How to Follow-Up from Conferences or Events

By Sarah Gawrys

10410359_10153198569106974_3499108434394499467_nWe all have that feeling after attending large conferences or networking events where our minds are completely fried. Knowing all the great ideas that were swirling around your head the past couple of days now have to be implemented can make you feel more overworked than you have energy for. However, the key to good follow-up after these events is immediate action. So go for a walk, get your favorite coffee drink in hand, and sit down and try some of these tips.

  1. Business Cards. Start by taking out all of the business cards you collected that are now likely nestled in between speaker notes and restaurant receipts and separate them into two simple piles: Now and Later. Make notes on the back of these business cards as you travel through memory lane, indicating how you want to work with that person, what conversation you might have had with them, or why that service might be a good one. The “now” pile should be those contacts that you need to connect with within a few days, and the “later” pile can be saved for a week or two. This way you have cut down the pile to a less overwhelming amount, and refreshed your mind to all the connections you made.
  2. To do List. Get out a large piece of notebook paper and title it with the name of the conference and take a moment to review the agenda of the event. As you mentally walk yourself through the agenda, topics, and speakers, you will start to remember tasks or ideas you had taken away from each one and you can list them down. Next, go through each scrap paper or notebook you had during the conference also adding items that need attention to your master list. Then, feel a sigh of accomplishment at you throw out all those little notes and admire your task list. Jot down a day of the week next to each item, promising yourself to attend to them all, while prioritizing the most pressing ones.
  3. Don’t send out any emails the day after. The day after a conference is done, everyone is looking at a hefty inbox, and your message may get deleted, or not given the best attention while the other party is working to catch up on missed time.
  4. Personalize. As many people are sending follow ups out after events, it is easy to get brain fog when trying to remember every connection that is now saying, “great to meet you!” Try your best to remember a specific conversation or interaction, even, “sat at your table during that delicious salmon lunch!” gives a hint to those not especially good at remembering names.
  5. Be useful. While it is always nice to simply connect as a follow-up and state how nice it was to meet someone, a stronger follow up always offers the connection something. For example, in our split placement network, a good follow-up after a conference might be sharing a position you need help on or a strong candidate you could use help placing. Other ideas are sharing a post or a tool/tip/trick you use that they could benefit from. Try to keep these emails short, and if you are really interested in working with them in the future, use an action step or keep the conversation going. Scheduling a call or even just asking a question develops relationships.

These events are really the keys to developing as professionals and everyone you meet can be an asset to you and your business, so keep that in mind when receiving follow-ups as well.

image of explore membership button


How to: Radically Improve Your Candidate Response Rates in 2 Easy Steps

By Veronica Scrimshaw

Siofra-PhotoOur guest blogger today is Siofra Pratt with Social Talent, Europe’s leading provider of online and social media training specific to the recruitment and staffing industry. Social Talent will be part of our Global Conference, which is kicking off today.

At Social Talent, we’re big believers in learning from the successful practices of other industries, and applying them to our own in order to help improve our own. So when we first saw this research from Yesware, an email productivity service for salespeople, we got very excited! In fact, we thought that the findings of Yesware’s research into email open and reply rates were so significant that they could have quite important implications for the recruitment industry. Implications that could help YOU increase your candidate email response rates. (We’ve even decided to work the findings into our internet recruitment training program, the Black Belt in Internet Recruitment.)

“So what’s all the fuss about these findings?” I hear you cry? Well, drawing on data from over 500,000 (half a million!) sales emails sent by Yesware users in the first quarter of 2014, Yesware found that if an email is ever going to be opened by it’s intended recipient, 91% of the time it’s opened within 24 hours after it’s been sent. Furthermore, 90% of emails that received replies were also replied to within 24 hours after they were opened. That means that during that first day, over half of opened emails were replied to within 3 hours.

 email-life-span-1024x996Source: Yesware

BUT (and it’s a big ‘but’), after Day 1 (i.e. that first 24 hour period) has passed, the chances of your email being opened falls to just 1.7% on Day 2 and decreases thereafter. The same applies for email responses. If you haven’t received a response to your sent email after 24 hours the likelihood of it being replied to falls from whopping 90% to a very measly 3%.

