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The 9 Lives of the Recruitment and Search Industry

by Veronica Blatt

Our guest blogger is Andrew Thoseby of 1st Executive Pty Ltd  in Melbourne, Australia. 1st Executive is a boutique executive search, executive recruitment, interim executive and advisory firm providing custom designed people solutions for clients across a broad spectrum of industries on a local, regional, national and international basis. The firm’s recruiting activities are focused on executive, professional, technical and managerial placement, as well as interim executives for its clients. Andrew is currently a member of the NPAworldwide Board of Directors. Today he discusses some of the changes in the recruitment and search industry that many thought would lead to its demise.

You have all heard the saying, “a cat has nine lives.” In Egyptian mythology cats were considered sacred and believed to have supernatural powers; the number nine was also sacred as it was associated with the sun god Ra.

Having been in this industry for over 20 years and a customer of it for at least 10 years more, it would be easy to think that we have been blessed with supernatural powers given the successful negation of the all-too-frequent portents of our doom. Read the rest of this entry »

A Split Placement Network Recipe For Success

by Liz Carey

Measuring cups and measuring spoons on a blank recipe pageNew recruiters come into a split placement network to expand their reach, build their revenues, and to better serve clients and candidates. Just like joining anything, it can be hard to be the “newbie” and break in to a split placement network.  Where do you start? How does it work? How long will it take to get that first split placement fee in your pocket? Read the rest of this entry »

Demographic Drought … Recruiters, Coach your Clients

by Dave Nerz

people dispersed across the USA to represent labor shortageThe numbers don’t lie. There are 2 job openings for every unemployed person in the US and that has been true for a few years now. Where have all the workers gone? Population growth is down, immigration is limited, labor force participation rates are approaching levels not seen since the early 1970s. Workers are opting not to work or to work reduced hours. Baby Boomer wealth is getting passed down to younger generations and they have choices. Even small impact situations, like the opioid epidemic, are taking millions of available worker roles as addicts and the loved ones that care for them are out of circulation. There is no real end in sight to this demographic drought. Read the rest of this entry »

What is Cost-per-hire in Recruitment – Formula & Definition

by Veronica Blatt

Today’s guest blogger is Armaan Akbany, CEO and Co-Founder of Shortlyst AI. Shortlyst AI is an all-in-one AI-based outbound multi-channel sourcing platform. Shortlyst AI provides 650+ million professional database, automation and contact finder features to cater to the needs of modern recruitment. In this article, Armaan and the Shortlyst Team what cost-per-hire is and how to measure it accurately.

Cost-to-hire is a valuable metric that helps organizations across sectors understand and manage expenses related to the recruitment process. It also leads to more effective and efficient hiring. Read the rest of this entry »

How To Do (and Price) A Temp Deal

by Veronica Blatt

Today’s guest blogger is Mark Arrow. Mark is the CEO/President of Headcount Management. Besides being an NPAworldwide vendor, speaker and staffing industry advocate, Headcount currently services multiple NPA clients. Headcount is a leader in back-office solutions designed specifically for staffing agencies.

Headcount makes doing staffing deals (also known as: contract, temp, contingent) simple for NPAworldwide members. Essentially, once candidates are placed, Headcount will professionally onboard, insure and payroll employees. Headcount also invoices clients (with your agency’s branding), accounts for all monies, provides detailed KPI’s and profit reports…and of course, profits. The Back Office, their newest initiative, is the industry’s easiest way for agencies to produce weekly payroll, invoices, and profit reporting via agency insurance and funding.

Since 2008, Headcount has helped staffing firms across all 50 states mitigate liability, reduce costs, and maintain full hiring compliance. Here are some testimonials.

