Don’t let a state or country border stop you from taking a job order — it’s only a line on a map. If you’ve been telling clients and candidates you only work in one state, or even just one city, think bigger. You might be able to make more money by taking on job orders for your clients’ locations/offices in different countries, and using a recruitment network to help cast a wider net to recruit internationally. Read the rest of this entry »
Today’s guest blogger is JXT, the number one provider of cloud-based digital marketing solutions for recruiters and corporate recruiters.
Many businesses emphasise on the right cultural fit. While we are so focused on finding the person with the right skills and ‘cultural fit’, we may neglect the organisation’s approach to diversity and its importance to our business.
The diversity checklist can be extensive and hard to navigate for a lot of people. As professional recruiters, it pays to understand in detail how your clients approach diversity in the workforce and what type of flexibility we can offer to candidates who may not fit in that typical “box”.
When armed with this knowledge, we can make it easier for job seekers to learn as much as they can about the opportunity and whether it may work for them before applying to the role
It also empowers us to challenge the way a client thinks about what roles ‘traditionally’ looks like and market to a wider audience by exploring alternative options:
- What if the best candidate with the right skills is looking for work flexibility due to family commitments?
- Or it could be someone tailored for that role but needed work mobility?
- How about someone who has incredible experience and is searching for a future employer that supports work-study arrangements?
- Maybe one that values an environment that considers the needs of those with restricted movement?
Work diversity and recruiting
McKinsey & Co has done research that shows companies that embrace gender diversity are 15% more likely to outperform their lesser counterparts. Even more impressive, companies that are ethnically diverse will outperform those that aren’t by 35%. This correlation indicates when companies commit to diversity, they tend to become more successful.
Statistics confirm a diverse workforce positively influence business profitability. Important to note, it is more than just balancing gender distribution. It extends to characteristics such as race, ethnicity, age, religion, ability, orientation, lifestyle arrangements, mobility and job-share options.
Integrating diversity into your recruitment
How do you brand to attract a diverse pool?
- Firstly, define what “diversity” looks like for your client
- Rebrand your marketing message (consider the language you utilise in marketing campaigns to demonstrate your approach to diversity)
- Tailor your keywords in your job adverts
- Populate your job board with the appropriate level of information
- Conduct an initial “blind screening” through instant messenger before face-to-face interviews
Next, how do you promote this to your wider audience?
- Build up diversity content on your careers page
- Use social media to spread your diversity efforts
- Develop and share content that supports work diversity
- Actively engage and interact with your following
- Contribute to social media forums that support diverse recruitment
Today’s recruiters deal with hundreds of variables when it comes to matching the right talent with the right role and business. Managing diversity just adds another variable to the equation, albeit an important one.
How well you streamline and manage your diverse talent acquisition can benefit greatly from having a simple, robust and intuitive digital ecosystem to support those actions.
Recruiters and corporate human resource win the talent acquisition race with a great digital marketing ecosystem. We work with a growing base of 800 recruiters worldwide to do exactly that by combining the best in class functions in a single robust platform for them. Our passion is helping you to create the best candidate experience. Join global brands like Adecco, Kelly, and Manpower to find out what we can create together. Find out how we can help you to hire, engage and convert the best talent for your business.
There are dozens upon dozens of Google Chrome Extensions to assist in recruiting candidates. Extensions can help with productivity, manage and connect with candidates, market your brand, and be your own personal sleuth in finding candidate information.
Here are 5 helpful Google Chrome Extensions that can help you master the recruitment balancing act:
We all know how important feedback is when working with your split placement partners. The member engagement manager at NPAworldwide recruitment network has been hearing for years now from exporters (partners who supply candidates) that importers (partners who supply jobs) are bad at feedback to the partner in terms of how the candidate submitted stacks up to the other candidates, what they may be missing in terms of qualifications, and really, any comments back at all that could help deliver stronger candidates. Well in 2017, those same exporters are getting extremely busy and are also slacking on the feedback front, leaving the recruitment firm with the job frustrated as to knowing the status of the search, and hoping that candidates are being sourced so they can focus on business development. Here are a couple of fast tips from the firms supplying positions on the split placement end.
1. If you agree to help someone give them the courtesy of updating them at least weekly on your progress even if it is: still looking but have not found anyone. At least this way they know you are still out there and trying. Try and create a signature template and reminder on any search you may be working to provide that partner information on how long you have spent on their search, any short list candidates you are working to gather more information on, and any questions you may build up along the way of the search, such as negotiable items. See an example below:
Here is this week’s progress on your “Director of Supply Chain” position. Thank you again for the opportunity to source this.
