Recruiters & Staffing professionals make 2016 your best year ever by reading every issue of EMinfo.

1. EMinfo.comEMinfo.com
February 2016 Vol. 8 Issue 101
Pat Turner
Editor
Check out eminfo.com for more articles, issues and resources!
Features trends & “hot topics” for staffing and recruiting professionals.
Letter From The Editor
I’m a big believer in continuing education. You are never too old to learn new
things, nor implement them. In this issue, we have several new continuing
columns that we hope you will embrace. Always an educator, Dr. Frank Burtnett
offers a column of advice on helping your candidates navigate their careers. Be
sure to seek out his Career Mechanic Column.
Patricia Conlin wants you to be successful AND healthy. Pay close attention to
what you are doing, how you are doing it and what you ARE putting in your
mouth! Food is a necessary ingredient to living life fully so beware… Watch what
you are eating! She encourages a healthy lifestyle that will lead to recruiting
success.
Further on down the list are some exciting venues to network with peers and
learn. The California Staffing Professionals are hosting an event not to be missed
in May out in beautiful Indian Wells, California. Check it out. I believe you do not
have to live in California to attend but go to their website to learn more.
So guess what? The first month of the year 2016 is over. How are you staying on
course? Been making all those calls? Visits to the gym? Don’t stress about it but
keep trying.
Wishing you continued success.
Happy Recruiting.
Like us on Facebook!
In Every Issue
4 Growing Companies ~ Decision Making
5 Recruiting Around the World ~ Split so Well
6 Ask Coach Mike
8 Owners Outlook ~ Guarentee a record year...
10 The Career Mechanic ~ Clueless Candidates
16 Health2Success Recruiter Tips
18 News Releases
19 Trends
Contents
12 The Lost Art of the Telephone
13 5 Signs You Need to Switch Your Staffing Software
14 What is So Good about CSP Conference?

2. 2 EMinfo
Feb 16
Staffing Spotlight
Kevin is the Owner/Operator of Keifer Professional Search. This is his 30th year as an
Executive Recruiter. He has been serving the unique niche of equipment and materials
used to manufacture Semiconductors Worldwide.
Kevin finds qualified candidates and get them happily involved with great companies!
His mission is to provide his clients with unparalleled service and support. He knows that
matching a resume with a job is only a small part of recruiting a valuable employee. To
find the most qualified candidate, Kevin uses an extensive array of techniques - search,
networking, computerized data bases, to provide state-of -the-art recruitment services
to corporate clients nationwide. Kevin puts it simply, “I find people for jobs, not the
other way around. I work to my client’s satisfaction, not mine.”
Kevin served on the Board of the Silicon Valley Chapter of the California Staffing
Professionals for 15 years and is currently on the Board of NAPS. He received his CPC
from Dr. Frank Burnett, NAPS educator, in 2014. He has built his firm from the ground
up. At one time Kevin had up to 10 recruiters in his office but lately he has enjoyed
working as a Rainmaker for a smaller but highly skill team at KPS.
On a personal note, Kevin was born and raised in Silicon Valley where he went to a local
High School and University. He enjoys outdoor sports like fishing, boating, whitewater
rafting and camping. Every year he leads an annual wilderness fishing trip into the
Katmai National Forest in Alaska.
Kevin Kiefer
Keifer Professional Search
TFI Resources / 1616 S. Voss, Suite 700 / Houston, TX 77057 / 800.701.4014 / 713.975.7576
www.TFIresources.com
The Independent Recruiter’s Resource
for Temporary and Contract Placements®
ATTENTION
Independent
Recruiters
• Employer
of record
• Payroll
funding
• Back office
services

3. 3EMinfo
Feb 16
﹥﹥
FOUNDING MEMBER
1-888-4-TRICOM (487-4266) www.tricom.com
CAll Tricom TODAY For your expert solution for a strategic partnership!
PAYROLL ANALYSIS & PROCESSING | BILLING INTEGRATION | PORTFOLIO MANAGEMENT | ACCOUNTING SERVICES |
FINANCIAL SOLUTIONS | COMPLIANCE SPECIALISTS | STAFFING & RECRUITING SOFTWARE | BUSINESS PERFORMANCE TOOLS
JULIE ANN
The Chief of Staff
President/CEO, Tricom
let our experts be YOUR EXPERTS
THE CHIEF OF STAFF
Your trusted advisor for expert resources.
Meet Julie Ann.
Julie Ann is Tricom’s President and CEO. Like a true
“Chief of Staff,” you can depend on Julie Ann to be
a trusted advisor, problem solver, and go-to person
whenever you have a question, challenge, or opportunity.
She makes sure you have the right resources —
and the right experts — ready to help you whenever you need it.
And when we say “experts,” we mean people who have specialized
degrees and certifications in their fields, many of whom have worked in the
industry for years. They’re all focused on helping your business succeed.
Did You know?
* Good management is most often proactive, where one makes a decision with enough facts in
hand to do something before the clock has run out. pg 4
*The competitive nature of everything we do in our personal lives and business ventures can
create doubt and uncertainty. pg 5
*Your goal should be to replace yourself as the top producer and teach others what you know. pg 8
*When it comes down to it millenials have made far few calls in their life time then their predessors
and so can be nervous and feel ill at ease. pg 12
* If you are placing temporary workers in an industrial environment, you will not need the extra
certification features that someone finding talent for a healthcare environment might need. Excess
features or a lack of specialized functionality will slow your operations on either end. pg 13
* Believe it or not almost 2 thirds of Americans don’t drink enough fluids! Even 2% dehydration
levels can dramatically affect our energy and productivity. pg 16
Do you know someone who deserved to be spotlighted? Proud of your company’s accomplishments? Tell us about it! We love
promoting people and companies. Email us at Tiffany@eminfo.com and tell us your story!
1616 S. Voss,
Suite 700
Houston, TX 77057
800.701.4014
713.975.7576
www.TFIresources.com
Our payroll services include:
• Employer of record
• Payroll funding
• Payroll processing
TFIRESOURCES
Tell us
about
all
Share
with our
readers
then
1616 S. Voss,
Suite 700
Houston, TX 77057
800.701.4014
713.975.7576
www.TFIresources.com
Our payroll services include:
• Employer of record
• Payroll funding
• Payroll processing
TFIRESOURCES

