5 Sourcing Hacks for Recruiters to Know

By Veronica Blatt

In going through notes and slide decks from our recent Global Conference, I thought I would share 5 sourcing hacks that I learned from various speakers and presenters: Read the rest of this entry »


4 Important Reasons to Attend Recruitment Conferences

By Veronica Blatt

As you’re reading this post, our Global Conference is kicking off in Tampa, Florida. Recruitment conferences are offered by a variety of organizations, designed for a wide range of audiences and participants. These events are a valuable part of your professional and personal development activities. Here are four of the most important reasons for attending: Read the rest of this entry »


Interviewing is a Two-Way Street

By Veronica Blatt

interviewing-candidates-for-jobOur guest blogger is Pam Robison of J. Gifford Inc. in Tulsa, Oklahoma. J. Gifford Inc. is a small, quality conscious firm providing highly individualized recruiting services to clients on a local, regional, national and international basis. The firm’s recruiting activities are focused on professional, technical and managerial placement, as well as contractor and international staffing for clients. Pam is the Director of the US Midwest Region for the NPAworldwide Board of Directors.

We’ve all been there. We may be at an industry event or simply enjoying dinner with other professional recruiters, and someone will say, “I could write a book with all the stuff I’ve seen over the years.” I couldn’t agree more. I’ll spare the novel and focus on just one of those topics for now. Read the rest of this entry »


How to Win in Recruiting

By Liz Carey

The National Hockey League playoffs start today, and it got me thinking how hockey recruiting and executive recruiting is similar. Just as hockey recruiters have lots to assess besides how a player can shoot the puck, executive recruiters have to look beyond job titles and resume bullet points to make sure their candidate will be a fit at their client company.

Here’s a few quotes from college hockey coaches from this article on What Coaches Want in Recruiting, and how they can be applied to the executive recruiting world. Read the rest of this entry »


Leverage Recruiters for Success

By Dave Nerz

This is a message that is equally useful for both employers seeking great candidates and candidates in search of great work. Leverage recruiters and leverage the numbers of recruiters you have working for you.

Perhaps you have found one recruiter that works well with you. They always have time for you, they understand your niche, they have good knowledge of the geography you are searching. That is superb! Do not mess with success. Stay the course. Read the rest of this entry »


Techniques for Minimizing Candidate Dropout Before Day One

By Veronica Blatt

Today’s guest blogger is People 2.0, a full-service Business Process Outsourcing (BPO) company offering a best-in-class Employer of Record platform for deployment of a global contingent workforce. People 2.0 is an NPAworldwide Alliance Partner. Below are some thoughts on how to reduce the likelihood of candidate dropout prior to their start date.

It’s no secret that losing an employee between offer acceptance and day one of work is excruciating for both you and your client. You have to replace the candidate quickly, your client was already sold on the candidate and you’ve spent considerable resources recruiting, interviewing and onboarding the candidate. Read the rest of this entry »


Work-Life Balance for Small Business Owners

By Veronica Blatt

Today’s guest blogger is Julie Parsons, owner of Premium Consulting. The firm provides recruitment solutions across industries such as transport, distribution, supply chain, engineering, manufacturing, food industry and operations/technical roles. Although Brisbane based, most recruitment involves regional and national roles, with some international work in Indonesia, Asia and Europe. Julie formerly served on the NPAworldwide Board of Directors.

Starting and running a small business takes guts. It also takes a lot of hard work and long hours.

In the beginning, small business owners wear a lot of hats and put in very long days. Are you now caught in an endless cycle of long hours and moving from one project and task to the next with limited time off? Does switching off and taking a holiday seem like an impossible dream, you may think, “I don’t have time?”

Why work-life balance matters

The benefits of work-life balance start with having more hours in the day to spend outside the office, enjoying friends, family, hobbies, community work and free time, but that’s only the beginning of the advantages: Work-life balance is healthier and prevents burnout.

Consider a shorter workday

Experience demonstrates that shorter days can increase productivity. Just because you’re at your desk for eight hours doesn’t mean you’re being productive. Even the best employees probably only accomplish two to three hours of actual work. The five-hour day is about working smartly and managing your time and tasks efficiently over a shorter day. Small business owners can use some of the saved hours purely for strategic planning.