But what does this prove? Well, it proves that the life span of an email is incredibly short and if you do not receive a reply to an email you’ve sent to a candidate within a 24 hour period you will, most likely, NOT receive a reply from that candidate.

So, what’s to be done about it? How can you improve your email open and response rates and ensure that your candidate emails have the best chance of being read and replied to? According to Yesware’s research, there are 2 ways:

  1. Follow-Up Emails
  2. Strategic Timing

1. Follow-Up Mails
If you haven’t received a response from a candidates within a day or two, email them again. Now we know what you’re thinking; “But, I don’t want to seem annoying or pushy” and yes we do understand that it isn’t easy to strike a balance between adding value and being annoying, but Yesware have run the numbers and discovered that if you didn’t receive a reply to your first email, you have a 21% chance of getting a reply to a second follow-up email. And if you still don’t receive a reply to your second email, there’s still a 25% chance that you will eventually hear back from the recipient.

graph2-1024x719 Source: Yesware

What this chart illustrates is that by continuing to send more emails, you create more opportunities for your recipient to reply. It is a study in scale. Greater volume of emails should correlate to greater total response, and the chart above shows this to be true.

No matter how great your email was, half of the emails you send WILL get blocked by spam filters. Do not let this put you off. Just because someone did not reply to you does not mean that they are not interested. Silence does not mean “no“. “No” means “no”, so chase up the replies until you get one. Remember, people are busy and they may just have forgotten about the email you sent them. They could have been in a meeting at the time it arrived or on the phone to their spouse. All you need to do is remind them that you reached out to them.

Quite by accident, we discovered that if we forwarded the original unanswered email to the same person with additional text at the top such as “Hi Jane, in reference to my email below from last week, can you come back to me today to let me know if this would be of interest?”, most of the time we would receive a reply that suggested that the person either never received our first mail or received both the new mail and original mail at the same time, i.e. it had been caught in spam but the act of forwarding the original message with some new text bounced it out of the spam filter. The rest of the time, people either weren’t interested or they just forgot to reply. Either way, you likely spent a lot of time searching for this person, so rule them in or out before you re-start your search.

Worst case scenario, they say no, in which case you ask them if they would be able to refer you to anyone else who might be interested, and best case scenario, they say yes.

Bottom line: It pays to follow-up.

P.S. If you’re worried you’ll forget to follow-up along with everything else you’re trying to get done in the day, don’t be. Boomerang is an excellent application that prompts you to follow up with emails sent out if no response is received, or schedule your emails to send (using the “Send Later” function).

Boomerang-Screenshot-e1366027356716

And Boomerang can also alert you as to whether or not your email has been opened and read. It’s a super handy tool for recruiters that makes following up a far less admin-heavy task. Boomerang is available for free on Gmail and can be installed immediately here.

2. Strategic Timing
The next best way to give your email the greatest chance of being replied to is by sending it at a time when there is less competition. Yesware use the example of “Graveyard slot” infomercials to explain this logic and we enjoyed it so much we’re going to explain it the same way.

Basically, the same way people who like to stay up late are more likely to watch infomercials when there’s nothing else on TV at 3am, candidates will be more likely to notice, read and respond to your email when there is little else being emailed.

Companies with products like Snuggie and ProActiv have made a traditionally unattractive advertising slot into a very lucrative one as they are targeting a very captive audience. Clever recruiters who choose to send out emails to candidates at a time when no one else is sending emails, could see greater open and reply rates. Take a look at this chart illustrating the difference in open and reply rates for emails sent on weekdays versus those sent on the weekends:

weekendreplyrate-1024x504 Source: Yesware

Take note first of all, of the number of emails sent on weekends versus the number sent on weekdays. Over 520,000 less emails are sent on weekends then on weekdays, meaning emails sent on weekends are 11% more likely to be opened than those sent on weekdays and are almost 18% more likely to be responded to.

