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National Association Of Personnel Service Teams Up With California Staffing Professionals
As you may already be aware, NAPS is offering the Certified Employee Retention Specialist (CERS) credential program at the upcoming CSP conference in a few weeks. 
I thought you might like to know that I’ve added my name to the list of people who are signed up to take this program, and I really wanted to share with you why I’m making a point of coming to CSP to earn my CERS credential.
First a little bit of background. I’ve been in the search industry for almost 30 years and have been both CPC and CTS for many years. I’ve always felt that Certification has given me a competitive advantage over other recruiters with whom I compete in my marketplace. Additionally, I’ve always seen the value-add to my clients that my certification knowledge has enabled me to provide in the way of additional information and services to them. There is no question that Certification HAS made me money through the years.
However, when I learned that NAPS was going to be offering the CERS credential, I couldn’t wait to find time in my schedule to sign up to take the class. There is no doubt in my mind that my clients consider employee retention to be one of the biggest issues on their plates. With over 70MM baby boomers retiring and only 28MM Gen-Y’ers coming up to take their place, there’s no question our clients are going to be facing a talent shortage of epidemic proportions. Current economic conditions not withstanding, we’re about to face the most exciting boom time for recruiters! The need for experienced talent will approach “feeding frenzy” and recruiters will be moving experienced talent from one company to another in record numbers. Consequently, our clients will be frantically looking for advice and input about how to keep the experienced talent that they’ve spend hundreds of thousands of corporate dollars to train.
A CERS-credentialed recruiter will have the
“keys to the kingdom” in terms of providing this critical value-added service. And who can deny the attractiveness (whether now or in the near future) of an additional LARGE revenue stream that the CERS credential will bring to you?
Join me at CSP for the CERS credential class! I look forward to seeing you there!
Carol Wenom CPC/CTS
NAPS Chairman of the Board
I thought you might like to know that I’ve added my name to the list of people who are signed up to take this program, and I really wanted to share with you why I’m making a point of coming to CSP to earn my CERS credential.First a little bit of background. I’ve been in the search industry for almost 30 years and have been both CPC and CTS for many years. I’ve always felt that Certification has given me a competitive advantage over other recruiters with whom I compete in my marketplace. Additionally, I’ve always seen the value-add to my clients that my certification knowledge has enabled me to provide in the way of additional information and services to them. There is no question that Certification HAS made me money through the years.
However, when I learned that NAPS was going to be offering the CERS credential, I couldn’t wait to find time in my schedule to sign up to take the class. There is no doubt in my mind that my clients consider employee retention to be one of the biggest issues on their plates. With over 70MM baby boomers retiring and only 28MM Gen-Y’ers coming up to take their place, there’s no question our clients are going to be facing a talent shortage of epidemic proportions. Current economic conditions not withstanding, we’re about to face the most exciting boom time for recruiters! The need for experienced talent will approach “feeding frenzy” and recruiters will be moving experienced talent from one company to another in record numbers. Consequently, our clients will be frantically looking for advice and input about how to keep the experienced talent that they’ve spend hundreds of thousands of corporate dollars to train.
A CERS-credentialed recruiter will have the
“keys to the kingdom” in terms of providing this critical value-added service. And who can deny the attractiveness (whether now or in the near future) of an additional LARGE revenue stream that the CERS credential will bring to you?Join me at CSP for the CERS credential class! I look forward to seeing you there!
Carol Wenom CPC/CTS
NAPS Chairman of the Board
Tags: CERS, human capital, keenhire, margaret graziano, naps, retention, talent strategy
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Replies to This Discussion
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Permalink Reply by Jerry Albright on -
Speaking as a CPC let me just throw in a different viewpoint. I received my CPC in 1992. Other than it's value as a nice addition to my office wall (right beside my picture of dear old Grandpa with a 10 lb. walleye taken in 1967) I have found absolutely zero value in having this designation.
So now they've got CERS? Oh my.
(Will they strip me of my certification for this post???)
