Manpower Group has released its quarterly Employment Outlook Survey for Q1 2025. The net hiring outlook, which is the difference between employers planning to hire in the upcoming quarter (41%) and employers planning to cut headcount (16%), is 25%. This is the same as the previous quarter and slight decline (-1%) compared to the same quarter last year. The stability is a welcome sign and many members of our recruitment network are already seeing signs of more robust activity moving into the new year. Read the rest of this entry »
Q1 Hiring Outlook Remains Unchanged
by Veronica BlattPersonal Branding: Standing Out in a Competitive Job Market
by Kerry Crockett
Personal branding is more important than ever. As the job landscape evolves and the number of qualified candidates grows, standing out becomes crucial. Personal branding is the practice of marketing oneself and one’s career as a brand. It’s about showcasing unique skills, experiences, and attributes in a way that sets one apart from others.
The first step in building a personal brand is self-assessment. Understanding one’s strengths, weaknesses, passions, and goals is essential. This self-awareness helps in crafting a brand that is both authentic and compelling. It’s important to consider what makes one unique and how those unique traits can be highlighted in a professional context. This involves identifying key skills and experiences that are most relevant to the desired career path.
Once there is clarity on personal strengths and goals, the next step is to create a consistent and professional online presence. In the digital age, potential employers and network contacts often form their first impressions based on online profiles. LinkedIn is a primary platform for professional branding, but other social media platforms like Twitter, Instagram, and even personal blogs can play a role. It’s crucial to ensure that all online profiles are up-to-date, professional, and consistent with the personal brand. This includes a professional headshot, a compelling summary that highlights key achievements and aspirations, and regular posts or shares that reflect one’s expertise and interests.
Networking is another critical component of personal branding. Building and maintaining professional relationships can open doors to new opportunities. Networking can be done both online and offline. Attending industry conferences, joining professional associations, and participating in relevant online forums and groups are excellent ways to connect with others in the field. These interactions should be approached with a genuine interest in building relationships, rather than simply seeking to advance one’s own career.
Creating and sharing content is a powerful way to demonstrate expertise and build a personal brand. This could include writing articles or blog posts, creating videos, or giving presentations at industry events. Sharing insights and knowledge not only positions one as an expert but also contributes to the industry community. It’s important to ensure that the content is high-quality, relevant, and aligned with the personal brand.
Another essential aspect of personal branding is seeking feedback and continuously improving. Constructive feedback from peers, mentors, and colleagues can provide valuable insights into how one’s brand is perceived. This feedback can be used to make adjustments and improvements, ensuring that the personal brand remains strong and relevant.
Authenticity is key in personal branding. It’s important to stay true to oneself and not try to be someone else. Authenticity builds trust and credibility, which are essential for a strong personal brand. People are more likely to connect with and remember someone who is genuine.
Finally, personal branding is an ongoing process. The job market and industry trends are constantly evolving, and so should one’s personal brand. Regularly updating skills, learning new things, and staying current with industry developments are crucial for maintaining a strong personal brand. Continuous self-improvement and adaptability are essential in standing out in a competitive job market.
Personal branding is about highlighting what makes you unique and valuable in a professional context. It requires self-awareness, a consistent online presence, effective networking, content creation, seeking feedback, authenticity, and continuous improvement. By investing time and effort into building and maintaining a personal brand, individuals can significantly enhance their visibility and attractiveness in a competitive job market.
Clients’ Employer Branding Impacts Recruiting Success
by Liz Carey
For independent recruiters, competing against large-scale agencies and internal talent acquisition teams can often feel daunting. That is why it is so critical to focus on your clients’ employer branding — its specific impact on independent recruiters deserves attention.
Unlike in-house recruitment teams, independent recruiters need to represent not just one organization but often multiple employers who may not have a strong brand presence. Potential candidates are investigating company reputations more deeply than ever before, assessing everything from work culture to mission alignment and leadership authenticity. For an independent recruiter, this means that promoting a robust employer brand on behalf of their clients is now a minimum standard for staying competitive.
But there’s a secondary layer—your own reputation. Candidates associate independent recruiters not only with the companies they represent but also with the recruiter’s personal brand. This dual responsibility makes employer branding doubly critical.
How This Affects Recruitment Strategies
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Building Trust with Candidates
Candidates increasingly seek transparency during the hiring process. Independent recruiters must act as ambassadors for their clients, clearly communicating values, culture, and long-term opportunities offered by the employer. A lack of clarity or a weak employer pitch can derail candidate interest, leaving independent recruiters outperformed by companies with stronger branding. -
Attracting Better Clients
Employers looking to fill critical roles are now more likely to evaluate recruiters based on their ability to “sell” their brand to top talent. Demonstrating mastery in promoting employer identity, work environments, and growth opportunities can set independent recruiters apart when pitching their services to new clients. -
Social Media and Online Presence
Independent recruiters need to be more proactive on platforms like LinkedIn and industry-specific forums. Sharing success stories, updates, and professional insights not only builds the recruiter’s credibility but allows them to weave engaging narratives around their client’s brands. This boosts visibility among passive candidates who may otherwise remain unapproachable.
