Changes to the Employment Landscape Impacting Workers

By Veronica Blatt

Today’s guest blogger is Laura Schmieder of Premier Placement Inc., specializing in manufacturing especially engineering, operations, supply chain, sales and marketing roles globally. She currently serves on the NPAworldwide board of directors.

Yesterday I read an article, well to be honest, I quickly scanned an article in my local newspaper that discussed how “young people” are stressed about long term care. THEN it was featured on one of my browser newsfeeds later in the day. The gist of the article was different from the title – SURPRISE! Basically it was not that they were afraid about what it would cost them, but what it means for them directly because at this time, right now, so many were responsible for someone who needed it. Some paid for it but more often, they were providing care to a family member or friend who was nearing the end of their life….and worried about who would be there when they were in their time of need. Read the rest of this entry »

Stay Close to the Money!

By Veronica Blatt

Today’s guest blogger is Bill Benson with WilliamCharles Search Group located in Grand Rapids, MI. WilliamCharles is an executive search and professional recruiting firm specialized in finding managerial and executive talent in finance, HR, operations, sales/marketing as well as president/CEO roles. They have a concentration of clients in Michigan but they also work across the US. Bill is the chairman-elect of the NPAworldwide Board of Directors.

One of my bosses in the 80s (dating myself) would always say ours is a simple business, “It takes a job order and a candidate,” and, “If you’re on the phone, you’re making money – let’s not overcomplicate it.” Hard to dismiss entirely because he is now CEO of Robert Half International. In those days, not being on the phone meant a quick path to the door.

So let’s all agree you can’t have a discussion about success in our business without working hard and being on the phone! Find a way to plan out and measure your calls and amount of time on the phone.

Focus on the right stuff is key, so let’s talk jobs, clients and candidates – they are not all created equal in terms of value. The euphemism I’m using is “high currency jobs” and “high currency candidates.” High currency translates to high likelihood of a resulting placement. If you’ve been recruiting for 5-10 years, this should not be a new concept. I’ve come to understand that improving is often not learning something new but being reminded and refocused. Simply put…if your business is not focused on high currency jobs or high currency candidates, then you need to evaluate your business model. I see too many recruiters working in low currency spaces.

For the new and need reminding recruiters out there…here is a guide for what “is” high currency.

High Currency Jobs:

  • Job orders where the client has paid a retainer (commitment fee) or “exclusive”
  • Client is counting on you
  • Job specs and salary align
  • Client is the hiring manager not a recruiter
  • Job has not been posted
  • Job is fresh (yes, jobs are perishable)
  • Candidates can be found (not saying easily found necessarily)
  • Client returns phone calls and gives feedback on resumes

High Currency Clients:

  • Clients that have ongoing hiring needs
  • Client where you have ad recurring success
  • Middle tier companies that don’t have large talent acquisition departments.
  • If a large company, then a consistent approach to using recruiters. Often private companies are less inclined to constantly re-engineer their approach to talent acquisition.
  • Large public companies with large TA functions are not consistent and reliable clients. Building a business with this as the foundation is like building a house on sand.

High Currency Candidates:

  • Candidates whose background is in demand – this is a common denominator
  • Hard-to-find candidates (staff to manager level)…every industry and function has them
  • Candidates that are not answering ads and posting their resume
  • Candidates that are “actively passive” or passive but motivated to make a change
  • If active and high demand then work with them exclusively
  • High-quality candidates (degreed, quality company experience and track record)

Here are some truths to consider.

Posting jobs and working active candidates…hoping to race the resume in front of the client before their own TA person finds them is not adding value and will not be sustainable over time. C’mon man.

The path of least resistance will not lead to high currency anything.

You can’t build trust with clients or candidates over email.

Hard to find candidates/high currency candidates are not recruited electronically.

You can’t build a long term relationship with a large company TA department. They are always trying to do things on their own and they have a larger budget than you do.

High currency candidates know other high currency candidates.

Adding value leads to more referrals both with clients and candidates – find ways to add value.

The good news is that you can develop a business model that fits your strengths and preferences. If you don’t like to grind for candidates, then build a client development engine and find great partners who will turn your jobs into cash.

If your recruiting focus is high quality candidates but not necessarily hard-to-find candidates, then you need to find the right partner who can host your capability. This is especially true if you prefer to do “targeted recruiting.” These opportunities exist but they require finding that right trading partner and building a relationship.

If you have success recruiting hard to find candidates, you can find a trading partner within that niche and let them turn that candidate into cash. You are better off spending your time on sourcing/recruiting and filling your pipeline with other hard-to-find high currency candidates. Again, stay in the work where you excel and find enjoyment.

