Staffing Now, March/April 2012

THE VOICE OF NC EMPLOYMENT PROFESSIONALSVOLUME 11, NUMBER 2, March/April 2012

STAFFING NOW Is NC teaming up with IRS & DOL? Page 12

DON’T BE

LEFTIN THE

DUSTKickstart your training at May conference, Page 17

Rev up your sales & recruiting engines, Page 21

2 March/April 2012 NCASP.com

Volume 11, Number 2March/April 2012Publishing information

PO Box 1810 Hickory, NC 28603

NCASP.com

Editor in ChiEf | Carol [email protected]

VEndor PartnEr rElations | Mary [email protected]

GraPhiC dEsiGnEr | Stacey [email protected]

Contributing Writers:

Carol AshbyJill Benson Scott Love

Mark KrajnikMary MallettRob MosleyAmy Munroe

John RossheimJeremy Sisemore

Mary StormsApril Yost

Published by

President | Scott [email protected]

Staffing Nowis published five times per year.

For subscriptioninquiries, click here.

Archived issues are available online atncasp.com.

Copyright 2012. All rights reserved.

THE VOICE OF NC EMPLOYMENT PROFESSIONALS

STAFFING NOW

Holiday Inn Resort, Wrightsville Beach NC

Call now - 910-256-2231 - to reserve your room for the 2012 NCASP Annual Conference

Baby it’s cold outside! But expect it to be warm and

sunny May 17-19 at the NC beaches when staffing and

recruiting professionals gather for the 2012 NCASP

Annual Training Conference. Have fun while you learn

from national trainers and network with some of the

best in our industry. Visit www.ncasp.com for more

information. Or contact Marc Cochran at 678-662-

6308 or [email protected].

Cold outside? Not in May at Wrightsville Beach!

mailto:[email protected]





http://ncasp.com/main/authorization/signUp

http://www.ncasp.com

March/April 2012 3NCASP.com

contentsIN THIS ISSUEPage 3 . . . . . . . . . . . . . . . . . . President’s MessagePage 4 . . . . . . . . . .Womble Carlyle – Vendor SpotlightPage 5 . . . . . . . . . . . . . . . . . . .Conference TopicsPage 6 . . . . . . . . . . . . April Yost – Member SpotlightPages 8 & 9 . . . . . . . . . . . . . . . . 2012 Job ForecastPage 12 . . . . . . . . . . .Misclassification of ContractorsPage 13 . . . . . . . . . . . . . . . Conference Party PlansPage 14 . . . . . . . . . . . . . . Specialize to Increase BizPage 15 . . . . . . . . . . . . . . 5 Ways to Drive RevenuePage 17 . . . . . . . . . . . Conference Agenda, May 17-19Page 18 & 19 . . . . . . . . . . . . . Conference Sponsors Page 20 . . . . . . . . . . . Legal Matters Lunch, March 16Page 21 . . . . . . . . . . . . Developing Rainmaker SkillsPage 22 . . . . . . . . . . . . . . . 7 Tips for Terrific TeamsPage 23 . . . . . . . . . . . . . . . . . . Focus for Success Page 24&25 . . . . . . . . Guide To Exceptional RecruitingPage 26 . . . . . . . . . . . . . . . . . Prospecting TrendsPage 27 . . . . . . . . . . . . . . .NCASP Regional EventsPage 28 . . . . . . . . . . . . . . Future Recruiter ArrivesPage 29 . . . . . . . . . . . . . . 2012 Board of Directors

Say Hello to 2012

PRESIDENT’S MESSAGE

Before I went back to my recruiting desk, I used to conduct quite a bit of training for the industry and have visited search firms and staffing agencies all over the world to consult to their teams and help them improve their performance. And my conclusion is this: Most people, in spite of good intentions, will fail miserably as recruiters and sales people and will never live up to their full potential. Most of them go along pretending that they are going to make it when deep down inside they know they are really just wasting their time until they find another sales job. Some of them may even believe that they are going to make it. I can’t think of anything more sad than someone who is venturing down a path with enthusiastic glee and no chance of achieving anything but mediocre results. But, some do make it, and some do exceptionally well. Who’s going to make it? I’ll tell you who. Look at their checkbook and calendar and see how much money and how much time they invest in their own development. The championship recruiters don’t wait until their boss pays for the conference. The high achievers don’t wait until their manager sticks a book under their nose to read it. The champions are aggressive and assertive about their own

development and will do whatever it takes to learn that next idea, improve on skills that are already within their scope of competency, and associate with other champions. Where can you find these people? At our conference in May in Wrightsville beach, that’s where. This is where you will find a collection of like-minded indusry professionals who gather annually for a weekend to learn more about their profession, swap sea stories with each other, and make new friends who share a common interest. Register today. You’ll be glad you did. And you’ll be making a step in the right direction as you continue your walk down the path of achievement in our profession.

All the best,

Scott T. LoveScott LoveNCASP [email protected], 828 225 7700 x 701

NCASP2012

Annual Training Conference

Mark your calendars now for the 2012 NCASP Carolina Conference, May 17-19, located in beautiful Wrightsville Beach, NC. The planning committee and members are excited to roll out a fun and engaging cast of speakers and training opportunities to give you .09 CEU’s and guaranteed to refresh, recharge, and revitalize your business for the coming year. Sign up today! $349 for your registration, plus save $100 off for everyone else in your office at $249! Go to ncasp.com to register today!

Call the Holiday Inn Resort to lock in your reservations, 910-256-2231. Please email Brandy Barrett, [email protected] or Marc Cochran, [email protected] with questions, concerns, ideas and/or feedback. We look forward to seeing you at the beach!

http://www.attorneysearchgroup.com



VENDOR SPOTLIGHT: BRONZE SPONSOR

Avoid Compliance Pitfalls

WOMBLE CARLYLE SANDRIDGE & RICE, LLP CA DC DE GA MD NC SC VA WCSR.COM ©2012

Jill Benson (336) 574-8095 [email protected]

Womble Carlyle attorney Jill Benson has been a regular speaker at the NCASP Annual Training

Conference in recent years, speaking on a variety of employment law compliance topics. This year,

Jill will discuss recent changes in employment law that will affect NCASP members.

Jill Benson is an experienced labor and employment litigator who represents employers in a wide

range of labor and employment issues, including wage and hour claims, leave of absence issues,

anti-discrimination disputes, trade secrets and employee non-compete cases, and whistleblower

retaliation claims. Jill also helps employers avoid potential litigation through training on various

topics, including anti-discrimination, harassment, FMLA, ADA, FLSA, workplace investigations

and e-verify employment eligibility verification. She counsels clients on employment decisions,

such as hiring and termination. Jill practices in Womble Carlyle’s Greensboro office.


