® The Peoplelink Online Newsletter DEC ’12 – JAN ’13 ’12 DEC Up link

How Do We Ask the Right IN THIS ISSUE »

· Top Story: How Do We Interview Questions? Ask the Right Interivew by Tammy Erickson Questions? (1) Start with the résumés. You learn a lot about screenings and use them as proof of the skills · From the candidates—not only from what they tell you, required. Candidates who pass the résumé review Presidents Desk: but what they exclude—their effectiveness as a and skill-assessment phase are worth a brief The Shift from communicator and the overall presentation. The phone screening. Chief Exectutive to devil is in the details, so watch the details. Review Keep these initial screenings to five minutes and Chief Influencer (2) each résumé for specific skills, experience and ask the following four questions, but remember quantifiable attributes that align with the position not to discuss the company or position before you · Meet Roseann Mancini you wish to fill. Check dates, being qualify them through your process. (4) mindful of large gaps in employment—why · Shining Star November might that be? Note also basic fundamentals • In one minute or less, walk me through your (5) such as grammar, spelling, font choices and the current responsibilities. (The objective is to general layout. Lack of professionalism/attention assess whether a person really possesses the · Bright Ideas to detail in a résumé is a sure warning sign that experience and skills required.) What is Rotation? (6) you can expect the same from their work. Skill assessments are another good way to • Why are you looking? (You need to under- · Staffing Statistics(7) objectively qualify desirable candidates. If you stand their motivation—why you, why now? · HR News (10) have assessments, send them out before phone Continued on page 3

Note basic fundamentals when reviewing a resume, such as grammar, spelling, font choices and the general layout.

PEOPLELINK STAFFING

years

Uplink pg1 Dec‘12-Jan’13 www.peoplelinkstaffing.com

From the President’s Desk » Jay Wilkinson, President and CEO

The Shift From Chief Executive To Chief Influencer

There is finally room at the top head of Bloomberg, calls new kids on the block have a The New Technology for a new word: “Influencer.” “the ‘and’ factor.”Instead of completely different value system Let’s hit the big cliché In most industries, we’ve an “either/or” approach to than their predecessors. Gens X button right now and get it long ago moved away from leadership, we are evolving and Y want more of a balance over with: The Internet has the stereotypical existence of a into an “and/or” dynamic that’s between work and life – they’ve changed everything. Instant boss who is a cigar-chomping, healthier and allows for more seen their parents work hard for e-communication tools and social hard-charging guy in suspenders viewpoints to be heard and taken companies that did not always media do more than motivate barking out orders to everyone into account. The leader should reward that loyalty. They are an open corporate culture – they within sight. The template for be more of an “Influencer” than also more independent – and make it almost inescapable. business leadership used to be a “boss”--because it promotes yet, ironically, also put more of a Arbitrary management decisions very limited: A title, strategic happier and more productive value on teamwork, leveraging that override the facts and secret directives, meetings, and a employees. technology to facilitate group dictatorial commands that defy “management” mindset of Why is this rapid evolution work efforts. New generation common sense face exposure supervising people and projects. in leadership taking hold at leaders completely blur the line at every turn – and that means Underlying that mindset? A single- this moment in time? There are between friends and play versus transparency must be given at minded focus on self-interest and several important reasons: co-workers and ‘work’…they least lip service, if not a complete the company’s bottom line. are living transparently in social embrace. But times change. And so, The New Economy media. for a variety of reasons, are Since the recession took The New Reality leadership models in boardrooms hold in 2008, the concept of The New Demographics All of the above “new” reasons across America--and the world. “business as usual” is gone for More and more women are combine to create a new reality In a 2010 global study that good. The old systems have been ascending to business leadership in which business can’t be just surveyed 389 business leaders rocked to their core and there positions. Studies show that about business anymore: People from 28 different countries, it was is now both the room and the women now fill the majority of need to be a vital part of the determined that management need for “new style” leaders who in America and that 60% equation in a way they haven’t style had changed significantly can do more with less, and that of all masters degrees are also been before. Employees don’t in the past few years. Instead requires working more closely going to women. This isn’t just a want to just work for a paycheck of a strict authoritarian top-to- with everyone internal and U.S. phenomenon: a third of all anymore – they want to be part bottom style as in the past, external to the to the CEOs in Thailand and senior of companies they respect and the head honchos now had a achieve the necessary results. management positions in China which respect them in turn. They more participatory viewpoint are women. Female leaders tend don’t want a new title, they towards their duties, allowing The New Generation to also have different approaches want a better life. Concerns for more individualized thinking As Baby Boomers head closer to leadership than their male about broader social issues are and ownership amongst their to retirement, Generations X counterparts. increasing and they want those colleagues. and Y are moving into more concerns reflected in how a It reflects what Peter Grauer, prominent business roles, and the business operates.

