Business Development for Recruiters

By Liz Carey

NPAworldwide recently held a topical call, “Business Development- Let’s Grow!” where two featured panel members covered topics like: How can you set yourself apart from other recruiting agencies? And how do you get started with business development? Read the rest of this entry »

Do You Select Recruitment Clients, or Do Clients Select You?

By Dave Nerz

Global recruitment takes me to many conferences around the world. A topic that I am hearing more about is the selection process for recruitment clients and firm client mix. While many recruiters chase profits from any client willing to do business with their firm, other global recruitment companies are targeting the “right type” of client over just any client willing to accept their bid. Read the rest of this entry »

Top Digital Marketing Trends for 2018

By Veronica Blatt

Today’s guest blogger is Sam Ajam of Founded in 2006, creates design and marketing buzz that serves the recruiting and staffing industry nationwide. Based in Silicon Valley and run by BizzwithBuzz, Inc, specializes in using the latest graphic design, web marketing tools, and technology to boost your brand’s web presence and outshine the competition. At, they always put the client first. 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. is proud to serve the NPAworldwide organization and its affiliated customers. To learn more, please visit

A new year means brand new ways to digitally market your business. But since technology is always moving so quickly, you’ll want to make sure you’re on top of things and know what to expect.

Here are a few of the biggest digital marketing trends to look forward to in 2018. Read the rest of this entry »

Things You’ll Never Hear Recruiters Say

By Veronica Blatt

I was reading a blog earlier that offhandedly mentioned that comedy writers will often use an exercise called “Things You’ll Never Hear Me Say” as both a writing prompt and a way to overcome writer’s block. First of all, I think that is a brilliant idea for sparking creative thought. Secondly, it got me thinking (humorously) about all the recruiters I know, who are generally a pretty fun (and funny) bunch of people. So, here is a lighthearted and possibly slightly snarky post of things you’ll never hear recruiters say: Read the rest of this entry »

Changing your recruiting focus

By Liz Carey

If the industry you’re recruiting in is on a downward slope and you aren’t getting much business anymore, you may have considered changing your recruiting focus. But if you’ve spent years, or your lifetime, working one industry (such as IT), it can be daunting to drop everything and change to something completely different (like healthcare). An NPAworldwide member since 1980 successfully changed his recruiting focus to a brand-new specialty during a down economy and shared tips on on developing your niche: Read the rest of this entry »

3 Tools of Influence for Recruiters

By Veronica Blatt

Our guest blogger today is Michael Neece, CEO of Michael spent 11 years building and leading top-revenue producing recruiting teams as both a team lead and top biller. He then was an internal corporate recruiter, director and VP at several Fortune 50 corporations and hyper-growth VC funded start-ups. 

As CEO of he used data analytics and research to find the secret best practices of interviewing and hiring. His products help recruiters make more placements ($5K to $10K per month) and save time (5-10 hours per month), by automating candidate prep so your candidates get hired faster.  A self-described process optimization geek, Michael also designed a hiring process called “Selecting Excellence” used by high-growth firms to build teams 47% faster. Michael holds degrees in Physics and Engineering, and is an instrument-rated private pilot.

Interview Mastery is an Industry Partner of NPAworldwide.

Closing with Integrity in 2018

Your candidate is getting an offer from your best employer. You’ve done a great job conducting this recruiting effort, but you could still lose if your candidate does not accept the offer. Read the rest of this entry »

Salary History Becoming Off Limits for Recruiters

By Veronica Blatt

salary history banOur guest blogger is Anthony Carabba, Jr., who has been an employment lawyer for nearly 25 years and is the founder of Carabba Law P.C., a New York City employment law boutique. Anthony assists organizations and individuals in navigating all aspects of the complex, ever-changing employment law landscape. He may be reached at 212.430.6400 or

In a swell of recent legislative activity with particular importance to recruiters, numerous states and cities have banned employers — as well as their agents and employment agencies — from asking job applicants about their current or prior salary history during the hiring process. New York City recently enacted such a ban, joining Massachusetts, California, Delaware, Oregon, San Francisco and Philadelphia. It’s a hot-button issue, with numerous other states and municipalities considering enacting similar bans, while many businesses remain opposed. In one noteworthy development, the Philadelphia Chamber of Commerce sued the City of Philadelphia to stop the enforcement its ban. The ban is now stayed pending court determination. Read the rest of this entry »

Elevate Your On-boarding to Retain Talent

By Sarah Freiburger

On-boarding a new hire is not a new concept, however, as we hear more and more about company culture and changing workplace structures, it is important to also keep your on-boarding process up to speed. Turnover is expensive, and many C-Suite executives state that a key factor in employee retention efforts lies in the on-boarding strategy. As a company, your goal should be to build your new hires trust in the organization along with teaching them the relevant job skills. Here are a few ways to freshen up your existing process.

“Organizations with a strong onboarding process improve new hire retention by 82 percent and productivity by over 70 percent.”Source: “The True Cost of a Bad Hire,” Brandon Hall Group

As mentioned, the goal with onboarding should be to build a new hire’s trust in the organization. If you present a welcome package and environment already set up for success with a clear outline of their first two weeks of employment, it sets a clear tone that you were expecting them and have your priorities organized well.

A great example of this lies with Twitter. This social media giant has an elaborate 75-step process for the first day. On the first day, new hires not only have breakfast with the CEO followed by a tour of the company office, but when employees arrive, the company has their email ID, a t-shirt and a bottle of wine waiting at their desk. A tour is followed by group training on the tools and systems relevant to their role. Twitter also does a monthly new hire happy hour where they introduce the senior leadership team.

Another idea to make a memorable first day is to eliminate the load of paperwork. Many companies have an overwhelming amount of forms to sign and complete as soon as a new hire enters the building and this does not create an immediate grand environment. Consider using a software such as Zenefits to spread the paperwork out and give new hires some independence in completing it on their own time before and during their first week. You will still be able to assign due dates and track progress, but it allows a much more relaxed feel to signing all the dotted lines.

Linked-In chooses to settle some of the HR topics in a lunch and follow up session titled “Investing (IN) You” which covers company benefits in an appealing manner that shows how invested they are in their employees. They close the first day by providing a new hire on-boarding road map that gives a week by week guide outlining how to be productive and successful in their new role.

Also, switch up the feedback loop. “In a recent poll, 38 percent of employees felt that when leaders dismiss their ideas without entertaining them, they tend to lack initiative. An active and committed employee base is one of the benefits of listening to your employees.”Source: “5 Reasons Why You Should Listen to Your Employees,” SHRM

While a new hire is not likely to tell you anything is awful straight away, avenues for open feedback allow new hires to present problems or solutions that you may not even be aware of, and can work through to change what could be a foreseeable trouble spot.

A closing great practice is to circle back with the recruiter who initially sold the candidate on the position. Especially when using agency recruiters, they have likely developed a strong relationship with the candidate and are keenly aware of what made your position or company a good fit for that individual. Working together to create a brief on what to highlight during the new hires initial 60 days will result in a more personalized on-boarding process that the new hire can feel the value in. A tailored approach is the new best approach.

If you’re looking to build a relationship with a trusted recruitment agency, click below to learn even more benefits of using one of our 500+ firms worldwide.

Teen Employment on the Decline

By Veronica Blatt

I was 13 when I got my first “real” job with an actual paycheck (I’d already been babysitting for a while before that). I started working during a summer break, and continued to work a few hours during the school year as well. Most of my friends had jobs of some sort during the summers. By the time we were getting ready for college, I’m not sure I could name ONE person in my extended circle that wasn’t working. Read the rest of this entry »

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 »

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