Ten Things Your Recruitment Website Must Do for Your Business

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.

Your recruitment website is much more than just your digital presence. It’s an integral part of your business. Your digital marketing platform can streamline your entire hiring process and candidate experience. With optimised SEO combined with a strong marketing strategy, your website can showcase your employment brand and latest vacancies to more candidates than ever before. To help you ensure your recruitment website is providing a strong return on investment, here’s ten things your website must do to drive your business. Read the rest of this entry »


Transparency Matters in a Trading Partnership

By Liz Carey

In any good split placement trading partnership, transparency matters. NPAworldwide recently hosted a topical call, called “Transparency Matters,” where two NPAworldwide members (who closed 17 deals together last year) shared why communication with your partners is so important!
Great trading partnerships like theirs happen when partners are essentially an extension of their desk, and treat each other like they were working in the same office, even if they’re halfway across the world.

Here’s their advice on successful trading partnerships: Read the rest of this entry »


Companies with Flexible Work Options Taking the Lead!

By Sarah Freiburger

Many people that are part of the baby boomer generation pride themselves in a strict work environment that keeps employees tight to their desk and offices 40 hours per week, and rarely steps away from the standard work week they are accustomed to since entering the work force. As work place culture evolves the past few years, we are seeing more and more large corporations get carried away with providing unique working environments for their employees that encompass anything from beer in the fridge, a foosball table, and work from home options. Recruitment firms have even started interviewing companies on what type of culture and flexible benefits they will be able to offer candidates to compete in this changing workplace. Here are a few suggestions you can make to a client or a few you can consider as a company to make small steps towards culture change.

  1. The work from home option. Micro-managers likely cringe at the suggestion of losing sight and in their opinion, control how long Sheila is sitting in her office by her computer each day. Reality of this is, Sheila is caught up on work from knocking out late hours on projects the past few nights and is now sitting staring at a computer with mental exhaustion counting down the minutes until she can leave. Many employees who have an endless task list and projects to get done need a little flexibility on when and where they crank out their work for peak mental performance. With a work from home option, even once or twice a week, Sheila could get up at 6am and crank out emails then take a break to make a healthy breakfast and start laundry before launching back into the next project.
  2. Non-standard hours. As many companies are starting to have a national or even global span, 9am-5pm is no longer as feasible for peak performance. Companies who instead determine how many hours make up a salaried role and then allow their employees the flexibility to report those hours in a week help an employee work during their peak times without feeling burnt out or overworked/underpaid.
  3. Overtime for salaried roles. This is a great follow up from point 2, where additional work hours should be reported and compensated accordingly. Travel time as well as night or morning meetings and calls should all be factored into an employee being allowed time off the next day, or extra compensation.
  4. Finally, consider part time roles for high level positions. For instance, a Director of Communications role for a smaller company may be able to work remote and part time and accomplish more than a full-time employee based on the latest tools and trends to speed up processes. Many parents who do not have the commitment to a full-time role but the talent to help a corporation immensely may be left behind due to a rigorous in office schedule.

If your client is looking to hire millennial talent they need to be prepared with options that appeal to their candidate to help them stand out. The above points are a good starting point to discuss as the work place continues to evolve and change.


3 Reasons to Say YES to Split Placements

By Veronica Blatt

While there are plenty of recruiters who are open to making split placements, there are just as many who are reluctant. They don’t see the value to their businesses, they’d rather keep the whole fee, or they worry about a rogue partner who doesn’t pay them. Since it’s nearing the end of the year, and it’s time to start planning for next year, I’d like to offer up three reasons why all recruiters should be saying yes to split placements. Read the rest of this entry »


Is Google About to Scare Visitors Away From Your Website?

By Veronica Blatt

Image of HTTPS secure siteToday’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

Why Having a Secure Site Matters Now More Than Ever

Did you know 32 percent more sites were hacked in 2016 than in 2015? Read the rest of this entry »


Accessible State-of-the-Art Staffing Technology

By Veronica Blatt

Today’s guest blogger is Matt Comber, chief partnerships officer for Volcanic, a TEAM Service Provider. Volcanic is the only true SaaS provider in the global staffing industry, bringing to market a cloud-based, modular system that can be customized to a company’s specialized needs. The SaaS model provides risk-free entry, with 30-day contracts, no upfront investment and a simple monthly fee. Volcanic has leveled the playing field in staffing technology, allowing businesses of all sizes to access a market leading platform and to compete using the same technology.

