Q&A with a Split Placement Network Superstar

by Liz Carey

On one of NPAworldwide’s regional calls this month, one member shared his secrets of success. He has only been in the network 1 year, but has already done 15 splits.

Here’s a quick synopsis on how membership in NPAworldwide has helped grow his business in the last 12 months:

When he started, he was a one-man operation, which is why he joined the network. Having trading partners allows you to focus on marketing and scaling up your business, because you know you have partners to help fill your clients’ roles, he said.

Now, he has 15 recruiters, managers, and 3 full-time marketers who report to a Director of Operations.

He takes full advantage of all the benefits of NPAworldwide membership, including attending last year’s NPAworldwide Annual Global Conference in Fort Worth, TX. He also utilizes an NPAworldwide sponsor for EOR purposes.

All 15 of his firm’s placements in NPAworldwide have been on the exporting side (his firm provides the candidate for a trading partner’s job), which allows him to focus on marketing and developing the client side of his business. It’s also allowed him to expand his portfolio, including an agency that became a new business venture.

Here are a few tips he has shared as to how he has made the network work for him and his business…

When working with a partner, what are your expectations?

My request to partners is that we need to collaborate together to have a smooth transition. Give us some sort of feedback within 48-72 hours. If there’s a delay, it makes it that much more difficult to retain, especially in a candidate-dominated market. Transparency, responsiveness, and smooth transition is they key to success in NPA.

What makes you want to work with a specific partner?

If partners are good at responding, helping with smooth transition when we’re delivering candidates to them. Also, if a partner is giving us good insight as to what they’re really looking for in a candidate. Sometimes it’s difficult to be fully transparent in a job description, so in introductory call, we ask for some insights – sometimes partners are very welcoming and help you set up a ground for success. I like to work with partners who have more attractive payment terms (higher than 20% fees) with short turnaround times. For example, one partner I worked with – the time it took us from starting to work on position and submitting candidates to getting placed and paid, it took less than 30 days.

If you were put in a situation where your business and contacts were taken away, and only had a laptop with internet access and rent for one month, what do you do?

I’m a business-person, and I like to create solutions for different problems. There are tons and tons of business problems out there – You just have to let them know you are there to solve it, and they will pay you for it. It doesn’t really matter if my existing business or contacts were taken away, because I’m always looking for new opportunities and not relying on the old ones.

 


Accelerate Candidate Screening with AI-Enabled Recruitment

by Veronica Blatt

Today’s guest blogger is Oorwin, a leading SaaS-based platform for AI-driven talent acquisition & management and recruiter productivity & effectiveness. Oorwin’s platform is used to manage your entire talent intelligence lifecycle. In this post, learn how to improve candidate screening using artificial intelligence.

AI-enabled candidate screening is designed to address the single most time consuming and inefficient aspect of the recruitment process. Despite technological advancements, effective candidate screening remains one of the biggest challenges for recruiters today.

Manually sorting through high volumes of applications for each open role is extremely labor intensive. Recruiters are focusing over half their time on triage. This leaves a lot of room to unintentionally overlook top applicants or miss out on strong passive candidates. Read the rest of this entry »


Legal Updates for Recruiters

by Veronica Blatt

NPAworldwide has been in business since 1956. During that time, there have been occasional new laws and regulations that have impacted recruitment, although the last 15-ish years have seemed fairly static in this area. All of a sudden, there are legal updates for recruiters occurring at a frequency that has many practitioners approaching them like Whac-A-Mole. If you’ve not been paying attention to the changing legal landscape, it’s time to start! This is equally true for employers as well as third-party recruitment firms. Read the rest of this entry »


Relationships Win in the Recruiting World

by Liz Carey

Recruiting is a relationship business. Having conversations and building relationships with clients, candidates, and trading partners will lead to long-lasting relationships, loyalty, and repeat business, as opposed to one-off hires.

But due to the current nature of the recruiting business and a candidate shortage, recruiters must act quickly to fill roles, and because of this, there are many recruiters who treat sourcing and recruiting as a transaction. They don’t see the big picture, the long-term view that today’s candidate may be tomorrow’s hiring manager.

