We are continuing to hear members complaining about an employer’s broken hiring process, too many interviews, and great candidates who “got away” or removed themselves from consideration. With more and more companies lamenting the dearth of qualified candidates, it’s even MORE important to make sure that good candidates don’t become disillusioned and drop out. Qualigence created an infographic that points out some of the factors that have contributed to the current hiring environment: Read the rest of this entry »
The Society for Human Resource Management has been surveying employee satisfaction since 2002. The results of that survey in 2015 showed job satisfaction is at an all-time high. The percentage of workers that reported being “very satisfied” or “somewhat satisfied” was 88% of those surveyed. Read the rest of this entry »
Our guest blogger is Taufik Arief from People Search Indonesia, PT, based in Jakarta. People Search Indonesia, PT serves top multinational, local conglomerates as well as start-up companies in ASEAN, and successfully recruits top and mid-level executives for their clients. Taufik is currently serving on the NPAworldwide board of directors.
Coming to a networking event (club) is a continuous investment made by people in the business community. It’s a channel for business development, brand and reputation building as well as socializing. Achieving a positive ROI for participating in this kind of activity is important for everyone. Following are 5 tips to boost and sustain your ROI from business networking. Read the rest of this entry »
It has recently become a very popular point of contention for job seekers to refuse to offer salary history to prospective employers and the recruiters they use to source talent. While in some instances this may make very good sense, particularly if someone was significantly underemployed or underpaid, in most cases it is creating an unnecessary hurdle that may cause a candidate to be excluded from consideration for a job they really want.
Let’s look at this as a pure sales situation. Who is selling and who is buying in the employer-employee relationship? I would propose the employee/candidate is selling and the employer/recruiter is buying. So when a buyer asks, “What is the price?” the seller should be able to provide a price and some foundation for the price requested. Have you ever gone to a car dealer and when you ask the price of a car, the dealer says, “What is your budget?” That move is considered unethical in the consumer world and is usually a sign that they are prepared to take advantage of you. The employer will likely view it the same way when candidates are less than forthcoming with salary expectations and a foundation for a specific salary request. Read the rest of this entry »
It takes a lot of time and filled job orders for a recruiter to develop a good relationship with a client – as a recruiter, you must produce results, build trust and be dependable for your clients. But a relationship is a two-way street and it takes more than an employer saying “just find me this candidate” and paying you a fee to cultivate a successful business partnership.
The client has a huge role in getting the job order filled as well, and can’t just take the back seat. They must make time to discuss the requirement with you, provide thorough candidate feedback, have an efficient hiring process, and respect the fee structure.
Here are 5 common problems with clients that recruiters face: Read the rest of this entry »
Making split placements outside of your specialized niche or industry is a strategic business move that can add significant revenue and help attract multinational clients. So why is everyone not doing it? Stepping outside of your comfort zone is scary. It is often intimidating putting yourself out there when you are unsure of who and what you will encounter. You may find other recruiters that have the same clients, or may be concerned you will balk at the client’s questions outside of your specialty. The competitive nature of everything we do in our business ventures can create doubt and uncertainty. It is amazing that our worst fears are often never realized, and in fact, anxiety is turned into success.
Consider this split placement story where the result of stepping out paid off for a firm:
A Memphis-based member of NPAworldwide used to work purely finance roles. As the network advertises firm roles across the globe and of all specialties, his confidence to attain these roles grew. He also quickly realized the strength of trading partners after being exposed to recruiters that have varying specialties outside of his own, including work in engineering, as well as roles and candidates outside the United States. Read the rest of this entry »
Twice each year, we survey the members of our global recruitment network to benchmark past results and predict future results. I’m pleased to share the latest results of our business barometer benchmarking survey today. NPAworldwide has more than 500 member locations across six continents. The business barometer asks members to report on all of their recruitment activity, not just the split placements made with other NPAworldwide members.
Some background data about the survey respondents:
- For 65% of respondents, the majority of their business is conducted in North America
- 23% primarily conduct business in Australia/New Zealand
- The remaining 12% report the majority of their business occurs in Asia, Latin America, or EMEA
- More than 70% of respondents focus on both clients and candidates; 17% exclusively work with clients to fill openings and the remaining 12% exclusively provide candidates for other recruiters’ job openings
Some would argue that the recruitment industry has enough participants and we really do not need any new recruitment start-ups. While that would be great for those already entrenched, that is just not how the free market operates. If the existing recruitment agencies were delivering with perfection, no new agencies would be able to break into the industry. The opposite is true…many existing firms are not delivering the results needed by employers or by job seekers.
Some reasons more recruitment start-ups will happen and are needed: Read the rest of this entry »
Jon Guidi is the Co-Founder and Chief Revenue Officer of Hirabl, a Big Data startup known for its “Fee Catcher” reporting service. Jon founded Hirabl to ensure recruiters get paid for the hard work they do, and have the tools necessary to grow revenue at their agency. Prior to Hirabl, Jon was CEO of HealthCare Recruiters International, a leading US recruiting firm. He previously spent 10 years with Morgan Stanley and UBS in sales and trading, leaving UBS as a Senior Vice President. He lives in California with his wife and 2 daughters.
Us recruiters are a transactional bunch. That’s not meant in a negative way, we just have to be in order to enjoy sustained success. We need to be able to converse, influence, sell, counsel, advise to ultimately get two moving parts (candidate and client) to align and form a bond (a placement). Then we move on to the next one…
Regardless of whether your intrinsic motivator is helping your candidate progress their career, or working with a client to develop their most important asset (their people), or just earning more commission – in order to make a good living in recruitment, you need to make transactions happen.
This is just the nature of the business. But it also can come with a side effect. Consistently being part of recruitment transactions can make it easy to forget the profound and outsized impact we have on many people’s lives. Read the rest of this entry »