The USA has been characteristically quick to adopt the SaaS (software as a service) business model, recognizing its huge advantages to businesses, particularly in the small to medium business sector. According to the Business Centric Services Group¹, an estimated 88 percent of small businesses will use cloud-based apps by 2018-2019, and that number is only set to grow as the Gig economy thrives. Read the rest of this entry »


Recruitment and the Ever-Shrinking Attention Span

By Veronica Blatt

recruitment-human-attention-spanToday’s guest blogger is Nicholas Hutchison, our membership marketing associate. Thanks for the timely topic, Nick!

In my consumer behavior class, we have been covering the ever-shrinking attention span and how it affects conversion ratios. If you had to guess how long you had someone’s attention for, what would your number be in seconds? I’ve heard guesses of 30 seconds and I’ve heard guesses of 3 seconds. It truly depends on the reader, but studies show that the average attention span for humans is now 8 seconds. My question to you is, what are you doing as a recruiter or hiring manager to maximize those 8 seconds. If you haven’t thought about it then ask yourself these questions: Read the rest of this entry »


Use Business Intelligence to Go Beyond Instincts for Staffing Success

By Veronica Blatt

business intelligence graphicToday’s guest blogger is Rick Fetzer, IT Consultant for People 2.0, a full-service Business Process Outsourcing (BPO) company offering a best-in-class universal worker and Employer of Record platform for global contingent workforce deployment. People 2.0 is an NPAworldwide Alliance Partner.

“Go with your gut” and “Follow your instincts” surely have value, especially in the “people business” of staffing. Yet when your company’s future is on the line, you need to complement your instincts with strategy. You require structure, processes, and comprehensive business data to make truly informed, data-driven decisions. Read the rest of this entry »


Are You Connecting With a Potential Candidate, or Just Spamming?

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.

Just last week, a recruiter friend of mine lamented about the connections list of a candidate she had just recruited…and “friended” on LinkedIn. She was amazed at how many other recruiters were on the list. Her comment was that candidates must get bombarded with email, InMails and phone calls. What can she do to differentiate herself?

In the last month I have been demo’ing new ATS and CRM companies – many talked about downloading huge numbers of profiles and resumes from job board sites, using AI to find “matches” and then sending targeted emails – without ever looking at the actual resume or profile. I get that there might be keyword matches, but if you don’t even look at the resume or your notes, how do you KNOW the candidate is a fit for your search? If a particular potential candidate gets impersonal email after email from you, will they bother to respond or will they consider it spam?

Yesterday I read an article which flat out questioned Does Social Media Work in Recruitment? The gist was that with the high volume of postings and tweets, a very small percentage actually get more than cursory attention. Is paying for clicks worth the cost if nothing is actually read or retained?

Then again, get any group of recruiters together and the subject turns to what can you do to get a potential candidate’s attention? Phone calls, voice mails, emails and texts go unanswered.

I don’t have all the answers…I listen to the experts and try to keep my LinkedIn and Facebook company pages, as well as my own profile and postings, updated and interesting. AND since it takes so much time, am finding outsourcing that activity appealing.

When candidates are ready to make a change, they will start looking for and at postings as well as responding to my inquiries. I may even get a phone call from someone who turned down previous opportunities. In the end, I still believe that it’s not about how many emails, tweets or texts I send, it’s how can I create a bond…and relationship…a true connection…a level of trust.

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The Role of Employee Benefits in Recruitment

By Dave Nerz

employee benefits word cloudAs the competition for talent heats up, so does the race for superior compensation and benefits. While compensation is critical, many sophisticated candidates realize the value of a strong benefits package. Salary and compensation will be negotiated by savvy candidates but sometime the thought is that benefits “are what they are” and cannot be altered. A poor presentation by a hiring manager of your benefits package could cost your business the talented player it seeks. Read the rest of this entry »



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