Continued on page 3

Uplink pg2 Dec‘12-Jan’13 www.peoplelinkstaffing.com

INTERVIEW QUESTIONS From the President’s Desk » continued from page 1 continued from page 2

• What are you looking for in your next position/employer? (If the The upshot of all this? Instead of issuing top-to-bottom orders, answer does not gel with your company or the position, stop the business leaders must step up and fully assume the role of Influencer interview and move on. Don’t waste your time, or theirs, trying to achieve the best results. When they provide a collaborative to change their mind or talk them into your company.) dynamic with employees and when they provide that all-important element of inspiration that drives us all to give our best, it’s a win- • What sets you apart from your competitors on this position? win for all concerned. (The person ought to be able to clearly articulate the value he So…do your employees want to follow you – or do they feel or she brings to your organization. Today, everyone must bring they have to? value to the table. If they can’t answer or communicate well on the phone, they’ll never be able to do it once hired.)

During this screening call, you are looking to uncover a few basic fundamentals: Does the candidate speak and communicate effectively? Are you getting straight, honest and engaging dialogue? We’re Do you sense a healthy self-esteem—solid confidence but paired with enough humility to work with your team, clients and vendors? Does the candidate have the skills that you’re looking for? And perhaps most important—what does your gut tell you? Initial intuition is remarkably accurate. How many times have you talked yourself 25! into hiring someone you were initially apprehensive about but who worked out well? Be sure to check out the 25th anniversary Provided the candidate passes these initial checkpoints with flying website for interesting details about our history, colors, tell him or her about the position and extend the invitation for information about Peoplelink media coverage and a formal interview. If not, let the candidate know right then and there that it doesn’t sound like a good fit. You owe the person that awards, reviews by our customers and fun facts! much, and the finality makes it easier for you to move on to the next option.

cPeople c clink c Processes.

Better sourcing. Better screening. Better planning. By implementing better operating procedures, Peoplelink can give you access to a deeper pool of talent, reduce the risk of hiring mistakes, and make sure you get the people you need – where and when you need them.

Our patented, 6-step, candidate evaluation process, Assurelink®, allows Peoplelink to deliver all this and more by digging deeper to obtain more information about each candidate.

We also go the extra mile to combine successful placements with extensive assignment tracking, reporting, and follow-up processes – all customized to meet your unique staffing needs.

By taking a more thorough approach to hiring, we can consistently deliver the right people – and the best results, every time.

For more information, call Jeannine Victor at 574.232.5400 x 261.