4. 4 EMinfo
Feb 16
Growing CompaniesStaffing
Recruiting
Small
Midsized
Growing Companies
Mike Neidle is President of
Optimal Management Inc.
started in 1994 see (www.
optimal-mgt.com, LinkedIn
Michael Neidle or call 650-
655-2190, mentoring staffing
owners and managers to
maximize sales, profits and
company value. He was
Senior, Executive VP for 2
national staffing firms; CEO,
CFO, Director of Planning/
M&A and Marketing Director
from start-ups to Fortune
500 Corporations. He has
an MBA and an engineering
undergraduate.
DECISION MAKING
No one is perfect. One needs to make good decisions when they
have enough information
to make a good decision. The choices are to wait until you have
all the facts to make a decision, have enough information to
make a decent enough decision or hold off on making a decision
and let things play themselves out?
Many people defer making decisions as long as they can to avoid
making the wrong decision. But ALL the facts are never available
and new events are always unfolding. Some decisions are not
time sensitive and one can wait for additional information while
in others situations are time sensitive and by waiting you have
in fact made a decision by default and that is not to act. This is
often called paralysis through analysis. Good management is
most often proactive, where one makes a decision with enough
facts in hand to do something before the clock has run out.
Here are some of the things you would ideally like to know in
determining how you will bid on a contract so you can make the
winning bid as well as make the most money on it as possible.
This entails knowing: what are the specifics of the competitions
bid, what was the details of the last winning bid, what are the
key elements that the customer wants; how critical is price,
service, payments terms, reputation, relationships, guarantees
and intangibles; what is the deadline to getting your bid in; who
are the people that are the decision makers within the customers
organization; how strong is your relationship with them; what
reductions in your cost can be made which will increase your
profit but not impact your ability to win the bid; how can you
increase your odds on winning the bid; how much room is there
to negotiate the deal after you have won the bid with add-ons,
modification and “last look”; etc.
That’s a lot of information to want to get, but in the real world
you will only be able to get a fraction of it so you need to pick
out the critical items you need to move forward, To start with you
MUST know your deadline or everything else is pointless. Then
try to get as much of the following that the time frame permits
and prioritize your efforts. This includes: a) identify and provide
what is critical to the client, b) look better then your competition,
c) document and quantify “value added” services that make a
difference, d) reduce your costs to be more price competitive and
still make money, e) enlist the support of your allies in the client
company. Assign responsibilities in your company to gather and
coordinate this effort and oversee it.

5. 5EMinfo
Feb 16
Split Placement Story:
How Do You Split So Well?
By Sarah Gawrys
2016 is in full swing. I hope the New Year so far finds your business
doing sound with a plethora of additional positions and/or candidates
that have you thinking of making more split placements or adding them
to your business model. In a split network, firms work position openings
cooperatively in order to speed the job fill. Once complete, they share
the fee collected. Over time, the network sees many success stories, and
some firms really stand out as stellar trading partners that are constantly
making deals. One firm that has exported candidates for over 60 roles in
the network caught another firm’s eye as they prepared information for a
regional meeting, so they asked their top trading partner what it was that
caused this firm to split so well? Here is what they were told:
First and foremost, this trading partner is available and focused. Not
only is he always answering his phone or getting back quickly, but each
position is an assignment that once agreed to, he takes on fully. Smart
and equipped, this trading partner will dig deep for answers as well as
working hard to find the best candidates. This is more than just searching
through a database and forwarding potential fits both old and new, this
is really researching candidates to present only quality options to your
trading partners, just as if you were working your own independent search
for a top client.
The reason the above is true is because the trading partner with the
position is giving their trading partners QUALITY work, and not wasting
their time with only the near impossible search, or a vague client
relationship. Most, if not all of the searches, have direct access to a hiring
manager and human resources. Both trading partners are included on
calls to both of these, especially in the beginning of the search. This direct
access leaves little room for requirements to be lost in translation, and
allows the exporter to be fully invested in finding the best candidates.
Another reason this exporter comes so recommended is his ability to think
outside the box. He will produce a variety of candidates, something even
a little different from the original job order’s description which challenges
the hiring manager’s thought process. While this does not always work
out, when it does, additional placements usually result. This is able to
happen based on the above, but also because these trading partners try
to work on as many exclusive jobs as possible. When the job order is
exclusive, there is more room to try a couple of options the recruiter may
see as more viable than the one top candidate you try to submit to match
the order perfectly. If the job order is less exclusive, then the trading
partner is aware of that, and can gage their own activity.
Finally, it is important that the trading partners are in contact daily or
close to it. The trading partner with the client relationship works to stay
on top of the client activity, and regularly communicates it to the exporter.
This way they know the exact temperature of each search, and can
prioritize accordingly.
If this was an eye opener for you if you are already in a split network,
align yourself with these practices to start seeing a better return and gain
more trading partners, so that you may be asked eventually, “How do you
split so well?”
Recruiting Around the World
Bigger Together.
Better Together.
Learn More:
inquire@npaworldwide.com
+1 616 871-3327
• Make split placements with
500+ firms across 6 continents
• Get connected locally, regionally,
and internationally
• Increase your revenue
Editor’s Note: Sarah Gawrys is the
Director of Membership for the
NPAworldwide Recruitment Network. She
is responsible for growing membership
with the top executive search firms
globally.

