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 »

If Only I Had Known That Sooner! 8 Tips for New Recruiters

By Veronica Scrimshaw

tips for new recruitersToday’s guest blogger is Bill Benson with WilliamCharles Search Group located in Grand Rapids, MI. WilliamCharles is an executive search and professional recruiting firm specialized in finding managerial and executive talent in finance, HR, operations, sales/marketing as well as president/CEO roles. They have a concentration of clients in Michigan but they also work across the US. Bill is the secretary/treasurer of the NPAworldwide Board of Directors. In this post, Bill shares some tips for new recruiters that he wishes he’d learned earlier in his career!

Do you sometimes wish you could go back in time and apply what you know now? I’m not talking about high school dating! Let’s help the newer readers in the audience by sharing some tips for new recruiters. Here are a few of mine: Read the rest of this entry »

Looking Elsewhere During a Candidate Shortage

By Liz Carey

pexels-photo-29791Hundreds of thousands of IT jobs go unfilled every year, because demand for talent exceeds the supply. The challenge in IT hiring is often that recruiters need to find candidates with both the talent AND the personality to thrive in the role – they want someone who will fit culturally.

So what does a recruiter do when they have a ton of job orders to fill, but their candidate well has run dry? This article  describes a solution that is on the rise with tech firms – hiring veterans. Read the rest of this entry »

Promoting Your Recruitment Firm

By Dave Nerz

promoting your recruitment firm characteristicsA recent Staffing Industry Review article listed the top criteria buyers use when evaluating recruitment suppliers. It is no surprise that the top items on the list of criteria are worker quality, speed, service/quality and cost. Others that made the list were geographic coverage, relationship focus, skills breadth, and industry knowledge, to list just a few. Read the rest of this entry »

Split Placement Story: More Job Boards?

By Sarah Gawrys

Photo - Light Bulb Idea with Question MarksWith so many third-party job boards out there, many of which are free to post on, why would a recruiter decide to join a recruitment network and post their job orders on that organization’s job board instead?

The answer is easy: results.

If you’re a niche recruiter, oftentimes you don’t get the right caliber of candidate on generic job boards. If you join a specialized recruiting network or a split network that has other recruiters who work in your specialty, chances are you will have an easier time finding that “needle in the haystack” candidate, as opposed to a generic job board that caters to everyone from cashiers to forklift operators.

While most active candidates begin their search on job boards, recruiters have the advantage on finding passive candidates – those who are still employed and are not actively looking, and therefore, don’t have their resume posted on job boards. They may know a top candidate with the skills your client is looking for, and they often can post these candidates’ info within the network because it is confidential, whereas the candidate would not publicly post their information on a job board.

In addition, working with other recruiters’ candidates can help save you time and effort. Recruiters keep in close personal contact with their network of candidates, so if a candidate is referred to you by another recruiter, they’ve likely spoken to them to confirm they are still actively looking, their salary range, their relocation preferences, etc. Whereas if a candidate posted their resume to a job board several months ago, they might have already found a job and not taken down their information, and you would waste your time reaching out and trying to get in touch with them.

Rather than posting a job order to a generic job board and taking the “wait and see” approach to see if they get talent or bottom-of-the-barrel candidates, recruiters in a recruitment network post to the network’s internal and/or external job boards to get quick and effective results. Take, for example, this story from a relatively new member to NPAworldwide:

“One of our long standing clients, an Australian based manufacturer of specialty chemicals, asked us to find a Business Manager for their rapidly growing American market.  This role has responsibility for the development and management of business growth in the US, South American, Canadian and UK markets.  The brief was to find someone with a strong business development orientation and entrepreneurial flair, who could develop and grow with the company.”

She placed advertisements on the LinkedIn job board and Monster, as well as listing it on NPAworldwide’s internal and external job boards. This was the first time her firm had used the NPA job board, and she said they were interested to see what the results would be.

“We were very pleased with the results from the NPAworldwide job board, which was very good in both number and quality, giving us a consistent stream of good candidates.  The response from Monster, while reasonably good in number, was short lived and disappointing in quality.  Response from LinkedIn was very poor in both number and quality.”

In addition, some USA-based NPAworldwide partners referred several very good quality candidates to her, she said. The short list she presented to the client consisted entirely of NPA-sourced candidates, except for one.  Ultimately, the successful candidate was from the NPA job board, with a candidate referred to the firm by another NPA partner coming a close second. 

“Also, because of the high level of NPA job board response, we had the added security of knowing that we had gained a good understanding of that specific candidate market.”

The results from the split placement network’s job board were higher in number and much more relevant than those of the other job boards. While third party job boards can assure you of applications – you don’t want to spend all your time deleting a bunch of irrelevant resumes. Time is money, and sometimes it is worth it to pay for quality over quantity.

Your Recruitment Website is Live, Now What?

By Veronica Scrimshaw

Rick-Mare-JXTToday’s guest blogger is Rick Maré with JXT. Rick is the founder and CEO of JXT, the number one provider of cloud-based digital marketing solutions for recruiters and corporate recruiters. Rick has coached thousands of recruiters, empowering them to take their businesses and careers to the next level. Connect with Rick on LinkedIn.

Here at JXT we work with a large number of recruitment agencies. Over time, what I’ve noticed is that some decide to invest in a new website then leave it there, whilst others kick on and continue refining and tweaking their online footprint. Although both of these groups have a recruitment website that looks and feels world-class, more often than not the second group’s digital results will far outstrip the others. Read the rest of this entry »

Recruitment News This Week

By Veronica Scrimshaw

newspaper-racks-300It’s the end of the third quarter (wow, this year is *flying* by!), which means there has been a lot of recruitment news being shared. In case you missed them, here is a round-up of some of the recent headlines:

Randstad Completes Acquisition of Monster Worldwide

Effective November 1, 2016, Randstad announced the completion of its acquisition of Monster Worldwide for US $429 million. As a result, Monster Worldwide is no longer listed on the New York Stock Exchange. Monster will continue to operate under its own name, as a separate and independent entity. Read the rest of this entry »

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