If you think you’ve had enough on your plate trying to stay ahead of all the new legislation regarding pay transparency, job advertising/posting, website accessibility, and more … it’s about to get worse. There is a plethora of new AI-related legislation that is going to impact both recruiters and their clients. Here are just a few: Read the rest of this entry »
AI-Related Legislation Impacting Recruiters
by Veronica BlattEmployment Outlook Insights for Recruitment Firm Owners
by Veronica Blatt
Hiring confidence is rising again—and that creates both opportunity and complexity for boutique recruitment firms. The ManpowerGroup Employment Outlook Survey for Q2 2026 offers a clear signal: employers globally are planning to hire, but they are doing so selectively, strategically, and with heightened expectations of their talent partners.
The survey captured hiring intentions from more than 41,700 employers across 42 countries. The headline finding is a seasonally adjusted global Net Employment Outlook (NEO) of 31 percent, up six points from the previous quarter and seven points year over year. In plain terms, the employment outlook is the strongest it has been in several years, even amid continued economic, geopolitical, and regulatory uncertainty. Read the rest of this entry »
Celebrating International Recruiters Day: Honoring the Unsung Heroes of Talent Acquisition
by Liz Carey
Celebrating International Recruiters Day
Every great company is built by great people, but who finds those people? The recruiters. They work tirelessly behind the scenes to connect talent with opportunity. They screen resumes, conduct endless interviews, and negotiate complex offers. Yet, their massive contribution to organizational success often goes unnoticed.
International Recruiters Day gives us the perfect opportunity to pause and recognize these dedicated professionals. This blog post explores the vital role recruiters play in the hiring process, how they shape company culture, and the real impact they have on business growth. We will also look at the specific challenges they face in competitive markets and how you can show your genuine appreciation for their hard work. Read the rest of this entry »
Insights from Our February 2026 Business Barometer Survey
by Veronica Blatt
Are you prepared for the shifts coming to the recruiting landscape? As the industry continues to rebound, staying ahead of market trends is essential for success. In our recent February 2026 Business Barometer Survey, we gathered insights from our membership to map out what the next six months hold for recruiters and employers alike. Read the rest of this entry »
Use Easter Eggs in Your Recruitment Strategy
by Liz Carey
With the Easter holiday quickly approaching this weekend, physical egg hunts are happening all around us. Baskets are being filled, and children are eagerly searching for hidden treasures. But why should kids have all the fun? Have you ever considered setting up a digital egg hunt for your job applicants?
Are your job postings blending in with thousands of others? If you want to attract top talent locally, regionally, and internationally, you need to stand out. Integrating “Easter eggs” into your recruitment messaging gives you a unique way to capture attention.
In the digital world, an Easter egg is a hidden feature, message, image, or joke intentionally embedded within your content for users to discover. Just like finding a chocolate egg in the grass, discovering a digital Easter egg brings a spark of joy. Let us explore how employers and recruiters can use this clever tactic to engage candidates, highlight company culture, and create unforgettable applicant experiences. Read the rest of this entry »
Creating Predictable Recruitment Firm Revenue in an Unpredictable Industry
by Veronica Blatt
Recruitment has always been cyclical. Hiring freezes, sudden surges, shifting candidate expectations, and economic uncertainty can make even the most established firms feel reactive. For boutique firm owners, the challenge isn’t just growth: it’s creating predictable recruitment firm revenue in an industry defined by unpredictability.
While you can’t control the market, you can control how resilient and repeatable your revenue model is. Read the rest of this entry »
Hiring Your First Recruiter or Sourcer: What Boutique Firm Owners Should Know
by Veronica Blatt
For many boutique recruitment firm owners, the idea of hiring your first recruiter or sourcer is both exciting and intimidating. It’s often the first “real” step from being a solo practitioner to running a business, and it comes with real financial and operational implications. The key is knowing when hiring makes sense, and when there are smarter ways to scale without adding headcount. Read the rest of this entry »
Hybrid Work Goes Three-Dimensional
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 for its clients. 1st Executive includes a growing interim management service in its business mix and has successfully placed interim CEOs, CFOs, sales and operational executives. Andrew is currently a member of the NPAworldwide Board of Directors. In the post below, Andrew shares his insights on how hybrid work has evolved into a three-dimensional challenge, now shaped by AI integration.
Since the Covid19 pandemic leaders have wrestled with hybrid work as a two-dimensional challenge. It has been about where work happens – home, office or both. That brought the challenge of how work gets done – managing coordination, communication, output and accountability, not to mention the sense of belonging to a workplace. The evidence is slowly building – what works?
Large-scale studies suggest hybrid work can lift retention and satisfaction without harming performance, when designed well. In developed economies such as the UK, EU, USA and Australia hybrid is no longer a bad pandemic aftertaste. It has become a structural feature of the labour market, with, in Australia 36% of employed people usually working from home (ABS, August 2025). Read the rest of this entry »
How to Network Like a Pro (Even If You’re an Introvert)
by Liz Carey
Walking into a room full of strangers feels daunting for many professionals. You might see extroverts effortlessly working the room and assume you lack the necessary skills to build a strong professional circle. This simply is not true. Introverts possess unique traits that make them exceptional at forging deep, meaningful professional relationships.
This guide provides practical strategies tailored for introverts to help you navigate networking events, build meaningful connections, and grow your professional network. You will learn how to prepare in advance, leverage online platforms, focus on quality over quantity, and follow up after meetings. Put our proven networking strategies to work for you, and watch your career prospects expand locally, regionally, and internationally. Read the rest of this entry »
What Independent Recruiters Need to Know About Pay Transparency Laws
by Veronica Blatt
Pay transparency is rapidly reshaping hiring practices worldwide, and independent recruiters can no longer afford to overlook its implications. As more jurisdictions adopt strict disclosure requirements, understanding pay transparency is essential for maintaining compliance and protecting both your firm and your clients.
A Q&A guide for Recruitment Firms
Q: Why should recruiters outside the United States care about US pay transparency laws?
Because if you recruit into the US, or post remote roles open to US-based candidates, you and your clients may fall under state pay transparency requirements. Many laws apply based on where the candidate is located, not where the recruiter or employer is located. For example, Massachusetts’ 2025 law requires employers with 25+ employees to disclose pay ranges in job postings as of October 29, 2025. Likewise, states such as New Jersey (effective June 1, 2025) and Illinois (effective January 1, 2025) mandate salary ranges and benefits information in job postings. If your job ad can be viewed by candidates in these states, compliance is expected. Read the rest of this entry »