Improve the Candidate Experience in Your Recruitment Efforts

By Veronica Scrimshaw

It’s no secret that we are in a candidate-short employment market. Globally, employers are reporting significant difficulty finding the talent for their most crucial openings. With the employment market stronger than it has been in quite some time, more employees are open to new career opportunities. In fact, 45% of SATISFIED workers say they would consider a career change. Anecdotally, our member recruiters are reporting more counteroffer and multiple-offer situations than they have for a number of years. Great candidates have an increasingly short shelf-life and are typically off the market in a matter of a few days or less.

How does the candidate experience factor into this recruiting reality? For one thing, great candidates don’t have to sit around and wait through a slow and disorganized hiring process. For another, they have access to more information than ever about potential employers and have become more consumer-like in their behavior. This also means that even if your client is really well-known and a desirable place to work, your candidates may not accept offers if they’ve had an unpleasant experience during the hiring process.

In today’s competitive landscape, there are still too many recruiters who subscribe to a “post and pray” methodology or otherwise contribute to a poor candidate experience. A recent infographic from Qualigence outlines some of these issues and offers some tips for improvement.

bad-candidate-experience

Some of the points that I found most relevant were:

  • More than 90% of employers made ZERO contact with a candidate beyond an auto-responder acknowledging receipt of a resume/application
  • More than 80% of candidates received no salary information
  • 86% of candidates report never receiving confirmation emails
  • 83% of candidates were not notified when the position was filled

To improve the candidate experience, job seekers offered these suggestions:

  • 34% would like more communications
  • 28% would like notification when they will NOT be receiving an offer
  • 14% want more human interaction

There is also a disconnect between recruiters and employers. Eighty percent of recruiters reporting that they understand the roles for which they are recruiting, but 60% of hiring managers disagree with that statement. While some recruiters may be submitting candidates who have not been properly qualified, I believe there is also a good chance that employers are not exactly sure what they are looking for. Clearly there is room for improvement on both sides.

What are you doing to ensure a terrific candidate experience? Comment below!

 


Specialist Recruiters or Generalist Recruiters: Which is Better?

By Veronica Scrimshaw

coins-heads-tailsToday’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’re happy to have Liz on our blogging team.

As a recruiter, do you prefer to be a specialist, or a generalist? As the name implies, a generalist recruits for a wide range of job functions and industries. A specialist recruits within a particular niche or industry, usually on higher-level jobs with particular skills.

Generalists have a broader focus and work on a wide variety of positions, potentially offering more opportunities to candidates and having the ability to get more job orders from an array of clients. Generalists have a great understanding on recruiting fundamentals and principals and have fewer restrictions on which types of job orders they can work on. While generalists can take on more job orders and draw from a much larger pool of candidates than specialists, a hurdle they face is getting specialized job order roles from clients who may prefer to work with specialists that cater to candidates with a particular skill set.

Specialists are deeper “in the know” of their area of specialization; for example, financial services recruiters keep abreast of the latest federal rules and regulations in the banking industry, understand the industry terminology, and know all the key players and competitors – oftentimes, specialist recruiters have a background in the field themselves. Being in tune with the industry means knowing where to go to look for qualified candidates, and understanding market trends and the going rate. Rather than just going to general job boards, specialists will belong to industry groups and have industry contacts. Because of this narrower focus, they can often find the hard-to-get candidates and target companies looking for highly-skilled top notch candidates. A hurdle that specialists face is ever-changing markets: whether it’s due to increased regulations or expanded requirements, specialists can face lulls and slow periods, and working within a highly specialized niche can limit you.

As we all know, recruiting comes in all shapes and sizes – if you’re a specialist, what was it that made you want to focus in a specific niche? Have you ever considered becoming a generalist? Why or why not? Same questions for generalists – have you always been a generalist, and if not, why did you make the switch?

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Which Standard Job Boards are Best?

By Sarah Gawrys

keypadWhile some independent recruiters argue that they do not start their searches for clients with job boards, I have seen many successful placements come from our job board to know that it not only helps with those mass searches for 5-10 sales managers, but specialized positions as well. Candidates may post a resume out of frustration on those job boards or it may just hit a search alert that sparks their interest. It is amazing how many job board there are right now, and in an effort to best use your recruiter budget, here are some of the best out there, using data gathered by Software Advice with the help of the Recruitment Process Outsourcing Association (RPOA) and the National Human Resources Association (NHRA).

