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In this issue readers
will find:
Legal Issues Affecting the Staffing Industry Today: An Interview with Bob Style
Coming Next Month - Education in the Workplace for CPCs and CTSs
Fast Fact - "Stick-to-it-iveness" in First Job
NAPS Certification Immersion Classes Forming for 2007
Relevant Research - Common Candidate Interview Errors Noticed by Employers
Frequently Asked Questions - What Should I Study?
Message from the Editor
About The NAPS Credential
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Volume 1, Number 4
November 2006
The men and women who have earned the NAPS CPC and CTS credentials are familiar with the role
which employment law plays in the staffing industry and the legal relationships that serve to
connect firms and employers. With this as background The NAPS Credential (TNC) asked Robert
Style, Esq. to look at legal matters through a contemporary lens for our readers. Bob has
served as NAPS Legal Counsel and is attorney to many staffing firms (permanent placement
and temporary staffing). The interview follows:
TNC: What are the current legal trends that staffing industrial professionals need to monitor?
Style: One of the major trends today is that employers are becoming more actively engaged
in the drafting of contracts. By being lax or inattentive, recruiting firms left the door
open and employers responded with contracts of their own. Basically, what this means is
that employer-developed contracts can be one sided and need to be scrutinized carefully.
TNC: What are some of the contract concerns that should concern recruiters?
Style: Many of the employer developed contracts are setting time limits within which a
candidate must be hired and some are saying a fee won't be paid if the candidate
could have been identified in an electronic database. Both of these issues could
be troubling to a recruiting firm.
TNC: What legal issues are out there before temporary staffing firms?
Style: One of the major concerns has to due with harm or damage caused by a temporary
worker. If temporary workers cause some kind of harm in their work assignment,
employers want the temporary staffing firm to assume responsibility and indemnify
them. Staffing firms which are not careful here can find themselves assuming a
liability for which they are not insured.
TNC: You've placed some model contract language on the NAPS web site for member firms
to use. Tell us about what that language includes.
Style: Basically, the www.recruiting.com website includes a set of clauses from
which a staffing firm can "pick and choose" in developing the kind of contract they want
to have with employers. They guide the NAPS member in the development of a contract and
the items that constitute a comprehensive, working agreement. I recommend that
members---with or without---a contract template look at the model at www.recruitinglife.com
for information and guidance.
TNC: What are the legal topics on the horizon for the staffing industry?
Style: Clearly, the issues of health/medical insurance for all employees, including
staffing firm employees, will be getting attention on the state and maybe on the
federal level. Additionally, there may be an effort, as there was in 1986, to require
recruiters to complete I-9 forms for all candidates. This can be very difficult for
those firms who do not see their candidates. Staffing professionals need to stay attuned
to these issues and others that spin off from them. Future revisions of the
certification training manuals will eventually include new laws and court interpretations,
so those publications are certainly one way of keeping informed.
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Coming Next Month
Education in the Workplace for CPCs and CTSs
Staffing firm owners and managers are investing more and more in the continuing
education experiences of their recruiters and support personnel with a goal of
increased efficiency, improved performance and heightened productivity. The
December edition of The NAPS Credential will offer specific tips on "how to"
design and present relevant in-house training programs that build stronger
individuals and teams and have a positive effect the "bottom line." Emphasis
will also be placed on how in-house training can contribute to the continuing
education maintenance requirements for the CPC and CTS credentials.
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Fast Fact - "Stick-to-it-iveness" in First Job
According to Experience.com, the amount of time new professionals stay in their first job
after college is minimal. Check out the answers to the following question:
How long did you stay at the first full-time job you took after graduating from college?
