4 Global Expansion Myths Debunked

By Veronica Scrimshaw

color-dots-world-mapToday’s guest blogger is Daniel Wood, the global marketing manager of 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.

Global expansion has long being a term associated with multi-billion conglomerates, but with the ever changing economic and technological landscape, the reality is this is no longer the case. Today, tens of thousands of small and medium sized businesses expand their presence internationally every year. Despite this upsurge, a number of myths around global expansion still remain. We’ve identified four of the most common global expansion myths and demonstrate how they can be dispelled through working with the right global employment outsourcing (GEO) provider. Read the rest of this entry »

Split Placement Story: More Job Boards?

By Sarah Gawrys

Photo - Light Bulb Idea with Question MarksWith so many third-party job boards out there, many of which are free to post on, why would a recruiter decide to join a recruitment network and post their job orders on that organization’s job board instead?

The answer is easy: results.

If you’re a niche recruiter, oftentimes you don’t get the right caliber of candidate on generic job boards. If you join a specialized recruiting network or a split network that has other recruiters who work in your specialty, chances are you will have an easier time finding that “needle in the haystack” candidate, as opposed to a generic job board that caters to everyone from cashiers to forklift operators.

While most active candidates begin their search on job boards, recruiters have the advantage on finding passive candidates – those who are still employed and are not actively looking, and therefore, don’t have their resume posted on job boards. They may know a top candidate with the skills your client is looking for, and they often can post these candidates’ info within the network because it is confidential, whereas the candidate would not publicly post their information on a job board.

In addition, working with other recruiters’ candidates can help save you time and effort. Recruiters keep in close personal contact with their network of candidates, so if a candidate is referred to you by another recruiter, they’ve likely spoken to them to confirm they are still actively looking, their salary range, their relocation preferences, etc. Whereas if a candidate posted their resume to a job board several months ago, they might have already found a job and not taken down their information, and you would waste your time reaching out and trying to get in touch with them.

Rather than posting a job order to a generic job board and taking the “wait and see” approach to see if they get talent or bottom-of-the-barrel candidates, recruiters in a recruitment network post to the network’s internal and/or external job boards to get quick and effective results. Take, for example, this story from a relatively new member to NPAworldwide:

“One of our long standing clients, an Australian based manufacturer of specialty chemicals, asked us to find a Business Manager for their rapidly growing American market.  This role has responsibility for the development and management of business growth in the US, South American, Canadian and UK markets.  The brief was to find someone with a strong business development orientation and entrepreneurial flair, who could develop and grow with the company.”

She placed advertisements on the LinkedIn job board and Monster, as well as listing it on NPAworldwide’s internal and external job boards. This was the first time her firm had used the NPA job board, and she said they were interested to see what the results would be.

“We were very pleased with the results from the NPAworldwide job board, which was very good in both number and quality, giving us a consistent stream of good candidates.  The response from Monster, while reasonably good in number, was short lived and disappointing in quality.  Response from LinkedIn was very poor in both number and quality.”

In addition, some USA-based NPAworldwide partners referred several very good quality candidates to her, she said. The short list she presented to the client consisted entirely of NPA-sourced candidates, except for one.  Ultimately, the successful candidate was from the NPA job board, with a candidate referred to the firm by another NPA partner coming a close second. 

“Also, because of the high level of NPA job board response, we had the added security of knowing that we had gained a good understanding of that specific candidate market.”

The results from the split placement network’s job board were higher in number and much more relevant than those of the other job boards. While third party job boards can assure you of applications – you don’t want to spend all your time deleting a bunch of irrelevant resumes. Time is money, and sometimes it is worth it to pay for quality over quantity.

Your Recruitment Website is Live, Now What?

By Veronica Scrimshaw

Rick-Mare-JXTToday’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.