6. 6 EMinfo
Feb 16
Ask Coach Mike
Coach Mike,
Can you help me find out how to handle the objection of
‘you need to talk to HR’. I have my own thoughts on this,
but I wanted to get your take.
- Kay
There are a couple of scenarios that can happen, both
are very similar. The first scenario is when I get the hiring
manager on the phone and they say, “Before we even have
a conversation, you have to talk to HR”. The other scenario
could be you go through the whole relationship building process and
then they say, “Okay. Well, you have to go to HR”.
You have either just got on the phone with the hiring manager
or they start to say they have an opening and you start maybe
getting a little bit of the details and they say, “Look, before we go
any further you have got to get on our list.” I always say, “Great!
Mr./Ms. Hiring Manager, I have no problem with that. Before I call
them, let me get a clear understanding of what your needs are
because my instinct tells me you’re the one who is going to make
the decision on the person you choose to hire. The person in HR
is qualified and as wonderful as they are, is not going walk in with
a person and say, ‘This is your new sales rep. This is your new
accountant. This is your new controller.’”
“Well, no. Of course not.” I reply, “Great. So, it is important for me
to understand your needs. Let me get a clear understanding of what
your needs are and then, when I get through with that you can set
me up with a Human Resource person.”
A lot of hiring managers will allow you to continue. Before we go
deeper into this, let’s talk about the ones who do not. They will
say, “Look, before we go any further, if you are not on our list, you
have got to call this person first and then get back to me.” And
I reply, “I am just not going to do that because they will never
call me back.” Honestly, if you are less than 2 or 3 minutes into a
conversation and you think getting ditched to HR is anything other
than “send me a brochure”. This is a way for hiring managers to
gently get off the phone with you without having to deal with you
because they know HR is never going to call you back.
If you are in any of those fantasy lands that believe they will call
back, I ask you does it happen that the HR person gets back to
you? … So few times that it’s not worth even talking about. So, I
will say, “Mary, just tell me now you do not want to work with me
because you and I have no relationship. We have just met. You
have no idea what my capabilities are. You have no idea if I am
the recruiter who is right for you. I have no idea what your needs
are. Bluntly, I am not sure if I am the right recruiter for you and I
am going to go negotiate a fee policy in the complete absence of
understanding what your needs are. And I’m a big boy, Mary. Just
tell me now you have got more than enough recruiters, you have
got great recruiters already on this, and let’s part friends.”
Now if you address it boldly and bluntly, you know what they are
going to say? Because they have said it to me, or they say it in
this tone, maybe not these words. “No one has ever talked to me
like that before as a recruiter. This recruiter is different.” Now, if
they say, “You know what? You are right.” Move on. You have lost
nothing. You were going to leave 10 messages for HR over the

7. 7EMinfo
Feb 16
next 3 weeks with zero return phone calls and in the event that
they do call you back, this is one of those companies that even
in this strong economy, is quoting a 18-20% recruitment fee,
90-day money back guarantee, this is that PITA--Pain In The
A#$--account that you want to avoid anyway. You have far more
leverage if they tell you that in the early part of the call to develop
a really good relationship then genuflecting to what they want.
Now, if that happens and they say, “You know what? You are
right. I do have this opening for a controller but let’s see what the
our postings and /or our marketing produces first.” Let’s assume
you don’t have Ms. Perfect right there for them. If it is the end
of January, put them on your list to call them in the beginning of
March. If that position is still open, they are going to be a lot more
flexible to talk to you then.
It is not that I do not follow up with them and it is not that I
think they are terrible, it is just that the urgency and the need
for me as a recruiter is not there now. I am going to listen not
just their words, but what they are proposing knowing that this
is going to be one of those hiring managers that if I follow this
horrible process, it is just going to be a horrible process of getting
feedback from them. I am just going to pause the relationship and
I am going to call them back in March. But I am going to just say,
“It looks like you’re looking for a recruiter to produce volumes of
resumes and that are going to get screened through HR and you
are not looking to build a relationship with a recruiter and Mary, I
am completely okay with that. I am just not that recruiter.”
Part two of this is you continue the conversation and they say,
“Yeah. Okay.” And you take the recruiting search. You identify
what the needs are. You know, you have taken the search the
right way. You have built some rapport. You have demonstrated
your ability and, again, the way we demonstrate our ability as a
recruiter in a relationship is not the quality of our statements but
the quality of our questions. Then, at the end of the call, they say
“you need to get approved by HR”.
This happens and it is real. You have to get approved by HR and
I would say, “You know, Mary, I’m thrilled to do that, as I said
at the beginning of the call. Here is what I’m up against. If I call
Bob in HR, Bob is not going to call me back and you just told me
for these reasons,” and I will reiterate what they said; why it’s
important for them to fill this now. “Mary, can you set up a joint
call with me and Bob? Other than next Tuesday at 1:00, I can
change any part of my schedule. This is so important for me to
establish this new relationship, I will make myself flexible based
on your and Bob’s schedule because I am telling you right now,
calling in the absence of your endorsement makes me recruiter #
367 on their list and they are not going to get back to me.” If they
do not really want to do it, I would probably say, “You know what?
It sounds like I read this the wrong way. Sounds like filling this
position is less important to you than I thought.”
My final thing is, if they push it off to me, “What do I do after I
leave 3 voicemails and Bob does not get back to me? What is my
next step? I am going to leave a message for Bob on Monday,
Wednesday and Thursday. Can we set up a time in our calendar
where we are going to talk on Friday? Either we are going to talk
on Friday to dot the i’s and cross the t’s on the search or we are
going to talk on Friday on what you need to do to help me get the
search approved with Bob in Human Resources.”
Bonus Video Series: Visit www.
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Your PC or mobile device to Grow
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Michael Gionta has over 25 years
as an owner and billing manager.
He has ranked in the top 2 to 3%
of Management Recruiters offices
for several years. As a billing
manager, he ranked as high as 2nd
with over $2,200,000 in annual
personal production. Now Michael is
sought out by recruiting firms who
have plateaued and want to break
through to the next level of revenue
and success. To inquire about our
FREE SYSTEMS CHECKLIST. In this
industry first checklist we share the
systems and strategies of the most
forward thinking recruiting firms
with you. You can do a quick “self-
audit” to see where you stand with
suggested areas of improvement!

