair Hogan of Monster, Bill Clark and Lennie Tierney of Madison
Thank You! Kudos to the loyal team at Essential StaffCARE for stepping up as our 2013 Platinum Key Sponsor!
Resource Funding, Jonathan Weiner of Mez Media, and Jim Shaki of RecruiterEco will be rounding out the Bronze sponsorships this year.
Welcome New PREMIER Vendor Member!
Also we are pleased to have Karen Connor and Tom Sarach of COATS Integrated Software, Diane Poljak and Kurt Murray of Assurance, Cecilia Kelly and Larry Gibney of US Funding, Sean Kelly of Alere, Cassie Watkins and Scott Cox of Wells Fargo, Rachel Templin of Boatsman, Mark Demaree of Top Echelon, and Brigitte Carr of CNP Technologies joining us as Standard Booth exhibitors.
Senn Dunn Insurance Sarah Doggett 3625 North Elm Street Greensboro, NC 27429 336-346-1375 email@example.com www. Senndunn.com
We work very hard to bring our members a variety of top quality products and services with our stellar list of exhibitors each year. We appreciate you taking the time to become familiar with what they offer and giving them a try based upon your company needs. Their contact info is listed in the Vendor Partner index (page 31) and on our website.
Welcome Associate Members Asurint Loree Barnard 1501 Euclid Avenue, Suite 900 Cleveland, OH 44115 407-797-0630 firstname.lastname@example.org www.asurint.com Snagajob Brian Neely 4851 Lake Brook Drive Glen Allen, VA 23060 804.433.2771 email@example.com www.snagajob.com/employer-solutions/ staffing Eminfo Pat Turner PO Box 4334 Chesterfield, MO 63006 314-560-2627 firstname.lastname@example.org www.eminfo.com Tricom Funding Shelly Wilkinson N48 W16866 Lisbon Road Menomonee Falls, WI 53051 262-509-6225 email@example.com www.tricom.com
January/February 2013 17
Legal Matters By Jill Benson, Attor ney, Womble Carlyle Sandr idge & Rice, LLP
New Year Resolutions for North Carolina Staffing Firms (A Legal Perspective)
Like most of us, recruiting and staffing firms prioritize their New Year resolutions to ensure a prosperous and successful year. Here are a couple of legal compliance issues to keep in mind when considering your “resolutions” as you kick-off the New Year:
E-Verify As you are aware by now, North Carolina law requires some private employers to use the federal E-Verify program to verify the work authorization of all new hires. As of January 1, 2013, private businesses with more than 100 employees are required to enroll in the Internet-based E-Verify system. The E-Verify program is operated by the Department of Homeland Security in partnership with the Social Security Administration. It verifies a new hire’s work eligibility by comparing the employee’s I9 Form information with the Social Security Administration’s database. It is free, and it has been designed to be user-friendly for employers.
Jill is NCASP’s Legal Advisor
to notify applicants and employees of their legal rights. FCRA sets forth the procedural requirements that employers must adhere to when conducting background checks through Consumer Reporting Agencies. A Consumer Reporting Agency (“CRA”) is any third party that handles your background checks for new hires. While there are no substantive changes to the FCRA forms (which consist of the consent form for obtaining a background check, preadverse decision notification, and adverse action notification), the forms must be updated to reflect that the Consumer Financial Protection Bureau has taken over enforcement of FCRA (which was previously handled by the Federal Trade Commission).
Conclusion While a legal forecast for 2013 cannot be fully addressed in this article, we will touch upon some of the 2013 legal trends facing employers at the NCASP Annual Spring Conference (April 25-27, 2013). The new E-Verify and FCRA requirements went into effect on January 1, 2013. Accordingly, all North Carolina employers should be prepared to comply with these changes immediately. If you have any questions you should contact your employment counsel, or Jill Benson of Womble Carlyle at (336) 574-8095 or firstname.lastname@example.org.
The final phase of the NC E-Verify law goes into effect on July 1, 2013 and requires private business with more than 25 employees to enroll in the E-Verify system. North Carolina businesses should be aware of the E-Verify requirements including recordkeeping requirements for storing and retaining E-Verify results and the I9 Form.
Fair Credit Reporting Act (FCRA) Beginning January 1, 2013, businesses, including staffing firms, must begin using new FCRA forms
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Conference Tips By Cather ine Cantier i of COATS Staffing Software
Getting the Most Out of a Conference COATS Staffing Software will be at Staffing World 2012. Once you’ve put yourself in position to survive a conference, why not go further and get the most out of one? Our CEO, Tom Sarach Jr., says, “At each conference, I try to learn at least one great new idea, have one great conversation and help as many people as I can with my stories and experience.” Tom has a goal like that for each conference he attends. But having clear idea goals is just one way of maximizing the conference experience. Here are some other ways to get the most out of a conference:
Make a list. In addition to knowing what you want to
accomplish at the conference, make a list of any questions you want answered or any topics you’d like to hear discussed. This can help you choose sessions and workshops.
Make a new friend. If there’s someone who’s sure to be
note speaker), contact the conference organizers and ask if they could introduce you to the person. If that’s not possible, be sure to attend the networking session most conferences have on the first evening before sessions begin.
