Artificial Intelligence is Not the Answer

by Veronica Blatt

image of brain circuitry representing artificial intelligenceToday’s guest blogger is John Francis, info@theonera.com, president and senior managing partner of Theonera, Inc. in Waterloo, Ontario (Canada). Theonera is a boutique recruitment firm specializing in engineering and software professionals and sought-after senior managers. Theonera has been a member of NPAworldwide since 2011.

Here is a major problem for any company today: A company’s success or failure rests on the people that they employ. But securing and cultivating employees that add real value to your business is no easy task. In today’s job market you have low unemployment numbers and potential employees who are extremely discerning. Read the rest of this entry »


A Recruiter-Candidate Relationship Ends ‘Ghosting’

by Dave Nerz

Job candidates are ‘ghosting’ employers and independent recruiters with increasing frequency. If this is a new word for you, the Urban Dictionary defines ‘ghosting’ as cutting off all communication with zero warning. If you have had a no-show for a call, no response to a text or email, or a recruit/hire that walked off the job or never showed up for the first day of work…you have been ghosted!

It is both a surprise and a baffler for HR and independent recruitment professionals. Much of this phenomenon can be attributed to demographics. There are too many job openings when compared to the number of available top-tier candidates. The power has shifted from the employer and independent recruiter to the candidates. These no-show situations are happening in all types of industries from very entry-level positions to much more significant responsibilities within a business. Candidates have multiple offers and are receiving great counteroffers by the employers they are leaving. Some candidates just decide to stay at the 11th hour. Read the rest of this entry »


Marketing Leftover Candidates

by Veronica Blatt

marketing-leftover-candidatesIf you’re a recruiter, you’re likely familiar with the term “leftover candidates.” These are the candidates that didn’t receive an offer from your client – there could be two, three, or more from each project. What do you do with them? Read the rest of this entry »


Make a Recruitment Network Part of Your Day

by Liz Carey

The most successful recruiters in our network are the ones who use all of NPAworldwide’s tools, and use them consistently. Every now and then, we have recruiters who reach out to trading partners or join practice group conference calls only when they need something – help filling a job req, help placing a candidate they can’t find a suitable role for, etc. And yes, this works too. But the most successful recruiters make it part of their day, every day. This is what helps keep you visible and helps develop great relationships with your trading partners.

We know recruiters don’t have a lot of extra time in their day, but here are some tips on how to effectively work a split placement network: Read the rest of this entry »


Recruiter Resolutions That can Work

by Dave Nerz

It is that time of year when everyone is starting their new recruitment plans or setting recruitment goals. It is also when, as individuals, we make recruiter resolutions. Here are some things to consider to make your time invested worthwhile. If you are going to do this, make sure it can work. Read the rest of this entry »


Global Payroll Gains Expected in Q1

by Veronica Blatt

global payroll outlookManpowerGroup has released the results of its first quarter Global Employment Outlook. For the first quarter, global payroll is expected to expand in 43 of 44 countries participating in the most recent survey. Hiring plans are stronger on a quarter-over-quarter basis in 16 of the 44 surveyed countries and weaker in 23 of the countries. Five are unchanged. Other highlights include the following: Read the rest of this entry »


Short and Long-Term Cost Savers in Hiring a Recruitment Agency

by Sarah Freiburger

For both small and large organizations alike, satisfied clients can agree that their external recruitment agency has been at times the most time and cost-effective way to access pools of highly skilled workers, especially those who are not actively seeking new employment.

How Recruitment Agencies Save You Time:

Only 10% of the market, if that, is actively applying for jobs. Most of these qualified individuals choose to only work discreetly with a recruitment agency when they are looking for a new challenge and opportunity. A well connected recruitment firm has thousands of candidates within their network, both actively and passively looking new roles. These recruiters are quality specialists within their sectors that have the knowledge to find the perfect fit for any hiring need. These firms pride themselves on presenting the top candidates in each market so a client only needs to make time to view candidates that will be worth considering. An independent firm also addresses all administrative issues such as all communications with the pool of applicants, verifying candidate qualifications and references as well as following up with those candidates not selected. Compared to in-house staff who may require training on best practice procedures, these highly experienced recruiters and agencies handle the process smoothly.

How Recruitment Agencies Save You Money:

Using recruitment agency removes any increased spend on multiple job adverts being posted. For instance, the NPAworldwide network gives recruitment firms allocations on top job boards, so clients can ensure that your job is advertised in all the correct places without managing the spend. Future hiring costs are significantly reduced as the agency will have knowledge of client company growth and culture so the process will be quicker which will result in even faster fills. An international firm part of a global network of recruitment firms locally based on all six continents, can especially reduce the need for in-house resources or putting in place a unique HR team if your organization expands.


Recruiters, Get Ready for 2019!

by Dave Nerz

best practices for recruitersSo this is often the time of year clients take a break from recruiting as do some candidates. If you are finding the ability to connect difficult, have you considered using your time to get ready for 2019? Use your time to research the top tools for recruiters or best for small business.

Consider these 5 things that might help you implement some best practices for recruiters and get you in the best position possible to make money in the year ahead. Read the rest of this entry »


How to Create Your Personal Brand in 2019

by Veronica Blatt

Today’s guest blogger is StemX CEO Dominic Chapman. StemX is a video interviewing platform to make recruiting more efficient, user-friendly and far more convenient, allowing employers to be able to choose from a larger pool of candidates in much less time.

I’ve recently been doing a lot of research on marketing and how recruiters can turn themselves into a personal brand to enable them to be seen by more people, improve trust and ultimately grow their business. I am still finding that a lot of recruiters still take the old school approach to recruitment by picking up the phone and utilising their network. This still works great, but these things aren’t going to disappear. Read the rest of this entry »


Who Says the Holidays are a Quiet Time for Recruitment?

by Liz Carey

Recruiters are all-too familiar with the seasonal wind-down that happens around this time of year. Typically, there’s not much hiring going on around the holidays and it usually ramps back up after the new year. But instead of hitting up an ugly Christmas sweater party, the holiday season is actually a great opportunity for recruitment. Many people take time off, so the quiet stretch of December makes for a good time to focus in on your recruitment process. Read the rest of this entry »