Automate and outsource

Let technology work for you. Use the latest tools; if you don’t know what they are, find someone who does. You don’t need an assistant next to you, find one online and pay them for the tasks you need. You can’t be an expert at everything.

Technology in the cloud

Move your data to the cloud. If you’ve used Dropbox to save a photo you took, you’ve already moved data to the cloud. Is your small business making the most of the cloud? Accounting, design, CRM, social media and other tools—these are all available in the cloud. The cloud is a fast-changing technology that can make your company more agile and you only pay for what you need.

Vacations, or work while traveling

When you see just how much can be done in less time than ever before, you should book a trip; you may need one. Most small business owners have a tough time taking time off in spite of the benefits to health, productivity, and possibly profit.

With the right technology and connectivity you can work remotely, and you should empower and reward your staff to manage the business while you’re away. You are one call or click away if needed.

As you implement these tips, you can streamline your business while creating a healthier, happier, and more productive work environment for you and your staff.

Independent Recruiter Blog


German Hiring Outlook Bullish in Q2

By Veronica Blatt

quarterly hiring outlookManpowerGroup has released its Global Employment Outlook for the second quarter of 2018. This survey asked more than 59,000 employers across 44 countries and locations to answer a single question: “How do you anticipate total employment at your location in the three months to the end of June 2018 as compared to the current quarter?” While overall confidence is strongest in Taiwan, Hungary, Japan, and the USA, there are some notable changes in other countries as well. The German hiring outlook is at its strongest level in six years, led by a manufacturing sector that is at its most robust point in a decade. In fact, hiring is expected to increase in 25 out of 26 countries surveyed in EMEA. Other key points include: Read the rest of this entry »


How Small Business Recruitment Strategies Differ From Those of Big Businesses

By Veronica Blatt

image for small business recruitment tipsToday’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 members. To learn more, please visit www.buzzrecruiter.com

Does having a small business mean you can’t attract top talent to your company? Or that you have to struggle with replacing talent that leaves your business for another?

As a small business owner, there are extra steps you have to take to ensure you always have great talent on your roster. Read the rest of this entry »


Moving Forward…With Temp and Contract Placements!

By Sarah Freiburger

Everything is moving forward with the economy as we reach the end of the first quarter in this likely-to-be boom year of 2018! Look back on placement requests you have received so far and consider if you have been able to successfully satisfy your client’s needs. If the answer is no, you may need to consider other actions to help improve your success ratio. Even if the answer is yes, you can always improve!

If your client has hesitated to hire a candidate on a direct-hire basis, offer the option of a temp or contract placement to enable the client to move forward with a minimum of risk. If the placement is a success, the client can move the person to a direct position and compensate you with a conversion fee. This can be beneficial for all parties and can serve to keep things moving forward. If the client is not totally satisfied with the placement, another candidate may be sought.

You may want to join a networking group (like NPAworldwide) to facilitate your ability to make national placements or to take advantage of “split fee” arrangements with your network peers. Citing NPAworldwide “Split fees can generate incremental business that level out seasonal or cyclic revenue fluctuations.” By taking advantage of their networking opportunities you can increase your pool of candidates and positions within your recruiting specialty. You may have the candidate, and they may have the client company…both of you can move forward!

Improving your business success may require you to take training through local associations or via webinars from nationally recognized trainers like Barb Bruno of Good as Gold Training, Inc.  Training can help polish your skills and improve your over-all success with placements. You may be introduced to new ideas and techniques which will help you move forward toward improved performance and profitability.

Consider moving into business outside your typical market. You may discover opportunities that are a good match for your skills and expertise. The networking and training cited above can help you grow your business by exploring other markets. Along the way you will likely discover applications for temp and contract placements where a direct-hire is not immediately doable. Take advantage of these opportunities when they arise and improve your profitability.

The improving economy will likely stimulate employment needs across the nation. With the wide variability across state and local boundaries of regulations, taxation, insurance, and other requirements, you should consider partnering with a third-party vendor to help you with back office support for temp and contract placements. You can spend your time and efforts on what you do best: find and place candidates. Let a third-party vendor such as Evergreen Contract Resources help you move forward.

This post comes from Judy Collins at Evergreen Contract Resources.

 



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