Make a plan. Don’t leave a session without writing down at least one action step you can take as a result of the information presented. This is another good reason to allow at least 15 minutes between sessions, so you’ll have time to make any final notes and write your action steps while the information is fresh in your mind.
Make a suggestion. Consider submitting an idea for a
panel suggestion, recommending a workshop topic or even volunteering to speak. If you’ve been in the business for many years, you’ve got a lot of expertise and insight that others can benefit from. Also, if there’s an issue or concern you have, it’s likely that other staffing firms may be experiencing the same thing and would appreciate a discussion of the topic.
at the conference that you’d like to meet (such as a key-
Annual Spring Conference APRIL 25-27, 2013
WRIGHTSVILLE BEACH, NC | HOLIDAY INN RESORT
To register, contact Wendy Ward, CTS, Conference Co-Chair, at 828-302-4042 or email@example.com Call the Holiday Inn Resort to lock in your room reservations: 910-256-2231 Scan the QR code or visit http://bit.ly/CTStxt for a free eBook on how texting can reach hundreds of candidates in minutes
January/February 2013 19
K y l e W i e n s i s C E O o f iFixit, S u b m i t t e d b y C a r o l A s h b y
I Won’t Hire People Who Use Poor Grammar. Here’s Why.
If you think an apostrophe was one of the 12 disciples of Jesus, you will never work for me. If you think a semicolon is a regular colon with an identity crisis, I will not hire you. If you scatter commas into a sentence with all the discrimination of a shotgun, you might make it to the foyer before we politely escort you from the building. Some might call my approach to grammar extreme, but I prefer Lynne Truss’s more cuddly phraseology: I am a grammar “stickler.” And, like Truss — author of Eats, Shoots & Leaves — I have a “zero tolerance approach” to grammar mistakes that make people look stupid. Now, Truss and I disagree on what it means to have “zero tolerance.” She thinks that people who mix up their itses “deserve to be struck by lightning, hacked up on the spot and buried in an unmarked grave,” while I just think they deserve to be passed over for a job — even if they are otherwise qualified for the position. Everyone who applies for a position at either of my companies takes a mandatory grammar test. Extenuating circumstances aside (dyslexia, English language learners, etc.), if job hopefuls can’t distinguish between “to” and “too,” their applications go into the bin. Grammar is relevant for all companies. Yes, language is constantly changing, but that doesn’t make grammar unimportant. Good grammar is credibility, especially on the internet.
20 January/February 2013
In blog posts, on Facebook statuses, in e-mails, and on company websites, your words are all you have. They are a projection of you in your physical absence. And, for better or worse, people judge you if you can’t tell the difference between their, there, and they’re. Good grammar makes good business sense — and not just when it comes to hiring writers. Writing isn’t in the official job description of most people in our office. Still, we give our grammar test to everybody, including our salespeople, our operations staff, and our programmers. On the face of it, my zero tolerance approach to grammar errors might seem a little unfair. After all, grammar has nothing to do with job performance, or creativity, or intelligence, right? Wrong. If it takes someone more than 20 years to notice how to properly use “it’s,” then that’s not a learning curve I’m comfortable with. So, even in this hyper-competitive market, I will pass on a great programmer who cannot write. Grammar signifies more than just a person’s ability to remember high school English. I’ve found that people who make fewer mistakes on a grammar test also make fewer mistakes when they are doing something completely unrelated to writing — like stocking shelves or labeling parts.
In the same vein, programmers who pay attention to how they construct written language also tend to pay a lot more attention to how they code. You see, at its core, code is prose. Programmers are more than just code monkeys; according to Stanford programming legend Donald Knuth they are “essayists who work with traditional aesthetic and literary forms.” The point: programming should be easily understood by real human beings — not just computers. And just like good writing and good grammar, when it comes to programming, the devil’s in the details. In fact, when it comes to my whole business, details are everything. I hire people who care about those details. Applicants who don’t think writing is important are likely to think lots of other (important) things also aren’t important. And I guarantee that even if other companies aren’t issuing grammar tests, they pay attention to sloppy mistakes on résumés. After all, sloppy is as sloppy does. That’s why I grammar test people who walk in the door looking for a job. Grammar is my litmus test. All applicants say they’re detail-oriented; I just make my employees prove it. Written By: Kyle Wiens for the Harvard Business Journal Kyle Wiens is CEO of iFixit, the largest online repair community, as well as founder of Dozuki, a software company dedicated to helping manufacturers publish documentation.
Education by Anna Schuszler
2013 Webinars Wells Fargo Insurance Services
Contact Anna for registration details: Anna Schuszler firstname.lastname@example.org 828-308-2160
Anna Schuszler is our new Director of Education.
Coming in 2013:
• February 27: 12 noon. Conference Speakers: Learn a bit more about our Conference speakers before your arrival at the Beach. Featuring: Joanie Ruge, Tim Moore, Karen Russo
• March 14: Jillian Dodson discuss the certification process for ASA and NAPS.