And the same line of thinking applies to emails sent over a 24 hour period:

timeofday-1-1024x802 Source: Yesware

Emails sent earlier in the morning and late at night had a far greater percentage chance of being opened by their intended recipients, simply because less emails are sent at those times. Emails sent between 6 and 7am and those sent around 8pm were the most effective at getting a response, with reply rates hovering around 45%.

Conclusion
Finding good candidates takes a lot of time. You know that! So when you’ve found a great candidate be sure to rule them in or out before you re-start your search. Remember:

  • Follow up, follow up, follow up! If you don’t receive a response from your candidate to your first email. Send another one. Send numerous emails if you have to. The more you send, the more opportunities  you give the recipient to reply. And if you think you won’t remember to follow up, download Boomerang and let it do the work for you.
  • Be strategic with the time and day you send your emails. Your candidate will be more likely to see your email when they are receiving less emails in general. Email open and reply rates tend to be at their highest on the weekends, when inbox competition is low and people are most responsive in the early morning or later in the evening, so experiment with sending emails between 6 and 7 AM, or around 8 PM.

Then get ready to watch your candidate response rates soar!

button to subscribe to NPA blog


It’s Time to Embrace Cloud Recruiting Software

By Veronica Scrimshaw

cloud-computingToday’s guest post is from our newest Alliance Partner. JobAdder manages and organizes the recruitment process for anyone who hires people, offering simplicity, mobility and superior support. Learn more about JobAdder and connect with us on Facebook, Twitter and LinkedIn. We’re excited they’ll be part of our upcoming Global Conference!

Is “top drawer-ing” of resumes, and working straight from your email inbox a way of life for your company? If so, it’s time to consider a cloud based software solution to help power your recruitment process.

Here are just a few reasons to be considering cloud based recruitment software:

Scale easier: Does your agency have growth plans? Cloud based software offers your company the ability to easily add users any time in a few simple clicks. There is no additional software to install and very little training required for new users.

Reduced IT costs: With cloud based software, recruitment related IT costs can be dramatically reduced. It is no longer necessary to have a network, servers, Exchange and expensive IT support contracts. You can also run your business on low spec PCs or Macs as the machine itself is doing so much less than it once might have. Many of our clients, for example, run their businesses with the lowest spec iMac on every desk and no networks, no servers and no desk phones.

Accessibility: Access your recruitment database anywhere, anytime on any device when you make the switch to a cloud based software. There really are no limitations to where you take your business. Flip open a laptop, tablet or mobile device and get recruiting.

A single source of truth: Spreadsheets and Word docs are tedious and allow little visibility into the overall activity of your company. With a cloud based recruitment platform all activity, candidates, resumes, jobs, companies and contacts are in one central location, providing the whole business with a single source of up to date information.

Streamlined Process: One recruiter uses a spreadsheet, the other keeps multiple word documents saved locally to manage their job ads. With cloud recruitment, you can set up company wide email templates, job ad templates, reports — just about anything you want, to streamline recruitment processes for your entire company.

Increased Collaboration: Share candidates with your team, duplicate job ads, split fees — whatever you’d like. By using a recruitment software that’s cloud based, the options for collaboration are endless.

Stay up to date: So long licensing software! With cloud based software, you have peace of mind that your company is staying up to date with the latest trends in recruitment. New product releases simply appear one day when you log in. No more expensive, painful software upgrades — just happy Monday morning surprise when you log in to find new features to help you recruit better.

Has your company found a cloud based software solution? Comment below and tell us how a cloud based software solution has helped your company!

image courtesy of hywards / www.freedigitalphotos.net

button to subscribe to NPA blog


Why the Best Candidates May Not Be Applying to Your Positions

By Veronica Scrimshaw

apply-now-buttonOur guest blogger is Judy Tilmont, owner of JST Search Group in Indianapolis, Indiana (USA) and a member of the NPAworldwide Board of Directors. JST Search Group places professionals in a wide range of manufacturing, engineering, operations, and finance roles.

Okay, so you’ve written the perfect job ad. You’ve paid to have it highlighted on page one of Indeed. You’ve brought it to the attention of everyone on LinkedIn with even one of your keywords in their profile, and you’ve tweeted out the link to everyone on Twitter. Your metrics show that people are visiting your website and reading your job post. Your position is with a great company in a favorable location. Why, oh why, aren’t candidates applying for this position?

