As we are officially in the second half of the year, I thought it would be interesting to review our split placements data for the first six months of the year. Global split activity is up a solid 22% over the same time frame last year. Members in the northeastern US have seen placements increase by 34% so far this year. Elsewhere, split placements have more than doubled in Australia/New Zealand as well as in Asia compared to last year. Perhaps not coincidentally, employment in Australia more than tripled the estimated June numbers, and our membership in the region has also increased by 22% compared to last year. Read the rest of this entry »
Today’s guest blogger is Wilson Cole. He is the CEO of BackdoorHires.com and Adams, Evens & Ross, the nation’s largest credit and collection agency designed exclusively for the staffing and recruiting industry. In 2008 he was inducted into INC Magazine’s, “INC 500” for being the CEO of Adams, Evens & Ross, the 307th fastest-growing privately held company in America. Adams, Evens, & Ross has helped more than 3,000 staffing and recruiting firms recover more than $1 billion in past-due debt and is an NPAworldwide Endorsed Program.
“We did not sign an agreement.”
Nothing bothers me more than this excuse. Of all of the reasons for Backdoor Hires, this reason is the most frustrating because it is the easiest excuse to avoid. As I mentioned in my earlier chapters, one of the ways to recuse one-third of your Backdoor Hires and fee disputes is to get an agreement signed. Can we collect the account if you do not have a signed agreement? The answer is yes. Can I send this account to my forwarding attorney and have it sued? Well, it depends on the laws of that state and other mitigating factors. For example: in the state of Massachusetts, their supreme court has ruled that if you do not have a signed agreement then you do not have a claim. Luckily, most states are not as cut and dry on the subject, but it is just the best practice to get a signed agreement. Read the rest of this entry »
Last week I was at a conference of independent recruiters from around the world. It was a small meeting hosted by NPAworldwide in Larnaca, Cyprus but the attendees were from multiple countries including the US, Canada, Norway, the Netherlands, Germany, Belgium, France, Italy, Russia, the UK, Israel, Austria and the Philippines. The speaker was well-known industry influencer and forward thinker Ian Knowlson. He can be found at Selling Success or the specific site NPAworldwide Cyprus. Read the rest of this entry »
Today’s guest blogger is Eric Snethkamp, global channels & strategic alliances manager for 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.
Last year, 199,000 H-1B Visa applications were submitted by US businesses seeking to bring international talent to the US. Only 85,000 visas available, and 20,000 Visas are reserved for those with Master’s Degrees.
So, what are you to do as an employer if the talent you need falls into the category of the 100,000+ unsuccessful H-1B Visa applicants? Read the rest of this entry »
There are many different split placement models and options for recruiters to consider. Over time, I’ve learned that there are also different ways to define or describe split placements. At its simplest level, we define a traditional split placement as a placement that involves two separate recruiters, from two separate recruitment firms. One recruiter represents the candidate and the other recruiter represents the client company. The two recruiters work together to fill the open role and share the fee that the client company pays. A 50-50 split of the commission is the most common arrangement, but certainly not the only option. In our network, we further require that each partner has a direct relationship with the entity they are representing. Read the rest of this entry »
As recruiters or employers, we all know that the ideal goals of interviewing a candidate are to expose potential issues, reveal strengths, ensure that there is a fit with salary and compensation, evaluate personality against company culture, and verify qualifications, skills, and abilities for the role. Unfortunately, human nature often can cloud some of these key points when you relate personally to certain candidates over others. Many times, you can be drawn to personality traits that cause the candidate to appear stronger even if they are not the best one for the role. Even more than personal taste and bias, many are also likely to try and hire a similar employee to the one who was last in the role if they were successful, or the opposite if they were not highly reviewed.
Here are five important concepts to keep top of mind in any interview, regardless of the amount of experience you have.
