Page 1


VOLUME 10, NUMBER 2, March/April 2011


Conference Agenda pages 9, 10, 11

Losing Your Hearing? Pages 18 & 19

Having fun at Wrightsville Beach

Page 25

Bid for iPad, Kindle, & more Page 6

TalentWise is in our Vendor Partner Spotlight this issue. See page 8 to learn more about our newest Vendor Partner.

2 March/April 2011



Volume 10, Number 2 March/April 2011 Publishing Information PO Box 1810 Hickory, NC 28603

Editor in Chief | Carol Ashby Vendor Partner Relations | Mary Mallett Graphic Designer | Stacey Chacon Contributing Writers Scott Love Mary Mallett Ken Christian Rob Mosley Marc Cochran Mark Krajnik Jillian Dodson Mary Storms Jill Benson Todd Bossler Michael Dalton Johnson

Published by

President | Scott Love Staffing Now is published five times per year. For subscription inquiries, click here. Archived issues are available online at Copyright 2011. All rights reserved.

Friday, April 29 @ 5-10pm Volleyball Tournament Open Bar and Hot Buffet with delicious Seafood Fun & Games, Silent Auction, 50/50 Cash Raffle, Photo Booth, Charity Texas Hold ‘Em Poker Tournament, Music & Dancing! LIVE AUCTION for Electronics and Gadgets! (See page 6)


President’s Message . . . . . . . . . . . . . . . . . . . . . . . . . . 5 Speaker Line-Up . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7 Employment Screening . . . . . . . . . . . . . . . . . . . . . . . . . 8 Conference Agenda . . . . . . . . . . . . . . . . . . . . . . . . 9-11 Vendor Partner Index . . . . . . . . . . . . . . . . . . . . . . . . 13 How To Have A Breakout Year . . . . . . . . . . . . . . . . . . . . 14 Healthcare Webinar . . . . . . . . . . . . . . . . . . . . . . . . . 15 Charity Raffle . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16 The Miracle League . . . . . . . . . . . . . . . . . . . . . . . . . 17 The Lost Art of Listening . . . . . . . . . . . . . . . . . . . . 18-19 Member News . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20 Background Checks . . . . . . . . . . . . . . . . . . . . . . . . . 21 Eleven Success Principles . . . . . . . . . . . . . . . . . . . … 22-23 Certification . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24 Wrightsville Beach Things-To-Do . . . . . . . . . . . . . . . . . . 25 Workers’ Compensation Alert . . . . . . . . . . . . . . . . . . . . 26 Sales Civility . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27 Legal Matters – Illegal Workers . . . . . . . . . . . . . . . . . . . 28 Time To Send Emails . . . . . . . . . . . . . . . . . . . . . . . . . 30 Member/Vendor Spotlight on Cassie Watkins . . . . . . . . . . . . 32 Immigration Enforcement in NC . . . . . . . . . . . . . . . . . . 33 Reflections On Your Greatness . . . . . . . . . . . . . . . . . . . 34 March/April 2011




DID YOU KNOW THAT 46% U.S. CLIENTS HAVE ALSO WORKED WITH A STAFFING FIRM AS A JOB SEEKER? Turn your current candidates into future clients. Download the 2010 Opportunities in Staffing Guide to find out more about the link between candidate and client experience at

CONTACT CAREERBUILDER’S STAFFING & RECRUITING GROUP TO LEARN MORE. 1-800-960-5203 or • © 2010 CareerBuilder, LLC. All rights reserved.

2011 Conference Co-Chair, Mark Krajnik (center), will organize our 2nd Annual Beach Volleyball Tournament on Friday, April 29.

4 March/April 2011

Jill Benson, Attorney at Spilman, Thomas & Battle, will deliver more employment law topics on Saturday morning, April 30.


Come Grow With Us at the Annual Conference When I took over the president’s role of NCASP this year, I wanted to set the vision that I felt our industry needed right now, and it can be summed up in one word: GROWTH. As a trainer to our industry, I give advice to search firms and staffing agencies every day. Being a professional ‘advicegiver’, I’d like to offer one suggestion for you and your firm this year that will reward you with multiple benefits: attend the NCASP conference. There are two reasons why I think this will help you: 1. Growth of skills. I heard a professional speaker recently share a story from his days as a high school athlete. He talked about his coach telling him that ‘while you are sleeping, someone else is practicing.’ In today’s competitive market, those who practice and hone their skills are going to be the ones who capture business, especially as the market expands. If you equip your employees with the core skills and the soft skills that they will learn from this conference, then you will get the business and expand your margins. 2. Growth of relationships. In some ways, that one conversation with another manager whose office is two cities away from you can be the best value you receive from attending. That encouraging word, that story of how they overcame a challenge you are going through, and even the prospect of someone who can mentor you as a colleague in the industry could heighten your

experience when you attend. Bring lots of business cards and don’t be afraid to extend your hand to those you don’t know, to introduce yourself, to find out about their business, and seek to build a collaborative relationship. What will make the conference worth it for you? For some firms who will attend, it will be the shared experiences at ‘casino night’ or the volleyball tournament that they will remember it as a time that bonded them together as a unified office. For others, it could be the tactical nuts-and-bolts knowledge they get from the industry leaders who will be presenting, or the advice they receive from Jill Benson’s legal program, or the motivation they receive from the excitement of attending our annual gathering of industry colleagues. I don’t know which aspect will benefit you the most, but I do promise that it will give you a return on investment and that it will help you and your business grow.

Scott T. Love

Scott Love NCASP President 828 225 7700 x 701

NAPS’ HALF-DAY CPC AND CTS CERTIFICATION IMMERSION TRAINING and exam EMPLOYMENT LAW AND OWNER-MANAGER SESSIONS SEPARATE STAFFING AND RECRUITING TRAINERS , including last year’s big singing hit, Jon Bartos SPEED TRAINING by industry specialists EXCEPTIONAL ENTERTAINMENT and food, including: More Beach Volleyball, Charity Poker Tournament, Photo Booth, Dance Music, Silent and Live Auctions VENDOR PARTNER RECEPTION Certification Training and Exams, Wake Up Buffet Breakfast and Awards Luncheon

Ready to Play?

Register now at $299, Click here to register

A FEAST of sumptuous seafood and bubbly beverages OCEANFRONT ACCOMMODATIONS on the Atlantic Ocean side of beautiful Wrightsville Beach March/April 2011


LIVE ELECTRONICS AUCTION AT THE NCASP ANNUAL CONFERENCE A portion of proceeds will benefit The Miracle League of the Triangle


Jackie Costello

WIN THIS IPAD, 32GB $600 value Donated by: Joe Doyle


FLIP Video Camera

$199 value Donated by: Frank Bealer

iPod Nano $100 value Donated by: Karen Connor Heidi Dent

6 March/April 2011

Beats by Dre. Headphones

$200 value Donated by: Carol Ashby & Quintin Williams

Kindle Wireless Reading Device and Flip Case

$189 value Donated by: Ka Karen Caruso

Best Buy 32� Television $600 value Donated by: Ed Belcher

Nook Color

$249 value Donated by: Scott Cox & Cassie Watkins

2011 Speaker Line-Up

Strategies for Breakout Performance Friday • 9:00am

Quick Start Guide to Staffing Success! Friday • 1:45pm

Negotiating Tactics and Demands Friday • 10:45am

Next Level Strategies to Recruit Candidates Friday • 1:45pm

Jill Benson

Joe Judge

Saturday • 9:00am

Leadership: A Model That Works Today!

Jon Maly

Friday • 3:45pm

Legal Matters

Evaluate Your Game

Jeff Patton

Maximize Your Potential

Buying or Selling a Staffing Firm

Richard Wahlquist

Karen Schmidt

Rob Mosley

Donna Mallard

Ken Christian

Jon Bartos

Don’t miss these dynamic speakers, bringing tools to put to use right away!