8. 8 EMinfo
Feb 16
Owners Outlook
Owner’s
OutlookIt is not enough to want a record breaking 2016, you need to make changes
if you want better results than 2015.
LEAD vs. MANAGE
There is a tremendous shortage of great leaders in business,
government and industries worldwide. Your team will follow a
strong leader especially if you focus on the WIIFM (What’s In
It For Me) of each of your employees. Your goal should be to
replace yourself as the top producer and teach others what you
know.
When you are asked a question, your answer should always be
the same, “What is your solution?” If you consistently provide
solutions, or do things vs. show others how to do things, you
are holding your employees back. You may agree or disagree
with their response, but that is a learning experience. It is often
your lowest producer who asks the most questions. When your
employees realize you will ask them for their solution each time
they ask a question two things happen.
1. They learn to think for themselves and become problem
solvers
2. They ask you less questions
Managers have subordinates while leaders have followers. You
need to be the type of person others trust to follow.
SET PRIORITIES
Setting priorities requires you to focus on the rights things in
the correct sequence to guarantee you bring revenue into your
business. In our profession it’s easy to be very busy handling
non-revenue generating activities. With people on both sides of
our sale, distractions are a given. This is why doing the right
things in the correct sequence is critically important. You
could offer the best people and services, but a focus on sales is
necessary to generate revenue and profits for your business
As the Owner or Manager, you need to focus on six priorities in
the exact order I’ve listed. The first three generate revenue, and
the last three insure that you generate future revenue.
1. Marketing - Building your pipeline of clients and candidates.
Stay involved in client development throughout your career
2. Sales - Generating assignments or job orders
3. Fulfillment - Fills and placements
Guarantee a Record Year …

9. 9EMinfo
Feb 16
Barb is recognized internationally as one of the top experts in the Staffing and Recruiting Profession.
She has addressed audiences in North America, Asia, Africa and Europe. Barb has developed web based training programs that are distributed in several
countries, she writes for numerous publications and authors one of the most widely read online publications, The No BS Newsletter. She has authored
several books, created mobile apps and is often quoted as an industry expert.
Barb became a trainer to promote responsible recruiting and to allow owners, managers and recruiters to make more money. 100% of Barb’s Top
Producer Tutor clients have increased their sales and profits.
Barb also developed Happy Candidates to allow Staffing and Recruiting Firms to focus on the 5% of candidate flow they place, but also provide an
amazing resource for the other 95%. The resource has provided many benefits for owners which include: increased referrals, elimination of the greatest
time waster (time spent on candidates you won’t place) increased sales and dramatically improved word-of-mouth advertising. Barb has been, is and
always will be defined by making a difference in the lives of others including the candidates we can’t place on an assignment, contract or job.
Most recently Barb created and launched an easy to use Metric Tool called The Sales Performance Indicator which includes the proven 140 point system.
This tool alleviates inconsistent production, helps prioritize activities and predicts trends.
Barb speaks at conferences, conducts webinars and provides in-house training and offers consulting. Her ideas are easy to implement and participants
realize a strong return on their investment of time and money.
Bottom Line: Her enthusiasm and passion for this Profession are contagious!
4. Accounting - Back office, account receivable, cash flow
5. Follow-Up - After fill or placement with clients and candi-
dates
6. Subsequent Sales - Lifetime value of clients and candidates
MAKE TOUGH DECISIONS
Your job as an owner is to make tough decisions. If you don’t
make the tough decisions, you will not consistently increase sales
and profits. This could involve any of the following:
· Upgrading your team
· Upgrading your clients
· Considering a new niche or area of specialization
· Adding contract or direct placements to your business model
· Managing by numbers and metrics vs. emotion
· Owning the location of your business
· Reviewing all vendors and contracts
PLANNING
Written plans are the primary common denominator of the most
profitable Staffing and Recruiting Firms. Benefits include:
· Focus on top priorities
· Work on six actions closest to the money
· Sales and profits improve
· Outgoing not incoming calls control your destiny
· Distractions are limited
· You will be more successful
If you focus on these four areas, you will make a record year
happen!

10. 10 EMinfo
Feb 16
There are pieces of knowledge that can facilitate the transitions in our
individual lives. Some of that knowledge we acquire casually as the result
of a life experiences---often “hands on” exposures---or family or friends
share it with us. Still other bits of knowledge come our way through our
formal educational and career experiences.
I am a firm believer that people at all life stages (i.e., childhood through
the senior years) need to know something about the career development
process. That knowledge has to be both general (what happens to
everybody) and specific (how it applies to them). Because of that belief, I
jumped at the opportunity to present a NAP Lunch N Learn program on the
topic last month.
Unfortunately, too many are clueless about a critical process that each
will have to navigate continuously throughout their life. Candidates for
employment (first, second or umpteenth job) need to examine where
they’ve been, where they are now and what lies ahead for them in the
future. Regrettably, too many acquire this knowledge reactively or after-
the- fact. A better way is to learn it up-front in order to proactive in
piloting their career development experiences.
A primer in career development would begin with three knowledge points:
1. Career development is a process that parallels human growth and
development, a series of unique experiences that span childhood,
adolescence, young adulthood, adulthood and the senior years.
2. Our ability to understand what is happening or will happen in each of
these stages can determine the degree to which we can be proactive,
rather than reactive, when facing these challenges.
by Frank Burtnett, Ed.D.
Clueless Candidates ~
What Everyone Needs to Know about Career Development
EMInfo is pleased to introduce The Career Mechanic, a monthly treatment of a career
development issue or problem by author and educator Frank Burtnett. Topics will be drawn
from Dr. Burtnett’s book, Career Errors: Straight Talk about the Steps and Missteps of the
Career Development Process and will represent those faced by individuals across the life-span
as they enter, progress, exit, reenter and move about the workplace---matters witnessed daily
by search and staffing professionals.
The Career Mechanic