• • • • • •
March 19th: TalentWise, Joe Doyle on Drug Testing April 25-27: Annual Training Conference May TBA: Sarah Doggett of Senn Dunn June TBA: Career Builder- Jonathan Katz, Hiring Trends July TBA: Womble Carlyle- Jill Benson on Legal Issues August TBA: Monster- Danny Ashraf
Providing staffing companies with flexible and cost effective insurance solutions By taking the time to understand your company, we can provide you with a level of insurance protection designed to mitigate your particular risks. Wells Fargo Insurance Services USA, Inc. Scott L. Cox, CPCU, CIC Vice President 704-556-2594 email@example.com wellsfargo.com/wfis © 2011 Wells Fargo Insurance Services. All rights reserved.
Team up with us today. 010711ab-B_AD_NC-StaffingInd 3x4 bw.indd Wells Fargo Insurance Services USA, Inc. 704-553-6021
1/21/2011 4:33:34 PM
NCASP BOD meetings
10:00am teleconference unless otherwise specified • • • •
February 13, 2013 March 14, 2013 April 4, 2013 April 24: SPRING CONFERENCE (Wrightsville Beach)
• May 9, 2013 • June 13, 2013
• • • • •
July 11, 2013 August 8, 2013 September 12, 2013 October 10, 2013 November FALL RETREAT (Location TBD)
• December 12, 2013
Anyone who has interest in serving on the Board of Directors, please contact Marc Cochran at # 704-207-3819 or email: firstname.lastname@example.org
January/February 2013 21
Press Release By Joseph Purcell, President/CEO of Global Cash Card
Global Cash Card Paycard Solutions
Now Available with Kronos Workforce Management Solution Global Cash Card, the proven specialist in customized paycard solutions, announces that it now offers Kronos customers a seamless method of achieving 100% direct deposit and paycard participation. Kronos customers who leverage the Global Cash Card offering will reduce production and distribution of paper paychecks, resulting in cost savings and a positive impact on the environment. The Global Cash Card system is simple to implement and easy to use for employers and employees alike. Global Cash Card cardholders quickly recognize the safety, security, convenience and cost savings associated with the card. According to the American Payroll Association (APA), the direct cost of issuing a paper paycheck is between $2 and $4. This does not include potential additional costs, such as delivering paychecks, replacing lost or stolen checks, or mitigating check fraud. Global Cash Card helps clients eliminate these costs by providing a 100% paperless payroll solution through its instant issue, ATM, Visa, or MasterCard programs. Global Cash Card also offers customized solutions for per diem, travel and entertainment cards, as well as corporate gift cards, incentive and termination paycards. “For over ten years, we have successfully increased our clients’ direct deposit adoption, reduced their payroll cost, and improved their employee morale. We put the customer at the heart of everything we do,” said Global Cash Card President & CEO, Joseph F. Purcell. “As Global Cash Card continues to accelerate our momentum as the premier provider of custom paycard solutions, we value our business partnership with Kronos.”
About Global Cash Card Global Cash Card™ is the proven specialist in customized paycard solutions that are simple to implement and easy to use. The company is a wholly owned subsidiary of World Processing, Ltd, a leader in electronic financial transaction technology. Global Cash Card is a direct processor that offers Debit MasterCard cards and Visa Prepaid cards. The company develops and owns the proprietary software, which enables the products and services it offers. The platform provides payroll cards, travel, gift, FSA, HSA, and many other types of applications. Global Cash Card also offers branded and customized programs. Global Cash Card’s cutting edge technology continues to improve, offering more value and greater flexibility to meet the particular requirements of its customers. Visit us at www. globalcashcard.com. About Kronos Incorporated Kronos is the global leader in workforce management solutions that enable organizations to control labor costs, minimize compliance risk, and improve workforce productivity. Tens of thousands of organizations in 100 countries — including more than half of the Fortune 1000® — use Kronos time and attendance, scheduling, absence management, HR and payroll, hiring, and labor analytics applications. To learn how Kronos uniquely delivers complete automation and high-quality information in an easy-to-use solution, visit www.kronos.com.
“We are seeing growing demand from our customers for cash card options,” said John O’Brien, senior vice president of North American sales for Kronos. “We are pleased to work with Global Cash Card to offer this option to complement our workforce management solution.” The Global Cash Card program also delivers the strongest employee benefit platform in the paycard industry. Global Cash Card cardholders can take advantage of a variety of features including but not limited to: • Real time loading of payroll funds • The flexibility of having their pay on a Global Cash Card for online purchase or online bill pay • Online access to manage account and personal funds • Text message & Email alerts for loads, debit, and cardholder defined low balance reminders • Cardholder Mobile Web • Rewards Program that provides instant discount gratification • A Global Cash Card can be used anywhere in the world where Visa and MasterCard are accepted
22 January/February 2013
When you need a guaranteed hole-inone with your paycard program, we have the systems and service to make it easy. The best way to find out for yourself is to experience a demonstration. Once you do, you’ll understand just how easy the Global Cash Card paycard can be.
Global Cash Card™ MasterCard Prepaid Card is issued by First California Bank and First-Citizens Bank & Trust Company pursuant to a license from MasterCard International Incorportated. The Global Cash Card Visa® Payroll Prepaid Card is issued by First California Bank and Metabank pursuant to a license from Visa U.S.A. Inc.
