You Joined a Recruiting Network… Now What?

By Liz Carey

A recruiting network can be a powerful tool in a recruiter’s toolbelt, but you have to work the network. Some have the mindset that they will join and job orders and candidates will fall into their lap… It doesn’t work that way. You have to make working the network a habit, kind of like going to the gym – once you start going once a week, it just becomes habit. Engaging in a network is similar, it becomes habit, and it can make you money!

NPAworldwide recently hosted a topical phone call on “How to Make NPAworldwide a Habit,” hosted by moderator: Anne Downing, Demetrio & Associates, L.L.C., and panel member: Charlie Diana, Advanced Search Group, Inc.

Charlie and Anne, who have been members 20+ years, have done many splits and are very active in the network. How do they get active and stay engaged in NPAworldwide? Charlie says he makes it part of his daily routine. Read the rest of this entry »

When Your Competition is Your Best Trading Partner

By Liz Carey

Recently, an NPAworldwide network member in Victoria, Australia, made a tough split placement in a very niche IT segment by utilizing a new Sydney-based NPA member’s established connections with his same client. Two recruiters with the same client? Instead of viewing each other as competition, they worked together as trading partners to make a split… a placement they likely would not have otherwise made without each other. Read the rest of this entry »

What Makes A Good Trading Partner

By Liz Carey

NPAworldwide recently held a conference call for members on “Making the Right Connections” in a recruiting network. Two successful members of the network were featured as panelists, and both said that it’s important to remember that trading partners can choose who they are going to work with. If you want to be at the top of the list for who other recruiters call when they need help, you better make sure you’re viewed as a good trading partner.

So what makes a good trading partner? Here’s what our panelists said: Read the rest of this entry »

6 Quick Tips on Split Placement Network Success

By Liz Carey

Our network recently held a topical call where thriving NPAworldwide members shared 6 quick tips on making a split placement network work for you:

This is a communication business, if people don’t communicate, then you can’t do business with them. Very plain and simple. Read the rest of this entry »

Split Placement Networks: Coming Out of Your Comfort Zone

By Sarah Freiburger

Don Previti, owner of DVP Partners in New York, shared his review of his time in a split placement network. For him, success meant coming out of his comfort zone.

“Many of us have been recruiters for years and we all know how we can get accustomed to a comfort zone in managing our business. We know what got us here on every business level and we tend to revert to what feels comfortable and what has worked in the past. We focus on the same market sectors in the same business discipline in the same type of positions. I am no different than you. When I started my business I was focused on financial services and hedge funds in the NY area. That was where I made my living so that is where I spent my time.

But I came to realize very quickly that one of a split placement networks many strengths is it offers ways to expand our business and take us out of our comfort zone to not only add value to our clients but act as a catalyst to help grow our businesses.

Geographically, the network I belong to levels the playing field by providing member firms with an immediate competitive advantage to compete on a national and international platform. I have local clients who have an international presence and I can now position my firm to compete on a global scale with firms with much deeper resources.

The same can be said for business disciplines. When I was starting my business I was focused mainly on compliance, operations and technology, but I soon realized that I can leverage the local network knowledge and expand my business into audit, tax, finance and sales.

Expanding into a new market sector is more difficult but can be attained since there are dedicated trade groups for each business discipline. You can learn directly from experienced professionals who add direct value to your business on that market discipline.

I also started my business as solely an importer but once again coming out of my comfort zone I closed one of my largest deals of the years with another trading partner with me as the exporter. I now look for ways to expand the exporting side of my business.

In conclusion, take yourself out of your comfort zone. Join a trading group that is not directly associated to your market and learn. If you are exclusively an importer and have the positions, try to do one exporting deal this year where you provide the candidate. If you are an exporter only, try to do at least one importer deal this year. Expand into new markets and leverage the considerable global platform and resources that your network provides. I did, and as a result I now conduct over 30% of my revenue in business disciplines and geographic markets where I had no prior experience.  If you come out of your comfort zone and look to expand, a split network can help grow your business and add sustainable value to your clients.”


Swap, Collaborate, and Listen

By Veronica Blatt

Our guest blogger is Jason Elias of Elias Recruitment in Sydney, Australia. Elias Recruitment is a specialist legal recruitment consultancy, finding lawyers for law firms, not for profits and corporates, across Australia. Jason is the Secretary/Treasurer of the NPAworldwide Board of Directors and received our Chairman’s Award in 2014. Jason is also a Fellow of the peak recruitment industry body in Australasia  the RCSA (Recruitment & Consulting Services Association).

