TEAM Collaboration or Lone Wolf? What to do in a pandemic.

by Veronica Blatt

Today’s guest blogger is Paul Thompson, sales and marketing director at Ikiru People. Ikiru People is the leading global provider of technology to recruiting teams worldwide and the supplier behind well-known brands such as – Voyager Infinity CRM, FileFinder Executive Search Software, ISV.Online – the skills assessment and training software and GatedTalent – the platform connecting senior-level executives with executive recruiters around the world.

2020. What a year, eh!

We’re only a few short months away from entering a new year but the pandemic remains an insidious part of our lives. This global calamity truly had a lot of us scrambling to understand what it meant for us and the way we work.

One big transformation it brought across the board was that we were all confined to working from home at some point this year. It’s made me reflect on whether the lone wolf recruiter has been flourishing, or floundering, and if the collaborative recruiter has been getting on better by comparison.

It got me thinking – during a pandemic, what recruiting style works best?

The Lone Wolf Recruiter vs Collaborative Recruiting

Let me introduce the Lone Wolf. They are challenged and motivated by the million tasks in front of them. They’re screening CVs, identifying top level executives, creating regular reports for clients. They are exhilarated when they meet deadlines and get the job done. They work hard and long hours. But they’re working harder and longer than their colleagues, expending and spreading their energy on many different tasks.

This enthusiasm for their job is commendable and aspirational. But one has got to wonder whether they would benefit from a bit more of a collaborative approach. If nothing else, they will find themselves with a more flexible schedule and more time which they can invest on networking. And, after all, isn’t relationship building at the heart of recruitment?

This pandemic could possibly have been tougher for recruiters who practise collaborative recruitment. If you’re one of them and you’ve felt dejected because of limiting interactions with clients and colleagues via a little rectangular box on your computer screen, I empathise. Despite technology making life and work easier for us, it doesn’t really go all the way, does it?

Executive candidates and clients appreciate a face-to-face meeting which has now had to be diverted online. You also probably miss stopping by your colleague’s workspace to ask if they can work on a pitch with you. Recruitment, like any other work, derives some of its best parts from teamwork. Whether it is sharing data of C-suite executives or exchanging tips on how to manage candidates and clients, it is ultimately about drawing on each other’s strengths.

‘These unprecedented times’

Let me share my presumption that one of 2020’s catchphrases, ‘these unprecedented times’, tires you out. Every major publication has included this phrase in at least one of their articles. However, we have to acknowledge that it does the job of registering the gravity of the situation we are in. In the first half of the year, Covid-19 brought everything to a halt and almost overnight we had to change the way we worked. What transpired was to establish telecommuting as the new way to do business.

As Lone Wolf recruiters and Collaborative recruiters adjusted to this new method of working, each side inadvertently adopted practical qualities from the other. I spoke to hundreds of our recruiter clients over the course of the past months. This global virus has made us more receptive to deeper conversations as well as willingness to try new things. Lone Wolves began appreciating the advantages of partnership and sharing challenging work. Meanwhile, Collaborative recruiters learned from their Lone Wolf colleagues about the grit and determination it takes to successfully produce results without relying on external help.

Always focus on the customer

As a longstanding technology partner to the recruitment industry, I can confidently say that our service-oriented products have done their share in making work easier for recruiters. Our usual razor sharp focus on quality service and customer satisfaction prepared us for the kind of support we needed to deliver.
The recruitment industry is one of the most exciting, fast-paced and dynamic industries today. It was also one of the quickest to feel the effects of the virus as the global job market fell exponentially. The OCED states that unemployment rate in May 2020 was 8.4%. There is expected to be a one percent increase bringing the OECD-wide unemployment rate to 9.4% in the fourth quarter.

Yet, executive recruitment software has been and strives to continue to be an effective partner during these harsh times. The professional world has shifted base from a thriving busy office to a room or a desk in one’s house. Clients’ business needs have probably undergone a slight deviation from the norm. But it’s important to note clients will always expect superior quality of service.