Vendor Thoughts By J. Marshall Dye, Founder and Chief Marketer Essential StaffCARE
Saving Private Insurance
(Health Care Reform, Winston Churchill, and the Big Mac) After completing a week of Health Care update webinars, I had the weekend to reflect on the many questions, the mind numbing regulations, and the far-reaching tax burdens that will be placed on almost every business in America. I found myself thinking about the dramatic affect of the health care law. The current political landscape and how it relates to previous events in history. For some reason, I was drawn to reading quotes and stories about Winston Churchill, and thought it fitting to invoke some of his wisdom into the conversation. “The inherent vice of Capitalism is the unequal sharing of blessings, the inherent virtue of Socialism is the equal sharing of miseries”...Winston Churchill Let’s go back and review how we got to this place in history... Our newly elected political leaders told us, we were the only civilized nation without universal or socialized health care. Many references were made to European countries that were more “advanced” than Americans in this regard. Then I remembered a little dust-up called World War II, where a group of Socialists (with an edgy fashion sense) got a bit over confident and decided to take over the World. They destroyed,
and then occupied these same “advanced” countries. Countries that were eventually liberated by brave, young Americans and rebuilt by American tax dollars. Small countries with small populations, few heroes, and fewer taxpayers. Just look at their current financial troubles, our problems pale in comparison… Hardly countries we should model our society after. “Socialism is a philosophy of failure, the creed of ignorance, and the gospel of envy”...Winston Churchill But we were told we had to quickly enact Health Care Reform because there was an emergency situation of 30 to 40 million Americans without Health Care because Health Care was too expensive. So the process began... In a hurry. But before we get to the madness, lets slow down and ask ourselves a few questions...to help us think... and understand the situation. Click here to continue reading on Essential StaffCARE
Our Business is Helping yOu grOw yOur Business At Boatsman Gillmore Wagner, our business is very simple helping you to grow your business and to achieve your financial goals and dreams. We accomplish this through a unique service model tailored to your needs and a commitment to deliver tangible results that make a difference. For more information on how we might assist you in realizing your goals contact us at email@example.com or call 704.892.0745.
“We have worked with Boatsman for a few years and have always been impressed with their knowledge, resources, and expertise with staffing. They provide great service at a great price and always exceed our expectations.” -R. Michael Brannock, Jr. Workforce Carolina
January/February 2013 23
named as one of the Triad Business Journal’s Fast 50 GREENSBORO, NC, DECEMBER 12, 2012 – Intellect Resources®, offering innovative and comprehensive consulting, recruiting and hiring solutions within the Healthcare IT market, is pleased to announce Intellect Resources has been selected as one of Triad Business Journals Magazine’s Fast 50 for 2012, solidifying a placement of #9 on the list. The Fast 50 winners were selected and ranked based on a formula that counts revenue growth and profitability in the preceding three years (2009-2011). The numbers are crunched and analyzed by PricewaterhouseCoopers, a Fast 50 partner.
Tiffany Crenshaw President and CEO of Intellect Resources For more information visit www.intellectresources.com or www.irbigbreak.com.
Inclusion as one of The Triad Business Journal’s Fast 50 for 2012 adds to a growing list of industry awards Intellect Resources’ has received this year including Modern Healthcare Magazine’s Best Places to Work in Healthcare, HITconsultant.net naming Intellect Resources’ President and CEO Tiffany Crenshaw as one of the Top 12 Women to Know in Healthcare IT and the London Times recognizing Intellect Resources’ Big BreakTM as the solution to the Healthcare IT staffing shortage. This award and recognition comes on the heels of triple digit growth for the Greensboro, North Carolina based Healthcare IT consulting firm. To learn more about Intellect Resources, or to join our team, visit: www.intellectresources.com
2013 NCASP Charity Submitted By Apr il Yost
A Brighter Path Foundation NCASP’s 2013 Charity Recipient
A Brighter Path Foundation is a nonprofit supporting entity, funding innovative programs for people of all ages who are blind or visually impaired. With an emphasis on improving overall quality of life by developing personal independence, the Foundation supports activities and training that bolster confidence while increasing life and job skills. The Foundation also provides access to specialized vision products and adaptive technologies. Support for A Brighter Path Foundation has made it possible to: > Significantly increase the number of children participating in our Student Enrichment Experience (SEE) program— giving the experience of independence to blind and visually impaired kids.
24 January/February 2013
> Expand the Focus on Literacy program that provides at-home access to adaptive technologies to students for reading and learning. As a result, our students are excelling, corresponding with each other, and moving towards greater independence. > Fund a Mobile Low Vision Care program, offering specialty exams and low vision aids to persons in rural communities. This new endeavor allows us to provide outreach beyond the Forsyth County region and serve more people with vision loss.
Find out more at:
Membership News By James Kemper
Reflections on 2012 and expectations for 2013 As we close out 2012 we look with hope to the future that 2013 will bring. We have all endured a very unstable market for the past several years but everything points to 2013 being on a more stable upward swing. Granted we have heard that song played every year for the past 4 years but for once there may be some truth to it. We are seeing manufacturing continue its upward track, restoring initiatives going from being a nifty catch phrase to actual occurrences.
to our members and the industry as a whole. We are very thankful to our membership for their continued support and faith and we will not disappoint in 2013. NCASP activities will be even more prominent and noticeable for a positive effect to our collective efforts.