11. 11EMinfo
Feb 16
3. Every person is going to experience the follow eight
stages of the career development process:
a. Self-awareness
b. Exploration*
c. Goal-setting
d. Decision-making*
e. Knowledgeskill acquisition and competency
attainment
f. Orientation, entry and adjustment*
g. Growth, mobility, and maintenance*
h. Wind-down, adjustment and exit*
While search and staffing professionals are most likely to
interface with candidates at the stages marked with an
asterisk (*) above, it must be noted that these eight stages
seldom occur in linear, one-stop-and-move-on fashion. They
are cyclical and often repeated as one moves through their life
experiences.
If the career development process sounds complex, put it in
perspective by imagining your personal transition through the
eight stages to where you are presently. In my book, Career
Errors (2014 / Rowman and Littlefield Publishing Group),
I go into considerable detail about these stages and how
knowledge of “what happens when” can aid any individual in
moving forward positively and efficiently.
There is an old idiom: “What you don’t know can’t hurt you.”
When it comes to career development---it certainly can!
Coming in March: Helping Candidates Improve Their Decision-
Making
Dr. Frank Burtnett
is an author, college
professor, consultant and
trainer headquartered
in Rockport, Maine and
Springfield, Virginia. Direct
future topics suggestions
for The Career Mechanic to
him at ednow@aol.com
People navigating the career development process are often
hampered by the things they “do wrong” or “don’t do” in
their quest for career success. Frank Burtnett’s new book,
Career Errors: Straight Talk about the Steps and Missteps of
Career Development examines the common errors that are
made at various times across the life span. Search and staffing
professionals will find the book a valuable resource in their work
and a “must read” for many of their candidates. Learn more:
https://rowman.com/ISBN/9781475807509
Career Errors ~ Valuable
Resource for Search & Staffing
Professionals

12. 12 EMinfo
Feb 16
In a world where everyone seems to be glued to their phone you’d
think that people would know simple phone etiquette. The turth
is talking on the phone is fast becoming a lost art. With so many
forms of communication, having a phone converstation is often a
neglected avenue. Most youth today prefer texting and emailing
so they therefore never develop the skills needed to hold a formal
phone converstation. Gone are the days where parents taught their
kids how to answer the home phone: Thank you for calling the
Smith Residence, how may I help you?
Many older generations don’t realize that those under the age of
30 may never have had a home phone line. Recognizing this will
help those in management address this under developed skill. The
youthful worker is quick to pick up new things and given the right
guidence will aquire the skills needed to be good at their job.
The thing is most millenials don’t consider talking on the phone
important and would rather be texting 5 different people, twittering
and researching on the Internet then to take the time to make a
phone call. To them it seems an inefficient use of
time.
So how do you change this mindset?
One way is to intoduce mindfulness to these workers. This may be a
new concept to some, but in a world filled with yoga studios and memes
quoting Deepak Chopra quotes they may have heard of the concept, but
not how to apply it to their work life.
Why is this concept important or even relevant to talking on the phone?
Because taking the time to have a phone converstaion is a form of
mindfulness. When talking on the phone one needs to be present to
hear what the other is saying, to remember the important points. It’s
also important to help this kind of worker to be able to focus on the task
at hand instead of trying to be on several devices at once.
Trainings on social ettique is another way to help improve phone calls.
There is a big gap in the generations on this because the the lack of
house lines. Going over what used to be taught in the household years ago, the simply
way of answering the phone without saying: Hey! or calling a person and just jumping
into the conversation. These aren’t known because with caller everyone knows whose
calling these days. It’s amazing the difference it can
make.
When it comes down to it millenials have made far fewer
calls in their life time then their predessors and so can be
nervous and feel ill at ease. Giving them a few ways to
start a professional converation can ease their mind and
empower their confidence.
So what if you’ve done all this and yet they still text first?
Reveiwing their effectiveness would be the next step.
Show them how their choice of communication affects
their success rate. In some instances texting may be
best especially when dealing with peers, but in others
the actual call is more successful. Showing these types
of results enables all involved to understand how to be
more effective with the tool of commincations.
Urban Dictionay
Definition: Telephone-
A popular IRL chat client of
the 20th century.
Guy 1: Dude, the funniest
thing happened when I was
talking on the telephone
yesterday.
Guy 2: Telephone? Isn’t that
that antiquated thing my
grandma uses?
http://www.urbandictionary.com/define.
Millennials in the Workplace
The Lost Art of the Telephone
By Tiffany Turner
A meme is
“an idea, behavior,
or style that spreads
from person to person
within a culture”
Internet meme
is an idea, style or
action which spreads,
often as mimicry, from
person to person via
the Internet, as with
imitating the concept.