2012 Speaker Line-Up

SOCIAL MEDIASALES TOOLS LEGAL MATTERS

Conference Topics: •Four Great Truths (keynote)•Best Practices that Drive Revenue

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. He is a licensed facilitator for Stephen Covey’s The 7 Habits of Highly Effective People. Rob Mosley

Conference Topics: •Don’t Get Caught in the Traffic, How Focus Will Move You to the Front •Move to the Front of the Pack, using creativity to generate different revenue

streams

Amy Munroe, a Certified Staffing Professional, is an industry veteran with over 24 years of experience in the staffing industry working with small independent staffing firms as well as large international services. Amy is the president of MTS, Inc and a partner in Staffing E-Trainer which is a web-based training offering for the staffing industry. Amy’s mission is to help staffing companies provide greater value to their clients, decrease time to full productivity for internal staff, and improve employee retention and engagement.

Amy Munroe

Conference Topic: •Habits and Methods of a Highly Effective Rainmaker

Jeremy Sisemore has been one of the leading SAP Executive Recruiters throughout North America for the past 10 years. He started his career with MRI and was Rookie of the Year in 2000 and quickly became the go-to resource for SAP talent acquisition needs nationally. Jeremy billed millions of dollars in placement revenue over 6.5 years with MRI, received a CSAM Certification and became known for public speaking on “best practices” within the recruiting industry. Jeremy Sisemore

Conference Topics: •Social Media and Human Talent

Tim Moore is the co-founder and CEO at CrushIQ and he provides strategic counsel, marketing guidance, and digital relationship best practices to several of CrushIQ’s top global accounts as well as maintaining CrushIQ’s strong partner relationships with the likes of Google and Facebook. Previously, Tim was with The New York Times Company in a digital business solutions leadership role, and prior to that was the founder of numerous technology startups. Tim Moore

Conference Topic: •Employment Law Update

Jill Benson is an experienced labor and employment litigator who represents employers in a wide range of labor and employment matters, including wage and hour claims; leave of absence issues; discrimination; trade secrets and employee non-compete cases, and whistleblower retaliation claims. Jill represents employers at both the trial level and appellate level before federal and state courts. She also represents clients in proceedings before federal and state administrative agencies, including the EEOC and the DOL.Jill M. Benson

.09CEU’s


MEMBER SPOTLIGHT

When did you join Winston Personnel. What is your title? I joined Winston Personnel Group in 2005. I am a Staffing Coordinator handling both Clerical and Light Industrial staffing for temporary positions.

Which aspects of your job get you revved up? I enjoy meeting people and learning about their lives. It warms my heart to put people back to work.

In which industries and functions does Winston Personnel specialize? We staff for every industry! Being a full service agency handling both direct hire and temporary staffing fulfills every need for our clients.

What are your primary job responsibilities? My responsibilities change from day to day. In addition to my duties as a recruiter, I am also the go-to person for com-puter issues and am currently designing our new company website.

What’s one of your favorite recruiting/staffing stories?There are so many! Most probably shouldn’t be repeated here; however one stands out as the funniest. One of our coor-dinators was interviewing bartenders for a banquet that weekend when I heard her say “If you are selected to fill this po-sition, you have to have your teeth in and ready to go”. Apparently the candidate, only in her late 30’s, had no teeth and had forgot to put her fake teeth in before coming to our office. Since working here it has always amazed me what people think is appropriate to wear, or in this case not to wear, to an assignment/interview. We get everything from pajamas to bathing suits on a regular basis.

Which aspects of your job would you outsource if you could? Without question, I would definitely outsource ending people’s assignments.

Tell me about your professional life before joining your current company. I was an Office Manager for several small businesses and did consulting work specializing in QuickBooks as well.

Why did you leave that industry for the recruiting/staffing business?I fell into it! After being laid off 4 times in a 5 year span, I was having difficulty finding work. I was unemployed for about a year when I was offered a call center job. I was going to have to work every weekend and until 7pm during the week which conflicted with my son’s daycare schedule. I called to talk with my recruiter at Winston Personnel Group and she told me they had an opening in their office. I started the next Monday as their Receptionist and have been here ever since.

How did your pre-staffing/ recruiting life help prepare you for your current career? The knowledge of how those positions work and the HR experience has been very beneficial, however I’m not sure any-thing can prepare you for the challenge of staffing/recruiting.

Has your NCASP membership benefited you thus far? If so, how? Though I am fairly new to NCASP, it will be great connecting with other staffing professionals.

Why did you join the NCASP BOD? I wanted to get more involved and thought this would be an excellent way to meet new professionals.

Membership Spotlight on April Yost with Winston Personnel GroupApril Yost is a NCASP Director at Large. She can be contacted at 336.768.1830 or [email protected]


TalentWise believes in the value that NCASP brings to the NC staffing

industry and those us who are privileged to be partners. TalentWise is

proud to be a returning Premium Sponsor. Our business aligns well with

the staffing industry as our mutual clients are looking for a consultative,

educational, and trusted partner to build lasting business relationships.

NCASP helps it members and partners remove the commoditized view that

our mutual industries so often experience in the market.

~ Joseph W. Doyle, TalentWise

SILVER SPONSOR

http://www.talentwise.com


1.800.960.5203 or [email protected]/CareerBuilderForStaffing

SILVER SPONSOR

The hiring outlook for 2012 remains cautiously optimistic. Employers expect to add new jobs in the New Year, but are waiting to see how the economy shapes up before turning up the volume on hiring, according to a nationwide survey by CareerBuilder. Nearly one-in-four hiring managers plan to hire full-time, permanent employees in 2012, similar to 2011. Employment trends among small businesses, which account for the majority of job creation in the U.S., are expected to show some improvement over last year.

The survey, which was conducted by Harris Interactive© from November 9 to December 5, 2011, included more than 3,000 hiring managers and human resource professionals across industries and company sizes.

2012 Job Forecast

2012 U.S. JOB FORECAST

Totals may not equal 100 percent due to rounding or the ability to choose more than one response.

“Historically, our surveys have shown that employers are more conservative in their predictions than actual hiring,”

hiring picture than 2011, especially in the second half of the year. Many companies have been operating lean and have already pushed productivity limits. They will need additional headcount to meet increased market demands.”

See

page 20 for

“The Guide to

Exceptional

Recruiting”


2012 Job Forecast

Full-time, Permanent HiringTwenty-three percent of employers surveyed plan to hire full-time, permanent employees in 2012, relatively unchanged from 24 percent for 2011 and up from 20 percent for 2010. Seven percent expect to decrease headcount in 2012, the same as for 2011 and an improvement

their staff levels while 11 percent are unsure.

Totals may not equal 100 percent due to rounding or the ability to choose more than one response.

Does your company, at your location, plan to increase, decrease or make no change to its number of full-time, permanent employees in all of 2012 compared to 2011?

Small Business HiringSmall businesses are reporting more confidence in both hiring and retaining headcount in 2012. Plans to downsize dropped two percentage points across small business segments while plans to hire increased two percentage points among companies with 50 or fewer employees.