Thursday • 2:45pm

Friday • 12:00pm

Thursday •12:15

Talent Advocacy Friday • 8:30am

March/April 2011



Employment Screening’s Top Trends for 2011 With the national unemployment rate hovering around 10% and economists predicting a “jobless recovery” from this recession, it’s challenging to spot the silver lining. Embracing these topics could help you increase your company’s productivity and compliance. Conduct Comprehensive Background Screening to Improve Your Quality of Hire According to a recent study by leading industry analyst firm Aberdeen Group, the economic climate makes it imperative that organizations perform background screening on new hire candidates. Though the candidate pool is full, HR, staffing and recruiting practitioners are challenged to identify candidates with the skills for the roles they’re trying to fill. Aberdeen Group’s research found organizations that incorporate comprehensive employment screening (screening which combines criminal background checks, employment/education verification, and reference checks), actually had greater improvement in their quality of hire metric than organizations that used some or none of these screening components. Embrace Social Media for Screening & Understand Potential Legal Issues In a survey conducted by ExecuNet, 77 percent of respondents indicated using the web for screening applicants. While it’s smart to leverage public information, improper use of social media may violate the Equal Employment Opportunity Commission (EEOC) or the Fair Credit Reporting Act (FCRA). To mitigate risk, seek advice from your employment screening provider or legal counsel. Keep Current on the Latest Happenings in Employment Legislation 2010 saw its fair share of new employment legislation, and we predict the same for 2011, at the state and federal level. Of particular interest are the topics 2010 © Copyright TalentWise

8 March/April 2011

of medical marijuana in the workplace and credit reports for employment screening purposes. Fourteen states and the District of Columbia have enacted laws legalizing medical marijuana. An employer’s internal hiring policy can supersede state law, but understanding nuances of the law is critical to avoiding lawsuits. For example, if a candidate has a medical marijuana permit but company policy states “100% drug free”, an employer can deny employment. However if an employee with a medical marijuana permit is terminated based on the detection of marijuana in their system, ‘disability discrimination’ and ‘wrongful discharge’ lawsuits can be filed on the grounds that the employee in question didn’t exhibit signs of impairment. Regardless of your company’s stance, consult legal counsel to ensure hiring (and firing) decisions are protected. Using credit reports as an employment screening component can prove invaluable for gauging candidates’ character. According to, 20% of employers seek credit reports on candidates in addition to running background checks. States including Hawaii, Illinois, Oregon and Washington have enacted laws restructuring their use for employmentrelated decisions. Speculation about the EEOC enacting guidance prohibiting credit reports for employment-related purposes looms alongside its consideration of credit reports as a ‘discriminatory practice’. If you’re considering incorporating credit reports into your screening process, consider the risk versus benefit. If no correlation exists between the position and the potential for fraudulent activity, your business at risk for a discrimination lawsuit. Contact TalentWise Today! | 919.359.2097 1

Conference Agenda Thursday, April 28 - Saturday, April 30, 2011 Holiday Inn Resort 1706 North Lumina Avenue, Wrightsville Beach, NC 28480 910-256-2231

Book your rooms now before they are all gone!

Thursday, April 28 MORNING 8:00 a.m.

2011 Conference Registration Open (through 5:00 p.m.)

8:30 a.m.

NAPS Certification Training and Skills Workshop CPC & CTS Exam Preparation (Includes Lunch and 2:00 p.m. Examination for Certification)


Get Back in the Game Leadership Luncheon Vendor Partner Expo Opens

12:15 p.m.

Key Considerations in Buying or Selling a Staffing Firm Jeff Patton, Esq., Spilman, Thomas & Battle Jeff hits on all the relevant factors for buying, selling or merging with another staffing company. There are key components in the valuation and succession planning element of your business. Jeff is a subject matter expert on the details that are necessary in the buying and selling process.

12:45 p.m.

11-4-11: The Top 11 Behaviors that will Drive Your Revenue for 2011 Scott Love, CPC, & Mark Krajnik, CPC, NCASP Conference Co-Chairs Scott & Mark have a collective 29 years in the Executive Search and Staffing industries, and have delivered over 100 live workshops to Owners, Managers and Recruiting Professionals worldwide since 2003. This session will provide tangible takeaways around skills, attitudes and behaviors that will take your business to the next level. This will be a highly interactive and fun session focused on you and your team’s development, as we review the top eleven behaviors that will drive greater revenue for you in 2011.

2:00 p.m.

NAPS Certification Exams Begin

2:15 p.m.

Vendor Partner Expo Energy Break Sponsored by Mercury Group Insurance

2:45 p.m.

Leadership: A Model That Works Today! Joe Judge, President, Clear Possibilities, LLC Joe has spent that past 21 years in developing Business Leaders throughout the U.S. This workshop, Competency - Trust - Relationships - Energy: A Model for Building Your Team, will bring mindshare and skills development to all Attendees. Recognizing that leadership and life go hand-in-hand, this highly interactive session will bring both awareness and action items for each of you to build more effective teams, drive leadership skills for yourself and your internal leaders, and give you key insights into developing a more effective and productive team.

5:30 p.m.

NCASP Vendor Partner Reception Sponsored by John Walters, Essential StaffCARE

Friday, April 29 MORNING General Sessions 7:30 a.m.

Registration Buffet Breakfast & Coffee Station (Breakfast until 8:30 a.m.) Vendor Partner Expo Opens Sponsored by The Clement Companies

8:15 a.m.

2011 NCASP Welcome and Introductions Scott Love, Mark Krajnik, Jonathan Weiner & Mary Mallett

March/April 2011


8:30 a.m.

Get Back in the Game Kick Off Richard Wahlquist, ASA President and CEO The staffing and recruiting industry may be at one of those momentous intersections of change, challenge, and opportunity. In this session, ASA President and CEO Richard Wahlquist, will outline the new ASA Talent Advocacy initiative and provide examples of ways that you can best leverage these new opportunities on behalf of your firm, your clients, and your candidates and employees. The future competitiveness of individual businesses and global economies is going to be clearly linked to the development of better systems of talent identification, deployment, development, and advocacy. Finding the top talent; matching the candidate with needs and opportunities; and ensuring that they are nurtured, challenged, and on identifiable growth trajectories are fast becoming the most pressing strategic priorities.

9:00 a.m.

Morning Key Note Four Advanced Strategies for Breakout Performance: Mindset, Measures, Methodology, Momentum Ken Christian, PhD, Maximum Potential, Sacramento, CA Ken Christian is a performance psychologist, author of Your Own Worst Enemy: Breaking the Habit of Adult Underachievement and founder of the Maximum Potential Project. Key Takeaways: • A no-fault, no self-attack Mindset that sets stage for high performance • Measures to take that nurture, enhance and radically protect focused work time • A Methodology or protocol for radically increasing productivity • How to increase and sustain Momentum to lock in a permanent shift in performance

10:15 a.m.

Vendor Partner Expo Energy Break Sponsored by Bond Adapt

10:45 a.m.

Negotiating Tactics & Demands Rob Mosley, Next Level Exchange, Plano, TX In tough times clients and prospects can become very tactical and demanding. They use tactics either consciously or subconsciously to influence your perception of what is right and what is fair. The key is to neutralize the tactic and not your client. When you begin to recognize a tactic-as a tactic, its effectiveness is greatly reduced. This program is about your ability to create your own future circumstances with clients and prospects through a better negotiation process by first preventing, then recognizing and responding to client tactics and demands. You can never concede your way to a healthy client or candidate partnership.

AFTERNOON General Sessions 12:00 p.m.

Awards Luncheon Jonathan Weiner, NCASP Past President Jon Maly, Regional Manager, Recognition is a key element of why we all work so hard. We will recognize those that got back in the game in 2010, and continue to see amazing results in the first quarter of 2011. In order to recognize outstanding performance, we will all congratulate our new Hall of Fame, Rookie of the Year, Mary Mallett Award Recipients, Member of the Year and more! REMOVE MM Award Recipients Sponsored by

1:15 p.m.