Implementing exhaustive digitization in recruitment is the way to move forward and retain a competitive edge. Recruitment firms already employ powerful recruitment software for data mining and analysis. It also makes CV parsing, short-listing candidates, and creating reports convenient. Now digital interviews and video calls are quickly becoming the standard.

I would advise my colleagues in the industry to utilize executive search software for all aspects of recruitment – from automating front office tasks to back office admin work. Find a suitable vendor. Ask for demos. If your office is going to be working from home for the unforeseeable future, cloud-based software is a priority. Read objective testimonials. Make note of product functionality and support quality. Don’t hesitate to ask questions tailored to your unique business needs.

A powerful technical partner helps recruiters work smarter and be more productive, even when working from home.

Preparing for ‘the new normal’

There’s another catchphrase – ‘the new normal’. This ‘new normal’ has us forging ahead, adapting and reconciling to life as we find it. We have not overcome the pandemic yet. It is time to adopt new attitudes and skills to prepare for whatever lies ahead of us. The emphasis must be on cultivating long-term relationships – recruiters will build stronger bonds with colleagues, executive candidates and client companies. Technology partners like us will proceed with keeping our recruitment company clients at the heart of what we do.


Social Recruiting Best Practices

by Liz Carey

Social media platforms can be a valuable tool in a recruiter’s toolbelt, if used wisely. Candidates regularly utilize use social media platforms like LinkedIn, Twitter, and Facebook, to find their future employers.

In an article by TalentLyft, it was noted that:

  • 73% of millennials found their last position through a social media site.
    Source: Aberdeen Group
  • Nearly half of all professionals (49%) are following companies on social media with the intent to stay aware of their jobs.
    Source: LinkedIn
  • 62% of job seekers use social media channels to evaluate employer brand of a company.
    Source: CareerArc
  • Job seekers rank social and professional networks as the most useful job search resource compared to job boards, job ads, employee referrals, recruiting agencies, and recruiting events.
    Source: CareerArc

BUT, social recruiting doesn’t simply mean creating a profile and blasting out job orders. Here are some tips on how to effectively use social media in your recruiting efforts:

  1. Share valuable content, not just job orders. Use social media to share industry-relevant articles and blogs. Subscribe to industry publications and share those with a comment of your own. Candidates want useful information, and you won’t be grabbing their attention/likes/follows by spamming their feed with job adverts.
  2. Cater to your audience. Think of it like writing job descriptions, where it’s best to take a different approach depending on whether the job is an executive/c-suite role, or a lower-level role. Tailor your postings to your ideal candidate, and that’s who you will attract. For example, posting articles about changing careers won’t attract the senior-level experienced candidate you need. And using a generic template when you reach out to candidates via social media is sure to be ignored. High quality candidates don’t have time to sift through all the generic messages they get… stay out of the ‘trash’ by making it personalized.
  3. Make it a conversation. It’s not just about posting and getting likes. It’s important to publish things that garner a conversation… and that includes replies from you! If candidates are commenting on your posts but you aren’t replying, you can bet they will come to a halting screech. Build a connection with the candidates, make yourself a real person… not just a ‘brand’.

The more you can engage with your audience via social networks, the easier it will be to build a relationship with top talent. If you become an authority in the industry – frequently posting valuable articles and contributing meaningful comments – it is more likely that candidates will turn to you when they are in the market for their next opportunity.


FAQs about Payroll for Contract Recruiters

by Veronica Blatt

Today’s guest blogger is Art Boyle, VP of Risk Management, and Certified Business Continuity Professional (CBCP) of People 2.0’s Global Search and Recruiting Support Division. People 2.0 is a global provider of employer of record, agent of record,  and back-office services for recruiting and staffing firms. People 2.0 is an NPAworldwide Endorsed Program.

Contract recruiting is having a moment. With around a third of US employment having already shifted to contingent roles, the need for contract recruiters has never been higher. The current global climate has accelerated the rate of change, with employers seeking even more flexibility.