• 50 or fewer employees – 16 percent plan to add full-time, permanent staff in 2012, up from 14 percent for 2011; those reducing headcount fell from 5 percent for 2011 to 3 percent for 2012

• 250 or fewer employees – 20 percent plan to add full-time, permanent staff, up from 19 percent for 2011; those reducing headcount fell from 6 percent for 2011 to 4 percent for 2012

• 500 or fewer employees – 21 percent plan to add full-time, permanent staff, on par with 2011; those reducing headcount fell from 6 percent for 2011 to 4 percent for 2012

Hiring By RegionRegional data presents a mixed picture. Similar to annual forecasts for the last two years, more employers in the West plan to recruit new employees in 2012 than other regions. Twenty-four percent of employers in the West reported they plan to add full-time, permanent headcount, followed closely by the South and Midwest at 23 percent and the Northeast at 21 percent.

However, the West also houses the highest number of companies planning to downsize in 2012 (9 percent) – reflecting a blend of both optimism and uncertainty seen across regions. Eight percent in the Northeast, 7 percent in the South and 6 percent in the Midwest also plan to reduce headcount.

Hiring By Region: Does your company, at your location, plan to increase, decrease or make no

change to its number of full-time, permanent employees for all of 2012 compared to 2011?

Expected increases and decreases in full-time, permanent staff in 2012 compared to 2011 among small businesses

For the full

report, contact

Natalie Vadmar at

natalia.vidmar@

careerbuilder.com


SILVER SPONSOR

COMPETE. HAVE FUN. WIN.NCASP 3rd Annual Volleyball TournamentSign up soon for your spot on the Volleyball teams. This will be our third annual tournament on Friday afternoon at 5:00pm. Loads of fun networking!

Beer, snacks and t-shirts provided. Call or email Mark Krajnik to lock in your space for you and your teammates. #704-548-2500 x202, [email protected]

NCASP Webinar presented by

April 4th at 12 noon, Accelerate

Watch for more details!

STAFFING & RECRUITING


http://www.careerbuilder.com/staffing


Come to

the Beach this

Spring and

receive .09 CEU’s!

NCASP2012


Spring Conference: $349 and $249 for each other person from same firmGuests: $149 to attend meals and entertainment

Non Members: $5992012 Individual Membership: $992012 Corporate Membership: $199

BRONZE SPONSOR


It is well known that the federal government, by way of the

Internal Revenue Service (“IRS”) and the U.S. Department

of Labor (“DOL”), has increased its resources in recent

years to investigate businesses that improperly classify

employees as independent contractors. Misclassification

of independent contractors remains at the top of the

federal government’s 2012 agenda. Consequently, it is

now more important than ever for employers to evaluate

their independent contractor relationships.

In September 2011, the IRS and DOL combined forces by

executing a Memorandum of Understanding (“MOU”) that

allows the departments to collaborate and share information

to reduce the incidence of misclassification of employees,

to reduce the employment tax portion of the tax gap, and

to improve compliance with federal labor laws. The MOU

expressly states that the purpose of this joint agreement is to

“send a consistent message to employers about their duties

to properly pay their employees and to pay employment

taxes.” This joint initiative to improve compliance with

federal labor laws and employment and unemployment tax

requirements is being lead by an IRS-DOL team.

Most recently, the DOL has been actively pursuing similar

joint agreements with the states in order to share information

and to coordinate enforcement efforts. To date, the DOL

has executed MOUs with the following twelve states:

Massachusetts, Connecticut, Maryland, Illinois, Colorado,

Missouri, Minnesota, Montana, Washington, Utah,

California, and Hawaii. The DOL believes that employee

misclassification is responsible for substantial losses to

the Treasury and the Social Security and Medicare funds,

as well as to state unemployment insurance and workers

compensation funds. The DOL and state agencies can now

work together to generate revenue for these government

programs by identifying employers who have misclassified

workers as independent contractors. Indeed, the goal for the

DOL and the participating state is to enhance enforcement

by conducting joint investigations and sharing information

consistent with federal and state law.

North Carolina has not yet signed onto the DOL’s MOU.

However, it is clear that North Carolina is among

several states that will be targeted by the DOL in 2012.

North Carolina businesses and staffing agencies should

not delay in conducting an internal audit of their

employee classifications, paying particular attention to

their independent contractors. Contact your labor and

employment counsel to ensure that your business is

properly classifying its employees. Being proactive will save

your company time and money.

Misclassification of Independent Contractors: Will North Carolina Join Forces with the IRS & DOL?By Jill M. Benson

Womble Carlyle Sandridge & Rice, LLP

www.wcsr.com

WOMBLE CARLYLE SANDRIDGE & RICE, LLP 0212_7040 CA DC DE GA MD NC SC VA ©2012

LEGAL MATTERS


Staffi ng Industry Insurance ExpertsBusiness Insurance • Employee Bene ts • Private Insuranceoyee Bene ts • Private Insurance

Trusted, dependable specialists. Serving clients since 1961.We excel at reducing workers’ compensation

costs, providing expert advice on contractual

agreements and collateral management.

That’s why over 400 of the country’s most

respected staf ng clients depend on

Assurance to manage their insurance and

employee bene ts programs. Isn’t it time you

get to know Assurance?

Guy [email protected]

Kurt [email protected]

Diane [email protected]

www.assurancestaf ng.com

We’re

going to

Get ready to party the night away!

All-In Entertainment presents a fantastic night of game show

entertainment!

This year we are switching it up just a bit. ‘A Minute to Win It’ received such positive reviews last year that we are bringing it back – super charged! Every attendee will now have the opportunity to represent their team as they take on their coworkers and friends in this hilarious montage of games, stunts, and tricks. Additionally, we will be incorporating an opportunity for everyone to bid on fabulous auction items throughout the game show. If game shows are not your style, don’t forget, we are still planning our Annual Volleyball Tournament. There is something for everyone this year and still plenty of time to practice “Breakfast Scramble” and “Junk in the Trunk”. If you haven’t registered yet, please visit our website at www.ncasp.com or contact Brandy Barrett, for additional information. 919.862.8602 or [email protected]

party!!

We’ll save a seat for you....Reserve your hotel room now, at the NCASP discounted price. Call the Wrightsville Beach Holiday Inn Resort, 910-256-2231. Be sure to ask for NCASP block price.




What is the forecast for staffing industry in the year ahead?

In a word(s): The “big squeeze” in the staffing industry will continue in 2012 as clients maintain downward pressure on rates, reduce the number of staffing vendors and recruiters they work with and demand perfection from an American workforce of uneven quality.

The statistics show: Demand for contingent labor is still slack. Employment in the “temporary help services” category stagnated at about 2.3 million workers in the last three months of 2011, according to seasonally adjusted data from the Bureau of Labor Statistics. And the supply of staffing firms tightened, only to the extent that many agencies closed or merged in the 2007-2009 recession and its lingering aftermath.

Which staffing firms and recruiters will have the best chance to thrive in these cutthroat conditions? The ones that dare to specialize, to pick a successful niche and mine it for all it’s worth.

Here are some top ideas for supplying skilled workers as a unique service, under a compelling talent brand that doesn’t try to be all things to all employers.

Mom Corps:Staffing firm Mom Corps’ recipe for success begins with an underutilized source of top talent: young women who want to continue their established professional careers while bringing up children.