NCASP has also kept close to these activities and will only continue to expand our coverage, and support
Once again, Happy New Year to all our members and letâ€™s work to make 2013 the best year in NCASP history.
Please kept an eye on your in box for industry information and updates on what is happening in the industry and how it will affect your business.
2013 NCASP Membership $199 for Individuals $299 for Corporations Sign up now in order to take advantage of Membership benefits and discounts!
Substance abuse testing with more substance. From point of care screens to full lab confirmation testing, we offer a complete solution for all of your drug detection needs.
800.340.4029 | aleretoxicology.com NCASP.com
January/February 2013 25
Congratulations to Workforce Carolina! Workforce Carolina was recently recognized in the Fast 50 by the Triad We’re all searching for a better something. And it usually takes more than a simple keyword Business Journal, ranked number 4. It was also recognized as one of the to ﬁnd it. But with Monster’s new 6Sense search technology, you’ll ﬁnd what you’re searching faster. It’s what drives businesses our cutting-edge innovations PowerBusiness Resume Search. And unlike and 20 largest for woman-owned by thelike Triad Journal, keyword searching, 6Sense “thinks” like you do. Which means it analyzes resumes for both the ownermeaning (Teresa recognized earlier as alooking Woman in and Lewis) context, sowas it delivers results that more closely this matchyear what you’re for. Better results. For a better ﬁt. And a better future. Monster. Find better. Business by the Triad. ®
Visit ﬁndbetter.monster.com to learn more about
Teresa Lewis, owner of Workforce Carolina
Facebook Announcement As seen in:
On Wednesday, November 14th Facebook announced the launch of the new Social Jobs Partnership (SJP) application and Monster’s participation which involves having jobs from Monster. com and Military.com accessible through the SJP.
The Social Jobs Partnership application has partnered with five companies, including Monster, to channel jobs to its users through this app. This app provides another distribution channel for delivering Monster customer jobs to millions of Facebook users in the U.S. at no additional costs to our customers. The initiative extends the value of Monster’s core sourcing, people search and branding products onto another distribution channel on Facebook.
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Setting Goals By Cecilia Kelly, US Funding
NEW YEAR, NEW BUSINESS GOALS TO FACTOR OR NOT TO FACTOR??
Once again it’s the New Year. The New Year presents itself as a time to reflect what you have and have not yet accomplished in life and business. Most business owners spend January reflecting over the past year and thinking about future goals. As a business owner you may find yourself wanting to obtain larger clients, how to have access to more cash, and improve business efficiency Here are 10 great business goals to help grow your business. 1. Organize your office. A clear mind and desk is a great way to stay focused on your goals. Enter all those business cards into your database or have someone else do it for you. 2. Set up a customer relationship management system. Whether it’s a manual whiteboard or a webbased tool, this will help you become efficient in handling your sales funnel. Making it easier to follow up on leads, stay in touch and provide better customer service. 3. Make business planning part of your daily or weekly routine. Write your vision and make it plain. Schedule in time for writing, reviewing and adjusting your goals. As your vision changes throughout the year, making needed adjustments will help you achieve your goals faster. 4. Delegate more. Remember to be successful you need to surround yourself with people who share your vision. Write out the list of tasks you can delegate and try to find someone to do them. Remember you should be working on your business not in it. 5. Make marketing your business more consistent. Determine the most effective marketing strategies and add them to your routine business tasks. 6. Add social media to your marketing plan. Read up or talk with someone about the best way to add in social media. Proper planning at the start will help you save time and create an integrated content strategy that is more effective. 7. Clean up your website. Now’s the time to make all the edits, optimize your pages, add in that blog, and put all the latest social media widgets to your site. Best advice is to make up a wish list of what you want and get quotes. Sometimes it will be more efficient to redo the site into a content management system.
line. Become an expert in your field, be a master of your art. 9. Automate and build systems. Look at the tasks you do on a daily, weekly and monthly basis. Try to turn these into regular procedures that can either be streamlined, automated or delegated. Research new tools to make your work more efficient. 10. Learn something new. What do you want to learn more about to help your long term business goals? Want to learn how to improve your cash flow? Learn more about factoring? How to run your business without creating debt? Sign up for a course, webinar or buy a book. Make a list of clients you want to work with, and then make it happen. Do not feel that you cannot have the business you desire because of limitations. US Funding can help you reach your business goals by partnering with you. We offer accounts receivable financing and cash management solutions. We are flexible in our terms so we can customize a plan specifically for you so can achieve your financial objectives and business goals. As you reflect on 2012 and make plans for 2013, remember US Funding is for your staffing needs.
New Year...New Goals? US Funding has been funding staffing companies accounts receivable since 1999. We offer competitive rates and can tailor a plan to fit your business. As you set your goals for 2013 and beyond, Call US FUNDING help you reach them.
