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

survey checkboxes
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.

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 Blatt

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 »

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