VOLUME 10, NUMBER 4, August/September/October 2011
THE VOICE OF NC EMPLOYMENT PROFESSIONALS
Job Forecast page 2
On NAPS Certifications! page 10
The Lost Art of
Listening Rob Mosley, page 18
VENDOR PARTNER SPOTLIGHT: 2011 SILVER SPONSOR
CareerBuilder’s 2011 Mid-Year Job Forecast
Will escalating energy costs impact hiring in the back half of the year? Eighty-three percent of U.S. employers say no. CareerBuilder’s latest job forecast shows employers remain positive in their hiring expectations for the remainder of 2011 despite ongoing concerns over threats to economic growth. Nearly half of employers (47 percent) plan to hire new employees from July through December, up from 41 percent in 2010. The number of companies hiring specifically for full-time, permanent staff rose 7 percentage points over last year: • Hiring full-time, permanent employees – 35 percent, up from 28 percent in 2010 • Hiring part-time employees – 15 percent, the same as 2010 • Hiring contract or temporary employees – 12 percent, up from 9 percent in 2010 do you plan to hire new employees in the second half of 2011 (Jul. 1st to dec. 31st)?
do you plan to hire new employees in the second half of 2011 (Jul. 1st to dec. 31st)?
Similar to last year’s study, the top three functional areas for which businesses plan to hire first are those on the front lines with customers and those driving innovation. Customer Service remains in the No. 1 spot for recruitment with Information Technology slightly edging out Sales this year for the No. 2 ranking on the list: 1. Customer Service - 23 percent 2. Information Technology - 21 percent 3. Sales - 20 percent 4. Administration – 15 percent 5. Business Development – 11 percent 6. Accounting/Finance – 10 percent 7. Marketing – 9 percent
“Last year, certain sectors or departments in companies were producing jobs. This year, the U.S. is seeing job creation in all industries, functions and company sizes,” said Matt Ferguson, CEO of CareerBuilder. “Our survey, listings on CareerBuilder.com, and conversations we have with employers on a daily basis all indicate that hiring activity will sustain and improve in the months to come with a diverse mix of jobs. While higher energy prices, debt, inflation and other factors may deter a significant acceleration in hiring, employers have encouraging news for the millions of Americans who are looking for jobs.”
The CareerBuilder survey of more than 2,600 hiring managers was conducted by Harris Interactive from May 19 to June 8, 2011.
This report is continued online. Click here to keep reading! 2 August/September/October 2011
2011 Mid-Year Job Forecast | 2
May 17-19, 2012 Wrightsville Beach, NC $199 Special Rate! Mark your calendars now for the 2012 NCASP Carolina Conference, May 17th-May 19th, located in beautiful Wrightsville Beach, NC. The planning committee and board members are excited to roll out a fun and engaging cast of speakers and training opportunities guaranteed to refresh, recharge, and revitalize your business for the coming year. We welcome your feedback and ideas as we begin to finalize next year’s conference agenda.
Sign up today in order to take advantage of the discounted rate of $199 (including FREE membership) through the end of September!! Call the Holiday Inn Resort to lock in your reservations, ph. 910-256-2231. Please email Brandy Barrett, brandy@ncasp. com or Marc Cochran, marc@ncasp. com with questions, concerns, ideas and/or feedback. We look forward to seeing you at the beach!
