Latin America Region – The Land of Opportunity!

By Veronica Blatt

image of latin america Today’s guest blogger is Robson Barbosa from Selpe in Brazil. Selpe provides executive search services in the areas of automotive, mining, services, retail, healthcare, transportation, and construction. Robson serves as the NPAworldwide managing director for Latin America.

With the end of the “golden decade” of high commodity prices, national economies in Latin America currently face the challenge of adapting to a new reality in order to recover economic growth.

Although the region as a whole is barely growing, there are important differences within individual countries. Brazil has experienced a severe recession in the midst of political problems, but now is recovering with a lot of economic and tax policies made by the government. Read the rest of this entry »

Simple search techniques to uncover more top talent

By Veronica Blatt

sourcebreaker-logoToday’s guest blogger is Steve Beckitt from Sourcebreaker. SourceBreaker’s award-winning, intelligent search & matching platform delivers measurable results and provide genuine USPs to help you win and place more business.

Figuring out the best method to search for candidates with a specific job title can be challenging due to the hundreds of available variations for describing the exact same role. 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!


5 ways to generate more job leads

By Liz Carey

IJPYRYHZ1CRecruiters should always be on the hunt for new job leads to fill. Even if you’re busy working on plenty of leads, it’s smart to be on the lookout for better leads, so you can dump the ones that 25 other recruiters are working on, or a client’s job order with requirements so lofty that you have no chance of filling it. New business leads are key to maximizing fill ratios and placement revenue. It’s not enough to occasionally target clients to ask if they are hiring… to generate job leads, you must speak to a lot of clients and candidates, and ask the right questions (in the right way).

Here are 5 ways to generate more job leads: Read the rest of this entry »

7 Tasks Recruitment Firm Owners Should Consider Outsourcing

By Veronica Blatt

female-entrepreneur-300Recruitment firm owners are a busy group of people. It’s tough to make time for all the various tasks that need to happen to sustain a business … and still maintain your personal production. If you’re just getting started as an entrepreneur, or have an extremely small staff, it’s critical that you save the bulk of your time for the activities that directly make money. Read the rest of this entry »

Myths About Recruiters

By Liz Carey

A9VVL0GZ09The Recruiter Myth

Recruiters are often perceived as mysterious and secretive by candidates, and, to some extent, that’s true. The sensitive nature of their work does require a level of discretion normally reserved for CIA agents. Being entrusted with helping shape a person’s career is a huge responsibility, and a responsibility recruiters take very seriously. Read the rest of this entry »

5 Tips for Designing a World-Class Recruitment Website

By Veronica Blatt

image of web architecture to represent recruitment websiteToday’s guest blogger is Sam Ajam of Founded in 2006, creates design and marketing buzz that serves the recruiting and staffing industry nationwide. Based in Silicon Valley and run by BizzwithBuzz, Inc, specializes in using the latest graphic design, web marketing tools, and technology to boost your brand’s web presence and outshine the competition. At, they always put the client first. offers top notch customer service, one-on-one consultations, and custom solutions in responsive web design, graphic design, search engine optimization (SEO), web and interactive marketing, social media branding and content writing solutions. Read the rest of this entry »

Yes, You Need a Recruitment Blog. Here’s Why.

By Veronica Blatt

Blog-Computer-KeyAt our recent Global Conference, I heard several members ponder the value of blogging. I believe a recruitment blog is an effective and necessary tool to have. Here are some of the reasons why: Read the rest of this entry »

Flexibility – The Recruiter’s Key to Unlocking More Revenue, Fresh Talent, and Happy Clients

By Veronica Blatt

TBell photoToday’s guest blogger is Tim Bell, President of TFI Resources, a division of People 2.O, which provides employer of record services for contract placements. TFI Resources is an NPAworldwide Alliance Partner.

For sustaining success, independent recruiters must take advantage of the “candidate’s quest for flexibility” trend that is especially popular among the millennial generation (23-34 year-olds), currently the largest segment of the global workforce. Recruiters and employers alike are realizing that flexibility may be the key ingredient to meeting the competitive demand for talent, while also engaging this influential generation. Read the rest of this entry »

Take the Next Step … Into Contract Staffing!

By Veronica Blatt

Judy-Collins-2017-300Today’s blogger is Judy Collins with Evergreen Contract Resources, which becomes the employer of record  with complete back office services.  Judy helps recruiters start and expand their temporary and contract placements throughout the US. Evergreen Contract Resources is an NPAworldwide Endorsed Program.

The market place for contract staffing has changed dramatically in the last year. Most direct-hire, retained search or contingency recruiters are now being asked to fill contract positions. Read the rest of this entry »

Your connection to premier independent recruiting firms across 6 continents

Site Designed and Hosted by The Imagination Factory

Some images ©

© 2017 - NPAworldwide