Companies with Flexible Work Options Taking the Lead!

By Sarah Freiburger

Many people that are part of the baby boomer generation pride themselves in a strict work environment that keeps employees tight to their desk and offices 40 hours per week, and rarely steps away from the standard work week they are accustomed to since entering the work force. As work place culture evolves the past few years, we are seeing more and more large corporations get carried away with providing unique working environments for their employees that encompass anything from beer in the fridge, a foosball table, and work from home options. Recruitment firms have even started interviewing companies on what type of culture and flexible benefits they will be able to offer candidates to compete in this changing workplace. Here are a few suggestions you can make to a client or a few you can consider as a company to make small steps towards culture change.

  1. The work from home option. Micro-managers likely cringe at the suggestion of losing sight and in their opinion, control how long Sheila is sitting in her office by her computer each day. Reality of this is, Sheila is caught up on work from knocking out late hours on projects the past few nights and is now sitting staring at a computer with mental exhaustion counting down the minutes until she can leave. Many employees who have an endless task list and projects to get done need a little flexibility on when and where they crank out their work for peak mental performance. With a work from home option, even once or twice a week, Sheila could get up at 6am and crank out emails then take a break to make a healthy breakfast and start laundry before launching back into the next project.
  2. Non-standard hours. As many companies are starting to have a national or even global span, 9am-5pm is no longer as feasible for peak performance. Companies who instead determine how many hours make up a salaried role and then allow their employees the flexibility to report those hours in a week help an employee work during their peak times without feeling burnt out or overworked/underpaid.
  3. Overtime for salaried roles. This is a great follow up from point 2, where additional work hours should be reported and compensated accordingly. Travel time as well as night or morning meetings and calls should all be factored into an employee being allowed time off the next day, or extra compensation.
  4. Finally, consider part time roles for high level positions. For instance, a Director of Communications role for a smaller company may be able to work remote and part time and accomplish more than a full-time employee based on the latest tools and trends to speed up processes. Many parents who do not have the commitment to a full-time role but the talent to help a corporation immensely may be left behind due to a rigorous in office schedule.

If your client is looking to hire millennial talent they need to be prepared with options that appeal to their candidate to help them stand out. The above points are a good starting point to discuss as the work place continues to evolve and change.


Is Google About to Scare Visitors Away From Your Website?

By Veronica Blatt

Image of HTTPS secure siteToday’s guest blogger is Sam Ajam of BuzzRecruiter.com. Founded in 2006, BuzzRecruiter.com creates design and marketing buzz that serves the recruiting and staffing industry nationwide. Based in Silicon Valley and run by BizzwithBuzz, Inc, BuzzRecruiter.com specializes in using the latest graphic design, web marketing tools, and technology to boost your brand’s web presence and outshine the competition. At BuzzRecruiter.com, they always put the client first. BuzzRecruiter.com offers top notch customer service, one-on-one consultations, and custom solutions in responsive web design, graphic design, search engine optimization (SEO), web and interactive marketing, social media branding and content writing solutions.

At BuzzRecruiter, their motto is Connect, Communicate, and Compete – they are committed to helping recruiters connect with clients and top talent, communicate with them through savvy design and marketing communications, and compete to place those top candidates with leading companies in a variety of industries. Recruitment is an active process and they can help you hone your public image for the best results.

BuzzRecruiter.com is proud to serve the NPAworldwide organization and its affiliated customers. To learn more, please visit www.buzzrecruiter.com

Why Having a Secure Site Matters Now More Than Ever

Did you know 32 percent more sites were hacked in 2016 than in 2015? Read the rest of this entry »


Accessible State-of-the-Art Staffing Technology

By Veronica Blatt

Today’s guest blogger is Matt Comber, chief partnerships officer for Volcanic, a TEAM Service Provider. Volcanic is the only true SaaS provider in the global staffing industry, bringing to market a cloud-based, modular system that can be customized to a company’s specialized needs. The SaaS model provides risk-free entry, with 30-day contracts, no upfront investment and a simple monthly fee. Volcanic has leveled the playing field in staffing technology, allowing businesses of all sizes to access a market leading platform and to compete using the same technology.

The USA has been characteristically quick to adopt the SaaS (software as a service) business model, recognizing its huge advantages to businesses, particularly in the small to medium business sector. According to the Business Centric Services Group¹, an estimated 88 percent of small businesses will use cloud-based apps by 2018-2019, and that number is only set to grow as the Gig economy thrives. Read the rest of this entry »


3 Reasons to Attend Recruitment Conferences

By Veronica Blatt

recruitment conferencesWe are coming to the end of a whirlwind calendar of seven recruitment conferences in five weeks, from the USA to France, Vietnam, and New Zealand. While the logistics were sometimes tricky, and the travel schedule exhausting, we love seeing our members come away with renewed enthusiasm for their desks. Read the rest of this entry »


How to Demand the Biggest Recruitment Fees

By Liz Carey

Dreaming of 30% recruitment fees? As a recruiter, working the right industries and high-profile jobs where quality candidates are in great demand are obvious ways to earn big recruitment fees. But you won’t always have a stack of VP or Director-level jobs sitting on your desk… so how do you negotiate a bigger recruitment fee?