Questions? Contact: Brandy Barrett, CPC, CTS (P)919-862-8602 firstname.lastname@example.org
STAFFING NOW THE VOICE OF NC EMPLOYMENT PROFESSIONALS
Volume 10, Number 4 August/September/October 2011 Publishing Information PO Box 1810 Hickory, NC 28603 NCASP.com
Editor in Chief | Carol Ashby email@example.com Vendor Partner Relations | Mary Mallett firstname.lastname@example.org Graphic Designer | Stacey Chacon email@example.com Contributing Writers:
Holiday Inn, Wrightsville Beach NC
Marc Cochran Jillian Dodson Mark Krajnik Scott Love Mary Mallett Rob Mosley Mary Storms
Call now - 910-256-2231 - to reserve your room for the 2012 NCASP Annual Conference
IN THIS ISSUE Page 2 . . . . . . . . . . . . . . . . . . . . Employment Forecast Page 3 . . . . . . . . . . . . . . . . . . . . . . Start your engines Page 5 . . . . . . . . . . . . . . . . . . . . . Presidentâ€™s Message Page 7 . . . . . . . . . . . . . . . . . . . . . Membership News Page 10 . . . . . . . . . . . . . . . . . . . . . New Certifications Page 11 . . . . . . . . . . . . . . . . . . . . . . Regional Events Page 12+13 . . . . . . . . . . . . . . . . . . . . Vendor Partners Page 14+15 . . . . . . . . . . . . . . . . . . Leadership Spotlight Page 16 . . . . . . . . . . . . . . . . . . . . . . . E-Verify status Page 17 . . . . . . . . . . . . . . . . . . . . . . Negotiate Comp Page 18+19 . . . . . . . . . . . . . . . . . . Lost Art of Listening Page 23 . . . . . . . . . . . . . . . . . . . . . Board of Directors 4 August/September/October 2011
President | Scott Love firstname.lastname@example.org Staffing Now is published five times per year. For subscription inquiries, click here. Archived issues are available online at ncasp.com. Copyright 2011. All rights reserved. NCASP.com
Get Serious About Your Own Education Back to school time has come and gone. The kids are in school and the roads are crowded once again. I think that the approaching fall season shocks people out of the summer lulls and back into reality. Not that it’s a bad thing. It’s nice to take vacations and take a break and just sit a spell and watch the grass grow. But now it’s ‘hustle time.’ Take your cue from your kids. Get serious about your own education. What industry books have you read in the past twelve months? If you haven’t read a single book about your business, whether it’s a book on recruiting, selling, management, or leadership, then you are allowing your competitors to overshadow you. Some of my training clients make daily reading of business books a requisite in their offices. They have instituted and mandated daily doses of personal growth. The recruiters and sales people love it. They enjoy choosing to pay a disciplined price of success. Our big educational event of the year is our spring conference. Even though it may seem like five lifetimes away right now, it will be here soon. Take action and register today on our website, www.ncasp.com. Did you know that you can even get a special rate if you register right now? If you attended last year, then I know we will see you again. Go ahead and book your calendar to go back to school at our spring conference May 17-19, 2012. All the best,
Scott T. Love Scott Love NCASP President www.GreatRecruiterTraining.com email@example.com, 828 225 7700 x 701
Negotiation Guru, Rob Mosley, returns for 2012 NCASP Carolina Conference
Rob Mosley NCASP.com
Rob Mosley is the Senior 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 holds master certifications in Consultative Selling, Performance Coaching, Advanced Sales Negotiation, Strategic Client Communication, and Major Account Planning & Strategy. Rob holds a BA (cum laude) and JD from Baylor University. firstname.lastname@example.org August/September/October 2011
Joe Doyle of Talentwise at our 2011 Spring Conference.
6 August/September/October 2011
NCASP and My First 6 Months Marc Cochran, CSP, Metrix HG
I am going to take more of a personal twist with the Membership column this issue. As many of you may know, I left my previous employer in March to start my own staffing and recruiting firm. I’ve had almost 8 years in the business and this was the first time out on my own. I am happy to say that things are now, after 6 months, building steam. And I’m as excited as ever. But that’s not the real reason I’m writing this. I have gained so much over the last 6 months from being a member of NCASP. My background screening company is an NCASP vendor. They were the first place I went and I’ve been treated great by their team. My ATS was a sponsor of last year’s Conference. Again, I started there first. I am convinced that we are surrounded by first class vendor members with great products and they are always trying to make my business better. The other reasons are the other members and board members. Their support has been outstanding through my first few months (on my own and without a paycheck sometimes) just to stick with it and hang in there. I think we often don’t think about the wealth of experience that surrounds us at our meetings. The next time you see an NCASP member, ask them how they got started and why they stuck with it. You’ll get some great stories. Lastly, I wanted to end the article by saying that we will be increasing the ways that you can interact with other NCASP members for the remainder of the year. This is in an effort to give you more opportunities to get value for your membership. Whether it’s an After Hours event, or a webinar, please join us and help continue building NCASP and the great people that make it the best state staffing and recruiting association in the country. Marc Cochran and Brandy Barrett are the 2012 Conference Chairpersons. We welcome any suggestions on ways to improve our events! Marc Cochran, CSP, Vice President & Director of Membership 2012 Conference Chair 678.662.6308 email@example.com
Visit us at Booth 522 ASA Staffing World Oct. 11-14
It’s very important to have
Tricom’s flexibility has been
in a funding partner.
