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.
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 »
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 »
I like to begin each year with a look at what might shape the months ahead. Of particular interest is a short list of the most significant recruitment trends to watch, with a focus on how these trends will impact independent recruiters. These trends are actually a continuation of things that began gaining traction in prior months. If you are recruiting, you will be impacted by these 5 things in the year ahead. Read the rest of this entry »
Every year, Jeff Dickey-Chasins, also known as The Job Board Doctor, conducts a global recruiting survey regarding job board trends. The 2016-17 edition has been released, and I thought I would recap some of the findings here. The full report is available online (free registration is required), and it’s worth your time to read it. Survey respondents came from all regions of the world, with participation up more than 20% from the previous year. The survey included a range of questions covering topics such as demographics, site performance, organizational business model, business plans, and perceived threats and opportunities. Read the rest of this entry »
Firms who are not currently making split placements, or those not making them internationally will occasionally wonder what is involved in making an international split placement to determine how to incorporate them into their business model, and if it is worth the effort. Here is a real-life example of how one such deal came together. The recruiters were based in Jakarta, Indonesia and Brisbane, Australia. The story is shared below:
The Jakarta based recruiter received the job opening from their client. Their firm had filled a role for them within their region, which resulted in receiving this new job opening in Brisbane. As members of an international split network, NPAworldwide, they posted the job, and a recruiter in Brisbane picked it up.
Initially, this placement was not an easy one as there were too many people involved. The recruiter in Jakarta was the point of contact with the client in Indonesia, but they also had involvement from HR in China, HR in Singapore, the headquarters in Sweden, plus a hiring manager and finally the recruiter in Australia working with local Brisbane candidates. They had about 2-3 attempts at the job and lost some good candidates because the process was too slow due to all the different people involved from different locations. Once the recruiter in Brisbane was able to take direct control of the interviews with the local hiring manager, everything ran smoothly.
Overall, it took about 3 months from the start to the offer/acceptance. The client needed some assistance and advice in packaging the offer to make it acceptable to Australian candidates that the local recruiter was able to aide with, and some additional hires were even made from the final shortlist of 3 candidates. The client was very impressed with the caliber of candidates that they put forth. Both candidates are still working for the client, and both have been promoted.
In terms of the candidates, one candidate was originally from the UK but had just recently moved to Brisbane where the job was. The other candidate was an Iranian living in Sydney; he did move to Brisbane. No visa issues occurred, but they did provide real estate information for housing.
The firm in Jakarta has been able to keep expanding their services geographically with this same client with help from their network trading partners. They have made placements for this client in Indonesia, Singapore, and Australia and are now working on a role in India. Collaboration with partners helps them perform well for their clients, leading to more roles, leading to more collaboration – it is a very positive circle!
The recruiting process is basically the same whether you are working locally, regionally, nationally, or internationally. Sure, there may be some additional elements, like time zones and visas, that can lengthen the process. With the right partners, recruiters should feel confident saying YES to the clients and to an international split placement!
Get more social. People have been talking about social media and recruitment for years, but there are still many recruiters not participating. Social media can help you reach new clients and candidates affordably. Start small: select one or two channels. Read the rest of this entry »
Bad News About the Future of Staffing and Recruiting Pay attention to these points from Scott Love addressing the shrinking talent pool, the increase in the number of recruitment firms, and the ways that technology have made it easier for companies to do their own recruiting. Read the rest of this entry »