  1. Linked- In gives you the most high quality candidates. In a survey of 150 recruiters, the majority stated that LinkedIn delivered high quality candidates. CareerBuilder and Indeed were both the closest behind in providing quality candidates, with Monster, Craigslist, and Glassdoor providing significantly less high quality candidates. However, Indeed and Monster both had the highest percent of average quality candidates, so that is important to note as well.
  2. After quality of candidates, it is important to factor in how many candidates you are receiving as well. This is especially important for mass hires where you can build up a strong candidate database from one job board. In this category, the survey stated that Indeed beat out LinkedIn, with Monster right on the heels of LinkedIn. With all three of these ranking close in quality of candidates, it is easy to see their higher ranking over the other three boards in the survey- CareerBuilder, Craigslist, and Glassdoor.
  3. While you want the best quality and a high quantity of candidates, the budget boils down to cost as well for each item you tack on. LinkedIn was a hard one to gauge with this as their packages vary so greatly. Some are free, and they can skyrocket up to $899 per month. Monster and Career Builder were also rated high cost options, while Indeed, Glassdoor, and Craigslist all remained mainly low cost options.
  4. Since NPAworldwide focuses primarily on mid-level and senior- level positions, I did not look at entry level effectiveness for these job boards. LinkedIn took the lead on both accounts for the most effective job board, with Indeed, CareerBuilder, and Monster following respectively.

 

If you are a recruiter who works a more niche market, a specific job board may be a better option for you as well. Smart Recruiter compiled a good list of those specific sites here.


15 Sources for Recruiter Training

By Veronica Scrimshaw

a pen and blank paper on the table

From time to time, our members ask for recommendations for recruiter training. Whether you’re a brand-new recruiter or someone with a lot of experience, investing in professional development is always a smart choice. Recruitment is changing so fast that it’s hard to keep up with the latest developments. And everyone can benefit from an occasional refresher course. If you’re looking for recruiter training, here are 15 solid options, in no particular order. DISCLAIMER: Some of these trainers have been paid speakers at NPAworldwide events or have ongoing sponsor relationships with us.

  • Barb Bruno, Good As Gold Training – Barb offers a complete inventory of training options from newbies to firm owners on a wide array of topics. She is a regular speaker at many local, state, and national recruitment events.
  • Scott Love, Great Recruiter Training – Scott has an engaging, motivational style backed up by a solid recruitment methodology. His Coaching Club includes weekly group coaching calls at a very reasonable price.
  • Greg Doersching, Bullseye Mentor – Greg has spoken at several NPAworldwide events and our members appreciate his practical, hands-on advice. Greg actively runs a desk, and shares a ton of handouts, forms, and other recruiter training materials.
  • Next Level Exchange – For a “one-stop shop” experience, it’s tough to beat Next Level Exchange. They offer a subscription-based training model including video library, email scripts and more from dozens of trainers (including some on this list). You can also sign up for a free two-week trial.
  • Mike Ramer, Ramer Search Consultants – Mike’s training includes client development, recruitment, negotiation, and the art of the placement. He will also customize training for in-house programs.
  • Neil Lebovits, The Dynamic Sale – Neil trains on lots of topics, but his LinkedIn Xtreme Mastery Workshops are well-rated and well-attended.
  • Greg Savage – Greg is a “tell it like it is” kind of trainer from Australia who has founded (and sold) several recruitment companies over the course of his career. If you’re not sure where to start, I recommend subscribing to his blog, The Savage Truth.
  • Johnny Campbell, Social Talent – Johnny and the team at Social Talent will teach you how to be a Sourcing Ninja – they specialize in showing you how to master internet recruiting including a variety of social channels.
  • Patricia Conlin, Global Consulting Group – Patricia is a passionate speaker on the relationship between health, nutrition, and productivity and is a Certified Holistic Nutritionist as well as the owner of a recruitment firm in Ontario, Canada.
  • Doug Beabout, The Douglas Howard Group – Doug has been a successful recruiter and trainer for more than 20 years. His training programs include how to hire the right staff in your recruitment business, as well as how to hire and develop researchers.
  • Danny Cahill, AccordingtoDanny.com – Danny is a high-energy trainer, with a comprehensive suite of products for recruiters as well as owners. Training is available live, online, or through books, DVDs, and audio CDs.
  • Glen Cathey, BooleanBlackBelt.com – Glen’s website offers a treasure trove of free recruiting and training resources on his website; he is especially knowledgeable about using Boolean search in your sourcing efforts.
  • Lou Adler, Lou Adler Group – Lou has been a longtime advocate for changing the way job descriptions are written to focus on what a person DOES instead of what a person HAS. He also publishes articles regularly on LinkedIn.
  • Shally Steckerl, The Sourcing Institute – Shally helps Fortune 500 brands build enterprise recruiting engines and is also the author of The Talent Sourcing and Recruitment Handbook.
  • Maureen Sharib, TechTrak – Maureen is a telephone names sourcer and she’ll teach you how to effectively use the telephone, too. She also moderates some active groups on Facebook.