Practical Steps for Independent Recruiters
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Conduct Employer Brand Audits
Partner with clients to assess their branding assets. What do their career pages, reviews, and social media footprint reveal about the company? If these elements are lacking, work collaboratively to craft materials that tell a compelling story. -
Refine Your Candidate Experience
Independent recruiters should build their processes around personalized candidate engagement. Keeping candidates informed, promptly answering queries, and helping them understand an employer’s unique advantages can leave a lasting impression. -
Develop a Personal Brand Too
It’s not just about your clients’ brands—how you position yourself matters. An independent recruiter who is seen as knowledgeable, trustworthy, and well-connected in the industry will be sought out by both candidates and clients.
For independent recruiters, employer branding isn’t just a buzzword—it’s a strategy for long-term success in a highly competitive market. By championing both their clients’ brands and their own reputation, these solo players can attract better candidates, secure higher-value clients, and ensure relevance in 2024’s demanding recruiting environment. Establish your influence as more than just a hiring intermediary; become an indispensable partner in creating exceptional employer narratives.
Recruiter Resolutions: Do More in 2025
by Veronica Blatt
Last year around this time I saw an article about how difficult it is for people to keep New Year’s Resolutions. The article then offered ways to make stickier resolutions – making them specific, measurable, and so forth. But it also raised another idea that really resonated with me – so many resolutions are framed negatively, such as “don’t eat sweets” and the negativity makes them harder to keep. Switching the framing from a negative framework to a positive or abundant framework switches your whole mindset. So “don’t eat sweets” turns into “eat more vegetables” where you are perhaps rewarding yourself with “more” as opposed to punishing yourself by taking something away. I think this could also be an effective strategy for New Year’s Recruiter Resolutions.
So if you are planning some recruiter resolutions, what could “more” look like in your desk or business? Here are some ideas:
- Get more specialized – I believe the most successful recruiters in the future will be those who are niche-specialized. If you already have a defined niche, how can you deepen that? If you have more of a generalist focus, how can you start to tailor your focus to a specific industry or a small handful of roles? Can you get down to the level of a micro-niche? How would your business change if you knew all the major employers and all the top candidates in a specific niche?
- Increase candidate engagement efforts – In the US and many other countries, there is a real lack of candidates that is going to last for the foreseeable future. Recruiters who have deeper, better relationships with candidates are in a much better position to succeed than those who do not. AI and other tools can help by automating tasks that improve communication with candidates. Provide more ways for candidates to interact with you. Focus on your marketing efforts.
- Double down on data – Do yourself a favor and dig into revenue modeling if you’re not already doing that. Barbara Bruno from Good As Gold Training has some great information on how to do this for your business. To paraphrase an old saw, you can’t manage what you don’t measure.
- Prioritize personalization – this goes along with increasing candidate engagement. Find out how your candidates want to hear from you, how often, and modify your practices accordingly. Develop a mix of content that includes short-form video as well as web and written content. Don’t forget mobile. Gen Z has entered the workforce and it’s only a few short years before Generation Alpha joins them. Your one-size-fits-all approach to candidate attraction isn’t going to work anymore.
As you make a conscious commitment to do more of these items, you will naturally have less time to devote to outdated practices that hinder your future success. I wish you a successful and prosperous New Year!
Ending Ghosting: How to Prevent Communication Breakdowns Between Recruiters and Candidates
by Veronica Blatt
Today’s guest blogger is Jenn Anderson, owner and founder of Prestige Recruiting Firm based in Clearwater, FL. Prestige Recruiting Firm specializes in recruiting executive sales professionals, senior leadership, and company infrastructure employees, in the medical device manufacturing, process automation sales and services, higher education, and commercial construction industries. Jenn is also an NPAworldwide Board Director with responsibility for the Eastern North America region.
