January/February/March 2019                                                         Volume 14 Number 1
Note: Articles that are marked with an asterisk (*) can be read for continuing education credit by NAPS certificate holders. Any CPC, CTS or CERS who reads any six of the linked articles can count two hours of contact time toward the 17 hours he or she must earn each year as a part of their certification maintenance. In this edition, for example, 8 items qualify for professional reading. Reading all four quarterly editions of The NAPS Credential and their links over the course of the year can qualify the reader for eight contact hours or .8 CEUs annually.
In This Issue
Job Change ~ Determining What the Candidate Wants and Wants to Avoid*
by Frank Burtnett, Ed.D., NAPS Certification and Education Consultant

Individuals seeking a job change arrive at that critical intersection in their careers from a variety of avenues. In order to serve these myriad motivations, candidates and the search, recruiting and staffing professionals serving them both need to examine the "why" factor. If one puts the "why people change jobs" question under a research microscope, a plethora of studies, reports and essays on the subject emerge. Unfortunately many of these findings are repetitive or seem to using different words to say the same thing. It took a meta-analysis of the various reports and essays by the author to bring a measure of clarity to the subject. 
Before reporting on this analysis, it's important to distinguish the difference between career and job change. Changing careers typically means returning to an earlier place in one's career development and starting over or recycling forward again. The desire to change jobs is usually driven by a different set of factors. It typically means the individual is comfortable or satisfied with their career or occupational role, but find themselves in an employment situation that is limiting or unsuitable.
A second distinction that should be considered is that changing jobs is not necessarily a bad thing. In fact, a 2016 study by the U.S. Department of Labor reported that the average person navigates a dozen job changes over the course of their career. Data from the Bureau of Labor Statistics in 2018 revealed that average employee tenure in the U.S. was 4.2 years, down from 4.6 years four years previously.
Why People Change Jobs?
People seek to change jobs for a range of reasons, both controllable and uncontrollable. An employee has little to say when the firm or business where she/he works is closed or moves to another locale. Similarly, employees are victimized when entities merge or employees are swept up in a reduction of force brought on by economic trends and conditions.
There are another group of factors---controllable conditions---where the employee is safely (not necessarily comfortably) employed, but for a variety of reasons wants to actively or inactively seek employment elsewhere. 
A review of the business and human resources literature suggests that search, recruiting and staffing professionals are likely to encounter a significant number of individuals motivate by one or more of the following ten considerations:
  1. Desire for new challenges and opportunities for career development
  2. Poor relationships with peer employees and/or engagement with managers, supervisors and leadership
  3. Dissatisfaction with the general workplace culture or environment
  4. Limited opportunities to use knowledge, skillset and experience
  5. Absence or lack of respect for efforts and achievements
  6. Alignment of employee and employer values
  7. Inflexible protocols and demands of employment breeding stress and anxiety
  8. Compensation and benefits that fail to keep pace with field or industry
  9. Feelings of discomfort brought on by discrimination or harassment 
  10. Denied or limited life -work balance objectives
Knowing What the Candidate Wants and Wants to Avoid

The factors and conditions above should not be considered an exhaustive list of why people become candidates for job change and it is often combination of factors that bring them to the relocation intersection.  Search, recruiting and staffing professionals can facilitate positive transitions by guiding candidates through a self-awareness process that ascertains what they "want" and " want to avoid" in their future work role and employment situation. Screening opportunities through a "want/want to avoid filter" will contribute to the facilitation of successful job transitions.
Reward Systems That Backfire*
Employers offering or considering bonuses and related reward systems as employee motivators should be forewarned that a recent Virginia Tech study found these motivators can also lead to unethical behavior in the workplace. Researchers observed unprincipled behaviors in the workplace that included employees falsifying or manipulating financial reporting information as well as time and expense reports.

San Antonio Hill Country Beckons NAPS Members in September

The NAPS 2019 Conference will be the premier education opportunity of 2019 representing the search, recruiting and staffing industry. More than 400 participants are expected to attend the event, scheduled for September 22 - 24, 2019 in San Antonio, TX at the beautiful Hyatt Regency Hill Country Resort and Spa.
Consistently NAPS members from around the U.S. and a number of global locations gather for the rich messages which are delivered by keynote presenters, the valuable firm and practice techniques and tools that are shared by program contributors and the state of the art resources that are on display in the exhibit hall. All of the above are capped off with the incredible personal sharing and camaraderie that can only be found at a NAPS National Conference.
Learn more and register...

Balancing Parental Life and Work Responsibilities Subject of Study*
University of Houston researchers have found that a parent's sense of control over their work lives can influence how they will view and deal with the health matters of their children. Although the researchers say their findings are just the start of understanding how parental stressors affect children's well-being, they recommend workplace interventions aimed at promoting job autonomy.

Growing U. S. Blue Collar Labor Shortage*

A new analysis from the Conference Board has found job market trends in which companies are now finding it harder to find workers in blue-collar and lower-paying services occupations. Factors that could influence future blue-collar labor shortages include whether companies will invest more in automation, reduce educational requirements for jobs or move to locations with greater availability of needed workforce members.