Vendor Partner Expo Energy Break Sponsored by Tricom Funding

1:45 p.m.

What Now? A Quick Start Guide to success in staffing today! Donna Mallard, Principal, Mallard & Associates, Raleigh, NC After this interactive workshop directed in the contract staffing marketplace, participants will be able to: • Identify the current state of the staffing industry • List strategies and when they are appropriate for prospects/clients • Practice uncovering challenges with different client roles • Complete an Implementation Game Plan outlining the next step • Go back to the office, armed with confidence to compete in today’s market!

1:45 p.m.

Herding Cats: Next Level Strategies in Candidate Recruitment Karen Schmidt, Training Director, Next Level Exchange, Plano, TX This direct hire session is about your ability to source both passive and proactive candidates by developing collaborative relationships to ensure a higher probability of recruitment success. This session will provide you with real skills to answer the following questions: • How do we source candidates in a time effective and efficient manner? • How do we differentiate ourselves from our competitors? • How do we build real value in a market that tends to see us as “vendors” or a “necessary evil”? • How do we properly manage candidate tactics and demands so that we are seen as more than just a commodity? • How do we elevate our level of relationship to ensure committed and motivated candidates that want to work with us? This session is designed to help tenured Recruiters master advanced techniques for candidate development. It is the accumulation of the very best practices of top billers and niche specialists in the recruiting industry.

10 March/April 2011

3:15 p.m.

Vendor Partner Expo Energy Break Sponsored by Mind Your Business

3:45 p.m.

Afternoon Key Note Maximizing Your Potential… in Recruiting and in Life Jonathan Bartos, CEO, Jonathan Scott International, Mason, OH As the recession comes to an end and the recovery begins, firms will be assessing the damage and asking that all important question - “What is the best way to maximize performance?” Even though things are picking up, those who think 2011 will be easy money and back to business as usual will be in for a rude awakening. With rumors of a jobless recovery and unemployment rates between 8-10%, it is predicted to be anything but easy. This session will address the specific actions that Owners, Managers and Recruiters need to do to maximize the opportunities you are presented. How you and your organization handle these important changes and the actions you take will determine the level of success you will have in 2011.

5:00 p.m.

2nd Annual NCASP Beach Volleyball Tournament & Beach Party Be certain to sign up for the Beach Volleyball Tournament at the Registration Desk and claim you team colors, as four teams will square off to compete for the Gold and Silver Medals! Compete down on the beach, wear your team shirts and enjoy music, food, drinks, and an exciting and fun Volleyball Tournament. The winning Team will be recognized At the Beach Party in the Ball Room at 8:00 p.m. NCASP Beach Party 2011 Boardwalk Interviews With Jackie Costello Sponsored by Mez Media

7:00 p.m.

NCASP Beach Party 2011 Open bar and Buffet Sponsored by TalentWise A Minute to Win It! Compete in A Minute to Win It games for prizes. It’s All Fun & Games! Silent Auction Begins, Raffle Tickets, Photo Booth, Prizes, Music & Dancing. Fun for Everyone!!! Presented by All-In Entertainment, Cary, NC

8:00 p.m.

Charity Texas Hold ‘Em Poker Tournament Tournament begins. A portion of the proceeds benefits the Miracle League in Raleigh, NC Presented by All-In Entertainment, Cary, NC

8:30 p.m.

LIVE Auction Hosted by Jackie Costello Also, our Annual Silent Auction concludes, and the 50/50 Raffle will be awarded. We will be supporting the Miracle League in Raleigh, NC.

Saturday, April 30 MORNING 9:00 a.m.

Breakfast Sponsored by Spilman, Thomas & Battle

9:00 a.m.

Employment Law Review & Ethics Jill Benson, Spillman Thomas & Battle Law, Winston Salem, NC Key topics of discussion related to the Staffing Industry will be:: • Client Contracts: The Good, The Bad, and the Ugly • HealthCare Reform: One Year Later • I-9 Update: How to Detect Fraudulent I-9 Documents • Managing Employees with Health Problems: How the interactive process can avoid lawsuits

10:00 a.m.

Master Mind Round Tables: Speed Training Facilitated by Mark Krajnik, CPC, NCASP Director of Regional Events You don’t want to miss this. This will be a high energy, interactive look into best practices and expert insight from our Trainers and Partners. There will be six 10-minute sessions where our Speakers and trainers come to you to both educate and provide insight in their specific areas of expertise. Featuring: Jonathan Bartos, Frank Bealer, Jill Benson, Joe Doyle, Joe Judge, Chris Kennedy, Scott Love and Karen Schmidt

11:00 a.m.

Prize Drawing Scott, Mark and the rest of the 2011 NCASP Board of Directors close the 2011 NCASP Annual Conference

11:15 a.m.

Holiday Inn Check Out Thanks for your participation!

March/April 2011



Kudos to our NCASP Vendor Partners Mary Mallett, CPC, SearchPro

NCASP is fortunate to have the best sponsors in the country! They offer outstanding products and services in order for our Members to save time and money! Even during the down times, they have invested time and money in our Association and have been instrumental in helping us get back in the game! Our Loyal Sponsors make our training events possible, so once you get settled into the Holiday Inn Resort, come on down to the pre-conference area and meet our VIP’s. On Thursday evening, plan to meet us on the Sunset Terrace at 5:30pm for Open Bar and Hors D’oeuvres and get re-acquainted with old friends and meet new friends. We are excited to have our Key Sponsors, John Walters and Jay Dye of Essential StaffCARE joining us. In addition to our long-time returning partners of Careerbuilder, the Clement Companies, Bond Adapt, Mercury Group Insurance, Tricom Funding, Spilman, Thomas & Battle, Wells Fargo, Hirease, Coats, Vantage Point Services, RCS, and Global Cash Card, we would like to welcome our newest 2011 Sponsors: TalentWise as a Silver Sponsor; Mind Your Business, Recruiter Eco & Mez Media as Bronze Sponsors; and Crestmark Bank, Top Echelon, and Teague, Campbell, Dennis & Gorham as our Standard Booth Sponsors.

Welcome to Joe Doyle of TalentWise our new Silver Premier Sponsor. TalentWise is sponsoring our Friday Night Beach party. Joe and his team have generously donated an iPad for our Live Auction that evening.

Thank You Joe!

Click here to go to our website to hear NCASP Radio Shows from our Premium Sponsors. Contact me to reserve your advertising space and learn why more Vendors choose to exhibit at NCASP than any other State show. Mary Mallett, CPC, 704-241-2996 , Joe Doyle 919-359-2097

Past NCASP President, Jonathan Weiner, recording one of the Vendor Partner Radio Shows to promote our 2011 Carolinas Annual Conference, April 28-30, 2011

12 March/April 2011

Sign up at the Registration Table in Wrightsville Beach for the four-team, 2nd Annual Beach Volleyball Tournament.

Come and watch the waves of recovery from the hotel porch!

