Salary History is History

By Dave Nerz

In North America some laws regarding the collection of salary history information have gone into effect and there are others pending implementation for January 1, 2018. The locations and jurisdictions will become more difficult to monitor and, in some cases, you need to consider that a candidate lives in a covered location, the employer has an operation in one of these locations, or that a candidate might be in one of these locations while a phone interview or screen is happening. Assumptions otherwise could end up creating risk for you as an independent recruiter. Read the rest of this entry »


Resolutions: Problem, Solution, or Both?

By Veronica Blatt

Today’s guest blogger is Patti Steen with The Pelsten Group located in Seattle, WA. The Pelsten Group is a recruitment firm that focuses on all levels of positions within IT. The majority of their clients are in the Seattle area but they actively support NPAworldwide across the US. Patti is currently serving on the NPAworldwide Board of Directors.

As each New Year begins everyone always talks about making a resolution. What are resolutions? The dictionary defines a resolution as the following:

  1. Defining and solving a problem to come to a resolution
  2. A firm decision to do or not to do something
  3. The action of solving a problem, dispute or contentious matter

I think most of us think about resolutions as an action – I am going to exercise more, lose weight, give up something, etc. Are we setting a resolution without thinking about defining and solving the problem to come to that resolution? We can all say we are going to lose weight, but it is pretty easy to lose focus by February.

Each New Year is a good time for an annual check-up. How are we doing in three key areas – self, family and professional life. Depending on the year, some areas may take a bit more focus than others.

If we really want to have the potential for fulfilling our resolutions, we may want to put a bit more thought into the resolution and the process it takes to be successful. Treat this as a strategic planning session for your life.

Decide what is important to you: Focused time with family, 10% increase in profit, lose 20 pounds, etc.

Decide what you want/need to do to make this resolution attainable: Monthly dinner with a child, add 5 new customers, determine how much weight to lose, etc.

Break it down into steps: Schedule out who you will take to dinner one-on-one each month and get it on the calendar, set your strategic goals to increase your customer base, and sign up for a weight loss program and commit to it.

Instead of just stating what you want to do this year…treat each resolution as a goal. Goals require thought, commitment and focus. I think we are all used to setting goals at work. It is part of being successful in our profession. But how often do we invest the same amount of time in really thinking through what is important in our personal lives?

There are times we can barely do the basics in this fast-paced world, so don’t make it too complicated or it won’t get done. I generally choose up to 3 things I am going to focus on in a year. That is manageable for me. Yours may be more or less…but remember to keep it simple.

This is the year to not just state your resolution but to take the time to be clear what your resolution is, break it down into attainable goals and say at the end of the year…I did it!

image of button for free checklist to evaluate split placement networks


3 Things for Recruiters to Stop Doing This Year

By Veronica Blatt

Last year around this time, I blogged about New Year resolutions for recruiters. This year, I saw an article that opined that resolutions fail so often because it’s so difficult to form new habits. Therefore, instead of making resolutions about STARTING new things, it’s equally valid (and maybe easier to achieve) to make resolutions about STOPPING things that aren’t working. That concept really resonated with me, so here are 3 things I believe you should STOP doing this year. Read the rest of this entry »


Recruiter Offices: Open-Plan, Private, or Coffice?

By Dave Nerz

A study reported in Associations Now reports that some think the open-plan office is distracting and unproductive. Others have accepted the challenges.

The debate has been going on for years, and businesses have been built on filling office buildings with open-plan offices. If you go to law firms you will see lots of private offices, but if you go to recruiter offices, they will be open-plan except for the senior leaders and owners of the firm. Work-from-home recruiters have the advantage of private space, while others may opt to work from their favorite coffee shop. Read the rest of this entry »


Your International Recruitment Agency Might Be Next Door

By Dave Nerz

image to represent an international recruitment agencyDemographics are pointing toward a continued global talent shortage. Experts are predicting a greater need for employers to consider hiring internationally and opening their minds to foreign staffing options for hard to locate talent. These shortages are going to become obvious in the STEM (science, technology, engineering and math) areas before other executive/professional talent segments experience shortages. Read the rest of this entry »


Manpower Reports Strong Q1 US Hiring Plans

By Veronica Blatt

Manpower Group has released its employment outlook survey for the first quarter of 2018. The survey asks some 59,000 employers across 43 countries to indicate their hiring plans for the upcoming quarter compared to the current quarter. US hiring plans are at their strongest levels in a decade, which certainly bodes well for recruitment firms who are working with US-based employers. Some of the other highlights include: Read the rest of this entry »


Establish Strong Employer Branding for Start-Ups

By Veronica Blatt

employer branding graphicToday’s guest blogger is Taufik Arief with People Search Indonesia, based in Jakarta. People Search Indonesia serves clients in FMCG, pharmaceuticals, IT, telecommunication, general manufacturing, and fashion & retail. Taufik currently serves on the NPAworldwide Board of Directors representing Asia.

