Staffing Now, April 2014

Vol. 14, Num. 4 April 2014

www.ncasp.com

2014 Conference spots are filling up fast!

Reserve yours today!

NCASP Gives Back: Leukemia and Lymphoma Society page 5

Affordable Health Care page 19

FMLA Webinar page 26

From the President

STAFFING NOW THE VOICE OF NC EMPLOYMENT PROFESSIONALS

Dear Staffing and Recruiting Professionals of North Carolina,

Volume 14, Number 4 March/April 2014

You’re cordially invited to attend the state’s most recognizable staffing and recruiting training conference this May in beautiful Wrightsville Beach. We are once again so fortunate to offer our members the very best in training and networking over 3 days.

Publishing Information PO Box 1810 Hickory, NC 28603 NCASP.com

Kicking us off on Thursday is ASA Chairman and staffing company CEO Dan Campbell talking about the state of the industry for 2014 and into the future.

Rob Mosley is back by popular demand, offering advanced selling skills and recruiting-specific sessions on how to make more placements. We are also excited to introduce Amy Bingham to our staffing members. Amy will share with us how the world of work is changing and how you can keep up. Friday morning we are thrilled to have Laura Hamilton get us into high gear for a busy and productive day. Friday Luncheon will be Jonathan Katz speaking on new twists on traditional recruiting practices. Friday night is reserved for fun, and we are back with Video Horse Racing – like the excitement of the Kentucky Derby!

Wrapping us up is Jill White, who will continue her open dialogue on legal trends that are affecting staffing and recruiting companies during her breakfast session on Saturday morning.

As you can see, we have a jam-packed lineup, which promises to give you more than expected. So here is my open invitation to each and every reader, now is the time to reserve your spot. It’s cold now and as I write this many of us are thawing out from the biggest winter storm of the decade. I’m personally looking forward now to May at the beach, nice and warm – as it should be.

A big thank you to our amazing 2014 Conference Committee, Mary Mallett, Jonathan Weiner, Rita Bottoms, and Michelle Coviello. They have put in a tremendous amount of work.

See you at the beach!

Scroll down through this Ezine Best, to find a Super Marc Cochran, CSP, President 2013-2014 North Carolina Association of Staffing Professionals Beach Savings!

Wendy Ward, CPC Vice President wendy@cv-staffing.com Editor in Chief | Rita Bottoms rbottoms@theresource.com Vendor Relations | Mary Mallett, CPC mary@searchpro.com Graphic Designer | Stacey Chacon stacey@staceychacon.com Contributing Writers: Spruill Alexander Amy Bingham Rita Bottoms Marc Cochran Tiffany Crenshaw Mark Demaree Jillian Dodson Rick Ferretti Debbie Fledderjohan Mary Mallett Rob Mosley Dorothy Taylor Jonathan Weiner Jill White Published by

Education. Outreach.

In this issue Prez Message . . . . . . . . . . . . . . 2 Award Nominations . . . . . . . . . . 3 Essential StaffCARE . . . . . . . . . . . 4 NCASP Gives Back . . . . . . . . . . . 5 Vendor Spotlight . . . . . . . . . . . 6-7 Spring Speakers . . . . . . . . . . . 8-9 Amy Bingham . . . . . . . . . . . . . 10 Workers’ Comp . . . . . . . . . . . . 11 Leadership Spotlight . . . . . . . . . . 12 Membership . . . . . . . . . . . . . . 13 Legal Matters . . . . . . . . . . . . . 14 Contract Staffing . . . . . . . . . . . . 15 Rob Mosley . . . . . . . . . . . . 16-17 Mentuese . . . . . . . . . . . . . . . 18

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ACA . . . . . . . . . . . . . . . . . . 19 Top Echelon . . . . . . . . . . . . 20-21 Sponsors’ Corner . . . . . . . . . . . 22 Contact our Vendors . . . . . . . . . 23 Film Screening . . . . . . . . . . . . 24 Certification . . . . . . . . . . . . . . 25 FMLA Webinar . . . . . . . . . . . . 26 ASA Award . . . . . . . . . . . . . . 27 Top Echelon . . . . . . . . . . . 28-29 Careerbuilder . . . . . . . . . . . . . 30 Hire our Heroes . . . . . . . . . . . . 31 Marc joins Hire Dynamics . . . . . . . 32 Join NCSAP . . . . . . . . . . . . . . 33 Training Agenda . . . . . . . . . . . . 34

President | Marc Cochran marc@ncasp.com Staffing Now is published twelve times per year.

For subscription inquiries, click here.

Archived issues are available online at ncasp.com.

Copyright 2014. All rights reserved.

NCASP.com

GET RECOGNIZED! FASTEST GROWING RECRUITING/STAFFING FIRMS OF NC Do you meet the following criteria? Then please enter our Wells Fargo Fastest Growing Recruiting Staffing Firm Award Program. This Awards program honors the area’s most dynamic privately held recruiting and staffing companies.

• You are a privately held organization based in North Carolina • Your company has been in business for at least 3 full years, 2011 – 2013

• Your revenue was at least $500,000 by close of 2013 • You will have to provide year over year revenue growth percentages • All financials will be submitted and independently audited by Wells Fargo

All information is held in strict confidence by Wells Fargo. All correspondence regarding the nomination and verification of information is conducted exclusively by Wells Fargo.

Qualifying companies are ranked based upon a formula that takes into account dollar growth, percentage rate of growth and profitability over a three-year period.

To apply click here: https://www.surveymonkey.com/s/NCfastgrowingcomp

Please note the following dates: • April 1, 2014 Nominations/Applications Closed • May 1, 2014 Nominations will be notified of Status • May 15 - 17, 2014 Rankings announced/Award Ceremony during NCASP Annual Conference, Wrightsville Beach (Ceremony, Thursday Evening at 6:00 p.m.

NCASP.com

March/April 2014

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

Seamless Online Benefit Administration System

Alan Gilbert

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

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

4 March/April 2014

NCASP.com

NCASP Gives Back

This year, NCASP has chosen to support the Leukemia and Lymphoma Society (LLS) through our annual charity raffle event.

LLS is the world’s largest voluntary health organization dedicated to funding blood cancer research and providing education and patient services. Founded in 1949, LLS is relentless in pursuit of its mission: Cure leukemia, lymphoma, Hodgkin’s disease, and myeloma, and improve the quality of life of patients and their families. LLS has a long track record of success. Many LLS-funded advances are already helping patients with diseases beyond those for whom they were originally developed, including solid tumors and auto-immune diseases. To learn more about LLS, please visit www.LLS.org

You Can Give Back Too! We are starting to receive a variety of donations for our Silent & Live Auctions at our 2014 Spring Training Conference. As you may recall, we always offer a Silent Auction as well as a Live Electronics Auction as part of our Friday evening entertainment. A portion of our proceeds will go to the Leukemia & Lymphoma Society this year. Suggested items for our Silent Auctions are: Airline vouchers, hotel stay certificates, restaurant and spa gift cards, fine wine, designer jewelry and handbags, gift baskets etc. Our Live Auction will take place intermittently throughout our evening of video horseracing and dance music. Attendees have an option to bid on each item. We will offer trendy electronics such as Laptops, iPads, Apple TV’s, Beats Headphones, Kindles, Nooks, Best Buy and Amazon giftcards to name a few hot items. Your donation will go to a very worthy charity which is for the research and cure of blood cancers at the Leukemia & Lymphoma Society. Please call me with your donation so that we can begin advertising who is giving what in advance of our event. I will give you an address of where to ship your item.

If you wish to give a gift card, I can charge your credit card over the phone and purchase the gift card for you and your firm. We aim to make it easy for you to help NCASP give back!

Contact me at 704-241-2996 or mary@searchpro.com

NCASP.com

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March/April 2014

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Spotlight on Vendor: Silver Sponsor

COURAGE.. ..TO DO WHAT OTHERS WON’T THE INSURANCE SOURCE FOR THE STAFFING INDUSTRY

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

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NCASP.com

Vendor Spotlight

By Dorothy Taylor, President, CEO of World Wide Specialty Programs

World Wide: Your Partner in Protecting Your Business It takes more than just a knowledge of the industry to build a sound staffing insurance program; it takes a deep and broad understanding of how an industry works, what trends are emerging, and where problem areas lie. For nearly 50 years, World Wide Specialty Programs has been the innovative leading staffing insurance provider, and go to resource for insurance information. For World Wide, it’s a commitment to the staffing industry.

Part of that goal includes bringing you the best possible coverage available today. That’s why we’ve partnered with a leading international carrier to bring you what we believe is the most comprehensive portfolio of industryspecific coverage available. Plus we’ve added more options to help protect your business and profitability. Those products include our complementary Risk Engineering evaluations for workers compensation.