More Reasons to choose US Funding. No Application Fee No Monthly Minimums Unlimited Funding
Cecilia Kelly Tel: (336) 812-9767 Cell: (336) 382-3295 Ckelly@usfundinginc.com
8. Streamline your business. Take a critical look at the services you are offering and eliminate those that are draining your resources and not adding to the bottom NCASP.com
January/February 2013 27
Marketing Strategies By Tom Sarach, founder of COATS Staffing Software and president of Reliance Staffing & Recruiting
Low-Cost, High-Impact Marketing: Think Inbound At its core, marketing all about getting your customers in the same place as your company (what happens after that is the responsibility of sales). Most marketing, especially in fields such as staffing, is “push” marketing, meaning that marketers push the company’s messages out to potential customers. However, push marketing can have its downside. Going out to clients, whether by phone, email, direct mail or in-person sales, takes a lot of time. Plus, printing, postage and mileage costs can really add up. And you might wonder about all the companies out there that you don’t even know about, the companies that are just getting started, who could really use some contingent workers. What if there’s another way to reach potential clients? Or, rather, a way to make it easy for them to reach you? Enter the concept of inbound marketing: a way of making your company stand out among its peers and making it especially easy to find and connect with online. In business-school terms, this is “pull” marketing, because your prospects pull information about your company to them. With inbound marketing, you don’t push your messages on prospects and hope that they’ll pay attention, you earn their attention by producing content they find valuable. “Content” can be anything from blog posts that you write yourself to pages on your website describing the types of associates you provide to your presence on social media. As with any other form of marketing, inbound marketing requires meaningful messages that you know will resonate with your audience(s): what your company can do for them and the great benefits they’ll get from working with you. But because of the nature of the internet, where information is generally expected for free, you have to balance your marketing content with informative messages that show your expertise in staffing and related issues such as hiring, HR and employment law. So where do you put all this content? The place you want all your prospects to go: your website. The easiest way to do this is to add a blog to your existing site; ask your web designer how to do this, and consider asking the designer if you can look on while they add the component so you can learn more about your website and how it works.
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Once you’ve got the structure for a blog, it’s time to prepare some content for it. One of the best ways to develop content is to ask everyone in your company to list all the questions they’ve ever been asked by clients or prospects. Each unique question can be its own blog article; with a posting schedule of once or twice a week, you’ll likely have your first year of content topics from these questions alone. Who should write the content? Ideally, everyone in the company will contribute at least one article, even the folks who aren’t very comfortable with their writing. Your marketing or sales team can review the articles to make sure they’re consistent in message and style, and to add “calls to action” that spur readers to submit their contact information. While there are no up-front costs for inbound marketing, it’s not completely free. It can take a significant amount of time, especially if you have only a few bloggers. It also requires more careful planning than other marketing approaches because it must be ongoing and consistent. Few things are sadder than the blog with 3 posts, the most recent of which is years old. In fact, it’s wise for companies that are just getting started on inbound marketing to get into the pool one toe at a time. Start with sprucing up your existing website for search engine optimization (SEO), to make it easier for potential customers to find you. Then investigate social media, one channel at a time. Finally, when you’re ready to make a longterm commitment, it’s blog time. There are entire companies, websites, blogs, courses, conferences, etc. devoted to inbound marketing, so an online search for “inbound marketing” will produce a wealth of resources. You already approach inbound marketing as a consumer whenever you search for something you’re interested in; why not put that power to work for your company? Tom Sarach Jr. is the founder of COATS, a staffing industry technology provider, and president of Reliance Staffing & Recruiting, both based in Virginia Beach, VA. He has worked in the staffing industry for more than 20 years and can be reached at 757-490-1700 or by email at tsarach@coatssql. com.
how to be remarkable:
5 lessons from the 2012 opportunities in staffing study Results from the recent Opportunities in Staffing survey, by Inavero and CareerBuilder, found a gap in perceptions between what staffing firms say they are doing to serve their clients and candidates, and what clients and candidates actually say they experience from their staffing firms. For instance… 56 percent of staffing firms say they return client calls within two hours; however, only 25 percent of clients say they receive a response within two hours. • When it comes to responding to candidates, roughly 66 percent of staffing firms say they get back to job candidates within a day, but only 40 percent of candidates say they receive a response in that time frame •
The above statistics are just a snapshot of the findings that underscore the need for staffing firms to create – and adhere to – a process that meets the needs of clients, candidates and internal staff. Given today’s competitive environment, it is crucial that staffing firms differentiate themselves from the competition, and that means being nothing short of remarkable.
five steps to building a remarkable staffing firm experience 1. Keep it simple. While surveys are a great resource for information, it’s important to start small. No one’s going to take the time to answer a long, complicated 800-question survey. Keep it simple and keep it targeted: pick a handful of questions that are really valuable and start there. Useful information can be collected in just 15 questions or less. 2. Leverage the assets you already have. Chances are you already have a sizable database of job candidates, prospects and clients, so reach out to those contacts before reaching out externally. 3. Leverage social media to recruit. Go beyond learning how to do it yourself, and teach others in your firm how to do it. The survey found that 61 percent of staffing firms are using social media to find applicants, and 56 percent are using it to research candidates. Don’t just blast out positions and openings, either; that turns off your audience. You really need to learn how to engage your audience to get the most out of your social recruiting efforts. 4. Monitor the social media channels your clients and candidates are using. Another reason to utilize social media is to gain a pulse of what others are saying about their experience with you. It is common knowledge that dissatisfied customers are more likely to talk about their experience than satisfied customers; thanks to the power of social media, however, that negative experience can reach a lot more people. 5. Don’t play roulette with your brand. Create a process that creates that ‘wow’ experience. For clients, that means proving to them how your staffing firm is different and how it provides value. For candidates, this means keeping the lines of communication open. According to the survey, staffing firms that deliver bad news have a higher NPS than those that do not get back to candidates at all. For internal staff, feedback is key to employee satisfaction. Staffing firms that offered regular feedback have a higher NPS on average then staffing firms that don’t. Visit www.opportunitiesinstaffing.com to download the full 2012 survey results. ®Net Promoter, NPS, and Net Promoter Score are trademarks of Satmetrix systems, Inc., Bain & Company, and Fred Reichheld.