This is by no means a complete list. Do you have a favorite option for recruiter training? Please share in the comments below – especially if you are located outside North America. We’re always on the lookout for great recruitment trainers!

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Why Using More than One Recruiter is a Bad Idea

By Veronica Scrimshaw

portrait-woman-black-jacketToday’s guest blogger is Jason Elias with Elias Recruitment, specializing in placing lawyers throughout Australia. Jason is a longtime member of NPAworldwide, a previous director, and recipient of the 2014 NPAworldwide Chairman’s Award.

Many employers believe they’ll get a better result and widen the pool of candidates by briefing more than one recruiter. But that’s simply not true for so many reasons.

I know what you’re thinking, of course he’d say that. He wants the commission all to himself!

But forget about trying to find any ulterior motive: using an exclusive recruiter is better for businesses. Here’s why.

5 reasons using multiple recruiters is bad for businesses

  1. Your recruiters will do less work. Recruiters usually get paid on commissions. On contingent assignments, if they don’t make a placement they’re paid nothing. They’re also usually very busy – at least if they’re any good. Put these two factors together and you can be sure that when you brief multiple recruiters each will spend less time and effort – not more – on filling your position than if they get the job exclusively. After all, no one likes wasting time on work they’re unlikely to be paid for. Many recruiters also end up tripping over candidates who have already been interviewed for other roles so it wastes the candidate’s and the recruiter’s time and reflects poorly on the hiring company.
  2. You won’t see the best candidates. If a recruiter has “rockstar” candidates they will reserve them as a reward for their loyal clients who have engaged them exclusively in order to cement the relationship and get ongoing exclusive briefs. Furthermore, if a candidate is uncovered during an exclusive brief, the recruiter will hold them for that client whereas for non-exclusive briefs, the candidate may be “shopped around” to several firms so bidding wars and delays become inevitable.
  3. The focus will shift from quality to speed. While we’re still on the subject, a non-exclusive recruiter’s focus generally shifts from submitting quality candidates to getting things done fast. Many will aim to get their candidates’ CVs registered first so they can lock it in, irrespective of whether their candidates are suitable. This results in more CVs for the hiring manager to review and undermines the value of the recruitment process itself, which is to screen the candidates first. In fact, some less scrupulous recruiters even send CVs without even having interviewed or spoken to the candidate – just so they can log their name first.
  4. It’s bad for your reputation. Using multiple recruiters can also be bad for an employer’s brand reputation. If candidates hear of the same job from multiple sources it reflects badly on the business, making them seem disorganised or, worse still, desperate and no one wants to work for an employer like that. In the current market, where there is a shift of bargaining power in favour of the good candidates, employers can shoot themselves in the foot and miss out on the top talent.
  5. You’ll eat up a lot more time in admin. There’s a lot of double handling involved when employers brief multiple recruiters for the same job vacancy. You are better investing time in one recruiter who understands your firm, the culture and what makes a successful candidate. Who needs more paperwork, which just adds time and costs? You will also invariably be dragged in to adjudicate over multiple recruiters claiming to represent the same candidate. This never ends well, with double invoices or, worse still, litigation. The easiest solution can be to pass over the candidate altogether and choose someone else.

