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What We Learned About Leadership From Tom Brady Winning The Super Bowl

by Veronica Blatt

Today’s guest blogger, Fernando Ortiz-Barbachano, is the President and CEO of Barbachano International (BIP), the Human Capital Solutions leader in Mexico, Latin America, and the USA, offering high-impact executive search, executive coaching, and outplacement. Barbachano International joined NPAworldwide in 2007.

Love him or not, Tom Brady encompasses many traits that have people wondering how he’s managed to score six Super Bowl wins and set a dizzying array of NFL records, including most touchdown passes. While his prowess on the field seems undeniable, his impact on people outside of the sport looking to improve their game in their given fields look to Brady for lessons on leadership and what they can learn from the exceptional quarterback. Brady has endured scandals and setbacks, but he’s tenaciously battled for his victories in and out of the stadium. So, what is it about this spirited QB that has so many CEOs marveling at his leadership success? Read the rest of this entry »

Lead Generation Tips for Recruiters

by Veronica Blatt

Over the past year, I’ve heard an increasing number of recruiters comment on the need for business development. Not only that, the things they *used* to do to find new clients don’t work as well now. And, business has been good for a number of years, so recruiters haven’t had to keep this skill too sharp. So if you’re finding that it’s tougher to find new clients, here are some lead generation tips for recruiters. Read the rest of this entry »

Preparing for a Post-Covid Turnover Boom

by Liz Carey

For most of last year, many employees were in survival mode, afraid to leave their current employer in fear of not finding work due to the pandemic. But now that vaccinations are underway and things are looking up, employers must be mindful of turnover as employees are more confidently feeling they can make moves.

One in four employees plans to leave their employer after the COVID-19 pandemic subsides, according to a new study from the IBM Institute for Business Value (IBV). Read the rest of this entry »

Is Candidate Ghosting Damaging Your Candidate Experience?

by Veronica Blatt

image of candidate ghostingToday’s guest blog is from People 2.0, a leading provider of back-office solutions for staffing and recruiting organizations, nationally and globally. We offer a variety of support services, including payrolling, payroll funding, risk management, etc., and serve as a strategic resource in helping you efficiently and profitably place talent. www.people20.com

Ghosting: You say you’ll call, but you never do…

You might be doing your candidates, your clients, and your recruiting firm a disservice by ghosting job applicants. If you’ve never heard of this term, it means that you’ve effectively gone radio silent on an applicant without explanation. This can happen after exchanging emails or LinkedIn messages, after initial phone interviews, or after a lengthy interview process. Read the rest of this entry »

Contingency Recruitment vs. Other Models

by Veronica Blatt

Contingency recruitment has long been the dominant pricing model in our industry. If you’re not familiar with that phrase, it means that the recruiter doesn’t get paid until a candidate gets hired. This has generally been pitched as being low-risk for the employer client: they don’t spend any money until they make a hire. On the flip side, I believe there is a common understanding that contingent recruiters may work harder – after all, they work for free unless a placement is made. But is this really the best business model for either clients or recruiters? What other options exist? Read the rest of this entry »

How Collaboration Will Save Us

by Veronica Blatt

Today’s guest blogger is Laura LaBine from LaBine and Associates in the San Francisco Bay Area (USA). Laura is a member of the NPAworldwide Board of Directors, with responsibility for the network’s practice groups. LaBine and Associates is a boutique recruitment firm specializing in placing highly skilled individuals with clients in the cybersecurity, clean energy, high tech, fin-tech and other industries. Read her thoughts on how collaboration makes the world smaller below.

The pandemic has changed the world. This virus is the one thing that we all share in common, no matter where you live in the world, or the color of your skin, whatever your gender…..the virus has affected all of our lives in some way. I’ve been interviewing candidates all over the world, and it’s the unified theme in all of our conversations: “Are you okay, and is your family okay?”

Everyone now knows what Zoom is, and some say that TikTok is a verb. (i.e., “In our house, we like to TikTok for at least an hour at the end of the day.”) Our need to connect has influenced our engagement with technology more than ever. Read the rest of this entry »

Taking Your Recruitment Firm Global?

by Sarah Freiburger

In this highly competitive and increasingly saturated market, most recruiters or recruitment firms realize that in order to stand out and present a broad range of solutions to their clients, they need to go global. Some common excuses to avoid the work of creating a global firm include: “it’s too hard,” “that’s what franchises are for,” “It is too expensive and time consuming to sort out labor regulations per country” Although each of these excuses have some merit, none of them should stop you in your global expansion tracks.

Try to set yourself above your competitors by keeping up on international market conditions and legislation. Your knowledge in these areas will be valuable in targeting where you want to expand and in what industries. One way to jump the international hurdle is to connect with like-minded firms throughout the world. A great place to start is through LinkedIn. Recruiters are pretty transparent on social media so they might be easier to find than you think.

Also, think about joining a network. There are obvious questions to ask as it relates to policies, operations and integrity before jumping into something like this, but if you’ve done your homework, your investment will almost certainly result in a positive ROI as well as global connections. Many international firms belong to a network such as NPAworldwide, where you can easily connect with local firms in the country your client is expanding operations to and can have their assistance in working globally or even split placements with them for their assistance on international searches.

What are some of the challenges you face with making your global footprint?

Employers Make Global Expansion Mistakes. Recruiters Can Help.

by Dave Nerz

global placement activityAccording to Globalization Partners, a company that provides in-country payroll in 187 countries around the world, there are 10 mistakes commonly made during a company’s global expansion.

The list of mistakes reads like this: Read the rest of this entry »

Benefits of NPAworldwide’s Recruitment Partnerships • Geographic and Niche Based

by Veronica Blatt

Today’s guest blogger is Henry Goldbeck, of Goldbeck Recruiting. Goldbeck Recruiting is a recruitment and executive search firm located in Vancouver, BC. As true employment consultants, they bridge industry expertise and headhunting excellence with human resource support throughout the hiring process to improve the success of a new recruit.

Since 1997, they have filled challenging positions in industries and expertise areas like sales, engineering, biotech, accounting & finance, manufacturing & operations and the non profit sector.

Cross-regional recruitment partnerships, and indeed cross-sector and cross-specialty partnerships, represent a huge benefit that the NPAworldwide network provides to member firms, clients and candidates. While it’s true that sharing the workload also means sharing the fee, it’s also the case that such alliances can lead to otherwise unachievable recruiting victories, to the satisfaction of the client and the long-term benefit of your bottom line. Read the rest of this entry »

Recruiting Active Candidates vs. Passive Candidates

by Veronica Blatt

It’s commonly accepted that passive candidates are more desirable to recruiters and employers than active job seekers. Why is that? Why are active candidates looked upon as lower caliber? First, it might help to explain the difference between the two.

Active Candidates

Active candidates are those who are intentionally seeking a new role. These are the people who apply to your openings. They may be unemployed. They may dislike their employer, boss, or job. They may like their job, but don’t see a career path if they stay. The organization may be struggling, so an active candidate wants to make a move before becoming unemployed. It is incorrect to assume that all active candidates are unemployed. Read the rest of this entry »

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