Preparing for the Post COVID-19 Infrastructure Spending Boom

by Veronica Blatt

image of cash flow chartToday’s guest blogger is HirePay, a technology platform that solves cash flow issues associated with the hiring process. The company was founded to help businesses hire better people by enabling them to use professional recruiters, or top consultants and pay their invoices in 4 easy monthly installments (HirePay pays in full within 24 hours). HirePay also advances funds for contract work and labour hire. HirePay’s solutions have turned financing for hiring from a painful process into an easy one that’s completed and approved in minutes and a win-win for all parties.

As sure as night follows day, an infrastructure spending boom will follow COVID-19.

Why? Past experience tells us that there is no better, faster or more effective way for the Government (federal, state and local) to inject cash, jobs and spending stimulus into the Australian economy.

There can be no doubt that the planning for this stimulatory infrastructure spending is already underway. The resultant projects will be rolled out as soon as it is practical and safe to do so.

The Problem

The above scenario poses a number of challenges for Contract Labour Hire firms, as follows:

  1. The current contraction in major project activity will make it difficult to maintain an adequate pool of workers to respond to a sudden increase in demand
  2. Tightened funding availability and an associated increase in red-tape and approval delays will make it hard to respond quickly to new opportunities as they arise
  3. As the current slow-down bites into the cash reserves of Contract Labour Hire firms, capacity to fund the gap between 75% of invoice value (covered by traditional finance providers) and receipt of full payment 30 – 60 days later, reduces capacity to take on new projects

Unless the above issues are addressed quickly, many will miss out on the benefits that will flow from the forecasted infrastructure spending boom.

The Solutions

HirePay is the only available solution that addresses these problems by paying 100% of your contract labour hire invoices in 24 hours. Key benefits include:

  • 100% Funding – Unlike factoring, which typically leaves you needing to fund 25% of invoice value for 30 – 60 days, HirePay will advance 100% of total invoice value in 24 hours, leaving you free to pursue the next contract.
  • Affordable – You will be charged a single upfront fee of 1.5% (14 days) or 3% (30 days) whilst the debt is outstanding. No hidden fees. No surprises.
  • Easy – Your HirePay application will take 2 minutes to complete, and will be assessed and approved online in just seconds.
  • Accessible – Our credit providers have confirmed ongoing availability of funding for HirePay. No extra red tape. No delays.
  • Flexible – With HirePay, there are no lock-in contracts. If your business circumstances change, you can terminate your HirePay contract at any time. Without penalty.

This leaves you with just one problem: maintaining your talent pool during the slow-down.

Next Steps

Whilst you are figuring out how to maintain your talent pool, we suggest you contact us to put the funding you need in place now. Call us before the infrastructure spending boom hits and you are left standing in the starting gates.

NPAworldwide Placement Activity YTD

by Veronica Blatt

NPAworldwide placement activity has remained consistent throughout the pandemic. Members continue to rely on each other for split placements and they are finding pockets of activity around the globe, in multiple industry sectors. Here are some notable items through the end of the third quarter: Read the rest of this entry »

Recruiters, Inform Candidates That Employers Are Hiring!

by Dave Nerz

While the pandemic has certainly caused disruption to the employment market, and many workers have been laid off or furloughed, recruiters need to tell their candidates that employers are hiring. Global recruiters will need to inform their candidates that different strategies may be necessary to find the jobs that they want. Because furloughed workers are not necessarily unemployed, and can be called back by their employers, the current market is ripe for recruiters to work directly with candidates. Candidates should be working on discreet, undercover, and confidential searches. Recruiters are a perfect fit for the search that furloughed candidates are pursuing. Read the rest of this entry »

Recruiters Not Responding To You?

by Sarah Freiburger

An independent recruiter is someone who is hired by an employer to find a candidate for a specific job and who does not work in-house for an employer, but for themselves as an independent contractor that several companies hire to find their new hires. One of the most frequent complaints I hear or read about recruiters is that they do not return candidates’ telephone calls. If you are a candidate who has attempted to reach out or contact an independent recruitment firm, keep reading because my post today focuses on three reasons why independent recruiters don’t return candidates’ calls and three ways to try and get a response. 