The importance of employer branding should not be underestimated, including for start-up companies, since organizations with strong employer branding will be more capable in hiring the most suitable people, supporting employee retention & loyalty and generally creating a greater business image. Read the rest of this entry »


Ten Things Your Recruitment Website Must Do for Your Business

By Veronica Blatt

Today’s guest blogger is Rick Maré with JXT. Rick is the founder and CEO of JXT, the number one provider of cloud-based digital marketing solutions for recruiters and corporate recruiters. Rick has coached thousands of recruiters, empowering them to take their businesses and careers to the next level. Connect with Rick on LinkedIn.

Your recruitment website is much more than just your digital presence. It’s an integral part of your business. Your digital marketing platform can streamline your entire hiring process and candidate experience. With optimised SEO combined with a strong marketing strategy, your website can showcase your employment brand and latest vacancies to more candidates than ever before. To help you ensure your recruitment website is providing a strong return on investment, here’s ten things your website must do to drive your business. Read the rest of this entry »


Transparency Matters in a Trading Partnership

By Liz Carey

In any good split placement trading partnership, transparency matters. NPAworldwide recently hosted a topical call, called “Transparency Matters,” where two NPAworldwide members (who closed 17 deals together last year) shared why communication with your partners is so important!
Great trading partnerships like theirs happen when partners are essentially an extension of their desk, and treat each other like they were working in the same office, even if they’re halfway across the world.

Here’s their advice on successful trading partnerships: Read the rest of this entry »


Companies with Flexible Work Options Taking the Lead!

By Sarah Freiburger

Many people that are part of the baby boomer generation pride themselves in a strict work environment that keeps employees tight to their desk and offices 40 hours per week, and rarely steps away from the standard work week they are accustomed to since entering the work force. As work place culture evolves the past few years, we are seeing more and more large corporations get carried away with providing unique working environments for their employees that encompass anything from beer in the fridge, a foosball table, and work from home options. Recruitment firms have even started interviewing companies on what type of culture and flexible benefits they will be able to offer candidates to compete in this changing workplace. Here are a few suggestions you can make to a client or a few you can consider as a company to make small steps towards culture change.

  1. The work from home option. Micro-managers likely cringe at the suggestion of losing sight and in their opinion, control how long Sheila is sitting in her office by her computer each day. Reality of this is, Sheila is caught up on work from knocking out late hours on projects the past few nights and is now sitting staring at a computer with mental exhaustion counting down the minutes until she can leave. Many employees who have an endless task list and projects to get done need a little flexibility on when and where they crank out their work for peak mental performance. With a work from home option, even once or twice a week, Sheila could get up at 6am and crank out emails then take a break to make a healthy breakfast and start laundry before launching back into the next project.
  2. Non-standard hours. As many companies are starting to have a national or even global span, 9am-5pm is no longer as feasible for peak performance. Companies who instead determine how many hours make up a salaried role and then allow their employees the flexibility to report those hours in a week help an employee work during their peak times without feeling burnt out or overworked/underpaid.
  3. Overtime for salaried roles. This is a great follow up from point 2, where additional work hours should be reported and compensated accordingly. Travel time as well as night or morning meetings and calls should all be factored into an employee being allowed time off the next day, or extra compensation.
  4. Finally, consider part time roles for high level positions. For instance, a Director of Communications role for a smaller company may be able to work remote and part time and accomplish more than a full-time employee based on the latest tools and trends to speed up processes. Many parents who do not have the commitment to a full-time role but the talent to help a corporation immensely may be left behind due to a rigorous in office schedule.

If your client is looking to hire millennial talent they need to be prepared with options that appeal to their candidate to help them stand out. The above points are a good starting point to discuss as the work place continues to evolve and change.



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