Better ways to fill vacancies…

To use an analogy from the legal world, using multiple recruiters is the equivalent of going to five lawyers to draft a shareholders’ agreement and only paying the one you like first.

If you do want the expertise and reach of more than one recruiter on a job there is a solution…

Many recruiters are members of a network where they share their listings with other recruiters. (Elias Recruitment is part of NPAworldwide). In effect, this widens the net for employers without requiring any extra effort on their part. And recruiters with these kinds of arrangements in place are prepared to share their fee to make sure the client gets the best match for their job.

And the best advice is to build a relationship with an exclusive recruiter who is well connected and who has been in the local market recruiting relevant staff for a long time. Also, to protect yourself, select a recruiter who is a  member of a peak industry body like the RCSA and must abide by a strict code of conduct to protect both employers and candidates.

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Top 10 Reasons to Call a Professional Recruiter

By Dave Nerz

number-10I am a pretty independent and resourceful person. I like a good challenge. I am willing to try almost anything once. Maybe you are the same?

So when something breaks in my house, I will give it go and try to fix it myself. The air conditioner went out last week and I gave it a try. Flipping breakers, replacing filters, oiling fans, etc. No success. The feedback was pretty immediate, no cold air meant sleeping in a house that was near 85 degrees Fahrenheit, so fairly hot and uncomfortable for Michigan. Time to call a professional. Next day, the HVAC professional got us back on the path to cool air and comfortable sleeping.

When tax time comes around, I could do it myself for home, but the business is too important to mess with the do-it-yourself models. We are in business for reasons other than doing the taxes…that is something a professional needs to do. If I get a letter that requires legal review and attention, a professional is called in to help. Professionals serve a purpose and frequently do things better, more effectively and with less negative consequence than going it alone.

So what does this have to do with recruitment? These are tough times to find and attract qualified talent. So why are so many using employers using homegrown, do-it-yourself, and internal methods? Maybe independent recruiters need to better explain the value they deliver. Or perhaps being a professional recruiter is so easy anyone can do it?

Here are some reasons I think using a professional recruiter makes more sense than homegrown methods of recruiting.:

Top 10 Reasons to Call a Professional Recruiter

10. Hiring a recruiter keeps you focused on your core business.

9. Recruiters know employment law. One false move on your own could cost you way more than what you might save on a fee.

8. Recruiters can engage candidates that you cannot. For example, the best talent at a competitive business.

7. Your time is worth money. Your time and your staff time is not free.

6. Missing opportunities to get the right candidate can be very costly.

5. Recruiters will make you define the job requirements in a clear and accurate way. This gives you a higher likelihood of retaining top talent. People leave because the job was not what they were told it was.

4. Recruiters will find talent for you for years into the future once you have them on your radar. They may locate a talented candidate that is a super fit in your organization two years after a targeted search is completed.

3. Recruiters will help reduce the time to hire. Open positions are costing you money. Filling openings quicker saves you money.

2. Recruiters can negotiate salary, benefits and details less emotionally and with greater likelihood of success than you can directly.

And the number one reason you should hire a professional recruiter is:

1. A recruiter can make you money – if a professional recruiter finds even one significant candidate you might have missed on your own, or better yet, brings you a talented candidate long after a specific search is done, that candidate can drive thousands of dollars of profit to your bottom line over a 10-, 20- or 30-year career.

When it comes to attracting and retaining key talent, can you afford the homegrown, in-house method versus the use of a professional recruiter?

Independent Recruiter Blog


Sour Milk and Recruitment Firm Sustainability

By Veronica Scrimshaw

glass-of-milkToday’s installment was submitted by T. Jeff McGraw of Callos Resource, LLC in Pittsburgh, Pennsylvania. Jeff serves as the chair of the NPAworldwide Board of Directors, and has been a member of the network since 1994. Callos Resource, LLC  provides a broad range of human resource services including recruiting & search, temporary staffing, and PEO services.

One of my childhood life learning events was being responsible for returning a carton of sour milk to our local grocery store. Don’t stop reading already…trust me, the story of sour milk makes sense!