  1. The independent recruiter does not work for you.

When an employer has a difficult job to fill, the employer may choose to hire an independent recruiter to find the most qualified candidate. In return, the employer pays the recruiter a fee. In the United States, the fee typically ranges from 20% to 30% of the candidate’s first year of salary. Therefore, independent recruiters will focus on responding to employers who have hired them and only to candidates who are qualified for the jobs they are striving to fill.

2. The independent recruiter does not specialize in your niche.

Most independent recruiters specialize in placing candidates in a specific industry or job function involving a specific set of skills. You may not hear back from a recruiter to whom you sent your resume because the recruiter doesn’t work with people with your skill set or in your industry. A better approach to working with a recruiter might be to research the recruiters who specialize in placing candidates in your niche and then approach them.

3. Your resume is posted on job boards.

Again, remember my first point. Independent recruiters work for employers. In fact, many employers will advise recruiters they hire that they will not pay the recruiter for a candidate the recruiter submits to the employer who the employer can find on a job board. Why would a recruiter want to spend time presenting your resume to employers when they won’t get paid? The answer is they won’t. Determine your strategy in seeking a job. If working with a recruiter is a fit for your job search, then removing your resume from job boards will increase the likelihood of a recruiter wanting to work with you.

If any of the above are true, chances are that you are not going to be chosen for the position you are most interested in, but here are a few unique things to try to get a response.


  1.  Snail Mail. If the recruiter owns their own agency and has a business address, get in front of them by mailing a hard copy of your resume and cover letter. Everyone opens their mail if it’s sent to their business location, so you can at least have confidence that your words were read and it might help you stand out. 
  2. Pick up the phone and call the recruiter. Ask to speak with the recruiter directly for an update rather than relying on submitting your resume through a job posting or via email. In a conversation with the recruiter, they might better understand what makes you unique.
  3.  When you follow up, don’t just inquire about the status of your application. You can also ask about the status of the requisition. Is it open, closed, on hold?

Women in the Workforce

by Veronica Blatt

While there have been some employment gains, and hiring outlooks are cautiously optimistic for the fourth quarter, one U.S. demographic segment is definitely not rebounding as quickly. Women in the workforce are facing unique challenges primarily due to changes in childcare and schooling. Last month, 865,000 women LEFT the workforce. That is FOUR TIMES as many men who dropped out during the same time. Even worse, many of these departures come in jobs and industries that are part of “critical infrastructure” work and are over-represented  by women. In 2019, women made up more than half of the laborforce. There aren’t enough men to fill the gap. Read the rest of this entry »

On the Move … with Temp and Contract Placements

by Veronica Blatt

Today’s blogger is Judy Collins with Evergreen Contract Resources, which becomes the employer of record  with complete back office services.  Judy helps recruiters start and expand their temp and contract placements throughout the US. Evergreen Contract Resources is an NPAworldwide Endorsed Program.

We are witnessing a growing shift in the labor market, largely brought about by the response of the marketplace to the Covid-19 virus. Where and how people work and where they live are key issues driving a migration from large metro areas. Having been exposed to the benefits of remote work, whether due to social distancing requirements or by choice, many workers are relocating away from the large cities and heading to the suburbs, rural areas, and smaller towns. Collateral benefits of this migration often include improved quality of life, lower taxes, better schools, and a less stressful existence. This fluid situation requires the staffing industry to be flexible in how we adapt to these changes. Read the rest of this entry »

Be Curious, Not Judgmental

by Veronica Blatt

Today’s guest blogger is Paulette Steele with Real Resumes located in Queensland, Australia. Real Resumes is educating people from beginning to end on getting a job.  Short videos cover all aspects including: where to look for a job, writing effective resumes, researching and preparing for the interview, and most importantly, mastering the interview itself. Paulette has 15 years of recruitment experience and a vast career in various industries. She writes below about the need for recruiters to evaluate thoroughly, but resist the tendency to judge a candidate on the wrong criteria.

Why is it that as humans we tend to judge people too quickly by their looks or words? As actor Michael J. Fox said, “The least amount of judging we can do, the better off we are.” Read the rest of this entry »

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. Read the rest of this entry »

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 »