Uplink pg3 Dec‘12-Jan’13 www.peoplelinkstaffing.com

Meet ROSEANN MANCINI » Branch Manager Greensboro, North Carolina

» How long have you been fulfill my dream of a world » What is your in the staffing business? cruise and devote as much time favorite movie? Next April 1, it will be 33 to volunteerism as possible. Pretty Woman and years. I’ve enjoyed every year Or, I just might marry Jimmy Dirty Dancing… of it! Buffet and “Waste Away in a girl can dream, » What was your first job? Margaritaville”… can’t she? Book? I really What do you remember » What makes Peoplelink don’t have a most about it? unique, from your favorite but I tend My very first job was at 15 perspective? I personally to lean towards working at Keystone Shoes in think Peoplelink’s business non-fiction Pittsburgh, PA. I made enough ethics are superior. Every and historical money each week to buy a procedure is followed legally. biographies. I new outfit to wear to the local It’s not always about the bottom recently enjoyed YMCA dance. A girl couldn’t line; it’s about the PEOPLE Decision Points by wear the same dress or shoes first. I appreciate our business George W. Bush. twice! But, back then, a new model with respect to how it Drink? Riesling, outfit cost less than $15! fosters an entrepreneurial spirit Pinot Gris or Sangria. » Who was the worst boss in our team members but has you ever had and why? a structured corporate support » If you could have any car, Grey’s Anatomy, and of course, Well, I’ve had a few but, team to assist us when we you want, what would it Dancing with the Stars! if I have to pick just one, it need guidance. be? Mercedes Benz, SLK 350 » What do people like most Roadster. But, I’m very happy would be ME. I’m harder on » What makes you (least) about you? with my Honda Accord! myself than any boss could successful in your current Most: I think they appreciate be. I have very high standards role? I think my honesty » What is the greatest my integrity and that I always and expect way too much of and integrity has made me feature about Greens- seek to be fair. I think they also myself. successful. My passion for boro, NC? Greensboro is view me as honest, trustworthy, » What motivates you each the staffing industry along the third largest city in North and knowledgeable about my day to sell and service your with a very strong work ethic Carolina but still has a small job. clients? I love my clients. I’m has carried me this far. My town feel. We are in the cen- Least: I am a perfectionist and motivated by the friendships knowledge and experience ter of the Piedmont Triad area I know that sometimes can bug we’ve built on mutual trust and has allowed me to nurture and exact center of the state some folks. the opportunity they give me relationships with my clients where two major interstates » Anything else you can as a resource for their staffing and become a resource to pass through (I-40 E/W and think of? I am a “die -hard” needs while genuinely caring them through mutual trust. I-85 N/S) so we can drive football fan! Can anyone guess to the mountains to the west about their everyday lives. » What is the best advice what my favorite NFL team or the beach to the east. The I am also motivated by my you could give to other is? Hint: Who has won more industry and population here is staff. They give 110% every Peoplelink staff members? super bowl rings (6) than any also very diverse which allows day. We work together as a Approach everything with other team? Yes, I bleed Black team and keep each other up numerous cultures to succeed and Gold…Go Steelers! honesty and fairness. It is not here. and on our toes. And, I am as important to be right as excited most every day by much as it is to do the right » How do you unwind when the opportunity to empower thing. Always put yourself in you’re not at the ? our associates to change the the customer’s shoes to try to Spending time and staying in course of their life with a new see things from their perspec- touch with family and friends; job. tive and understand how their making sure my grandson » What are some of your business runs. Treat everyone always knows that he is the long-term goals? Continue fairly and with respect. Practice center of my world; a glass to run a successful branch for being a good listener. of Riesling; and watching my Peoplelink until I retire. Then, favorite TV shows: Revenge,

Uplink pg4 Dec‘12-Jan’13 www.peoplelinkstaffing.com

Shining Star Ricardo Rangel November

Peoplelink is pleased to announce that Mr. According to Ricardo’s Supervisor, Ashley Ricardo Rangel is our November Shining Bellen, Ricardo is very knowledgeable and Star. Ricardo is a Line and Deck Operator for dependable. He is quick to take initiative and American Licorice. He reports to the Westville, work on anything that needs to be done. His Indiana Peoplelink branch. attendance is exceptional and his attitude is always positive. Ricardo has been with American Licorice since March. He started out working on the packing While at work, Ricardo enjoys monitoring line. Spotting his potential during his first week line duties. In his free time, Ricardo likes to lift on the job, Ricardo’s supervisors moved him to weights and attend church with his family. the kitchen, the most technical role at American Licorice. Since then, Ricardo has been offered Congratulations to Ricardo for being a full time position with American Licorice. Peoplelink’s November Shining Star!

Pictured left to right: Dan Avery (Plant Manager), Ricardo Rangel, Ashley Bellen (Shift Coordinator).

Find your shining star! Contact Peoplelink at 574.232.5400.

Uplink pg5 Dec‘12-Jan’13 www.peoplelinkstaffing.com

!