“Our talent is not in the general workforce,” says Allison O’Kelly, CEO of Atlanta-based Mom Corps. “So we spend a lot of time identifying members of this pool of experienced talent that’s largely untapped.” Mom Corps places working mothers in roles ranging from office manager to network engineer.

Among Moms Corps’ special challenges in making a match: sourcing professional moms who may be passive candidates, and matching the scheduling needs of white-collar parents and their prospective employers.

Moms Corps’ offer is based on professional excellence at superior value. By allowing non-traditional, flexible work arrangements that often include some telecommuting, “clients can pay less for office space, and we don’t bill for professionals’ time at high-end rates,” O’Kelly says.

Interim ExecutivesMost recruitment firms crave executive searches and their five-figure-and-up commissions. But firms that carve out a different niche are less likely to drown in a sea of a thousand staffing solutions providers.

That’s part of what spells success for Cerius Interim Executive Solutions.

“Small to midsized companies bring us in because they lack specific management expertise — say they want to go into the international market,” says Pamela Wasley, CEO of the Irvine, Calif., firm.

“Big companies come to us because they’re having trouble finding the right executive and they need someone to run the ship” in the meantime.

The trick for Cerius is to get prospective clients to consider an interim employment arrangement, rather than automatically mounting a search for a permanent hire or engaging a consultant.

“The interim executive model is not well-known in our target market of small to midsized companies,” says Wasley. “But they love the idea when they find out about it.”

This article is continued online. Click here for the full story!

BRONZE SPONSOR

How Staffing Companies Will Stand Out in 2012By John Rossheim, MonsterThinking.com

http://www.monsterthinking.com/2012/02/15/how-staffing-companies-will-stand-out-in-2012/




CONFERENCE PREVIEW

hear+read more about The Tricom Difference at www.tricom.com/why

Join us on

front-end software WINFUNDS® payroll funding payroll processing invoicing

receivables management fi nancial statement preparation

1-888-4-TRICOM (487-4266)

— Ray McDaniel, President, Metro Industrial

...what I get

exceedsthe expectation.

Best Practices that Drive RevenueRob Mosley is Senior Director of Training and Development for Next Level Recruiting. At the May NCASP Conference, he will present a recruiting session for intermediate to advanced recruiters on best practices to drive revenue.

This session involves five cornerstone strategies that have a direct impact on how you differentiate your services and ultimately on your ability to generate revenue.

Participants will engage in group discussion, small group role play, and coaching feedback around these four client best practices: Presenting Your Capabilities, Gaining Initial Commitment, Developing Executive Insight, Responding to “Red Flags” and Negotiating Client Demands. This session

will provide you with the tactical skills to be better at:

• Presenting your capabilities to client and candidates with greater impact

• Gaining initial commitment for next steps with prospective clients

• Leveraging Insight to see a situation from the hiring authority perspective

• Responding better to different types of client and candidate resistance

• Negotiating to keep the client relationship in a healthy balance

“This will be Tricom’s 5th year exhibiting at the NCASP conference. You always put together a well-run conference with excellent content and great

speakers. Topics are always on-point and everything is well organized. Everyone is interested in sharing information and it’s a great networking opportunity for all of us. As always, we also appreciate that you take our

suggestions in to consideration as you are planning future events.”- Shelly Wilkinson, Tricom Funding

http://www.nlrtraining.com


BRONZE SPONSOR

Providing Staffing Insurance Programs for over 15 years.

Property General Liability Professional Workers Compensation Third Party Fidelity Bonds

Health Insurance Mini Med Health Benefits Life, Disability, Dental & LTC

1-800-849-8013

Scott Cooper

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 ext. 226

Web Site: www.Clementins.com

“There are two things which have always meant a lot to me over the years

when deciding whether to be a part of NCASP - education and

relationships. These two fundamentals have always been a part of what

NCASP has done for me and for my staffing companies. If you want to

continue to grow your business, better your education, and build more and

greater relationships, you can and will do this through NCASP.”

~ Spruill Alexander, VP, The Clement Companies

http://www.clementins.com


NCASP2012


Rob Mosley

Tim Moore

Amy Munroe

Jeremy Sisemore

Get Refueled with NCASP

Jill M. Benson

Thursday, May 1711:00 Board of Directors Luncheon1:00 Registration starts2:00 Owner/Manager Panel: Gary Greene and Tiffany Crenshaw3:15 Vendor Partner Break3:45 Owner/Manager Panel Q & A5:30 Vendor Reception - sponsored by Essential StaffCARE

Friday, May 187:30 Registration starts/Coffee8:15 2012 NCASP Welcome and Introductions 8:30 Morning Keynote - Rob Mosley

Four Great Truths 10:00 Vendor Partner Break10:30 Morning Session I - Jeremy Sisemore

Habits and Methods of a Highly Effective Rainmaker 12:00 2012 NCASP Awards Luncheon - sponsored by Careerbuilder1:15 Vendor Partner Break1:45 Afternoon Session IA - Rob Mosely

Best Practices that Drive Revenue1:45 Afternoon Session IB - Amy Munroe,

Don’t Get Caught in the Traffi c, How Focus Will Move You to the Front3:15 Vendor Partner Break3:45 Afternoon Session IA - Amy Munroe

Move to the Front of the Pack, Using creativity to generate different revenue streams

3:45 Afternoon Session IB - Tim MooreSocial Media and Human Talent

5:00 3rd Annual NCASP Beach Volleyball Tournament 7:00 NCASP Beach Party - Seafood Buffet and Open Bar, Entertainment,

50/50 Cash Raffl e, Silent Auction, and LIVE Auction

Saturday, May 199:00 Jill M. Benson Legal Breakfast - sponsored by Womble Carlyle10:15 Turbo Table Topics 11:15 Wrap-up and Vendor Partner Contest Prize Drawing

.09CEU’s


Don’t delay… register for your space todayBy Mary Mallett, CPC, SearchPro

Don’t delay, if you have not booked your room at the Holiday Inn Resort yet, do so today! Time is running out as we are only a couple of months from the Beach. Ocean view rooms are scarce this time of year and this is one of the premier resorts at Wrightsville Beach at a discounted price for NCASP. Call 910-256-2231.

Also if you have not booked your conference exhibit space yet, please call me today to determine if we have any space left for you to display your products. Our Members and Attendees are always looking for new and innovative ways to save time and money on the services they purchase each year. They need what you have to offer! We just need to get you in front of them in a friendly and inviting atmosphere. We are excited about our Live Auction which will take place throughout the evening of our Beach Party on May 18 at 7 PM. As we have done successfully in past years, during our Silent Auction, we will be live auctioning several in-demand electronic equipment that have been donated by our loyal sponsors.

If you chose to give an iPad, iPod, iPod Touch, iPhone, Laptop, Kindle, Nook, Headphones, Flatscreen, Apple TV, GO Pro Video, LED Monitor or a nice Giftcard, we will give you and your firm lots of extra advertising exposure.Someone from our Conference Committee will be calling you this month to get your donation. We appreciate your

generosity and thank you in advance. Let’s make it a banner year for charity! Please let us know which Reps from your firm will be joining us and send us along a high resolution photo for our booklet. The deadline is March 15 for all booklet Ads, signage logos, photos and contact information. We are thrilled to have Jill Benson, Esq., of Womble & Carlyle joining us again, sharing her legal expertise on employment laws Saturday, May 19.