Have you ever gone through your online application process? I was helping a very close friend negotiate the online job market this month. She found the perfect job and she believed herself to be a great fit for the position. The last line of the job posting was the killer for this applicant. “Please apply on our company website.” I told her, “It won’t be difficult. They just want some contact information, salary history and a copy of your resume.” Shows you what I know. The job portal at this company had 18 pages that required data to be entered. Not only did they want an MS Word copy of the resume attached, they wanted her resume recreated and educational history back to grade school. And the last page instructed her to write a cover letter including salary expectations.

The internet has made searching for a job a far easier exercise than it was even five years ago. It also has made the online application process a nightmare. If you are asking high-powered, in-demand candidates to apply on your site, have you checked lately to see if your portal is helping or hindering your efforts? Is the process so cumbersome that the best candidates are throwing their hands up in frustration at the time required or the duplication of information found on a well-formatted resume? It’s possible that in your effort to streamline your process, you are turning away the candidates that are most suited for your company.

I challenge all hiring authorities and third party recruiters to go through your portal. Pick a job and actually apply. Ask yourself the following questions as you go through the exercise:

  • Is this information necessary to pre-screen this candidate for this position? Is it necessary to decide that I am interested in talking to him or her?
  • Will this information be duplicated in a well-written resume?
  • Do I need this information if I am not going to hire this person?
  • And most importantly, does everything work?

If you are asking for more than you need to properly pre-screen candidates, you may want to rethink your online application process. Your process should be encouraging a large pool of candidates to actually apply to your postings, not just to read them.

Image courtesy of Stuart Miles / www.freedigitalphotos.net

7-trends


Banking Industry’s Acute Need for Qualified Candidates

By Veronica Scrimshaw

bank-imageToday’s guest blogger is Liz Carey, network coordinator for NBN, operators of www.searchbankingjobs.com and www.searchaccountingjobs.com. NPAworldwide and NBN merged in September 2014, and our two networks are working toward a full integration effective January 1, 2016. We look forward to having Liz as a regular part of our blogging team.

Employment in banking fields is blossoming as the industry emerges from the financial crisis. The problem is, everyone is looking for the same types of candidates, and those candidates are hard to find.

“Everybody’s looking for people from 3 to 7-8 years’ experience,” said recruiter Jim Pruitt of Bankers Crossing in PA, an executive search firm founded in 1984. “There’s actually more jobs out there than there are people. There’s such a shortage.”

The demand is hot for entry-level CPAs making under $100-110k, as well as entry-level auditors under $110-120k, Pruitt said.

Pruitt said the most secure job in the world is a CPA, as CPAs can always find work. Case in point: a recruiter in the Chicago market said she had 50 audit jobs to fill during a recent recruiter networking call.

“What’s happening is, there aren’t enough qualified people in many markets, so these banks have to hire consulting firms, and usually end up paying two to three times the cost of employee,” Pruitt said.

Pruitt said the challenge isn’t getting a search assignment from a company; the real challenge is what percentage of them you fill.

“Our philosophy is: take fewer jobs and have a very high closing ratio on searches we accept,” Pruitt said. “Others feel ‘I want a lot of jobs because if I find a person that’s good or close, I have more opportunities to close.’ ”

Two of the biggest areas in banking lie in compliance and risk. As government regulations such as Sarbanes-Oxley (SOX) and Dodd-Frank increase in the banking industry, jobs such as compliance directors and regulatory compliance seniors will continue to rise.

Banks are also emphasizing stress testing and modeling, so there are lots of positions such as senior risk manager and liquidity manager.

“The biggest word in banking is risk,” Pruitt said. “Risk is related to audit, compliance, credit, market, insurance, and reputation.”

With interest rates at record lows, loan officer and loan processor jobs will continue to open — commercial lenders are always in demand because they’re the ones who produce income and profits for the bank by making quality loans that get paid back.

More than an impressive financial background, there’s a need for leaders. “The biggest shortage of all is people who are leaders, who are mature in terms of way they approach work, and who work well as part of team,” Pruitt said. “That’s what’s in short supply—people who are visionaries and who can influence a course of action.”