Less than one year 36%
One to two years 42%
Three to four years 13%
Five or more years 4%
Haven't worked since college 5%
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NAPS Certification Immersion Classes Forming for 2007
A new tool in preparing certification candidates for certification, the NAPS Certification
Immersion Class, is growing in popularity and nine classes have been already been scheduled
for 2007, including the following training dates/sites:
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2007 Date
February 22
April 12
April 15
April 25
April 26
May 3
September 27
October 31
December 7
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Site
Nashville, TN
Hartford, CT
New York, NY
Charlotte, NC
Dallas, TX
Sunset Beach, NC
Chicago, IL
San Antonio, TX
Cheshire, CT
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Sponsor
Tennessee APS
New England APS
IPA
Top Echelon
Texas APC
NC and SC APS
Top Echelon
NAPS Pre-conference
Connecticut APS
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Each class is taught by Robert Style, Esq. and Dr. Frank Burtnett of NAPS
certification leadership team. Attorney Style is the author and coauthor
of the NAPS legal training manuals and Dr. Burtnett has served as the NAPS
certification and education consultant since 1995. To learn more about
sponsorship of a NAPS Certification Immersion Class or to register for
one of the above classes, contact John Sacerdote, NAPS Vice President
at jsacerdote@recruitinglife.com or 860.243-0811.
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Relevant Research - Common Candidate Interview Mistakes Noticed by Employers
A study by Accountemps of 150 senior executives revealed the most common job interview mistakes
made by candidates and noticed by employers. First and among the errors was the failure of the
candidate to possess knowledge of the company interviewing him/her, a negative cited by 47% of
those surveyed. Following were: 2) Unprepared to discuss skills and experience (17%), 3)
Unprepared to discuss career plans and goals (9%), 4) Limited enthusiasm (9%) and 5) Lack
of eye contact (3%).
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Frequently Asked Questions - What should I study?
Each edition of The NAPS Credential will answer one or two questions being asked by CPCs and
CTSs as they interface with leaders and the NAPS national office. Readers are encouraged to
submit personal questions to fburtnett@recruitinglife.com for consideration.
Question: In accumulating continuing education experiences for maintenance of my CPC and CTS
certificate, am I required to focus on continuing education experiences that deal with
employment law or can I include other professional subjects in my study?
Answer: NAPS, while encouraging all CPCs and CTSs to stay abreast of legal issues facing
the staffing industry, does not restrict continuing education to the law. The basic rule
is to participate in educational experiences of a personal and professional nature that
are designed to facilitate your personal and professional development. Should you ever
have a question about the relevance of a training activity, direct that inquiry to
fburtnett@recruitinglife.com
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Message from the Editor -
Have a question about certification or continuing education? Let us know the issues and concerns that
are on your mind and they may become subjects or FAQ materials for future editions of The NAPS
Credential. NAPS would especially encourage you to submit information about CPCs and CTSs who
are making the news and performing outstanding professional feats. Our goal is to provide news,
research and resources that will help you do a more effective job. Direct any thoughts or
input to fburtnett@recruitinglife.com.
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About The NAPS Credential
This electronic newsletter is distributed monthly to all active Certified Personnel
Consultants (CPCs) and Certified Temporary Staffing-Specialist (CTSs) for whom NAPS
has email addresses. Should you know an individual who is certified and not
receiving The NAPS Credential, tell him or her to go to
www.nrcsip.com and post their
name and basic contact information on the National Registry of Certified Staffing
Industry Professionals (NRCSIP). Once his/her credentials have been verified, the
individual will be automatically place on the monthly distribution list for
this newsletter.
The reference to a product, service or activity or appearance of a web site
in The NAPS Credential does not imply endorsement by NAPS. Any views and opinions
are those of sponsoring organization and may or may not be shared by NAPS.
Direct comments, questions and submissions to
fburtnett@recruitinglife.com. All
submissions will be subject to review by ACA for accuracy, timeliness and relevance
to the readership and may be edited to meet space parameters.
Robert Larson, CPC, Chairman
larson@jobsbl.com
Conrad Taylor, CPC, CTS, President
Conrad.taylor@recruitinglife.com
John Sacerdote, CPC, CTS, Vice President
jsacerdote@recruitinglife.com
Frank Burtnett EdD., Editor
Certification and Education Consultant
fburtnett@recruitinglife.com
NAPS Web site: www.recruitinglife.com
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