Industry Professionals Earning CPC and CTS Credentials
The October/November/December quarter of 2018 found NAPS awarding the Certified Placement Consultant (CPC) and Certified Temporary-Staffing Specialist (CTS) credentials to the following:

Autumn M. Gaughan CPC
Kay Dulaney CPC
Connie Gonzalez CPC
Allison Reynolds CPC
Damien A. McKnight CPC
Edward J. Culleeney CPC
Linda Slegel CPC
Liv Metlakova CPC
Peggy Panagopoulos Flaherty CPC
Sal Corrao CPC
Stefanie Kivi CPC
Steven Winker CPC
Keith Tench CPC
Gabriel A Caruthers CPC
Evan Kaplan CPC
Greg Bozek CPC
Jeremy Nichols CPC
Craig Egan CPC
Cari Castaneda CPC
Charbel Atala CPC
Chris Jensen CPC
Christopher Jensen, Jr. CPC
Anthony Mikhael CPC/CTS
Audra Tettenborn CPC/CTS
Altavious Rashad Burton CTS
Melanie Anne Milner CTS
Shannon Suchowolec CTS
Joan Schafer CTS
Robert Richards CTS
Jeanna M. Zivalich CTS
Joshua A. Tejada CTS
Alyssa Pepin CTS
Angelina C. Smith CTS
Anna S. Stape CTS
Anthony Lopez CTS
Anthony Sturino CTS
Brittany Littlefield CTS
Connie Gonzalez CTS
Jessica Zuniga CTS
Joseph Farias CTS
Justin Shaffer CTS
Kacy Oberg CTS
Kay Dulaney CTS
Jennifer Makepeace CTS
Lizbeth Perez CTS

Welcome this fresh cadre of searching and staffing professionals to the ranks of those who have achieved NAPS certification!
Educational Credentials Under Scrutiny in Hiring*
A recent national research survey of 750 HR leaders by the Center for the Future of Higher Education and Talent Strategy focused on the future of how employers are examining the educational credentials of candidates for employment. The study offered insights on the changing value of educational credentials in hiring; the perception of online- and micro-credentials; how employers determine quality; and the emergence of talent analytics and skills-based hiring, among other topics.
Read report...

The Seesaw World of Managers and Supervisors*

A study by researchers at Portland State University and published in the 
Journal of Business & Psychology reveals that a manager's ability to mentally detach from work during non-work hours can help reduce the increased exhaustion and work-family conflict that often appear as a consequence to accepting greater managerial responsibility.

NAPS Lunch N Learn Series ~ Delivered Directly to Your Office or Home
The NAPS Lunch N Learn series make house calls. Yes, NAPS members can engage in professional growth and development experiences without leaving the comfort of their office or home. In addition to learning the latest industry trends and catching up on the exemplary practices and strategies of the day, participating CPCs and CTSs can apply these training experiences toward their certification maintenance requirement. Check the  www.naps360.orgcalendar regularly for a list of upcoming programs.

Family and Career Deemed One and Two in Pew Study*
When the Pew Research Center asked Americans in 2017 what aspects of living made life the most meaningful, family and career were found to be the most relevant. Money had to settle for third place.

Trending in the World of Search & Staffing ~ Robotic Hiring Practices*
It started with large Fortune500 companies and has spread throughout the business and organizational world. Yes, robots are now interviewing candidates and scrutinizing resumes for desired keywords.

Quotable Quotes of Notable People ~ Oprah Winfrey on Luck in Career Development

"Luck is a matter of preparation meeting opportunity."

Oprah Winfrey is an American television talk show host, actress, producer and philanthropist. Her success over time in multiple entertainment venues has resulted in her being labeled the "Queen of All Media."

Certification Question ~ Conferences and Continuing Education Credit

Question: How much continuing education credit is typically associated with a regional, state or local association conference?

Answer:  When applying regional, state and local conference participation to the 17 hours needed annually for CPC and CTS certification maintenance, a full day program  of (9am-5pm) clocks out at 6-7 contact hours and a half-day meeting at 3-4. The rule of thumb is to eliminate time for meals and breaks and apply the actual contact hours of programming and training.
Message from the Editor ~ Let The NAPS Credential Hear from You
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 for future editions of The NAPS Credential. NAPS encourage readers to submit information about certified persons and accredited firms who are making the news and performing outstanding professional feats. Our goal is to provide news, research and resources that will help CPCs, CTS and CERSs do a more effective job. Direct comments and input to Frank Burtnett, Ed.D., NAPS Certification and Education Consultant at ednow@aol.com.
About The NAPS Credential
Copyright © 2019.
This electronic newsletter is distributed to NAPS members and to all active Certified Personnel Consultants (CPCs), Certified Temporary Staffing-Specialist (CTSs) and Certified Employee Retention Specialists (CERSs) whose credentials are posted in the National Registry of Certified Staffing Professionals and for whom NAPS has a working email address. 
The reference to a study, product, service or activity or the appearance of a website 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 ednow@aol.com. All submissions will be subject to review by NAPS for accuracy, timeliness and relevance to the readership and may be edited to meet space parameters.
Glenna Cose Brin, CPC
Chairwoman of the NAPS Board of Directors
AllianceStaff, LLC
Trinette Cunningham
Carolyn Boyer
Vice President
Maria Palladino
Design, Marketing and Website Manager
Frank Burtnett, Ed.D., Editor
NAPS Certification and Education Consultant
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