If you’ve been thinking about adding contract recruiting to your business or even starting your own contract recruiting firm, now is a good time. Before you get started, though, you’ll want to do your research. Read the rest of this entry »


Hiring Plans Improve Globally for Q4

by Veronica Blatt

global payroll outlookManpower Group has released the findings of its quarterly Employment Outlook Survey. Employers in 43 countries took part in this survey. In half of those countries, payroll gains are anticipated for the upcoming quarter. Compared to the previous quarter, hiring plans improve in 37 of the 43 countries. However, these plans are weaker in nearly every country (41 of 43) on a year-over-year basis. On a regional basis, some of the highlights include: Read the rest of this entry »


Benefits of Using an Internationally Networked Recruitment Firm

by Sarah Freiburger

Our Expertise:

Our firm is backed by nearly 1,500 recruiters who are specialists in their industry, who have placed those exact candidate roles time and time again. Our network gives us the edge when learning and  understanding your company’s unique requirements and enables us to match the right specialist with your distinctive needs. Our recruiters work many sub–specialties within each specific niche, and place over 50,000 executive level candidates annually. 

Our Approach:

We are committed to a strong relationship-driven approach that takes best-in-class recruiting practices and specialized training to provide an exceptional level of service to every client, Our searches are more effective and efficient collaborations with our clients due to our single point of contact approach. We invest the time to understand your values, your philosophy, and your requirements. We ask questions. We advise you as to how we can make our relationship even more efficient. As an independent agency, our goal is to treat both our candidates and clients with the same level of respect and knowledge to achieve long–term successful hires. On the candidate side, we are committed to realizing their priorities and long–term goals so that we help place the best fit for our client’s growth and strategy. 

Targeted Solutions For All Clients

We work with clients from start–ups to the Fortune 100. We are as custom as you can find for handling local placements or for multiple hires across divisions and geographies utilizing our network of 500 other independent specialized firms. Our recruiters can complete searches within retained, engaged, and contingency relationships. We pride ourselves on repeat business with long standing clients who trust us to handle the entire scope of their hiring needs.

Contracting with our firm provides single point access to our global network which gives our clients and access to NPAworldwide’s network of more than 500 offices in 60 countries.

Our locally based firms help you handle the intricacies of international business. Our recruiters not only source and recruit the right talent, but provide you with insight to the local culture to build the appropriate compensation packages to retain the talent..This is one more reason to use an NPAworldwide firm as a single source for all your hiring needs..We provide our  worldwide partners with the relevant information they need to complete the project, and you will still receive one response from the recruiter you have built a trusted relationship with. 

Working with an NPAworldwide firm gives you access to local talent in the following countries:

 

Australia

Austria

Belgium

Bulgaria

Canada

China

Czech Republic

Finland

France

Germany

Hong Kong

Iceland

Ireland

Japan

Luxembourg

Malaysia

Mexico

Netherlands

New Zealand

Norway

Philippines

Portugal

Puerto Rico

Romania

Russia

Singapore

South Africa

South Korea

Spain

Sweden

Switzerland

Thailand

Turkey

Ukraine

United Arab Emirates

United Kingdom

United States

 


Why Investing in Recruiting CRM Software is ROI Gold

by Veronica Blatt

Our guest blogger today is NPAworldwide partner iSmartRecruit, offering their thoughts on the importance of good ATS/CRM tools during these unusual times.

The time of tedious and expensive hiring processes that require an intensive IT and marketing department involvement is gone. With the advanced technology of recruiting CRM software, you don’t have to spend countless hours emailing candidates or invest a small fortune into a marketing strategy that doesn’t provide results. Read the rest of this entry »


Fee Agreements: You’re Worth it Even in Uncertain Times

by Veronica Blatt

Our guest blogger is Roman Duty of Recruiting Services International / RSI in Rushville, Indiana. RSI is a boutique executive search firm that is celebrating 50 consecutive years of business in 2020. The firm provides highly individualized recruiting services to clients on a local, regional, and international basis. The firm’s recruiting activities are focused on high-level technical search and managerial placement in many manufacturing arenas.