Thanks again for your participation and we are looking forward to introducing you to our audience on May 17 -18. Please call me with any questions at #704-241-2996.

Mary Mallett, CPC, Co-Director of Vendor Partner Relations, 704-241-2996, [email protected]

Welcome to Diane Poljak with

Assurance!

VENDOR PARTNERS


Thank you to our 2012 NCASP

Sponsors!

http://www.riskcontrolservices.com


http://www.tricom.com/why

http://www.vpscreening.com

http://www.globalcashcard.com

http://www.wellsfargo.com

http://www.clementins.com

http://www.coatssql.com

http://www.recruitereco.com

http://www.talentwise.com

http://www.mez-media.com


2012 NCASP SponsorshipsGOLD

John Walters at Essential StaffCARE (p. 30)“EssentialStaffCARE is a national employee benefits firm specializing in the development of voluntary, payroll deducted insurance

products specifically designed for Staffing Industry employees.” 864-527-0474 // (864) 569-8204 // [email protected]

SILVER

Natalia Vidmar at CareerBuilder (p. 10)Internet Career Site800.960.5203 // [email protected]

Joseph Doyle at TalentWise Solutions (p. 7)Hiring Process Management & Compliance919-359-2097 // [email protected]

BRONZE

Spruill Alexander at The Clement Companies (p. 16)Liability & Workers Comp Insurance252-756-8300 x204 // [email protected]

Shelly Wilkinson at Tricom Funding (p. 15)Payroll Funding & Processing262-509-6225 // [email protected]

Russ Rymer at Madison Insurance Group (p. 11)Staffing Agency Insurance Solutions865-963-12224 // [email protected]

Jonathan Weiner at Mez Media (p. 23)Digital Marketing Specialists | Web, Email & Video704-875-2891 // [email protected]

Jill Benson at Womble, Carlyle, Sandridge & Rice (p. 4)Attorney at Law/Employment Issues336-574-8095 // 803-316-5791 // [email protected]

Danny Ashraf & Blair Hogan at Monster.com (p. 14)Job Boards & Resume Posting646-203-6452 // [email protected] // [email protected]

Diane Poljak of Assurance (p. 13)Independent Insurance Brokers847.463.7298 // [email protected]

Jim Shaki at RecuiterEco (p. 28)The Social Community for HR, Staffing & Recruiting Intel828-329-4759 // [email protected]

STANDARD BOOTH

Dusty McGinty at RCS (p. 27)Risk Management & Loss Control 800-807-7475 // [email protected]

Cassie Watkins at Wells Fargo (p. 25)Liability & Workers Comp Insurance704.556.2569 // [email protected]

Karen Connor at COATS Sql. (p. 27)Fully Integrated Staffing Software800-481-5894 // cell: 757-650-1566 // [email protected]

Sarah Price at Vantage Point Services (p. 21)Background Checks800-792-4339 // [email protected]

George Mavrantzas at Global Cash Card (p. 24)Paycards904-993-0469 // [email protected]

Gene Johnson at Greenfield Software (p. 23)Staffing Software 800-226-9366 // [email protected]

MEMBERSHIP LOGO

Cecilia Kelly at US Funding, Inc. (p.28)Funding your tomorrow…Today. Accounts Receivable Financing336-812-9767 // cell: 336-382-3295 // [email protected]

Pat Turner at EmInfo (p. 23)News features online for recruiting & staffing professionals.314-560-2627 // [email protected]

SPONSORSHIP INDEX












NCASP2012


Classification of Employees under the Fair Labor Standards Act

What is the FLSA? The FLSA is a federal law governing employee wages, and it impacts every business owner. Why is the FLSA important? In 2012, the federal government increased its spending and resources to enforce the FLSA’s regulations on small business owners across the country. Penalties for violating the FLSA are severe, and business owners must be prepared. What will the FLSA presentation cover? We will discuss the basic requirements of the FLSA, and the important steps every business owner should take to ensure compliance with this federal law. Businesses will save time and money if they are proactive. The first step is learning about the FLSA’s requirements and how to lead your company through the web of FLSA regulations.

Jill M. Benson

The Westin in Charlotte on March 16th at 12 noon

Legal Matters Luncheon

Don’t miss the hottest issues facing staffing firms today!

Jill will be joining us for the 2012 NCASP Carolina Conference, May

17-19. For more details about the

conference, visit NCASP.com

REGIONAL LUNCHEON

Get a taste of the

pre-race show!


I bring my recruiting team to conferences whenever possible. The excursion is a great way to give our

recruiters a break and show appreciation for all of their hard work. (Funny how road trips and alcohol inspire

team building and bonding.) The recruiters enjoy the sessions and leave with new nuggets of information

to apply to their desk and our business. I personally find the owner/manager sessions very meaningful. It’s

great to see that we face similar challenges and I take to heart how others address them.

-Tiffany Crenshaw, Intellect Resources

CONFERENCE PREVIEW

Habits and Methods of a Highly Effective Rainmaker By Jeremy Sisemore, ASAP Talent Services

Business Develop has always been my strong suit. I look forward to sharing details about the language, strategies, and approach that have delivered great results for me. I’m a member of The Pinnacle Society and owner of ASAP Talent Services in Houston. I’ve been in the recruiting industry for about 12 years and got my start at the St. Louis office of Management Recruiters International. Recruiting and running a full-service desk came naturally to me. I was MRI Rookie of the Year in 2000. Then my billings went up every year from 2000 - 2006 as I evolved from a solo-producer to leading a small team, where I was the rainmaker. In six and a half years I developed more than 75 clients, and, in the process, billed over $3.75 million. To what do I attribute my success? 1. I have a natural aptitude for the business. But that’s not

enough. I really focus on concepts, tactics, language, and attitudes that I think each of you could employ to land more clients.

2. The truth is there are not many truly unique ideas or concepts. I learned and used what works for others and made it fit into my style of recruiting. I’ve learned from many big-billers over the years including: Jeff Kaye, Nathan Hanks, Todd Dawson, Jordan Rayboy, Mike Kittleson, all the folks at KBIC and Next Level Recruiting Exchange, Rob Mosley, Jon Bartos, Jack Downing, Barb Bruno, Danny Cahill, Mike Gionta, and all the great folks within The Pinnacle Society. I want to thank them all, even the ones I’ve accidentally left off the list.

3. I applied may of their specific strategies over the years. Seeing and listening to good ideas isn’t enough; you must use them.

At the conference, we’ll dive into specifics on: • How “specializing in a niche” impacted my desk, my

attitude, and my billings. • How working smarter (not always harder) is more

sustainable and empowers you to maintain a great living without having a heart attack – for instance, recycling candidates for similar searches.

