How To Determine Work Status Of Your International Hires

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.

I have previously discussed the importance of properly classifying the work status of your international hires. Many countries have regulations similar to those of the IRS which can act a general starting point to begin making the determination.

From IRS Rev. Rul. 87-41:

Over the years courts have identified on a case-by-case basis various facts or factors that are relevant in determining whether an employer-employee relationship exists. In 1987, based on an examination of cases and rulings, the Internal Revenue Service (“IRS”) developed a list of 20 factors that may be examined in determining whether an employer-employee relationship exists. Read the rest of this entry »

Millennials and Recruitment

By Dave Nerz

OK, time is up. You have to figure this out…NOW.

Recruiters, time to stop bashing Millennials by calling them out and making a big deal out of the generational differences. Time to start managing your communication and reaction as you have for different audiences for years. Yes Boomer recruiters, I am talking to you and anyone else that is paralyzed by a generational difference. Read the rest of this entry »

Tools For Uncovering Passive Candidates

By Liz Carey

When you’ve exhausted your candidate pool and need to find top talent for a job req, what’s your go-to for uncovering passive candidates? On a recent NPAworldwide trading group conference call, participants discussed tools used to uncover passive candidates. Here are a few popular with our cybersecurity recruiters:

Read the rest of this entry »

Recruitment Marketing 101: No Digital Sharecropping

By Veronica Blatt

I wrote a post a few years ago about digital sharecropping – the practice of creating content on a platform you don’t own. I was inspired to write it because of a phrase I’d heard which resonated with me as much then as it does today: “Never build on rented land.” As recruitment marketing becomes more and more important for both client and candidate acquisition, I’m reminded again that digital sharecropping is still a bad idea. Sharecropping, if you’re unfamiliar with the term, is a tenant farming practice that developed in the southern United States during the Civil War / Reconstruction era. It was also practiced in other parts of the world. Farmers who had no land of their own used some of the land that belonged to a wealthy landowner in exchange for a portion of the crops produced on that land. The practice was often exploitative, with sharecroppers indebted on a year-over-year basis with no real ability to ever earn enough money to purchase their own land (or even negotiate more favorable terms with the landowner). Landowners benefited from the arrangement because their fields did not lie fallow, they were not paying anyone to farm the land, and they were keeping a portion of the harvest for themselves. Read the rest of this entry »

Recruiters, Do You Terminate Clients?

By Dave Nerz

A recent report in Staffing Industry Review listed the top reasons for staffing firms to turn down a potential business opportunity. Here is what topped the list:


  • 54% Pricing too Aggressive
  • 52% Poor Communication/Lack of Responsiveness
  • 33% Software Interface Issues
  • 29% VMS/MSP Requirements
  • 28% Terms too Risky
  • 23% Difficult Positions to Fill
  • 22% Lack of Trust

Read the rest of this entry »

Using Client and Candidate Testimonials to Build Your Brand and Business

By Veronica Blatt

image of testimonials iconToday’s guest blogger is Julie Parsons, owner of Premium Consulting. The firm provides recruitment solutions across industries such as transport, distribution, supply chain, engineering, manufacturing, food industry and operations/technical roles. Although Brisbane based, most recruitment involves regional and national roles, with some international work in Indonesia, Asia and Europe. Julie formerly served on the NPAworldwide Board of Directors.

Testimonials are an important part of the success of your business. Credibility, professionalism and expertise are essential to succeeding in a tough competitive business environment, testimonials from loyal customers and candidates should be a critical part of branding and marketing your business. Read the rest of this entry »

How Do You Make a Voicemail Compelling?

By Sarah Freiburger

Any sales professional or recruiter will tell you that a cold call voicemail is part of their business that they are constantly shifting like Goldilocks to make one that is, “just right.” Some argue that white lies and vague statements are the route to go, and others will state that honesty and transparency wastes the least amount of time in the end. What do you think? Please sound off in the comments with your best scripts, and maybe these opinions from other recruiters (taken from various recruiter groups) will help adjust your own voicemail pitch.

