Apply Today

What Candidates Wish Hiring Managers Knew About the Hiring Process

by Liz Carey

Image of a man and a woman in an office having a conversationHiring managers know what it’s like to evaluate candidates. But they don’t always get to hear what candidates are saying on the other side of the process.

Recruiters do.

We hear when candidates are excited about an opportunity—and when that excitement begins to fade. We hear their concerns after interviews, their frustration when communication stops, and their reasons for accepting one offer over another.

That gives recruiters an interesting window into the hiring process from both sides.

And while every candidate and every search is different, there are some things candidates consistently wish employers understood. Read the rest of this entry »

Retention is Succession Planning

by Veronica Blatt

professional man writing a business planToday’s guest blogger is Bill Benson with WilliamCharles Search Group located in Grand Rapids, MI and Pittsburgh, PA. WilliamCharles is an executive search and professional recruiting firm specialized in finding managerial and executive talent in finance, HR, operations, sales/marketing as well as president/CEO roles. They have a concentration of clients in Michigan but they also work across the US. Bill is a past chairman of the NPAworldwide Board of Directors. In this post, Bill shares why retaining your most valuable people is one of the most overlooked parts of succession planning, and how family businesses can keep the talent they need to lead the next generation. 

Keeping Key People Through the Next Generation

Family-owned businesses pride themselves on long-term relationships. Some of their most valuable employees have spent 10, 20, or even 30 years helping build the company. But that strength also creates vulnerability. When a key employee leaves, the company doesn’t simply lose a person. It can lose institutional knowledge, customer relationships, cultural continuity, and, in some cases, an important piece of its succession plan. Read the rest of this entry »

The Most Expensive Word in Recruiting Is “Yes”

by Liz Carey

image of hands holding an empty wallet openFor independent recruiters, winning a new job order can feel like a victory. A client has a need, you have access to talent, and there is a potential placement—and fee—at the end of the process.

So, naturally, you say yes.

But sometimes, “yes” is the most expensive word in recruiting.

Not every job order is a good job order. And one of the easiest ways for independent recruiters to hurt their productivity and profitability is to accept searches without first determining whether they are actually fillable.

The problem isn’t just the search that doesn’t result in a placement. It’s everything you didn’t work on while you were pursuing it. Read the rest of this entry »

Recruiter Catfishing: What You Need to Know

by Veronica Blatt

illustration of catfishing identity theftRecruiter catfishing seems to be the latest online scam, impacting recruiters and job seekers alike. Catfishing is when a person takes information and photos that belong to someone else and uses those details to create a new identity. For recruiters specifically, it’s becoming more frequent, and harder to detect as AI tools allow better-quality fakes at scale. If you’re a recruiter, here are some things to know: Read the rest of this entry »

AI Technology Strategy: Avoiding Shiny Object Syndrome in Your Recruitment Firm

by Veronica Blatt

business professionals in a meetingIf you’re a recruitment firm owner, you’ve likely been bombarded with an endless stream of AI promises over the past two years.

Every week seems to bring a new platform claiming it will transform sourcing, automate outreach, improve candidate matching, create content, summarize interviews, or handle administrative tasks. The demonstrations are impressive. The marketing is compelling. And the fear of falling behind is real. Read the rest of this entry »

Recruitment Firm Differentiation: Becoming the Obvious Choice in Your Niche

by Veronica Blatt

group of white eggs and one gold eggThe recruitment industry has never been more competitive. Clients have more options, candidates have more visibility into the market, and technology continues to lower barriers to entry. Yet when buyers need help filling a critical role, they rarely choose the firm that simply shows up in a search result. They choose the firm that already occupies a place in their mind as the expert.

That is the essence of recruitment firm differentiation. It is not about claiming to be the best recruiter in your market. It is about becoming the obvious choice for a specific audience because your expertise, visibility, and reputation consistently reinforce one another. Read the rest of this entry »

The Hiring Trust Problem: Why Independent Executive Recruiters Matter More Than Ever

by Liz Carey

Image of a human's hand holding food toward a bird that is hesitant to trust and move forwardHiring has always required a degree of trust.

Candidates trust employers to accurately describe the opportunity. Employers trust candidates to represent their experience honestly. Both sides trust that the process will be handled professionally and that the time invested in interviews, conversations, assessments, and negotiations will lead somewhere meaningful.

In 2026, that trust is under pressure.

A recent report highlighted by Human Resources Director paints a troubling picture of the current recruitment landscape. According to findings from Resume Genius, 86% of employers said they have ghosted candidates because they had too many applicants to respond to, while another 86% cited indecision and 82% cited candidates’ salary expectations exceeding the available budget.

The problem goes beyond ghosting. Ninety percent of hiring managers surveyed said they intentionally post “ghost jobs”—positions they don’t plan to fill immediately. And 64% acknowledged that they have misrepresented some aspect of a role during the hiring process.

For executive hiring, where the stakes are higher and the candidate pool is smaller, these trends should be a wake-up call. Read the rest of this entry »

Why Candidates Decline Job Offers: 5 Warning Signs Employers Shouldn’t Ignore

by Veronica Blatt

You found the ideal candidate. The interviews went well. The team is excited. Then the candidate declines your offer.

Unfortunately, this scenario is increasingly common. Today’s candidates often have multiple options and are evaluating employers as carefully as employers evaluate them. Research shows that candidate experience, compensation transparency, workplace flexibility, and hiring speed all play significant roles in offer acceptance decisions.

The good news is that most declined offers leave clues before the final decision. Read the rest of this entry »

The New Recruiting KPI: Signal-to-Action Time

by Veronica Blatt

Today’s guest blogger is Patrick Long, founder and managing partner of Provision People based in San Diego, CA. Provision People works in a variety of industries, namely: financial services, accounting, manufacturing, sales, technology, agriculture, defense, and a few other verticals too. Patrick is also an NPAworldwide Board Director with responsibility for the Western North America region. Patrick sees hiring signals every day, from leadership changes to funding rounds, acquisitions, and candidate activity — and he knows that the recruiters who act on them first are the ones who win.

Recruiters don’t have a data problem anymore.

We have a speed problem. Read the rest of this entry »

2026 Recruitment Trends: Where Hiring Is Bouncing Back

by Veronica Blatt

chart representing recruitment trendsAfter a rough 2025 for many of our members, we have seen a nice bounce in placement activity in 2026. The latest recruitment trends indicate some of the areas where we’ve seen increased activity year-over-year: Read the rest of this entry »

  • Press Releases

  • Blog Topics

    • Please ensure Javascript is enabled for purposes of website accessibility