Who would have imagined the words of the famous 1980’s philosopher Vanilla Ice, would be so prophetic in 2017. The sharing economy dominates headlines – Uber, Airbnb and Airtasker. But what about recruitment, are there opportunities to share job orders and candidates? Read the rest of this entry »

Why Don’t Recruitment Agencies Collaborate More?

By Veronica Blatt

I was reading a post on LinkedIn this morning titled, “Why Don’t Recruitment Agencies Collaborate More?” and it got me thinking about some of those reasons. As a split placement network, our members have been successfully sharing candidates and jobs for more than sixty years. But, there are definitely recruiters who shy away from the cooperative model. Here are some of the reasons for that reluctance: Read the rest of this entry »

An Expansion Draft for Recruiting

By Liz Carey

I’m a huge hockey fan, and the big news in the NHL right now is the league’s newest team, the Las Vegas Golden Knights. The Vegas Golden Knights are the league’s first expansion franchise in nearly two decades, and they will begin play this upcoming season. Because the team is brand new, the league is holding an expansion draft, where the team selects at least one player from each of the other 30 teams in the NHL in order to fill their roster.

What does this have to do with recruiting? Well, it got me thinking. When a recruiting firm has more job orders than they can fill, it might be time to expand. But just like a new hockey team, it can be a challenge for a recruiting firm to start a new branch / office with no “players.” Read the rest of this entry »

5 Reminders on How To Effectively Make Split Placements

By Sarah Freiburger

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When an independent recruiter makes the decision to join a split placement organization, or is considering adding splits to their business model, they usually will go through a fantastic plan to make the most of their membership, or make the most money on deals they are going to do with other firms. Over time, as the desk and email fill up, this plan gets buried, and then one day the firm gets frustrated with their lack of return on investment to a network, or of time to building up those partnerships. Here are five quick reminders to get back to the top of your head for making split placements.

  1. Do those entries; Make the matches. Simply and easily put, no one knows your positions or candidates unless you share them! In a network, log into your profile and see how many jobs or candidates you have listed. If the answer is slim to none, your partners, especially new ones to the organization, have no idea what you do or specialize in! Take the next thirty minutes to add in your job you need help on, or even 5-10 candidates in your primary specialty.
  2. Do that follow-up; and, do it quickly.  Fast, responsive communication is the key to making those placements. If you are seeing your partners email you candidates or ask for assistance on a role and you are telling yourself you will wait to respond at the end of the week when you have more time… the candidate could be gone! More than that, your partner will grow impatient waiting for feedback and move on to a more responsive partner. In 2017, our phones and email are attached to us at all times, so taking the 15 seconds to review a resume and send back a “yes/no” is increasingly important to build relationships.
  3. Do you expect half a fee but don’t want to do half the work??  Remember when agreeing to a network placement fee percentage on a successful placement or with a partner that the percentage does not only equal the money you will receive, but the effort you should be putting in. On a 50/50 deal, make sure you are pulling equal weight as your partner in terms of either sourcing the appropriate candidate or building up information from the hiring manager. If you prefer to do less work and more business development, maybe giving your partner a larger percentage would keep their happiness when they believe you to be slacking.
  4. Read placement reports to see who is making the deals! This is relevant to those in an organization, but do you know where to look to see the placements reported for the year? These should be available readily and able to be used as a tool to use as a directory of who is making money, aka, who you want to be connected with. As a generalist firm, also asking for information on the most placed industries and job titles could steer you towards the money if you are feeling your talents are too broad or the amount of search results received too wide.
  5. Business just does not come to us, we have to make it work, make it happen!  Stay visible. This is true for any avenue that is available to you whether it be online posting, picking up the phone, logging onto trading group calls, and most importantly, adding meetings. Check the events calendar in your network to see what ways you could be making yourself visible, and work on learning some new partners, or getting more active in your current trading groups.

If you read through these reminders with a groan because you are doing all you can, fantastic! More likely than not, these have caused you to not necessarily learn any new information, but remind you to get back to the goals you had in regards to placements for the year. The year is quickly approaching the half way point, so it is a great time to check in and revamp!


Split Story: Contract Role Placements Add Up!

By Sarah Freiburger


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.

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