—Karl McCoy, President & Founder, ProTech Search
1-888-4-TRICOM (487-4266) front-end software WINFUNDS® payroll funding payroll processing invoicing receivables management monthly financial statements The secret is getting out. Hear & read more at www.tricom.com/why. Join us on
8 August/September/October 2011
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 People are Talking!
Megan Connell of Hirease at our 2011 Spring Conference.
“For more than 20 years, attending the annual NCASP conference has been an outstanding investment for my business. Every year, the conference is an exciting educational event featuring industry leaders and cutting-edge vendors that help attendees respond to important industry trends in an ever-changing marketplace. The facilities are always first class, and networking with colleagues is invaluable. I always come away feeling renewed and energized about our industry!” - Linda Bain McKinney, CPC, CTS
Publication: NCASP Newsletter • Specs: 3.375” x 9.5” trim • Rate: tba Publish Date: tba • Art Due Date: March 11, 2011 • Position: tba Publication: NCASP Newsletter • Media Contact: Mary Mallett / 207.794.6459 / firstname.lastname@example.org STATUS: Approved digital signature March 11, 2011 12:02:07 PM EST
NORTH CAROLINA | PENNSYLVANIA | VIRGINIA | WEST VIRGINIA
Congratulations to the most recently certified NAPS staffing professionals!
Jillian Dodson, CTS, CPC, Greene Resources NCASP was very excited to host NAPS at our annual spring conference in April. We are thrilled to announce the names of thirteen recruiting professionals that chose to take the next step in their careers by participating in the NAPS immersion and certification program. We had a 100% pass rate in this class and have listed those that obtained the CPC, Certified Personnel Consultant, or CTS, Certified Temporary Staffing Specialist, certification below. Three of the participants in this class took both exams and became dually certified in both the CPC and CTS exams.
Business Model Operational
On behalf of the NCASP Board of Directors, I want to congratulate each of you on your dedicated efforts to continue your education, stay current with best practices and industry knowledge, and separate yourselves within our industry. Best wishes for a successful second half of 2011!
• Bethany Pahl, Innovative Recruitment
Team Spilman Excellence. Value. Get There!
• • • • • • •
Solutions, CTS Brandy Barrett, Greene Resources, CPC, CTS Brenda Witkemper, Intellect Resources, CPC Bryan Harris, Greene Resources, CPC, CTS Chris Maske, Greene Resources, CPC, CTS Eileen Dick, Intellect Resources, CPC Elisabeth Warren, The Greer Group, CTS Jennifer Williams Salter, Intellect Resources, CPC
110 Oakwood Drive | Suite 500 Winston-Salem, NC 27103 1 . 8 7 7 . 7 7 7 . 2 7 4 1 | 3 3 6 . 7 2 5 . 4 4 7 6 fax
• John Lynch, Rome Research Corporation, CPC
• Kati Moss, The Greer Group, CTS • Stowe Blakenship, Intellect Resources, CPC • Tiffany Crenshaw, Intellect Resources, CTS
w w w. s p i l m a n l a w. c o m
Responsible Attorney, Jill M. Benson
10 August/September/October 2011
Upcoming 2011 Regional Events
Mark Krajnik, CPC, Kelly Services
Thursday, September 15, 2011 @ 5:30 p.m.: Staffing After Dark Networking Event, Blackfinn, Charlotte The EpiCenter in Uptown Charlotte will have the Charlotte Staffing After Dark Event at the Blackfinn Saloon from 5:30 p.m. to 8:00 p.m. for all recruiting and human resources professionals. Thursday, October 6, 2011 @ 5:30 p.m.: Staffing After Dark Networking Event, Barley’s, in Asheville Asheville will have Staffing After Hours at Barley’s. This is a terrific opportunity to network and meet fellow professionals, share stories and develop friendships. NCASP hosts quarterly networking events. Check the website, www. ncasp.com, for future events. Friday, October 21, 2011 @ 12:00 p.m.: Training Luncheon, Westin, uptown Charlotte This will be a brilliant combination of Legal