• Specific language and scripts that, when used with a specific strategy, will help you successfully cover 7 out of 10 target clients.

• How the recruiting industry has to shift its attitude from that of pure sales to that of a professional services and consulting partner. This session will be eye-opening if you don’t fully understand the “Seat of Power” and how to apply that in your relationships with clients and candidates.

I can remember every great training I’ve attended and how I picked up 3 golden nuggets that I knew in my heart would have a huge impact on my desk if I implemented them. In our session in May, there are lots of these types of nuggets that helped me increase annual billings from $350k to $500k and from $500k to $750 in as little as 12 months. Other trainers and I can pass on gold and gems of information, but it’s up to you to apply them. When you’re at the conference, find 3-5 things that you could implement on a daily and weekly basis. Identify points that could help you dramatically increase your billings, lower your stress, and improve your overall outlook on our profession as a long-term career. Then go home and change your career.

If you’d like to sharpen your client develop skills, this is your session. Jeremy will do a deep-dive on the tactics he’s used for years to develop brand new clients as well as build long-lasting key-accounts. Learn about specific strate-gies and a mind-set that will increase the level of partner-ship you share with your clients and perhaps the way they perceive you. He’ll go into detail and share powerful language and statements that will help you win more busi-ness. This is an empowering, high-energy and motivational session that includes all the details of a recipe for success.

http://www.asaptalentservices.com


PRODUCTIVITY

The American business culture of the past 20-30 years has used teams more and more for problem solving, projects, and negotiations. Since this is the case, what can we do to make sure that our recruiting teams, our non-profit boards, or our sales teams are most productive? Experts say that it’s not about assembling the smartest or the most conciliatory group. Mostly, developing an efficient team that produces good results is about planning the team itself. Consider these points when creating your teams: One. Choose members carefully and include people with diverse backgrounds who bring varied perspectives. • Select those who’re motivated to develop a good

solution and who have skills and knowledge that relate to this problem or negotiation. Get their buy in.

• Select a leader who can and will facilitate the process carefully. Personality shouldn’t be the deciding factor for choosing a team leader.

Two. Provide clear and explicit goals for the team. For business projects, objectives should be high but realistic and measurable. Also, assign individuals specific responsibilities and accountabilities. Three. Set aside extra time for planning and for training. Rather than training team members separately, train them as a team whenever possible.

Four. Keep teams together. Time spent working as a team is the #1 predictor of a team’s success. With that in mind, when possible, use the same team over and over, especially for related projects. Five. Develop systems for examining issues and creating solutions so that all the information comes out, not just the most obvious. Six Thinking Hats by Edward deBono is a short book that outlines a simple, productive information-sharing structure. Six. Manage the communications among team members so that everyone contributes. And don’t worry about a little conflict or disagreement as long as it’s respectful. It’s productive for team members to contribute different ideas or to shoot holes in ideas that are already on the table. After all, providing more and better solutions is the purpose of assembling a team. Seven. Just like athletes, practice, practice, practice as a team. For superior performance, work out the kinks by practicing as an entire team before negotiating as a team or before making any type of team presentation.

Mary Storms is the NCASP secretary and a technology SALES recruiter at STORMS Associates. You can read and comment on Mary’s sales and negotiating tips at Sales Hunter blog , or contact her directly at [email protected], 704-607-9118.

7 Tips for Creating Productive TeamsBy Mary Storms, STORMS Associates

http://en.wikipedia.org/wiki/Six_Thinking_Hats

http://stormsassociates.com

http://222.stormsassociates.net/blog



http://www.stormsassociates.com/

http://ncasp.com/forum/topics/joe-doyle-on-2012-ncasp-conference-radio?xg_source=activity


Don’t Get Caught in the TrafficByline Amy Munroe, CSP, MTS, Inc.

The great runner, Carl Lewis, a nine-time gold medal winner once said “My thoughts before a big race are usually pretty simple. I tell myself: Get out of the blocks, run your race, stay relaxed. If you run your race, you’ll win....Channel your energy. Focus.” He understood what he did well and he focused on those positive traits. He also competed in four Olympic Games and won numerous medals!

How well do we each focus on what we do well? Sure we perform our job as we think is the best way each day, but do we really drive ourselves to improve, to channel our focus on our strengths in order to grow ourselves and our business. If we are competing in the market the same way you did three years ago, we might need to refocus in order to outsmart and outsell our competition.

Our time in May, at the conference, will include a discussion on how to drive yourself and your team to new heights. We will be looking at three key areas: focusing on sales from the right perspective, learning how important onboarding is to success of your team members (and yourself), and strengthening your team with clarity and accountability.

You will leave this session with impactful ideas and specific actions to take in order to move your team and company ahead of your competition.

CONFERENCE PREVIEW

http://www.mez-media.com

http://www.staffingetrainer.com

http://www.vpscreening.com


From those inside recruiting

Olivier J. Van Dierdonck, Director of Recruitment, Southwind, a Division of the Advisory Board

• Persistence• Ability to connect with candidates and clients• Credibility (industry knowledge and honesty)• Solid ability to assess skill sets• Trusted advisor• Attentive to details

Marty Lovgren, Talent Acquisition Manager, Gresham, Smith and Partners

• Responsive. Must respond in a timely and professional manner to candidate and client alike

• Provide true staffing/business consulting skills to the client, must understand the client’s needs and business intimately

• On the third-party side, recruiters must immerse themselves into their client’s organization/culture to better understand their needs

• Must possess excellent active listening skills• Must demonstrate tenacity in pursuit of the best talent• Exhibit salesmanship, people skills, and powers of

persuasion in negotiations• Must always follow through with commitments

Robert Kane, Director, HR and Talent Acquisitions, Community Health Systems

When I first started at CHS, I asked all of my hiring my primary hiring managers (mostly Division VPs and Presidents) what they needed most from my position. The most common response was “communication”.

Ninety percent of my searches were hospital executives and the average fill time was sixty to ninety days. I instituted a weekly update process that has consistently received positive feedback. Most weeks it is simply an update on my efforts without a viable candidate to share but this keeps everyone on the same page.

I see communication as one of the building blocks for successfully managing the hiring manager side.

On the candidate/sourcing side, the ability to build relationships with potential candidates and knowing

the details of the position in question are key. I always recommend focusing on a match. The right candidate has to fit with the right opportunity.

The worst case scenario for a recruiter is for the candidate to have false expectations and end up unhappy three months into the job. This means talking with a lot of potentials until a viable match is found. There have been a number of occurrences where we hire someone we’ve been speaking to for three years or more.

A truly great recruiter will know the intimate details of the position and culture. This will allow not only for deciding who has the skill set to be successful in the role but also for clear communication of a realistic job preview.

Tam Singer, Corporate Recruiter, OHL

Top four attributes of the best recruiters:

• Confidence: Recruiter listens and learns what the hiring manager needs and what they are really saying

• Drive: Recruiter fills the position in the quickest time in the most direct way

• Network: Recruiter has large network of candidates to go to in any given situation

• Trust: Their reputation is that they will get the position filled because they have consistent proven results

Lindsay Dycus, Recruiter, Shoemaker Financial

I think the main thing that puts a recruiter a cut above the rest is working knowledge of the position you are hiring for. I was fortunate enough to have gotten the licenses required to do the positions I recruit for and also work in a similar firm before I became a recruiter.

