Global recruitment takes me to many conferences around the world. A topic that I am hearing more about is the selection process for recruitment clients and firm client mix. While many recruiters chase profits from any client willing to do business with their firm, other global recruitment companies are targeting the “right type” of client over just any client willing to accept their bid. Read the rest of this entry »
Our guest blogger today is Michael Neece, CEO of InterviewMastery.com. Michael spent 11 years building and leading top-revenue producing recruiting teams as both a team lead and top biller. He then was an internal corporate recruiter, director and VP at several Fortune 50 corporations and hyper-growth VC funded start-ups.
As CEO of InterviewMastery.com he used data analytics and research to find the secret best practices of interviewing and hiring. His products help recruiters make more placements ($5K to $10K per month) and save time (5-10 hours per month), by automating candidate prep so your candidates get hired faster. A self-described process optimization geek, Michael also designed a hiring process called “Selecting Excellence” used by high-growth firms to build teams 47% faster. Michael holds degrees in Physics and Engineering, and is an instrument-rated private pilot.
Interview Mastery is an Industry Partner of NPAworldwide.
Closing with Integrity in 2018
Your candidate is getting an offer from your best employer. You’ve done a great job conducting this recruiting effort, but you could still lose if your candidate does not accept the offer. Read the rest of this entry »
Our guest blogger is Anthony Carabba, Jr., who has been an employment lawyer for nearly 25 years and is the founder of Carabba Law P.C., a New York City employment law boutique. Anthony assists organizations and individuals in navigating all aspects of the complex, ever-changing employment law landscape. He may be reached at 212.430.6400 or email@example.com.
In a swell of recent legislative activity with particular importance to recruiters, numerous states and cities have banned employers — as well as their agents and employment agencies — from asking job applicants about their current or prior salary history during the hiring process. New York City recently enacted such a ban, joining Massachusetts, California, Delaware, Oregon, San Francisco and Philadelphia. It’s a hot-button issue, with numerous other states and municipalities considering enacting similar bans, while many businesses remain opposed. In one noteworthy development, the Philadelphia Chamber of Commerce sued the City of Philadelphia to stop the enforcement its ban. The ban is now stayed pending court determination. Read the rest of this entry »
I was 13 when I got my first “real” job with an actual paycheck (I’d already been babysitting for a while before that). I started working during a summer break, and continued to work a few hours during the school year as well. Most of my friends had jobs of some sort during the summers. By the time we were getting ready for college, I’m not sure I could name ONE person in my extended circle that wasn’t working. Read the rest of this entry »
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.
Yesterday I read an article, well to be honest, I quickly scanned an article in my local newspaper that discussed how “young people” are stressed about long term care. THEN it was featured on one of my browser newsfeeds later in the day. The gist of the article was different from the title – SURPRISE! Basically it was not that they were afraid about what it would cost them, but what it means for them directly because at this time, right now, so many were responsible for someone who needed it. Some paid for it but more often, they were providing care to a family member or friend who was nearing the end of their life….and worried about who would be there when they were in their time of need. 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.
When setting up a business or an office in a foreign market, one of the most important issues to consider is how far laws and regulations in that country differ from the way things work in your home market. One crucial aspect of this relates to the legal requirements around worker rights and collective bargaining agreements. Read the rest of this entry »
In going through notes and slide decks from our recent Global Conference, I thought I would share 5 sourcing hacks that I learned from various speakers and presenters: Read the rest of this entry »
Our guest blogger is Pam Robison of J. Gifford Inc. in Tulsa, Oklahoma. J. Gifford Inc. is a small, quality conscious firm providing highly individualized recruiting services to clients on a local, regional, national and international basis. The firm’s recruiting activities are focused on professional, technical and managerial placement, as well as contractor and international staffing for clients. Pam is the Director of the US Midwest Region for the NPAworldwide Board of Directors.
We’ve all been there. We may be at an industry event or simply enjoying dinner with other professional recruiters, and someone will say, “I could write a book with all the stuff I’ve seen over the years.” I couldn’t agree more. I’ll spare the novel and focus on just one of those topics for now. Read the rest of this entry »
The National Hockey League playoffs start today, and it got me thinking how hockey recruiting and executive recruiting is similar. Just as hockey recruiters have lots to assess besides how a player can shoot the puck, executive recruiters have to look beyond job titles and resume bullet points to make sure their candidate will be a fit at their client company.
Today’s guest blogger is People 2.0, a full-service Business Process Outsourcing (BPO) company offering a best-in-class Employer of Record platform for deployment of a global contingent workforce. People 2.0 is an NPAworldwide Alliance Partner. Below are some thoughts on how to reduce the likelihood of candidate dropout prior to their start date.
It’s no secret that losing an employee between offer acceptance and day one of work is excruciating for both you and your client. You have to replace the candidate quickly, your client was already sold on the candidate and you’ve spent considerable resources recruiting, interviewing and onboarding the candidate. Read the rest of this entry »