Over the last 15 years, especially since the financial crisis, interest rates have been so low, making it very hard for banks to make money. Because they are strapped for profits, many have been cutting back on training and management development programs, which took high-potential individuals and trained them in different departments to ultimately end up in a leadership position.

“That’s an impact that’s going to be more and more noticeable—finding people who can be a center of influence with other people they work with,” he said.

image of button for free checklist to evaluate split placement networks


Tips for Using Twitter at a Conference

By Veronica Scrimshaw

Mel-Kettle-PhotoMel Kettle is a communications and social media consultant, speaker, blogger, educator, coach, bookworm, obsessive foodie and eatie, and a budding photographer. She blogs on marketing and social media at www.melkettle.com.au. Mel is passionate about working with organisations to show them how to communicate effectively so they can develop communities, share their stories and raise awareness. She particularly enjoys working with people who want to make a difference to other people’s lives. In her spare time Mel writes a food blog, The cook’s notebook.

With the NPAworldwide Global Conference coming up soon, I thought I’d share a few of my tips about how to use Twitter to help you get the most out of the event. Twitter is a fabulous way to network and interact with people online, and it can be a great way of getting to know people before meeting them in real life at a conference.

Before the conference

My #1 tip is find out who else is going. This is usually pretty easy thanks to hashtags. Just tweet a simple question – Who else is going to #npaconf? And then wait for the replies to roll in.

Tip #2 – follow the official Twitter handle for the host organisation, or the event itself if there is one (@NPAworldwide).

Tip #3 – follow the event hashtag (#npaconf) so you can see what other people are saying.

Tip #4 – if you don’t want to follow everyone who is going to the conference then create a Twitter list of attendees and speakers, or if the organisers have created a Twitter list, then follow that.

Tip #5 – engage with the conference speakers. Some of them may ask what you are hoping to get out of their presentation – so let them know.

Tip #6 – work out what you want to achieve at the conference and who you want to meet. Follow them on Twitter and start a conversation with them. It might be as simple as “I see you are going to #npaconf, so am I, I’d love to meet up with you there.”

During the conference

Tip #7 – share your learnings with your Twitter followers by live-tweeting the highlights (and don’t forget to always use the conference hashtag). Don’t just tweet what the speakers are saying, share your opinions as to why it’s valuable, if you agree, or why you disagree. Not everyone at the conference will be worth repeating, so share what interests you the most. Don’t forget to attribute what is being said to the speaker by using their Twitter handle (if they have one) or their name within the tweet.

Tip #8 – use rich media – share photos of slides, websites that speakers mention, or photos of the speakers in action.

Tip #9 – have Twitter conversations with other people at the event, and with people who aren’t – this is a great way to engage and get to know others with similar professional interests to yours.

Tip #10 – follow back other attendees who are also live-tweeting.

After the conference

Tip #11 – continue the conversations with the people you met at the conference.

Tip #12 – if you write a blog, then consider a summary post of what you learnt at the conference; your Twitter feed can help you with the content.

What are your top tips for tweeting at a conference?

button to subscribe to NPA blog


Global Recruiters Expand!

By Dave Nerz

rocket-launchHave you heard? There are 100 finalists for the job opening called “Mars Astronaut.” That is right, an organization (www.mars-one.com) is planning a manned mission to Mars on 2024. They are narrowing down their candidate shortlist. There are many interesting facts about this trip on this site but here are a few I have read about on various sites:

  • 24 people will be selected from the 100
  • Cost of the mission is estimated at $6.0 Billion
  • The trip will take more than 200 days
  • No one is returning to Earth…aka one-way!
  • Astronauts could start dying in less than 100 days due to oxygen issues

This got me thinking about really difficult recruiter assignments. This assignment might be easy when it is new and there is a novelty about the “position” as there is now. In time, this would be a very challenging position for global recruiters to work. I currently think about global assignments as being difficult to attract and gain candidate commitment for, but what about those not even on our globe?