Matters and Recruitment Training for independent recruiters, corporate recruiters and human resources professionals, and agency recruiters. Learn from Jill Benson, Esq., the key legal issues surrounding our industry, as well as from Scott Love, who will bring both skills and motivation to you and your team. This is a can’t miss learning opportunity for the greater Charlotte area. Details, luncheon fees and outlines will be posted at www.ncasp.com in the coming days. See you there. Thursday, November 10, 2011 @ 5:30 p.m.: Staffing After Dark Networking Event, Blackfinn, Charlotte A quick reminder: If you would like a training or networking event in your area, please contact Mark Krajnik, CPC, NCASP Director of Regional Events, at Mark_Krajnik@ kellyservices.com or call 704-548-2500 x202 Chris Kennedy Regional Sales Manager Toll Free: 800.882.2663 ext. 607 Main: 804.266.330 ext. 607 Direct: 804.627.0607 Mobile: 804.347.8163 Email: email@example.com
Vendor Partner Index Essential StafCARE (p. 24) “EssentialStaffCARE is a national employee benefits firm specializing in the development of voluntary, payroll deducted insurance products specifically designed for Staffing Industry employees.” John Walters 864-527-0474 (864) 569-8204 JohnWalters@iagbenefits.com CareerBuilder (p. 2) Internet Career Site Natalia Vidmar (page 4) 800.960.5203 firstname.lastname@example.org Talent Wise (p. 6) Hiring Process Management & Compliance Joe Doyle 919-359-2097 email@example.com The Clement Companies (p. 7) Liability & Workers Comp Insurance Spruill Alexander 252-756-8300 x204 firstname.lastname@example.org Madison Insurance Group (p. 7) Staffing Agency Insurance Solutions Russ Rymer 865-963-12224 email@example.com Tricom Funding (p. 8) Payroll Funding & Processing Julie Ann Blazei 262-509-6225 firstname.lastname@example.org Spilman, Thomas & Battle (p. 10) Employment Legal Services Jeffrey Patton , ESQ 336-725-4476 email@example.com Bond Adapt (p. 11) Bond Adapt, specialist staffing software for leading recruitment companies Chris Kennedy 1-800-882-2663 804--266-3300 x 607 firstname.lastname@example.org Mind Your Business (p. 15) Helping hiring managers make smarter decisions since 1996 Jeff Jones 828-698-9905 cell: 828 698 9908 JJones@mybinc.com
12 August/September/October 2011
Global Cash Card (p. 19) Paycards George Mavrantzas 888-220-4477 cell: 904-993-0469 email@example.com Hirease (p. 19) Employment Screening Services - A Better Way to Better People Heidi Dent 910-693-1764 877-311-2423 firstname.lastname@example.org COATS Sql. (p. 19) Fully Integrated Staffing Software Karen Connor 800-481-5894 cell: 757-650-1566 email@example.com Vantage Point Services (p. 20) Background Checks Sarah Price 800-792-4339 Sprice@vpscreening.com Lee Lloyd 919-818-0752 Lee@vpscreening.com Recuiter Eco (p. 20) The Social Community for HR, Staffing & Recruiting Intel Jim Shaki 828-329-4759 firstname.lastname@example.org Mez Media (p. 20) Digital Marketing Specialists | Web, Email & Video Jonathan Weiner 704-875-2891 email@example.com Wells Fargo (p. 20) Liability & Workers Comp Insurance Scott Cox 704-556-2594 firstname.lastname@example.org RCS (p. 21) Risk Management & Loss Control Katy Hooper 800-807-7475 email@example.com
Teague, Campbell, Dennis & Gorham (p. 22) Legal Defense of Workers’ Compensation Claims Daniel Hayes 828-254-4515, firstname.lastname@example.org Top Echelon (p. 22) Recruiting Software Mark Demaree 330-455-1433 x172 email@example.com US Funding, Inc. Funding your tomorrow…Today. Accounts Receivable Financing Cecilia Kelly 336-812-9767 cell: 336-382-3295 Ckelly@usfundinginc.com EmInfo EMinfo provides information news features online for recruiting & staffing professionals. Pat Turner 314-560-2627 firstname.lastname@example.org Futura Card Services “Replacing paper checks with the Futuracard has saved us time, money, & they have superior customer service.” Tom Poston 910-382-9181 email@example.com Riviera Finance Factoring for Staffing Firms Barry Spencer 800-693-7157 704-510-0112 Cell 704-649-3691 BSpencer@RivieraFinance.com ASURINT Background Checks Loree Barnard 407-440-8789 Cell 407-797-0630 firstname.lastname@example.org