Here at JXT we work with a large number of recruitment agencies. Over time, what I’ve noticed is that some decide to invest in a new website then leave it there, whilst others kick on and continue refining and tweaking their online footprint. Although both of these groups have a recruitment website that looks and feels world-class, more often than not the second group’s digital results will far outstrip the others. Read the rest of this entry »

Global Employment Outlook Remains Positive

By Veronica Scrimshaw

quarterly hiring outlookManpower has released its Global Employment Outlook Survey for Q4 2016. This survey asks some 59,000 employers in more than 40 countries to answer a single question: “How do you anticipate total employment at your location to change in the three months to the end of December 2016 as compared to the current quarter?” The results show that staffing levels are expected to increase in 42 of 43 countries surveyed. Just over half of survey respondents are reporting increases over the previous quarter, with just under half expecting year-over-year growth. Highlights from each major geographic region follow: Read the rest of this entry »

Avoid These Employer Hiring Mistakes When Seeking Top Talent

By Dave Nerz

stockvault-recruitment-and-selection-with-cv209753-300The search for talent is becoming increasingly more difficult. Demographics alone will perpetuate this challenge well into the future. More experienced and talented employees retiring and fewer candidates with lower levels of experience to draw from combine to form a shallower talent pool. Employer hiring mistakes cost your business in lost productivity, decreases in morale, lost time, and lost opportunity. Read the rest of this entry »

10 Reasons Why You Should Include Salary Ranges In Your Job Ads

By Veronica Scrimshaw

featured-imageToday, Michelle Burke from Social Talent (an NPAworldwide Endorsed Program) shares with us her 10 reasons why you should include salary ranges in your job ads. Michelle is a Content Marketing Executive at Social Talent, providing training in internet recruitment, sourcing, headhunting techniques and much more. Find more of her articles on the Social Talent Blog.

The question of whether or not to disclose salaries in job ads is one that generally sparks much debate. Suffice to say that there are downsides to including a salary range in your job ads – for one, you could be tipping off your competitors as to what your rates of pay are, making it easier for them to make counter offers to potential candidates. There’s also the fact that you could be irritating current employees who aren’t in that particular pay scale themselves, generating an avalanche of pay-rise requests in the process! Read the rest of this entry »

The Uncertainty of Brexit and Its Impact on Recruitment

By Veronica Scrimshaw

simon-whitehead-300Today’s guest blogger is Simon Whitehead, the founder  of HRC Law, based in Manchester, UK. Simon is known for his practical and commercial approach and his firm works with a large number of UK based and international recruitment businesses. Simon works regularly on the following: business purchases and sales – shareholder agreements and corporate structures; employee retention and attraction – share options, employment contracts and service agreements; settlement agreements and exit strategies; TUPE transfers and issues relating to outsourcing; employment tribunal claims including discrimination claims; business protection issues including confidentiality, social media and post termination obligations; data protection and regulatory issues; and debt recovery and business disputes. Should you wish to connect with Simon he can be contacted at simonwhitehead@hrclaw.co.uk.

Are there any certainties about Brexit? After the High Court Ruling on 3rd November 2016 stated that the decision to trigger the exit negotiations need to be agreed by Parliament and not just the Prime Minister, I think the answer is “no”! Read the rest of this entry »

Recruitment News This Week

By Veronica Scrimshaw

newspaper-racks-300It’s the end of the third quarter (wow, this year is *flying* by!), which means there has been a lot of recruitment news being shared. In case you missed them, here is a round-up of some of the recent headlines:

Randstad Completes Acquisition of Monster Worldwide

Effective November 1, 2016, Randstad announced the completion of its acquisition of Monster Worldwide for US $429 million. As a result, Monster Worldwide is no longer listed on the New York Stock Exchange. Monster will continue to operate under its own name, as a separate and independent entity. Read the rest of this entry »

When the Networking Well Runs Dry

By Sarah Gawrys

19196324.thbBecause it’s a competitive market for job seekers, recruiters can find it tough to find the right candidate for a role they’re trying to fill. This can be especially true when there is a very specific requirement or  the pipeline of potential candidates has dried up. The longer a position stays open, the costlier the open position becomes due to the time, energy, effort, and productivity expended to hire a candidate. If it’s been days, weeks, months, and that job order is still open, it might be time to change up your approach and use a different method to find that needle in the haystack. Read the rest of this entry »

Turn-Around Phrases That Work

By Veronica Scrimshaw

scott_photoToday’s guest blogger is Scott Love, a performance coach for recruiters. He shortens the learning curve for rookies and helps experienced recruiters finally reach their full potential. Over 4,500 staffing and recruiting firms from over 35 countries have invested in his training and performance systems. Visit his free training site to access his blog, his podcast, and download ten free tools that will help you bill more: www.GreatRecruiterTraining.com.

What if there was one single phrase that you could use with all of your prospects that would turn them around to consider buying your product or service? There is. Read the rest of this entry »

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