Split Story: Contract Role Placements Add Up!

By Sarah Freiburger
Profits

Profits

Temp and contract deals continue to be a source of growing revenue for many members of our split placement network. Even if your firm doesn’t have a dedicated temp division, you can still fill contract roles. While the fee may seem meager compared to a hefty fee on a permanent placement’s yearly salary, the monthly fee for a temp/contract worker adds up, and adds to your bottom line.

Clients have come to rely on recruiters to provide top quality temp/contract candidates that meet their specific needs within a specified time limit – whether due to a merger, a project, or maternity leave. If they really like your candidate, a contract role can also lead to a permanent placement in the long run.

Take for example this recent placement between two Australian firms in the NPAworldwide network – a first placement for both of them!:

After joining the network in September, a new member specializing in white collar permanent recruitment received a request from colleagues about blue collar recruitment.

Instead of giving them the names of other agencies she knew of, she jumped on the phone with a staff member at the network, who referred her to another Australian firm that specialized in blue collar recruitment. She referred this firm to her client, a high-end builder who was needing a carpenter. The firm supplied a Carpenter in an ongoing temporary role with a view to go Permanent. “Without the network I would have simply referred my contacts and not received any income for it,” she said.

Not only did the referring firm branch out into the contract space, the firm who provided the candidate had the new opportunity of supplying into the niche market of high-end home building.

Lots of recruiters rely on contract work only, and some just use it as another tool in their arsenal of recruiting weapons. With a network of recruiters in various specialties and locations, it can make it much easier to add contract placements into your mix.


Stay Close with Silver Medal Candidates

By Liz Carey

99A2842DB1When you work on a job order, you probably get a handful of really great candidates among the hundreds of resumes that come in. Ultimately, your client can only pick one to hire. But if you just dump the rest of the candidates once the job order is filled, you may be missing out. As a recruiter, you’re flooded with applications and job orders, but it’s important to make sure those once-top contenders don’t fall through the cracks. Read the rest of this entry »


Tips for Writing Better Job Ads

By Veronica Scrimshaw

help-wantedDuring our recent Global Conference, our friends at Monster (an NPAworldwide Alliance Partner) were on hand to discuss best practices in the world of job adverts. Here are some of their top tips and best practices for writing better job ads: Read the rest of this entry »


5 Helpful Chrome Extensions for Recruiters

By Liz Carey

googleThere are dozens upon dozens of Google Chrome Extensions to assist in recruiting candidates. Extensions can help with productivity, manage and connect with candidates, market your brand, and be your own personal sleuth in finding candidate information.

Here are 5 helpful Google Chrome Extensions that can help you master the recruitment balancing act:

Read the rest of this entry »


All-Inclusive Customer Service

By Veronica Scrimshaw

stockvault-office-phone96984-300Today’s guest blogger is Patti Steen with The Pelsten Group located in Seattle, WA. The Pelsten Group is a recruitment firm that focuses on all levels of positions within IT. The majority of their clients are in the Seattle area but they actively support NPAworldwide across the US. Patti is currently serving on the NPAworldwide Board of Directors.

Recently, I was at a resort and everyone I came in contact with lived, breathed and delivered exceptional customer service. I got to thinking about the fact that they are not only “all inclusive” with their activities, food, etc. but they are “all inclusive” with their customer service. Read the rest of this entry »


5 Recruiting Metrics to Measure

By Liz Carey

8 Recruitment Skills to Hone This Year

By Veronica Scrimshaw

stockvault-seminar--conference-audience216326In just over a month, we’ll be hosting our Global Conference for NPAworldwide members. This is our first event of the year, but we’ve got a busy calendar with events happening all over the world. While a primary goal of all of our meetings is to enhance networking and relationship-building among our members, professional development is also in the mix. Since I have conferences on the brain AND am always looking for great training, here is a list of recruitment skills you may want to sharpen: Read the rest of this entry »


Decoding a Client’s Candidate Assessment

By Liz Carey

rlw-uc03gwc-glenn-carstens-petersA few weeks back, we attended a webinar by Dave Baker of the Palmetto Leadership Center called “Human Resources & Corporate Recruiter Relationships,” which was an overview of assessments, effectively coaching clients and candidates, and tips for recruiters from a corporate HR manufacturing perspective.

Working with HR people in the field can present several challenges – one of which Baker noted is having an objective assessment to remove the interviewing bias. Read the rest of this entry »


Glossary of Terms for Recruiter Training

By Veronica Scrimshaw

dictionary-recruiter-trainingHave you recently hired, or are planning to hire, a new recruiter? I stumbled upon a thorough glossary of terms that is a useful addition to your recruiter training program. Published by Qualigence International, The ULTIMATE Recruiter Handbook defines more than 150 terms that are frequently used within recruitment. Many of the terms are quite basic, so this is probably best-suited to recruiters who are brand-new to the business. The glossary is somewhat US-centric. Read the rest of this entry »


Human Capital and Recruitment Benchmarks

By Dave Nerz

benchmarking-wordleSometimes it is valuable to compare your business or your plans to recruitment benchmarks. HR Magazine published some stats from the Society of Human Resource Management 2016 Human Capital Benchmarking Report that are excellent measures of what employers, candidates and recruiters might experience in the workplace. Items like costs to hire, tenure and span of control were addressed in the report. Read the rest of this entry »



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