Crestmark (p. 21) Factoring & Funding Tim Hutchinson 336.456.8080 email@example.com
Reserve Your Exhibit Space Now Mary Mallett, CPC, SearchPro
Our 2012 Spring Conference will be held back at the Holiday Inn Resort, Wrightsville Beach on May 17-19 and as you know, we have limited space for exhibits. Our Premium Sponsors will be showcased in the Pre-conference area and the Standard booths will be in the Tidewater Room. Please confirm with me as soon as possible that you will be joining us again in 2012 and at what level as the sponsorship/membership prices will remain the same for repeat Vendors. MARK YOUR CALENDARS for more fun in the sun! Our hope is that you will capture some new NCASP business from your sales & marketing efforts. We want you to get the most from your NCASP experience! Please call me with any questions and do keep me posted on your new contact information and logos. Feel free to submit informational articles for reprinting in our ezines. The deadline for 2011 sponsorship pricing and reserving your 2012 space at the beach is October 15th. Donâ€™t delayâ€Ś your competitors are calling me to secure an opening! Mary Mallett, CPC, Co-Director of Vendor Partner Relations, 704-241-2996, firstname.lastname@example.org
Start your engines by reading the Careerbuilder Spotlight on page 2 Congratulations to Frank Bealer, formerly of Madison Group Insurance, who has recently joined Elevation Church in Charlotte as their new pastor! Best wishes to you and your family, Frank, we will miss you and thanks again for all you have done to promote NCASP!
NCASP Vendor Partners PREMIER
STAFFING & RECRUITING PARTNER
Spotlight on Mary Storms Mary Storms has been on the NCASP Board since 2005. Since then, she’s served as Charlotte Regional Director, Western Regional Director, Communications Director, and, currently, as Secretary. In 2008, Mary was named NCASP Member of the Year. Where do you work? I work at STORMS Associates, south of Wilmington. started the company in 2004.
What are your primary job responsibilities? I’m the CRO. The Chief Recruiting Officer. I do it all, sales, client interaction, marketing, recruiting. What’s your recruiting specialty? I recruit business-to-business sales people for technology companies around the country. Which aspects of your job get you revved up? I like most aspects of sales and recruiting when I’m working with nice people, but 2 things light me up, both having to do with words and ideas: 1.The first is writing and speaking. Most everyone in NCASP knows that I love the sound of a well-turned phrase. (Some would say I simply love the sound of my own voice, and there’s some truth to that.) This love of words works well for our candidates when I turn their goals and experiences into compelling stories that help our clients understand their value. 2. And second, I enjoy negotiating, that is, persuading people to reconsider their positions, recognize our overlapping interests, and come to consensus. It may be convincing a client to give an unconventional candidate a second look, then a third, and, eventually, an offer. Or changing a prospect’s opinion of recruiters from that of scumbags to valuable recruiting allies. What’s one of your favorite recruiting moments? Several years ago I made a recruiting cold call to a telephony salesman in Richmond who said he just wasn’t interested in leaving his long-held job. The next day he called me back. He’d talked with his wife, and they’d decided that I was an “angel,” that this opportunity was something out of the blue that he was meant to consider. He used angel in a literal sense. It really brought home the positive impact we can have on people’s lives. He got the job.