  1. Hi there! It’s (your name) … your name came across my desk because I spoke to one of your colleagues. Now, I don’t want to get them in trouble for giving me your information, but let’s just say I spoke to them about a new opportunity and they said you might be interested. Call me back and I’ll get the details to you.
  2. Leave a vm in conjunction with sending a LinkedIn message, and if you have anyone in common on LI , reference that —“ look like we both know X” or “looks like we know a lot of the same people.”
  3. Mention their bosses name and another peer and say that you didn’t know who the best person to talk to was but left voicemails for them as well. Seems to catch their attention and you may also say you just sent you an email as well that’s in their inbox so hit him more ways than one.
  4. “You come highly referred from a confidential referral.” This sentence leaves an air of curiosity with no need to ever let them know who that was. They will respect you not giving an actual name.
  5. I send an email, then a call letting them know I’m interested in speaking with them regarding XYZ. “I sent details to (state email), please take a look and contact me as soon as possible via email or phone” I do this because (1) some people respond to phone, some to email – this gives them the opportunity to respond via their prefered method (2) most people have more than one email…this way, they know where to look (3) it separates me from the spam recruiters – it sends the message that I’m serious (4) my rate of response is dramatically increased by following this method.
  6. Lead with what will sell. Sometimes I lead with benefits, sometimes I lead with pay, sometimes I lead with duration of assignment. Call when others aren’t, after hours, before hours, weekends. Call multiple times a day. You can also try texting (check your local laws about this one). This is what works for me.
  7. Change tactics. Get them all on an email list, create frequent fabulous content – share it regularly don’t sell anything but deliver value. Monitor the open rates, ring the most engaged, they will know you or your company name get them to fall in love with your content that they only want to talk to you, feel privileged when you call.
    Save time. Make more placements. Create raving fans. Recruitment is about marketing now.


As a business development manager myself, I tend to agree most with the last statement, and will follow up with an article on best marketing campaigns next, so be sure to subscribe to our blog and follow along!


Building Vibrant Talent Pools

By Veronica Blatt

Today’s guest blogger is Martin Bramall, managing director of idibu, a talent marketing platform that reduces the time to hire and facilitates better relationships between candidates and recruiters.

For lots of recruiters it’s getting tougher and tougher. Rising skill shortages coupled with the possible impact of reduced international talent means it is likely to get worse before it gets better. I believe one way to address these serious challenges is talent pooling. Read the rest of this entry »

5 Recruiting Trends You Can’t Ignore

By Veronica Blatt

image of newspaper representing recruiting trendsThe smart folks at Qualigence have published a new white paper identifying five major recruiting trends that cannot be ignored this year:

Diversity and Inclusion – Qualigence states that 78% of talent leaders rate diversity and inclusion as a top trend. Watch for improved and increased diversity initiatives that focus on gender, race/ethnicity, age/generation, education, disability, and religion. Savvy companies are recognizing that diversity extends beyond gender and race/ethnicity. Cultural diversity takes a broader and more holistic approach that can also include skills, professional experience, language, and more. Diversity can improve retention and also open a wider talent pool – two things that are important to virtually ALL employers in this talent-scarce market. Read the rest of this entry »

Candidate Counteroffers and Fall-Offs: Lessons from the NFL

By Dave Nerz

image of football referee representing counteroffersIf you are an executive recruiter, you have likely been burned. They call it a no-show, a no-start, a fall-off, a counteroffer or perhaps you call it something a little bit more like #%&$!

You have been there. The time has been invested. The candidate has been sourced. The candidate has been vetted. The candidate has interviewed. The employer has offered. The candidate has accepted. The date has been set. And then, the candidate does not show up for the first day of work, they are missing in action, or perhaps they have the guts to call and tell you they are backing away from the deal that you spent months creating. It happens to almost everyone. It is just another reason for recruiter paranoia and pessimism. Read the rest of this entry »

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