Split Placement Networks: Coming Out of Your Comfort Zone

By Sarah Freiburger

Don Previti, owner of DVP Partners in New York, shared his review of his time in a split placement network. For him, success meant coming out of his comfort zone.

“Many of us have been recruiters for years and we all know how we can get accustomed to a comfort zone in managing our business. We know what got us here on every business level and we tend to revert to what feels comfortable and what has worked in the past. We focus on the same market sectors in the same business discipline in the same type of positions. I am no different than you. When I started my business I was focused on financial services and hedge funds in the NY area. That was where I made my living so that is where I spent my time.

But I came to realize very quickly that one of a split placement networks many strengths is it offers ways to expand our business and take us out of our comfort zone to not only add value to our clients but act as a catalyst to help grow our businesses.

Geographically, the network I belong to levels the playing field by providing member firms with an immediate competitive advantage to compete on a national and international platform. I have local clients who have an international presence and I can now position my firm to compete on a global scale with firms with much deeper resources.

The same can be said for business disciplines. When I was starting my business I was focused mainly on compliance, operations and technology, but I soon realized that I can leverage the local network knowledge and expand my business into audit, tax, finance and sales.

Expanding into a new market sector is more difficult but can be attained since there are dedicated trade groups for each business discipline. You can learn directly from experienced professionals who add direct value to your business on that market discipline.

I also started my business as solely an importer but once again coming out of my comfort zone I closed one of my largest deals of the years with another trading partner with me as the exporter. I now look for ways to expand the exporting side of my business.

In conclusion, take yourself out of your comfort zone. Join a trading group that is not directly associated to your market and learn. If you are exclusively an importer and have the positions, try to do one exporting deal this year where you provide the candidate. If you are an exporter only, try to do at least one importer deal this year. Expand into new markets and leverage the considerable global platform and resources that your network provides. I did, and as a result I now conduct over 30% of my revenue in business disciplines and geographic markets where I had no prior experience.  If you come out of your comfort zone and look to expand, a split network can help grow your business and add sustainable value to your clients.”

 


Global Expansion – What to Expect & How to Prepare

By Veronica Blatt

Today’s guest blogger is Tim Bell, Chief Revenue Officer at People 2.0, a full-service Business Process Outsourcing (BPO) company offering a best-in-class universal worker platform and complete Employer of Record platform for deployment of a global contingent workforce. People 2.0 is an NPAworldwide Alliance Partner.

Deciding to expand business operations into another country is never done lightly, and the hard choices and requirements for careful planning continue once you enter your new territory. The secret to a successful expansion is remarkably simple: effective planning. Effective planning is the bedrock of your global expansion and should receive your organization’s complete attention.

As you set up in a new country, there are a variety of decisions to consider, each one having potentially significant effects throughout your organization. Decision trees can help you see the potential consequences and causal links between decisions within your company’s infrastructure. With multiple factors to consider, it is imperative to have all options clearly presented before making final decisions. Read the rest of this entry »


Swap, Collaborate, and Listen

By Veronica Blatt

Our guest blogger is Jason Elias of Elias Recruitment in Sydney, Australia. Elias Recruitment is a specialist legal recruitment consultancy, finding lawyers for law firms, not for profits and corporates, across Australia. Jason is the Secretary/Treasurer of the NPAworldwide Board of Directors and received our Chairman’s Award in 2014. Jason is also a Fellow of the peak recruitment industry body in Australasia  the RCSA (Recruitment & Consulting Services Association).

Who would have imagined the words of the famous 1980’s philosopher Vanilla Ice, would be so prophetic in 2017. The sharing economy dominates headlines – Uber, Airbnb and Airtasker. But what about recruitment, are there opportunities to share job orders and candidates? Read the rest of this entry »


6 Time Management tips for Recruiters

By Liz Carey

In the recruiting business, you often have to “wear many hats” – especially if you work for a small firm or are an independent recruiter. There’s always work to do. We hear over and over recruiters are inundated with job orders, and just don’t have the time to do things like draft up and post job descriptions, or respond to the numerous emails and phone calls they get daily, because they’re focused on scouting top talent. When you’re spread so thin, is it time to hire another recruiter or administrative person? Can you outsource some of your tasks? Or, could it just be that time management needs to be addressed?

Time is money, and if you’re spending your valuable time doing things that someone else could do for you just as well, it might be time to lighten the load by hiring another recruiter or administrative associate, or outsourcing it to another company. But before taking that step, here are a few time management tips that might free up some time to get those other tasks done: Read the rest of this entry »


Why Don’t Recruitment Agencies Collaborate More?

By Veronica Blatt

I was reading a post on LinkedIn this morning titled, “Why Don’t Recruitment Agencies Collaborate More?” and it got me thinking about some of those reasons. As a split placement network, our members have been successfully sharing candidates and jobs for more than sixty years. But, there are definitely recruiters who shy away from the cooperative model. Here are some of the reasons for that reluctance: Read the rest of this entry »


3 Ways to Boost Recruiting on Instagram

By Veronica Blatt

Recruiting on InstagramToday’s guest blogger is Sam Ajam of BuzzRecruiter.com. Founded in 2006, BuzzRecruiter.com creates design and marketing buzz that serves the recruiting and staffing industry nationwide. Based in Silicon Valley and run by BizzwithBuzz, Inc, BuzzRecruiter.com specializes in using the latest graphic design, web marketing tools, and technology to boost your brand’s web presence and outshine the competition. At BuzzRecruiter.com, they always put the client first. BuzzRecruiter.com offers top notch customer service, one-on-one consultations, and custom solutions in responsive web design, graphic design, search engine optimization (SEO), web and interactive marketing, social media branding and content writing solutions.