I spent about “8” hours on this search this week as I have “5” other positions that are a bit hotter to be working on.
I have attached two potential candidates that seem like they are about a 75% match. They are lacking about 2-3 years of experience and one candidate does not have an MBA from a top school listed. Are those hard requirements? As this is week two of the search are there any initial requirements I could focus less on?
I am available for a call “tomorrow at 10am” if you would rather discuss over the phone. Otherwise I will keep working.
2. If you are using online job boards to advertise and source, screen the candidates. It is one of the few reasons some recruiters initially join a split placement network, but it does exist. A firm that seems to excel at online sourcing through their job boards wants to take a crack at extra income by also posting their recruitment partners positions and therefore, generating revenue by forwarding those candidates on hoping that one sticks. The firms are not impressed by this with a lack of work and feedback on the exporter’s side. If you are going to access candidates this way, you must screen through their resumes, and still provide a feedback sheet to your partner. All it takes is one opened resume of a poor quality candidate for a firm to decide they are not going to waste their time on your emails.
3. Agree on candidate contact through the hiring process prior to the placement happening. This one may require more explanation, but this is an excellent feedback step for those sourcing candidates to share with their trading partner before candidates begin interviewing. Make it clear to your partner how much involvlement you would like to have with the candidate you are submitting to avoid feedback pitfalls. For example, many importing firms would prefer to become the main point of contact with the candidate to eliminate confusion. They are thrown off when they reach out to the candidate with news that has already been shared from the exporting recruiter in regards to the offer or other hiring details. Out of frustration and even embarrassment, they may choose not to work with the recruiter again, when this could have been settled prior to the search to even out lines of communication.
Hopefully those three quick tips build your reputation for sourcing candidates to other recruitment partners, and some of them may have even helped you place yourself in your partner’s shoes. Lines of communication and feedback will never be completely clear, but taking appropriate feedback steps can greatly increase the relationship in the end.
Today’s guest blogger is Patti Steen with The Pelsten Group located in Seattle, WA. The Pelsten Group is a recruitment firm that focuses on all levels of positions within IT. The majority of their clients are in the Seattle area but they actively support NPAworldwide across the US. Patti is currently serving on the NPAworldwide Board of Directors.
Recently, I was at a resort and everyone I came in contact with lived, breathed and delivered exceptional customer service. I got to thinking about the fact that they are not only “all inclusive” with their activities, food, etc. but they are “all inclusive” with their customer service. Read the rest of this entry »
A recent article by Kathy Gurschiek in HR Magazine highlights the counties best equipped to support an employer interested in attracting, developing and retaining workers… employee retention. The source of the ranking is a study done by the IMD World Competitiveness Center. The study is titled IMD World Talent Report and the center is a part of the International Institute for Management in Switzerland. Read the rest of this entry »
Today’s guest blogger is Amy West, senior business development consultant with TFI Resources, a Division of People 2.O, a North American Alliance Partner of NPAworldwide. TFI Resources provides employer of record services for contract placements.
If projections from The Wall Street Journal ring true, recruiters will continue to face an increased demand for contract placements. The WSJ article published February 2, 2017 explains: “Never before have American companies tried so hard to employ so few people. The outsourcing wave that moved apparel-making jobs to China and call-center operations to India is now just as likely to happen inside companies across the U.S. and in almost every industry.” Read the rest of this entry »
A story from NPAworldwide’s engagement coordinator, Kelsea Bischoff.
Teamwork, according to the dictionary, “is the combined action of a group of people, especially when effective and efficient.” Many times working together is much more efficient from a time and effort perspective than working alone. For contingent recruiters, the goal is to make placements. Close calls do not pay well! The more deals you make the better for you, your clients and your candidates. If done right everyone wins. So, why not add a teamwork option to the recruiter tool box you work from? Maybe it will result in a few more wins for your clients and candidates. Read the rest of this entry »
There are an endless amount of metrics recruiters can use to determine whether they are recruiting effectively or not, such as referrals per call or email conversion rate.
But for those that don’t have the time to measure every little thing, here are the top 5 metrics to measure the success of your recruiting process: Read the rest of this entry »
From time to time, prospective members ask what industries or occupations are hot in our network. Below is a summary of 2016 global placement activity for NPAworldwide members: Read the rest of this entry »