But relationships still need to be cultivated through frequent communication — preferably in-person or by phone. Candidates receive so many messages through LinkedIn and emails, that it can be hard to stand out amongst the masses. Similarly, potential trading partners may receive resumes thrown at them by so many other recruiters. Read the rest of this entry »


The Great Renegotiation – Are You Ready for 2023?

by Veronica Blatt

Today’s guest blogger is Bill Benson with WilliamCharles Search Group located in Grand Rapids, MI. 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. Today he discusses how “The Great Resignation” is really “The Great Renegotiation.”

Wow – loaded question? If you have been on your heels reacting to recruiting and retention challenges, you are not alone. Let’s look at six major factors as we roll into the new year. Read the rest of this entry »


5 Reasons to Offer Your Small Business Health Insurance Benefits

by Veronica Blatt

Today’s guest blogger is MyHealthily. NPAworldwide has partnered with MyHealthily to offer access to complete health insurance options. MyHealthily works with 130+ carriers across the United States to ensure the most plan options possible.

One of the biggest dilemmas facing small business owners today is whether to offer health insurance as an employee benefit. Each year, small businesses are faced with the task of weighing the pros and cons of offering group health insurance to their employees and themselves. “I guess because of the pandemic I have to offer insurance.” “Will this help my business?” “Can I afford to offer these benefits?” “How will this affect my bottom line?” “I don’t know anything about insurance, how would I answer my employees’ questions?” Read the rest of this entry »


Kick-Start Your Recruitment Desk in 2023!

by Veronica Blatt

Happy New Year! I hope you’ve enjoyed some downtime over the holidays and have come back to your recruitment desk recharged and ready to dive headfirst into 2023. If your motivation is lacking, or you’re struggling with some areas of focus, here are a few ideas to consider:

Revisit Your Website

When is the last time you took a critical look at your website? If it’s more than 3 years ago, it’s time to dig in now. How is your SEO working? Are you effectively using your website as a source of leads? How about blogging to build your email list? More crucially, do you know if your website is accessible to visitors with disabilities? The US Department of Justice recently affirmed that websites are “places of public accommodation” and therefore must comply with the requirements of the Americans with Disabilities Act. Anti-discrimination laws abound in other countries as well. Devote some of your recruitment desk activities to reviewing and correcting website issues to avoid legal action. Read the rest of this entry »


Recruitment Resolutions for 2023

by Liz Carey

As the year is winding down and the new year is approaching, it’s time to start thinking about how you plan to set and reach your recruitment goals next year.

Here are 5 New Year’s Resolutions for Recruiters that can help up your game in 2023: Read the rest of this entry »


Demographic Impacts on the US Labor Market

by Veronica Blatt

Demographic changes over the past 50 years are having an enormous impact on the US labor market. Since the 1970s, the birth rate in the United States is too low to maintain existing population levels. As these younger people enter the workforce, there are simply not enough of them to replace existing workers who are retiring. When combined with a declining labor force participation rate, this is having a devastating impact on the labor market. Read the rest of this entry »


I Have This Candidate in My Database

by Veronica Blatt

Today’s guest blogger is Patti Steen with The Pelsten Group located in Seattle, WA. The Pelsten Group is a recruitment firm that focuses on all levels of positions within Healthcare and Medical Device organizations. The majority of their clients are in the Seattle area but they actively support NPAworldwide across the US. Patti is currently serving on the NPAworldwide Board of Directors.

I am guessing many of you have come across a sentence in a contract that goes something like this… No direct hire fee shall be owed if the candidate was recorded in Company’s database or previously known to Company prior to presentment by Agency.  I saw it again last week and was surprised that companies are still trying to take that stance. The crazy part is they generally do not reach out to me with an open role until they have exhausted all their options or do not have enough resources internally to support the recruit. Before they reach out to me, they probably followed a timeline similar to this: Read the rest of this entry »