Vendor Partner Index Joe Doyle (page 2) Talent Wise 919-359-2097

Chris Kennedy (page 20) Bond Adapt 804--266-3300 x 607

Natalia Vidmar (page 4) CareerBuilder 773.527.2975 natalia.vidmar@careerbuilder. com

Jill Benson, Esq. (page 24) Spilman Thomas & Battle 336-970-5206

Karen Caruso (page 14) Mind Your Business 828-698-9905

Daniel Hayes (page 26) Teague, Campbell, Dennis & Gorham 828-254-4515,

Julie Ann Blazei (page 15) Tricom Funding 262-509-6225

Scott Cox (page 29) Wells Fargo 704-556-2594

Spruill Alexander (page 15) The Clement Companies 252-756-8300 x204

Heidi Dent (page 29) Hirease 910-693-1764

Frank Bealer (page 18) Mercury Insurance Group 865-425-1037 fbealer@mercurygrouponline. com

Karen Connor (page 29) Coats Sql. 800-481-5894

Tim Hutchinson (page 29) Crestmark 336.456.8080

Jim Shaki (page 32) Recuiter Eco 828-329-4759 Jonathan Weiner (page 32) Mez Media 704-875-2891

Mark Demaree (page 31) Top Echelon 330-455-1433 x172 Sarah Price (page 31) Vantage Point Services 800-792-4339

KEY SPONSOR! John Walters (page 36) Essential Staffcare 864-527-0474 JohnWalters@iagbenefits. com

Richard Skinner (page 31) RCS 800-807-7475 rskinner@riskcontrolservices. com George Mavrantzas (page 31) Global Cash Card 888-220-4477 gmavrantzas@globalcashcard. com

NCASP Vendor Partners PREMIER



March/April 2011



How to Have a Breakout Year By Ken Christian, Maximum Potential Project

Ken will be a trainer at NCASP’s annual conference April 28-30. You can contact him directly at

How do you begin now to position yourself to make this the greatest year of your career? How do you permanently alter your career trajectory? No matter where you are at this moment, if you want to be at the top of your field now, how do you get there? How do you break out, make good on your opportunities and set your performance apart? The answer is in leveraging existing skills like never before. To do this, you make specific changes in your daily routine, which create that leverage. Research shows that lasting changes universally involve four steps: 1) Getting real about where you are now 2) Getting ready to take action steps that move you where you want to go 3) Getting going—that is, taking the action steps 4) Locking in the changes you make by adjusting your daily routine so it sustains them That’s the big picture. Those are the steps in making changes. Here are the actions needed. In order to break out, make changes here: • Mindset: identify and remove subtle limits about what you believe is possible for you and what you expect to achieve • Measures: take specific steps to ensure blocks of time for uninterrupted and uninterruptible focus • Method: create a protocol of daily actions you follow without fail—a recipe • Mechanism: create prompts that ensure that you follow the protocol • Momentum: the force developed via consistent repetition that propels you to breakout levels of success The difference between successful and breakout level recruiters is not in charisma, advanced closing techniques or unique inborn gifts. Instead it’s in beliefs about what is possible, in expectations of success, in comfort with success and in taking actions that ensure success. All breakout performers in every field create blocks of time during which they see to essential functions, like cold-calling and the follow up contact that nurtures relationships. Take measures to do this, and to alter your mindset and create a method or protocol plus prompts. The result: breakout momentum that launches and sustains breakout performance.

14 March/April 2011


This webinar offers the most current information available on the existing and pending health care reform legislation. Advance hosts the webinar, which is presented by Essential StaffCARE’s John Walters and Aaron Lesher. In the presentation, John and Aaron address how the changes in this legislation will affect your profitability and the way you do business. They present this complex topic in a concise, informative, easy-to-understand way, including:

• New Taxes Affecting Employers • Individual Mandates • Top Credits & Cost-Sharing Reductions -- Eligibility

• Employer Tax Penalties • Definitions -- ‘Large’ and ‘Small’ Employer, ‘Full-time’ Employee

• ‘Mini-Med’ Plans -- Status and History

• Subsidies -- Employee Eligibility, Free-Choice Vouchers

• Employer Coverage Options -- Cost Impact

• Nondiscrimination Rules

Providing Staffing Insurance Programs for over 15 years. Property Workers Compensation Health Insurance

NCASP members attend the webinar for free. To register, contact John walters, johnwalters@iagbenefits. com. Essential StaffCARE is a leading provider of healthcare insurance coverage for temporary and contract employees and has followed the healthcare issue carefully

General Liability Third Party Fidelity Mini Med Health Benefits

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

Professional Bonds Life, Disability, Dental & LTC

Scott Cooper ext. 226

Web Site:

March/April 2011


1 ticke 2 tickett for $3 6 ticket s for $5 s for $1 0


50/50 CASH BONUS A portion of NCASP proceeds will benefit the Miracle League of the Triangle. Winning ticket will be drawn at the Beach Party on April 29 at 9:00pm as part of the 2011 Annual Conference. Need not be present to win. Purchase tickets from your BOD Members or call John Ravelli at

919.291.8320 16 March/April 2011


Baseball League Serving Youth with Special Needs Prepares for Opening Day Spots still open for teenage players and for individual volunteers Provided by Miracle League of the Triangle

Families of children with disabilities have only one week until they can cheer from the stands as their kids round the bases. The Miracle League of the Triangle provides children with special needs the opportunity to play baseball on organized teams at a specialized field in Cary. With opening weekend just days away, the league still has room on team rosters for teenage players. “Younger team rosters are currently full, but parents of middle school and high school children with special needs are encouraged to register online,” said Executive Director Traci Brown.  “Our goal is to provide this opportunity to as many kids as possible, and we’ll continue to accept new players on our older leagues, even after the spring season begins.”

The spring season, which opens March 25-26, lasts for approximately eight weeks with weekend games at Andy’s Foundation Field located at Adams Elementary School in Cary. Teams do not exceed 15 players, and games last approximately one hour.  Any schoolaged child with a disability requiring an IEP or 504 plan is eligible to play.   In addition to recruiting new players, the Miracle League of the Triangle is still seeking individual volunteers such as umpires, game announcers, and other game-day help.   For more information or to register as a player or volunteer, please visit www. or contact the league at 919-238-0333.

About The Miracle League of the Triangle: The Miracle League of the Triangle is a North Carolina 501(c)(3) nonprofit organization that creates positive life experiences for children with special needs and for their families through baseball. Founded in 2006, the league currently operates with 20 full teams, nearly 300 players, 90 coaches, and 600 volunteers.  For more information, please visit www. Contact: Traci Brown  919-238-0333

A portion of proceeds from the NCASP Auction will benefit the Miracle League of the Triangle. March/April 2011



The Lost Art of Listening

by Rob Mosley, Next Level Recruiting Training Rob Mosley will be a trainer at NCASP’s annual conference April 28-30. You can contact him directly at

As recruiters, we all learn how to persuade, sell, close, manage resistance, and present. The problem is that too often we hear people but we are not truly listening. You may remember when Rod Tidwell (Cuba Gooding Jr.) says the great line to Jerry McGuire (Tom Cruise), “I hear that you hear what I’m saying, but do you truly hear what I’m saying?” Enjoy this fast read and watch how much better you can get by simply bringing awareness of the topic and then by seeking to improve. The Lost Art of Listening 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! Everything You Say You Already Know The best sales people aren’t smooth talkers: they are smooth listeners. People like to talk. Encourage them. Then listen. They are trying to tell you what should happen next... how to close the deal. 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 prospect 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 is 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 other side’s issue may not only enable you to find a solution, it may be the solution! People want to be heard. What Is Your Interruption Quotient? 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

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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. Active Listening - Seek First to Understand 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. Understanding is key. 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. Active Listening Guidelines

• 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.

• Maintain good eye contact and a relaxed posture. Any

lapse in good body language sends the message, “I’m not interested” or “I’m not impartial.”

• 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.

• Ask open-ended questions. “What happened?” “How did you feel about that?” “Then what happened?” “Tell me more about that.” Questions that can be answered with a simple “yes” or “no” are conversation stoppers.

guides the conversation by choosing the next subject to ask about. For example, let’s say you are listening to a co-worker who has the following complaint: “Every Tuesday, Myra is late with the report I need because she says that people are constantly interrupting her.” There are at least four ‘doors’ in that statement.

o Door 1: The Report. “What is the importance of the report?”

o Door 2: Myra. “Sounds like there is an inefficient o o

pattern here. What do you think could be done to help Myra?” Door 3: The Schedule. “Every Tuesday, huh? Tell me more about the schedule on Tuesday. What happens?” Door 4: The Interruptions. “Sounds like Myra’s area is very busy. What could be done to reduce her 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.