! Br ! ght Ideas What is job rotation? Source: HR.BLR.COM

Job rotation is a “process giving them the opportunity to development anymore. In today’s to change jobs frequently. To put that systematically identifies, develop new skills through cross- , it is important for this in perspective, what would assesses and develops talent training. Job rotation programs key positions in a variety of job happen if a star employee for readiness for specific can be a win-win for employees categories to have contingency decided to leave? Would there organizational needs.” Dr. B. and the organization. plans to cover both turnover be a smooth transition? What Lynn Ware explained during a and absences. With good job would be the financial impact of recent BLR webinar. It is more Job Rotation in Context rotation, employees are not only lost productivity, recruitment, and of a business planning function Job rotation has many ready for new leadership roles training costs? What would be than an HR function because it meanings and definitions to as the need arises, but also the damage to the bottom line looks at the talent needs of the different people. In the past, when someone leaves, a current and to the company’s reputation organization from a strategic job rotation typically targeted employee is ready to step up to with clients? When all of these perspective and identifies only key leadership positions the plate. aspects are considered, the potential shortfalls for the future. and was used as a form of financial benefit seems obvious. A job rotation program can be leadership development to allow Job Rotation Benefits Job rotation involves under- put into place to help address those on the leadership track to As just outlined, job rotation standing the organization’s the needs of the organization. be exposed to many different programs can help cover long- and short-term goals and Having a plan in place will areas of the organization. turnover and absences. This objectives and then identifying help defend an organization Now job rotation has a is important, especially as the the workforce’s developmental against disruptive changes like much broader application economy picks up. It’s also a needs to meet those objectives. employee turnover, and it will than it used to have. It’s major issue in today’s workforce It also must factor in workforce also help current employees by certainly not just for leadership where it is more commonplace trends and predictions.

Uplink pg6 Dec‘12-Jan’13 www.peoplelinkstaffing.com

STAFFING STATISTICS • STAFFING STATISTICS • STAFFING STATISTICS • STAFFING STATISTICS

Best and Worst U.S. Industry Job Markets

Key Findings: Source: Staffing Industry Analysts

• This Insight is a comparative analysis and ranking of growth trends in employment among 73 industries in the United States based on seasonally adjusted employment figures for the twelve month period ending October 2012.

• The top five industries in terms of sustained job growth were: Food services and The data included in this report drinking places, ambulatory health care services, state government education represent an analysis of employment services, local government education services, and clothing and clothing accessories stores. levels from the U.S. Bureau of Labor • The five worst-performing industries, in terms of sustained job losses were: Local Statistics’ Current Employment government excluding educational services, accommodation, computer and Statistics (CES) program. The electronic product manufacturing, state government excluding educational services, program surveys 150,000 businesses and air transportation. and government agencies, • Food services and drinking added 319,800 jobs in the past 12 months, while representing roughly 390,000 local government excluding education services lost 4,300. individual worksites. Industries • Industry markets are evaluated based on both employment volume growth and were derived from an original list of trend. For the reader’s convenience, we have distilled these two factors into a 150 industries, representing a BLS- “Growth Score,” which we offer as an accessible indicator of the relative overall robustness of staffing trends in each labor market. Degree of acceleration/ iteration of the NAICS. deceleration is symbolically indicated.

Food Services and Local Government Excluding Drinking Places Educational Services

Oct Nov Dec Jan Feb Mar Apr May Jun Jul Aug Sep Oct Oct Nov Dec Jan Feb Mar Apr May Jun Jul Aug Sep Oct 2011 2011 2011 2012 2012 2012 2012 2012 2012 2012 2012 2012 2012 2011 2011 2011 2012 2012 2012 2012 2012 2012 2012 2012 2012 2012

continued on page 8

Uplink pg7 Dec‘12-Jan’13 www.peoplelinkstaffing.com

STAFFING STATISTICS • STAFFING STATISTICS • STAFFING STATISTICS • STAFFING STATISTICS

Best and Worst U.S. Industry Job Markets continued from page 7 U.S. Industry Job Markets, Ranked by Relative Strength in Employment Trends

Average Monthly Change Acceleration/ Total Score 12 months 6 months 3 months Deceleration Nonfarm

continued on page 9

Uplink pg8 Dec‘12-Jan’13 www.peoplelinkstaffing.com

STAFFING STATISTICS • STAFFING STATISTICS • STAFFING STATISTICS • STAFFING STATISTICS

Best and Worst U.S. Industry Job Markets continued from page 8

U.S. Industry Job Markets, Ranked by Relative Strength in Employment Trends

Average Monthly Change Acceleration/ Total Score 12 months 6 months 3 months Deceleration Nonfarm

May beautiful moments and happy memories surround you with joy this Christmas.