This knowledge allows me to give open and honest answers to candidates questions. Another thing that can separate the good from the great is the time you spend getting to know the candidate and being open and honest with them, not only about your firm, but opportunities available to them at other firms that might fit what they are looking for specifically better.

Rick Ross, Partner, NGP

I’ve hired many recruiters through the years and have found

The Guide to Exceptional Recruiting (Pompous Title; Great Content)Shared by J S in CareerBuilder for Staffing and Recruiting Firms

I’ve been asking many people, both inside and outside of recruiting, what they think it takes to be an exceptional recruiter. As the title suggests, it was a pompous question but they gave me great content (none of which I wrote). So here you go:

RECRUITING TIPS


http://www.linkedin.com/profile/view?id=20856500&authType=name&authToken=SLFI&goback=%2Egde_1795429_member_92460867

http://www.linkedin.com/groups?gid=1795429&goback=%2Egde_1795429_member_92460867



Wells Fargo Insurance Services

Team up with us today. Wells Fargo Insurance Services USA, Inc. 704-553-6021

By taking the time to understand your company, we can provide you with a level of insurance protection designed to mitigate your particular risks.

Providing staffing companies with flexible and cost effective insurance solutions

© 2011 Wells Fargo Insurance Services. All rights reserved.

wellsfargo.com/wfis

Wells Fargo Insurance Services USA, Inc. Scott L. Cox, CPCU, CIC Vice President 704-556-2594 [email protected]

010711ab-B_AD_NC-StaffingInd 3x4 bw.indd 1 1/21/2011 4:33:34 PM

that there is a key characteristic that differentiates a good recruiter from a great recruiter.

It’s simple – I always want to understand the motivation to be a recruiter. There are a few answers to this question but the one that best predicts ‘greatness’ in my experience is an answer that reflects service. “My goal is to help companies by finding the best possible candidates for their roles” or “I just enjoy the reward of someone getting a job that enhances their career”.Even better: “It’s almost community service . . . companies get great employees and my candidates get great jobs – that’s reward in itself”

Any other motivation (money, personal career advancement, or just to do something different) are key indicators that their real passion is outside of recruiting. Great recruiters are interested in the long-term job satisfaction of their candidates and not just making a placement.

From those outside recruiting

Linda Teske, a Senior HR Generalist/Consultant

In general, based on my experience, a good recruiter is one that returns the call and follows up with a candidate one way or another. They also know what job best fits the candidate and will not suggest a position that may not necessarily be the best fit. They are considering a ‘long term’ placement, not a ‘short term’ placement.

Jane Smith Stage, Training Professional

Truthful — tell me what I need to know and do in order to present myself in the very best light. If I’m not coming across as professional or not a good match for your client — give me specifics.

Responsive, even if it’s a subject-line only e-mail or voice message.

Collaborative — yes, you represent your corporate client — AND — how can we work together as well? How can I stay ‘top-of-mind’ with you (recruiter)?

John Bliven, Training Professional

As you’ve said before, job seekers need to understand how recruiters work and establish realistic expectations when working with them. That said, here are my thoughts about what makes a recruiter great:

• Professional in all aspects of a working relationship• Don’t make promises you can’t keep (if it’s doubtful that

you can schedule an interview for a candidate, say so, don’t sugarcoat anything)

• Be realistic in describing the types of positions you conduct searches for. For instance, if you don’t recruit mechanical engineers, don’t say that you do.

• Follow through and follow-up – if you say you’re going to provide feedback on a candidate’s qualifications, do it!

For more responses, visit CareerBuilder for Staffing and Recruiting Firms.

https://www.globalcashcard.com/

http://www.wellsfargo.com/wfis



26 January/February 2012 NCASP.com

SALES TECHNIQUES

Neil Whitman • Networking through various professionals groups, especially our Chamber of Commerce, has been very helpful. We’ve also seen more contact through our updated website. Marketing is 24x7 and our website is always awake!

Linda Zumstein • Another word for prospecting is marketing since prospecting is really nothing more than identifying business opportunities and, once qualified, initiating some type of contact to spark an interest in your offering; i.e., a leave-behind, a follow-up call, etc.

Although I’m reading great responses, the general attitude seems to be what I face when I train people in the field, which is that, when prospecting, we’re playing a friendly game of “catch” with prospects. The reality is, they’re not playing “catch”...they’re playing “dodge ball”. They don’t want your message and they don’t have time to sort through the clutter of all the staffing reps that try to reach them every day.

There are 5 universal objections that you’re up against: 1) no time 2) no interest 3) no differentiation 4) don’t believe you or your solution 5) procrastination/lack of decision making. Your greatest tool when prospecting isn’t the medium you choose, but rather, your ability to persuade, and, like great fishermen, to understand how your prospects (fish) swim in the water you’re fishing in.

Drew Helmstetter • Linda, I think your metaphor is dead on. I am in agreement with others and think an “all of the above” approach is probably best, but it will depend

upon the style of the person doing the marketing. I have had greater success with cold calls than with networking, but I use a bit of an unorthodox approach for my calls.

After talking to prospective and existing customers, it seems that some sales professionals call the same folks daily or every few days without leaving messages, and that is just not something I can do. We eat, sleep, and breathe staffing, but such is not the case for the decision makers that utilize staffing. Calling 1 or 2 times a month and always leaving a message has worked best for me. It takes a while to gain traction, but it shows respect to the people you are calling.

“Staffing” is only one of the things on a customer’s plate

as they are also focused on running all the other aspects of their business. Instead of calling the same 50 folks a lot, call 1000 folks every now and then (you better keep good notes). If you have been polite, they will notice when you quit calling (I have quite a few stories about new customers having called me and asking why I was no longer calling them and that they are now ready to use our service).

Calling sparingly also allows time for sales professionals to work in the networking, drop offs, and social media aspect. Furthermore, let me emphasize that sparingly does not mean making less calls, it means calling more people. Aim for 100+ different calls a week and eventually you will have a large list of 1mo 2mo 3mo 6mo call backs and will get meetings simply because most of your competition has annoyed the *expletive* out of the market. As Linda says, this is half the battle, then it comes down to persuasion. Tell them what makes you different (if you can’t answer this, well, then you’re probably doomed). Tell them what makes your company different. Then talk price/services after you have sold yourself and your employer.

Jung Cha, TSC, CSP • I agree with all approaches mentioned. I require our Business Development team to make a set number of calls per day and a set number of mass e-mail. They are required to have at least one client visit per week. I also have monthly meetings on their active accounts and PIPELINE of potential accounts. Part of Business Development Strategy is “FOLLOW-UP”. Creative, Consistent and Persitent Follow-up. I do think it’s important to mention the need to have your BD team forecast their projected revenue for the quarter and hold them accountable. By requiring them to create a forecast or business plan, it forces them to get to know their clients or potential clients and understand their headcount needs.