In 1975 there was no technology to alert the consumer to whether or not the jug of milk that they just picked up was spoiled or not. Back in the day, one wouldn’t know this until they arrived home and opened the carton, only to have the milk curdle in their freshly poured cup of coffee or taste the sourness as they ingested their first spoonful of Fruit Loops. At the time my mother would place the task of returning this spoiled grocery item on her 10 year old son; that’s me if you were wondering. So there I was dropped off in the parking lot to walk into the store to face the middle-aged store manager standing behind the glass-enclosed office built upon a three-foot platform (just to make the task even more ominous). What did the lesson of returning the sour milk teach me? Actually a lot! It taught me how to speak up, how to face my fears, how to be aggressive and how to be responsible. Sure, my mom was more than capable of completing this task on her own, but she chose to teach me how to be responsible, aggressive, fearless and most importantly to speak up. The late founder of our recruitment firm, John Callos, would tell us, “Don’t give your staff the fish to eat, but rather teach your staff HOW to fish for themselves.”

In a Wall Street Journal essay written by Rob Lazebnik, “The Adults We Failed to Raise,” he refers to our recent class of college graduates as members of the Most-Loved Generation: They’ve grown up with their lives stage-managed by their parents. As a result, he writes that this generation is incapable of making a single choice on their own and that they are incapable of making decisions because, as parents, we have provided them with all of the answers. The suggestions of Mr. Lazebnik are the same with our children as with our staff employees: It’s time that we provide them lessons in life skills, business skills and decision making. Staff training can allow you to provide a more independent work environment that can add to employee retention and provide you the opportunity to work on your business rather than in your business.

Training your staff or teaching them “how to fish” is just one way to ensure a sustainable business. Joining a split placement / cooperative recruitment network such as NPAworldwide can provide additional means to sustain your business. Through a recruitment network, your recruitment firm can also seamlessly add contract / temporary staffing services to your business. Your network may even offer discounts to back-office or employer-of-record service providers.

Building a sustainable business by working on our business rather than in our business takes time, energy and thoughtful planning. Developing strategies like the ones offered here can get you started on the road to a successful and profitable business model that can survive with or without you.


Closing on Objections in the Recruitment World

By Sarah Gawrys

frustrated business woman“Closing is a process, not an event.” In any industry, objections will be heard and given quite often. In the life of an independent recruiter, this is amplified as objections can be given by clients AND candidates, sometimes over and over again in one deal or conversation. Paul Hawksinson, Publisher of The Fordyce Letter, updated the handbook on overcoming objection for Recruiting, Search, Placement, and Staffing Professionals, and some of his best tips are included below, and helpful to use as a guide or even a refresh when feeling stuck.

  • If you cannot secure a major yes from the beginning, use strategies to get minor “yes’s” to get the other party down the path you need them on. For a client, ask “Her experience fits right in to the job you described, doesn’t it?” while for a candidate, “From your initial interview, it looks like a great place to work, don’t you agree?” This line of questioning makes them easy to agree with you rather than presenting negatives.
  • When making follow up calls on openings that are no longer fresh try and have a candidate to tout, even if it is not a superb one. “Good morning Shirley, this is Sarah from Executive Recruiting. Have you found your VP of Sales in the past few days? (If no success indicated, continue). Well, I have some good news for you. I took 13 calls over 3 days but I have identified a candidate I feel strongly that you should meet. When I took this assignment you stressed the need for (list primary job specs that your candidate matches). Let me tell you what this candidate has accomplished in these areas and how they can meet your needs and benefit your company.” Then attempt to close for an appointment.
  • You are worth what you charge. “When I need a heart by-pass, rest assured that I won’t select my surgeon on the basis of what he charges.” Recruiters are worth what they charge based on their expertise, confidentiality, speed, post hire downtime (hit the ground running), and negotiation.
  • Get exclusivity. Even if you are not being hired on a retained basis, you can use the common less is more talking line to secure the exclusive. The fewer recruiting firms involved in the process, the greater the level of commitment you will have to the client. Use this line, “Would you rather have a small commitment from many firms or a full commitment from one carefully selected, competent firm?”
  • For that candidate that keeps refusing interviews. “Okay Paul, then please tell me realistically, what it would take for you to make yourself available- and take a sick/vacation day- for an opportunity interview. I will only be calling you when I find such an opportunity or when I need to network, like today. I invite you to do the same. I will respect your time as you respect mine. That way, we can both benefit.”
  • When a client is being difficult on the specifics. “Put yourself in my position for a moment. If our roles were reversed, would you be willing to commit your resources to undertaking a search before you had all the information you needed to complete it properly? “

Hopefully these points help on your next search. Please include any below that you use as a go-to with a tough candidate or client conversation.


