We are coming to the end of a whirlwind calendar of seven recruitment conferences in five weeks, from the USA to France, Vietnam, and New Zealand. While the logistics were sometimes tricky, and the travel schedule exhausting, we love seeing our members come away with renewed enthusiasm for their desks. Read the rest of this entry »
Dreaming of 30% recruitment fees? As a recruiter, working the right industries and high-profile jobs where quality candidates are in great demand are obvious ways to earn big recruitment fees. But you won’t always have a stack of VP or Director-level jobs sitting on your desk… so how do you negotiate a bigger recruitment fee?
A client must be greatly motivated to pay a large recruitment fee – often when they can’t find the candidate they need and have exhausted all resources. Companies are willing to pay for top talent, and as a recruiter, your challenge is to convince them that you are the only one suitable of finding those superstar candidates. Read the rest of this entry »
Recruiting is a tough business. Sometimes you’re given a seemingly impossible req to fill from a client, or sometimes you have a great candidate that you just can’t seem to place. What do you do when you hit that brick wall? What if you had a whole network of like-minded recruiters who could bring you a wealth of talent, determination and diligence? This is what split recruiting is all about. Split placements involve two recruiters who work together to help a client find the best candidate, and help a candidate find the best role for them.
In the NPAworldwide recruiting network, we often see stories of two hard-working recruiters working together to make a placement. Here’s a story of a recent one: Read the rest of this entry »
Today’s guest blogger is Sam Ajam of BuzzRecruiter.com. Founded in 2006, BuzzRecruiter.com creates design and marketing buzz that serves the recruiting and staffing industry nationwide. Based in Silicon Valley and run by BizzwithBuzz, Inc, BuzzRecruiter.com specializes in using the latest graphic design, web marketing tools, and technology to boost your brand’s web presence and outshine the competition. At BuzzRecruiter.com, they always put the client first. BuzzRecruiter.com 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.
At BuzzRecruiter, their motto is Connect, Communicate, and Compete – they are committed to helping recruiters connect with clients and top talent, communicate with them through savvy design and marketing communications, and compete to place those top candidates with leading companies in a variety of industries. Recruitment is an active process and they can help you hone your public image for the best results.
BuzzRecruiter.com is proud to serve the NPAworldwide organization and its affiliated customers. To learn more, please visit www.buzzrecruiter.com
There is no shortage of qualified talent in today’s job pool, but some companies still find it hard to hire the employees they need. The recruiting process itself could be to blame.
If you’re not analyzing recruiting metrics as a part of your hiring process, you’re missing out on an opportunity. Analytics help you evaluate what is working well for your company and what recruiting practices you may need to rethink. That kind of understanding could be the difference between hiring the best talent and losing out to your competition. Read the rest of this entry »
A recruiting network can be a powerful tool in a recruiter’s toolbelt, but you have to work the network. Some have the mindset that they will join and job orders and candidates will fall into their lap… It doesn’t work that way. You have to make working the network a habit, kind of like going to the gym – once you start going once a week, it just becomes habit. Engaging in a network is similar, it becomes habit, and it can make you money!
NPAworldwide recently hosted a topical phone call on “How to Make NPAworldwide a Habit,” hosted by moderator: Anne Downing, Demetrio & Associates, L.L.C., and panel member: Charlie Diana, Advanced Search Group, Inc.
Charlie and Anne, who have been members 20+ years, have done many splits and are very active in the network. How do they get active and stay engaged in NPAworldwide? Charlie says he makes it part of his daily routine. Read the rest of this entry »
Today’s guest blogger is Martin Snyder, Main Sequence Technology. Founded in 1998, Main Sequence Technology creates talent acquisition technology solutions wherever and however organizations are built. PCRecruiter is the solution of choice for thousands of third party recruitment, corporate, and outsourced staffing teams across economic models and around the world. PCRecruiter provides comprehensive CRM and ATS functionality converged into database, voice, and email interfaces to empower recruiters to do what they do best with accessible, cost effective technology. Main Sequence is proud to serve the NPA organization and our many individual NPA affiliated customers. To learn more, please visit www.pcrecruiter.net.
Greetings to the NPAworldwide community in this unsettled autumn of 2017. It’s a pleasing task to create some content for NPAworldwide; I hope you find it modestly informative and entertaining.
To the PCRecruiter sub-community: a simple thanks and a simple report from Cleveland; we are energized and productive despite the mystifying collapse of our baseball team and the un-mystifying second place finish in NBA basketball. We don’t talk about football, much.
We do talk about the two most apparent looming changes appearing on the horizon of HR tech: the changing data regulations/climate in Europe, and the apparent depth of the hype-cycle around Artificial Intelligence.
The legal name of a new EU law scheduled for full-effect in May, 2018 is EU Directive 016/679, headed “General Data Protection Regulation.” In HR tech, everyone calls it GDPR.
GDPR is a vast assembly of principles related to every aspect of handling information electronically. As such, it’s also essentially a political document, because value judgements, pie slicing, and plain ambiguity permeate all parts of the process, from the drafting of the rule, to the markups; the ratification process, the pre-enforcement wrangling, and finally the evolution of the actual enforcement facts-on-the-ground.
The rule also developed in light of the previous rule and the political process that unfolded over the previous decade. Unfortunately, the international political environment has not been positive for virtually all of that time.
It’s not controversial to observe that the EU was very agitated by the behavior of both the Bush and Obama administrations when it came to government access of personal data. It’s also hardly controversial to say that the current US administration is not steeped in internationalism.