The position description is not listed on the site but the characteristics of the successful candidate are. The major requirements for this extra global assignment are resiliency, adaptability, curiosity, ability to trust, and creativity. I think I would add thrill seeker, death wish orientation, and good in tight spaces. Those with close friends and good family relationships need not apply.

astronaut-characteristics


Maximize Your Split Placement Membership

By Sarah Gawrys

30390724.thbAs the Director of Membership for a split placement network, I am often surprised when months pass by from an inactive member, and then they state they are not getting a good return on investment. This recently caused me to think of our network as a gym, with the membership goals and results really lining up with the work that goes into either. Here are five ways to maximize any type of membership, whether it be a gym, professional association, or split placement network.

  1. Join with attainable goals in mind. When you are looking to become a member of something, it is helpful to understand the organization you are joining, and line up realistic expectations and goals accordingly. With a split placement network, the benefits to you may include establishing relationships with like-minded professionals, learning more about industry techniques and tools, and being able to place those excess candidates you have collected. To go in with the expectation of making ten best friends, getting free products and placing hundreds of extra candidates per year is about as realistic as joining a gym with the hopes of instantly shedding 10lbs every time you step foot inside. A split placement network will be an excellent tool to your recruiting desk when you focus perhaps on uploading at least 5-10 candidates regularly, reach out to one trading partner in your industry per week, and try out one or two new technology resources. These goals hold you accountable to attaining results, and do not require an over the top time investment on your membership when you are first learning about the organization.
  2. Take the time to get training. With the ease of technology and tools, independence has become routine when members join organizations. With the user friendly interfaces and online help available, many people are choosing to forgo interaction, and instead sort through databases and dashboards themselves, learning as they go. While it is good to be proactive, when joining an organization, you need to take the time to get the personal attention to learn properly. What you do not get with independence is experience. A training director, just like a personal trainer at the gym, will be able to assess you and understand what tips and techniques to show you in order to provide the best return on investment. In a split placement network for example, going through training can instruct you on best formatting techniques to increase your visibility, as well as connecting you with potential trading partners based on your personality and work style. If you are a member of an organization where you are not confident you are getting a good return, take the time to reach out to a staff member that can show you what you may be missing without even realizing it.
  3. Connect with people. If you are a member of an organization, chances are pretty high that the other members are very similar to you, or at least have one common interest if they are also there. Becoming socially aware and active in an organization will create a positive association, and provide greater return with the benefits of relationship networking. If there are meetings available, try to attend to better understand the organization and maximize your membership. If you set a realistic goal of connecting with one member per week, or even two per month, you will soon build up a network of lasting relationships, and especially in a split placement or other professional network, this will result in business transactions that increase revenue.
  4. Remember that your brand is always on display. When joining an organization, your name and most often your company are visible to the other members and the organization itself. You never know when the networking you encounter will end up helping or harming you in future endeavors, so it is important to exude respectful work ethic and professionalism in each interaction. For example, in a split placement network, it may start to get a bit tiring when one particular firm emails you candidates that you just do not see a fit for. While it is easy to blatantly ignore these emails, or begin talking negatively about that firm, this reflects poorly on your brand, and is not a good business practice. Instead, open communication with the other member may result in them understanding your clients better, and now sending you quality candidates you can end up placing. Even a polite conversation that results in understanding that you may not make good trading partners saves time and energy on both of your behalves.
  5. Show up and be present. It is good practice to outline your goals and intentions on a post it note or document prior to joining another association or membership. Keep this somewhere visible and revisit on a quarterly or semi-annual basis. Have you been uploading 5-10 candidates regularly? Have you reached out to trading partners? Hold yourself accountable to the reasons you had for joining an organization and continue to strive for results even if you have been slacking on them for weeks or months. It is never too late to make a return on your investment if you are willing to put in the work. This is a good evaluation tool as well if you are active and engaged in an organization and still not seeing a return. At this point you may be able to try another organization instead to fulfill your goals, or look to others for advice on their success so you can try new measures.

3 Situations that Call for a Split Placement

By Veronica Scrimshaw

papaya-halfNPAworldwide is a split placement network. We’ve been helping our members make splits for more than 50 years, so we pretty much think splits should always be considered. If you haven’t made up your mind yet about splits, or aren’t sure how they could benefit your business, here are 3 situations where a split placement is a great option.