What did you do before you started STORMS Associates? I was a recruiter for about 8 years at Ambassador Personnel in Charlotte. Before that, I was in PR. I’d graduated from college and became a civil servant in the US Army’s training command at Fort Monroe, Virginia. Working for the Army, I wrote speeches for a 2-star general at Fort Monroe; edited a weekly 36-page tabloid at Fort Belvoir in the DC area; worked with TV, radio, and newspapers in San Antonio. Later, as a stay-at-home mom near Atlanta, I freelanced and edited technical manuals for a regional airline. Live long enough and you have stories to tell. Has your NCASP membership benefited you? Oh, yes, in many ways - some tangible, some not. Probably the biggest tangible benefit is that an NCASP referral from Jonathan Weiner helped connect me with Michael Robbins, who’s been a key recruiting colleague. I’ve also made a couple of split and full placements through NCASP members, gotten client referrals from several Board members, and used our vendors’ services. Most recently, attorney Jill Benson reworked my recruiting agreement, and Mez Media is currently helping me update my website. Of course, I earned my CPC and have improved virtually all my professional skills through NCASP training. And I’ve gotten a great deal of statewide visibility by being active on the board. On the intangible side, going to the annual spring conference is like a family reunion because I’ve developed so many long-term friendships. Although I live at a distance from everyone else in NCASP, I know they’re as close as a phone call when I’m in a quandary. Why did you join the NCASP Board of Directors? In mid-2005, NCASP’s regional director for Charlotte had left the industry and the Board. Then-President Ken Moore and Jonathan Weiner persuaded me that the regional role wouldn’t take much time. Thank goodness, I fell for it. Being on the Board has been fun and good training in itself. I joined the Board because it’s hard for me to belong to an organization and just show up. I believe in sharing the load, especially when we’re all volunteers.
Which aspects of your job would you outsource if you could? Anything administrative – accounting, forms, filing, computer issues.
14 August/September/October 2011
Anything else you’d like to add? Regarding business, by next summer, I plan to have completed a negotiation certification through Notre Dame’s virtual executive education program. That’s especially exciting because it’s my long-time goal to improve my own skills and teach negotiation. I’m actively involved in 2 other business associations: I recently rejoined Toastmasters, to hone my presentation skills. And, as a lover of IT, I’m an Ambassador for the North Carolina Technology Association. So, with those and NCASP, I’m maxed out as far as organizations go. On a personal note, I’m proud to say that my son, Blake an Eagle Scout - recently graduated from U of Texas law school, a top-20 law school. This is a blatant attempt to help him find a job. Please contact me if you have any connections with reputable attorneys anywhere in the USA. As Danny Cahill taught me to say, when he spoke at NCASP, I appreciate your consideration. Mary Storms, CPC STORMS Associates Tech Sales Recruiter Mary@ STORMSassociates. com 704-607-9118
North Carolina Jumps on the “E-Verify” Bandwagon By Jill Benson, ESQ
If your company has not already implemented E-Verify then it may soon be required to do so. On June 23, 2011, North Carolina joined several other states in requiring private employers to verify that all new hires are authorized to work in the United States. The North Carolina law will eventually impact private employers with more than twenty-five (25) employees. The E-Verify mandate will be implemented on the following dates:
• October 1, 2012: Employers that employ 500+
Employers must retain the E-Verify report and documentation on each employee for at least one year after the employment relationship ends. It is preferable if the employer staples the E-Verify report to the back of the employee’s I-9 Form. Failure to comply with the E-Verify law can result in civil penalties up to $10,000. The civil penalty will depend upon how many employee verifications the employer failed to make and if this is the first violation or a repeat violation.
• January 1, 2013: Employers that employ 100+ •
employees July 1, 2013: Employers that employ 25+ employees
E-Verify is a federally administered online system that confirms the employment eligibility of new hires. North Carolina employers must verify the legal status of all new hires by entering the individual’s I-9 information into the federal E-Verify program. The E-Verify program provides results within seconds to verify the individual’s ability to work in the United States.
16 August/September/October 2011
If your company has twenty-five (25) or more employees then it should begin preparing to enroll in the E-Verify program. Contact your employment attorney to have I-9 and E-Verify training. Jill M. Benson (336) 574-8095, email@example.com
Negotiate Compensation Using All Your Arrows By Mary Storms, Tech SALES Recruiter, STORMS Associates When discussing compensation packages, our clients and candidates often focus on one point – income. They may think “salary” = “compensation package.” As their recruiting consultants, it’s our job to help them think beyond salary and commissions so that they use and weigh all the arrows in our clients’ compensation quivers against those at other companies. Salary is just one arrow, albeit an important one. Some do think beyond salary. For instance, experienced business people are likely to weigh health insurance and retirement plans heavily. As a result, smart employers offer the best insurance and investment plans they can afford in order to help attract the best employees. Another arrow that’s virtually always addressed by employees who travel is expense reimbursement for automobiles, flights, mobile phones, etc. And most of us will bring up vacation. Below are several other compensation options, some of which are negotiable and some of which aren’t. You can certainly think of more.