• Don’t use active listening to manipulate or persuade.

Your attitude can make or break it. Sincerity can’t be faked. Be curious. Look for points of interest you can genuinely engage in.

• Practice at home first. Spend time learning to make this practice natural and casual before you try it out in the workplace.

• Active listening is not a discussion or teaching. In a discussion, two or more points of view or opinions compete until one prevails or a synthesis compromise is reached. If teaching one person’s perspective prevails from the outset, choose when it is appropriate to listen, discuss or teach.

Rob Mosley 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.

• Reframe to show understanding and to clarify. “So what

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.

• Go through the doors that they open. The listener actually

For more information on applications of coaching methodology or blended learning in a recruiting environment, you can contact Rob Mosley at: or 214-556-8015

you’re saying is…” “I think I just heard you say… is that right?”

March/April 2011



It’s Conference Time! By Marc Cochran, Metrix Healthcare Group

All roads lead to Wrightsville Beach as we are approaching 28. checked The Board haserrors and this is FINAL ART FOR PRODUCT FINAL ART APPROVAL. All materialsApril have been by me for been busy marketing the _______________________________________________________________________________ conference to both current authorized client signature dateis a great buzz among and prospective members, and there the staffing community in the state. Excitement, optimism, and just an overall good feeling. I think there is no greater group ready to take on the task of putting America back to work. Now is the time to make your commitment to the industry, to your industry. If you not a member of NCASP, take a minute and visit our website at Visit the page on our Annual Conference. We invest an incredible amount of time and energy to make this one of the best staffing conferences in the country. Throughout the year the board is dedicated to making this the best association possible. To find out more, contact me at Join us in making this a stronger staffing and recruiting community in North Carolina! See you at the beach! STORMS bc Mary 10/23/2007 8:40:46 PM

Mary Storms, CPC 704-607-9118 Mobile


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:

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NCASP Conference Promotions and NCASP newsletters are designed by StaceyChacon. Web. Print. Branding. Contact Stacey Chacon for your next design project.


Cover Your Back on Background Checks From Blog, by Karen Connors

Background checks are becoming a staple of our industry. In December, SI Review reported that 60% of the companies that responded to their survey always conduct criminal background checks. (Another 38% conduct them sometimes.)

One big issue in employment screening these days is the use of information gleaned from social networking sites in employment screening. A 2009 CareerBuilder survey revealed that 45% of all surveyed employers use social networking sites to screen potential employees.

These checks are a great selling point for clients: they indicate that you provide high-quality candidates, that you value the safety of your clients’ current workers and that you also value your clients’ businesses in terms of risk and legal liability. They’re also great for reducing your own risk and legal liability. Thorough background searches can reveal inaccuracies and falsehoods on candidate applications and protect you from the nightmare of providing a candidate with a criminal background who then victimizes your client’s business.

As with so many other aspects of social media, though, “social screening” is a potential minefield of liability. The information on social networks can be very personal, and at a minimum usually includes an applicant’s gender, race, marital status, age and other potential sources of discrimination claims. Social network information can also include comments from third parties that can’t be verified and can be defamatory.

However, background checks can be a legal liability unto themselves. Because you’re dealing with someone’s private information, there are many laws in place to ensure this investigative power isn’t abused. To make sure you’re conducting legal background checks, follow these guidelines:

• Have a written policy about background checks in

place, and make sure it’s followed consistently for all candidates in the same job categories.

• Include information about background checks

If you’re going to include social screening as part of your background check procedures, be sure to include that information in the background-check section of your application packet. And as with other aspects of background checking, be sure to have a written policy in place that’s followed consistently. Background checks can be a great resource for your company, and can enhance the image of the staffing industry as a whole. Just be sure to follow these guidelines to make sure your background checks don’t backfire. To learn more about COATS SQL, visit

on your applications, including the types of checks that might be made. Let applicants know the consequences of providing false or misleading info in their applications.

• Conduct a check only after a job offer has been made, and be clear that the offer is contingent on the results of the check.

• Give applicants the opportunity to explain any negative or damaging information revealed by the check.

• Maintain the confidentiality of all information obtained through background checks.

March/April 2011



Eleven Success Principles for 2011 Mark Krajnik, CPC, Kelly Direct

It’s all about ATTITUDE and BEHAVIORS!

You choose your attitude each day. In order to drive success your way, you must focus on bringing a positive mental attitude (PMA) to work every day, regardless of any outside distractions or situations. A negative attitude can poison the entire team and will lead you down the path of failure. Actions speak louder than words. Your positive behaviors will shine through and allow you to make a positive impact on the organization.

Check your EGO at the door!

It’s not all about you and it’s not about what you know. It’s about how you apply what you know that makes all the difference. Lead by example and do not concern yourself with what other people are doing around you. Teamwork and providing effective solutions are the keys to drive continuity within a company. When you do well, we do well, because it all comes down to driving consistent profit and revenue to the organization.

Improve your EQ, maintain your IQ!

Your intelligence, knowledge base and subject matter expertise (SME) are all critical elements of your success at work. However, your emotional intelligence (EQ) is more important. You must learn how to reflect, not react, in business situations, especially when you are in a conflict or adversarial situation.

Be a total TEAM PLAYER!

Bring a ‘whatever it takes’ attitude to your team in order to accomplish each task or project in front of you. Putting the organization’s needs ahead of your own is the best way to drive performance and opens up the team’s awareness that you are a ‘go to’ person. Pitch in whenever you can without being asked. We will win together in 2011.

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Solve the Problem!

Focus your time and attention on your primary responsibilities and avoid the temptation to become distracted with trivial tasks or other people’s duties. Take care of your ‘big rocks’ first thing every day and bring your work ethic and results into the spotlight. A positive mental attitude and successful behaviors will drive consistent performance for each of us. Avoid getting taken off track with non-critical tasks just because they are easier or less time consuming. Bring solutions to your internal and external customers, not just problems.

Be IN CONTROL of what you can control! We control very little in this business. We control ‘what we say’,’ when we say it’ and ‘how we say it’ every day. There are five main areas in our control: 1. Attitude 2. Knowledge 3. Preparation 4. Effort 5. Attention Management Control these five things and avoid worrying about everything else that is out of your control. This will keep you on track and focused on your success.

Bring VALUE to every business relationship!

It’s all about providing benefits and value to the business relationships that you develop. Bring both personal and professional value to enhance your business relationships. By providing value to the other person, you enhance your relationship and make it easier to get what you want from that relationship.

Enhance your communication skills!

Become aware of how you are being perceived in business (live meetings with clients or candidates, voicemail messages, e-mail messages, over the phone). Is this how you want to be remembered? If it is, be aware of your delivery and keep what works for you. If it is not, look to make the needed changes in order to drive positive results. People like people who are like themselves. Become

consistent in your communication and adapt to ‘their style’ to get more from that connect. Utilize techniques around neuro-linguistic programming (NLP) to mirror, pace and lead conversations.

Become a Leader that others will follow!

Leadership is creating a shared vision and being consistent with your actions, behaviors and words. Choose to lead by example, lead with intention, lead through effort, lead with passion. You help your clients and candidates every day. You must embrace your leadership skills and provide your followers with the knowledge that they are important, worthy and appreciated. We are all Leaders in our own space.

Be willing to CHANGE and ADAPT!

In reviewing success and failure, we all must be willing to continue what works and change what doesn’t work. Be open to mending dysfunctional relationships, become aware of how your communication style is perceived, be open to learning new skills and listen to new ideas. Adapt your style to those around you. Listen more intently, as if you are wearing a blindfold. Don’t interrupt the other person until they are finished. Always say please and thank you. The only certainties in life are death, taxes and change. We are here

for a short time, so use your time to be as effective as you can be, keeping what works, and changing what does not.