13. 13EMinfo
Feb 16
With so many other business concerns, your staffing software should provide
you with a sense of Zen, not a throbbing headache. Sadly, not every platform
is going to be ideal for your specific business. That is why we recommend
saying adieu to incompatible solutions and switching your staffing software
vendor if they exhibit these five bad signs.
1.) Issues with Mobility
Today’s employees are not tethered to their desktop terminals and your tools
should not be either. Account managers and recruiters frequently need to
provide on-site support at a client location. Mobile access to all of the regular
features of your CRM means your team can enter new orders, review resumes,
and correspond with clients on time-sensitive projects.
What about your contractors? Temp workers can more efficiently submit time
cards when they can do it from their cell phones. Limitations on either side
can considerably slow down the staffing and payment processes.
2.) Ineffective Social Media Integration
Red flags should be flying from the start. If staffing software is unable to
integrate with major social media platforms, your business will be seriously
hindered.
One survey indicates that 59% of recruiters consider social networks to be
a source for the highest quality candidates. Having that complication on the
front end can seriously unhinge your recruiting team.
3.) Front and Back Office Fail to Integrate
The best staffing software is holistic. For temporary and direct hire
placements, back office deficiencies are a deal breaker. Daily operations
become all the more complicated when your contractors’ front office profiles
fail to seamlessly integrate with time capture and your general ledger
features. Same with direct hire placements.
Billing needs to be a simple process. Payroll, cutting checks, and direct
deposit/cash card should be coordinated from one system that services all
aspects of the business. When front and back office integrates perfectly, you
save on expenses, on productivity, and on the fuss that comes with rectifying
two often unamendable programs.
4.) The Software Doesn’t Fit Your Line of Business
Your staffing software is not a one-size-fits-all solution. Your industry affects
the modules and features you will need to succeed. If you are placing
temporary workers in an industrial environment, you will not need the extra
certification features that someone finding talent for a healthcare environment
might need. Excess features or a lack of specialized functionality will slow your
operations on either end.
Certain software vendors understand that there is no universal solution.
The best vendors take care to customize your solution, providing you with
modules that fit your line of business. Even if you are running multiple lines
of business, your staffing software partner can help segment your solution so
each of your individual divisions have exactly what is needed, no pluses or
minuses.
5.) Reporting Is Limited
Your company is gathering tons of data, but if you cannot analyze most of it,
all that information is as beneficial as treasure sealed in a Pharaoh’s tomb.
Your staffing software should not be the lock keeping it beyond reach.
Good reporting systems allow for the analysis of your own custom KPIs in
addition to the standard gross margin reporting, client revenue forecasting,
and commission reporting. You will know that you are working with an
exceptional partner when they are willing to discuss ways to make reporting
on your custom KPIs happen.
5 Signs
You Need
to Switch
Your
Staffing
Software
800-944-4ABD
www.abd.net
sales@abd.net
Ultra-Staff Staffing Software
Front Office, Back Office,
Web Portals & Mobile
For Temporary, Medical &
Direct Hire Staffing
by Terri Roeslmeier
Terri Roeslmeier
is President of
Automated Business
Designs, Inc.,
software developer
of Ultra-Staff
software for the
staffing and direct hire industry. Ultra-
Staff is a full-featured business solution
with components for front office, back
office, mobile and web suite. For more
information on Ultra-Staff go to www.
abd.net.

14. 14 EMinfo
Feb 16
It was a rainy day in San Diego
today so I had plenty of time to
pen and really go through the
latest tease about the May CSP
Conference. I shot straight to the
agenda to see what might tickle
my fancy and WHOH! Barb Bruno
is coming back! She’s championing
a Recruiters Retreat all day on
Saturday. How smart is that? To
hold this important training tool
when great recruiters and those who
are destined to become great have
some time to devote to honing the
skills of their chosen profession!
What an incredible opportunity to
meet and mix with their industry
peers in a “recruitment safe”
environment to learn new ideas
with a seasoned and proven staffing
professional like Barb.
What do I mean by “recruitment
safe?” CSP members subscribe to
a Code of Ethics that spells out in
no uncertain terms that there will
be no attempts to poach other CSP
member’s employees. This is a rule
that is strictly adhered to you can
trust that they take no prisoners
in enforcing this. When you send
your valuable employees to CSP events, you can do so with complete
trust. As members, we treat each other that way as well. Lots of
reciprocity relationships are developed at these conferences and lots
of state-wide business deals take shape between members. Just
imagine being able to bid on large contracts with companies who
have branches all over the state knowing you had competent staffing
industry partners throughout California. Come and explore some
of these possibilities for yourself! California Staffing Professionals
is holding its annual conference this year in Indian Wells, CA at the
fabulous Renaissance Indian Wells Resort and Spa on May 18 - May
21st, 2016!
What is So Good
about California
Staffing Professionals
Conference?
By Judy Lawton
Annual Staffing & Recruiting Conference
Register Today at:
www.cspnet.org under Upcoming Events
Phone: 800-799-9725 Email: Info@cspnet.org
MAY 18-21,2016MAY 18-21,2016

15. 15EMinfo
Feb 16
Know Your Controlled Groups. Knowing
which employers are related to you means
knowing which employers are subject to the
Employer Mandate. Conduct a controlled group
analysis now to ensure how you need to comply
with the Employer Mandate.
Define Your Common Law Employees.
Do you exert enough control over your
employees to be their common law employer,
even if they come from a staffing agency or
Professional Employer Organization (PEO)? Are
you sure they really are independent contractors
under the law? Know your common law
employee analysis and know who you have to
offer coverage to.
What’s Your Applicable Large Employer
(ALE) Status? Are you a small group or a large
group? How did you come to that conclusion?
There’s only one way to do it properly – and it’s
critical to get it right!
Determine Who’s Full-Time. Out with the
old, in with the new! The Employer Mandate
dictates two ways to determine who’s a full-
time employee for insurance benefits. Make
sure you’ve picked the one best suited to your
company, and that you’re following it properly.
Identify Who’s Part-Time and Who’s
Variable-Hour. Identifying full-time employees
is the first step – now make sure you’ve
properly identified your part-time and variable
hour employees as well.
It’s All About that Base - Data. Employers
are required to offer “minimum value”
coverage on an “affordable” basis to their
full-time employees. Verify that your plans and
employee contributions are in line with these
requirements.
Check Your Plans. Employers are
required to offer “minimum value” coverage
on an “affordable” basis to their full-time
employees. Verify that your plans and
employee contributions are in line with these
requirements.
Prepare for Non-Discrimination Testing.
Benefit plans will likely be limited in ability
to “sweeten” the benefits for managers
and executives. Seek out alternative
strategies now.
Grandfathered Plans. Don’t forget
grandfathering notices are still required. Also,
check to ensure no changes have been made
to your plan since 2010 that would cause loss
of grandfather status.
DOL Audits. Get ready for the Department
of Labor (DOL) to call an audible, or an
audit to be exact, on the status of your ACA
compliance. With the implementation of
healthcare reform, the DOL has been showing
increased audit activity. Begin forming a step-
by-step process to ensure you’re aware of the
additional requirements placed on employee
benefits. Expect the unexpected!
1. 6.
7.
8.
9.
10.
2.
3.
4.
5.
10
TOPACA Compliance
Items for 2016
*Read our white papers for more in-depth information about all of these topics.
assuranceagency.com
Want to learn more visit:

16. 16 EMinfo
Feb 16
As the new year unfolds, most of us have made resolutions in some areas of our lives to improve. As a
recruiter, you might want to increase your billings or maybe work less or find time somehow to get to the
gym to lose 10 pounds. How many of us make a commitment to ourselves and then stop the effort after a
short time?? Have you already stopped?
Today, it feels like we are going at a faster and faster pace but never seem to get caught up. Many
recruiters complain that they feel like they are on a perpetual tread mill and say they feel close to a
complete burn out! They are working 10-12 hours a day but their energy is being drained more and more
each week so that they have nothing left when they get home from work or on weekends. Fast food is the
norm as we grab “fuel” instead of focusing on proper nutrition. Weight gain, insomnia and mental health
issues are starting to creep up and the statistics are alarming on health related burn-out in the workplace.
How do we create lasting positive change in our work and lives this year?
So what if you could get off that tread mill, be more energetic, work less and get more done? Does this
sound like a dream to you? Well it is actually very possible and I will tell you how to do it and improve your
chances for increasing your billings and having more fun in our work as recruiters. I know it works because
I have taught many recruiters to do it!! Believe it or not, success is all about small tweaks to your daily
habits. Landing that big client actually occurs when you start changing habits, attitudes and actions. Below
are some great tips to increase you energy so you can start creating the healthy habits you need to be the
best recruiter you can be:
Boost Your Energy and Productivity in 2016!!
1. Food: As a Registered Holistic Nutritionist, I have a ton of information
on how good real nutrient dense food can dramatically improve our health
and success. When you think of the fact that top athletes use nutrition to
boost performance, why shouldn’t we as recruiters to do the same thing?
It doesn’t have to be radical or difficult either! Small, simple changes will
make a huge difference. Some key points for energy to consider: 1. Protein:
Eat a small amount of protein with meals especially in the morning helps to
regulate your blood sugar so you don’t get energy crashes associated with
sugary foods. Avoid (as much as possible!!) refined sugar during the day or
replace it with natural sugars contained in fruit so you don’t get the sugar
blues.
2. Hydration! –Believe it or not almost 2 thirds of Americans don’t
drink enough fluids! Even 2% dehydration levels can dramatically affect our
energy and productivity. Fatigue is one symptom of mild dehydration. Being
hydrated is one of the best ways to increase your energy levels so grab a
glass and head over to the water cooler regularly.. Did you know that over
60% of the North American populations are chronically dehydrated!! Aim for
6-8 glasses of filtered water each day between meals.
3. Focus more on your Passion - We are energized by doing things
we love that make us happy. If you spend some time each day working on
the things that help achieve your dreams, you will have more energy. For
example, it you love business development but are spending too much time
on the candidate sourcing side, try delegating more to a team-mate or hire
a researcher so you can carve out more time each day to talk to potential
clients. Try to get your manager to buy in and support you so you can focus
on business development and can keep helping your company in ways that
inspire you as well.
4. Take Energy Recharging Breaks- According to recent research, we
Health2Success Recruiter Tips

17. 17EMinfo
Feb 16
have about 90 minutes of focused energy to complete a task in each
of us and then we need to break and recharge for 5-10 minutes.
Some ideas to charge your battery include standing up and doing
exercise, incorporating a power learning activity like spending 10
minutes to research how to do something or learn a few words
of Spanish for an upcoming trip or sharing a joke. Get away from
the computer and try my desk exercises (free download on www.
abcshealth2success.com) to keep energy flowing.
5. Bring a joyful thought to mind. Enter the scene in
your imagination with all your senses. Taste, touch, smell,
sound, sight. Perhaps you feel different now. This meditation
causes joy to be released neuropeptides. If you feel joy,
every cell in your body responds positively. Our moods
affect our body. Remember anger, depression and anxiety
drain our energy and joy, happiness and excitement increase
it!! If you have had a rough day and things are going wrong
everywhere (who hasn’t!!), try this visualization and you can
feel benefits in as little as 1 minute!!
6. Practice gratitude- Sure some days just suck. The
star candidate takes another job, the client is demanding,
co-workers are difficult and things at home are stressful.
Remember that stress and anxiety tenses muscles and
depression leads to fatigue and other health issues. To get
out of any slump, start focusing on the positive things even
if you start with small things like “I am glad to be alive”. A
great way to start your day is to wake up and do a 1 minute
gratitude exercise. Try it out tomorrow. I do it every day
and it makes a BIG difference.
If your energy remains chronically low, go see your doctor to check
your iron levels. Iron-deficiency anemia is one of the most common
nutritional deficiencies in North America. If your iron levels are
low, your red blood cells can’t supply as much oxygen to the cells.
The consequences of iron deficiency are fatigue, low energy, and
difficulty in concentrating. The best food sources are red meats,
organ meats, iron-fortified cereal products and whole-grain or
enriched breads, dried fruits, green leafy vegetables, beans, nuts
and seeds, and blackstrap molasses.
Also, check thyroid function. A low functioning thyroid (Hypothyroid)
can affect metabolism and energy levels. Thyroid function is
improved with iodine rich foods like sea vegetables and selenium
rich foods like brazil nuts.
Remember the below quotes when you feel stuck or need inspiration
to stick to your 2016 resolutions for more health and success!!
“The secret of change is to focus all your energy not on fighting the
old, but on building the new.” ~Socrates
“It takes as much energy to wish as it does to plan.” ~Eleanor
Roosevelt
Have a happy healthy and successful 2016!
Patricia Conlin is a successful
business owner, recruiter,
and coach. A passion for
health and leadership
development led her into
international public speaking
and coaching. Conlin is a
Certified EI Trainer, Registered
Holistic Nutritionist and
Black Belt Martial Artist. She
is the author of ABCs of
Food: Boost Your Energy,
Confidence, and Success with
the Power of Nutrition. Visit
Conlin’s website, , ABCs Health
2 Success to check out her
amazing on-line course or
group coaching programs for
Recruiters.