How Long is Too Long to Hire?

By Veronica Scrimshaw

tortoiseA recent Glassdoor study found that the average hiring process in the U.S. took 23 days in 2014, jumping from 13 days in 2010—the upward trend is also seen in Europe, Canada and Australia.

As many of you know, time can kill a deal for a recruiter. So where is the line drawn between being thorough and taking too much time to fill a position?

There are a number of reasons that cause filling a job order to be prolonged, from a lengthy interview process to the economy.

Hiring the wrong person can cost dearly, so some companies have become so selective with their requirements that it’s like trying to find a needle in a haystack. And yes, it’s important to thoroughly vet candidates for not only critical competencies, but also the cultural fit – possessing soft skills and growth potential. But subjecting candidates to interview after interview can cause a candidate to lose interest.

When and if a client finally finds that perfect candidate, they may be so frustrated at the process that they back out — in this market where opportunities are plentiful and they can take their time and pick and choose the best, and more decisive companies.

When a job order is open for too long, it can actually damage your client’s image – from frustrated candidates sharing negative experiences, to a perception that the company is disorganized or indecisive.

So what can you do? Let your client know that you’re the one to do the heavy lifting – identifying quality candidates, vetting their skills, and conducting their references.

Help your client nail down exactly what they’re looking for, because not having a clear idea will lead to a lot of lost time.

Just as bad as an ambiguous order is an unrealistic wish list – this is where your expertise as a recruiter comes in; Let them know what is available in the market and the going salaries for those candidates.

In addition, it’s important to constantly communicate with your candidates – give feedback after interviews. Quality candidates will likely get many offers, so it’s important to make them feel valued.

Does your client take too long to hire? Give him this blog to read, which outlines four of the most damaging results from a slow hiring process, with links to even more resources.

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3 Reasons for Recruiters to Get on the Phone

By Veronica Scrimshaw

image of business telephoneI’m a big fan of Greg Savage and especially enjoy reading his blog. He recently wrote an in-your-face post about recruiters who don’t want to use the phone, and I couldn’t agree more. Phone usage among recruiters has been declining for a number of years, and I believe it ultimately has a negative impact on placement results. Here are three important reasons why the telephone is still a terrific recruiting resource:

Job seekers are overwhelmed with InMail and other electronic correspondence. It’s gotten so bad in the Land of Spam that even LinkedIn forced a change in its InMail usage. Recruiters with less than a 13% response rate are limited in how they can use InMail. And let’s face it, a 13% response rate is pretty awful … nearly 9 out of 10 people are NOT answering your InMail. There is so much spam, so much low-quality email blasting, and so much poorly-targeted communication that everyone has had enough. It’s not just job seekers. Recruiters get flamed with the same garbage. The phone lines are way less crowded.

The phone can be faster. It takes a lot of time to write an email, revise it, re-read it, revise it some more, and then send it. And then you get a response that may or may not be timely. And you have to respond. Which means even more time to write, revise, etc. And if it’s a conversation with a lot of back-and-forth, those email chains can get pretty tedious. You know what else? You can SPEAK a lot more words in 5 minutes than you can type — especially if you use the “hunt-and-peck” method on your keyboard!

Voice conversations are better for forming relationships. Sure, it’s possible to be successful using a transactional recruitment method, but I believe better results can be obtained with personal relationships. In the natural flow of conversations, you learn real stuff about people — and that stuff forms the basis for relationship-building. It’s also easier to understand the meaning behind spoken words (or to ask for clarification). While email isn’t as formal as other types of business writing, it’s still more formal than speaking. Sometimes that formality can be misunderstood as arrogance, rudeness, or other unflattering characterizations.

It’s easy to think that because a tool is NEW that it is automatically BETTER. Or conversely, that because a tool has been around for a while it’s lost its relevance. The telephone is an oldie-but-a-goodie, a tried-and-true methodology. If you’ve gotten away from telephone calls, I challenge you to recommit. A well-executed telephone call is a thing of beauty. Do you have a favorite telephone tip? Share in the comments below!

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