Since staffing is all we do, World Wide has taken that commitment to our industry further than most. As an ASA partner, we have made it our mission to educate and help protect our colleagues.

Our management team members sit on various ASA committees. Our experts are quoted in industry publications.

We are on the cutting edge, tracking developments and ensuring that the staffing industry understands how to address each change and what insurance products are needed to help protect them.

Industry Trends & Issues

That means we understand the tools you use and that they come with their own set of risks. As the industry grows, so does the importance of those tools and relationships We have studied the effects and identified key trends. Our information and claims data gives us deep insight into what’s happening, what’s going to happen, and what types of claims you might have based on your placements, state, and the companies and clients you work with.

The World Wide Advantage At World Wide we develop insurance products that address the needs of staffing firms. Likewise, we share what we know with you, our industry colleagues. To us, educating the industry and sharing our vast experience’s makes us all stronger. Our goal – to help you control losses and increase your competitive advantage.

NCASP.com

Another key part of what we do is to bring you information on what’s happening in the staffing industry. We bring you webinars, white papers and newsletters on issues that can impact the industry. We’ve identified several areas of concern that are resulting in losses to staffing firms. These are areas that we can help you identify, address, and mitigate. The following are some of the more urgent industry issues: Background checks. Background checks are very important in your temp selection and job-matching process.

Some firms don’t conduct background checks. Those that do often aren’t as thorough or as careful as they need to be. Even so, emerging changes in the law could impact a staffing firm’s loss exposure. New rules are making it tougher for staffing firms to screen and place employees. For example, EEOC rules do not allow staffing firms to discriminate against those with a criminal record. Even within the rules, there are gray areas and emerging issues that are still evolving. The full impact of these rules are not yet known, but we continue to track each development carefully. What questions can a staffing firm ask, and when is it okay to decline employment to those with criminal records? What are the laws regarding those with drug or alcohol problems? What happens if your applicant has lied about credentials or to conceal a problem?

OSHA. Generally, the focus of OSHA is on manufacturing facility and workplace safety guidelines. Where this affects the staffing firm – OSHA is now putting the onus on the staffing firm to ensure that the employees placed in companies are trained properly and are performing within OSHA guidelines. Partnering with the Department of Labor’s Wage and Hour Division, OSHA is focusing on protecting temporary staff employees, and clarifying staffing agency obligations to their temporary employees. Staffing firms that aren’t compliant could find themselves liable and face significant fines. Are your employees receiving training on the job? Are they following OSHA rules? Who trains the temporary employee in federal safety regulations?

EPLI. EPLI exposures can emerge from some surprising areas. Claims related to the temp employee, PEOs, ACA rules, sexual harassment and social media are exposures that staffing firms can’t always control. World Wide has an extensive library of EPLI claims information and statistics that can help you understand the exposure. What are your exposures?. How do these unique risks impact your business?

Click Here Continue reading online.

Dorothy Taylor, President, CEO of World Wide Specialty Programs Thirty plus years experience working at World Wide has earned Dorothy the ability to have a key role in the development and implementation of what has now become the most comprehensive program of insurance for the staffing industry.

Dorothy’s passion and commitment to the staffing industry is unwavering. She has witnessed first hand the changes and growth the industry has undergone and made sure, through her career, that World Wide’s coverage has met the challenges that the industry has faced. The Staffing Industry is World Wide’s sole focus.

As president, of World Wide, Dorothy continues to make sure that protection of staffing firms is her number one priority.

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See page 34 for the full Conference Agenda!

2014 NCASP CONFERENCE TRAINING SPEAKERS Rob Mosley:

Coaching Connection - Compensation - Client Call - Search Solutions - Thursday & Friday Sessions Rob Mosley will be our two day featured speaker for our 2014 Annual Conference Training and we could not be more excited about what he has to offer! Rob is the Sr. Director of Training and Development for Next Level Recruiting Training. Rob comes to Next Level from MRINetwork™ Corporate in Philadelphia, PA, where he served as the Chief Learning Officer, responsible for all training and sales development of 1,100 offices worldwide. He is a licensed facilitator for Stephen Covey’s The 7 Habits of Highly Effective People. Rob will present training on Performance Management, Standard Sales Skills, Self-Assessment and a three step coaching process for Owners/Managers.

Amy Bingham:

Control the Chaos, World of Work is Changing - Friday Afternoon Breakouts Bingham Consulting Professionals is an organization dedicated to helping the staffing industry optimize sales effectiveness. Managing Partner Amy Bingham brings 20 years of staffing industry sales leadership expertise to the firm with a concentration in strategic growth planning, strategy execution, performance coaching, training facilitation, and keynote speaking. One of seven elite performers among hundreds of staffing executives recognized by a national firm for achieving exceptional results over time, Amy attributes much of her success to her ability to produce results through others. It is this competency honed through years of industry experience that her consulting clients value most. BCP works with staffing organizations of all sizes and disciplines in both the for-profit and alternative staffing space.

Dan Campbell, CSP

The State of the Staffing Industry - Thursday Afternoon Staffing executive and chairman of the American Staffing Association, Dan Campbell, CSP will present his vision of the industry’s short and long term future. He will share his companies’ plans and strategies on various topics including the Affordable Care Act (ACA).

Dan Campbell, CSP is the 2014 chairman of the American Staffing Association and is chief executive officer of Hire Dynamics. Headquartered in Atlanta, Hire Dynamics provides commercial staffing services with eight offices and 16 on-sites, primarily in the Southeast.

Before joining Hire Dynamics, Campbell was chief executive officer of a Los Angeles-based staffing company. Previously, he was director of business planning for AHL Services and an investment banker for Price Waterhouse. Campbell is past president of the Georgia Staffing Association, an ASA affiliated chapter. This session qualifies for 1.0 continuing education hour toward ASA certification renewal.

NCASP.com 8 March/April 2014

NCASP.com March/April 2014 8

Jill White:

Legal Matters - Saturday Breakfast

See page 32 for the full Conference Agenda!

Jill White 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. Jill has been working with clients in the staffing and recruiting industry for several years and is well acquainted with the unique legal issues presented in this industry. Business North Carolina magazine recently named Jill White among North Carolina’s 2013 Legal Elite for labor & employment law – an annual listing of the state’s top lawyers. Jill practices law in Greensboro, North Carolina, at the law firm of Womble Carlyle. This workshop qualifies for 2.5 legal CE hours toward your CSP, TSC, or CSC credential through the American Staffing Association.

Jonathan Katz:

Back to Basics: New Twists on Traditional Recruiting Practices - Friday Noon Luncheon Jonathan Katz 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.

Laura Hamilton:

Wake up to Success - Friday Morning Keynote Laura Hamilton is President of her own speaking, training, and consulting business. Since 1984, Laura Hamilton Seminars, Inc has been conducting seminars, workshops, and keynotes in the area of communication skills and women’s issues. She numbers among her clients, Dell, Chevrolet, GMC Truck, The Home Depot and hundreds of community colleges and numerous non-profit organizations throughout the United States. A graduate of the UNC-G, Laura is an active member of the National Speakers Association and serves on the board of the Carolinas Speakers Association. She has received the coveted, CSP, Certified Speaking Professional designation, which has been awarded to fewer than 500 professional speakers in the United States.

NCASP.com 9 March/April 2014

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Speaker Message

By Amy Bingham, Bingham Consulting Professionals, LLC

Regaining Control over Pricing Staffing industry margins continue to decline because we’ve given the pricing power to the buyer. In my work with clients, I find that even local firms working with very small accounts are now divulging the mark-up when they price their business. How did we get here?

This “open the books” mentality originated years ago in large account selling with the advent of the onsite model. In our zeal to “partner” with a client, we thought it was safe to divulge our cost model during negotiations.

After all, we reasoned, we’re going to be living with this company and they’re giving us all the business. The problem is that we set a precedent that began to snowball, removing us from the position of power in pricing our business. Fast-forward a few years to the MSP and VMS days and the buyer now has all the power over our profitability. We have to stop the madness and take control of pricing discussions again, particularly now that our payroll costs are increasing with rising state unemployment insurance and the impact of the Affordable Care Act on the horizon.

The old adage “we teach people how to treat us” is relevant here. We can begin to gradually take back our pricing power by establishing expectations up front.

Here are some tips for aligning expectations with hiring managers from the start of the relationship so they don’t establish them for you:

• Bring up pricing first (yes, you’re reading that

correctly). Say “let me share with you how we work” and proceed to explain how the best talent can be sourced for them when you are not restricted by a specific pay and bill rate (positioning the discussion this way lets your customer know you have their best interests in mind…and that will be appreciated)

• Give the hiring manager a bill rate range. Formerly

a best practice in the staffing industry, this strategy has been largely abandoned as buyers asserted more control over what we could pay and what we could bill.