The job is outside your specialty / focus area. Let’s suppose you are a recruiter who fills audit and other accounting-type roles. Out of the blue, your best client comes to you and says they need a digital marketing manager. You don’t know the first thing about digital or marketing. With no resources of your own, your only real option is to tell the client you can’t help. That means some OTHER recruiter will get the job. BUT … if you’re willing to share the fee and make a split placement, there’s no need to send your client looking for assistance elsewhere. You keep the relationship AND your client doesn’t have to go through the hassle of finding and selecting ANOTHER recruiting partner for what may be a one-and-done situation.

The location is outside your geographic coverage area. Let’s change the example slightly. Instead of a job that is outside your expertise, your best client needs to hire an auditor. In Singapore. You don’t know anything about Singapore – what language is spoken, what the educational background is for an auditor, or even how much money an auditor should be making. And Singapore is 13 hours ahead of you, so you’re not looking forward to trying to actually talk to any candidates. Again, you really don’t have the capability on your own to confidently say yes. This is another perfect situation for a split placement. A partner in Singapore can help source candidates in the local time zone, will understand the business culture and customs, and knows how to structure the offer. You manage the relationship with your client so the process is seamless.

You have “leftover” candidates from a recent retained project. Sometimes we hear from recruiting firms that mostly work on a retained basis wondering if split placements are a viable option within their business model. My opinion is they certainly can be! One of the best ways for a retained recruiter to make a successful split placement is to market the “leftover” candidates from retained searches. If you’ve presented 3 candidates to your client and 1 received the offer, what do you normally do with the other 2 candidates? They are qualified candidates who have been vetted and are open to a career change. Why not market those candidates to a split placement partner with a similar job opening? Especially in a candidate-short market like we are experiencing now.

These are three obvious situations where a split placement can be the best solution. There are plenty of other good reasons to have split placements in your business mix. What’s your favorite? Comment below!

image of explore membership button


Demand for High-Level Accounting Talent is Strong

By Veronica Scrimshaw

accountant-adding-machineToday’s guest blogger is Liz Carey, network coordinator for NBN, operators of www.searchbankingjobs.com and www.searchaccountingjobs.com. NPAworldwide and NBN merged in September 2014, and our two networks are working toward a full integration effective January 1, 2016. We look forward to having Liz as a regular part of our blogging team.

The accounting industry is faced with change. Tighter financial regulations are causing both small and large firms to battle for talent. This competition for talent is leading to more – and better – opportunities for accounting and finance professionals.

Financial professionals are needed in various industries, from jobs in Big 4 firms to roles with professional services firms, hedge funds and banks. As the economy recovers, executive and senior level roles are opening up, and companies are having a hard time finding accounting talent for roles with the potential for advancement to become partner, director or CFO.

For example, on a recent networking conference call with nearly 20 of the top accounting and finance recruiters in the US, firm owners were seeking to fill hot job orders such as associate director of commercial contracting and government reporting, director of accounting and reporting, director of corporate compliance, international account executive, and VP, retail product manager.

There is a growing shortage of entry-level professionals with leadership skills as companies look to groom new hires for executive-level and partner roles. A recent survey of corporate executives, done by Competency Crisis and the American Productivity & Quality Center (APQC), found that leadership is the most needed – and least possessed – competency skill.

The problem isn’t finding a good accountant, companies say, it is finding an accountant who has the right interpersonal skills to develop into a manager in three to five years. Most are only in public accounting for three to five years, so it takes skill to find one that stands out.

The need for this accounting talent is pushing companies to “up the ante” to entice financial professionals into accounting jobs. Recruitment has been aggressive. Because of the demand, firms are offering better work/life balance, relocation considerations, additional training, competitive salaries and bonuses, and travel and work experience opportunities.

image of explore membership button



NPAworldwide
Your connection to premier independent recruiting firms on 6 continents

Site Designed and Hosted by The Imagination Factory (wpe)

Some images © www.clipart.com

© 2015 - NPA Worldwide