“Ghosting”—we all know the term, and most of us dislike it. 😒 Whether it’s candidates disappearing after an interview or recruiters going silent after a promising conversation, ghosting in the hiring process frustrates everyone involved. But with better communication from the start, ghosting can be avoided. In this post, I’ll explore why ghosting happens on both sides and share tips to prevent it based on my experience. 🗣️✨ Read the rest of this entry »
Things Change, and Recruiters Adapt
by Veronica Blatt
It’s no secret that hiring has slowed recently and there are many factors contributing to that. One of those things, I believe, is the cyclical nature of the US presidential election which seems to always involve a certain amount of “wait-and-see” breath-holding by employers of all sorts. Some things are likely to change (for better or worse), some things will remain, and as always, the best recruiters adapt to the needs of the market. Read the rest of this entry »
Strengthening Relationships: A Guide for Recruiters
by Liz Carey
This week brings Turkey, stuffing and pumpkin pie to those celebrating Thanksgiving here in the United States. The holiday provides the perfect backdrop for strengthening relationships with both candidates and clients. For recruiters, it’s not just about celebrating the season—it’s an opportunity to foster connections, show gratitude, and stand out by creating meaningful touchpoints. Here are some practical ways you can use this season to enhance your recruitment relationships.
1. Send Thoughtful, Personalized Messages
One simple yet effective way to show appreciation is through personalized Thanksgiving messages. Often, a heartfelt email or a handwritten note can go a long way in building trust and loyalty. When crafting your message, take the time to reflect on the specific ways your candidates and clients have contributed to your success.
For example, you could write to a candidate to thank them for trusting your services during their job search or to a client for allowing you to be part of their hiring process. Make sure your message is more than just a generic greeting—include personal touches that make it clear you value them.
2. Host Thanksgiving-Themed Events
Thanksgiving provides an excellent reason to connect in a more personal way through events. Depending on your audience and comfort levels, consider organizing a virtual or in-person gathering.
- Virtual Events: Host a Thanksgiving-themed webinar or networking session. Include icebreakers like “What’s your favorite Thanksgiving dish?” or open with a gratitude exercise to build rapport among attendees.
- In-Person Gatherings: If circumstances allow, a small get-together over coffee or lunch can be a meaningful way to catch up with your clients or candidates.
These gatherings don’t have to be large—keeping them intimate allows for quality conversations that deepen your relationships.
3. Share Gratitude Publicly
Thanksgiving is the season of gratitude. Use your company’s digital platforms to recognize those who play a critical role in your business. A social media post thanking your candidates for their resilience or your clients for their partnership is a thoughtful yet public way to show appreciation. Even featuring positive testimonials or success stories can help humanize your brand while demonstrating gratitude.
Additionally, you might consider sending out a seasonal newsletter. Alongside sharing resources or updates, include a thank-you section to spotlight standout candidates or express appreciation for long-term clients.
4. Create a Positive Company Culture
A recruitment firm’s success relies heavily on the strength of its internal team. Thanksgiving isn’t just an opportunity to connect externally—it’s a chance to give back to your employees too. Consider gifting small tokens of appreciation, such as gift cards or an extra day off to celebrate the season.
Virtual or in-office Thanksgiving lunches, where everyone gets to share what they’re thankful for, can also nurture a sense of gratitude and unity within the team. A happy internal culture translates into better service for candidates and clients.
Why Gratitude Matters for Recruiters
Gratitude forms the foundation of lasting relationships. Candidates appreciate knowing that you see them as more than just resumes. Similarly, clients value recruiters who genuinely recognize their business and partnership. By using Thanksgiving as a moment to express thanks and build connections, you reinforce your reputation as a trusted partner in their success.
End on a Warm Note
This Thanksgiving, take the time to nurture your most important connections. With a thoughtful card, an engaging event, or a simple “thank you,” you can show candidates and clients alike that they’re not just part of your network—they’re part of your story.
Start planning now to make the most of the season, and watch as your gratitude strengthens the relationships that drive your recruitment success. Happy Thanksgiving!
Attracting Candidates: It’s Not About Money
by Veronica Blatt
I happened to catch a webinar with Greg Doersching today on The Art of Attracting Candidates. Greg is an experienced recruitment trainer, and I always appreciate his practical, no-nonsense approach to the business. He is a favorite among our membership as well. Read the rest of this entry »
Navigating the Job Search in a Digital World
by Kerry Crockett
Navigating the job search in a digital world presents both opportunities and challenges for job seekers. The digital landscape has transformed how we find and apply for jobs, making it easier to access job openings and connect with potential employers. However, it also requires a strategic approach to stand out in a crowded marketplace. Read the rest of this entry »
Tech Disruption: Revolutionizing Recruitment Processes
by Liz Carey
With technology evolving at an unprecedented rate, recruiters must adapt to the new tools and innovations that are reshaping how we find, engage, and hire talent. Today, we’ll explore how tech disruption is revolutionizing recruitment processes, highlighting the significant role played by AI, augmented reality, blockchain, and chatbots in this transformation. This post will provide you with insights into incorporating these technologies effectively, ensuring your recruitment approach remains cutting-edge. Read the rest of this entry »