• • • • • • • • • • • • • • • • • • • • • • • • •
Start date Sign-on bonuses Relocation assistance Spousal job assistance Performance and other merit bonuses Commissions Time off Amount of travel Flextime Flexibility of working from home Insurance benefit waiting periods Company car Company-paid parking Education reimbursement, training, professional development Internal training and/or certifications Cell phone, laptop, tablet, and other business devices Telecom/Internet service for home offices Company trips Awards of various types Child care expenses Overtime In-house cafeteria, free meals, and/or free beverages and snacks Discount tickets, club memberships Time off to work for community organizations Speedy promotional timeline
The most effective recruiting negotiators consider all the arrows in the compensation quiver and don’t let either side take any of them for granted. We help our candidates by: 1. Walking them through the process of identifying all that’s important to them in a compensation package, then weighting those options individually. 2. Reminding them of all the compensation benefits they’ll get from our clients. 3. Weighing our client’s entire compensation package against the candidates’ current job and/or other job opportunities. We help our clients in similar ways: 1. Reminding them of all they have to offer, not just income. 2. Noting what’s important to the candidate. 3. Encouraging everyone in the interview process to: a) probe for what’s on the candidates’ compensation wish list, and b) remind the candidates of the multiple compensation arrows that the company has to shoot, but focused on those targeted by the individual candidate. 4. On the flip side, making certain that our clients fully understand the value of what a candidate may be giving up to join the company and how that will affect the income offer. My reminder to candidates who are focused solely on salary is based on the adage, a penny saved is a penny earned. That is, whatever the company pays for that you don’t have to pay for is extra money in your banking or savings account. As for employers, having a full compensation package gives them greater latitude in their income structures. When possible, they should be creative in offering a variety of compensation options that hit the hot buttons of different candidates. For instance, great dental insurance may be critical to employees with children who need orthodontia, while opportunity to travel may be more important to recent college grads. The point is that it’s a compensation package. Negotiate the final package by bundling as many arrows as possible, not just shooting one income arrow and praying that it hits the bull’s eye. Mary Storms is a tech SALES recruiter. STORMS Associates specializes in recruiting SALES hunters for technology companies across the USA. You can discuss sales recruiting and negotiation with her at 704-607-9118, Mary@STORMSassociates.com, and read her blogs at TheSalesHunter. August/September/October 2011
The Lost Art of Listening Great Communication = Great Compensation By Rob Mosley, Next Level Exchange
Rob Mosley 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 is about better understanding 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. 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! 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. The good news is that we can train ourselves to be good listeners. (Just ask any mother if she can discern her baby’s cry from others in a crowded nursery.) You can learn to tune in the important and tune out the extraneous. Think of how it feels when someone’s not
listening to you. You feel ignored, unimportant. Instead of liking the other person, you think he or she is rude or self-interested. Conversely, people who feel they are being heard are easier to deal with. Let listening be an end in itself. Sometimes, simply hearing the client’s issue may not only enable you to find a solution, it may be the solution! How often do you let the other person completely finish a thought? If you respond in mid-paragraph, you’ve lost valuable information the other side was sharing with you. You will never know what you didn’t hear. When was the last time you had nothing to add to what someone else said? Do you really want to know if you are a good listener or a chronic interrupter? Don’t ask the people you work with; ask your spouse or significant other. Ask your kids and don’t interrupt when they answer you. In the very next conversation you have, make a deal with yourself not to interrupt at all. You will be amazed at two things:
How hard it is, and . . . How much you will learn. 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 us because we do not possess active listening skills. Have you ever found yourself in a situation where you are listening to your spouse or colleagues relate something that is extremely important to them? While they are speaking, something comes to mind and you cannot wait for them to finish so you can tell your story. This is the point where you can still hear them, but you are no longer listening. To listen actively is to first of all listen without deciding or judging about what you hear. Active listening is the process of temporarily setting your world aside and concentrating on the other person’s message and meaning. Evaluations, decisions and reactions can come later. Following are some essential listening guidelines.