For contract positions, ask the buyer what he pays for the position on a full-time basis. Next, figure out what you’ll need to pay on the low and high end. Finally, calculate a mark-up that fits within your desired gross profit range. Quote that bill rate range and let your client know you’ll confirm the final rate when the order is filled.

• For direct hire positions, start with the top of your

fee range and justify it if necessary by saying “based on the requirements you’ve outlined for this hire, I expect to have to do a lot of up-front sourcing to find your ideal candidate.” If the client balks, lower your fee only if he is willing to agree to compromise on some requirements (perhaps “someone who meets 80% of the requirements but not 95-100%). Again, the old adage “you give, you get” applies here.

We must get back in the driver’s seat relative to pricing our business. After all, when we go in to the grocery store to buy a gallon of milk, we pay the price on the label. We don’t expect the manager to tell us what the milk cost and the margin he’s getting.

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Call Rita Bottoms today at 336.970.5206 and mention this Ezine! The first 25 responses to our Conference registration discount will receive a $100 savings on their entry fee of $349 and a bonus of 10 FREE 50/50 cash raffle tickets! We accept Credit Card payments over the phone!

NCASP.com

Workers’ Compensation

by S p r u i l l A l e x a n d e r, T h e C l e m e n t C o m p a n i e s

Common and Costly Mistakes: Workers’ Compensation Injuries Our company does not want to hire individuals who present workers’ compensation risks. Can we ask about prior workers’ compensation injuries during the interview process?

No. The Americans with Disabilities Act (ADA) prohibits private employers, state and local governments, employment agencies and labor unions from discriminating against qualified individuals with disabilities in job application procedures, hiring, firing, advancement, compensation, job training and other terms, conditions and privileges of employment.

Specifically, the ADA covers employers with 15 or more employees, including state and local governments.

It also applies to employment agencies and to labor organizations. An individual with a disability is a person who has a physical or mental impairment that substantially limits one or more major life activities, has a record of such impairment or is regarded as having such impairment.

are in similar positions are required to do the same.

You may then screen out individuals who are physically unable to perform the job’s essential functions provided there is not a reasonable accommodation that would allow them to do so.

If you discover after an offer of employment has been made that the individual does not have a disability and has made multiple workers’ compensation claims in the past, you can factor that information into your final hiring decision.

All personal health information gathered needs to be kept confidential and in compliance with HIPAA. Keep health information in a separate file from other personnel record.

This means that you cannot ask questions about accidents that caused injuries, prior workers’ compensation claims, or health insurance claims during the application or interview process.

You and any other interviewers should be trained to clearly describe the requirements of the job, and to focus on the applicant’s ability to meet them. Any candidate may be asked if he or she is able to perform all of the essential job assignments safely. Ask the candidate whether he or she can perform the functions of the job, with or without reasonable accommodation.

You may inquire as to the applicant’s ability to perform both essential and marginal job functions. However, avoid specifically asking whether reasonable accommodation is needed, or what type of accommodation would be required.

You may make medical history inquires and even require a medical examination after you offer an individual a job, provided that individuals who NCASP.com

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 March/April 2014

11

Leadership Spotlight

By Rita Bottoms, The Resource

Kara Bertoncino, CSP

Vice President Operations, Quality Staffing Specialists, Started on May 15, 1995 What are your primary job responsibilities? Everything, just kidding ;) – my main responsibilities include keeping the company on budget, vendor negotiations, policies and procedures, hiring staff, supervision of all recruiting/staffing employees, training, and of course stepping in to help recruit, staff and service clients.

In which industries and functions do you specialize? We specialize in Administrative, Healthcare, Federal Contracts, Skilled Trades/Light Industrial and dabble in IT and Engineering for certain clients Which aspects of your job get you revved up? All of it – I love how every day is different – I don’t know what I am walking into each morning, whether it is going to be all hands on deck because we received a huge ASAP order or a problem with payroll/timesheets….you just never know what is coming your way and that makes my job FUN! What’s one of your favorite recruiting/staffing stories?

That is hard – there have been so many good ones! One of my favorites that I use in training my new Staffing Coordinators is one from the start of my career in staffing. We are all used to the inevitable No Show No Call at some point in our careers – One morning I got a call from a client upset that one of my staff had not reported to work and they wanted to know what was going on, this employee had been there for several weeks and was at a significant pay/bill rate so the client was worried they had spent a lot of $$ for nothing. When I got the employees answering machine (this was before cell phones – showing my age) I almost left a blistering message about how not showing up was unprofessional etc. At the last minute I remembered my mom’s saying of “you get more flies with honey than with vinegar” and decided to try sweet instead so maybe, just maybe she would call and explain herself. Boy was I glad I left a nice message about being worried about her and please call – her sister contacted me a few hours later – my employee had a stroke the night before and was in the hospital unable to speak – needless to say – I ALWAYS leave nice messages, emails, texts til this day – of course – once I get people on the phone and hear their reasons, that can change.

Which aspects of your job would you outsource if you could? Right now –NONE! I am lucky enough to have an awesome team that I have been able to delegate some of my previous headaches to.

Tell me about your professional life before joining your current company. Well – I actually started at Quality Staffing the Monday after I graduated college - graduated Saturday

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morning, packed up all my stuff and drove to Cary, NC Saturday afternoon and started work on Monday morning at 8am.

However, I was lucky enough to work as a temporary all through college. I worked as an Apartment Leasing Consultant, Administrative Assistant for a Defense Contractor as well as a greeter for Macy’s and Santa’s Elf at the mall!

This was invaluable experience from the temporary employee side and I think that helped a lot with being able to “talk the talk” with employees and understand what being a temporary is like.

Why did you leave that industry for the recruiting/staffing business? I actually majored in Psychology and thought I would go on for my Masters until I realized I may not be cut out for counseling people day in and day out. That was when my mom brought up the idea to start Quality Staffing – so I actually finished my major classes and spent the last 2 years of college adding business courses so I would be prepared for staffing – of course a lot of staffing is counseling – just without the couch.

How did your pre-staffing/recruiting life help prepare you for your current career? My mom was the Corporate Director of Sales for a large regional firm in DC so I was around temporary staffing for many, many years. As a temporary myself I got to see what it was like to go to different assignments and work with all kinds of different people and environments. I think that gave me a perspective I would not have had otherwise.

Has your NCASP membership benefited you thus far? If so, how? My NCASP membership has benefited me in lots of ways. It has given me a great network of peers that I am able to contact for all kinds of information from vendors they use to trends they are seeing in their markets. I have established partners in areas of the State that I don’t have staff in that can help when a client has a satellite office need and have made some lifelong friends!

Why did you join the NCASP BOD? I needed to get more involved in our industry as I started taking on more and more duties and NCASP was the perfect avenue to do this. I have gained invaluable knowledge from the wealth of experience the other board members have been so gracious to share!

Anything else you’d like to add about your personal or professional life?Staffing and Recruiting is a tough industry and it is ever changing – I always say you either love it or hate it – I LOVE IT! NCASP.com

Membership B y R i c k Fe r r e t t i , A s c e n d o

Why join NCASP? Staffing firms are faced with challenging topics which leave us seeking professional advice from our colleagues. For example, one of our best clients has recently adopted a Master Service Provider (MSP) with a Vendor Management System (VMS). Should we expect more of our clients to do the same? While another staffing firm is challenged with meeting a tight deadline who like advice on executing the most successful hiring event. On the contrary, a local staffing firm in Wilmington is facing a challenge with a strong policy against discrimination and illegal harassment in the workplace.

So how do we leverage our local resources when adopting an MSP? Or provide a successful hiring event? Or even face the challenge of discrimination? Why face those challenges alone when your local competitors have teamed up in order to utilize our own resources amongst one another?

Education: NCASP is renewing our commitment by offering regular educational opportunities to our members. Our goal is to offer a minimum of 8 webinars annually, covering topics such as legal issues, sales training, and recruiting strategies. This is in addition to our outstanding Annual Conference each Spring, which continues to bring nationally

recognized speakers and trainers as well as opportunities for certification.

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

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

Dana Beaumont, First Staffing, 828-245-8787, dana@1firststaffing.com Darren Bradley at Bradley Personnel, 336-765-1488, info@bradleypersonnel.com Chris Smith at Peerpoint Solutions, 844-242-8466, contact@peerpointsolutions.com

Moving Money at the Speed of Life

Nicki Holleman at Matrix Resources, 919-653-1609, Nicki.Holleman@matrixres.com Continued participation from our members provides us the ability to offer such rich content which gives each and every one of us the necessary resources in order to service our clients! We thank you for your efforts and encourage each member to continue their ongoing efforts!

To join NCASP, please contact Rick Ferretti at 704.288.9687, rferretti@ascendoresources.com or visit ncasp.com.