Temp deals can put your staffing agency on the fast track for growth, and most importantly, profit. Many business owners assume that temporary staffing success starts with making the hire. However, true success on contract placements starts with knowing how to both execute and price the deal. Read the rest of this entry »

Contract Recruiting to Survive and Thrive

by Liz Carey

Pendulum swinging at observatory

Like a pendulum, when there is a upswing, there must also be a downswing. There has been a lot of talk about an upcoming recession after such a strong economic bounce-back from the pandemic over the last couple years. With a possible recession looming, companies tend to tighten their belts and put hiring freezes in place. The work still needs to be done, and temp or contract workers are a great solution. Flexible hiring like contract recruiting can help circumvent hiring restrictions and help a business survive and thrive.

Some members of our split placement network report that clients are increasingly turning to them for contract recruiting. According to this survey, 16 million temporary workers are hired every year. Read the rest of this entry »

Recruitment Trends for 2023

by Dave Nerz

Road sign that says trending nowRecruitment has never been easy, but the current conditions are as difficult and complex as they have ever been. The Labor Force Participation Rate (LFPR) is down to 62.2%. That means there is a bunch of talent sitting on the sidelines. It will be your job in 2023 to help draw some of the talent back into the work force. Consider these recruitment trends as you make that effort in 2023! Read the rest of this entry »

Recruiting in a Fluctuating Hiring Market

by Veronica Blatt

road sign that indicates changes at the next exitToday’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 healthcare and medical device organizations. 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.

2023 is starting off with a lot of change! Companies are right sizing, flattening management structures, repositioning in their markets, and limiting hiring. With all this change do we need to look at how we, as recruiters, change to meet the customer’s needs? Will the candidates or strategies for hiring change? Yes, and yes! Read the rest of this entry »

Be a One-Stop Recruiting Shop

by Liz Carey

Shop with an Open signRecruiters spend a lot of time and money on marketing / new business development, but have you tried getting more work from your existing clients? It’s a no-brainer: you already have a relationship with this client, and they know you can deliver. Through membership in a recruitment network, you can help them with all of their staffing needs — whether it is outside your niche, geography, or your hiring contact’s department.

For example, maybe your client, an accounting firm, doesn’t need any more tax people right now… but you might be able to get work from a different division of the same company and help them fill roles outside of your typical niche. For example, they might need IT people or lawyers. Explain to them that your membership in the recruitment network gives you access to partners specializing in that niche who already have pipelines of talent.

Try getting more work outside of your geographical-focus if your client is an international company, or if they are expanding overseas. You might be their resource to fill all their roles at their NYC headquarters, but if they have an office in Spain, you can let them know that you have a trusted network partner right in that region. A partner who knows and understands the local market, including any laws and requirements, and who already has relationships with candidates in that area and can help with unfilled requirements there.

Here is a great example of how to leverage your membership in a recruitment network to get international work:

NPAworldwide members in Winnipeg, MB, Canada and Conway, AR, USA, have done a number of splits together in the manufacturing sector. They met when the US-based recruiter posted jobs on NPA’s internal job board. The Canadian member reached out and offered to help, which led to more searches and 6 placements. If you can recruit manufacturing candidates in Canada, you can recruit them in the US!

When you work together with an international partner, you can develop a relationship just like this – where it’s not a one-time transaction, but cooperative teamwork that makes splits flow frequently.

NPAworldwide membership gives independent recruiters and small firms a way to compete in a global marketplace, and be a “one-stop shop” for their clients.

 

Hiring Demand Remains Positive Despite Economic Uncertainty

by Veronica Blatt

green and blue watercolor-style world mapDespite continued fears and reports of a looming recession and persistent inflation, global hiring demand is expected to remain strong in the first quarter. This data is from the newest ManpowerGroup Employment Outlook Survey. The Net Employment Outlook, which is measured by subtracting the percentage of employers who expect headcount to shrink from the percentage of employers who plan to hire, still stands at a solid +23%. This is lower on both a quarter-over-quarter and year-over-year basis but still reflects that a plurality of employers participating in this global survey do plan to hire in the next three months. In fact, of the 41 countries participating in the survey, 39 of them have positive hiring outlooks. Only Poland and Hungary anticipate a decline in payroll in this quarter. Read the rest of this entry »

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