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.

 


20 Questions You Need to Ask When Qualifying a Job Order

By Sarah Freiburger

Would you say “I do” to someone before knowing exactly who they were as a person? Hopefully not, and hopefully you feel the same way when saying “yes” to taking on a job order for a client. While not as heavy of a commitment as marriage, agreeing to a job order is still putting your time and resources on the line, and sends a clear image of your brand on what you are able to deliver.

During the business development moments of your recruitment desk, it is easy to start to accept job orders, especially from repeat clients, with too much acceptance and not enough qualifying. What you have to remember though, is that likely this order is contingency based, and the client will go with the recruiter who delivers the top candidate, so it is important to get a head start from the beginning, by being sure you have gathered all the information needed to work the search.

Try to get in the practice of scheduling a meeting or conference call on the onset of any new assignment. Invite your recruiters or trading partners who will be working the search, and establish a clear and open relationship with the client and hiring manager.

Here are 20 top questions to include on this call according to recruiter trainer, Marcus Edwardes.

  1. How long have you been looking to fill this position?
  2. How many people have you interviewed for this position?
  3. What are the consequences of this position remaining unfilled? (This is a killer question for determining level of urgency!)
  4. How many companies are currently submitting resumes for this position?” What is your pipeline looking like right now?
  5. What is driving the need for the hiring of this individual (ie: project, replacement, deadline etc.)
  6. Can you elaborate on the business initiatives/problems that the successful candidate would be involved in solving?
  7. What are the “deliverables” for this position over the course of the first year/ duration of the contract?
  8. Please can you give me an overview of the technical skills you are looking for in suitable candidates? What are the “Must Haves” as opposed to the “Nice to Haves”? To what depth will they understand the “Must Haves”?
  9. Are you seeking candidates with specific domain knowledge? (Healthcare/ Finance/ Technology etc)
  10. Are there any other special skills you are looking for (soft skills, communication/writing etc) Maybe you can tell a little bit about one of your employees who is currently successful in this position?
  11. What size is the team he would be joining?
  12. Would he be reporting directly to you?
  13. Can you tell me a little about the culture of the company – and any differentiators that may help us in attracting high quality candidates when we are headhunting? (In other words – how does the Client “sell the opportunity” when he identifies a candidate that he wants to hire?)
  14. Are there any opportunities for a flexible work schedule or work from home days?
  15. What is the ceiling on the compensation/rate for this position? (Client says $90k/per hr) …”So Mr Client, if I found the perfect candidate for $100k/per hr – would you still be interested in seeing the resume?
  16. Are you open to candidates who need an H1b transfer? Do you sponsor Green Cards?
  17. Do you have a job spec? “Great – what’s your email address – I’ll drop you a line right away so you can send it over”
  18. What kind of turnaround can I expect for feedback on Resumes? (push for same day. Any more than 24 hrs is not good. Great candidates are scarce and will be snapped up).
  19. How many interviews is standard (and with whom)?
  20. Would you consider hiring over Skype (for out of state candidates- means you can broaden the Search)

 

At the end of the call, be sure to confirm your plan with the client, as in how many candidates you will be submitting and in what time frame. Make sure that you have all of the appropriate contact information including a mobile number to reach them with urgent needs to help you deliver on target, and end with thanking them for their time. If you have other recruiters on this same search, setting a debriefing immediately after is also a good idea.

 

Good luck and happy hunting!


Quirky Interview Questions

By Dave Nerz

So we have all heard these quirky interview questions. Most of us have tried one or two of these recruitment tricks at the end of a candidate interview. What is important is how skilled you are in asking the question and how effective you are at learning something from the answer that is provided.

One I like…”On a scale of 1 to 10, how weird are you?” The word is that Zappos’ CEO likes weird and considers it a company core value. Read the rest of this entry »


5 Recruiter Tips to Improve Phone Skills

By Veronica Blatt

image of business telephoneIt’s no secret that telephone usage is on the decline. So much information is available at our fingertips that dialing seems unnecessary or intrusive. As kids, my brothers and I fought over the phone as much as we fought over which cartoons to watch! And I had one good friend that I could *never* reach because of her mom’s LEGENDARY hours-long calls back in the days before call-waiting and voice mail (yes, I’m dating myself). Now I find I’m spending time TEACHING my almost-teenager HOW to use the phone … something that once seemed to be second nature. Read the rest of this entry »


5 Popular Recruitment Blog Posts

By Veronica Blatt

In case you missed these the first time around, following is a round-up of our most popular recruitment blog posts for the first half of the year:

5 Recruitment Trends for 2017 – You probably already know that candidates are in control right now. This results in multiple offers and more turn-downs. What other trends can you expect to see? Read the rest of this entry »


6 Time Management tips for Recruiters

By Liz Carey

In the recruiting business, you often have to “wear many hats” – especially if you work for a small firm or are an independent recruiter. There’s always work to do. We hear over and over recruiters are inundated with job orders, and just don’t have the time to do things like draft up and post job descriptions, or respond to the numerous emails and phone calls they get daily, because they’re focused on scouting top talent. When you’re spread so thin, is it time to hire another recruiter or administrative person? Can you outsource some of your tasks? Or, could it just be that time management needs to be addressed?

Time is money, and if you’re spending your valuable time doing things that someone else could do for you just as well, it might be time to lighten the load by hiring another recruiter or administrative associate, or outsourcing it to another company. But before taking that step, here are a few time management tips that might free up some time to get those other tasks done: Read the rest of this entry »


How Healthy Is Your Workplace?

By Veronica Blatt

image of a healthy workplaceOur guest blogger is Glenn Arnold of Arnold Group Australia in Melbourne, Australia. Arnold Group Australia has been a member of NPAworldwide since 2004. Arnold Group Australia has a number of specialist divisions that provide recruitment services in safety, injury management, general insurance, broking, sales and marketing, and shared service. Glenn is currently serving on the NPAworldwide board of directors.

I recently read this article by Debra Villar for the Human Resources Director. It reminded me that despite that fact that we as recruiters are often providing advice to clients about their workforces, we do not often take our own advice. Read the rest of this entry »



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