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Buy your raffle tickets from Wendy Ward (828-3024042 or wendy@cv-staffing.com) and be eligible to win our 50/50 cash raffle. Winning Ticket will be drawn at 9:00pm on Friday, May 16th, need not be present to win!

The rapid! PayCard® Visa® Payroll Card is issued by The Bancorp Bank persuant to license from Visa U.S.A. Inc. and may be used everywhere Visa debit cards are accepted. The Bancorp Bank, Member FDIC.

NCASP.com

March/April 2014

13

Legal Matters

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

Update on the lawsuit pending before the North Carolina Supreme Court The Supreme Court of North Carolina was divided after hearing oral argument in the Gregory v. Pearson, et al., case.

Three justices voted to affirm the NC Court of Appeals decision and three justices voted to reverse the decision.

The split decision was a result of Justice Beasley’s obligation to recuse herself from participating in the decision, since she was previously involved in the decision at the NC Court of Appeals level. On March 7, 2014, the Supreme Court issued an opinion to that effect which means that the NC Court of Appeals’ decision is “left undisturbed and stands without precedential value.”

Gregory v. Pearson, et al., No. 116PA13.

The direct impact of the decision is that the estate for a temporary employee

(Travis Kidd) can pursue a wrongful death claim against a North Carolina staffing company’s client (Cleveland County).

The estate has already recovered workers’ compensation from the staffing company to the tune of between $60,000 and $80,000.

NCASP intervened by filing an amicus curiae brief with the Supreme Court.

Specifically, NCASP took the position that the staffing company’s workers compensation policy should have provided the sole remedy for the temporary workers’ injuries (death).

On appeal, the legal issue was whether there was an employment relationship between the temporary employee (Travis Kidd) and the client company

Jill is NCASP’s Legal Advisor

(Cleveland County). This required an analysis of the “special employer” or joint employer doctrine.

This case is significant to the extent it allows a temporary employee to obtain workers’ compensation benefits from his employer (the staffing company) and pursue damages from the assigned client company, by way of a civil lawsuit. Jill White will discuss the facts and circumstances surrounding this case at the upcoming NCASP Annual Conference on May 17, 2014.

In particular, we will take a close look at the contracts at issue in this lawsuit and provide insight on the recommended language for service agreements going forward.

Avoid Compliance Pitfalls

WOMBLE CARLYLE SANDRIDGE & RICE, LLP

14 March/April 2014

CA

DC

DE

GA

MD

NC

SC

VA

WCSR.COM

Jill Benson  (336) 574-8095  jibenson@wcsr.com

©2012

NCASP.com

Contract Staffing B y D e b b i e F l e d d e r j o h a n , To p E c h e l o n

How to Identify and Attract the Ideal Contract Candidate As contractors become a more integral part of the workforce and take on more critical tasks, companies are clamoring for the best contract candidates and are turning to recruiting and staffing firms to find them. But how do you identify those contractors and make sure they choose to work on YOUR contract assignments?

First, let’s take a look at what makes up the ideal contract candidate. To a large extent, it’s the same type of things that make up any great hire. Do they have the required experience? Do they have the needed skills? Do they have a good track record of getting results? Do they have a good attitude? But there are a number of other traits that are unique to great contract candidates: They love variety.

You don’t want candidates who need set routines or who desire comfort.

For career contractors, comfort equals boredom. They love working on new projects and with different companies and people. In fact, variety is one of the top reasons some workers prefer to work on contract assignments.

They thrive on challenge.

Companies bring contractors in to complete tough projects and meet tight deadlines. Some people would find that stressful. You want people who find it exciting.

They are impact players.

Nearly 80% of contract/independent workers surveyed for the MBO Partners “State of Independence in America” said they like to know they are making a difference. Companies who utilize contractors want to see fast results, so it is easy for contractors to see the impact of their work.

They are driven and focused.

Unlike direct hire employees who have an unspecified amount of time to make their mark, contractors normally have deadlines. Contractors are good at buckling down and getting it done, not getting distracted by the million of things that can pull ordinary workers off track.

They are continuous learners.

Career contractors have a zeal for learning and picking up new skills.

They see contract assignments as a way to broaden their horizons and

bolster their resumes with new skills and experience.

The problem is that these star contractors are in demand, especially in highly technical areas. In addition to offering them assignments that address the traits referenced above, we have found a few other things that are important to contractors when they are deciding which contract assignment to accept. For example, do you offer an attractive benefits package that includes ACA-compliant healthcare insurance? Do you offer dental, vision, and life insurance? Do you have a 401(k) program? Do you pay contractors on a weekly basis and offer direct deposit?

If you answered no to any of those questions, you may want to consider outsourcing the employment of your contractors to a contract staffing back-office that offers a full menu of contractor benefits.

Attracting the ideal contract candidates depends not only on your ability identify them but also in your ability to be the firm of choice.

Galen Hess National Tax Credit Contact Galen to learn how and why your company qualifies for numerous federal, state, and local business tax credits.

Michael Atieh of Assurance | Independent Insurance Brokers 847.463.7207 // matieh@assuranceagency.com

NCASP.com

336-233-7544 • 888-976-7749

March/April 2014

15

Speaker Message

By Rob Mosley, Next Level

Listen!...Did You Hear That?

Great Dialogue in our business is the cornerstone of our craft. And great dialogue has four distinct elements; Probing, Listening, Responding, and Alignment. These four elements are like the chambers of the heart; each section or chamber is a unique and critical part of the communication process with both clients and candidates. This article focuses on one of these critical skills; listening.

Listening is considered a soft skill, which is ironic considering that it is one of the hardest things you will ever do. If you don’t believe me, ask your significant other. Our purpose is to better understand active listening as a integral part of what is really behind the heart of great dialogue and why great communication drives great compensation.

If I were to invite you to a two-day listening seminar, most of you would opt for a slow, painful death. Let’s face it − the skill of listening does not always get good press. It’s not one of the more exciting aspects of our jobs. However, nothing is gained by probing and qualifying unless we have first learned how to listen effectively.

You see, the best sales people aren’t smooth talkers: they are smooth listeners. Think about it. How much can you learn from what you are saying? Not much. You already know it, so by speaking, you’re repeating yourself. But everything the client or candidate says is potentially valuable.

people who feel they are being heard are easier to deal with.

To listen actively is to first of all listen without deciding or judging about what you hear. Active listening is the Let listening be an end in itself. process of temporarily setting your Sometimes, simply hearing the client’s world aside and concentrating on the issue may not only enable you to find a other person’s message and meaning. solution, it may be the solution!

Evaluations, decisions and reactions can come later. Following are some How often do you let the other person essential listening guidelines. completely finish a thought? If you respond in mid-paragraph, you’ve lost Listen without deciding. Be like a valuable information the other side polltaker asking questions impartially was sharing with you. You will never simply to get the information. know what you didn’t hear. When was Neither agree nor disagree. Show the last time you had nothing to add understanding by nodding or saying, to what someone else said? Do you “I see” or “I get it.” A response of, really want to know if you are a good “I know just how you feel” may seem listener or a chronic interrupter? Don’t empathetic but may also elicit an ask the people you work with; ask angry, “How could you possible know your spouse or significant other. Ask how I feel?” your kids − and don’t interrupt when they answer you. In the very next Use a neutral tone of voice. Not conversation you have, make a deal monotone or robotic, but casual, light, with yourself not to interrupt at all. free from heavy emotional baggage.

You will be amazed at two things: The same tone of voice you would use to ask, “Is it raining?” You are not • How hard it is, and . . . judging the rain; you just want to know • How much you will learn. whether an umbrella is called for.

In his book, The Seven Habits of Highly Effective People, author Stephen Covey counted active listening as Habit #5: “Seek first to understand, then to be understood.”

Experience has shown that understanding is at the foundation of all effective decisions, all winning strategic plans, and all productive collaborations. Yet significant evidence shows that many of us do not really understand what is going on around The good news is that we can train us because we do not possess active ourselves to be good listeners. (Just listening skills. Have you ever found ask any mother if she can discern her yourself in a situation where you are baby’s cry from others in a crowded listening to your spouse or colleagues nursery.) You can learn to tune in the important and tune out the extraneous. relate something that is extremely Think of how it feels when someone’s important to them? While they are speaking, something comes to mind not listening to you. You feel ignored, and you cannot wait for them to finish unimportant. Instead of liking the so you can tell your story. This is the other person, you think he or she is point where you can still hear them, rude or self-interested. Conversely, but you are no longer listening.

16 March/April 2014

Avoid listening autobiographically.

“Something just like that happened to me” ends the listening and sends the message that you want to tell your story instead.

Reframe to show understanding and to clarify. “So what you’re saying is . . .” “I think I just heard you say . . .is that right?” See the Active Listening Reference Card for detailed summaries of various techniques that you can use.