Set and achieve REAL Goals!

REAL goals are realistic and short-term. The main reasons your personal and professional goals often times go unfulfilled is because your forget the goal, you have no passion or reward established around the successful completion of the goal, there is no one holding you accountable for the achievement of the goal, and there is no long-term effect in place. REAL goals stand for REMEMBERED, EXCITING, ACCOUNTABLE and LASTING goals. Create a Dream Board or post your written goals in front of you for daily review. Create excitement and passion around achieving what you say you want to achieve. Find an Accountability Partner and have both of you sign the REAL Goal sheet, then meet on a regular basis to track your progress. Be certain that the successful completion of this goal has a lasting impact on you, your career and/or your family/friends. Set only two REAL goals at one time through completion. It’s not about setting goals, it’s about achieving goals. Mark Krajnik, CPC, is the Area Search Manager for the KellyDirect Division and is in his 19th year in executive search. He will lead an Owner-Manager session April 28 at NCASP’s Annual Conference. Mark is Co-Chairman for the conference and a member of NCASP’s Board of Directors. Want more of Mark’s insights into recruiting and team motivation? You can contact him at, 704-510-0900.

March/April 2011


Publish Date: tba • Art Due Date: March 11, 2011 • Position: tba Publication: NCASP Newsletter • Media Contact: Mary Mallett / 207.794.6459 / STATUS: Approved digital signature March 11, 2011 12:02:07 PM EST



Certification at the Beach By Jillian Dodson, CPC, Greene Resources

Client Service

Greetings NCASP members, We are very excited about the upcoming annual conference April 28-30! The conference will kick off with the immersion training and certification through NAPS on Thursday, April 28. NAPS is sending two trainers to facilitate the training before administering the exam. There is still time to sign up for this opportunity!


Business Model

The immersion training will cover both the Certified Temporary Staffing Specialist and the Certified Personnel Consultant material. I’ve included links below that will allow you to view additional information about each exam that will be offered; the CTS and CPC.



(Click the logos above for more information)


Team Spilman Excellence. Value. Get There!


The immersion class is also a great opportunity for those of you that have already earned your certification(s) to earn additional CEU’s. Once you have obtained your NAPS certification, it is yours for life, as long as you complete the continued education and training and submit this to NAPS. I’ve included a link below from the NAPS website that outlines this process. You can also sign up for the immersion class (separately from the exam) through the NAPS website as well. Please visit the NAPS website today, www.recruitinglife. com, to learn more about both certifications and to sign up for this opportunity at the NCASP spring conference. Please do not hesitate to contact me directly with any questions. Jillian Dodson, (919) 862-8602, (919) 862-8602















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 w w w. s p i l m a n l a w. c o m

Responsible Attorney, Jill M. Benson

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Click to Visit!


Nestled between the Atlantic Ocean and the Cape Fear River, New Hanover County is one of those hidden jewels travelers seek to find. Whether you seek the outdoors, arts and cultural opportunities, history, or a taste of the good life you will find it here. From its historic port city of Wilmington to its Wrightsville, Carolina and Kure beaches, the Cape Fear area has something for everyone. And is your one-stop guide to this delightful bit of southeastern North Carolina. “What To Do” will let you know what is happening when you are visiting either from afar or from just down the street. “Where to Eat” will let you find the kind of restaurant you want and the restaurants in your area from the hundreds available. “Where to Stay” will fill you in on our hotels, motels, bed & breakfasts, and more.

A place with such Natural Beauty is a natural for sports of all kinds. Michael Jordan, Roman Gabriel, Meadowlark Lemon, Trot Nixon, Sonny Jurgensen, Althea Gibson all played or improved their skills here. Look around, you might see the next star honing their skill. Golfers will enjoy the Donald Ross designed Municipal Course, a host of semi-private courses, a par 3, or even mini-golf. Surfers, kite enthusiasts, anglers, will all be challenged here. Our restaurants will tickle your palate with favorite local dishes and the best from east and west. In time the observant visitor will find that it is the Lifestyle that keeps people here. Neighbors who always have time for a visit, a downtown, parks, beaches, and more that are accessible are all part of the fabric of the community. The less hurried style is more human.

Art and Wilmington go hand in hand. As the home of the oldest continually operated public theater, the home of the largest film soundstage on the east coast, and artists of all types, the community has an active arts and cultural scene. Theater fans will want to check out Thalian Hall and the many other theaters. Art fans will want to visit the Cameron Art Museum, the numerous galleries and as well as hang out in the hometown of Whistler’s Mother (Anna Mathilda McNeill). Film and TV fans will want to tour the East Coast’s largest stage at EUE/Screen Gems and the home of such TV series as Dawson’s Creek and One Tree Hill. American history is writ large upon the Cape Fear. From its first exploration by Giovanni Verrazano through an early Stamp Act protest to William Hooper’s signing of the Declaration of Independence to the Civil War, the World Wars and to today’s challenges, it happened in Wilmington. History buffs will want to see the Battleship North Carolina, the Bellamy Mansion, Fort Fisher, and the many other historic sites.

Visit to start planning your mini-vacation!

March/April 2011



Workers’ Compensation Alert:

New & Amended Industrial Commission Rules Provided by Teague Campbell Dennis & Gorham, LLP

Effective January 1, 2011, the Industrial Commission adopted a series of new and amended workers’ compensation rules, the most significant of which are the following:

Rule 614 (amended) – requires attorneys seeking to withdraw from representing clients wanting to appeal to the Full Commission to timely file the client’s notice of appeal before or with the attorney’s motion to withdraw.

Rule 105 (new) – permits electronic payment of costs and fees. Rule 302 (new) – requires all insurance carriers and TPAs to designate a “primary contact person for workers’ compensation issues in North Carolina” and to annually provide the Claims Section with that person’s direct telephone and fax numbers, mailing address and email address. Failure to do so “may result in sanctions.” Rule 604 (amended) – authorizes the Commission to tax the defendants with a fee “for actual time spent” by an attorney serving as guardian ad litem for a “minor or incompetent.” Rule 609A (new) – contains a detailed description of the process for making and resolving expedited and emergency medical motions. Rule 610 (amended) - covers pretrial conferences and orders. Obligates defense counsel, within 10 days of a posthearing expert witness deposition, to provide the Deputy Commissioner who heard the case a cover letter stating the expert’s name, name of practice, fax number, specialty, and board certifications, along with the length of the deposition, the time the expert spent preparing for it, and a proposed order setting the expert’s fee. As amended, the rule also provides that “[f]ailure to make prompt payment to an expert witness following entry of a fee order will result in the imposition of a 10 percent penalty.” There is no definition of the word “prompt” in the rule.