18. 18 EMinfo
Feb 16
News Releases
Global Recruitment Network Expands in North
America, South America, Australia, and EMEA
NPAworldwide, a global recruitment network, is pleased to
announce the following new members:
Advice (www.advice.com.uy), Montevideo, Uruguay
Providing recruitment services in the areas of
telecommunications, pharmaceutical, health, financial
services, power, logistics and transport, IT (information
technology), forestry, food & agriculture, public sector,
media & entertainment, mass consumption & retail
TSS Sourcing Solutions (www.tssindy.com), Indianapolis,
Indiana, USA
Specializing in contract or permanent IT recruiting and
staffing throughout the USA, for most IT positions
Ascension12 Consulting (www.ascension12consulting.com),
Washington, DC, USA
Specializing in engineering, technology, science and human
capital
Beacham Group (www.beachamgroup.com), Perth, Western
Australia, Australia
Providing information and communications technology
recruitment in Western Australia and Europe
PTSI (www.ptsiohio.com), Canton, Ohio, USA
Making placements in the areas of administration, executive
management, human resources, marketing, sales, logistics,
manufacturing, operations, production, supply chain, and
transportation on a regional basis
SYNERGISTIC Recruitment Partners Inc. (www.
synergisticrecruiting.com), Austin, Texas, USA
Specializing in placing executive, accounting and finance,
technology, engineering, sales, project management,
operational, supply chain and human resource talent in
technology, manufacturing, professional/business services,
mortgage banking, private equity, hedge fund, financial
services, e-commerce, oil and gas, and other industries
Trans-United Consultants Ltd. (www.trans-united.net),
Toronto, Ontario, Canada
Trans-United Consultants Ltd. has provided engineering,
technical & plant management personnel, and skilled trades
to business, industry and manufacturing clients across
Canada since 1980
Blackstar Search Limited (www.blackstarsearch.com),
London, United Kingdom
Focus is on C-level, director-level, country managers, and
sales/marketing management professionals in the FMCG and
consumer packaged goods sectors
Energy Skills Group (www.energyskillsgroup.com), Dubai,
United Arab Emirates
Over 10 years of experience recruiting senior level engineers
in the oil and gas sector, including power stations etc. Places
only technical candidates from engineer to project directors
and mainly in the Middle East.
The Aspen Group, Los Angeles, California, USA
Focusing exclusively in the aerospace industry
“Congratulations to each of our new members,” said Dave
Nerz, president of NPAworldwide. “By joining the network,
these recruitment firms are invested as owners. Membership
in NPAworldwide allows independent recruitment agencies
to more effectively serve their clients and candidates by
partnering with other member firms on a split-fee basis.”
NPAworldwide membership is offered on a selective basis
to independently-owned recruitment firms who meet the
network’s enrollment criteria and have a strategic interest
in making split placements.
SterlingBackcheck Completes Merger with
TalentWise
NEW YORK, Jan. 27, 2016 -- SterlingBackcheck, one of
the world’s largest background screening companies,
announced that it has completed its merger with
TalentWise, one of the most innovative and fastest
growing companies in the background screening industry.
The merger was first announced on Jan. 6, 2016. Terms
of the transaction were not disclosed.
Through the merger, SterlingBackcheck is combining
TalentWise’s leading cloud-based, client-facing technology
with its recognized best-in-class screening platform,
which will result in an unparalleled customer experience
and additional service offerings. As one company,
SterlingBackcheck and TalentWise will be able to provide
clients with broader support throughout the hiring process
and help Human Capital Management professionals build
and maintain compliant workforces.
“The combination of the two companies results in
an enhanced technology platform which gives our
global customer base improved service, enhanced
compliance solutions, and a variety of new offerings,”
said SterlingBackcheck chief executive officer, Clare
Hart. “Thanks to the hard work and dedication of both
the SterlingBackcheck and TalentWise management and
technology teams, we expect this integration to be a
seamless process that will not impact our operations.
We look forward to rolling out our new, modernized
technology platform to customers.”
In keeping with SterlingBackcheck’s multiyear strategy
of domestic and global expansion, the TalentWise merger
marks the company’s ninth M&A transaction in recent
years. This further strengthens the company and allows
it to accelerate growth by developing new, innovative
products that meet the many unmet needs of the global
human resources community.
About TalentWise
TalentWise, a leading cloud solutions provider for the
Human Capital Management industry is transforming
how HR screens and onboards new hires from offer
letter to day one. The TalentWise Cloud is built on a
foundation of compliance, embracing federal, state, and
local government regulations; industry standards; and
corporate policies. The single solution unifies HR systems
and tasks, delivering a streamlined workflow. HR can
have more confidence, breathe easier and deliver an
awesome new hire experience. Recognitions include:
“Top 10 Provider” in HRO Today’s Baker’s Dozen for seven
consecutive years; Red Herring Top 100 North America
and Global, and Inc. 5000, North America 2015. For more
information about TalentWise, please visit http://www.
talentwise.com.
About SterlingBackcheck
SterlingBackcheck delivers confident hiring for a safer,
more productive world. An NABPS accredited, global
background screening partner, we employ over 3,000
people in 5 countries and help over 20,000 organizations
hire and retain the right people. SterlingBackcheck is

19. 19EMinfo
Feb 16
Trends
Trends

20. 20 EMinfo
Feb 16
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Art Director: Tiffany Turner
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