Go through the doors that they open. The listener actually guides the conversation by choosing the next subject to ask about.

continued on page 13

NCASP.com

...continued For example, let’s say you are listening to a co-worker who has the following complaint: “Rob is always late with completing reference checks on candidates that I need at the end of our client interview process. He says it is because people in the office are constantly interrupting him.” − Door 1: Rob. It sounds as though there might be an inefficient pattern here. What do you think could be done to help Rob? − Door 2: The client interview process.

Why is it that Rob is having to wait until the end of the interview process to take a first round of reference checks? − Door 3: Reference check delegation.

Is there someone in addition to Rob that might be able to assist in getting the reference checks completed in a timely fashion? − Door 4: The interruptions. It sounds as though Rob’s work area is very busy.

What could be done to reduce his interruptions?

There is also the universal door of the emotions the speaker is experiencing.

“You sound really upset. What do you think could be done so you won’t feel that way anymore?”

Get closure. Stay until the end of the conversation. If you begin to listen and then don’t let the speaker finish everything they want to say, you frustrate them and lose their trust.

If you’re like many people and have not completed significant training in active listening, then what you are doing much of the time is ‘hearing,’ not listening.

Active listening is a very specific set of techniques that do not just happen automatically. You must learn, train and practice the techniques to achieve competency in active listening. You will find that improved listening skills not only changes your business relationships but your personal ones as well.

NCASP.com

Scan the QR code or visit http://bit.ly/CTStxt for a free eBook on how texting can reach hundreds of candidates in minutes

2014 NCASP TRAINING CONFERENCE Get Ready! 2014 NCASP Training Conference will be May 15-17 at

the Holiday Inn Resort at Wrightsville Beach! Call 910-256-2231 for room reservations and ask for the NCASP discount.

2014’s Training Topics: The State of the Staffing Industry, (Owners/Managers on Thursday) How High Performing Managers Influence Behavior and Revenue • Wake Up to Success • Great Communication = Great Compensation • Mastering the Client Call • World of Work is Changing • Selling the Spectrum of Search Solutions • Controlling the Chaos • Today’s Legal Issues in Staffing • Back to Basics: New Twists on Traditional Recruiting Practices Registration: Registration fee for Members is $349, Non-Members is $599. If you bring 2 at $349, the third person attends for half price and if you bring 5, the sixth person attends for FREE! Call Rita Bottoms, 2014 Conference Chairperson, to customize a group price for your firm at 336.970.5206 or rbottoms@theresource.com.

March/April 2014

17

I remember when I got into sales, and my manager used to say to me when on the phone: ‘Fake it until you make it’ and you do your part by acting more confident than you really are.

You embellish your success and you appear to be the Pro that your aspiring to be…well, that only goes so far and to what extent. Faking success and lying about it is about the same thing. Like after a few months, you better have made it or you end up living a facade, you tell yourself that

you are something that you’re not. Well, after 15 years, I see this problem getting worse as more and more business people lie about their success, embellish their numbers, fake stats, LinkedIn Profiles on Steroids, False Resumes, everyone endorsing everyone on LinkedIn, made-up success and ‘overnight stars’ on TV (especially bad copies of The Apprentice “Reality Show” via the Internet posing as a TV show when clearly they’re not). It’s getting easier and easier because of the ability to hide online, to put up websites with fake BIO’s and fake customers…the list goes on and on. I’ve seen it all, from recruiters that say they bill 300% more than they do…or people claiming to have followers on Twitter they don’t that were bought…to lying about stats in general.

I see certain areas of this type of behavior getting even worse. Buying Twitter Followers is out of control, Case in Point, FastFollowerz, you can buy 100,000 followers for about the price of an iPAD mini. Now if you want to spend the same money as the new iPAD 128GB that I have, you can buy 100,000 Facebook LIKES at Get Likes. Now for my favorite since my firm does a lot of corporate commercial video work, and have worked with some of the Top Brands in our space, Click Here to View,, for about $75, you can buy 20,000 Views on Vimeo at BuyRealMarketing. com and for $150, you can buy 100,000 YouTube Views at AuthenticViews.com. That is just a few of the sites that condone this type of false reporting, there are many more…but I think you get the point.

If you didn’t get the point, check out this Blogger, Chase Hoffberger, Click Here to Read the rest…

18 March/April 2014

NCASP.com

Affordable Health Care

by S p r u i l l A l e x a n d e r, T h e C l e m e n t C o m p a n i e s

Can the Staffing Industry Live through Obamacare?

Every day I travel the area talking with staffing companies about the requirements for ACA. Some staffing companies are really trying to push forward while others are taking a real lay back and wait approach. Which one is the correct way to handle this monumental problem is a great question.

What we do know at this point is simple: 1. If you have 100 or more full-time employees or equivalents and you do not offer health insurance, you may be subject to a $2000 penalty per-full-time employee minus the first 30 employees. This is also known as the “no coverage” penalty. This penalty is triggered when one of your full-time employees goes to the exchange and receives a subsidy.

2. If you provide coverage and it does not meet the government’s minimum value and affordability standards, you may be subject to a $3000 penalty for every full-time employee who goes to the exchange and receives a subsidy. This penalty is capped at the $2000 “no coverage” penalty.

3. If a full-time employee chooses not to accept your offer of affordable and minimum value coverage the employer cannot be penalized. For that reason we recommend you maintain waiver forms for all employees who choose to decline coverage.

4. You can provide your employees with what is called a skinny plan. If paired with an affordable minimum value plan, the employer has made an offer of coverage that meets ACA requirements and therefore cannot be penalized.

both the client and the staffing company, and which type of coverage best eliminates or mitigates that exposure?

Should it be a compliant plan, a non-compliant (skinny) plan, or both?. The choice made on these options will have a direct impact to the bottom-line for both the staffing company and the client, but proper planning can serve to reduce the financial burden the ACA places on both and allow the staffing company to continue to prosper.

We encourage you to call our office and explore all of your options. Do not wait until the last minute of 2014 to get ready for 2015. There are solutions and you can make it work for your staffing company.

If you have any questions or thoughts, please contact us.

5. The plan is affordable as long as the employee does not pay more than 9.5% of their Box 1 W-2 income to cover just the employee (and not dependents) on the lowest cost plan.

The answer is yes but the industry will be required to adjust to the realities of the Affordable Care Act. Staffing companies will need to perform a thorough Pay or Play analysis, looking at all options to minimize the impact of the law. It has been the consensus opinion of the staffing companies with which we have consulted, that the best option is to offer coverage, even in cases where the client (not the staffing company) is considered the common law employer of the employees provided by the staffing company. The questions revolve around a number of issues: who is the common law employer for the Pay or Play penalty, what is the potential exposure to NCASP.com

Spruill Alexander, VP 252-756-8300 ext. 204 Salexander@towneinsurance.com

March/April 2014

19

Press Release B y 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

Three North Carolina Firms Among Top Echelon’s New Customers in January CANTON, Ohio—Top Echelon, a company dedicated to helping recruitment and staffing firms make more placements, recently welcomed 32 new customers of its products and services during the month of January.

Three of those 32 firms hailed from the state of North Carolina.

Top Echelon’s products and services include Hiring Hook websites for recruitment and staffing agencies; Big Biller recruitment software for applicant tracking; and Top Echelon Network, the leading split network of recruiters.

19 agencies in the state of North Carolina that are Preferred Member firms of Top Echelon Network. These include the Cameron Craig Group, which is the 2013 Agency of the Year in the Network. The Cameron Craig Group is located in Mooresville.

“We believe that 2014 is going to be a very good year for the recruiting industry,” said Demaree. “We witnessed an increase in activity toward the end of 2013, and there was certainly a lot of activity within the industry in January.

Top Echelon President Mark Demaree is pleased to welcome all 32 firms to Top Echelon as new customers.

Continued on page 23

A total of 13 firms made the decision to become Hiring Hook customers during January, two of them from North Carolina. The 13 agencies either purchased a full-build website from Hiring Hook, they now use the Hiring Hook Job Board, or both.

Both of the North Carolina recruiting agencies are now using the Hiring Hook Job Board. Those agencies are Convergence Services Group in Charlotte and Harris Andrew Search Partners in Matthews.

Meanwhile, a total of 15 recruiting firms made the decision to become Big Biller customers during the month of January, and one of them hails from North Carolina. That agency is Mosaic Staffing, Inc., located in Cornelius.

In addition, Top Echelon also welcomed four new welcomed four recruiting agencies to the ranks of its split network during the month of January. By joining Top Echelon Network, these agencies are committed to making split placements.

While none of the four are from North Carolina, there are currently

20 March/April 2014

NCASP.com

...continued Companies are still in need of quality, hard-to-find candidates, and they’re relying upon the skill and expertise of executive recruiters to get the job done.

We’re glad that these recruiters are choosing to use Top Echelon to help them make more placements.”