- Standardize your interview process. Before you start to recruit and further qualify candidates, create a new job description that lists only the essential skills and experience required. As Betterteam states, “A good description shouldn’t over describe. It should focus on what is absolutely necessary for someone to be successful in the position, and describe what success looks like over specific periods of time – typically 30, 90, 180 days and 1 year.” Rank, or color code these in order of importance and keep your own radar up on knowing what extra qualities or transferable skills could fill in the gaps, but the top ones make sure you are keeping as a hard barrier to moving a candidate forward. It is always a good idea to have a partner, colleague, or team member also double check for matches of skill, experience, and cultural fit. This will help further cement confidence in final candidate choices. Each interview should also include a real work sample to see how the candidate would start and finish a task similar to what they are going to be encountering.
2. References are provided but you need to dig deeper. Obviously, most times the references provided by a candidate will be ones they assume would be very positive. Due to this, sometimes recruiters or employers take this less seriously, when in reality references and your network could be the best source of who the candidate is and how they would fit in the environment when they are not on stage. Focus on the tone and specific examples the references give when referring to the candidate, and try to describe your organization or the skills you have considered a top need for this role and see how the references believe the candidate fits in. Linked-In makes it slightly easier to also consult your own network to determine any cross over with someone who has worked previously with that candidate to gain their opinion as well.
3. What is their motivation to work each day? This is a question that should not be skipped over or assumed when interviewing candidates for roles. This exact question will be one that you are able to constantly revert to during negotiations and offers, and the answer could remove poor fit candidates from the beginning as well. For instance, those that show more energy and curiosity tend to exhibit pragmatic thinking, stay on top of trends and what is happening in business around them, and their natural energy usually translates to leadership or energizing those around them. If they are willing to invest in themselves, they usually also grow and learn well from others, which helps teams develop more unified and collaborative working environments for better culture.
4. Know your bias. The strength of hiring a good candidate is sometimes realized by knowing your own weaknesses. A good exercise is to practice interviewing or having one on one conversation with those team members or employees that fall outside of the standard personality traits you are drawn to, and be able to analyze their qualities in a subjective manner. If you are someone who is drawn to humor and sarcasm, try and build a better relationship with a coworker who is the opposite and see what other strong qualities you deem them to have that you might not have immediately noticed. The more differing personalities you sort through with this exercise, the easier you will be able to turn off your natural willingness to interview those more similar to you or what you are drawn to.
5. Stay up on the millennial shifts. The time of millennials in the workplace and taking on higher roles is upon us. The Millennial Branding survey revealed that 43 percent of employers want to hire employees who are a great cultural fit. For millienials, this has a lot to do with work life balance, and a company with staff who butts heads on what this balance looks like tends to create conflict and hostility in the work force. As a recruiter, a good initial question to begin incorporating is what does the work life balance of the team look like? What are ideal working hours daily or weekly for this team, and how important are benefits or flexibility?
Naturally, this is not an end all guide to evaluating each candidate, but perhaps you have realized that your standardized process could use a refresh, or you may spend some time evaluating new interview questions your candidate may hear at further interviews. Review these sample interview questions from The Balance Careers to further refine your core categories for interviewing candidates.
Today’s guest blog is courtesy of Monster. Chris Cho, CPO at Monster, recently shared his insights with HRTalk on major trends shaping the recruitment technology landscape, employer branding and AI-powered recruitment. HRTalk is an interview series conducted by HR Technologist, the world’s leading source of HR technology news, research, and expert views. Monster is an NPAworldwide Alliance Partner.
The war for talent is raging and you might just win if you have recruitment technology by your side.
What trends have you seen in recruitment technology and how specifically is Monster reacting to them?
This is one of the tightest labor markets we’ve seen in recent years – maybe even decades. The economy is strong and employment numbers indicate consistent, solid job growth. At the same time, we’ve got mismatches between talent and openings: We see high-skill fields like healthcare and technology struggling to fill openings. And other fields where there is a surplus of talent. Read the rest of this entry »
Manpower has released its quarterly survey data on the global hiring outlook for the upcoming quarter. In spite of the current geopolitical climate, employer confidence remains strong. Most survey respondents expect to add to their payrolls in the third quarter.
Some of the global hiring activities are highlighted below. Read the rest of this entry »
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 »