Rule 701 (amended) – in Full Commission appeals, eliminates a party’s authority to stipulate that an adverse party may have a 30-day extension of time. As amended, the rule provides that if the claim has not yet been set for hearing, a party may stipulate to a single extension of time not to exceed 15 days, but in no event can cumulative extensions exceed 30 days. Rule 703 (amended) – adds a new subsection dealing with the process for reviewing administrative decisions. It states that orders filed by a single Commissioner, including those that dismiss appeals to the Full Commission or deny the right of an immediate appeal to the Full Commission, are not final determinations of the Commission and, therefore, not immediately appealable to the Court of Appeals. It also provides that such orders may be reviewed by filing a Motion for Reconsideration addressed to the Commissioner who signed it or may be appealed to a Full Commission panel by requesting a hearing within 15 days of receipt of the contested order. Mediation – The Commission has also made several notable changes to its mediation rules. As amended, Rule 2 now mandates that mediated settlement conferences take place within 120 days of the mediation order. It also provides that the parties may only use mediators certified by the Dispute Resolution Commission. At the same time, the cost of using Commission-appointed mediators has increased. Their “administrative fee” has been raised to $150; hourly rate to $150; and postponement fee to either $150, if the settlement conference was postponed more than seven days in advance, or $300, if fewer than seven days notice was given. Interpreters – The Commission has also adopted a rule that requires the defendants to hire and pay for an interpreter to assist any claimant ordered to participate in the mediation process who cannot speak English, as long as the claimant so advised the Commission at least 21 days in advance. It did not adopt a proposed rule that would have precluded the parties from addressing and resolving, either during the mediation process or in their settlement agreements, what the Commission has described as “extraneous issues,” such as releases and employment resignations. To access full editions of Risk Alert, the monthly bulletin for workers’ compensation risk managers, please go to http://

26 March/April 2011


Sales Civility

By Mary Storms, STORMS Associates Civility is in the news these days – or, I should say, the lack thereof. defines civility as: 1. courtesy; politeness. 2. a polite action or expression: an exchange of civilities. 3. Archaic . civilization; culture; good breeding. Civility is society’s lubricant to minimize interpersonal friction. What about sales civility? Are you a civil sales person? Are you generally polite and courteous, or rude and abrupt? How do you act when things aren’t going your way? Being civil seems contradictory to much of our recruiting and sales training and nature. We’re taught to be aggressive, get to the point, save time, close the deal. We’re busy. Time is money. On the other hand, civility is about slowing down to ask and listen. It’s about sharing our time. The smart, properly trained sales person knows to show interest in the people to whom s/he is selling. Build rapport. Ask questions about the family photos and mementos. Laugh when prompted. The really smart sales people actually care about all that stuff. They know that it’s not just about being nice when it’s in their best interest. As Dale Carnegie said when advising readers about How to Win Friends and Influence People:

• • • •

Call people by their names. Encourage others to talk. Listen first. Be genuine in making others feel important. Be hearty in your approbation and lavish in your praise.

When I worked the Charlotte market and interviewed sales people in a large office, I watched how my sales candidates treated people in the reception area. After my interview, I’d ask the receptionist how the candidate responded to her requests to complete paperwork and if the sales person was cooperative, nice. Those who didn’t pass my receptionist test generally didn’t get far. Why? Because being civil is important in making the first sale with a prospect and more important in making repeat sales. Plus, civility is absolutely critical in creating congenial, successful working environments. As it is outside the office, civility is the lubricant for good working relations, especially when there’s stress. And when are we sales people ever not under stress? The irony is that taking time to be civil is some of the best use of our sales and recruiting time. It makes us more sales and it sure makes the office a better place to be. Mary Storms is NCASP Secretary and a technology sales recruiter at STORMS Associates who welcomes recruiting splits. You can read and comment on her job hunting and tech sales tips at The Sales Hunter blog, or contact her directly at , 704-607-9118.

March/April 2011



Staffing Firm Sentenced to Prison for Hiring Illegal Workers by Jill Benson, Spilman Thomas & Battle, PLLC

On February 16, 2011, the president of a Chicago-area staffing firm was sentenced to 18 months in prison for knowingly hiring illegal aliens from Mexico as temporary workers. The court also ordered the staffing firm to pay a penalty of $465,178. The company provided skilled and unskilled labor to clients operating warehouses in various suburbs, which included janitorial services, loading and unloading freight packages and merchandise, and the installation of structures inside warehouses. The temporary workers were not required to produce documents establishing their immigration status or employment authorization to work in the United States.

is launching a new website to assist employers with the completion of I-9 Forms. The website, named “I-9 Central,” is intended to serve as a resource and provide guidance to employers with respect to technical errors, procedural errors, and substantive violations identified during I-9 audits. The website is expected to be up and running by Spring 2011.

This case resulted from a routine I-9 investigation by Immigration and Customs Enforcement (“ICE”). The take away message is clear: ICE will hold employers accountable for failing to comply with the nation’s immigration laws.

Overview of the I-9 Process

I-9 Central: The Latest on I-9 Compliance Employers across the country are encountering problems with successful completion of the I-9 Form, a one-page form required to verify employment eligibility of workers in the United States. Despite internal audits and I-9 training, employers continue to identify errors on their I-9 Forms. Each I-9 error is treated as a separate violation resulting in a hefty fine. Further, criminal prosecution of employers has significantly increased in recent months for those who fail to adequately complete the I-9 Form and who knowingly hire illegal workers. In an effort to respond to concerns of the business community - and employers complaining of excessive penalties - United States Citizenship and Immigration Services (“USCIS”)

In addition, USCIS is researching the possibility of streamlining the I-9 Form available on-line by adding dropdown boxes with limited choices as well as other helpful features. The goal is to simplify the I-9 Form in an effort to minimize paperwork violations and technical errors.

The Immigration Reform and Control Act of 1986 (“IRCA”) requires employers to complete an I-9 Form for each employee hired after November 6, 1986. Many companies have I-9 Forms on file that were completed by past human resources and other personnel with varying degrees of training and competence on I-9 compliance. Further, I-9 compliance is constantly evolving as USCIS and ICE continue to stress I-9 audits and paperwork violations. Accordingly, employers should continue to implement internal audits by reviewing their I-9 files, verifying employment eligibility of all current employees, and curing any paperwork violations or technical errors that are discovered on the I-9 Forms. In doing so, employers establish a good faith defense in the event unauthorized workers or errors are discovered. A good faith defense can potentially reduce your exposure to significant penalties.

Jill Benson is an attorney in the Winston Salem office of Spilman Thomas & Battle, PLLC. She will be presenting Legal Matters at the NCASP Spring Conference. 336.970.5206

28 March/April 2011

Are they telling you everything? Because we will.

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 © 2011 Wells Fargo Insurance Services. All rights reserved.

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Crestmark provides working capital solutions to small- to mid-sized businesses nationwide. Call me today!

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thutchinson @ Greensboro, North Carolina

March/April 2011



What Time of the Day Should Recruiters Send Out Emails? By Todd Bossler, Big Biller

These days, people are constantly bombarded with email, and their inboxes are almost always overflowing. Sending your email blast at the appropriate time—or more importantly, a time that works for you—is a critical component of making sure that it receives the attention you want it to receive. That being said, how do you know when to send an email blast? Well, the simple way to answer that question might be to ask yourself when YOU like to receive email. Chances are that when you like to receive it is generally the same time your candidates and prospects would like to receive it. The truth is that there is no tried and true, absolute best time of the day to send out emails. However, there are some accepted practices for when NOT to send. Let’s cover those first.

• At night—People generally check their email less

frequently at night. If they don’t check it at night, then the email will be waiting for them in their inbox first thing in the morning, when your email will be more likely to get lost in a sea of others.

• Really early in the morning—Once again, first

thing in the morning isn’t a good time. Slammed by emails, recipients have less patience and are more likely to be trigger-happy with the “delete” button.

• Late afternoon—People are thinking about their

evening’s activities and maybe even starting to prepare for them. As a result, they’re less interested in their email’s inbox than they were at the beginning of the day, even if it’s only slightly less so.

30 March/April 2011

There are various theories about what time of the day is the best time to send email blasts, but as I stated, nobody really knows for sure. (Just like nobody knows for sure when the best day of the week is to send out emails.) So where does that leave us? Right around mid-morning or mid-afternoon, specifically between 10 and 11 a.m. and 2 and 3 p.m. Those are time frames that are generally considered to be optimal, but keep in mind there are no definitive rules for this (and keep in mind that actual delivery times will vary due to the different time zones). A lot of it is trial and error, and a lot of it depends on how accurately you track your results. You might discover that sending out a blast first thing in the morning works better for you . . . or sending it at high noon. It’s an inexact science, to be sure, but mid-morning and midafternoon are good starting points if you’re concerned about making sure that you send out your emails at the best times possible.