ABOUT HIRING HOOK: Hiring Hook provides a complete website design service for recruitment and staffing agencies. By also selecting the Hiring Hook Job Board, recruiters have the option of posting their jobs on their website, where candidates can apply for those jobs, upload a resume, and set up alerts. Recruiters can also advertise their jobs on LinkedIn, Facebook, and Twitter to gain even more exposure.

You simply can’t make the wrong turn with Global Cash Card. All of our systems and services were designed to make paycards absolutely easy for you.

Experience a demonstration and see just how easy our paycards can be.

ABOUT BIG BILLER RECRUITMENT SOFTWARE: Big Biller is referred to in many ways . . . as recruiter software, an applicant tracking system (ATS), or applicant tracking software. Simply put, Big Biller is a powerful recruitment software package that helps recruiters manage the relationships they have with their candidates and clients, all with one purpose and focus—making more placements.

ABOUT TOP ECHELON NETWORK: Nearly 400 recruiting firms and agencies from all major industries are part of Top Echelon Network, founded in 1988 and based in Canton, Ohio. Network recruiters can search open job orders and qualified candidates, set up automated email alerts, and share information with each other for the purpose of making split placements.

For all information about all three products and services, visit www.TopEchelon.com.

ANNUAL VOLLEYBALL TOURNAMENT! Back by popular demand, join us on Friday, May 16th at 5 PM for our 4th Annual Beach Volleyball Tournament. When you arrive at the conference, please sign up for a fun team and join the action! Participants receive a nice colorful T-shirt generously donated by Spruill Alexander of The Clement Companies. Come ready to play! Call Rita Bottoms for details: 336.970.5206 or rbottoms@theresource.com.

NCASP.com

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.

Wells Fargo Insurance Services

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

Wells Fargo Insurance Services USA, Inc. Scott L. Cox, CPCU, CIC Vice President 704-556-2594 scott.cox@wellsfargo.com wellsfargo.com/wfis © 2011 Wells Fargo Insurance Services.

All rights reserved.

Team up with us today.

March/April 2014 010711ab-B_AD_NC-StaffingInd 3x4 bw.indd 1

21

1/21/2011 4:33:34 PM

Sponsors’ Corner

by Mar y Mallett, CPC, SearchPro

Thank You to Our 2014 Vendor Partners Who Have Committed to Join Us in 2014!

Review their colorful Ads sprinkled throughout our Ezines as well as their contact information on page 18.

Ashraf specializing in Job Board & Recruitment Software, Mez Media with Jonathan Weiner specializing in Digital Marketing including Web, Email & Video, Recruitereco with Jim Shaki specializing in The Social Community for HR, Staffing & Recruiting Intel, Teague Campbell Dennis & Gorham with Melissa Cleary & Sidney Minter specializing in Workers Compensation, and Assurance with Mike Atieh specializing in Independent Insurance.

Our Platinum Key Sponsor, Essential StaffCARE with John Walters, Alan Gilbert and Jody Williams, specializes in the development of voluntary, payroll deducted insurance products designed for Staffing Industry employees.

Our Silver Sponsors, Careerbuilder with Natalia Vidmar and Jonathan Katz, specializes in Internet Career Sites and Job Boards and World Wide Specialty Services with Bob Thompson, specializes in Staffing Insurance.

Our Standard Booths are Wells Fargo with Scott Cox and Cassie Watkins specializing in Liability and Workers Comp Insurance, Global Cash Card with George Mavrantzas specializing in Systems and Services for Paycard Success, Avionte with Matt Gallagher specializing in Front and Back Office Staffing Software, US Funding with Larry Gibney specializing in Payroll Funding and Factoring, and our four new Exhibitors, Senn Dunn with Sarah Doggett specializing in Business Insurance, Wex (Rapid Paycard) with Michael Reilly specializing in Paychecks Made Faster, Easier, and FREE, AGR with Sabina Smits specializing in Temp Funding, TempWorks with Rich Petersen specializing in Integrated Staffing Software/Payroll Processing and Funding, and TruHealth with

Moving Money at the Speed of Life

Our Bronze Sponsors are The Clement Companies with Spruill Alexander who specializes in Liability & Workers Comp Insurance, Womble Carlyle Sandridge & Rice with Jill White specializing in Law & Employment Issues, TalentWise Solutions with Joseph Doyle specializing in Hiring Process Management & Compliance, COATS with Karen Connor and Tom Sarach specializing in Fully Integrated Staffing Software, Top Echelon with Mark Demaree and Debbie Fledderjohan, specializing in Helping Recruiters Make More Placements, Monster with Danny

our Business

processing, reconciliation,

Debbie Robbins and Stephanie Taranto specializing in Clinical Research Industry. Our Premier Member is TFI with Judy Collins specializing in Payroll Services and our Associate Members, National Tax Credit, with Galen Hess who specializes in National Tax Credits Consulting and Alere, with Sean Kelly specializing in Drug Testing.

It is important to the future of NCASP that you review our Sponsors and what they have to offer staffing and recruiting firms in order to make a business life easier, safer and save lots of money! Some of them will be offering Webinars as well as sponsoring our Regional Events throughout the year. They work very hard to bring us quality products and services. They will be on deck at our annual Spring Training Conference to meet you and answer any questions you may have.

2014 is going to be a banner year for attracting new clients!

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22 March/April 2014

rapid!

PayCard ® Call today 888-828-2270 rapidpaycard.com

NCASP.com

2 0 1 4 V E N D O R PA R T N E R S PLATINUM KEY SPONSOR John Walters, Alan Gilbert & Jody Williams at Essential StaffCARE Specializing in the development of voluntary, payroll deducted insurance products designed for Staffing Industry employees.

864.527.0474 // JohnWalters@iagbenefits.com alangilbert@iagbenefits.com // jodywilliams@iagbenefits.com SILVER LEVEL SPONSORS Natalia Vidmar at CareerBuilder Internet Career Site and Job Boards 773.527.2975 // natalia.vidmar@careerbuilder.com

Robert Thompson at World Wide Specialty Programs Staffing Insurance 800.245.9653 x 112 // rthompson@wwspi.com BRONZE LEVEL PARTNERS

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

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

Spruill Alexander & Scott Cooper at The Clement Companies Danny Ashraf at Monster.com Liability & Workers Comp Insurance Job Board & Recruitment Software 252.756.8300 ext. 204 // salexander@clementins.com 646.203.6452 // Danny.Ashraf@Monster.com 800.849.8013 // scooper@clementins.com Tom Sarach & Karen Connor at COATS Sql. Mark Demaree & Debbie Fledderjohan at Top Echelon Fully Integrated Staffing Software Helping Recruiters Make More Placements 800.888.5894 // tsarach@coatssql.com 330.455.1433 // mdemaree@topechelon.com 800.888.5894 // kconnor@coatssql.com dfledderjohann@topecheloncontracting.com Jim Shaki at RecruiterEco Jonathan Weiner at Mez Media The Social Community for HR, Staffing & Recruiting Intel Digital Marketing Specialists | Web, Email & Video 828.329.4759 // publisher@recruitereco.com 704.875.2891 // jonathan@mez.media.com Melissa Cleary & Sidney Minter at Teague Campbell Dennis & Gorham At Teague Campbell, our attorneys are on top of things 919.873.0166 // mcleary@teaguecampbell.com 919.873.0166 // sminter@teaguecampbell.com

Michael Atieh of Assurance Independent Insurance Brokers 847.463.7207 // matieh@assuranceagency.com

STANDARD BOOTH SPONSORS Michael Reilly at WEX Inc. (rapid paycard) Paychecks Made Faster, Easier, and FREE 813.463.0794 // Michael.Reilly@wexinc.com

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

Sabina M. Smits at AGR Financial, LLC. Temp Funding 305.255.8181 // ssmits@agrfinancial.com

Larry Gibney at US Funding, Inc. Payroll Funding and Factoring 336.812.9767 // lgibney@usfundinginc.com

Sarah Doggett at Senn Dunn Insurance Business Insurance 336.346.1375 // sdoggett@senndunn.com

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

Cassie Watkins & Scott Cox at Wells Fargo Liability & Workers Comp Insurance 704.556.2569 // cassie.watkins@wellsfargo.com 704.556.2594 // Scott.Cox@WellsFargo.com

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

Debbie Robbins & Stephanie Taranto at TruHealth Specialized Workforce Development 919.518.9953 // drobbins@truhealthadp.com, 919.518.9956 // staranto@truhealthadp.com PREMIER MEMBER Judy Collins at TFI Resources The Independent Recruiters Resources for Temporary and Contract Placements 713.975.7576 // Judy@TFIresources.com

NCASP.com

ASSOCIATE MEMBERS Galen Hess at National Tax Credit National Tax Credits Consultant 336.233.7544 // ghess@nationaltaxcredit.com Sean Kelly at Alere Drug Testing Solutions 919.803.4648 // sean.kelly@alere.com

March/April 2014

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24 March/April 2014

NCASP.com

Certification

By Jillian Dodson, CPC, CTS, Greene Resources

Spring Certification Update Greetings NCASP Members!