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News Release By Melody Serafino, TalentWise
TalentWise Earns Top Provider Honors for 5th Consecutive Year in HRO Today’s 2012 Customer Satisfaction Ratings Only Solutions Provider to Maintain Top 5 Placement for Five Consecutive Years Bothell, Wash. (November 29, 2012)—TalentWise, a leading Hiring Process Management (HPM) solutions provider, announced today that HRO Today magazine has recognized the company as a top five provider in their 2012 Baker’s Dozen Customer Satisfaction Ratings. TalentWise is the only HPM solutions provider to earn a top five ranking in both the “Overall” and “Quality of Service” categories for five consecutive years. HRO Today’s rankings are based on provider data and anonymous satisfaction survey data from the top providers’ customers around the country. Each customer respondent was asked about the services provided, including scope and scale of the services, and the quality of the services. “At TalentWise, we work very hard to maintain a culture of customer service and innovation,” said Todd Owens, President and COO, TalentWise. “We are honored to be recognized as an industry leader for the fifth year in a row, and look forward to continuing to provide innovative hiring solutions and best in class service.” Survey results include both large and small employers, with simple to very complex needs. The rankings are based on point assignments and weightings of questions – plus a predetermined algorithm that calculates the overall score based on breadth, scope and scale, and quality. Rankings and weightings are determined statistically, and all feedback is from customers. “TalentWise, a perennial top performer on the HRO Today Magazine Screening and Assessment Bakers Dozen Customer Satisfaction Survey, has shown again that it is leading the industry by leading in all three indices that we measure. TalentWise continues to demonstrate a culture of excellence in service and innovation,” added Elliot Clark, CEO and Publisher of HRO Today Magazine.
About TalentWise TalentWise is a technology company that’s transforming the way HR selects, screens, and onboards new hires. TalentWise has built a single, online platform that automates the hiring process endto-end, resulting in a highly efficient and seamless experience for HR, hiring managers, candidates and new hires. TalentWise has made Workforce Management Magazine’s “Hot List” for the last six years, and is the only provider ranked by HRO Today magazine in the Top 5 “Overall” and for “Quality of Service” for the last four years. For more information about TalentWise visit www. talentwise.com.
About SharedXpertise Media SharedXpertise Media is the leader in providing media, summits and forums that develop professional practices in the areas of corporate responsibility, human resources and financial management. Its media offerings include print and online publications; its summits are conferences and its forums offer association membership programs. SharedXpertise serves strategy-level corporate executives in the human resources, finance, compliance and sustainability professions in North America, Europe and Asia.
Media Contact: Melody Serafino 646-833-0206 firstname.lastname@example.org
THANK YOU TO OUR 2013 VENDOR PARTNERS
STAFFING & RECRUITING
This news comes on the heels of TalentWise’s announcement of TalentWise Hire™, a single online platform that automates the hiring process – selecting, screening and onboarding new hires - with compliance built-in, resulting in a highly efficient and great experience for HR, hiring managers, and new hires. For more information about TalentWise, visit www. talentwise.com.