– from the Peoplelink Staffing Family

Uplink pg9 Dec‘12-Jan’13 www.peoplelinkstaffing.com

Many Must Play Pennsylvania, Ohio and Michigan. Obama supports the long-stalled Employee Free Health Care Reform Choice Act, which would reform the election Catch-Up process for union representation. Again, in a divided Congress, the act may not advance. By Stephen Miller, CEBS The president has appointed members to A poll of U.S.-based HR managers the National Labor Relations Board (NLRB), conducted just after Election Day found also, who strongly support workers’ that many respondents had delayed enact- Health Exchange Delays Expected Health Care Reform: It is now fairly cer- rights to organize. After the NLRB issued ing health care plan changes required by Potentially adding to the confusion around tain that the health care reform law will take several controversial rule revisions and new the Patient Protection and Affordable Care implementation is the widespread belief that effect. Many employers have been preparing regulations, the Republican-controlled House Act (PPACA). the required state or federal government- for this eventuality, and companies that have passed several measures intended to block Just over 64.5 percent said that they run health care exchanges will not be opera- been waiting for the election outcome need the changes and limit the board’s authority. had been incrementally implementing tional by 2014, as mandated by the health to prepare for 2014, when most of the law’s Political observers agree that employers and health care plan changes required in care law. Nearly 84 percent of respondents provisions go into effect. labor organizers should expect more of the 2013 and 2014, while 19.4 percent said said they don’t expect that deadline to be met. Immigration Reform: Sources familiar same in 2013. they need to “speed up implementation” When the exchanges are launched, with the issue say that President Obama will Bill Leonard is senior writer for SHRM. and another 16.1 percent said that they 9.7 percent of respondents would consider push harder to pass a comprehensive reform “don’t know where we go from here,” ac- dropping group coverage and helping their package during his second term. Since nearly ...... cording to a post-election poll by Corporate employees purchase individual coverage 70 percent of Latino voters supported Obama JOBS Act Reduces Synergies Group, an employee benefits through the exchanges. in the 2012 election, Republican leaders broker and consulting firm. Stephen Miller, CEBS, is an online editor/manager may be more amenable to working with the Executive Compensation The nationwide poll was conducted for SHRM. president and Democrats on enacting reform Reporting Requirements Nov. 7-8, 2012, shortly after President ...... legislation. Barack Obama was re-elected, ensuring Workplace Discrimination: President Source: HR.BLR.COM that the health care reform law will After Election, Workplace Obama and Democrats in Congress will While the Dodd-Frank Act increased survive largely intact. Issues in Spotlight continue to push equal pay for women in the executive compensation oversight, the When asked their opinion on health workplace. The president also supports pas- Jumpstart Our Business Startups Act (JOBS care reform, 74.2 percent of the polled By Bill Leonard sage of the Employment Non-Discrimination Act) goes the other direction. Signed into law HR managers said they preferred “the Based on the national election results, human Act, which would prohibit discrimination on April 5, 2012, the JOBS Act is “intended way things were” prior to the law’s enact- resource professionals should expect more against workers based on their sexual orienta- to encourage companies to go public and ment. However, most of those surveyed of the same from Washington, as little has tion; however, with the House remaining in to make it easier for private companies to intended to offer their employees similar changed the overall political landscape. The Republican hands, these issues will struggle to raise capital without registering with the health insurance coverage to what they Democrats held on to the White House and advance. SEC,” Deborah Lifshey explained in a recent currently have, while just over a quarter strengthened their control of the U.S. Senate Workplace Leave: Since 2009, President BLR webinar. It is intended to spur activity, (25.8 percent) are considering reducing by picking up an additional three seats. The Obama and Democrats have been strong raise capital, and stimulate the economy by the coverage they offer. GOP maintained control in the U.S. House of supporters of measures to create more leave reducing executive compensation reporting “The people we speak with are Representatives, but lost several seats in the options for employees, such as a federal requirements for certain companies. The goal grateful the election has passed, because process. paid leave act. The Obama administration is to encourage more companies to go public now they know the direction in which has explored expanding leave options under and to raise capital without getting mired in Outlook for 2013 we’re heading—even if they don’t regulations that govern the Family and SEC documentation. Most political observers agree that the necessarily like the direction,” said John Medical Leave Act. Employers should expect to lame-duck session will be a good indicator Turner, CEO of Corporate Synergies Group. see more attempts to pass legislation and new of what to expect when the 113th Congress “There are still a lot of variables that need proposals to expand and extend leave options convenes in January 2013. The president and to be considered by employers, but it’s to workers. Democrats will continue to champion the same good that the ground has stopped moving Labor Relations: Organized labor has workplace policies and issues that they have beneath our feet.” been a strong supporter of President since 2008. Obama and key to his success in states like

Uplink pg10 Dec‘12-Jan’13 www.peoplelinkstaffing.com