2014 has arrived and is already flying by! I hope that it is treating you well both professionally and personally. We had a large group of individuals obtain their certification through NAPS at our annual NCASP 2013 conference last year and another large group earn their CTS and/or CPC certifications in the Fall. Congratulations, again, to all of those that chose to take this important step in your career!

Unfortunately, NCASP is not able to hold a certification/ immersion class at our annual Spring 2014 conference this year due to scheduling conflicts. We are, however, working on planning a Fall event that will be held in a central NC location. NCASP will keep you posted as to the details of this event once those are finalized.

In the meantime, both the ASA and NAPS websites offer detailed information as to how to obtain your certification(s).

I encourage you to visit both association websites to learn more about which certification is right for you.

NAPS Website: www.recruitinglife.com ASA Website: www.americanstaffingassociation.net Both the American Staffing Association and National Association of Personnel Services offer multiple certification options and deliveries. I encourage you to learn more and take advantage of these opportunities. Please feel free to reach out to me with any questions!

Best,

Somewhere in a pile of resumes are 52 people that can manage the front desk. And one that could manage the whole company.

Jillian Dodson, CPC, CTS, Director of Certification 919.862.8602 Jillian@greeneresources.com

NCASP.com

Client: Monster

Be sure to sign up for you and your staff to attend Spring Training in May and gain valuable CEU’s.

March/April 2014

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Bleed: 5.75" x 8.25"

Date: 5/30/13

Weeding out the candidates that aren’t right — just one of the ways Monster can help. Learn more at findbetter.monster.com

Trim: 5.5" x 8"

Title: Monster Ad resize

Finding resumes isn’t the hard part. It’s finding the right ones. Monster’s 6Sense® semantic search technology smartly sorts and ranks resumes, narrowing your focus to the cream of the crop candidates. Our 6Sense engine supercharges both Monster’s databases via Power Resume Search® , or YOUR own candidate pools utilizing SeeMore® . Whatever your strategy, 6Sense means you’ll spend less time sifting through resumes and more time interviewing the best talent.

Live: 5" x 7.5"

ASA CEU’s are 2.5 for Jill White on Saturday, Legal Matters and the remainder of the Conference is 9.75, for a total of 12.25 ASA CEU’s.

Job #: 13-MST-791

NAPS CEU’s for the Spring Training is .9

Publication: Staffing Publication

NCASP Spring Conference CEU Credits

FMLA Trends for Staffing and Recruiting Firms Topics Include: • • • • •

What is the Family & Medical Leave Act? Who is eligible to receive benefits under the Act? What are some of the recent changes to the Act? How to avoid common pitfalls and liability under the FMLA. Real world examples of FMLA lawsuits.

The number of FMLA lawsuits filed in North Carolina and elsewhere has dramatically increased in recent years and the cost to employers is significant. Our goal is to provide you with a better understanding of the law, and how to effectively manage your rights and obligations under the FMLA.

Register online:

http://www.anymeeting.com/PIID=EA54DE87894930

Conference Details:

Presented by Jill White of Womble Carlyle Jill White 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. Jill has been working with clients in the staffing and recruiting industry for several years and is well acquainted with the unique legal issues presented in this industry. Business North Carolina magazine recently named Jill White among North Carolina’s 2013 Legal Elite for labor & employment law – an annual listing of the state’s top lawyers. Jill practices law in Greensboro, North Carolina, at the law firm of Womble Carlyle.

For more information, and to register for the 2014 NCASP Spring Training Conference CLICK HERE!

Questions?

For questions, please contact Cheryl Neely, at: 704.975.1137 cheryl@ncasp.com

26 March/April 2014

NCASP.com

NCASP Receives ASA’s Chapter Achievement Award

NCASP BOD meetings 10:00am teleconference unless otherwise specified

I am proud to announce that the North Carolina Association of Staffing Professionals has been recognized with a Chapter Achievement Award from the American Staffing Association.

This is a great honor and truly a testament to the great men and women that make this association so strong. Thank you all for your hard work and support!

- Marc Cochran, 2013-2014 President

• April 10, 2014 • May 1, 2014 • May 15, 2014

at Wrightsville Beach 2014 Annual Training Conference

• June 12, 2014 • July 10, 2014 • August 14, 2014 • September 11, 2014

CALLING NEW BOARD MEMBERS! Anyone who has interest in serving on the Board of Directors, please contact Marc Cochran, CSP at

At teAgue CAmpbell, our lAwyers Are on top of things.

Our lawyers can get pretty obsessed about our clients.

We’re extraordinarily responsive to your needs. We call you back, keep you informed, and treat you with courtesy and respect.

And we have particular experience in workers’ compensation cases, having defended and won cases for dozens of employers in and around North Carolina. In other words, we’re on top of things in workers’ compensation. And we’ll help you get to the top, too. Learn more at www.TeagueCampbell.com.

704-305-9624 or email: mcochran@hiredynamics.com

responsive to employers NCASP.com

Teague_TriangleBusiness_4.875x6.625.indd 3

March/April 2014

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10/14/13 12:39 PM

Press Release B y 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

2013: A Year of Milestones and Achievement for North Carolina Recruiters In September of 2013, Forbes Magazine released its eighth annual list of the Best States for Business. It might not come as a surprise to anybody in the recruiting and staffing industry in North Carolina that their state cracked the top ten on the list for the second straight year.

In fact, the Tar Heel State occupied the fourth spot once again, duplicating its accomplishment from the previous year.

According to Forbes, North Carolina’s gross state product for the year was $456 billion, with a five-year annual growth rate of 0.7%.

Below is the description that accompanied North Carolina’s fourthplace ranking in Forbes: “With one of the highest net migration rates in the U.S., people have been flocking to North Carolina for the past decade. North Carolina has the smallest union workforce in the U.S. in terms of percent of total employment.

The resulting benefit is labor costs that are 19% below the national average— third lowest in the country.”

While 2013 was a good year for both business and the recruiting and staffing industry in North Carolina, it was also a year of milestones and achievement for North Carolina recruiters in Top Echelon Network. The Network, founded in 1988, helps recruiters generate more revenue through split placements.

In fact, of the top 25 recruiters in Top Echelon Network in 2013, three of them hailed from the Old North State. Those three recruiters were Trey Cameron and Gene McQueen of the Cameron Craig Group in Mooresville and Jim Strickland of BioSource International in Wilmington.

In fact, Cameron won the Recruiter of the Year award in Top Echelon Network for the third straight year, doing so by a sizeable margin. (The award is based

28 March/April 2014

on a recruiter’s “cash-in” total in the Network during each calendar year.)

Strickland was ranked #23 in Top Echelon Network last year, while McQueen earned the #24 spot. With Cameron and McQueen’s combined production, the Cameron Craig Group also earned the Agency of the Year award in the Network for 2013. In addition to finishing in the top 25, Strickland also attained another milestone last year, making his 100th career placement as a Preferred Member recruiter in Top Echelon Network. (As of the writing of this article, his total was 102.)

Cameron, Strickland, and McQueen were presented with their awards at the 2013 Top Echelon Network National Convention in April, which took place— you guessed it—in North Carolina. For the third time in its existence, the Network held one of its training and networking events at a North Carolina location, Charlotte specifically. Top Echelon also visited the city in 2007 and 2011.

While Strickland recently hit the 100-placement milestone in the Network, Cameron is quickly approaching the 200-placement plateau. After making a whopping 44 split placements in Top Echelon Network in 2013, Cameron’s total now stands at 196, and at the rate he’s been making them, he might have already reached the milestone by the time this article is published.

been recruiting since 2002, it’s entirely possible that he could soon reach $3 million and 300 placements, twin achievements that would be difficult for other recruiters in the Network to match. All of which begs the question: how is he achieving such levels of production?

First and foremost, Cameron is known as an exporter within the Network. In other words, he “exports” candidates, or provides candidates to other recruiter to help them fill their job orders.

(Cameron also won the Exporter of the Year award in Top Echelon Network for 2013.)

The chief way in which Cameron provides these candidates is with the help of his recruiting firm’s website, which is powered by Top Echelon’s Hiring Hook technology.

Cameron uses the Hiring Hook Job Board on the Cameron Craig website (www.CameronCraig.com), which allows him to post not only his own jobs on the site, but also the jobs of other Network recruiters via a special Network Feed. Then he drives traffic to his website, ideally qualified job seekers and candidates who browse the jobs and then apply for those in which they’re interested.