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Listen without deciding. Be like a polltaker asking questions impartially simply to get the information. Neither agree nor disagree. Show understanding by nodding or saying, “I see” or “I get it.” A response of, “I know just how you feel” may seem empathetic but may also elicit an angry, “How could you possible know how I feel?”
Use a neutral tone of voice. Not monotone or robotic, but casual, light, free from heavy emotional baggage. The same tone of voice you would use to ask, “Is it raining?” You are not judging the rain; you just want to know whether an umbrella is called for.
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?”
Go through the doors that they open. The listener actually guides the conversation by choosing the next subject to ask about. For example, let’s say you are listening to a coworker 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?
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 getting better at this one skill will totally change your relationship with clients and candidates, not to mention improving many aspects of your personal life as well. Rob Mosley is the Sr. Director of Training and Development for Next Level Recruiting Training. firstname.lastname@example.org
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?” NCASP.com
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NCASP2011/2012.BOARD OF DIRECTORS Scott Love, CPC President Phone: 480.650.0230 Email: firstname.lastname@example.org Web: scottlove.com
Mary Mallett, CPC Co-Director of Vendor Partner Relations Phone: 704-241-2996 Email: email@example.com Web: searchpro.com
Brandy Barrett Director 2012 Conference Chair Phone: 919.862.8602 Email: firstname.lastname@example.org Web: greeneresources. com
Jonathan Weiner, CPC Past President, Website Director Phone: 704.756.8751 Email: jonathan@ncasp. com Web: 360dunamis.com
Rita Bottoms, CSP Co-Dir. Vendor Partner Relations Phone: 336.970.5206 Email: email@example.com Web: temporaryresources. com
Quintin Williams, CTS Director at Large Phone: 336.403.6487 Email: firstname.lastname@example.org Web: debbiesstaffing.com
Jillian Dodson, CTS, CPC Director, Certification Phone: 919.606.2256 Email: email@example.com Web: greeneresources.co
Jill Benson, Esq. Director at Large, Non-voting Phone: (336) 574-8095 Email: jillmbenson@ hotmail.com
John Ravelli, CPC Director, Education Phone: 919.291.8320 Email: firstname.lastname@example.org Web: TTRecruiting.com
Chris Kennedy Director at Large, Non-voting Phone: 804.266.3300 Email: email@example.com Web: bond-us.com
Michelle Coviello, CPC Director at Large Phone: 919.280.1671 Email: michelle@ncasp. com Web: hirenetworkscom
Spruill Alexander Director at Large, Non-voting Phone: 252.756.8300 Email: firstname.lastname@example.org Web: clementins.com
Anna Hudson, CPC, CSP Director at Large Phone: 704.553.8120 Email: email@example.com Web: corestaff.com
Cassie Watkins, CPCU, CIC, ARM Director, Southern Region, Non-Voting Phone: 704.556.2569 Email: firstname.lastname@example.org Web: wellsfargo.com
Marc Cochran, CSP Vice President & Director of Membership 2012 Conference Chair Phone: 678.662.6308 Email: email@example.com Web: metrixhg.com Mark Griffin, CSP Vice President Phone: 336.337.3327 Email: firstname.lastname@example.org Web: procurastaff.com
Mary Storms, CPC Secretary Phone: 704.607.9118 Email: email@example.com Web: stormsassociates.com
Wendy Ward, CPC Treasurer Phone: 828.302.4042 Email: firstname.lastname@example.org Web: cvstaffinginc.com
Carol Ashby, CTS Dir. of Communications Phone: 704.439.7200 Email: email@example.com
Kara Bertoncino, CSP Director at Large Phone: 919.818.3773 Email: firstname.lastname@example.org Web: quality-staffing.com
Mark Krajnik, CPC Director of Regional Events Phone: 704.510.0900 Email: email@example.com Web: kellyservices.com
Cheryl Neely, CTS Director at Large Phone: 704.975.1137 Email: firstname.lastname@example.org Web: carolinastaffingresources. com
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