Daphne Dolan • I also agree with all the approaches - we use email blasts the most but are involved with a number of networking associations which have really helped build our business. We require our sale team to have a minimum of 4/5 meetings a week and to make sure that they follow up.

Paul Fedorchuk • A mix of calls, emails, networking through professional associations, social media and face to face meetings, truly is the best approach. This keeps yourself engaged and helps to sustain creativity. I would also like to say that this is one of the most value added blogs I have ever participated in. Good advice by all!

Trends in Prospecting for New BusinessBy Carol Ashby, CTS, NCASP Director of Communication

In our last issue of Staffing Now, we started a conversation via two LinkedIn groups (American Staffing Association and Charlotte Business Professionals). We received a tremendous response and comments continue to come in, including those below. The question I asked was, What have you found to be most effective when prospecting for new business - email, cold-calling, social networking, etc?

http://www.linkedin.com/groups?viewMemberFeed=&gid=117743&memberID=26757685&goback=%2Egmp_117743


NCASP REGIONAL EVENTS

Upcoming Training EventsMark Krajnik, CPC, Kelly Services

NCASP wants to help you connect with your colleagues for more training, sharing, and getting to know each other. In addition to the training and highly popular Staffing After Dark, look for upcoming events’ dates and topics at NCASP.com and your inbox. Register online by clicking here. We’re looking forward to seeing familiar faces and meeting many new faces in 2012! Charlotte – NCASP Staffing After DarkThursday, March 15, 2012, 5:30-8 PMNetworking Event for anyone in our industryTaco Mac - University Area, 517 University Center Blvd, Charlotte(704) 717-7083 Charlotte - NCASP Luncheon Friday, March 16, 2012, Noon-1:30 PMJill Benson, Employment Attorney, presents “Legal Matters”Charlotte Westin Hotel, 601 South College Street, Charlotte(704) 375-2600 Greensboro - NCASP Evening OutThursday March 29, 4 PMCathy C. Allen, SPHR presents “Top 10 Staffing/Recruiting HR Bloopers. Blunders and Gotchas”Starmount Country Club, Cash Bar WebinarWednesday, April 4, Noon-1 PMCareerbuilder presents “Accelerate”Details to come at NCASP.com Wrightsville Beach – Annual Training ConferenceHoliday Inn Resort, 1706 N Lumina AveWrightsville Beach NCThursday, May 17-Saturday, May 19Details throughout Staffing Now and online by clicking here. We want your ideas! If you would like a training or networking event in your area, contact Mark Krajnik, NCASP Director of Regional Events, at [email protected], 704-548-2500 x202. Let’s make it happen!

http://www.riskcontrolservices.com/c.php?p=1

http://coatssql.com/ �

http://www.kellyservices.com



http://www.ncasp.com/events

http://tacomac.com/locations/49er


http://ncasp.com/page/2012-spring-conference

http://ncasp.com/page/2012-spring-conference


TESTIMONIALS

Upcoming BOD meetings

via teleconference unless other-wise specified.• March 15th• April 12th• May 3rd • May 17th 11:00 to 1:00 Luncheon• June 14th • July 12th

People are talking about NCASP

We have such a wonderful time at the conference each year. The speakers are

always full of great ideas and new information. It is great to learn and connect with others in our industry.

-April Yost, Director at Large

I have not been in the business that long and did not have the advantage that many others did by having worked

in this field before. I knew that I needed a lot of support and assistance if I was going to do something positive in this industry. I’ve been surprised with the depth of expertise that NCASP has to offer its members because state organizations are rarely so organized or offer this level of experience and expertise. To improve, it is always a good move to surround yourself with more talented and experienced people, so, for me, NCASP is almost like an apprenticeship program for the recruiting industry. The levels of support and expertise go from novice to advanced so there is something of value for everyone.” -James Kemper, Director of Membership

Congratulations from your NCASP family!

Fischer Thomas CochranBorn February 22

7 lbs, 9oz.; 20 in.

Congratulations,Marc & Amanda Cochran!

http://www.recruitereco.com


NCASP 2012 BOARD OF DIRECTORS

Scott Love, CPC PresidentPhone: 480.650.0230 Email: [email protected] Web: scottlove.com

Jonathan Weiner, CPC Past President Phone: 704.756.8751 Email: [email protected] Web: 360dunamis.com

Marc Cochran, CSP President Elect 2012 Conference Chair Phone: 678.662.6308 Email: [email protected] Web: target.com

Mark Griffin, CSP Vice President Phone: 336.337.3327 Email: [email protected] Web: procurastaff.com

Mary Storms, CPC SecretaryPhone: 704.607.9118 Email: [email protected] Web: stormsassociates.com

Wendy Ward, CPC TreasurerPhone: 828.302.4042 Email: [email protected] Web: cvstaffinginc.com

Carol Ashby, CTS Dir. of CommunicationsPhone: 704.439.7200 Email: [email protected]

Mark Krajnik, CPC Director of Regional EventsPhone: 704-548-2500 x202 Email: [email protected] Web: kellyservices.com

Mary Mallett, CPC Vendor Partner Relations Phone: 704-241-2996 Email: [email protected] Web: searchpro.com

Rita Bottoms, CSP Vendor Partner RelationsPhone: 336.970.5206 Email: [email protected] Web: temporaryresources.com

Jillian Dodson, CTS, CPC Director, Certification Phone: 919.606.2256 Email: [email protected] Web: greeneresources.co

John Ravelli, CPC Director, Education Phone: 919.291.8320 Email: [email protected] Web: TTRecruiting.com

Michelle Coviello, CPC Director at Large Phone: 919.280.1671 Email: [email protected] Web: hirenetworkscom

Anna Hudson, CPC, CSP Director at Large Phone: 704.553.8120 Email: [email protected] Web: corestaff.com

Kara Bertoncino, CSP Director at Large Phone: 919.818.3773 Email: [email protected] Web: quality-staffing.com

Cheryl Neely, CTS Director at Large Phone: 704.975.1137 Email: [email protected] Web: carolinastaffingresources.com

Brandy Barrett2012 Conference ChairPhone: 919.862.8602Email: [email protected]: greeneresources.com

James Kemper Director of Membership President of W H Meanor, Inc.Phone: 704.372.7640 Email: [email protected]

Tiffany Crenshaw, CPCDirector at LargeIntellect ResourcesPhone: 336-790-8718Email: [email protected]

Jill Benson, Esq. Director at Large, Non-voting Phone: (336) 574-8095 Email: [email protected]

Spruill Alexander Director at Large, Non-voting Phone: 252.756.8300 Email: [email protected] Web: clementins.com

Cassie Watkins, CPCU, CIC, ARM Director, Southern Region, Non-Voting Phone: 704.556.2569 Email: [email protected] Web: wellsfargo.com

Russ Rymer,Non-Voting Madison Insurance GroupPhone: 865.963.1224 Email: [email protected]

April YostDirector at LargeWinston Personnel GroupPhone: 336.768.1830Email: [email protected]


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