In terms of overall “cash-in,” Cameron blew past the $1 million mark in the Network a little over a year ago, and he’s rapidly approaching $1.5 million. At his current pace, he will soon become one of only a handful of recruiters to reach $2 million “cash-in” during the 26-year existence of Top Echelon Network.

When candidates nominate themselves for positions, the job order recruiter is notified of the nomination. If the job order recruiter is interested in the candidate and believes they could be a fit for the position, then the recruiting process begins and Cameron and the job order recruiter strive to place the candidate.

Not only that, but considering his young age and the fact that he’s only

continued on page 29 NCASP.com

...continued It’s a process that has worked extremely well for Cameron, especially during the past three years.

Got orders but not enough

It’s also a process that’s worked for other recruiters in Top Echelon Network, including McQueen and Strickland. The BioSource International website also has a website powered

by Hiring Hook., and Strickland has also made placements as a result of the Job Board functionality.

money to meet payroll?

Problem solved. US Funding has:

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In fact, recruiters making placements overall—and split placements specifically—with their website is a growing trend within Top Echelon Network. To illustrate that point, websites accounted for 3.4% of all placements in the Network in 2010. Just three years later, that percentage has ballooned to 25.5%, over a quarter of all placements.

One of the reasons for this is that more and more job seekers and candidates are looking for jobs (and applying for jobs) on their smartphone and/or tablet device. As a result, the Hiring Hook Job Board functionality, plus the mobilecentric focus of its “responsive” web design philosophy, allows Top Echelon recruiters to take advantage of these trends and generate more revenue for their firms.

Recruiters in Top Echelon Network, including the ones that hail from the Tar Heel State, are doing the same things that the rest of North Carolina’s businesses are doing to thrive during these economically uncertain times. These recruiters are recognizing current trends, leveraging additional resources, and integrating the latest in technological tools to maximize their time, their productivity, and their profitability.

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So we’d like to congratulate the Cameron Craig Group, BioSource International, and the 17 other North Carolina recruiting firms that met milestones and enjoyed success within Top Echelon Network during 2013. This past year certainly gave reason to pause and reflect on accomplishments, and it also provided plenty of optimism and enthusiasm for 2014.

Who knows? This might be the year that North Carolina becomes the Best State for Business in the entire country.

And if that’s the case, the state’s recruiters— both inside and outside of Top Echelon Network—will certainly stand to benefit.

(Mark Demaree is the President of Top Echelon, a company dedicated to helping recruiters make more placements.

Top Echelon does this primarily through its three main products and services: Hiring Hook websites for recruitment and staffing agencies; Big Biller recruitment software for applicant tracking; and Top Echelon Network, the leading split network of recruiters.

Visit www.TopEchelon.com for more information.)

NCASP.com

What Career Success Looks Like

What It Can Look Like

At TruHealth, we’ve learned a thing or two about career success. If you want to make a real difference in the world, choose where you work, how you do it, and how much you make, there’s a new career path you may not have heard about yet. Let’s talk.

www.TheInvisibleCareer.com

Find us at the NCASP Spring Conference.

March/April 2014

29

THE NEW DO’S & DON’TS OF RECRUITMENT LESSONS FROM THE OPPORTUNITIES IN STAFFING STUDY It’s frustrating but true: 1 in 10 job candidates still falsely believe staffing firms charge candidates to place them. It’s unfortunate that such misconceptions still exist, but what’s a staffing firm to do? Actually, thanks to insight drawn from the recent 2013 Opportunities in Staffing Study, staffing firms can employ the following Do’s and Don’ts for changing client and candidate misconceptions – and providing the ultimate staffing firm experience.

DO ERR ON THE SIDE OF OVER-COMMUNICATING

Results from this year’s study indicate that many candidates still have misconceptions about staffing firms. Regularly communicating the benefits of working with your staffing firm, however, can help change the misconceptions. Even if you feel like a broken record, it’s a message that is worth repeating, especially if you want perceptions to change.

DO CHECK IN EARLY CHECK IN OFTEN

Slow response time – or a lack of responsiveness altogether – are among clients’ and candidates’ top complaints about staffing firms.

If you do not already have a quality control process in place, create one, and make sure you stick to it. A quality control process is only effective if you actually use it.

DO LET THE QUALITY OF YOUR WORK SPEAK FOR ITSELF

Personal referrals from people they know are what candidates and clients look to most when deciding whether or not to work with a staffing firm. You can’t control what others say about you, but, as Don Draper would say, if you don’t like what’s being said, change the conversation. In other words, if you want clients and candidates to speak well of you, give them an experience that will make them.

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NCASP.com

HIRE OUR HEROES There are many reasons military veterans make for good hires. Military Veterans have always been attractive to employers.

Tax credits aside, the soft skills-- the personal qualities and emotional intelligence-possessed by this talent pool are important predictors of job performance. Vets are recognized as having a strong work ethic, positive attitude, time management and communications skills. And while it’s possible to assess all candidates through pre-employment testing, service men and women are already proven in terms of leadership, resiliency and responsibility. More than a million service members will exit the military by 2016. Make them part of your war for talent and you’ll be a hero!

Source: The Staffing Stream, by Jeanne Achille, The Devon Group

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Contact Sarah Doggett Business Insurance Consultant sdoggett@senndunn.com

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NCASP.com

March/April 2014

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Special Announcement

By Marc Cochran

From our President : I am excited to announce that I have been hired as a Regional Manager for Hire Dynamics, as they expand into Charlotte, NC. Hire Dynamics is an industry-leading, award-winning staffing and professional recruitment organization. Since 2001, we’ve built our company around the concept of loyalty – to our clients, our internal staff, and the talent we place.

By doing things the right way, and never compromising on our values, we’ve become a leader in providing talent on-demand. My new contact information is mcochran@ hiredynamics.com and 704-305-9624. I look forward to this new opportunity, and continuing to serve NCASP and support staffing and recruiting in North Carolina.

ATTENTION

Independent Recruiters

• Employer of record • Payroll funding • Back office services

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

www.TFIresources.com

32 March/April 2014

NCASP.com

JOIN NCASP

Join Now:

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

$199 Solo/Individual Membership $299 Corporate Membership

What does your NCASP Membership offer?

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

• • • • • • • • • •

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

For questions on Membership

Please contact Rick Ferretti, Director of Membership 704.665.5565 rferretti@ascendoresources.com

About NCASP:

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

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Thursday, May 15 12:00 1:00 1:15 1:30 2:30 3:00 5:30

Get Ready!

2014 NCASP Training Conference will be held on May 15-17 at the Holiday Inn Resort in Wrightsville Beach! Call 910-256-2231, ask for the NCASP discount.

Registration fee is now $349 for Members and $599 for NonMembers to attend all sessions, meals and entertainment. This powerhouse of spring training is necessary for your team’s future success! Register today!

Friday, May 16 7:30 8:00 8:30 9:15 10:00 10:30 10:45 12:15 1:30 1:45 3:00 3:30 5:00 6:30

Registration:

Contact Rita Bottoms, 2014 Conference Chairperson, rbottoms@theresource.com or 336.970.5206 or go to NCASP.com

34 March/April 2014

Registration Owner/Manager Welcome & Introductions Jill White Legal Previews Dan Campbell, “The State of the Staffing Industry” Vendor Expo, sponsored by Monster Rob Mosley, “The Coaching Connection: How High Performing Managers Influence Behavior and Increase Revenue” Vendor Partner Reception and Fastest Growing Companies Awards, sponsored by Essential StaffCARE

7:00

Registration/Coffee Buffet Breakfast, Sponsored by TalentWise 2014 NCASP Welcome & Introductions Morning Keynote: Laura Hamilton, “Wake up to Success” Real World Staffing Documentary Film Screening sponsored by Mez Media Vendor Expo, sponsored by COATS Jill White Legal Previews General Session: Rob Mosley, “That’s A Great Question: Great Communication = Great Compensation” Awards Luncheon, Jonathan Katz, “Back to Basics: New Twists on Traditional Recruiting Practices”, Sponsored by Careerbuilder Vendor Expo Dessert, sponsored by Top Echelon Breakout Speakers: Rob Mosley, “Mastering the Client Call” Amy Bingham, “World of Work is Changing” Vendor Expo, sponsored by Teague Campbell Breakout Speakers: Rob Mosley, “Selling The Spectrum of Search Solutions” Amy Bingham, “Controlling the Chaos” 4th Annual NCASP Beach Volleyball Tournament, sponsored by The Clement Companies Silent Auction, Open Bar & Red Carpet Interviews, sponsored by RecruiterEco Seafood Buffet, Music, Video Horseracing and Live Auction, Sponsored by World Wide Specialty Programs

Saturday, May 17 9:00

10:30

Breakfast: Jill White, Legal Matters, sponsored by Womble Carlyle Sandridge & Rice Contest Prize Drawings & Wrap up

NCASP.com