At BuzzRecruiter, their motto is Connect, Communicate, and Compete – they are committed to helping recruiters connect with clients and top talent, communicate with them through savvy design and marketing communications, and compete to place those top candidates with leading companies in a variety of industries. Recruitment is an active process and they can help you hone your public image for the best results.

BuzzRecruiter.com is proud to serve the NPAworldwide organization and its affiliated customers. To learn more, please visit www.buzzrecruiter.com

There is no denying the popularity of Instagram. The statistics speak for themselves – 600 million monthly active users and 400 million daily active users. Instagram usage is now outpacing both LinkedIn and Pinterest.

It is common knowledge that your company’s image is important for sales, but it is equally important in order to recruit quality employees. Learning about the potential of Instagram and putting it to work for you will bring in talented and qualified people. Read the rest of this entry »


Mobile Recruiting: Get in the Know

By Veronica Blatt

Today’s guest blogger is Rick Maré with JXT. Rick is the founder and CEO of JXT, the number one provider of cloud-based digital marketing solutions for recruiters and corporate recruiters. Rick has coached thousands of recruiters, empowering them to take their businesses and careers to the next level. Connect with Rick on LinkedIn.

How we look for and explore job opportunities today have changed a lot. Mobility influenced the ways we access and exchange information in hiring to be about relevance, speed, and simplicity. Read the rest of this entry »


An Expansion Draft for Recruiting

By Liz Carey

I’m a huge hockey fan, and the big news in the NHL right now is the league’s newest team, the Las Vegas Golden Knights. The Vegas Golden Knights are the league’s first expansion franchise in nearly two decades, and they will begin play this upcoming season. Because the team is brand new, the league is holding an expansion draft, where the team selects at least one player from each of the other 30 teams in the NHL in order to fill their roster.

What does this have to do with recruiting? Well, it got me thinking. When a recruiting firm has more job orders than they can fill, it might be time to expand. But just like a new hockey team, it can be a challenge for a recruiting firm to start a new branch / office with no “players.” Read the rest of this entry »


Q3 Global Hiring to Remain Similar to Q2

By Veronica Blatt

global placement activityManpower has released the results of its third-quarter Employment Outlook Survey, which looks at global hiring plans across multiple sectors. Most payrolls are expected to remain flat or expand slightly compared to the previous quarter. The year-over-year comparison indicates a slightly stronger outlook. The complete results, including more than 40 countries, can be downloaded here. A regional summary of some noteworthy statistics can be found below: Read the rest of this entry »


Want to Work Globally? Just Ask!

By Sarah Freiburger

quarterly hiring outlookIn the recruiting world, many recruiters say they only work one city, state, or region. They may have a set group of clients they work with in that area, but could be losing business without even knowing it. If you have a multinational client, or a large business you work with that is headquartered in your area but may have satellite office elsewhere, you should try to win their job requirements outside of your geography. You may not have candidates in that area, but it is quite possible you know someone, or can find someone, who does!

Recently, an NPAworldwide member in China and another member in Pennsylvania, USA, worked together to fill a JDE ERP Business Systems Analyst role in the Machinery / Heavy Equipment Industry.

“For years, I have been telling my clients that through my membership in NPA, I can help them find candidates for their positions not only throughout the U.S. but also globally,” the PA-based recruiter said. “At last, one of these companies, a longstanding client with whom I have made many placements, ‘took me up on the offer’ (his words) and asked for my help in finding a Business Systems Analyst to work in their manufacturing plant in Kunshun, China.”

She posted the position on the network’s job sharing site, and reached out to several affiliates who had made placements with the help of members in Asia for suggestions on who to contact. Within a few days, several recruiters responded.

A Chinese-based member of NPAworldwide started the search quickly, as the client was traveling to Kunshun from the US to have interviews the following week. Despite limited time, they found several qualified candidates.

“Needless to say, my client was very surprised at the quality of the candidates we submitted but also the speed with which we found them,” the PA recruiter said. “My partners deserve the credit for this and they handled not only the recruiting but also all the candidate contact including setting up phone calls and in-person interviews when my client visited Kunshun.”

The happy ending, was that the two recruiters placed an excellent local candidate with a grateful and happy client.

In any cross-border deal, it’s important to have clear and consistent communication along every step of the way. After every interview, these two recruiters would promptly exchange client and candidate feedback, to ensure the consistency and timeliness of information.

To get this job order, all the Pennsylvania recruiter had to do was tell her longstanding client that she had the ability to help them globally. She then used the power of the network to collaborate across borders.

Don’t miss out on placement fees! Ask what your clients have going on elsewhere, and let them know you can help!



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