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2013 NCASP Sponsorships Platinum Key Sponsor of Welcome Reception John Walters, Alan Gilbert & Jody Williams at Essential StaffCARE â€œEssentialStaffCARE is a national employee benefits firm specializing in the development of voluntary, payroll deducted insurance products specifically designed for Staffing Industry employees.â€? 864-527-0474 // JohnWalters@iagbenefits.com // email@example.com // firstname.lastname@example.org Silver & Awards Luncheon Speaker Silver & Entertainment Sponsor Natalia Vidmar at CareerBuilder Internet Career Site 773.527.2975 // email@example.com
Joseph Doyle at TalentWise Solutions Hiring Process Management & Compliance 919-359-2097 // firstname.lastname@example.org Bronze
Spruill Alexander at The Clement Companies Liability & Workers Comp Insurance 252-756-8300 x204 // email@example.com
Danny Ashraf & Blair Hogan at Monster.com Job Boards & Resume Posting 646-203-6452 // Danny.Ashraf@Monster.com 980-263-0844 // Blair.Hogan@Monster.com
Bill Clark at Madison Resource Funding Clear Sailing to a Secure Future 800-508-3863 // firstname.lastname@example.org
Jill Benson at Womble, Carlyle, Sandridge & Rice Attorney at Law/Employment Issues 336-574-8095 // 803-316-5791 // email@example.com
Jonathan Weiner at Mez Media Jim Shaki at RecuiterEco Digital Marketing Specialists | Web, Email & Video The Social Community for HR, Staffing & Recruiting Intel 704-875-2891 // firstname.lastname@example.org 828-329-4759 // email@example.com STANDARD BOOTH Tom Sarach and Karen Connor at COATS Sql. Fully Integrated Staffing Software 800-888-5894 // firstname.lastname@example.org 800-888-5894 // email@example.com
Diane Poljak & Kurt Murray at Assurance Independent Insurance Brokers 847.463.7298 // firstname.lastname@example.org 847-463-7154 // email@example.com
George Mavrantzas at Global Cash Card Paycards 904-993-0469 // firstname.lastname@example.org
Rachel Templin, CPA at Boatsman Gillmore Wagner Accounting 704-892-0745 // rtemplin@trustBGW.com
Sean Kelly at Alere Drug Testing Solutions 919-803-4648 // email@example.com
Cassie Watkins & Scott Cox at Wells Fargo Liability & Workers Comp Insurance 704-556-2569 // firstname.lastname@example.org 704-556-2594 // Scott.Cox@WellsFargo.com
Larry Gibney & Cecilia Kelly at US Funding, Inc. Payroll Funding and Factoring 336-812-9767 // email@example.com 336-812-9767 // firstname.lastname@example.org
Mark Demaree at Top Echelon Helping Recruiters Make More Placements 330-455-1433 // email@example.com Memberships
* Premier Member * Sarah Doggett at Senn Dunn Insurance 336-346-1375 // firstname.lastname@example.org
Associate Member: Pat Turner at EmInfo News features for recruiting and staffing 314-560-2627 // email@example.com
Associate Member: Brian Neely at Snag a Job 804.433.2771 // firstname.lastname@example.org
Associate Member: Loree Barnard at Asurint Background Checks 407-797-0630 // email@example.com
Associate Member: Shelly Wilkinson at Tricom Funding Payroll Funding & Processing 262-509-6225 // firstname.lastname@example.org NCASP.com
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NCASP 2013 BOARD OF DIRECTORS Marc Cochran, CSP President Phone: 678.662.6308 Email: email@example.com Web: target.com
Mary Mallett, CPC Vendor Partner Relations Phone: 704-241-2996 Email: mary@searchpro. com Web: searchpro.com
Jill Benson, Esq. Director of Legal Affairs Non-Voting Phone: (336) 574-8095 Email: JiBenson@wcsr.com
Jonathan Weiner, CPC Past President Phone: 704.756.8751 Email: jonathan@ncasp. com Web: 360dunamis.com
Rachel Modrak Co-Director - Vendors Phone: 919.465.0624 Email: rachel.modrak@ coworxstaffing.com Web: coworxstaffing.com
Cheryl Neely, CTS Director Phone: 704.975.1137 Email: firstname.lastname@example.org Web: carolinastaffingresources.com
Mark Krajnik, CPC Vice President Phone: 910-545-5111 Email: email@example.com
Rita Bottoms, CSP Dir. of Communications / Ezine Phone: 336.970.5206 Email: firstname.lastname@example.org Web: temporaryresources. com
John Ravelli, CPC Director Phone: 919.291.8320 Email: email@example.com Web: TTRecruiting.com
April Yost Secretary (CONF CHAIR) Phone: 336.768.1830 Email: firstname.lastname@example.org
Anna Schuszler Director of Education Phone: 828.624.9104 Email: Anna@cv-staffing. com Web: cvstaffinginc.com
Anna Hudson, CPC, CSP Director Phone: 704.553.8120 Email: email@example.com Web: corestaff.com
Wendy Ward, CPC Co-Director of Finance (CONF CHAIR) Phone: 828.302.4042 Email: firstname.lastname@example.org Web: cvstaffinginc.com
Kara Bertoncino, CSP Director Phone: 919.818.3773 Email: email@example.com Web: quality-staffing.com
Mark Griffin, CSP Director Phone: 336.337.3327 Email: firstname.lastname@example.org Web: procurastaff.com
Mike Brannock Co-Director of Finance Phone: 336.789.8220 Email: mbrannock@ workforcecarolina.com Web: workforcecarolina. com
Jillian Dodson, CTS, CPC Director of Certification Phone: 919.606.2256 Email: email@example.com Web: greeneresources.com
Cassie Watkins, CPCU, CIC, ARM Director, Southern Region, Non-Voting Phone: 704.556.2569 Email: firstname.lastname@example.org Web: wellsfargo.com
James Kemper Dir, Membership Phone: 704.372.7640 Email: jms@whmeanor. com
Brandy Barrett Director Phone: 919.862.8602 Email: email@example.com Web: greeneresources.com
Spruill Alexander Director at Large, Non-Voting Phone: 252.756.8300 Email: firstname.lastname@example.org Web: clementins.com
Tiffany Crenshaw, CPC Director of Outreach, Triad Intellect Resources Phone: 336-790-8718 Email: tcrenshaw@ intellectresources.com
Michelle Coviello, CPC Director Phone: 919.280.1671 Email: michelle@ncasp. com Web: hirenetworks.com
Joe Doyle Director at Large, Non-Voting Phone: 919-359-2097 Email: email@example.com
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Published on Feb 7, 2013