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Permalink Reply by Margaret Graziano on -
I guess Jerry it depends on your ability to position the designation. Rather than puss on something how about viewing it with an open mind and see what it really is. Your right, no one buys from me because my designations ...it's who I be in the learning process and how I pass that data to my clients in terms of questions and inquiries about their business. Maybe it's time for another fishing trip to adjust your mood !!!
Jerry Albright said:Speaking as a CPC let me just throw in a different viewpoint. I received my CPC in 1992. Other than it's value as a nice addition to my office wall (right beside my picture of dear old Grandpa with a 10 lb. walleye taken in 1967) I have found absolutely zero value in having this designation.
So now they've got CERS? Oh my.
(Will they strip me of my certification for this post???)
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Permalink Reply by Jerry Albright on
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I guess in review my reply was a bit snappy, eh? Sorry about that. I'm just becoming more cynical as the years go by. Of the, say, hundreds of times I have mentioned, discussed, sold, promoted and shared my "CPC" credentials to both clients and candidates alike I can only think of 1, maybe 2 times where it seemed to matter to them. It's always seemed to be a bigger deal amongst other recruiters and fellow CPCers.
Oh well. I wish you the best on your CERS. Seriously - I do! :)
Margaret Graziano said:I guess Jerry it depends on your ability to position the designation. Rather than puss on something how about viewing it with an open mind and see what it really is. Your right, no one buys from me because my designations ...it's who I be in the learning process and how I pass that data to my clients in terms of questions and inquiries about their business. Maybe it's time for another fishing trip to adjust your mood !!!
Jerry Albright said:Speaking as a CPC let me just throw in a different viewpoint. I received my CPC in 1992. Other than it's value as a nice addition to my office wall (right beside my picture of dear old Grandpa with a 10 lb. walleye taken in 1967) I have found absolutely zero value in having this designation.
So now they've got CERS? Oh my.
(Will they strip me of my certification for this post???)
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Permalink Reply by Margaret Graziano on
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Thanks for taking responsibility for your attitude....I guess it's like marriage ..it's not about the paper, it's who your being in the matter. Btw I never say I am a CERS, I do however say I an a certifed talent management specialist - with retention, selection and organizational development and soon to be master coach. In the end if we can't sell, can't match, can't attract talent none of it matters.
That being said we need to do all of that and more because I clients have TONS OF OTHER OPTIONS!!!
Thanks for the opportunity to spar with you, I was feeling fiesty !!!
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Permalink Reply by pam claughton on
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Margaret,
Can you please explain how you envision this CERS credential opening up an additional LARGE revenue stream? I'm not sure I understand how this would apply for a contingency recruiter? Or maybe you are meaning more for corporate? I could see retention being more relevant on the corporate side, as once we place our candidates, other than checking in to make sure they're settled, we don't have much to do with retention, and in my opinion (though I'm certainly open to hearing other opinions on this), I don't think we should as we're not onsite. I think it's the company's responsibility to make sure the employee is kept challenged and happy.
~Pam
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Permalink Reply by Margaret Graziano on
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Hey Pam...well I was a contingency recruiter and because of CERS now 100% of my projects are retained
Another way to make more money is once you go through CERS you learn to sell differently, higher level
You can charge retention bonuses
You can charge for onboarding ...people you place and people you don't
You can charge for selection fees for people you are placing and people you don't
And there's more...it is different and you'll have to think beyond the next placement
You'll have to think talent strategy
Thanks for asking!!!!!
pam claughton said:Margaret,
Can you please explain how you envision this CERS credential opening up an additional LARGE revenue stream? I'm not sure I understand how this would apply for a contingency recruiter? Or maybe you are meaning more for corporate? I could see retention being more relevant on the corporate side, as once we place our candidates, other than checking in to make sure they're settled, we don't have much to do with retention, and in my opinion (though I'm certainly open to hearing other opinions on this), I don't think we should as we're not onsite. I think it's the company's responsibility to make sure the employee is kept challenged and happy.
~Pam
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Thanks Margaret!
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