As recessions go, this is my first time recruiting in one because I began recruiting full time in 2012. There are many of you who have navigated recession-era challenges multiple times and I commend you for it. Even though we are entering into a period of uncertainty due to COVID-19 (the likes of which no living recruiter has experienced), I was still surprised at the number of recruiting firms whose fee agreements did them a disservice even during times of uninterrupted economic growth. Fee agreements with money-back guarantees or large replacement periods (more than 6 months) are incredibly one-sided in favor of the client, don’t allow flexibility, and can hurt cash flow. Read the rest of this entry »


5 Favorite Recruitment News Sources

by Veronica Blatt

business section recruitment newsI like to keep abreast of news and trends impacting the recruitment industry, particularly in a rapidly changing environment. Today I want to share some of my favorite recruitment news sources with you, in no particular order: Read the rest of this entry »


Are Contract Placements for Me?

by Liz Carey

Despite a volatile economy and many companies putting job orders on hold, some members of our split placement network are reporting that their clients are increasingly asking for contract workers.

Contract placements continue to be a source of growing revenue for many NPAworldwide members who are looking for dependable residual income. Even if your firm doesn’t have a dedicated temp/contract division, you can still fill contract roles. At first glace, you might think the smaller fees are not worth it, compared to a hefty fee on a permanent placement’s yearly salary, but monthly fees for a contract worker can quickly add up, and adds to your bottom line.

Clients have come to rely on recruiters to provide top quality temp/contract candidates that meet their specific needs within a specified time limit – whether due to a merger, a project, or maternity leave. If they really like your candidate, a contract role can also lead to a permanent placement in the long run.

Contract roles are a win-win-win for clients, candidates and recruiters. For your clients, contract staffing is cost-effective: they can eliminate many salary and benefits expenses and do not create a long-term financial commitment. For recruiters, and can also be cost-effective in terms of the amount of time spent on a hire, as the hiring process for contract employees is typically a lot quicker than permanent / direct hires. For candidates, there is often less competition, a higher rate of pay for skilled workers, and flexibility in terms of time off, hours worked, and duties performed.

And contract hiring isn’t just a workaround for full-time hiring freezes due to a down economy because of the pandemic. Contract staffing can help with rapid growth or expansion, or help with large projects or seasonal needs.

Recruiters who want to get into contracting often ask two things:

  1. How would I handle payroll, onboarding, background checks, etc.? – There are third-party organizations out there that provide back-office support and/or can be your Employer of Record. NPAworldwide has several industry partners, such as Evergreen Contract Resources and People 2.0, that can help so you aren’t burdened by back office demands.
  2. How can I get contracting job orders? The best place to start is to simply ask your current direct hire clients if they have contractor needs or a deadline/special project that needs to be completed. Ask if they have a hiring freeze that is prohibiting them from hiring someone. There is always work that needs to be done, and you can offer them a solution because contractors often come from a separate budget, so you can workaround that hiring freeze.

Working contract job orders doesn’t need to be complicated, and in today’s climate, it can provide you with a stable residual income. The return on a small investment of time and energy can be huge.


Exclusive Job Orders Lead to Better Outcomes

by Veronica Blatt

Yesterday I saw a crazy headline claiming that lowering your fees would lead to more money. My initial instinct was that this must be another fluff piece from some recruiter who focuses on high-volume, low-margin deals. And then I thought it must be the latest “how to save your business in the pandemic” advice. I’m a firm believer that fee integrity is really important, so I wasn’t going to give this piece the time of day. Later I saw the same article with a slightly-different version of the headline. When I saw it was written by our recruitment friend Greg Savage I decided to give it a look. Turns out, what he was REALLY talking about is the value of exclusive job orders. Read the rest of this entry »