A client must be greatly motivated to pay a large recruitment fee – often when they can’t find the candidate they need and have exhausted all resources. Companies are willing to pay for top talent, and as a recruiter, your challenge is to convince them that you are the only one suitable of finding those superstar candidates. Read the rest of this entry »


3 Analytic Metrics Recruiters Must Know

By Veronica Blatt

Today’s guest blogger is Sam Ajam of BuzzRecruiter.com. Founded in 2006, BuzzRecruiter.com creates design and marketing buzz that serves the recruiting and staffing industry nationwide. Based in Silicon Valley and run by BizzwithBuzz, Inc, BuzzRecruiter.com specializes in using the latest graphic design, web marketing tools, and technology to boost your brand’s web presence and outshine the competition. At BuzzRecruiter.com, they always put the client first. BuzzRecruiter.com offers top notch customer service, one-on-one consultations, and custom solutions in responsive web design, graphic design, search engine optimization (SEO), web and interactive marketing, social media branding and content writing solutions.

At BuzzRecruiter, their motto is Connect, Communicate, and Compete – they are committed to helping recruiters connect with clients and top talent, communicate with them through savvy design and marketing communications, and compete to place those top candidates with leading companies in a variety of industries. Recruitment is an active process and they can help you hone your public image for the best results.

BuzzRecruiter.com is proud to serve the NPAworldwide organization and its affiliated customers. To learn more, please visit www.buzzrecruiter.com

There is no shortage of qualified talent in today’s job pool, but some companies still find it hard to hire the employees they need. The recruiting process itself could be to blame.

If you’re not analyzing recruiting metrics as a part of your hiring process, you’re missing out on an opportunity. Analytics help you evaluate what is working well for your company and what recruiting practices you may need to rethink. That kind of understanding could be the difference between hiring the best talent and losing out to your competition. Read the rest of this entry »


Mobile Work: The Next Recruitment Challenge?

By Dave Nerz

HR Magazine reports that by 2020, the mobile workforce is projected to comprise roughly three-quarters of the US workforce. Let me say that again in a different way. Three in four US employees will be working from a remote location at least some time each day, week, or month. Wow, talk about challenges to process and company culture; this one will be substantial. Not to mention the recruitment challenge it may create. Read the rest of this entry »


Who’s on Your Fantasy Recruiting Team?

By Liz Carey

I’m a total fantasy sports nerd, and football drafting season is upon us. For those unfamiliar with it, fantasy football is an online game where users draft football players onto their virtual “fantasy team” and compete weekly with other users in the league. Each player accrues points for your team based on their real-life statistics like touchdowns, pass yards, rush yards, etc.

In addition to being a fun hobby, fantasy football draws parallels to the recruiting world, such as: Read the rest of this entry »


Disaster Recovery Basics for Your Recruitment Firm

By Veronica Blatt

As I write this, Tropical Storm Harvey is still battering Houston and the surrounding Gulf Coast with unprecedented rainfalls. Our thoughts are with everyone who has been impacted by this historic storm. Thousands are displaced from their homes, and business interruptions must be staggering as well. While most of us will not experience a catastrophe of this magnitude, there are hundreds, if not thousands, of smaller disasters each year. How well-prepared is your recruitment firm to survive? If you have not given time or thought to a disaster recovery plan, get started now! Here are some basics: Read the rest of this entry »


Help in a Tough Talent Market

By Sarah Freiburger

business networkingImagine for a moment that being a recruiter is the same thing as being a tourist on a sandy beach in the middle of summer. You show up early to try and get the best chance at finding a perfect shell washed up on shore, only to discover that thousands of other people are also on that beach, looking for the same thing as you battle to get to the shoreline. Trying to get ahead, you bring your family down with you, but you seem to spend more time teaching them what you are looking for than seeing any success. So now you have exhausted yourself trying to build the perfect plan with the bulk to accomplish it, only to be repeating over and over which type of shells you are even searching for and why.

This might be a silly example, however what if you were able to instead link up with a group of specialized shell hunters that would have you sit down and enjoy your coffee while they, the experts, brought back a collection of perfect shells? The best part is that you do not have to pay them a fee until you feel the shell is just right. This is the beauty of being an independent recruiter in a split placement network!

As you focus efforts on staying ahead of business development and growing your individual brand, you can rely on other independent recruiters to source and screen candidates for your roles. They are not your family or employees, so if they are not understanding the specifications or eating up too much time, you simply move on to a new partner. Another benefit is that they help you have to research less on industries and geographies you are unfamiliar with to keep a client happy. With a broad network, you can simply consult with a firm specialized in that target to be able to turn up the best candidate while highlighting how strong your brand is.

As your partners take on and fill more roles, your firm is also adding to their success stories to attain larger, as well as multinational clients. They now have that strong key relationship with an independent firm, but with the security of knowing you are still able to fill those twenty nursing roles or assist with the opening of their plant in Hong Kong. This removes the stress on you from having to teach yourself, or worse, a team of inexperienced hires, how to properly source or research.

With the flexibility to take over the screening process from your partner at anytime, it is reassuring to know that utilizing your split network will never reflect poorly on your firm. If you read the headline of this article seeking a solution, then it is time to join a network or build your own.

 



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