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.

Split Placement Story: Teamwork is an option for Recruiters

By Sarah Freiburger

Z3VPU4IDKE-300A story from NPAworldwide’s engagement coordinator, Kelsea Bischoff.

Teamwork, according to the dictionary, “is the combined action of a group of people, especially when effective and efficient.” Many times working together is much more efficient from a time and effort perspective than working alone. For contingent recruiters, the goal is to make placements.  Close calls do not pay well!  The more deals you make the better for you, your clients and your candidates.  If done right everyone wins.  So, why not add a teamwork option to the recruiter tool box you work from?  Maybe it will result in a few more wins for your clients and candidates. Read the rest of this entry »

Sharing Fees with Recruitment Partners

By Veronica Scrimshaw

Scott-King-2016This post is from guest blogger Scott King of Kings Resources in Brisbane, Queensland, Australia. Scott is a longtime member of NPAworldwide and is currently serving on our board of directors. Kings Resources specializes in the placement of contract and direct-hire information technology professionals.

I am a 24-year agency recruitment veteran. I have held sales and management roles within my industry, and I have always found this work challenging and rewarding.

Last year I wrote a blog about the benefit of being inclusive with recruitment partners. Read the rest of this entry »

Split Placement Story: The Competition is Not Always Your Enemy

By Sarah Freiburger

business-cardIn addition to providing access to trading partners outside of a firm’s geographic area or specialty area, a recruiting network can help hook a recruiter up with a peer within their own market. Just because you work the same territory or niche doesn’t automatically make them your “competition.” Below is a great split story of forming an alliance with your supposed enemy. Read the rest of this entry »

Contract Placements Add Up!

By Liz Carey

J04BJ1VCGKTemp and contract placements 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. Read the rest of this entry »

Split Placement Story: Anatomy of an International Split

By Sarah Freiburger

teamwork and partnership concept. four hands connecting puzzle

Firms who are not currently making split placements, or those not making them internationally will occasionally wonder what is involved in making an international split placement to determine how to incorporate them into their business model, and if it is worth the effort. Here is a real-life example of how one such deal came together. The recruiters were based in Jakarta, Indonesia and Brisbane, Australia. The story is shared below:

The Jakarta based recruiter received the job opening from their client. Their firm had filled a role for them within their region, which resulted in receiving this new job opening in Brisbane. As members of an international split network, NPAworldwide, they posted the job, and a recruiter in Brisbane picked it up.  

Initially, this placement was not an easy one as there were too many people involved. The recruiter in Jakarta was the point of contact with the client in Indonesia, but they also had involvement from HR in China, HR in Singapore, the headquarters in Sweden, plus a hiring manager and finally the recruiter in Australia working with local Brisbane candidates. They had about 2-3 attempts at the job and lost some good candidates because the process was too slow due to all the different people involved from different locations. Once the recruiter in Brisbane was able to take direct control of the interviews with the local hiring manager, everything ran smoothly.

Overall, it took about 3 months from the start to the offer/acceptance. The client needed some assistance and advice in packaging the offer to make it acceptable to Australian candidates that the local recruiter was able to aide with, and some additional hires were even made from the final shortlist of 3 candidates. The client was very impressed with the caliber of candidates that they put forth. Both candidates are still working for the client, and both have been promoted.

In terms of the candidates, one candidate was originally from the UK but had just recently moved to Brisbane where the job was. The other candidate was an Iranian living in Sydney; he did move to Brisbane. No visa issues occurred, but they did provide real estate information for housing.

The firm in Jakarta has been able to keep expanding their services geographically with this same client with help from their network trading partners. They have made placements for this client in Indonesia, Singapore, and Australia and are now working on a role in India. Collaboration with partners helps them perform well for their clients, leading to more roles, leading to more collaboration – it is a very positive circle!

The recruiting process is basically the same whether you are working locally, regionally, nationally, or internationally. Sure, there may be some additional elements, like time zones and visas, that can lengthen the process. With the right partners, recruiters should feel confident saying YES to the clients and to an international split placement!

The Exporter’s Guide to the Split Placement Network

By Liz Carey

409rplfbgyIn a recruiting network, you have several different types of recruiters: importers – the recruiter working for clients who has job orders to fill, exporters – the recruiter working with candidates who solely refers talent to importers, and recruiters who do a combination of importing and exporting.

It’s a great system – an importer can simply post their job order and an exporter may find a perfect match by searching their database and sending one along. But it can only work correctly if both sides are on the same page. No importer wants to be spammed by an exporter with 100 resumes of candidates that don’t match what they’re looking for whatsoever, and no exporter wants to waste their time providing quality referrals to someone who doesn’t give any feedback. Read the rest of this entry »

Split Story – How to Succeed in the New Year

By Sarah Freiburger

Increase chartAs we approach the end of the year, it is time for independent recruiters to start thinking about how to

succeed in the new year. Here is a New Year’s resolution for recruiters to get you started on the right

foot and networking:  Read the rest of this entry »

Are Split Placements Right for You?

By Veronica Scrimshaw

road-sign-1280245_1920-300From time to time, we get asked if there are certain types of recruitment firms that are more well-suited to split placements than others. There are certainly many different ways to operate a successful recruitment firm. For firms that participate in splits, there are even many different ways to be successful. But if you don’t have a long history of making split placements, and are wondering if  they would be a good addition to your firm, here is a pretty good list of attitudes and attributes to have. Read the rest of this entry »

Split Placement Story: More Job Boards?

By Sarah Freiburger

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.

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