Who’s on Your Fantasy Recruiting Team?

By Liz Carey

I’m a total fantasy sports nerd, and football drafting season is upon us. For those unfamiliar with it, fantasy football is an online game where users draft football players onto their virtual “fantasy team” and compete weekly with other users in the league. Each player accrues points for your team based on their real-life statistics like touchdowns, pass yards, rush yards, etc.

In addition to being a fun hobby, fantasy football draws parallels to the recruiting world, such as: Read the rest of this entry »

Bored with Boards

By Veronica Blatt

Our guest blogger is Gregg Whitt with Professional Personnel Associates in Clemson, South Carolina. Gregg is a longtime member of NPAworldwide, currently serving on the board of directors. Professional Personnel Associates provides recruitment services in the technical, engineering, manufacturing, professional, and management fields across the United States. Read his thoughts on engaging passive candidates below.

I have been in the recruiting industry now for over 35 years, and have seen many changes. Job boards have been popular for candidate sourcing for a number of years, but recruiting passive candidates has never gone out of style. Now, just as then, passive candidates in many cases are already contemplating their next career move. 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 »

Employee Engagement and Business Success

By Veronica Blatt

The Workforce Institute at Kronos commissioned a survey to investigate current levels of employee engagement and its impact on business success. (Disclosure: Kronos is an Industry Partner to NPAworldwide.) Survey respondents included more than 300 professionals in the areas of HR, operations / line of business managers, and employees from companies with more than 600 employees. Industry representation included retail, healthcare, public sector, manufacturing, service, and transportation/logistics. The survey data is interesting; the summary is available for downloading. Read the rest of this entry »

Compliance on a Global Scale

By Veronica Blatt

Today’s guest blogger is Eric Snethkamp, global channels & strategic alliances manager for SafeGuard World International. For nearly a decade, organizations around the world have relied on SafeGuard World for their global HR needs, specifically around payroll and employee compliance. SafeGuard World is an Alliance Partner of NPAworldwide.

In international business, compliance can seem like a minefield. It is layered with complexities spanning employment and payroll practices where regulatory missteps can have serious implications. Consider the following scenarios that often unfold when companies set up shop in foreign countries: Read the rest of this entry »

Disaster Recovery Basics for Your Recruitment Firm

By Veronica Blatt

As I write this, Tropical Storm Harvey is still battering Houston and the surrounding Gulf Coast with unprecedented rainfalls. Our thoughts are with everyone who has been impacted by this historic storm. Thousands are displaced from their homes, and business interruptions must be staggering as well. While most of us will not experience a catastrophe of this magnitude, there are hundreds, if not thousands, of smaller disasters each year. How well-prepared is your recruitment firm to survive? If you have not given time or thought to a disaster recovery plan, get started now! Here are some basics: 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 »

Help in a Tough Talent Market

By Sarah Freiburger

business networkingImagine for a moment that being a recruiter is the same thing as being a tourist on a sandy beach in the middle of summer. You show up early to try and get the best chance at finding a perfect shell washed up on shore, only to discover that thousands of other people are also on that beach, looking for the same thing as you battle to get to the shoreline. Trying to get ahead, you bring your family down with you, but you seem to spend more time teaching them what you are looking for than seeing any success. So now you have exhausted yourself trying to build the perfect plan with the bulk to accomplish it, only to be repeating over and over which type of shells you are even searching for and why.

This might be a silly example, however what if you were able to instead link up with a group of specialized shell hunters that would have you sit down and enjoy your coffee while they, the experts, brought back a collection of perfect shells? The best part is that you do not have to pay them a fee until you feel the shell is just right. This is the beauty of being an independent recruiter in a split placement network!

As you focus efforts on staying ahead of business development and growing your individual brand, you can rely on other independent recruiters to source and screen candidates for your roles. They are not your family or employees, so if they are not understanding the specifications or eating up too much time, you simply move on to a new partner. Another benefit is that they help you have to research less on industries and geographies you are unfamiliar with to keep a client happy. With a broad network, you can simply consult with a firm specialized in that target to be able to turn up the best candidate while highlighting how strong your brand is.

As your partners take on and fill more roles, your firm is also adding to their success stories to attain larger, as well as multinational clients. They now have that strong key relationship with an independent firm, but with the security of knowing you are still able to fill those twenty nursing roles or assist with the opening of their plant in Hong Kong. This removes the stress on you from having to teach yourself, or worse, a team of inexperienced hires, how to properly source or research.

With the flexibility to take over the screening process from your partner at anytime, it is reassuring to know that utilizing your split network will never reflect poorly on your firm. If you read the headline of this article seeking a solution, then it is time to join a network or build your own.


Global Cost of Engineering Talent

By Dave Nerz

Recruitment of engineering talent is becoming increasingly more competitive. The global financial crisis and the dramatic impact on manufacturers is a memory for most at this point. The search and selection of the best engineering talent has become a race to be first to the best engineering candidates with a lucrative offer. As this demand for talent continues, more companies in need of engineering talent will begin to look globally, use independent recruiters vs in-house resources, and start looking at developing their own training and talent pipelines. Read the rest of this entry »

Top 10 Tips for Your Candidates Undergoing Recruitment Assessments

By Veronica Blatt

Today’s guest blogger is Amanda Davies, managing director for ISV, a TEAM Service Provider. ISV supports recruiters (in-house and consultants) and HR professionals worldwide with their candidate testing and screening process. ISV, part of Dillistone, is best known for its online testing software, FastPath and the new ISV Online.

Candidate experience – it became a topic of the moment a few years ago and shows no sign of going away. In fact, it could easily form part of Recruiter Buzzword Bingo (along with its friends ‘big data’, ‘war for talent’ and ‘uberisation’). Candidate experience has earned its place, though. It makes perfect sense to think about your candidate’s journey. Read the rest of this entry »

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