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How to Keep Clients Coming Back

By Liz Carey

After my birthday this year, I sent out ‘Thank You’ notes, like my mom taught me to do growing up.  It’s kind of a lost art – Social media, texting and email are the status quo now, and granted it’s much easier (and saves you the cost of a postage stamp)… But if the recipient gets just another email in their inbox (or worse, spam folder), they may miss it. A handwritten thank you note, on the other hand, commands attention. People notice thank you notes. People remember you because of them. That’s why recruiters often tell their candidates they should send a Thank You note to the hiring manager after an interview. It’s important to remember that it’s the little things that mean a lot. Good customer service is what builds good relationships with clients (and candidates) and keeps them coming back. Read the rest of this entry »

Recruiters, Document Your Accomplishments!

By Veronica Blatt

What brought this topic to mind? Don Gorske, of course…he is the Wisconsin man who has consumed 30,000 McDonald’s Big Mac sandwiches. In fact, he has been eating them for 46 years. Usually two sandwiches a day and on occasion just one.

The reason this came to mind…he saved his receipts. He is going into the Guinness Book of World Records because he DOCUMENTED HIS ACCOMPLISHMENT! Read the rest of this entry »

Understanding Collective Bargaining Agreements

By Veronica Blatt

Today’s guest blogger is Eric Snethkamp, global channels & strategic alliances manager for SafeGuard World International. For nearly a decade, organizations around the world have relied on SafeGuard World for their global HR needs, specifically around payroll and employee compliance. SafeGuard World is an Alliance Partner of NPAworldwide.

When setting up a business or an office in a foreign market, one of the most important issues to consider is how far laws and regulations in that country differ from the way things work in your home market. One crucial aspect of this relates to the legal requirements around worker rights and collective bargaining agreements. Read the rest of this entry »

Communication is Key to Successful Split Placements

By Veronica Blatt

There is a saying in recruitment that time kills all deals. When it comes to successful split placements, I believe poor communication kills deals. Whether you’re committed to splits on your own, with an informal group of partners, or as part of a network, strong communication … maybe even “over-communication” … is the key to success. Here are a few examples: Read the rest of this entry »

Following Up After a Conference: 4 Tips and a Template

By Sarah Freiburger

If you have attended a large networking event or conference, you are quite familiar with various sayings such as, “We will chat next week!” or, “Can’t wait to touch base” and perhaps even, “Let’s get that done!” However, as the story sometimes goes, we come back to flooded email inboxes, and start to tackle other projects or ideas and end up never following up on those conference connections that seemed like the best idea at the time. Perhaps just the title of this article triggered you to get to it, but if it did not, here are four tips and a template to get you through.

  1. Start with a Direct Subject Line. Your new contacts are likely buried up in emails just as you are, so the subject line will help get you some immediate action, or be filed for when it is needed. For instance, in our split placement recruitment network, a great subject line would be your go-to business. Such as “You met a top Cyber Security trading partner last week”. Things to note here are including that they met you, when they met you, and the top skill your connecting might offer them.
  2. Learn More About Each Other. If you met someone briefly at a like minded networking event, chances are high that there is something you could both learn from one another, even if you did not find it in the quick pace of the event. A good line here is “I think we could mutually benefit from chatting further.” Include a sentence or two about yourself, and then ask for a call or in person coffee meeting to explore your business acumen further. Before the meeting jot down a few core subject topics such as what technology tools they find most useful in business, what they think could propel their business forward further, or even what is a challenge they are facing in their industry.
  3. Clean up your notes. Spend an hour or so dedicating time to sorting through all of the information you’ve brought back. A few good sections would be Next Steps / Key Learnings / Meeting Details / Session Notes. The main thing here is separating strategy from action. Put those action items in a digital task manager or schedule them out over the next few weeks, and get back to your normal flow knowing you are addressing what you wanted to.
  4. Get Social. Here is where 2018 lies, the communities on social media that begin off of groups and industries are growing in popularity even more. Make sure to connect with those you’ve met on Linked-In, and those that you have photos or fun memories with, connect with on Facebook as well. Make a single post about your trip/conference and key takeaways, then tag all the old and new friends you met. This is a great way to build community and comradery, as well as pick up the interest of your friends that fall in the same industry and may attend the following year! If the organization has a presence, tag them as well for they might be able to use your post in future marketing efforts!
  5. A template for getting you going. If you are a copy and paste type of person who wants a way to get this going, here is a super light approach that you can send after making a Linked-In connection to the individual.

 Hi [contact’s name],

It was great to meet you in [name of event] on [date]. I had a great time chatting with you about [something you talked about]. On your LinkedIn profile, it says you’re currently focused on [industry they are in or specialty that they do]—and [reason why it relates to you]. Let me know if you’re free to connect for a chat sometime next week to discuss some synergy?


[Your name]


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 »

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