Todd Bossler is the Internet Strategies Manager for Big Biller, the leader in online recruiter software. Big Biller offers a variety of timesaving tools and features designed specifically for the recruiting firm owner who also works a desk. These tools and features include a dynamic e-mailer which can enhance any recruiter’s marketing and communication efforts. For more information, visit Big Biller online at, or call 330.455.1433.

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March/April 2011



SPOTLIGHT ON CASSIE WATKINS cassie.watkins@, Wells Fargo Insurance Services

When did you join Wells Fargo? Became a part of Wells Fargo family when they purchased Wachovia in 2008.  Wachovia purchased Cameron M Harris so, in total, 15 years. What are your primary responsibilities at Wells Fargo? My primary role is Senior Account Executive.  I am responsible for managing a book of business for a producer.  I also manage seven direct reports. Which aspects of your job get you revved up? When I have to find coverage for  exposures at the last minute, that gets me going.  When we meet the client’s needs, it makes me feel good. Which aspects of your job would you outsource if you could? I would outsource the document management system work, along with scanning. Tell us about your professional life before joining Wells Fargo. I actually started working for an insurance company in accounting and then underwriting.  After three years, I switched to the brokerage side. What made you decide to get into your current career? I took an insurance class my senior year in college with John Young, who became my mentor. How did your past experience help prepare you for your current career? It helped toughen me up to be more confident in negotiating with others. Why did you join NCASP? Since I joined the insurance industry, I wanted to be part of group that had passion about their industry and wanted to create relationships with individuals I deal with.  I wanted to help make a difference. You can contact Cassie at: 704.556.2569 Email:

32 March/April 2011

Controversial immigration enforcement program goes statewide in NC By Rebekah L. Cowell, Facing South – The online magazine for the Institute of Southern Studies

U.S. Immigration and Customs Enforcement (ICE) announced last week that all 100 counties in North Carolina have been connected to the Secure Communities program. That makes North Carolina the 10th state to implement the program statewide, along with the border states of Arizona, New Mexico, Texas, California and Florida. The Obama administration has said its goal is to have every state enrolled in the program within the next two years. While supporters of the program say it’s needed to identify and target criminal aliens, immigrant rights advocates raise concerns that it creates distrust between the immigrant community and local police. Under Secure Communities, individuals arrested by local law enforcement officers are supposed to be fingerprinted and their prints are run through two separate databases -- the FBI’s criminal database and ICE’s IDENT database. Immigration status is confirmed by “hits” that indicate whether the individual has papers or is undocumented. ICE detains undocumented individuals and takes steps to deport them. ICE says the program “improves and modernizes the identification and removal of criminal aliens from the United States.”

March/April 2011




On Your Greatness

By: Michael Dalton Johnson

You are great You are far greater than you imagine. You are a unique entity given the power to create your own life. When you look outside yourself for self-definition you are giving your power away. However, when you understand and accept that you alone possess the power to define yourself and your life, there are dramatic changes. You will find new clarity, focus and confidence. You’ll also find that using this incredible gift is both exhilarating and challenging.

You are in charge Think of your life as a movie.

You are the writer, director, producer and star. You choose your co-stars and extras. Whether the movie is a smash or a flop is in your hands.

Your thoughts determine your outcomes This is one of the great mysteries. There are a lot of theories about this phenomenon but no one really knows how it works. However, it does work and reveals the astonishing power of your thoughts. If you think you are average, you are. If you think you can’t win, you won’t. Conversely, if you see yourself succeeding, you will. If you expect great things to come to your life, they’re on their way.

You bring others with you Your courage and confidence to examine your life and make changes will have a profound effect on those around you. When you lift yourself up, others are lifted up too.

Your life

Your responsibility. The first and most important rule is to take responsibility for everything that happens in your life. Following this rule puts you in command. Winston Churchill said, “The price of greatness is responsibility.” While I’m certain he was talking about fighting wars and leading nations, his statement applies to your life as well.

You have the power Life will inevitably send you your share of setbacks, problems, disappointments and losses. These things are beyond your control. How you react to them is not. Listen to the voice within you and realize you have a choice. You have the greatness to persevere, to forgive, to smile, to lift yourself and others up and to move on. 34 March/April 2011 March/April 2011 34


Scott Love, CPC President Phone: 480.650.0230 Email: Web:

Mary Mallett, CPC Co-Director of Vendor Partner Relations Phone: 704-241-2996 Email: Web:

Marc Cochran, CSP Director, Membership Phone: 678.662.6308 Email: Web:

Jonathan Weiner, CPC Past President Phone: 704.756.8751 Email: jonathan@ncasp. com Web:

Rita Bottoms, CSP Co-Dir. Vendor Partner Relations Phone: 336.970.5206 Email: Web: temporaryresources. com

Brandy Barrett Director Phone: 919.862.8602 Email: Web: greeneresources. com

Quintin Williams, CTS Vice President Phone: 336.403.6487 Email: Web:

Jillian Dodson, CTS, CPC Director, Certification Phone: 919.606.2256 Email: Web:

Jill Benson, Esq. Director at Large, Non-voting Phone: 336.970.5206 Email: JBenson@ Web:

Mark Griffin, CSP Vice President Phone: 336.337.3327 Email: Web:

John Ravelli, CPC Director, Education Phone: 919.291.8320 Email: Web:

Spruill Alexander Director at Large, Non-voting Phone: 252.756.8300 Email: Web:

Mary Storms, CPC Secretary Phone: 704.607.9118 Email: Web:

Michelle Coviello, CPC Director at Large Phone: 919.280.1671 Email: michelle@ncasp. com Web: hirenetworkscom

Chris Kennedy Director at Large, Non-voting Phone: 804.266.3300 Email: Web:

Wendy Ward, CPC Treasurer Phone: 828.302.4042 Email: Web:

Anna Hudson, CPC, CSP Director at Large Phone: 704.553.8120 Email: Web:

Cassie Watkins, CPCU, CIC, ARM Director, Southern Region, Non Voting Phone: 704.556.2569 Email: Web:

Carol Ashby, CTS Dir. of Communications Phone: 704.996.4757 Email: Web:

Kara Bertoncino, CSP Director at Large Phone: 919.818.3773 Email: Web:

Frank Bealer Director at Large Phone: 803.981.5272 Email: fbealer@ Web: mercurygrouponline. com

Mark Krajnik, CPC Director of Regional Events Phone: 704-510-0900 Email: Web:

Cheryl Neely, CTS Director at Large Phone: 704.975.1137 Email: Web: carolinastaffingresources. com

March/April 2011


“With Essential StaffCARE, I don’t have to worry. With all the changes going on in health care, I can count on the expertise and quality service that comes with the Essential StaffCARE plans.” John Byrnes | State President , South Carolina Association of Personnel & Staffing | Express Employment Franchise Owner

Health care reform will make it even more important to offer insurance options to your employees. We help you through the changes as they happen. The Essential StaffCARE program will allow you to continue to remain competitive by offering affordable health and prescription drug insurance, dental insurance, vision, short-term disability and term life options to your temporary employees.



• Competitive advantage

• Benefits for doctors’ office visits

• Increase employee retention

• Outpatient medical benefits

• Easy to implement

• Inpatient hospital benefits

• No cost to employer

To learn more about how the Essential StaffCARE program can help your business, call today!

• Prescription drug benefits • Wellness benefits and more

John Walters | 864.527.0474 | Health insurance and benefits for the temporary employment industry. Essential StaffCARE is a limited benefit health insurance plan underwritten by BCS Insurance Company Oakbrook Terrace, Il and BCS Life Insurance Company, Oakbrook Terrace, Il. Administered by Planned Administrators Inc. (PAI), Columbia, S.C.

36 March/April 2011

Staffing Now - March/April 2011  

North Carolina Association of Staffing Professional’s E-zine. THIS PRE-CONFERENCE ISSUE IS LOADED WITH USABLE INFORMATION! NCASP’s Annual Co...

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