Internationalism is exactly the domain, because the sticking points are subjecting firms with varying interests, assets, and exposures to sovereigns all around the world to working, compelling dispute and behavior enforcement mechanisms.
So far, these have taken the form of quasi-treaties. One that was heavily relied upon was called “Safe Harbor.” Safe Harbor was built around a memo of understanding between vendors and US government agencies that the vendors would reasonably respond to EU data protection authority demands. Eventually, the EU judiciary did not find that strong enough, and in ruling C-362/14, determined that Safe Harbor would no longer suffice for compliance with EU Data Authority rules.
This decision created immediate disruption and uncertainty for hundreds of cloud vendors and thousands of customers. In response to that pressure, the EU executive body (EU Commission) issued COM 566 (November 2015), stating that Data Exporters who had executed contracts with Data Importers containing unmodified EU provided standard Model Contract Clauses (and appropriate appendices, would be compliant until further notice). These contract terms are explicit and comprehensive, although serious enforcement remains situational.
Along with the new rule, a successor to Safe Harbor was created. More expensive; different words, more mouths-to-feed, but the same concept. It’s called Privacy Shield. I’m not convinced that the program will last beyond its first encounter with the EU Judiciary. If history is a guide, the model contract terms may be the once and future fallback.
The entire upshot of the enforcement appears to be the question of where the data must be hosted. If it must be hosted in the EU, it will be a huge boon to Microsoft and Amazon. The economics won’t allow for much protectionism in cloud provisioning. The EU will have mixed feelings about that, and may prefer in the end to not take that step. PCRecruiter is prepared either way; we have always offered self-hosted versions which makes third-party hosting much more practical.
It was difficult to tell the story of the GDPR effectively in fewer than 500 words, which means only a few thoughts about AI, for what they may be worth. The first is that, for now, it’s something in the eye of the beholder. Everyone has their own definition, and there are no standard definitions beyond suggesting enhancement or simulation of human cognition.
My personal definition is “stacked algorithms,” which suggests a sequence of conditional algorithms glued together with some insight or learning/teaching mechanism. The second is that it will probably not unfold as people expect, and when it does, it will underwhelm at first and mature to a life-changing force. In our business, I see it applying in a portfolio of ways, likely with the most important being a much more abstract relationship between users and applications.
We are all going to have electronic middlemen everywhere–all of different capacities and uses. Can you wait for it?
I’m pretty stoked by the whole thing, but then again, I have a non-trivial opportunity to gain greatly from it. I think recruiters will too, because while the auspices may change, the biological reality of switching tribes means quality person-to-person communication, and AI will not probably be there before I am well on my way to whatever is next.
Today’s guest blogger is Rob Proudfoot with Apex Global Recruiting Ltd. in Vancouver, British Columbia, Canada. Apex Global Recruiting provides recruitment solutions primarily in the area of sales and sales management. Rob is currently serving as a member of the NPAworldwide board of directors, with responsibility for Canada.
A few years ago I was sitting at my desk here in Vancouver thinking about how to increase revenue in my small recruitment firm. I was contemplating increasing fees, increasing placements, perhaps exploring adding contractors to the mix, etc. This is likely something every recruitment firm owner has grappled with at some point.
Then I had a lightbulb moment. Our Canadian dollar was valued at $0.70 to the US dollar. It seemed very clear to me that there was an opportunity to expand my business purely by doing business elsewhere. I decided to go south shift my focus from Canada to the US, taking advantage of the stronger US dollar. The next thought I had was, “I don’t have any clients in the US. How am I going to do this?” While it was true I didn’t have US-based clients, I *did* have the benefit of belonging to a global split placement network (NPAworldwide). With a few phone calls to my trading partners, I began sourcing candidates for US-based jobs. Voila!
It has now been a couple of years and I have been enjoying a bonus based on the spread in the exchange rate. I have developed solid relationships with US recruitment partners, and I have now secured a couple of clients in the US as well. It has been a tremendous boost to my business, and working in US currency means I have been able to increase revenue by 30% without making any other changes.
When I first started my company in 2011, someone suggested that I think globally. Due to the structure of the recruiting industry, including some trusted partners and perhaps a formal split placement organization, small recruitment firms like mine can virtually do business anywhere in the world! I am grateful that I took the suggestion.
Last week I had the opportunity to meet many new friends and fellow business professionals at a GRYP – Grand Rapids Young Professionals meet-up. Within a few of the groups I got to meet, there was some conversation about do’s and don’ts of networking events. I kept mental notes on what tips were discussed and I wanted to share them with you as a job seeker or business professional in hopes that you will make your next networking event a successful venture. Read the rest of this entry »
Manpower has released its quarterly hiring outlook survey. Nearly 60,000 employers in 43 different countries were asked to answer, “How do you anticipate total employment at your location to change in the three months to the end of December 2017 as compared to the current quarter?” In this iteration of the survey, hiring is expected to increase from current levels in 42 of the 43 countries. Switzerland is expecting to see flat hiring. This marks a momentous occasion: For the first time since Q2 2008 and the Great Recession, there are NO negative net employment outlooks in any of the surveyed countries. Read the rest of this entry »
So what happens if one of your top employees stuns you with a letter of resignation? Let’s assume he or she has not won the lottery but rather has what they see as a better opportunity lined up. This is a likely scenario as more than 50% of all employees are looking for work, either actively or passively. When you confirm the departure is for a better offer, bigger challenge, or maybe a reason based on your organization structure, culture, or management…the temptation is to begin a counteroffer discussion. Read the rest of this entry »